EmploymentQuestion 550 of 690
An employee works 4 hours in the morning, has a 3-hour unpaid break, and returns to work 4 more hours in the evening. The state minimum wage is $16/hour and the employee earns $20/hour. How much split-shift premium is owed?
a.One hour at the state minimum wage ($16)
b.One hour at the employee's regular rate ($20)
c.Three hours at the minimum wage for the unpaid gap
d.Nothing, because the employee earns more than minimum wage
Explanation
When a non-exempt employee works a split shift (a schedule interrupted by a non-paid, non-working period other than a meal), one additional hour of pay at the state minimum wage is owed. The premium is paid at minimum wage, not the employee's higher rate, and even employees paid above minimum wage are still owed the premium so long as their wages for the day do not already exceed minimum wage × (hours worked + 1).
Law Reference: IWC Wage Order §4(C)Practice all 690 questions free — no signup required.
Related questions on this topic
- An employee is required to use their personal cell phone for work calls and to drive their own vehicle between job sites. Under Labor Code §2802, the contractor must:
- Before a contractor can implement a four-day, ten-hour alternative workweek schedule without paying daily overtime, what employee approval is required?
- A laborer reports to a jobsite as scheduled but is sent home after only one hour because of a delivery delay. Under IWC Wage Order 16's reporting-time pay rule, what is the minimum the contractor must pay for that day?
- On a construction site covered by Wage Order 16, when is a 10-minute paid rest period required?
- Under California's Healthy Workplaces, Healthy Families Act, what is the standard statutory accrual rate for paid sick leave?
- An employer using the accrual method for paid sick leave may legally cap an employee's total accrued, unused balance at no less than:
Last reviewed: · editorial process
PrepPass Editorial Team · Verified against California CSLB Contractor License Law & Business Exam · How we review