THE Legal Advocate
You should not receive unreturned phone calls, a lack of clarity about fees, or a failure to keep you up to date on your case. Instead, TLA provides a quality legal experience that is collaborative and compassionate, with frank honesty. Your Advocate is a receptive listener to learn legally relevant (necessary) information. TLA understands this is your case, and because of such you know the factual circumstances surrounding your legal problem, so TLA invests time in you to enable you to share your story and to determine what law(s) apply to provide you a solution.
With a prospective client that TLA has the privlege to represent as a client, TLA fosters a respectful and trusting attorney-client relationship so that you know there is somone on your side and so you can feel comfortable to disclose both positive and negative facts. Here, you'll find an advocate, not a judge of your character...just your case. Not only will you be heard, but you will also be able to understand how the legal system works. With a knack of presenting complex situations comprehensibly, TLA imparts knowledge to clients and educates them about technical legal issues, though communicated in simplified terms.
Reasons to Choose TLA
THE Legal Advocate is a diverse employment law practice, representing both employees and employers. Though many employment lawyers limit their practice to representing either employees or employers, TLA believes this holistic legal approach of "neutral" employment lawyering, without preconceived bias in favor of or against either side, gives TLA a strategic advantage in helping clients to objectively understand each side's strengths and weaknesses. Due to this perspective many cases can be resolved without the need for litigation. And that same perspective, coupled with experience, helps TLA win when litigation is necessary (this is not a guarantee that TLA will win a Client's case).
Connect with TLA
THE LEGAL ADVOCATE EDUCATES BOTH EMPLOYEE AND EMPLOYER CLIENTS SO THEY KNOW, UNDERSTAND, AND COMPLY WITH APPLICABLE FEDERAL, STATE, AND LOCAL ORDINANCE EMPLOYMENT LAWS, SUCH AS CALIFORNIA LABOR AND UNEMPLOYMENT INSURANCE CODES, AND ASSERT THEIR RESPECTIVE EMPLOYMENT RIGHTS TO CREATE AND MAINTAIN A LAWFULLY PRODUCTIVE WORKPLACE AND FAIR BUSINESS COMPETITION.
Santa Ana Office: (714) 474-8097
Sacramento Office: (916) 245-0638
News, Publications, Recent Decisions
California Raises Minimum Wage to $15 Per Hour and Increases Minimum Salary for Exempt Employees
On April 4, 2016, Governor Brown signed Senate Bill 3, which will increase California’s minimum wage annually, reaching $15 per hour for employers with at least 26 employees by January 1, 2022. This bill enacts the highest statewide minimum wage in the nation, on par with New York, which enacted a bill mandating a $15 minimum wage last week.
Governor Brown opposed the bill just a few months ago, stating that it “would put a lot of poor people out of work.” However, during a press conference touting the signing of the bill on April 4, Governor Brown stated that, while the minimum wage “may not make sense” economically, it makes sense “morally and socially and politically.
”For employers with at least 26 employees, California’s minimum wage will increase on the following schedule:
January 1, 2017 through December 31, 2017: $10.50 per hour;
January 1, 2018 through December 31, 2018: $11 per hour;
January 1, 2019 through December 31, 2019: $12 per hour;
January 1, 2020 through December 31, 2020: $13 per hour;
January 1, 2021 through December 31, 2021: $14 per hour;
Beginning January 1, 2022: $15 per hour.
Employers with 25 or fewer employees will follow a minimum wage schedule that lags behind the above schedule by one year. Accordingly, for these employers, the minimum wage will be $10.50 per hour starting on January 1, 2018, $11 per hour on January 1, 2019, and continuing on this schedule until reaching $15 per hour on January 1, 2023.
Beginning on August 1, 2022, and recurring on August 1 of each year thereafter, California’s Director of Finance will increase the minimum wage for the following year based on statistics from the United States Bureau of Labor Statistics. The Governor has the ability to suspend the above minimum wage increases if certain economic factors indicate that the state is in recession.
Notably, California’s salary basis test for exempt employees is directly tied to the state’s minimum wage. Exempt employees must earn at least twice the state’s minimum wage for full-time employment, meaning that under the current $10 per hour minimum wage, exempt employees must earn an annual salary of $41,600 ($10 per hour x 2 x 40 hours per week x 52 weeks per year). Under a $15 per hour minimum wage, the minimum annual salary jumps to $62,400 ($15 per hour x 2 x 40 hours per week x 52 weeks per year).
Employers are encouraged to start assessing their workforce and compensation policies to prepare to adjust compensation for, at a minimum, nonexempt employees who earn less than $15 per hour and exempt employees who earn less than $62,400 per year.