Stockton Pay Stub Violations Lawyer

All California employers must provide their employees with itemized wage statements–pay stubs–with their pay. A pay stub is not a mere formality. It must contain specific information, which helps to ensure the employer’s compliance with federal and state wage and hour laws.

If your employer has not provided you with a property itemized wage statement, you can and should take legal action. Our Stockton pay stub violations lawyers can help. Venardi Zurada LLP is a California employment law firm that focuses on helping workers assert their legal rights.

What Does a Pay Stub Need to Contain in Stockton?

Your employer must give you an itemized wage statement at least twice a month or at each regular payday. If your employer gives you a check or direct deposit statement, it typically contains a detachable pay stub. But even if your employer pays you directly in cash, they still need to give you a pay stub.

A pay stub need to contain the following information:

• the legal name and address of the employer;
• the employee’s name and last four digits of their Social Security number (or a separate employee identification number);
• the dates of the pay period;
• the employee’s hourly rate for the pay period;
• the total hours the employee worked during the pay period, including any overtime or double time;
• the employee’s gross wages earned;
• any deductions made from gross wages; and
• the employee’s net wages.

Many salaried, white-collar workers–i.e., employees working in administrative, executive, managerial, or professional jobs–are considered “exempt” from California wage and hour laws. Employers generally do not have to keep track of the total hours worked for exempt employees, and their pay stubs do not need to contain this information.

What Happens If My Employer Commits a Pay Stub Violation?

If your employer fails to provide you with an itemized wage statement, or the pay stub you do receive has missing or inaccurate information, you can sue your employer in court for violating the California Labor Code. A judge can award you damages of $50 for the initial pay stub violation and $100 for any subsequent violation, up to a maximum of $4,000. You can also recover your court costs and legal fees.

In some cases, however, an employer can avoid penalties if they correct certain pay stub violations within a 33-day window. This includes any errors in the dates of the applicable pay period and the name and address of the employer’s legal entity.

Reach Out to Our Stockton Pay Stub Violation Lawyers

Pay stub violations might not sound like a big deal at first. But they often are just the tip of the iceberg for other Labor Code violations committed by the same employer. This is why you should consult with an experienced Stockton pay stub violations lawyer who can thoroughly review your case and advise you on a legal course of action. Call Venardi Zurada LLP today at (833) VZ FOR ME to schedule a free confidential consultation.

Share This Page: