- Mandates very particular inclusions on employee wage statements, imposing high penalties and near strict-liability for non-compliance
- Has specific requirements for meal and rest breaks and requires payment of an additional hour of pay for missed or interrupted breaks
- Requires employers to pay final wages immediately upon termination or face penalties
- Entitles employees to overtime premium pay in many situations beyond the federal standard of work more than 40 hours in a workweek, including for work more than eight hours a day or on the seventh consecutive day in a workweek, and double-time for work more than 12 hours a day
- Requires employers to pay for routine employee business expenses
- Authorizes employees to file lawsuits under the Private Attorneys General Act (PAGA) for additional penalties on behalf of all “aggrieved employees” without satisfying any of the requirements of class certification.
Are your organization’s practices and processes structured to avoid these potential pitfalls?
Attorney Emily Barker from Seyfarth Shaw LLP and Kristen Wylie of Kronos, will expand on these California-specific issues, highlight common areas of employer mistakes, and offer proactive solutions to guard against violations.