California Overtime Laws
California is often celebrated for its progressive labor laws, designed to protect workers and ensure they are fairly compensated for their time and effort. Among these regulations, overtime laws stand out as some of the most worker-friendly in the nation. These laws not only safeguard employees from excessive working hours but also guarantee that any additional labor is rewarded appropriately, emphasizing the state’s commitment to fair compensation. For workers, this means receiving just pay for extra hours worked, and for employers, it serves as a framework to maintain equitable workplace practices.
California’s overtime laws have undergone notable updates in recent years, reflecting the state’s dedication to adapting labor regulations in line with economic and societal changes. As of 2025, these updates include increases in minimum wage, adjustments to overtime rates, and expanded coverage for specific industries like agriculture and healthcare. Understanding these changes is crucial for both employees and employers. Workers need to know their rights to advocate for fair treatment, while employers must ensure compliance to avoid costly penalties and maintain trust within their workforce.
This article provides a comprehensive guide to California overtime laws, highlighting recent changes, key regulations, exemptions, and the penalties for violations. Whether you’re an employee seeking to understand your rights or an employer aiming to stay compliant, this guide will equip you with the knowledge to navigate California’s complex overtime framework confidently.
Data Retrieved From:
https://aiacalifornia.org/
https://www.reuters.com/
Understanding Overtime in California
California’s overtime laws are among the most detailed and protective in the United States, offering employees fair compensation for their time while holding employers accountable for compliance. To fully grasp these laws, it’s essential to understand the basic overtime rules and the concept of “regular rate of pay,” which forms the foundation of overtime calculations. For simple California overtime calculations use our free California Overtime Calculator.
Overview of Overtime Rules
California labor laws mandate that non-exempt employees must be compensated at a higher rate for working beyond specific daily, weekly, and consecutive-day thresholds. Here’s a breakdown of the overtime rules:
Daily Overtime:
- Employees are entitled to 1.5 times their regular rate of pay for any hours worked beyond 8 hours in a single workday, up to 12 hours.
- Double-time pay (2 times the regular rate) is required for any hours worked beyond 12 hours in a single workday.
Weekly Overtime:
- For hours worked beyond 40 hours in a single workweek, employees must receive 1.5 times their regular rate of pay.
Seventh-Day Overtime:
- If an employee works seven consecutive days in a single workweek:
- The first 8 hours on the seventh day must be compensated at 1.5 times the regular rate.
- Hours beyond 8 on the seventh day must be paid at double the regular rate.
- If an employee works seven consecutive days in a single workweek:
Unapproved Overtime:
- California law requires employers to pay for overtime even if it was not pre-approved. If an employee works beyond their scheduled hours, the employer is still obligated to compensate them according to the overtime rules.
The Regular Rate of Pay
The “regular rate of pay” is the foundation for calculating overtime wages. It goes beyond an employee’s base hourly wage and includes various types of compensation. Here’s how it works:
Definition:
- The regular rate of pay includes all forms of remuneration for employment, such as:
- Hourly wages
- Non-discretionary bonuses (e.g., performance bonuses)
- Commissions
- Shift differentials
- Excluded from the regular rate are discretionary bonuses, expense reimbursements, holiday pay, and gifts.
- The regular rate of pay includes all forms of remuneration for employment, such as:
Calculation:
- For employees paid hourly, the regular rate of pay is their hourly wage plus any eligible bonuses or commissions.
- For employees paid by salary:
- Multiply the monthly salary by 12 to determine the annual salary.
- Divide the annual salary by 52 (weeks in a year) to get the weekly salary.
- Divide the weekly salary by 40 (standard workweek hours) to determine the hourly regular rate.
- For employees earning commission or piecework pay:
- Divide total earnings (including bonuses and commissions) by the total hours worked during the pay period. This yields the regular rate for that period.
Examples:
- An employee earning $20 per hour with a $200 non-discretionary bonus in a 40-hour week:
- Regular rate = ($20 \times 40) + $200 ÷ 40 = $25/hour.
- A salaried employee earning $60,000 annually:
- Weekly salary = $60,000 ÷ 52 = $1,153.85.
- Regular rate = $1,153.85 ÷ 40 = $28.85/hour.
- An employee earning $20 per hour with a $200 non-discretionary bonus in a 40-hour week:
Importance of Accuracy:
- Employers must calculate the regular rate of pay accurately to ensure compliance with overtime laws. Missteps can lead to unpaid wages, penalties, and legal disputes.
California Overtime Table
| Overtime Type | Hours Worked | Rate of Pay |
|---|---|---|
| Daily Overtime | Over 8 up to 12 hours in a day | 1.5 times the regular rate of pay |
| Daily Overtime | Over 12 hours in a day | Double the regular rate of pay |
| Weekly Overtime | Over 40 hours in a workweek | 1.5 times the regular rate of pay |
| Seventh Day of Work | First 8 hours worked on the seventh consecutive day of work in a workweek | 1.5 times the regular rate of pay |
| Seventh Day of Work | Over 8 hours worked on the seventh consecutive day of work in a workweek | Double the regular rate of pay |
‘Pro-Tip’
Automate Overtime Calculations: Use TimeTrex’s advanced time and attendance software to automatically calculate overtime based on California’s complex daily, weekly, and seventh-day rules.
Recent Updates to California Overtime Laws (2025)
California’s overtime laws are continually evolving to reflect changes in economic conditions and societal priorities. In 2025, key updates to the state’s labor regulations include a new minimum wage, adjustments to overtime rates, and industry-specific rules that impact fast-food, healthcare, and agricultural workers. Here’s a detailed breakdown of these recent changes and their implications.
Changes in Minimum Wage and Overtime Rates
New Statewide Minimum Wage:
- Effective January 1, 2025, California increased its minimum wage to $16.50 per hour for all employees, regardless of employer size. This increase raises the base pay used for calculating overtime.
- Impact on Overtime Rates:
- Time-and-a-half pay: With the new minimum wage, employees must receive at least $24.75 per hour for overtime (1.5x the minimum wage).
- Double-time pay: Employees working beyond 12 hours in a day or over 8 hours on the seventh consecutive day must be compensated at a minimum of $33.00 per hour (2x the minimum wage).
- Key Takeaway: As the minimum wage increases, both employees and employers must ensure that overtime is calculated accurately to reflect these higher rates.
Industry-Specific Updates
California’s labor laws have also introduced targeted regulations to address the unique needs of specific industries, such as fast food, healthcare, and agriculture.
Fast-Food Industry:
- Certain fast-food workers must now receive a minimum wage of $20 per hour.
- Overtime Implications:
- Time-and-a-half pay for fast-food employees starts at $30 per hour.
- Double-time pay starts at $40 per hour.
- Why It Matters:
- The higher minimum wage ensures fair compensation for fast-food workers, reflecting the demanding nature of the industry.
Healthcare Industry:
- Healthcare workers must be paid a minimum of $23 per hour, which will increase to $24 per hour starting July 1, 2025.
- Alternative Workweek Schedules:
- Healthcare employees working under an approved alternative workweek schedule can work up to 12-hour shifts without triggering daily overtime. However, hours beyond 12 in a day must be paid at double the regular rate.
- Key Considerations:
- Employers in this sector must stay compliant with both statewide regulations and any specific provisions outlined in union contracts.
Agricultural Workers:
- California continues its phase-in schedule for agricultural overtime:
- Employers with 26 or more employees must pay overtime after 8 hours in a workday or 40 hours in a workweek.
- Employers with 25 or fewer employees must now pay overtime after 8.5 hours in a workday or 45 hours in a workweek.
- By the end of 2025, all agricultural workers, regardless of employer size, will be entitled to overtime after 8 hours in a day or 40 hours in a week.
- Double-Time for Long Shifts:
- All agricultural workers are entitled to double-time pay for hours worked beyond 12 in a single day.
- California continues its phase-in schedule for agricultural overtime:
Key Takeaways for Employers and Employees
- Employees: Workers in industries affected by these updates should review their pay stubs and work schedules to ensure they receive proper compensation under the new regulations. Knowing your rights is crucial for advocating fair pay.
- Employers: Businesses must update payroll systems, train management on new compliance requirements, and remain vigilant in tracking hours to avoid costly penalties and lawsuits.
‘Pro-Tip’
Track Hours Accurately: TimeTrex’s real-time clock-in and clock-out feature ensures precise tracking of work hours, reducing errors in overtime calculations.
Exemptions and Special Cases
While California’s overtime laws are among the most comprehensive in the country, they do not apply to all workers. Certain roles and industries are exempt from overtime requirements due to the nature of their work or specific legal provisions. Below is a detailed examination of the common exemptions and special rules for specific industries.
Common Exemptions
California labor law outlines specific criteria that exempt certain employees from overtime pay requirements. These exemptions typically depend on job duties, responsibilities, and salary thresholds.
Executive, Administrative, and Professional Roles:
- Who Qualifies:
- Employees whose primary duties involve managing the organization or a recognized department.
- Employees who regularly direct the work of at least two other employees and have the authority to make hiring or firing decisions.
- Employees who perform specialized work requiring advanced knowledge in a field of science or learning (e.g., doctors, lawyers, and engineers).
- Salary Threshold:
- As of 2025, these employees must earn a minimum annual salary of $68,640 ($5,720 per month) to qualify for the exemption.
- Key Consideration:
- The exemption applies only if both the salary and duties tests are met. Employers bear the burden of proving the exemption.
- Who Qualifies:
Outside Salespeople:
- Who Qualifies:
- Employees whose primary duties involve making sales or obtaining orders away from their employer’s place of business.
- Exemption Details:
- These employees spend more than 50% of their working time outside the office.
- Unlike other exemptions, no specific salary threshold applies, as compensation is typically commission-based.
- Who Qualifies:
Computer Professionals:
- Who Qualifies:
- Computer systems analysts, programmers, software engineers, and similarly skilled workers.
- Salary Threshold:
- In 2025, these employees must earn at least $115,381.50 per year or $55.47 per hour to be exempt.
- Duties Test:
- The work must involve highly specialized technical tasks such as system design, programming, or troubleshooting, rather than routine IT support.
- Who Qualifies:
Truck Drivers:
- Who Qualifies:
- Drivers engaged in interstate commerce or transporting hazardous materials.
- Exemption Details:
- Covered under federal regulations rather than California state overtime laws.
- Employers must ensure compliance with meal and rest break laws, even for exempt drivers.
- Who Qualifies:
Special Rules for Industries
California has established specific overtime rules for certain industries to address their unique operational demands.
Healthcare Workers:
- Alternative Workweek Schedules:
- Healthcare employees may work shifts of up to 12 hours per day without triggering overtime, provided an approved alternative workweek schedule is in place.
- Overtime Requirements:
- Hours beyond 12 in a day or 40 in a week must be compensated at double the regular rate of pay.
- Additional Notes:
- These schedules must be agreed upon by employees and documented to comply with state law.
- Alternative Workweek Schedules:
Agriculture Workers:
- Phase-In Schedule:
- Employers with 26 or more employees must pay overtime after 8 hours in a day or 40 hours in a week.
- Employers with 25 or fewer employees follow a phase-in schedule, which will reach full parity by the end of 2025.
- Double-Time Rules:
- All agricultural workers are entitled to double-time pay for hours worked beyond 12 in a single day, regardless of employer size.
- Phase-In Schedule:
Live-In Employees:
- Who Qualifies:
- Employees who reside at their place of work, such as nannies, caretakers, and housekeepers.
- Overtime Rules:
- Overtime applies after 9 hours in a day or 45 hours in a week.
- Employers must clearly define on-duty and off-duty hours in written agreements.
- Unique Considerations:
- Employers may deduct time for sleep and meal periods, provided these periods are uninterrupted.
- Who Qualifies:
Key Takeaways
- For Employees:
- If you fall under an exempt category, review your job duties and salary to ensure your classification is accurate. Misclassification can lead to denied overtime pay.
- For Employers:
- Clearly document job duties, salaries, and work schedules for exempt employees to avoid disputes. Misclassification can result in penalties, back pay, and legal fees.
‘Pro-Tip’
Set Custom Pay Rules: Customize overtime pay rates in TimeTrex to reflect California’s 1.5x and 2x requirements for different work scenarios.
Calculating Overtime Pay
Understanding how overtime pay is calculated is essential for employees to ensure they receive fair compensation and for employers to maintain compliance with California labor laws. Below is a step-by-step guide to overtime calculations and real-life scenarios to illustrate the process.
Step-by-Step Guide
Daily Overtime:
- Rule: Employees are entitled to overtime pay for any hours worked beyond 8 hours in a single workday.
- Rate:
- 1.5x the regular rate of pay for hours worked between 8 and 12 in a day.
- 2x the regular rate of pay for hours worked beyond 12 in a day.
Weekly Overtime:
- Rule: Overtime pay is required for any hours worked beyond 40 hours in a single workweek.
- Rate:
- 1.5x the regular rate of pay for all hours over 40 in a week.
Seventh-Day Overtime:
- Rule: If an employee works seven consecutive days in a single workweek:
- The first 8 hours on the seventh day are paid at 1.5x the regular rate of pay.
- Hours beyond 8 on the seventh day are paid at 2x the regular rate of pay.
- Rule: If an employee works seven consecutive days in a single workweek:
Unapproved Overtime:
- Even if overtime work was not pre-approved by the employer, employees must still be compensated for any overtime hours worked. Employers can discipline employees for unauthorized overtime, but they cannot withhold pay.
Real-Life Scenarios
To demonstrate how these rules apply, here are example calculations for different industries and pay structures.
Hourly Employee with No Bonuses:
- Details:
- Regular rate: $20/hour
- Hours worked: 10 hours on a single day
- Calculation:
- 8 hours at $20/hour = $160
- 2 overtime hours at $30/hour (1.5x rate) = $60
- Total Pay for the Day: $220
- Details:
Hourly Employee with Bonuses:
- Details:
- Regular hourly rate: $18/hour
- Weekly hours: 44 (no single day over 12 hours)
- Weekly non-discretionary bonus: $100
- Calculation:
- Regular earnings: 40 \times 18 = $720
- Bonus: $100
- Total regular earnings: 720 + 100 = $820
- Regular rate (including bonus): 820 \div 40 = $20.50/hour
- Overtime rate: 1.5 \times 20.50 = $30.75/hour
- Overtime earnings: 4 \times 30.75 = $123
- Total Weekly Pay: 820 + 123 = $943
- Details:
Salaried Employee Misclassified as Exempt:
- Details:
- Annual salary: $52,000
- Weekly hours: 50
- Worked 10 hours on two separate days.
- Calculation:
- Weekly salary: 52,000 \div 52 = $1,000
- Hourly rate: 1,000 \div 40 = $25/hour
- Overtime rate: 1.5 \times 25 = $37.50/hour
- 10 hours of daily overtime: 4 \times 37.50 = $150
- Weekly overtime: 10 \times 37.50 = $375
- Total Weekly Pay: 1,000 + 150 + 375 = $1,525
- Details:
Fast-Food Worker with a Higher Minimum Wage:
- Details:
- Regular rate: $20/hour
- Hours worked: 13 hours in a single day
- Calculation:
- 8 hours at $20/hour = $160
- 4 overtime hours at $30/hour = $120
- 1 double-time hour at $40/hour = $40
- Total Pay for the Day: $320
- Details:
Agricultural Worker Under a Phase-In Schedule:
- Details:
- Regular rate: $18/hour
- Employer size: 25 employees
- Hours worked: 9.5 in a single day.
- Calculation:
- 8 hours at $18/hour = $144
- 1.5 overtime hours at $27/hour = $40.50
- Total Pay for the Day: $184.50
- Details:
Key Takeaways
- Employees: Ensure you understand your regular rate of pay and track your hours worked daily and weekly to verify overtime calculations.
- Employers: Accurate record-keeping and understanding the nuances of California overtime laws are essential to avoid penalties for non-compliance.
‘Pro-Tip’
Manage Multiple Job Roles: TimeTrex allows you to set different overtime rules for employees with varying roles, ensuring compliance with California’s industry-specific exemptions.
Penalties for Violating Overtime Laws
California takes violations of its overtime laws seriously, with strict penalties in place to protect employees and deter employers from non-compliance. Below, we explore the consequences for employers who fail to adhere to these regulations and the rights employees have to seek compensation.
Consequences for Employers
Unpaid Wages:
- Employers who fail to pay proper overtime are required to compensate employees for all unpaid overtime hours, including any additional compensation calculated at the correct rate (e.g., 1.5x or 2x the regular rate of pay).
- Example: If an employee worked 10 hours of unpaid overtime at a regular rate of $25/hour, the employer owes $375 for those hours (1.5x the regular rate).
Liquidated Damages:
- In addition to unpaid wages, California law often mandates liquidated damages, which equal the amount of unpaid wages. This effectively doubles the employer’s financial liability.
- Example: If an employer owes $1,000 in unpaid overtime, liquidated damages would add another $1,000, for a total of $2,000 owed.
Civil Penalties:
- Employers may face civil penalties under the Private Attorneys General Act (PAGA):
- $100 per employee for the first pay period in which a violation occurs.
- $200 per employee for each subsequent pay period with violations.
- Penalties can escalate quickly in multi-employee or class-action cases.
- Employers may face civil penalties under the Private Attorneys General Act (PAGA):
Impact of Inaccurate Pay Stubs:
- Employers are required to provide accurate, itemized pay stubs showing:
- Total hours worked, including overtime hours.
- Regular and overtime rates of pay.
- Violations can result in penalties of $50 for the first pay period and $100 for subsequent pay periods, up to a maximum of $4,000 per employee.
- Employers are required to provide accurate, itemized pay stubs showing:
Multi-Employee Violations:
- Class-action lawsuits are common when multiple employees are affected by the same violation.
- Example: If 50 employees are underpaid and each is owed $2,000 in wages and damages, the total liability for the employer could exceed $100,000.
Waiting Time Penalties:
- If an employer fails to pay wages (including overtime) upon an employee’s termination or resignation, they may owe waiting time penalties equal to the employee’s daily wages for up to 30 days.
Employee Rights
Employees have the right to take action if they believe they have been denied proper overtime pay. Here’s how they can enforce their rights:
Filing a Wage Claim with the DLSE:
- Employees can file a wage claim with the Division of Labor Standards Enforcement (DLSE).
- Process:
- Complete and submit a wage claim form detailing the hours worked and the wages owed.
- Attend a hearing or conference where both parties present evidence.
- If the claim is validated, the DLSE may issue an Order, Decision, or Award (ODA) requiring the employer to pay owed wages and penalties.
Filing a Lawsuit:
- Employees may choose to file a lawsuit in civil court to recover unpaid wages, damages, and penalties.
- Benefits of a lawsuit:
- Access to broader legal remedies, including punitive damages in cases of egregious violations.
- The potential for legal representation by attorneys experienced in employment law.
Protection from Retaliation:
- California law prohibits employers from retaliating against employees who file wage claims or lawsuits. Retaliation can include termination, demotion, or other adverse actions.
- Employees who face retaliation can file a separate claim or lawsuit for damages.
Class-Action Lawsuits:
- In cases where multiple employees are affected, workers can file a class-action lawsuit, combining their claims for stronger legal leverage.
Waiting Time Penalty Claims:
- Employees who are not paid their final wages, including overtime, upon separation can file a waiting time penalty claim for up to 30 days of additional wages.
Key Takeaways
- For Employers:
- Non-compliance with overtime laws can lead to significant financial liabilities, legal disputes, and reputational damage. Regular audits of payroll practices and employee classifications are crucial to avoid penalties.
- For Employees:
- Know your rights and track your hours worked. If you suspect a violation, act promptly by consulting with the DLSE or an employment lawyer to protect your wages and seek justice.
‘Pro-Tip’
Handle Alternative Workweek Schedules: Use TimeTrex to configure and manage alternative workweek schedules, ensuring employees and employers stay compliant with California labor laws.
Frequently Asked Questions (FAQs) About California Overtime Laws
California’s overtime laws can be complex, but understanding the basics can help employees and employers navigate them effectively. Here are some of the most common questions about overtime regulations in California, along with answers.
Who is eligible for overtime pay in California?
Answer: Non-exempt employees are eligible for overtime pay. A non-exempt employee typically:
- Earns an hourly wage or a salary below the threshold for exemption.
- Does not meet the job duties requirements for exemption (e.g., managerial, professional, or administrative roles).
- Works more than 8 hours in a day, 40 hours in a week, or on the seventh consecutive day in a workweek.
How is the “regular rate of pay” calculated for overtime purposes?
Answer: The regular rate of pay includes:
- Base hourly wage.
- Non-discretionary bonuses.
- Commissions.
- Shift differentials.
- It excludes discretionary bonuses, gifts, expense reimbursements, and vacation pay.
- Example: An employee earning $20/hour with a $100 weekly bonus and working 40 hours would have a regular rate of pay of \text{($20 x 40) + $100} \div 40 = $22.50/hour.
Are salaried employees entitled to overtime?
Answer: It depends. Salaried employees must be paid overtime unless they qualify for an exemption. Exempt employees typically:
- Earn a salary of at least $68,640 annually ($5,720 per month) as of 2025.
- Perform duties that meet the exemption criteria (e.g., executive, administrative, or professional roles).
What is the overtime pay rate in California?
Answer: Overtime is calculated as:
- 1.5x the regular rate of pay:
- For hours worked over 8 in a day and up to 12 hours.
- For hours worked over 40 in a week.
- For the first 8 hours worked on the seventh consecutive day in a workweek.
- 2x the regular rate of pay:
- For hours worked beyond 12 in a day.
- For hours worked beyond 8 on the seventh consecutive day in a workweek.
Can employers require employees to work overtime?
Answer: Yes, employers can require employees to work overtime, but they must compensate them according to overtime laws. However:
- Employers cannot require employees to work on their day of rest without penalties.
- Employees cannot waive their right to overtime pay.
What happens if an employer refuses to pay overtime?
Answer: If an employer refuses to pay overtime:
- Employees can file a wage claim with the Division of Labor Standards Enforcement (DLSE).
- Employees can also file a lawsuit for unpaid wages and damages.
- Employers may face penalties, including unpaid wages, liquidated damages, and waiting time penalties.
Are bonuses included in overtime pay calculations?
Answer: Non-discretionary bonuses are included when calculating the regular rate of pay for overtime. These include:
- Bonuses tied to productivity, hours worked, or incentives.
- Example: A $100 performance bonus for a week with 10 overtime hours increases the regular rate, requiring adjusted overtime pay.
What are the rules for employees working alternative workweek schedules?
Answer: Employees may work alternative schedules (e.g., four 10-hour days) without triggering daily overtime if:
- The schedule is agreed upon through a formal vote by employees.
- Proper documentation is filed with the state.
- Hours beyond the scheduled 10 hours in a day or 40 hours in a week are still subject to overtime pay.
How soon must overtime wages be paid?
Answer: Overtime wages must be paid no later than the payday for the next regular payroll period following the work period in which the overtime was earned.
Can employees file a claim anonymously if they are not paid overtime?
Answer: Yes, employees can file complaints anonymously through the DLSE, especially if they fear retaliation. However, pursuing a wage claim or lawsuit may require the employee to provide detailed work records and testimony.
What is the penalty for late payment of final wages, including overtime?
Answer: No, retaliation is illegal under California law. Retaliation includes:
- Termination, demotion, or reduction in hours.
- Threatening or penalizing employees for filing claims or lawsuits.
- Retaliating employers may face additional legal penalties and lawsuits.
Are there special overtime rules for specific industries?
Answer: Yes, some industries have unique overtime rules:
- Healthcare: Employees can work up to 12-hour shifts without overtime under alternative workweek agreements.
- Agriculture: Overtime applies after 8 hours a day or 40 hours a week for larger employers; smaller employers follow a phase-in schedule.
- Fast-Food: Employees earning $20/hour minimum wage have higher overtime thresholds.
How long does an employee have to file an overtime claim?
Answer: The statute of limitations for filing an overtime claim in California is:
- 3 years for unpaid wages or overtime.
- 4 years if the claim is based on a breach of written contract.
What should employees do to ensure they receive overtime pay?
Answer:
- Track your hours daily, including start times, breaks, and end times.
- Retain pay stubs and records of any agreements or schedules.
- Consult with an employment attorney or the DLSE if discrepancies arise.
Sources
Disclaimer: The content provided on this webpage is for informational purposes only and is not intended to be a substitute for professional advice. While we strive to ensure the accuracy and timeliness of the information presented here, the details may change over time or vary in different jurisdictions. Therefore, we do not guarantee the completeness, reliability, or absolute accuracy of this information. The information on this page should not be used as a basis for making legal, financial, or any other key decisions. We strongly advise consulting with a qualified professional or expert in the relevant field for specific advice, guidance, or services. By using this webpage, you acknowledge that the information is offered “as is” and that we are not liable for any errors, omissions, or inaccuracies in the content, nor for any actions taken based on the information provided. We shall not be held liable for any direct, indirect, incidental, consequential, or punitive damages arising out of your access to, use of, or reliance on any content on this page.
About The Author
Roger Wood
With a Baccalaureate of Science and advanced studies in business, Roger has successfully managed businesses across five continents. His extensive global experience and strategic insights contribute significantly to the success of TimeTrex. His expertise and dedication ensure we deliver top-notch solutions to our clients around the world.
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