Employer Notice Requirements:

 

California laws require employers to provide or post many specific notices related to wages, hours, and time off, including:

  • Wage orders applicable to the employees' occupation or industry (Labor Code § 1183);
  • State minimum wage notice (Labor Code §1183);
  • State payday notice (Labor Code § 207);
  • Wage Theft Protection Act Notice, including information on rate and basis of pay, allowances, designated payday, employer's name and contact information, and employer's workers' compensation insurance carrier's name and contact information (Labor Code § 2810.5);
  • State unemployment and disability insurance notice (Uniform Insurance Code § 1089);
  • State paid family leave notice (California Family Rights Act (CFRA) (Government Code §§ 12945.2, 19702.3));
  • State right to request pregnancy disability leave or transfer (Govt C §12945);
  • State time-off-to-vote notice (Elections Code § 14001);
  • If applicable, a notice about payroll security (Labor Code § 272); and
  • If applicable, work schedule of agricultural workers who are subjects of union organization efforts (8 Cal Code Regs §209

Statutory remedies are available for failure to provide or post notices as required.  For instance, failure to post a Labor Code § 207 notice is a misdemeanor, and the absence of the posting is evidence of a violation of this statutory requirement.  (Lab Code § 215.)


If you are an employee who has been subjected to wage theft, send Lebe Law a message to set up a free consultation:

 

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