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California law does not specify a minimum number of hours for which an employee must be regularly scheduled each shift.
For example, you can schedule an employee for a recurring one-hour shift to attend a training meeting or to provide additional coverage during the lunch rush at a restaurant. In these circumstances, the employee must be paid only for the actual time worked, which is one hour.
However, each Wage Order does contain a reporting time pay requirement, which requires that employees are paid for specified minimum hours if the employee:
For more information, see Reporting Time Pay, and On-Call and Standby Pay.
There is also a minimum hour requirement for employees who vote to adopt an alternative workweek agreement; all Wage Orders except 16 require a four-hour minimum shift for alternative workweek schedules. For more information, see Creating an Alternative Workweek Schedule.