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California WPTA Form and Instructions-AICP - CAPS

California WPTA Form and Instructions-AICP - CAPS 2025

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The document outlines the requirements of the California Wage Theft Prevention Act (WTPA) Notice to Employee, effective January 1, 2012. It mandates that employers provide specific employment information to non-union, non-exempt employees at the time of hire, including pay rates and overtime details. The notice is not required for certain exempt employees or those under a Collective Bargaining Agreement that meets specific criteria. It emphasizes the importance of documenting any rate changes and maintaining compliance with California labor laws regarding pay periods and overtime regulations.

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Click ‘Get Form’ to open it in the editor.
Begin by entering the Hiring Employer's Legal Name and Production Company details, including any 'doing business as' names.
Fill in the Main Office address and Mailing address if different. Ensure all fields are completed accurately for compliance.
Input the Employee's Name, Job/Occupation Category, Project Name/Number, and Start Date.
For non-exempt employees, specify the Rate(s) of pay and Overtime rate(s) of pay. Select the appropriate rate basis (hour, day, week).
Indicate any Allowances claimed as part of minimum wage for meals or lodging if applicable.
Set the Regular Pay Day according to California labor regulations.
Complete the Acknowledgement section by having both the employer representative and employee sign and date it.

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What is required on a grant deed in California?

Ideally, we want the deed recorded but how long it takes depends on the county and how well staffed they are. In Southern California, San Bernardino, Los Angeles where we do most of or work, Orange County, Riverside, San Diego, Central Valley, and Northern California it usually takes two to three weeks.

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Under California law, exempt employees generally have a white-collar job, get paid as a salary rather than an hourly wage, and are not entitled to wage and hour laws protections such as overtime pay or meal breaks and rest breaks. paying you on a salary basis rather than hourly rates.