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The statute requires the wage notice to show "[t]he rate or rates of pay and basis thereof, whether paid by the 'hour, shift, day, week, salary, piece, commission, or otherwise, including any rates for overtime, as applicable.
The Basics of the New Law AB 1003 will make an employer's intentional wage theft of more than $950 from one employee, or $2,350 total from at least two employees, within a 12-month period, punishable as grand theft. This crime carries a potential prison sentence of up to three years.
The Act created Labor Code section 2810.5 which requires most employers to provide written notice to employees of their rate(s) of pay, any allowances, the regular payday, and the name and contact information of the employer and the employer's workers' compensation insurance carrier.
The most blatant form of wage theft is for an employee to not be paid for work done. An employee being asked to work overtime, working through breaks, or being asked to report early and/or leave late without pay is being subjected to wage theft.
The most blatant form of wage theft is for an employee to not be paid for work done. An employee being asked to work overtime, working through breaks, or being asked to report early and/or leave late without pay is being subjected to wage theft.
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The California Labor Commissioner's Office is responsible for enforcing minimum wage, overtime pay and other labor laws. By law, it must hold a hearing within 120 days of a wage complaint being filed, unless the employer settles sooner.
The California Department of Industrial Relations (DIR) protects and improves the health, safety, and economic well-being of over 18 million wage earners and helps their employers comply with state labor laws. DIR is housed within the Labor & Workforce Development Agency.
California's Wage Theft Prevention Act of 2011 (WTPA) went into effect on January 1, 2012, and requires that all employers provide each non-exempt employee with a written notice containing specified information regarding their pay and other benefits.
Examples of wage theft: Not paying at all, paying below minimum wage, not paying overtime, not allowing workers to take meal and rest breaks, not paying for required sick leave or taking workers' tips, paying employees with invalid checks with insufficient funds, breaking promises to pay at a later date or forcing ...
Yes, but only if there is an employment contract or bargaining agreement. If you do not have a contract, your employer can legally reduce your work hours or cut pay and you may not have any recourse.

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