Author: timothymccandless

Free labor labeled as internship is still labor. Unless the arrangement primarily benefits the intern in a genuine training sense, minimum wage and overtime apply from day one.

Around-the-clock caregiving generates enormous unpaid-hours claims, because agencies and families routinely pay a flat daily rate for a shift the law counts hour by hour.

Driver pay hides wage theft in plain sight: per-mile pay covering nothing for detention, inspections, and paperwork — all compensable time in California.

Guarding a post does not forfeit break rights. The security industry leans hard on on-duty meal agreements and radio-carrying rest breaks — both are frequently invalid.

California’s Garment Worker Protection Act abolished piece-rate pay in garment manufacturing and put fashion brands on the hook for wages down their supply chain.

Car washes are so notorious for wage theft that California built a dedicated enforcement system — registration requirements, mandatory bonds, and a restitution fund workers can claim against.

Rideshare and delivery apps operate under Prop 22’s special rules — but those rules have their own guarantees the apps must honor, and plenty of gig work falls outside Prop 22 entirely.

Agricultural workers spent generations excluded from overtime. California ended that — daily and weekly overtime now applies at standard thresholds for employers of all sizes.

Household employment is real employment. Live-in or hourly, domestic workers have overtime rights most families and agencies ignore entirely.

Public works jobs carry mandated prevailing wage rates far above market, and private jobs still owe daily overtime and site-to-site travel — with a license bond waiting behind every contractor.