California Employment Law
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Hello,Thanks for using JustAnswer.In California, you are not required to provide paid vacation benefits to any employee or you can choose to provide employees to one group (full-time for example) and not another group (Part-time). In this case, it would come down to what your organization's specific policy outlines. If it stipulates that only full-time employees are provided with vacation and this employee was part-time then you should have no problem getting out of paying the vacation. You can find more information here: http://www.dir.ca.gov/dlse/faq_vacation.htmFeel free to ask follow up questions if needed and please rate me so that I receive credit for addressing your question.Thank you,Amber
I will opt out of the question and give another professional the opportunity to find that specific labor code.
Hello: I have searched the Labor Commissioner's website and California Labor Code and I could not find any specific reference to part-time employees and their vacation pay that must be in writing in order to be enforceable. What I found is a general discussion of vacation pay for all employees whether by contract or through employer's policy. See California Labor Code Section 227.3.
I also believe that when I terminaated her in Oct, but kept her own for her own benefit. she was a temperary employee. Is there any code that will help me out of this mess. Thanks Bill
Response 2: Regrettably, I did not find any California Labor Code that would support your assertion. See Labor Code Section 201.3 and 2810.3
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