[vijayahr1]

Hello Everone

I am working with a US based company situated at California. We run Semi-Monthly payroll and the payroll schedule is as follows:

Pay period Check date

01-01-2010 to 01-15-2010 01-29-2010
01-16-2010 to 01-31-2010 02-12-2010
02-01-2010 to 02-15-2010 02-26-2010
02-16-2010 to 02-28-2010 03-15-2010 and so on.

One of our employees has raised a question that "California law requires that pay dates be on or before the 26th and 10th of the month” and sent me the below link.

http://www.dir.ca.gov/dlse/FAQ_Paydays.htm. As per the information provided in the site, employer has to pay the employees on or before 26th and 10th of the month.

My question is - Is this applicable to all classes of employees or do we have any slab?

Please do the needful ASAP.

Thanks
Vijaya

[AK lawyer]

Here is what it says at Paydays, pay periods, and the final wages (the link you posted):

... In California, wages, with some exceptions (see table below), must be paid at least twice during each calendar month on the days designated in advance as regular paydays. The employer must establish a regular payday and is required to post a notice that shows the day, time and location of payment. Labor Code Section 207 Wages earned between the 1st and 15th days, inclusive, of any calendar month must be paid no later than the 26th day of the month during which the labor was performed, and wages earned between the 16th and last day of the month must be paid by the 10th day of the following month. Other payroll periods such as weekly, biweekly (every two weeks) or semimonthly (twice per month) when the earning period is something other than between the 1st and 15th, and 16th and last day of the month, must be paid within seven calendar days of the end of the payroll period within which the wages were earned. Labor Code Section 204.. .

I have read section 204, and it seems to clearly require that your employees be paid within 7 days of the end of the pay period. In short, I don't see any "slab" (I never heard that expression before. :) ) But your company might want to run it by a California labor lawyer (another expression: "You get what you pay for" :)).

[vijayahr1]

Sorry got the table from the link