Penn Properties Inc
Property Management

California & Federal Labor Law Guide

Penn Properties is committed to complying with all applicable federal, state, and local employment laws. This page provides a comprehensive overview of important workplace rights and employer responsibilities under current California and federal labor laws.

Last Updated: July 2026

Federal Employment Laws

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act establishes federal standards for:

  • Minimum wage
  • Overtime pay
  • Child labor protections
  • Recordkeeping requirements

The current federal minimum wage is $7.25 per hour. California employees are generally covered by California's higher minimum wage, which takes precedence when it provides greater protection.

Non-exempt employees are generally entitled to overtime pay at one and one-half times their regular rate of pay for hours worked over 40 in a workweek.

Equal Employment Opportunity

Federal law prohibits discrimination in employment based on protected characteristics, including:

  • Race
  • Color
  • Religion
  • Sex
  • Pregnancy
  • Sexual orientation
  • Gender identity
  • National origin
  • Age (40 or older)
  • Disability
  • Genetic information

Employees have the right to work in an environment free from discrimination, harassment, and retaliation.

Pregnant Workers Fairness

Qualified employees may request reasonable accommodations related to pregnancy, childbirth, or related medical conditions, provided the accommodation does not create an undue hardship for the employer.

Family and Medical Leave Act (FMLA)

Eligible employees working for covered employers may receive up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons, including:

  • Birth or adoption of a child
  • Serious health condition
  • Caring for a qualifying family member
  • Certain military-related family situations

Health insurance benefits generally continue during approved FMLA leave.

Uniformed Services Employment Rights (USERRA)

Employees serving in the United States Armed Forces, National Guard, or Reserve are entitled to employment protections, including:

  • Reemployment rights
  • Protection from discrimination
  • Protection from retaliation because of military service

Occupational Safety and Health (OSHA)

Every employee has the right to work in a safe and healthy workplace. Employers are responsible for:

  • Providing a workplace free from recognized hazards
  • Providing required safety training
  • Maintaining safety records where required
  • Reporting serious workplace injuries as required by law

Employees may report unsafe working conditions without fear of retaliation.

Employee Polygraph Protection Act

Most private employers may not require employees or applicants to take lie detector tests except in limited circumstances authorized by federal law.

California Employment Laws

California provides additional protections that often exceed federal requirements.

California Minimum Wage

Effective January 1, 2026:

  • Statewide minimum wage: $16.90 per hour
  • Some cities and counties require even higher local minimum wages.
  • Employers must comply with whichever wage requirement is highest.

Overtime Rules

California overtime laws generally require:

  • Time and one-half after 8 hours worked in a day
  • Time and one-half after 40 hours worked in a workweek
  • Double time after 12 hours in a workday
  • Double time after 8 hours on the seventh consecutive day worked in a workweek, when applicable

Certain employees may be exempt under California law.

Meal and Rest Breaks

Most non-exempt employees are entitled to:

  • Meal periods during qualifying shifts
  • Paid rest breaks based on hours worked

Employers may owe premium pay if required meal or rest breaks are not properly provided.

Paid Sick Leave

Eligible employees earn paid sick leave that may be used for:

  • Personal illness or injury
  • Preventive medical care
  • Caring for qualifying family members
  • Certain situations involving domestic violence, sexual assault, or stalking, as provided by law

Workers' Compensation

Employees who suffer work-related injuries or illnesses may be entitled to benefits including:

  • Medical treatment
  • Temporary disability benefits
  • Permanent disability benefits
  • Supplemental job displacement benefits
  • Death benefits for eligible dependents

Workers should promptly report workplace injuries to their employer.

Wage Statements and Payday Requirements

Employees are entitled to:

  • Accurate itemized wage statements
  • Timely payment of wages
  • Final paychecks as required by California law
  • Proper documentation of hours worked and wages earned

Whistleblower Protection

California law protects employees who report:

  • Illegal activities
  • Unsafe working conditions
  • Fraud
  • Violations of state or federal law

Employers may not retaliate against employees for making protected reports.

Workplace Safety (Cal/OSHA)

California employers must:

  • Maintain a safe workplace
  • Correct known hazards
  • Provide required safety training
  • Supply appropriate protective equipment when necessary

Employees have the right to report safety concerns without retaliation.

Harassment Prevention

California law prohibits harassment based on protected characteristics. Employers are encouraged or required, depending on circumstances, to provide harassment prevention policies and training and to investigate complaints promptly.

Equal Pay

California's Equal Pay Act prohibits wage discrimination based on sex, race, or ethnicity for substantially similar work, except where permitted by law.

Lactation Accommodation

Employers must provide eligible employees with reasonable break time and an appropriate private space for expressing breast milk, as required by California law.

Voting Leave

Employees may receive time off to vote when they do not have sufficient time outside working hours to do so, subject to applicable legal requirements.

Employer Responsibilities

Employers are generally responsible for:

  • Paying employees accurately and on time
  • Maintaining payroll records
  • Providing legally required workplace notices
  • Maintaining a safe work environment
  • Preventing discrimination and harassment
  • Complying with wage and hour laws
  • Following applicable leave laws
  • Maintaining required employment records

Employee Rights

Employees generally have the right to:

  • Receive lawful wages
  • Work in a safe environment
  • Report legal violations without retaliation
  • Be free from discrimination and harassment
  • Request legally protected leave when eligible
  • File complaints with appropriate government agencies
  • Receive required workplace notices

Additional Resources

Employees and employers seeking more information may consult:

  • U.S. Department of Labor
  • Equal Employment Opportunity Commission (EEOC)
  • Occupational Safety and Health Administration (OSHA)
  • California Department of Industrial Relations (DIR)
  • California Civil Rights Department (CRD)
  • California Division of Occupational Safety and Health (Cal/OSHA)

Disclaimer

This webpage is intended solely for general informational and educational purposes. It is not legal advice and does not replace the official federal or California labor law notices that employers may be required to display in the workplace. Employers are responsible for complying with all applicable federal, state, and local employment laws, including posting current official labor law notices where required.