Each and every employer needs to be hyper-vigilant with regards to California’s labor laws – but, especially when it involves your employees’ paystubs. Lawsuits involving an employee’s paystubs are quite common, and when in the hands of a Plaintiff’s attorney who desires to bring a class action lawsuit and/or a lawsuit pursuant to the Private Attorney’s General Act (known as “PAGA”), the penalties can be steep, even for errors that are unintentional and so small that no harm was ever done. For example, in Magadia v. Wal-Mart Stores, Inc. (N.D. Cal. 2019) 384 F. Supp. 3d 1058, the Court award Wal-Mart’s employees $5,786,000 in damages as a result of the lack of pay period dates on their employees’ statements of Final Wages.
California requires that each and every employee receives a written, itemized wage statement for every pay period worked, while also requiring the inclusion of specific items, that if missing or incorrectly stated, can lead to a paystub violation. To learn more about your paystub/wage statement requirements, and to ensure that your current paystubs are in compliance with California law, contact the Employment Lawyers at Chauvel & Glatt.
The material in this article, provided by Chauvel & Glatt, is designed to provide the informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute, legal advice or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500. (photo credit: 123rf.com)
