PAYROLL
Payroll is processed via Media Services, and Startwork is completed via HelloTim.com
Instructions for onboarding can be found on the GDrive
IMPORTANT NOTE: Recent Changes in the Law:
Bill Text - SB-671 Employment: payment of wages: print shoot employees.
California Photo Shoot Pay Easement Act
The new law provides an exemption for print production from this otherwise strict provision of the California Labor Code. It brings print production in line with motion picture production (which includes moving-image commercials), which has long been exempt from the same-day provision of the Labor Code. Models and crew on any "still image shoot, including film or digital photography, for use in print, digital or internet media" are now exempt from the same-day requirement, and print producers may now pay these employees in accordance with regular pay practices.
Payroll Requirements
However, even though print production employers in California are now released from the requirement to pay final wages at the time of discharge, they should still be mindful of California's other particular payroll requirements.
California employers must:
Establish a weekly, biweekly or semimonthly payroll period;
Communicate it to employees in postings and Wage Theft Protection Act notices upon hire (for all non-exempt employees);
Pay employees consistently within 7-10 days of the end of the pay period; and
Keep in mind that any wages earned:
Between the 1st and 15th days of any calendar month must be paid no later than the 26th day of that month;
Between the 16th and last day of the month must be paid by the 10th day of the following month; and
During any other set pay period must be paid within seven calendar days of the end of the payroll period.
Overtime wages must be paid no later than the payday for the next regular payroll period.
Failure to adhere to these payroll practices may subject employers to waiting time penalties of a day's pay for every day delayed beyond the payroll due date, with a maximum penalty of 30 days' pay.