California has a unique law that requires employers to provide new hires who are non-exempt from overtime with a “wage theft act notice” (a strangely named document) that provides the employee with specified information such as rate of pay, overtime rate, the employer’s name and address, pay day information, workers’ compensation information, and paid sick leave information.  The Labor Commissioner’s office provides a template for employers to use for this purpose.  In late 2023, the agency updated that template to reflect amendments to the state’s paid sick leave law and to require new disclosures regarding local declarations of emergency.  The new template, along with guidance on completing the information in the template, is available here.  

Employers should update their templates and ensure that they have practices in place to provide these completed notices to new hires (and to current employees when there are changes to the information on the notice).

Photo of Robin E. Largent Robin E. Largent

Robin Largent has been advising and defending employers for over twenty years, primarily in California state and federal courts.  Robin’s practice focuses on the defense of wage and hour class and representative (PAGA) actions.  Robin’s practice also focuses heavily on compliance and advice…

Robin Largent has been advising and defending employers for over twenty years, primarily in California state and federal courts.  Robin’s practice focuses on the defense of wage and hour class and representative (PAGA) actions.  Robin’s practice also focuses heavily on compliance and advice on best practices to prevent and mitigate the risks of employment litigation.  Robin also regularly defends employers ranging from small, locally owned businesses to large national corporations in single plaintiff employment litigation involving claims for discrimination, harassment, retaliation, breach of contract, and wrongful termination.  Robin has substantial appellate experience and success handling appeals, writ petitions, and amicus briefs in both state and federal courts on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, novel issues of interpretation of wage and hour laws, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.  Finally, Robin is well-known for her former role as Editor and primary author of the California Labor and Employment Law Blog for close to a decade.

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