{"version":"1.0","provider_name":"Labor Law Education Center: Learn About Labor Laws in Your State","provider_url":"https:\/\/www.laborlawcenter.com\/education-center","author_name":"","author_url":"https:\/\/www.laborlawcenter.com\/education-center\/author\/local user\/","title":"New California Exempt Employee Regulations Explained | Labor Law Education Center: Learn About Labor Laws in Your State","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"p2o3Kx4w4c\"><a href=\"https:\/\/www.laborlawcenter.com\/education-center\/new-california-exempt-employee-regulations\/\">New California Exempt Employee Regulations<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.laborlawcenter.com\/education-center\/new-california-exempt-employee-regulations\/embed\/#?secret=p2o3Kx4w4c\" width=\"600\" height=\"338\" title=\"&#8220;New California Exempt Employee Regulations&#8221; &#8212; Labor Law Education Center: Learn About Labor Laws in Your State\" data-secret=\"p2o3Kx4w4c\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.laborlawcenter.com\/education-center\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","description":"The California Division of Labor Standards Enforcement or DLSE recently issued an opinion that would permit employers to deduct vacation and sick leave for an exempt employee\u2019s absence of less than 4 hours, as long as the deduction is consistent with the employer\u2019s written policies. \u00a0 In addition, the letter permits a California employer to..."}