Whether a part of your pay is commission-based, or whether you are paid entirely based on commissions, as of 2013, California law requires that a written commission agreement be established between commissioned employees and their employers. There are currently no penalties for non-compliance written into the new employment law, but failing to create the required contractual agreement could be considered an unfair business practice under California law.
Summer is right around the corner and many college students may be searching for meaningful work experience in their chosen fields to fill the next three months and earn additional cash for the next school year. But, with the job market still reeling from the economic downturn, more and more companies are offering unpaid internships.
California law does not require that personal attendants be paid overtime wages if they are employed as an in-home caretaker to feed, dress and otherwise supervise an elderly person. Nurses, however, who are employed to perform nursing duties in an elderly person's home are entitled to overtime pay.
California employers are required to establish regular paydays so that workers know when and where they can expect to be paid for work completed. Wages earned during the beginning of the month, from the 1st to the 15th, must be paid by the 26th of the same month; wages earned from the 16th through the end of the month must be paid by the 10th of the following month. If wages are earned over a different period of time, they must be paid within seven days.
Outside sales representatives are generally classified as 'exempt' under the Fair Labor Standards Act (FLSA) and they do not have to be paid overtime for hours spent working beyond 40 hours per week. The United States Supreme Court is currently considering whether drug sales representatives should actually be considered 'non-exempt' under the FLSA and must be paid an overtime premium.