“But wait,” you protest to no one in particular, “we love the Santa Monica Bay!” Therein lies the rub. California nonprofit organizations, no matter how valuable and well-intentioned, must pay their employees just like all other California employers. Employees who do socially valuable work are not all volunteers.
Wage irregularities – lots of them
Heal the Bay is an environmental nonprofit organization in Los Angeles dedicated to the safety, health, and cleanliness of coastal waters and Los Angeles watersheds. According to its website, the group uses a combination of community action, advocacy, education, and science to work toward its goals, with its primary focus on Santa Monica Bay. The organization recruits volunteers, does beach cleanups, monitors algal blooms and runs an aquarium – all great stuff. But it also, allegedly, has a problem paying wage-earning staff, who do arduous work.
The Complaint describes a host of wage and hour irregularities. For example, the organization reportedly has a highly variable and inaccurate system for keeping track of hours worked, including overtime, double time, paid meal and rest period premium payments, redeemed sick pay, and earned nondiscretionary bonuses. Managerial employees appear to have altered time records to include meal and rest periods that were not, in fact, permitted. Pay is sometimes late. Employees are allegedly not compensated for the time during which they must maintain electronic or telephone availability.
Workers are not reimbursed for required business expenses related to the use of personal cell phones, personal vehicles, home internet, and for the purchase of office supplies and work uniforms, including for uniform maintenance.
It is tempting to speculate that perhaps the nonprofit’s “back office” functions have simply not kept pace with the growth and success of the organization’s charitable work. Anecdotal evidence suggests that this is a fairly common situation with nonprofit organizations. Good intentions aside, nonprofits can face serious legal consequences, including penalties, lawsuits, and reputational damage, for violating wage laws.
What nonprofit employees should expect
At a minimum, of course, they should expect their employers to obey the requirements of California labor law. But they should also expect to be their own powerful advocates if things don’t go quite as they should.
California labor law
READ MORE CALIFORNIA UNPAID WAGES LEGAL NEWS
Here are some key aspects of California’s wage and hour laws:
- Minimum wage: As of January 1, 2025, California’s minimum wage is $16.50 per hour, but some localities require a higher wage. As of July 1, 2025, the minimum wage in Los Angeles, for example, will be $17.87 per hour for employees working at least two hours per week. As of the same date, the Los Angeles County minimum wage will be $17.81
- Overtime: Employees are entitled to time-and-a-half pay after working 8 hours in a workday or 40 hours in a workweek, and double time after 12 hours in a workday or 8 hours on the seventh consecutive day of work in a workweek.
- Meal and rest breaks: Employees are entitled to a 30-minute unpaid meal break if they work more than five hours in a workday, and a 10-minute paid rest break for every four hours worked.
- Reporting time pay: If an employee is required to report to work but is not provided with at least half their scheduled work, they must be paid for at least two hours, but not more than four hours, at their regular rate.
- Final wages: In California, final paychecks must be issued immediately upon termination if an employee is fired or if they quit and provide at least 72 hours’ notice. If an employee quits without prior notice, the final paycheck must be issued within 72 hours of the last day worked.
- Wage statements: Employers must provide employees with detailed wage statements, including pay period dates, gross wages, and deductions.
Protect your employment rights
You are your own first line of defense. You can protect your wages by doing these 4 things:
- Keep detailed records of your work schedule and any breaks;
- Review your pay stubs to ensure that your hours and rate are correct;
- Notify your employer promptly of any inconsistencies; and
Seek legal advice if necessary. Contact an experienced California employment attorney or reach out to the California Division of Labor Standards Enforcement.
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