An employee told HR that we can’t make him work on Sunday because of the state’s “day of rest” law. Is that true?
The HR Management & Compliance Report: How To Comply with California Wage & Hour Law, explains everything you need to know to stay in compliance with the state’s complex and ever-changing rules, laws, and regulations in this area. Coverage on bonuses, meal and rest breaks, overtime, alternative workweeks, final paychecks, and more.
Not exactly. All California employees are entitled to one day’s rest in
seven and may work only six days consecutively. But state law does
not specify which day to use as a day of rest. If the work requires employees
to work seven days or more, they may accumulate days of rest, as long as,
in every month, they get the equivalent of one day of rest in seven. Exemptions
may be granted if following the law would subject the employer to
hardship. The requirement also doesn’t apply:
- in emergencies
- if a union contract provides otherwise
- to employees who work fewer than six hours a day or 30 hours a week
- to the care of animals, crops, or land
- to work necessary to protect life or property
- to certain persons engaged in or connected with the movement of trains