California Labor Code 510 states that:

(a) Eight hours of labor constitutes a day’s work. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee. Nothing in this section requires an employer to combine more than one rate of overtime compensation in order to calculate the amount to be paid to an employee for any hour of overtime work.

Six common types of workers not entitled to overtime (OT) pay are:

Exempt employees;  (managers, administrators, engineers, project mgrs.. and on)
Outside salespersons; (sales in general)
Unionized employees under a collective bargaining agreement; (nurses, teachers, or any union groups)
Specified occupations with their own OT rules;
Independent contractors; and
Employees with an “alternative workweek schedule“ (this would mean that employees are working at companies having shifts: 3 / 4 days; 12 hour shift for 3 days per week; and others)

8DonCo wrote:Hãng BB làm có 1 thằng vô làm temp, giờ muốn nhận  nó nên nó ra điều kiện

- $26 / hour

- 32 giờ / tuần  với  1.5x Overtime pay trên 32 hours ( effective immediately )


and more 

rua2m wrote:theo tui nghĩ người này chỉ muốn làm 4 ngày/tuần và nếu làm hơn 8hrs/ngày thì company phải trả 1.5 OT, nếu vậy thì đúng luật và hợp lý

Có nhiều hãng họ cho nhân viên làm 4 ngày/tuần nhưng phải làm 12hrs/ngày trả regular rate not OT

Tu* Khoai wrote:1) You can and allow to name your price (negotiate your pay rate) rightfully sọ .

2) You can not demand 32 hours work week and consider that as fulltime employment.  Therefore, you can not demand overtime pay if over 32 hrs work week.  

California Labor laws stated that full time work week is 40 hours.  Any hour over 40 within the week should be paid as overtime pay, that's 1.5 time regular.  Over 12 hour regular work day or 8 hours on a seventh consecutive day in a work week  should be paid as double time, except where there's an existing bargaining contracts (unionized) stated otherwise.

California Labor Code 510 states that:

(a) Eight hours of labor constitutes a day’s work. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee. Nothing in this section requires an employer to combine more than one rate of overtime compensation in order to calculate the amount to be paid to an employee for any hour of overtime work.

Six common types of workers not entitled to overtime (OT) pay are:

Exempt employees;  (managers, administrators, engineers, project mgrs.. and on)
Outside salespersons; (sales in general)
Unionized employees under a collective bargaining agreement; (nurses, teachers, or any union groups)
Specified occupations with their own OT rules;
Independent contractors; and
Employees with an “alternative workweek schedule“ (this would mean that employees are working at companies having shifts: 3 / 4 days; 12 hour shift for 3 days per week; and others)

https://www.shouselaw.com/ca/labor/wage-and-hour/overtime-laws/

Rice wrote:ok, mình có quyền ra giá nên point (1) is ok (I did too)
nhưng cái vụ > 32 phải over time, đâu được, nếu cả hãng thì ok chứ đâu thể apply just him

nói chung nếu mình có khả năng mình có quyền chảnh đòi giá nhưng negotiate kiểu point #2 là không được khôn khéo cho mấy

ga10 wrote:1) Salary thì có thể negotiate với HR after they make the offer.
2) Có thể discuss about hours work nhưng 0 thể make demand là trên 32 tiếng là phải trả OT và how much to paid OT.  That's based on company's policy and not on case by case basis.

Khi Gà cần mướn người thì phải fill out cái requisition request listing out job descriptions and qualifications etc.  Nếu là replacement thì thường họ dùng cái current salary range.  Còn new position thì họ cũng find comparable salary in the company.

HR posts job listing on various websites rồi scréens mấy cái resumes received coi cái nào là good fit rồi forward to hiring manager to select from there.

Bo\\n Bon wrote:

rua2m wrote:theo tui nghĩ người này chỉ muốn làm 4 ngày/tuần và nếu làm hơn 8hrs/ngày thì company phải trả 1.5 OT, nếu vậy thì đúng luật và hợp lý

Có nhiều hãng họ cho nhân viên làm 4 ngày/tuần nhưng phải làm 10hrs/ngày trả regular rate not OT

Đó giờ nó làm 5 ngày, ngày 8 tiếng hà, giờ khi không ra giá vậy đó