- Written by Gregory Blueford
Today, Governor Jerry Brown signed AB-1513 into law, establishing new requirements for compensating piece-rate workers for their non-productive time (“NPT”) and creating a safe harbor for employers currently facing lawsuits regarding this issue. For further detailed information regarding AB-1513, you may read our previous E-blasts regarding AB 1513 here and here.
Counsel To Management
Now that AB-1513 has been officially signed into law, all companies employing piece rate workers must bring their compensation practices into compliance with the new requirements by January 1, 2016. Please contact The Saqui Law Group if you have questions pertaining to the potential effect of AB-1513 on your company.
- Written by Kimberley A. Worley and Greg Blueford
As all employers know, California Labor Code section 226 requires them to provide employees with itemized wage statements with each paycheck. Failure to comply with the nine listed requirements of section 226 subjects employers to extensive lawsuits seeking exorbitant penalties in representative actions brought under the Private Attorneys General Act of 2004 (“PAGA”). In general, PAGA allows up to $200 as a civil penalty per aggrieved current or former employee per pay period.