Employers are generally required to provide employees with reasonable notice of schedule changes. The amount of notice that is considered “reasonable” will vary depending on the circumstances, but giving employees only 10 minutes notice of a shift change is likely to be considered unreasonable.
Under California’s labor laws, employers are required to provide non-exempt employees with one hour’s pay for each instance of last-minute schedule changes, known as “reporting time pay.” This applies when an employee reports to work but is not given the expected number of hours, or when an employee is given less than 24 hours notice of a schedule change. This means that if your employer is consistently giving you only 10 minutes notice of a shift change and you are a non-exempt employee, they may be in violation of California’s labor laws and could be liable to pay you “reporting time pay.”
However, it is important to note that there are certain exceptions that may apply to certain types of employees and industries, such as on-call employees, or in certain industries like retail, agriculture, and motion pictures. In any case, it is always recommended to consult with an attorney or local labor board to verify your rights and to determine the best course of action.
Sanjay Sabarwal focuses his practice in the areas of Employment Law, Family Law and Personal Injury Law and provides outstanding service and expertise for your legal right to win cases with personalized attention and insightful counsel. Mr. Sabarwal has been the Co-Owner and House Counsel for Ziba Beauty, member of the American Bar Association, Los Angeles Bar Association, South Asian Bar Association and Orange County Bar Association. He also serves on the Advisory Board for Youth Business Alliance, which connects entrepreneurs to speak at underserved schools in Los Angeles County. He is also a board member for the Artesia Chamber of Commerce. Contact Sanjay at firstname.lastname@example.org or (562) 250-4471.
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