LCPtracker is committed to providing equal employment opportunities without regard to race, color, religion, sex, national origin, age, veteran status, disabled status, gender identity, or sexual orientation. Click here to view LCPtracker established Affirmative Action Policy.
LCPtracker has established affirmative action programs for nondiscrimination and affirmative action for qualified women, minorities, protected veterans, and individuals with disabilities. The narrative portions of LCPtracker’s affirmative action plan for veterans and individuals with disabilities are available for review at our offices during normal business hours. Employees and applicants interested in reviewing these plans should contact [email protected].
LCPtracker is committed to providing access and reasonable accommodation in its application process and employment for individuals with disabilities. To request an accommodation, contact [email protected].
LCPtracker participates in E-Verify®, a federal program that helps to certify that employees are eligible to work in the United States. Visit E-Verify to get important information regarding applying for work with LCPtracker.
LCPtracker is an equal opportunity employer and prohibits discrimination and harassment of any kind. LCPtracker makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. LCPtracker wants to have the best available people in every job. Therefore, LCPtracker does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to HR.
Individually. CA law does not allow for use of credits of Employer Payments to reduce hourly ST or OT wage obligation. Cal. Lab. Code �� 1771 and 1773.1; see WSB Elec., Inc. v. Curry, 88 F.3d 788 (9th Cir. 1996)
At least twice every calendar month, with some exceptions
Depends on classification (minimum wage OT after 8, DT after 12), with 4 exceptions (listed in comments)
Disclaimer: The information on LCPtracker�s interactive prevailing wage state map is provided for general informational purposes only. While we strive to maintain accurate and up-to-date data, LCPtracker cannot assure the accuracy, reliability, or availability of the information, as these details are subject to updates. Overtime (OT) and double time (DT) requirements may be subject to additional rules in your state or vary based on contract funding. Users are encouraged to verify all information with the relevant government agencies before making decisions based on the provided data.
