Are you a working in the state of California? Do you have reasonable grounds to believe that your employers aren’t paying you in accordance with the existing California laws on labor and employment? Every employee in the state of California is entitled to certain employee rights as stated in the California Labor Code.
Under the provisions of the law, an employee is entitled to the right amount of overtime pay on top of his/her basic pay. If overtime hours are unpaid or incomplete, employees can file a case against the employer. Reports show that a great number of employees in California are deprived of their rightful overtime pay. It’s a good thing that Labor laws are in place to protect employees from abusive labor practices of their employers.
One of the labor laws aimed to protect employees’ rights is California Labor Code Section 226(a), which pertains to the issuance of accurate paycheck stub to employees. There are particular types of information that must be seen and clearly indicated on paycheck stubs. These would include the gross amount of salary due, the total number of hours worked, itemized deductions, and the net salary payable to the employee. This information is vital so that the employees themselves can counter-check the accuracy of the data used to compute their salary.
Unpaid compensation issues may arise if there is inaccurate data used to compute the final salary due. As such, employers are mandated to provide all the relevant data to its employees. Relevant information would also include the employer’s name and address as well as the employee’s name and identification number. Violation of this provision entitles an employee to demand recovery of actual damages sustained as he is deemed “to suffer injury” when his rights under the California Labor Code Section 226(a) are violated. The prescribed penalty for first-time violators is $50. Subsequent violations would cost the company $100. The maximum amount of penalty that can be demanded from an employer is $4,000.00. In addition, the employer may also be made to reimburse legal costs and attorney’s fees.
The Fair Labor Standards Act dictates that employees should be paid minimum wage and other pays such as the overtime pay in accordance with the legal provisions. The act also requires employers to keep track of the employees’ records as well as setting standards when hiring minors. The record that the act requires has no definite form but it requires employers to secure and have a database of all their employees with their corresponding basic information such as the full name, social security number, home address and other information that will be useful to protect the rights of an employee.
Both the employees and employers have equal rights and corresponding responsibilities in accordance to the Fair Labor Standards Act. Employees are given full protection of the US laws as long as they are doing what is expected of them. The same protection can be given to employers who are religiously paying the right salaries.
If you know that your rights as an employee are being violated, the Law Offices of Scott A. Miller can help you assess your situation and determine if you have a valid case to pursue. Initial consultation is free so you might as well use this to your advantage. For more information as to how the law firm can help you, visit CaliforniaWageLawAttorney.com.