{"version":"1.0","provider_name":"West Coast Employment Lawyers","provider_url":"https:\/\/westcoastemploymentlawyers.com\/es\/","author_name":"Muhammad Ismail","author_url":"https:\/\/westcoastemploymentlawyers.com\/es\/author\/ismailmikwebsolutions-com\/","title":"Exento Vs. No Extento","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"fiqNN78bW7\"><a href=\"https:\/\/westcoastemploymentlawyers.com\/es\/areas-de-practica\/salario-y-horas\/exento-vs-no-extento\/\">Exento Vs. No Extento<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/westcoastemploymentlawyers.com\/es\/areas-de-practica\/salario-y-horas\/exento-vs-no-extento\/embed\/#?secret=fiqNN78bW7\" width=\"600\" height=\"338\" title=\"\u00abExento Vs. No Extento\u00bb \u2014 West Coast Employment Lawyers\" data-secret=\"fiqNN78bW7\" 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:\/\/westcoastemploymentlawyers.com\/wp-includes\/js\/wp-embed.min.js\n<\/script>\n","thumbnail_url":"https:\/\/westcoastemploymentlawyers.com\/wp-content\/uploads\/2018\/08\/Exempt-vs-Non-Exempt-e1537471920153.jpeg","thumbnail_width":1000,"thumbnail_height":632,"description":"La decisi\u00f3n de un empleador de designar empleados como \u00abexentos\u00bb en lugar de \u00abno exentos\u00bb es una de las violaciones de clasificaci\u00f3n err\u00f3nea m\u00e1s comunes de la ley de California. Estas dos designaciones de empleados tienen significados e implicaciones muy diferentes. Muchas veces, los empleadores intentan enga\u00f1ar a sus empleados al clasificarlos intencionalmente como empleados [&hellip;]"}