California’s new Wage Theft Protection Act of 2011 (Labor Code Section 2810.5, effective January 1, 2012), requires employers to provide most new non-overtime-exempt employees with a written notice that contains specified information regarding, among others, wage rate, payday, employer name and address, workers’ compensation insurance carrier information, and other information added by the Labor Commissioner as it may deem necessary
Continue Reading California’s “Wage Theft Protection Act” — Labor Commissioner Tries Again With an Updated Notice Template and FAQs
Wage Theft Prevention Act
U.S.: California’s “Wage Theft Prevention Act” Imposes New Requirements and Potential Penalties On Private Employers Starting January 1, 2012
By Lisa M. Carvalho on
Effective January 1, 2012, private California employers of non-exempt employees not subject to certain collective bargaining agreements will face new reporting and recordkeeping requirements and penalties for violations of California’s aggressively-titled “Wage Theft Prevention Act” signed into law in October 2011. Similar to New York’s law of the same name enacted last year, the Act…
New York Wage Theft Prevention Act Increases Penalties for Wage and Hour Violations
On December 13, 2010, New York Governor David A. Paterson signed the Wage Theft Prevention Act (“Act”). The New York Labor Law currently requires employers to notify employees in writing, at the time of hiring, of their rate of pay, pay date, and overtime rate (if applicable). The Act amends the law to significantly increase the penalties for wage payment violations, particularly for repeat offenders, and now requires employers to provide additional information regarding the payment of wages to employees. All New York employers must revise their pay practices by the Act’s effective date, April 12, 2011.
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