40' high cube steel storage containers, $2,150.00.
We also sell 20' steel storage containers for $1,650.00.
Pay only upon delivery!!!
All of our containers are in excellent Grade "A" condition and fully Cargo-Worthy.
Storage containers are available for pick up at our depo, or we will deliver them to you at the location of your choice.
We can usually deliver within 24 hours, Monday through Friday, with a tilt-bed trailer.
We Offer Free Delivery in Bakersfield and surrounding towns!!!
Please call for a quote on delivery prices to additional areas.
If you have a tight location, we can arrange for a forklift and/or other equipment to set your container down. This service is extra.
If you have any questions whatsoever, please feel free to call anytime.
Thank you.
ESPARZA'S STORAGE CONTAINERS
Please contact Joe Esparza at (661) 333-8094
California overtime law allows non-exempt employees to collect earned overtime pay at one and a half their rate of pay when working over 40 hours in a workweek OR when working over 8 hours in a day. The California Department of Labor regulates employers with respect to overtime law and also enforces the California labor law. An experienced California labor law attorney should be able to advise you as to whether or not you may be entitled to back overtime pay, penalties, and interest. Many employees are misclassified by the employers as exempt from overtime, when in fact, California Labor Law holds that they are indeed entitled to overtime pay. The CA labor law mandates that the duties of an employee, and not the job title or the assigned exempt status given to the employee by the employer, determine whether or not an employee is entitled to overtime pay. California labor law places the burden on the employer and not the employee to maintain the records related to overtime worked. If your case is accepted, you pay nothing unless we settle or win your case. California Labor Law is comprised of a set of statutes and regulations that govern employers and industries with respect to the labor and working conditions of their employees. California Labor Law has outpaced most other states with respect to its passage of new statutes and laws and many other states model their statutes and laws after California Labor Law. California Labor Law attorneys must constantly be watchful of new bills and new laws that may affect California overtime or other existing California labor laws. For example, in 2006, the California Department of Labor passed new legislation regulating car washes. In 2000 the California Department of Labor passed legislation to protect computer programmers and IT professionals against overtime abuses. This legislation was further changed in September 2008. These are two examples of how labor laws evolve as the times warrant. In many instances, new labor laws are created and passed due to a large number of abuses. This is true in any area of law. California Labor law has also affected employees meals and breaks. There has been an ongoing debate both in the courts and through persuasive opinions as to whether the meal and break period, if not provided by an employer, should be considered a wage or a penalty. California labor law attorneys are trained to keep up with the constant changes, additions, and amendments to the California labor law. Below are some important excerpts from the California labor law that may apply to California employees: Section 200. As used in this article: (a) "Wages" includes all amounts for labor performed by employees of every description, whether the amount is fixed or ascertained by the standard of time, task, piece, commission basis, or other method of calculation. Section 201. If an employer discharges an employee, the wages earned and unpaid at the time of discharge are due and payable immediately. Section 202. If an employee not having a written contract for a definite period quits his employment, his wages shall become due and payable not later than 72 hours thereafter, unless the employee has given 72 hours previous notice of his intention to quit, in which case the employee is entitled to his wages at the time of quitting. Section 226. (a) Every employer shall semimonthly, or at the time of each payment of wages, furnish each of his or her employees either as a detachable part of the check, draft, or voucher paying the employee's wages, or separately when wages are paid by personal check or cash, an itemized statement in writing showing: (1) gross wages earned; (2) total hours worked by each employee whose compensation is based on an hourly wage; (3) all deductions; provided, that all deductions made on written orders of the employee may be aggregated and shown as one item; (4) net wages earned; (5) the inclusive dates of the period for which the employee is paid; (6) the name of the employee and his or her social security number; and (7) the name and address of the legal entity which is the employer. Section 226.7(a) No employer shall require any employee to work during any meal or rest period mandated by an applicable order of the Industrial Welfare Commission. (b) If an employer fails to provide an employee a meal period or rest period in accordance with an applicable order of the Industrial Welfare Commission, the employer shall pay the employee one additional hour of pay at the employee's regular rate of compensation for each work day that the meal or rest period is not provided. Section 351. No employer or agent shall collect, take, or receive any gratuity or a part thereof that is paid, given to, or left for an employee by a patron, or deduct any amount from wages due an employee on account of a gratuity, or require an employee to credit the amount, or any part thereof, of a gratuity against and as a part of the wages due the employee from the employer. Every gratuity is hereby declared to be the sole property of the employee or employees to whom it was paid, given, or left for. An employer that permits patrons to pay gratuities by credit card shall pay the employees the full amount of the gratuity that the patron indicated on the credit card slip, without any deductions for any credit card payment processing fees or costs that may be charged to the employer by the credit card company. Payment of gratuities made by patrons using credits cards shall be made to the employees not later than the next regular payday following the date the patron authorized the credit card payment. YOU MAY HAVE CERTAIN EMPLOYEE RIGHTS THAT HAVE BEEN VIOLATED BY YOUR EMPLOYER THAT YOU MAY NOT EVEN BE AWARE OF. HERE ARE JUST A FEW OF THE COMMON EMPLOYER LABOR CODE VIOLATIONS THAT MAY ALLOW YOU TO RECEIVE COMPENSATION. ARE YOU NOT RECEIVING OVERTIME FOR WORKING OVER 8 HOURS IN A DAY OR OVER 40 HOURS IN A WEEK? ARE YOU ON STRICTLY COMMISSION OR A COMBINATION OF COMMISSION AND HOURLY PAY? IF SO, IS YOUR EMPLOYER CALCULATING YOUR OVERTIME CORRECTLY? DO YOU RECEIVE A 10 MINUTE REST BREAK FOR EVERY 4 HOURS OF WORK? DOES YOUR EMPLOYER ALLOW YOU TO HAVE AN UNINTERRUPTED, 30 MINUTE MEAL BREAK WHERE YOU CAN LEAVE THE EMPLOYERS PLACE OF BUSINESS? THIS IS EXACTLY WHAT IT MEANS. NOT HAVING TO ANSWER THE PHONES, HELPING CUSTOMERS, ADVISING OTHER EMPLOYEES? ARE YOU REQUIRED TO TRAVEL FOR YOUR COMPANY AND USE YOUR OWN VEHICLE? DOES YOUR EMPLOYER PAY YOU FOR MILEAGE? DID YOU KNOW THAT THE 2007 MILEAGE REIMBURSEM
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