Part-Time, Full-Time Exempt: A California Conundrum
So, you're thinking about hiring a part-time employee who's exempt from overtime. Brave soul. Let's dive into this tangled web of California labor law.
 |
| Can You Have A Part-time Exempt Employee In California |
What Does "Exempt" Even Mean?
Think of exempt employees as the golden children of the workforce. They're paid a fixed salary, regardless of how many hours they clock. No overtime pay, no time-and-a-half whining. Sounds dreamy, right? Well, there's a catch. To be exempt, they must meet certain criteria, like job duties and salary threshold. It's like being a superhero – you gotta have the powers to back up the cape.
Tip: Don’t skim — absorb.
Part-Time Exempt: Can It Be Done?
The short answer is yes, but it's trickier than ordering a double-shot latte. California law doesn't care if your employee works full-time or part-time. If they meet the salary and duties requirements, they're exempt. It's like saying a squirrel can be a part-time astronaut – technically possible, but you might need a really good squirrel suit.
QuickTip: Every section builds on the last.
The Salary Snare
Here's where things get interesting. The salary threshold for exempt employees is higher in California than in the rest of the country. It's like living in a fancy zip code – you gotta pay the price. And guess what? That salary has to be paid weekly, even if your employee works only three days a week. Talk about sticker shock!
QuickTip: Copy useful snippets to a notes app.
 |
Duties, Duties, Duties
It's not just about the money, honey. Your part-time exempt employee must also meet specific job duties requirements. They need to be in a managerial, administrative, or professional role. Think of it like this: if your employee is spending their time making coffee runs and answering phones, they're probably not exempt.
QuickTip: Don’t just scroll — process what you see.
The Bottom Line
Having a part-time exempt employee in California is possible, but it’s like trying to fit a square peg in a round hole. It can be done, but it requires careful planning and a deep understanding of labor laws. One misstep, and you could find yourself in a world of hurt.
So, before you dive headfirst into the part-time exempt pool, consider consulting with an employment attorney. They can help you navigate the choppy waters of California labor law and save you from a major headache.
How To...
- How to calculate the salary threshold for a part-time exempt employee in California: Use the current minimum salary for exempt employees and divide it by the number of weeks in a year.
- How to determine if a part-time employee qualifies for exempt status: Assess their job duties based on the specific criteria outlined in California labor law.
- How to avoid wage and hour violations with part-time exempt employees: Stay updated on California labor law changes and consult with an employment attorney.
- How to document exempt employee status: Maintain clear and detailed records of job duties, salary, and any other relevant information.
- How to handle overtime pay for misclassified exempt employees: If an employee is mistakenly classified as exempt, you may be liable for unpaid overtime wages, penalties, and attorney's fees.
 |
💡 This page may contain affiliate links — we may earn a small commission at no extra cost to you.
