Under California Labor Code 2751 (amended in 2012), effective January 1, 2013, employers must provide all 佣金ed employees who render services in California with a written contract detailing the method by which the 佣金 shall be computed and paid.  This law applies to all employers (both in-state and out-of-state) who pay 佣金s to employees working in California. 

修订后的法律经常被忽视的一个方面是,它要求雇主获得雇员’s written acknowledgement of receipt of the 佣金 contract. 

根据第2751条,该术语“commission”指为出售雇主而向任何人支付的补偿’财产或服务,并按比例确定财产或服务的金额或价值。 该术语不包括短期生产力奖金,也不包括奖金和利润分享计划,除非雇主提出要支付固定百分比的销售或利润作为要进行的工作的报酬。

In addition, if the contract has an expiration date, and the 佣金ed employee continues to work after that date, the contract terms are presumed to remain in full force and effect until the employee is terminated or a new contract is issued.

Employers must be aware of these upcoming requirements and ensure that any 佣金 plans for employees rendering services in California are in writing, receipt of which is acknowledged in writing by the employees. These 佣金 plans should carefully state the precise method by which the 佣金s are calculated and paid.  Employers should review their 佣金 documentation now in order to ensure compliance with California law by January 1, 2013.

 

里德·史密斯’s Labor &就业集团将开展一系列名为“Employment 法 2013 – 里德·史密斯 新兵训练营”在全国各地启动“Boot Camp”将于2013年1月31日在我们的费城办公室举行。如果您想参加,请单击 这里 并指出您的位置。