Employers doing business in California have seen a barrage of class actions and representative claims for various alleged wage and hour Labor Code violations. Some cases are premised solely on “technical” wage statement violations, where the employer may not have even realized the practice was occurring or was unlawful.
California’s new law regarding piece-rate compensation (which will be codified as Labor Code 226.2) provides yet another set of potential land mines for employers who pay employees on a piece-rate basis. These employers should take a close look at the new law and make any necessary changes to their payroll practices before the law becomes effective on January 1, 2016.
For more information about the new law, check out Why You Should Take a Closer Look at California’s New Piece-Rate Legislation.