When Your Company is Breaking the Law

Dear Evil HR Lady,

Currently I’m quite frustrated with how my boss is handling payroll. Understand, this is a small business consisting of only eight other employees and the issue may be victim to this fact. The pay schedule is set on the first and fifteenth, however, the total hours paid are determined by the previous time period. To explain further:

For the paycheck on July 1, 2011 I will be paid the hours worked from June 1,2011 through June 15, 2011.

Hours worked June 1 – June 15, paid July 1
Hours worked June 15 – June 30, paid July 15

California labor law clearly states that first and fifteenth pay schedules are to be paid no later than the 26th of the month for hours worked through the 1st and 15th and hours to be paid no later than the 11th of the following month for hours worked from the 16th to the following period.

This had not been discussed at any time during the hiring process and nowhere in my training. I’m typically an understanding person when it comes to issues of these sorts but having just gotten back to work after being laid off in January, I am in need of these hours to be paid in order for me to start paying off my past due bills. I’m looking for advice on how to approach this issue with my boss.

To read my answer, click here: When Your Company is Breaking the Law

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2 thoughts on “When Your Company is Breaking the Law

  1. Huh. I lived in California for 25 years and I never knew of that law (and have worked at more than a few places that have the same pay periods and dates that OP describes).

  2. You need to be paid within a week of the close of payroll. If your hourly non exempt in CA, they aren’t paying you according to CA law in this example.

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