Case Debrief: “Hours Worked”
California Supreme Court Clarifies Compensable “Hours Worked” in Huerta v. CSI Electrical Contractors
On March 25, 2024, the California Supreme Court issued a significant ruling in Huerta v. CSI Electrical Contractors (Case No. S275431), providing further clarity on what constitutes compensable “hours worked” under California law. This decision impacts wage claims for contractors at construction sites and addresses three key questions certified by the Ninth Circuit:
Employer-Mandated Exit Procedures: The Court ruled that time spent by employees on an employer’s premises awaiting and undergoing a mandatory exit procedure, including a visual inspection of personal vehicles, is compensable. This procedure was deemed an on-site employer-controlled activity, as workers were required to comply before leaving the site, primarily serving the employer’s interests.
Employer-Mandated Travel: The Court determined that travel time between the security gate and employee parking lots is compensable as “employer-mandated travel” under Wage Order No. 16, specific to the construction industry. This applies if the security gate is the first location where the employee’s presence is required for employment-related reasons beyond merely accessing the worksite.
Unpaid Meal Periods: The Court held that time designated as an “unpaid meal period” under a collective bargaining agreement is compensable if the employer prohibits the employee from leaving the premises or a designated area, preventing engagement in personal activities.
In light of this decision, employers should review their security and screening procedures, especially vehicle inspections, and policies restricting employee movement during unpaid meal periods.
Navigating the complexities of employment law can be challenging, and it’s crucial to understand your rights and obligations as an employee or employer. If you find yourself facing legal issues related to wage and hour claims, overtime pay, meal and rest breaks, or employee misclassification, seeking professional legal advice is essential.
Employers should update their policies and consult with legal counsel to ensure compliance with these new regulations.
Refrence: Huerta v. CSI Elec. Contractors