Lagarias & Boulter, L.L.P.
1629 Fifth Avenue
San Rafael, CA 94901-1828
T 415-460-0100
F 415-460-1099

To contact us, please email us directly at info@lb-attorneys.com

Begin your case review by completing the form below:

Name:
 
Phone:
 
Email (Required): 
 
Tell us more:
 
 
The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.


I have read and understand the disclaimer. 



Lagarias & Boulter L.L.P. has represented franchisees and dealers in hundreds of different franchise and distribution systems including:

Arco, Athlete’s Foot, Avis, Baskin Robbins, Blimpie's, Burger King, Century 21, Chrysler, Choice Hotels, Denny’s, Dominoes, Duxiana, Liberty Tax, Mail Boxes Etc., McDonald's, Quiznos, Sears, 7-Eleven, Service Masters, Snap-on Tools, Shred-it, Subway, 1-800 Radiator, and many more.

Skip Navigation Links.

 

Roberts/McKay v C.R. England

Latest Blog Entries.

Friday, September 30, 2011 7:13:26 PM
The Case for More, Not Less, Franchisee Protection
Current franchise laws and regulations do not go far enough to protect the interests of franchisees against often times overreaching franchisors.
Friday, September 30, 2011 7:10:28 PM
Support the Arbitration Fairness Act of 2009 (House Bill 1020)
Federal appellate courts continue to put their full weight behind arbitration and erode the flexibility of judges to set aside or at least limit one-sided arbitration schemes and results.
Friday, September 30, 2011 7:08:48 PM
Welcome to Franchisee Law Blog
Lagarias & Boulter, L.L.P. devotes itself to keeping up-to-date on issues important to the franchising community and to franchisees in particular.

Employment Law

Reporting Time Pay

California law provides protection for nonexempt employees who report to work expecting to work a certain number of hours and are deprived of those hours due to the employer's improper notification or scheduling errors. Under such circumstances, employers are required to pay employees not just for the hours they work, but also regularly scheduled hours. This type of pay is considered "reporting time pay."

If an employee reports to work expecting to work a certain number of hours, but is released without working any hours or working less than half the hours scheduled, the employer is required to pay the employee for half of the hours scheduled. This cannot exceed 4 hours of pay, but also must be at least 2 hours of pay at the employee's regular rate. For example, if an employee reports to work a scheduled 8 hour shift, but is sent home after working only 2 hours then that employee is required to be paid 4 hours of pay at their regular rate of pay, however only 2 of these hours count as actual hours worked.

If an employee reports to work for the second time in any workday and works less than 2 hours on the second shift, the employer is required to pay that employee 2 hours of pay at their regular rate.


Click here for more information about reporting time pay.