California: What is Wage Theft?

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Stanley D. Saltzman - Class Action/Mass Torts - Super Lawyers

Answered by: Stanley D. Saltzman

Located in Agoura Hills, CAMarlin & Saltzman

Agoura Hills, CA
Phone: 818-991-8080
Fax: 818-991-8081

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In California, wage theft can arise from a variety of circumstances, including failing to pay employees the state mandated minimum wage; failing to pay for overtime work performed and/or paying overtime at an incorrect rate of pay; failing to pay for work simply because it was performed “off-the-clock”; making illegal deductions from employees’ paychecks; failing to pay employees all wages and penalties for late, interrupted, or missed meal and/or rest breaks; misclassifying employees as independent contractors; or by creating or enforcing various other policies which violate State and/or Federal law.

Wage theft is a longstanding problem in California, causing workers to lose nearly $2 billion a year in minimum wage violations alone. Statistics released by the Economic Policy Institute, indicate that each year wage theft accounts for an estimated $40-$60 billion dollars wrongfully taken from employees by their employers throughout the United States. Other studies have estimated that workers in Los Angeles, Chicago, and New York City lose more than $56.4 million per week from employment and labor law violations. When reviewing the Federal Bureau of Investigation’s (“FBI”) statistics regarding types of theft committed throughout the U.S. in conjunction with the EPI’s Wage Theft statistics, it becomes clear that wage theft is by far the front-runner; totaling more than all other common forms of theft combined.

If you believe that your employer has committed Wage Theft, you should contact an attorney experienced in employment class action litigation today. The attorneys at Marlin & Saltzman would be happy to discuss the merits of your case. For more information about our firm, please visit our website at or call (818) 991-8080.

Disclaimer: The answer is intended to be for informational purposes only. It should not be relied on as legal advice, nor construed as a form of attorney-client relationship.

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