©2023 Seyfarth Shaw LLP www.seyfarth.com 2023 Cal-Peculiarities | 9 requires employers to pay time-and-one-half premium wages for work over eight hours a day, and for work on a seventh consecutive work day, as well as for work over 40 hours a week (see § 7.4), requires employers to pay double-time wages for work over 12 hours a day, and for work over eight hours on a seventh consecutive work day (see § 7.4), requires employers to provide employees with paid rest breaks and paid recovery periods and unpaid meal periods, and to pay an additional hour of pay for each day of violation (see §§ 7.8, 7.9), requires employers to provide suitable seats to employees where the nature of the work reasonably permits, and to provide workplace temperatures providing reasonable comfort consistent with industrywide standards (see § 7.11), forbids employers to require employees to share the cost of business operations (see § 7.12), requires employers to reimburse employees for ordinary business expenses (see § 7.13), imposes onerous reporting requirements for payment of piece-rates (see § 7.14), requires written agreements for the payment of commissions (see § 7.15), requires pro rata payment of bonuses where employment ends for reasons beyond the employee’s control (see § 7.16), deviates from federal law by imposing a pro-employee formula for computing overtime pay on “flat sum” bonuses for nonexempt employees (see § 7.16), restricts certain employers in their staffing and scheduling of employees (see §§ 7.22, 7.23), requires large warehouse distribution centers to disclose whatever work quotas they use and ensure that they do not impede employees’ ability to take unrestricted rest, meal, and bathroom breaks (see § 7.22), requires employers to provide new hires with written notice of such things as pay rates, paydays, employer names, as well as any other information the Labor Commissioner deems “material and necessary” (see § 16.1), requires employers to provide, with each payment of wages, a highly detailed itemized statement, while imposing heavy penalties for even technical non-compliance (see § 16.3), and empowers “aggrieved employees” to sue on behalf of the State of California to collect massive civil penalties for Labor Code and Wage Order violations (see immediately below). Private Lawsuits for Civil Penalties California, uniquely among American governments, has a Private Attorneys General Act (PAGA), which empowers employees, as private attorneys general, to sue on behalf of all aggrieved employees in order to enforce wage and hour laws. PAGA—perhaps the California peculiarity par excellence—has been a bonanza for
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