Paystub Requirements in California | Employee Rights Law Firm

Sep 8, 2019
       Employees who receive wages via a traditional paycheck should be receiving information on each pay stub that the California Labor Code has deemed important for an employer to provide to its employees. The purpose behind this is to make fraud, underpayment, late payment, and omission of overtime pay – just to name a few – more difficult and easier to track. Cal. Labor Code § 226 requires that each wage statement be itemized with the following:
1. Gross wages earned
2. Total hours worked by a non-exempt, hourly employee
3. Any and all deductions
4. Net wages earned
5. Dates for the pay period
6. Employee’s name
7. Last four digits of social security or an employee ID number
8. Employer’s legal name and address
9. The hourly rate during the pay period
10. Number of hours worked at each hourly rate – including overtime hours and rate of overtime paid
11. If paid by piece rate, the number of piece-rate units earned
       If you are bringing a claim against your employer or previous employer for harassment, discrimination, or wrongful termination, your attorney will often ask to see a pay stub to assess whether your employer was violating wage and hour laws at the same time as other laws. If your employer has omitted any of the items listed above, it may be a simple mistake, or, it could be indicative of more general wrongdoing. Take a look at your paystubs, and if any of the information is missing, contact Potter Handy, Employment Rights Law Firm to discuss the implications.

Written by : SONIA HAYES

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