California Callback/Report-In Pay laws & HR compliance analysis

California Callback/Report-In Pay: What you need to know

To guarantee at least partial compensation for employees who report to their job expecting to work a specified number of hours but are not able to work that amount of time because of inadequate scheduling or lack of proper notice by the employer, California law requires that employers pay nonexempt employees, in addition to the hours the employee actually works, for certain unworked but regularly scheduled time.
Each workday an employee is required to report for work and does report but is not put to work or is furnished less than half his or her usual or scheduled day's work, the employee must be paid for half the usual or scheduled day's work, but in no event for less than 2 hours nor more than 4 hours, at the employee's regular rate of pay (which must be at least minimum wage) (CA IWC Wage Orders Sec. 5).
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For example:
• If an employee is scheduled for 8 or 9 hours, the employee must be paid for 4.
• If an employee is scheduled for 7 hours, the employee must be paid for 3.5.
• If an employee is scheduled for 6 hours, the employee must be paid for 3.
• If an employee is scheduled for 5 hours, the employee must be paid for 2.5.
• If an employee is scheduled for 2, 3, or 4 hours, the employee must be paid for 2.
Employers are not obligated to pay reporting time pay if the employee is not fit to work, or the employee has not reported to work on time and is fired or sent home as a disciplinary action. Also, the reporting time pay provisions do not apply to employees on paid standby status or when an employee has a regularly scheduled shift of less than 2 hours, such as a relief cashier who works only during a 1-hour period in the middle of the day.
Occasionally, employees are called to work on a day they are not ...

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California Callback/Report-In Pay Resources

Type Title
Policies On-call Pay (Standard)
See all Callback/Report-In Pay Resources