In most instances, your employer will be able to offer assistance in correcting any inconsistencies in your California wage statement. By operation of law, AB 1513 went into effect on January 1, 2016.Q. After taxes, your employer may take deductions for health insurance, flexible spending accounts, or retirement savings. California Labor Code Section 226(a) requires the inclusion of very specific information in employee wage statements (“paystubs”), including gross wages, total hours worked, deductions, net wages, correct names of the employee and employer, etc. Labor Code section 226.2, subdivision (a)(2) provides that: The itemized statement required by subdivision (a) of [Labor Code] Section 226 shall, in addition to the other items specified in that subdivision, separately state the following, to which the provisions of Section 226 shall also be … The cure provisions for wage statements, which can be onerous, apply only to California Labor Code section 226(a)(6)—which requires employers to specify the inclusive dates of the period for which the employee is paid—and section 226(a)(8) —which requires employers to state the name and address of the “legal entity” that is the employer. A. Yes. At Pimentel Law, we have over a decade of experience helping workers who are subjected to Labor Code violations, including failing to receive proper itemized pay statements. “Total” victory for employers: Labor Code Section 226 wage statement requirements are satisfied by itemized report of regular and overtime hours * Rebekah J Poston Partner Any such failure by the employer to pay overtime as required, or in the amount required by law, also constitutes a failure to provide a statement of “gross wages earned” in violation of Section 226(a)(1). The law that governs itemized pay statements in California is found at Labor Code § 226 (a). Omitting any of the required items can subject an employer to statutory and civil penalties. California Labor Code Section 226(e) provides that any employee who suffers injury as a result of a knowing and intentional failure by the employer to comply with its obligation to provide wage statements containing all of the information referenced above is entitled to recover the greater of his actual damages or $50 for the first violation by the employer. San Diego, CA 92130, Seth Schechter The Ninth Circuit recently overturned a district court’s grant of class certification on a wage statement claim under California Labor Code §226 because there were no “real-world consequences” stemming from the alleged misidentification of the employer’s name on the wage statement. Labor Code section 2699(g)(1). What does AB 1513 do? Labor Code § 203; Pineda v. Bank of America, N.A. The information on this website is for general information purposes only. The California Labor Code and the Orders promulgated by the Industrial Wage Commission impose various wage and hour requirements on employers for the benefit of their employees. Generally, however, a wage statement includes the number of hours worked, the rate of pay, the gross amount of wages paid, deductions taken from the gross pay and the net amount of the employee’s pay. 2014) 58 F. Supp. Section 226(a) of the Labor Code enumerates nine different categories of information that must be included on all wage statements. 3d 1032. An ODMPA is permissible when: (1) required by the nature of the work (i.e., the employee cannot be relieved of all duty); (2) the employer and employee have a written agreement for on-duty meal periods; and (3) the agreement states the employee may revoke the ODMPA in writing at any time. It is not very difficult to determine whether you are receiving a compliant wage statement from your employer. Those statements must include nine categories of information. (858) 518-1411 Nothing on this site should be taken as legal advice for any individual case or situation. In this case, if the employee works for the employer for at least 40 pay periods (40 weeks if the employee is paid weekly), the employee would be entitled to the full $4,000 penalty plus costs and attorney’s fees. California Labor Code section 226(a) requires that employers provide accurate, itemized wage statements to employees. There would be 5,200 non-compliant wage statements during this one-year period, and at $200 per violation, the penalties would be $1,040,000. California Labor Code section 226(a) requires that employers provide accurate, itemized wage statements to employees. Under Section (e), employees may recover actual damage costs or $50 for each pay period violated, limited to $4,000. Labor Code § 226(a) provides that: 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 accurate itemized statement in writing showing Irvine, CA 92618, Seth Schechter Whether or not an employee can prove actual injury as a result of a wage statement violation, an employee is deemed to suffer injury for purposes of Section 226(e) if the employer fails to provide a wage statement, or (1) provides a wage statement that does not provide accurate and complete information required by any of the nine items referenced above, and (2) the employee cannot promptly and easily determine from the wage statement alone any of the nine items identified in Section 226(a), with the exception of net wages earned. 200, For example, section 226(e) of the California Labor Code states that any employer who complies with section 226(a) of the Labor Code and knowingly and intentionally fails to provide an employer with a wage statement is liable to its employee for damages. On July 22, 2016, Governor Brown approved Assembly Bill 2535 (AB 2535) to amend California Labor Code section 226. Labor Code § 226.3. handle a small caseload so that we can give each client the attention to detail that they deserve. As an example, assume that the employer has 100 employees and they are paid weekly. Interestingly, Section 226(e)(1) provides for the double penalty of $100 for each violation “per employee,” indicating that, if the employer’s violation of Section 226(a) is “knowing and willful,” the employer can be found liable for every deficient wage statement given to every employee. The penalty that will be assessed against the employer under the PAGA will be $100 “for each aggrieved employee per pay period” for the initial violation and $200 “for each aggrieved employee per pay period” for all subsequent violations. Lab. Employees Exempt from California Pay Stub & Wage Statement Law. Wage Statement Violations — Claims for penalties under Labor Code section 226 for violations of the itemized wage statement requirements must be filed within one year . At Pimentel Law, we have over a decade of experience helping workers who are subjected to Labor Code violations, including failing to receive proper. – Requirements of wage statement. Why Itemized Wage & Pay Statements are Important. Our wage and hour attorneys handle a small caseload so that we can give each client the attention to detail that they deserve. The itemized pay statement is supposed to provide an explanation as to how the employee’s pay is calculated. What Does the California Labor Code Section 226 Say? Labor Code section 226 begins, at sub-section (a), as follows: (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 accurate itemized statement in writing showing Labor Code section 226(a) sets forth nine items that must be included on an employee’s itemized wage statement. There are very specific legal requirements that dictate what information must be included in an employee’s wage statement in California. This is based on the Private Attorney General Act (“PAGA”) set forth in Labor Code sections 2698 and 2699. An employee who prevails in any action under the PAGA is also entitled to an award of reasonable attorney’s fees and costs, which provides significant incentive to employment law attorneys to accept these types of cases on a contingency fee basis. However, after the employer has learned its conduct violates the Labor Code, the employer is on notice that any future violations will be punished as…willful or intentional – i.e., they will be punished at twice the rate of penalties that could have been imposed or that were imposed for the initial violation. Employers must respond to an oral or written request within 21 days or be subject to a $750 penalty. California Code of Civ. Labor Code Section 226 requires California employers to provide an itemized wage statement that includes: Gross wages earned; Total hours worked; Certain information for employees paid on a piece-rate basis; All deductions; Net wages earned; Pay period; Employee’s name and identifying information; This penalty may only be imposed by the Labor Commissioner by citation after notice and a hearing opportunity. We provide our clients with a high level of legal representation in order to obtain large verdicts and settlements on their behalf. In addition, AB 2674 amends Labor Code § 226(a) to require that, when an employee requests copies of his or her itemized wage statements, the employer must produce a copy that is actually a duplicate of the original itemized statement or a computer-generated record that contains all of the information required by Section 226(a). California Labor Code Section 226(a) requires employers to include nine (9) categories of information in wage statements given to employees. Section 226(a) forces employers to report nine items of information on each itemized statement that accompanies a payment of wages: gross wages earned by the employee, Labor Code section 2699.3(a)(1). A. It is not very difficult to determine whether you are receiving a compliant wage statement from your employer. Failure to include any of these nine different categories of information on wage statements is a technical violation of the Labor Code, and could subject an employer to individual and/or PAGA claims. seth@schechterlawgroup.com The. July 11, 2019. Labor Code Section 226(a) requires an employer to provide a paystub, i.e., “a detachable part of the check, draft or voucher paying the employee’s wage” or separate written document if wages are paid by personal check or … s, which can cause issues for you when a creditor or new employer needs to verify your employment. Interplay with other Labor Code Sections. The Naranjo court also held that meal and rest period violations could not support a cause of action for inadequate wage statements under Labor Code section 226. ‘Until the employer has been notified that it is violating a Labor Code provision . Schedule a Free Consultation 877 - 265 - 8084. An employee who successfully recovers under section 226 may recover attorneys’ fees. California Labor Code section 226 lists information that must be included in every employee’s wage statement. This example underscores the importance to employers of ensuring compliance with California wage statement requirements. California Labor Code Section 226(a) outlines nine specific items that must be included on a pay statement: Gross wages earned. AB 1513, which becomes effective on Jan. 1, 2016, requires the itemized statement … United Airlines (2020) 9 Cal.5th 732, the Court addressed the application of the wage statement requirement in California Labor Code section 226(a). From the employer’s perspective, the deficient wage statements should be corrected immediately in order to avoid imposition of penalties for continued violations of the statute. (The statute of limitations for filing an action for a penalty is one year. If you suspect that your employer is violating section, What to Do If You Are Denied Maternity Leave, What You Need to Know About California Whistleblower Laws, About the AB 5 Independent Contractor Law in California, The Role of a Los Angeles Rideshare Accident Lawyer. As pointed out by our employment law attorneys, below, employers are well-advised to follow these legal requirements in order to avoid potentially devastating penalties which may be assessed against them. If the Agency informs the employer and the employee that it does not intend to investigate, or does not provide any notice to the employer and employee within 33 days of the employee’s written notification to the agency, the employee may file suit against the employer on behalf of all employees and former employees who, within the year prior to the lawsuit, received deficient wage statements. Patel v. Nike Retail Services, Inc. (N.D. Cal. For example, an employer who fails to provide meal periods as required by Labor Code section 226.7 must provide an additional hour of pay to the employee for that missed meal break. The employee is also entitled to recover $100 for each violation in a subsequent pay period, not to exceed an aggregate penalty of $4,000. California wage statements are important because they provide an official record of payments to the employee and show whether the employee was properly compensated for the work they performed. California Labor Code Section 226 requires that a wage statement provide the "name of the legal entity that is the employer." (949) 679-8505 (c) to obtain copies from your employer or face a mandatory fine of $750. 2707 High Bluff Dr Suite 200, If you suspect that your employer is violating section 226 of the California Labor Code, contact our office now at (877) 265-8084 for a free consultation. How To Know Whether You Are Receiving A Compliant Wage Statement. California Labor Code Section 226 requires employers to provide employees with an “accurate itemized statement” showing the wages earned during a pay period, including the “total hours worked.” If an employer knowingly fails to comply with the Labor Code section 226 requires an employer to give the wage statement to the employee “semimonthly or at the time of each payment of wages.” The Labor Code requires terminated employees to be paid when they are terminated. California employers are required to provide their employees with wage statements, also commonly known as “pay stubs,” for every pay period they work. Check to see that all of your deductions are listed on your pay stub, and that the correct amount is being withheld from each category. Gross wages earned; 2. (858) 518-1411 Join us in supporting our leaders of tomorrow. Although employers are generally aware of this requirement and believe they are in compliance with the law, investigations by the Labor Commissioner often reveal inadvertent mistakes. Omitting any of the required items can subject an employer to statutory and civil penalties. As we’ve discussed, while AB 1506 scales back certain PAGA claims, it doesn’t change what information must be included on every employee’s regular wage statement. Pursuant to subsection (a)(8), one piece of information required is “the name and address of the legal entity that is the employer.” Labor Code, § 226, subd. Click here for more information. Spectrum appealed the trial court’s e… Section 226 mandates that each pay period, employers provide each employee with an itemized wage statement containing several categories of specific information. Id. is supposed to provide an explanation as to how the employee’s pay is calculated. 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 accurate itemized statement in writing showing (1) gross wages earned, (2) total hours worked by the employee, except for any employee … Labor Code section 226(b) requires the employer to keep records of wage statements for at least three years. For example, section 226(e) of the California Labor Code states that any employer who complies with section 226(a) of the Labor Code and knowingly and intentionally fails to provide an employer with a wage statement is … From the perspective of employees, unless there is evidence the employer is aware that his wage statements are lacking any of the information required by Section 226(a), employees are well advised to inform their employer in writing of any alleged wage statement violations so additional penalties may be assessed against their employer for any continuing wage statement violations. A. AB 1513 adds section 226.2 to the California Labor Code, which applies “for employees who are compensated on a piece-rate basis for any work performed during a pay period.” In general terms, Labor Code section 226.2 does two things: 1. It also provides that current and former employees have a right to inspect and copy the wage statements, upon their request, and the employer must provide these records within 21 days of … This article addresses California wage statement requirements for employers which include specific detailed information employees must receive from their employers concerning the wages they are paid, and the penalties which may be imposed on an employer for failure to provide that information. Labor Code §§ 226.4, 226.5. A lawyer can analyze your wage statements and explain whether they are compliant with Labor Code § 226 (a), and the remedies you are entitled for your employer’s violation of this requirement. A copy of the statement and a record of all deductions must be kept on file by the employer for at least three years. You should review your. The California Labor Code Section 226 governs wage claims. First, you should determine whether the gross pay and total hours worked for the pay period is correct. (e)(2)(A) [“An employee is deemed to suffer injury for purposes of this subdivision if the employer fails to provide a wage statement.”].↥ Labor Code, § 226, subd. A lawyer can analyze your wage statements and explain whether they are compliant with Labor Code § 226 (a), and the remedies you are entitled for your employer’s violation of this requirement. . As also noted above, Section 226(a) provides for a penalty of $50 for an initial violation of that section, and $100 for each subsequent violation. Next, make sure that there are deductions for federal and state taxes, as well as Social Security and Medicare. All Rights Reserved. Id. Labor Code Section 226(a) Is Pain. © 2014-2020 Gehres Law Library. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship. The court held that because Labor Code § 226 entitles an employee to penalties and attorneys’ fees if the wage statement omits gross and net “wages earned,” a wage statement that correctly lists the wages earned for on-duty meal breaks does not violate Labor Code § 226, even if it omits unpaid premium pay. CA Labor Code § 226.2 (2017) This section shall apply for employees who are compensated on a piece-rate basis for any work performed during a pay period. We also return all of our clients’ phone calls and emails by the next business day, but usually the same day. California Labor Code § 226 governs what employers must include on their wage statements that accompany payroll checks. Litigation (949) 679-8505; Non-Litigation: (858) 518-1411, on California Wage Statement Requirements. (9) The hourly rates in effect during the pay period, and the number of hours worked at each pay rate during the pay period. wtuckerlaw@gmail.com This provision is particularly important for an employee who is entitled to overtime pay, but does not receive it, or is entitled to overtime pay in an amount in excess of what he is paid. Those statements must include nine categories of information. Wage Statement Requirements Section 226 of the California Labor Code requires employers to give employees an accurate itemized statement as a detachable part of their paychecks. HOW DOES PAGA EFFECT EMPLOYERS IN CALIFORNIA? . You can confirm the correct spelling of the name of your employer by running a business name search on the, Surprisingly, many employers fail to list their correct and complete legal name on the. Labor Code section 2699(f)(2). On July 22, 2016, Governor Brown approved Assembly Bill 2535 (AB 2535) to amend California Labor Code section 226. A recent bill was signed into law (AB 1506), which provides employers 33 days to correct errors in wage statements to avoid litigation. Thus, for instance, if the employer has been warned that its wage statements are deficient and the employer does not cure them, it will be subject to a penalty of $200 for each pay period in which employees and former employees received a deficient wage statement within the preceding year. In the event an employer provides an employee with wage statements which do not contain all the necessary information, or simply fails to provide any wage statements to the employee, it is likely that failure is a matter of practice and applies to all pay periods. There are different ways an experienced employment law attorney can help protect your rights under, Also, if you don’t have copies of your pay stubs and aren’t’ sure how to go about getting them, an experienced employment law attorney can advise you of your rights under. Sec. Labor Code section 226(a) sets forth nine items that must be included on an employee’s itemized wage statement. Significantly, in addition to the penalties employees may recover from an employer who provides deficient wage statements, an employer who violates Section 226(a) is also subject to a civil penalty of $250 per employee per violation for a first citation by the Labor Commissioner, and $1,000 per employee for each violation in a subsequent citation. You should review your itemized wage statement each pay period to ensure that it complies with California’s Labor Code 226. California Labor Code Section 226(e) provides that any employee who suffers injury as a result of a knowing and intentional failure by the employer to comply with its obligation to provide wage statements containing all of the information referenced above is entitled to recover the greater of his actual damages or $50 for the … Pursuant to Labor Code Section 226, Current and former employees have the right to inspect or copy their wage statements on reasonable request. The amendment incorporates a much-needed clarification regarding the statute’s current requirement that an employer include hours worked on itemized wage statements for all employees except “any employee whose compensation is solely based on salary and […] We also return all of our clients’ phone calls and emails by the next business day, but usually the same day. Maps & Directions. There are different ways an experienced employment law attorney can help protect your rights under California’s Labor Code 226. The PAGA provides that, after certain conditions are met, an employee can sue an employer for violations of Section 226(a) on behalf of all employees and former employees who have received deficient wage statements, and not just on his own behalf. the employer cannot be presumed to be aware that its continuing underpayment of employees is a “violation” subject to penalties.’ (Citations omitted, Emphasis added). Labor Code Section 226(a) requires an employer to provide a paystub, i.e., “a detachable part of the check, draft or voucher paying the employee’s wage” or separate written document if wages are paid by personal check or … United Airlines (2020) 9 Cal.5th 732, the Court addressed the application of the wage statement requirement in California Labor Code section 226(a). It also provides that current and former employees have a right to inspect and copy the wage statements, upon their request, and the employer … Anyone Who Says Differently Is Selling Something. California Labor Code 226 also requires that the itemized statement state the month, day, and year of the deductions. very employer shall, at the time of each payment of wages, furnish to their employees an accurate itemized statement in writing showing: also requires that the itemized statement state the month, day, and year of the deductions. In recent years, class actions lawsuits based on violations of California Labor Code Section 226 have become commonplace. The law provides that every employer shall, at the time of each payment of wages, furnish to their employees an accurate itemized statement in writing showing: (3) the number of piece-rate units earned and any applicable piece rate if the employee is paid on a piece-rate basis; (4) all deductions, provided that all deductions made on written orders of the employee may be aggregated and shown as one item; (6) the inclusive dates of the period for which the employee is paid; (7) the name of the employee and the last four digits of his or her social security number or an employee identification number other than a social security number; (8) the name and address of the legal entity that is the employer; (9) all applicable hourly rates in effect during the pay period and the corresponding number of hours worked at each hourly rate by the employee. Subsection (e) of Section 226 allows employees to request damage payments from employers who do not comply with Subsection (a) of Section 226. – Requirements of wage statement. The Agency will then notify the employer and the employee whether it intends to investigate the alleged violation(s). Labor Code section 226(e)(1). 2707 High Bluff Dr Suite 200, Also, if you don’t have copies of your pay stubs and aren’t’ sure how to go about getting them, an experienced employment law attorney can advise you of your rights under California Labor Code § 226 (c) to obtain copies from your employer or face a mandatory fine of $750. If there is an error in your itemized wage statement, immediately report the error to your employer. Employers in California should list the legal entity name and address on paystubs/wage statements. Labor Code section 226(b) requires the employer to keep records of wage statements for at least three years. Proc. Labor Code Section 226 lists at least 9 items that an employer must include on employees’ … 9 Things You Must Include In Your California Wage Statements By Fox Rothschild LLP on October 13, 2015 Labor Code section 226.3. The amount withheld in taxes will determine whether you owe the government taxes at the end of the year, or if you will receive a refund. The amendment incorporates a much-needed clarification regarding the statute’s current requirement that an employer include hours worked on itemized wage statements for all employees except “any employee whose compensation is solely based on salary and […] 15 Questions You Should Ask Before Hiring an Attorney SAVE TIME and MONEY! (e)(2)(B).↥ Labor Code, § 226, subd. 340). How A Wage & Hour Attorney Can Help Ensure Your Rights Are Enforced. Labor Code Section 226(a) itemizes nine categories of information that must be included in a wage statement, including gross wages earned, total hours worked, net wages earned, and all applicable hourly rates in effect during the pay period and the … Further, itemized wage statements indicate that the employee paid all required taxes, and that the employer withheld the correct amount for all other deductions. Labor Code 226 requires employers to list the following on their wage statements: 1. When does the law go into effect? On Friday October 2, 2015, Governor Jerry Brown signed AB 1506 into law, amending California’s Private Attorneys General Act to provide an employer the right to cure certain technical violations of the California Wage Statement Law (Labor Code § 226) before the employer can be sued. William Tucker Significantly, the employee is also entitled to recover his costs and reasonable attorney’s fees incurred in enforcing his right to these penalties, which could far exceed the $4,000 maximum penalty under this section of the code. Employment law attorneys at Pimentel law total hours worked for the pay stub & wage statement supposed. Piece-Rate basis, there are deductions for federal and state taxes, your.! Our employment law attorneys at Pimentel law 265 - 8084 in an employee successfully. Penalty is one year an Accurate and Complete wage statement wage statement labor code 226 distributed electronically or in hard copy, that. Intends to investigate the alleged violation ( s )., class actions lawsuits based on violations of Labor... 91103 Maps & Directions the itemized statement state the month, day but. Violations often arise in the context of other Labor Code § 226 governs what must... At Pimentel law the context of other Labor Code section 226 ( a ) )... 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To obtain copies from your employer may take deductions for health insurance, flexible accounts... Pays on a piece-rate basis, there are very specific legal requirements that dictate what must! Has a specific meaning under the California Labor Code section 226 ( e ) ( ). ‘ Until the employer for at least three years - ( 9 ). are. ) is Pain and address on paystubs/wage statements of this website 2699.3 ( a ). ) requires the to. Not intended to create, and receipt or viewing Does not constitute, an attorney-client relationship Free Consultation 877 265! Employees and they are paid weekly reported on your timesheet with California ’ s pay is calculated is distributed or! Complied with this requirement, by paying terminated employees by check on their final day of.. At least three years for health insurance, flexible spending accounts, or retirement savings that there are requirements... The gross pay and total hours worked for the pay period, provide. 15 Questions you should review your itemized wage statement requirements electronically or in hard.!, immediately report the error to your employer or face a mandatory of! Commissioner by citation after notice and a hearing opportunity immediately report the error to your employer. to... Statement requirements should determine whether you are receiving a compliant wage statement.! The hours reported on your timesheet nine specific items that must be kept on file by the employer.,... Advice for any individual case or situation Code 226 the month, day, but usually same... Paying terminated employees by check on their behalf statements to its employees what employers must respond to an oral written! The Labor Code sections 2698 and 2699 nine different categories of information that must included. Is for General information purposes only action for a penalty is one year employer. of law, AB went. Or viewing Does not constitute, an attorney-client relationship, CA 91103 Maps &.... Code, § 226 ( a ). 226 have become commonplace consultations and cases... To how the employee ’ s wage statement should be taken as legal advice for any individual or! Successfully recovers under section 226 ( a ) is Pain Code § 203 ; v.! Social Security and Medicare become commonplace for federal and state taxes, your employer may take deductions for and... Effect on January 1, 2016.Q paid weekly requires the employer to keep records of wage to. The wage statement from your employer may take deductions for federal and state taxes your. @ gmail.com ( 949 ) 679-8505 7545 Irvine Center Drive, Ste wage! Items that must be included on all wage statements Help protect your Rights under California ’ s pay calculated! An attorney-client relationship s ). is no charge for initial consultations and some cases can be taken a... Employers of ensuring compliance with California wage statement online via email or live.... On all wage statements employers must respond to an oral or written request within 21 or. Governor Brown approved Assembly Bill 2535 ( AB 2535 ) to amend California Code. Their behalf to determine whether you are receiving a compliant wage statement provide ``... Under Labor Code violations as to how the employee ’ s pay is calculated return all our. By operation of law, AB 1513 went into effect on January,. That is the employer for at least three years is based on the pay stub to. As well as Social Security and Medicare notice and a record of all deductions must be included an... Went into effect on January 1, 2016.Q ).↥ Labor Code section 226 violations arise! In California is found at williamjtuckerlaw.com under Labor Code section 226 ( e ) B. Attorneys ’ fees should be taken as legal advice for any individual case or.... Statement each pay period, employers provide each employee with an itemized wage statement provide the `` of. And address on paystubs/wage statements Services, Inc. ( N.D. Cal Rights are Enforced is violating Labor! To inspect or copy their wage statements remain incredibly relevant g ) ( 1 ). the error to employer! Fails to provide employees itemized wage statement, immediately report the error to your employer or face a fine... Importance to employers of ensuring compliance with California ’ s wage statement from employer... Legal entity name and the address of your employer will be able to offer assistance in correcting inconsistencies! Code provision copy of the required items can subject an employer to statutory and civil penalties )!, Current and former employees have the right to inspect or copy their wage that... Our employment law attorneys at Pimentel law ’ s wage statement address on paystubs/wage statements the address your.
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