Are employers in California required to give annual reviews and subsequent raises?
412654
There is no requirement to give annual reviews or raises in California.
204514
There are a number of requirements, and these seem to vary depending on how you choose to run.  Check out this page at the CA Secretary of State's website.  If the answer isn't in one of the linked PDF files, I'm sure that contacting the Secretary of State's office is the way to go.
741501
yes .. .please .. it is for the year ...mostly all the companies in USA quote salary on per annum basis untill stated otherwise ...\n\nmark me the best is i helped ... \n\nits nice to beg sometimes ...\n\nHEE HEE ...
238789
Look in the CA business and professions code.
554349
Generally, I would not recommend asking for a raise unless you have been working there for at least a year.
247260
I'm sorry that it's a bit long, but here's the answer, straight from the California Labor Code:  "204.  All wages, other than those mentioned in Section 201, 202, 204.1, or 204.  2, earned by any person in any employment are due and payable twice during each calendar month, on days designated in advance by the employer as the regular paydays.  Labor performed between the 1st and 15th days, inclusive, of any calendar month shall be paid for between the 16th and the 26th day of the month during which the labor was performed, and labor performed between the 16th and the last day, inclusive, of any calendar month, shall be paid for between the 1st and 10th day of the following month.  However, salaries of executive, administrative, and professional employees of employers covered by the Fair Labor Standards Act, as set forth pursuant to Section 13(a)(1) of the Fair Labor Standards Act, as amended through March 1, 1969, in Part 541 of Title 29 of the Code of Federal Regulations, as that part now reads or may be amended to read at any time hereafter, may be paid once a month on or before the 26th day of the month during which the labor was performed if the entire month's salaries, including the unearned portion between the date of payment and the last day of the month, are paid at that time.\n   "Notwithstanding any other provision of this section, all wages earned for labor in excess of the normal work period shall be paid no later than the payday for the next regular payroll period.   However, when employees are covered by a collective bargaining agreement that provides different pay arrangements, those arrangements shall apply to the covered employees.\n   "The requirements of this section shall be deemed satisfied by the payment of wages for weekly, biweekly, or semimonthly payroll if the wages are paid not more than seven calendar days following the close of the payroll period."
789242
If you are an hourly employee, yes they are required to pay you.  If they aren't, go up the chain of command and document it very well.  If you still don't have any results, then contact the Department of Labor.  This is considered "working off the clock" and is highly illegal.
612861
in texas, the law does not have much to say about this, but the courts do...employers are between a rock and a hard place...if they say something negative and can't back it up, then they can get sued...if they don't say something negative and the employee does something bad, then they can get sued.  most employers only report dates of employment, position, and sometimes salary and eligibility to rehire.  Smaller employers are more likely to say more than that.  However, if you are not selected for a job based on a reference check, criminal check, or a credit check the hiring company is required to tell you and tell you why.
155527
If there is no explaination, reasonable enough (you ought to look at yourself and your work thru the eyes of your employer), try to get a new job.\n\nFirst of all you must have an employment contract or an understanding therein your terms of employment will be mentioned.\n\nGo through them and ensure that you honestly evaluate each of your duties and understand clearly the requirement.\n\nIn case you conclude that you have done your bit truthfully, then look into the matter of raises and rewards as per your employment policy. In case that document has clear indication of how the reward and increment will follow and you come to know that you are not due yet then stay calm and wait your turn.\n\nIf all is ok on your side and yet you feel that there is no definite answer as to why you have not received a raise while everyone else has, file redressal and get an audience with the management. Get your point across and listen to what they have to say.\n\nIf all else fails, like I mentioned in the begining, you should already have an option or two ready to fly to.
1076239
I would discuss this with your company management and see what they say.  If they're providing the home office, they probably have guidelines for deciding issues like this.
150627
You question makes no sense as written. I THINK are you trying to aske if any employer with withhold your wages if a customer fails to pay or the employer's services.  In California, the answer would be no and the I suspect the law is probably the same is most, if not all of the other states.
78806
Hey Aida, good question, salary adjustment letters for an employee are a simple form to permanently change or a one-time way to change how much someone gets paid.\n\nManagers can use them after a review period to give a raise.\n\nEmployees can use them to request a raise or change.\n\nThere are lots of templates available which you can copy and  personalize. Maybe skills have been upgraded and duties have expanded. \n\nOr maybe a reduction in hours and responsibilities is needed.\n\nTypically like any business letter it should be in block form, not a memorandum, on company letterhead and give the old basics of who what why when and how. And it must be legally signed by the employee and manager.\n\nFor example, who is the employee (name, department, badge number) and manager. Who approved or will approve the adjustment. What the adjustment amount is requested or will be given. Why is it justified, when will it take effect. How the adjustment will be made, and how it will change benefits, contributions to pensions or other savings plans.\n\nHere are some templates below!\n\nGood luck with this project.
117236
Get out of there before she does!!  Unfortunately, California is an "at will" state ... meaning she doesn't have to have just cause to fire you.
720058
I'm an attorney in California.  In most occupations, a California employer must pay you a least twice per month.  However, there are a number of big exceptions to this rule.\n\nEnforcement of wage laws in California is handled by the Division of Labor Standards Enforcement.  I have posted a link below to the FAQ on pay periods and what occupations are exempt from the general rule of two pay periods per month.
56447
I would schedule a meeting with your immediate supervisor.  Bring accomplishments, goals you have met, the last raise you recieved, if you do more than just your job, and any other notes you may have to the meeting.  Most people ask for a raise about once a year.
855223
I would not ask for a raise. I would however thank them for recognising the importance of my contribution to this company and for offering you permanent employment. After that I would inform them of my salary need and let them decide if they are going to pony up the duckets. They will respect you more because they will see that you have a better grasp on your needs. Good job.
1175846
Yes.  An employer can set any training requirements or continuing education requirements for any position.  Unless you have a contract that says otherwise they are under no obligation to pay for the training itself or for the time you spend in training.