An uninterrupted 30-minute meal must begin before the end of the 5th hour of work. If missed, late, or shorter than 30 minutes, the employee is owed 1 additional hour of pay at their regular rate.

If the workday will be 6 hours or less, the meal break may be waived by mutual written consent of employer and employee. Waiver must be on file in the employee profile.

A second 30-minute meal is required when the employee works more than 10 hours. Same 1-hour premium penalty applies for missed/late/short.

The second meal may be waived by mutual consent only if (a) the total day is no more than 12 hours and (b) the first meal was not waived. Waiver must be on file in the employee profile.

Hours 8.01–12 paid at 1.5× regular rate. Hours over 12 paid at 2× regular rate. Applies to all non-exempt employees on a standard 8-hour schedule.

Hours 10.01–12 paid at 1.5× regular rate. Hours over 12 paid at 2× regular rate. Requires a valid AWS election on file.

Straight-time hours worked over 40 in a Sunday-Saturday workweek are paid at 1.5× regular rate. California requires payment of the greater of daily or weekly overtime — never both for the same hour.

When an employee works 7 consecutive days in a workweek: first 8 hours of the 7th day paid at 1.5×, all hours over 8 paid at 2×.

Effective January 1, 2025: $16.50/hr for all non-exempt employees statewide. Increases annually on January 1 based on the lower of 3.5% or the change in the CPI. Always apply the highest applicable rate — state, county, or city — whichever is greater.

Effective April 1, 2024: $20.00/hr for fast food restaurant employees at chains with 60+ locations nationally. Does not apply to dealership employees.

Effective June 1, 2024: phased minimum wage increases for covered healthcare workers, starting at $21.00/hr depending on employer size and type. Does not apply to dealership employees.

To qualify as exempt from overtime, a salaried employee must earn at least 2× the state minimum wage for full-time work — currently $33.00/hr or $68,640/year as of January 1, 2025. Must also meet the duties test for executive, administrative, or professional exemption.

If an employee reports to work and is sent home early, they are owed pay for at least half the scheduled shift, with a minimum of 2 hours and maximum of 4 hours at their regular rate — even if no work was performed. Exception: acts of God, utility failure, or other causes outside employer control.

When an employee works a split shift (two distinct work periods with a non-meal unpaid break between them), they are owed a premium of 1 additional hour at minimum wage unless their pay for the day already exceeds minimum wage by at least that amount.

Employees are entitled to a paid 10-minute rest break for every 4 hours worked (or major fraction thereof). Rest breaks must be in the middle of each work period where practical. Missed rest breaks owe 1 additional hour of pay at the employee's regular rate per missed break. Rest breaks do not affect meal period calculations.

All earned wages including accrued unused vacation must be paid at the time of termination (involuntary). For voluntary resignation with 72 hours notice, final pay is due at time of resignation. Without 72 hours notice, final pay is due within 72 hours. Waiting time penalties of 1 day's wages per day (up to 30 days) apply for failure to pay on time.

California requires pay stubs to include: gross wages, total hours worked (for non-exempt), all deductions, net wages, pay period dates, employee name and last 4 digits of SSN, employer name and address, hourly rates and hours at each rate. Penalties of $50 for first violation and $100 for each subsequent violation per employee per pay period, up to $4,000.

Effective July 1, 2026: $18.42/hr for all employees who work at least 2 hours in a week within city limits, regardless of where the employer is headquartered. Increases annually each July 1 based on CPI-W for the LA metro area. Applies to all non-exempt employees — the higher of city or state rate always governs.

Applies to retail employers with 300+ employees globally (including franchisees and temp agency workers) whose employees work at least 2 hours/week within city limits. Key requirements: (1) Post work schedules 14 calendar days in advance; (2) Provide a written good-faith estimate of expected schedule within 10 days of request; (3) Pay Predictability Pay — 1 hour at regular rate for each schedule change (added hours >15 min, changed start time, changed day, changed location); (4) No "clopening" — minimum 10 hours between shifts, or employee must consent in writing and receive premium pay for each hour under 10; (5) Offer extra hours to current employees before hiring new staff. Violations: up to $50/day per employee for unpaid Predictability Pay plus additional fines.

Effective July 1, 2025: $17.81/hr for employees who work at least 2 hours in a week in unincorporated LA County. Increases annually each July 1 based on CPI-W. Applies only to unincorporated areas — employees working inside city limits (e.g. City of LA) are covered by the higher city rate instead. Check the County Registrar-Recorder's website to confirm whether a worksite is in an unincorporated area.

Same structure as LA City Fair Work Week Ordinance. Applies to retail employers with 300+ employees globally whose employees work at least 2 hours/week in unincorporated LA County. Key requirements: (1) 14-day advance schedule notice posted in a conspicuous location; (2) Written good-faith estimate of schedule at time of hire and within 10 days of request — must be provided in English, Spanish, and any language spoken by ≥10% of the workforce; (3) Predictability Pay — 1 hour at regular rate for schedule changes including added hours >15 min, changed start time, changed day, or changed location; (4) Employee may decline any schedule changes — written consent required for each change, no blanket or ongoing consent; (5) 10-hour rest between shifts required; (6) Must offer additional hours to existing employees before hiring new workers. Retailers already complying with LA City Fair Work Week Ordinance generally satisfy County requirements for city-based locations.

Penske's global headcount (including all Penske Automotive Group franchises and temp workers) almost certainly exceeds 300 employees, making both Fair Work Week Ordinances applicable. Verify each store's exact address against the County Registrar-Recorder to confirm whether it falls within City of LA limits, unincorporated County, or another incorporated city (which may have its own separate rules).

Ohio law does not require meal or rest breaks for employees 18 or older. Break policies are set at the employer's discretion. There is no meal-premium penalty equivalent to California's 1-hour penalty.

A minor employee must receive an uninterrupted 30-minute meal break for every 5 consecutive hours worked. Failure to provide it is a child-labor violation reportable to the Ohio Department of Commerce.

If breaks are offered: short rest breaks of 5–20 minutes must be paid and count as hours worked. A bona-fide meal period of 30+ minutes may be unpaid only if the employee is fully relieved of all duties.

1.5× the regular rate for hours over 40 in a workweek. Ohio has no daily overtime, no double-time, and no 7th-consecutive-day premium — the California daily-OT and AWS rules do not apply here.

Ohio has no AWS statute. Flexible or compressed schedules are permitted under federal guidelines, but there is no state election process and no daily-OT exemption to elect.

Effective Jan 1, 2026: $11.00/hr for non-tipped employees and $5.50/hr plus tips for tipped employees, at businesses with annual gross receipts over $405,000 (smaller employers and 14–15-year-olds follow the federal $7.25). Ohio's rate adjusts annually each January 1 by CPI under the 2006 constitutional amendment (Art. II, §34a) — the $11.00 rate runs through Dec 31, 2026, then changes Jan 1, 2027. Employers must keep accurate records of hours worked and wages paid for at least 3 years.

This summary is informational and not legal advice. Ohio has no state-level meal/rest or daily-OT rules, so most of this app's California compliance flags (meal violations, meal premiums, daily OT) do not apply to Ohio stores. Confirm specifics with counsel and the Ohio Department of Commerce / U.S. DOL.