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This law firm was extremely helpful and successful in my case. In a matter of 7 months they were able to settle my case! Joshua, Ariella, Vedang, and Iona were my attorneys and Aaron were extremely helpful in my case, always responsive and helped with any questions I had about my case. I was turned down by a few other law firms but this law firm took me seriously and won! I’m very satisfied with all of their services.
They will always answer your calls and call you with updates to keep you informed. I had the pleasure of working with many of them and they are all great individuals. Bibiyan Law Group won two of the two cases I had with them and I’m pretty happy with them. I would recommend you give them a call.
Super nice people. I opened a case with them and it took a while like most cases do but they made it very easy for me. I basically just told them what happened and they handled everything until the case closed while updating me in between and answering questions if I had any. Thank you!
Bibiyan Law Group was by far a great choice to make for my wrongful termination lawsuit. They kept me in the loop with all the details and supported me along the way until I received my settlement. Thank you for everything. Would recommend!
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Rather than a normal hourly or salary wage, piece-rate employees are compensated based on the specific tasks that they complete. While mixed hourly and piece-rate compensation is legally permissible, this form of payment makes more sense for certain workers. The term “piece rate” refers to the fixed amount of money a worker is given per piece of their work. Often, this form of payment incentivizes workers to be more productive on the job.
An example of an industry that commonly uses piece-rate compensation plans is the construction space. Framers, plumbers, roofers, electricians, installers, drywallers, painters, etc. are paid on the basis of job-completion, rather than for their time. Production bonus plans may also be tied in to professions such as auto mechanics, truck drivers, factory workers, hair stylists, and agricultural workers.
In 2013, a California Court of Appeal confirmed that in addition to piece-rate wages, piece-rate workers must also be paid a separate hourly wage (no less than the applicable minimum wage) when they are waiting for work or performing work-related duties that do not earn piece-rate compensation. The court cited a subdivision of a California wage order that reads:
“Every employer shall pay to each employee, on the established payday for the period involved, not less than the applicable minimum wage for all hours worked in the payroll period, whether the remuneration is measured by time, piece, commission, or otherwise.”
Furthermore, a separate case that same year maintained that: