How Do Labor Laws Protect California Manufacturing Workers?

California labor law protects workers in the Golden State, ensuring fair wages and work in safe, healthy conditions. California manufacturing workers may face a number of possible violations of their state labor rights, such as wage and hour violations, safety concerns, discrimination, and more.

What Does a California Manufacturing Worker Do?

A manufacturing worker is someone who creates new products, often at a factory, plant, or mill. A manufacturing worker makes products from either raw materials or components, but the key is that they are creating a new product. Some jobs are part of the manufacturing industry —like the production of steel or electronics, while others are less obvious, such as a baker or a tailor, who use manufactured components (cake ingredients or textiles, for example) to create things like cakes or suits.

The manufacturing industry includes a wide range of jobs, including food, tobacco, textiles, apparel, wood, petroleum, coal, plastics, machinery, electronics, transportation, furniture, and many more.

California Manufacturing Employment Statistics

In the United States, there are about 12.75 million workers performing manufacturing jobs making an average annual income of $87,185 in 2018, including pay and benefits. This is substantially more than the workers in other industries, who earned $68,782 annually. Altogether, manufacturing jobs contributed about $2.37 trillion to the U.S. economy in the third quarter of 2019.

California Manufacturing Labor Law Protections

California labor law protects each manufacturing employee from violations that may put them at risk or deny their rightful compensation. Under state labor law, manufacturing employees have a number of basic wage and hour rights:

• Minimum wage
• Proper overtime
• Adequate meal and rest breaks
• Expense reimbursement
• Off-the-clock work pay
• Timely pay during employment and termination
• More

In some cases, a California worker may be misclassified as an independent contractor rather than an employee so that the employer can avoid providing the wages, breaks, and benefits that they would be required to provide for a full employee.

The manufacturing industry can be rife with safety issues, with hazardous work conditions like dangerous equipment or chemicals with not enough personal protective equipment (PPE), or inadequate safety regulations in place. Employers must explain any risks of a task to employees, as well as provide adequate measures for keeping employees safe.

California labor laws also protect manufacturing employees from both harassment and discrimination at work, based on any protected characteristics. In California, the list of protected characteristics is substantial, as the state’s pro-employee laws are some of the widest in the U.S. These protected characteristics include race, color, religion, sex/gender, gender identity or gender expression, sexual orientation, marital status, medical condition, military or veteran status, national origin, ancestry, disability (mental and physical), genetic information, and age. Employees are entitled to family care leave, leave for a personal serious health condition, or pregnancy disability leave.

Workers are also protected against retaliation they might face for speaking out against labor violations in the workplace.

Undocumented workers in California also have state labor law protections and can file complaints against their employers without their residency status being called into question.

What is California Minimum Wage?

One of the most essential components of wage and labor law is minimum wage—that is, the lowest compensation that employers can legally pay employees. There are a couple of relevant minimum wages: Federal minimum wage, which provides a baseline for what employees must be paid across the country, state minimum wage, which can vary widely depending on a variety of factors, most importantly cost of living. In some cases, there are local minimum wages, with certain major cities adopting ordinances with a higher minimum wage.

As of 2020, the federal minimum wage is $7.25. However, California’s minimum wage is much higher, $13 per hour for companies with more than 25 employees, and $12 per hour for those with 25 or fewer. In 2017, California enacted legislation requiring an annual minimum wage increase. Ultimately, companies of all sizes in California are scheduled to reach a $15 per hour minimum wage by Jan. 1, 2023.

The scheduled yearly increases may be temporarily suspended by the governor in certain circumstances, and there was some speculation about the novel coronavirus pandemic causing a potential delay, with opposition from some California business groups. However, Gov. Gavin Newsom announced in July that the state would keep on track with the scheduled minimum wage increase to $14 per hour for companies with more than 25 employees and $13 per hour for those with 25 or fewer, according to The Mercury News.

What Benefits Is a Manufacturing Employee Eligible For?

A manufacturing employee in California is eligible for a number of benefits, including:

• Social Security benefits
• Federal Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) benefits
• Pregnancy disability leave
• California paid sick leave
• Workers’ compensation
• Accommodations for applicable religious holidays
• Final wage payment

Can I File a California Manufacturing Labor Lawsuit?

More and more California workers are coming forward with stories of labor law violations. Wage and hour lawsuits in California often settle before going to trial at all. These settlement agreements can amount to millions of dollars in compensation.

If you are a California manufacturing worker and have been subjected to labor law violations such as failure to be paid the full compensation you’re owed or have not been provided proper meal breaks, you may be able to file a lawsuit and pursue compensation. Filing a lawsuit can help recover the compensation you’re due, as well as hold companies accountable.

Filing a lawsuit can be a daunting prospect, so Top Class Actions has laid the groundwork by connecting you with an experienced attorney. Consulting an attorney can help you determine if you have a claim, navigate the complexities of litigation, and maximize your potential compensation.

Join a Free California Wage & Hour Class Action Lawsuit Investigation

If you were forced to work off the clock or without overtime pay within the past 3 years in California, you have rights – and you don’t have to take on the company alone.

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