California Wage Dispute Response Guide for Employers

Evaluate Claims | Assert Defenses | Respond Strategically | Minimize PAGA Exposure

✍️ Need to Send an Unpaid Wages Demand Letter? If you're owed wages by your employer, see my guides on U.S. Unpaid Wages Demands | California Wage Claims

Understanding the Wage Claim Against You

You Have Received a Wage Claim Demand Letter: If you have received a demand letter alleging wage and hour violations, an employee or former employee is claiming you failed to pay wages, overtime, or other compensation owed under California law. Do not ignore this letter. A thoughtful, strategic response can protect your business, limit your exposure, and potentially avoid costly PAGA penalties and class action litigation.

Types of California Wage Claims

California has some of the most employee-friendly wage and hour laws in the nation. Common claims include:

Claim Type	Legal Basis	Potential Exposure
Unpaid Wages	Labor Code Sections 200-204	Unpaid amount plus interest, attorney's fees, and civil penalties
Overtime Violations	Labor Code Section 510, 1194	1.5x for hours over 8/day or 40/week; 2x for hours over 12/day or 8+ on 7th day
Meal Period Violations	Labor Code Section 512, 226.7	One hour of pay at regular rate for each workday violation occurred
Rest Break Violations	Labor Code Section 226.7	One hour of pay at regular rate for each workday violation occurred
Wage Statement Violations	Labor Code Section 226	$50 for initial violation, $100 per subsequent violation (up to $4,000)
Final Pay Violations	Labor Code Sections 201-203	Waiting time penalties: up to 30 days of daily wages
Misclassification	Labor Code Sections 226.8, 2753	Back wages, overtime, benefits, plus penalties up to $25,000 per violation

Key California Labor Code Sections

Understanding the legal framework is essential for your defense:

Sections 201-204 - Final Pay Requirements:

Section 201: Employees who are discharged must be paid all wages due immediately at termination
Section 202: Employees who quit with 72+ hours notice must be paid on last day; less than 72 hours notice allows 72 hours to pay
Section 203: Waiting time penalties - if employer willfully fails to pay final wages, employee's wages continue at same rate (up to 30 days)
Section 204: Employees must be paid at least twice monthly on regular paydays

Section 226 - Wage Statement Requirements:

Gross wages earned, total hours worked (for non-exempt employees)
All deductions, net wages earned, pay period dates
Employee name and last four digits of SSN or employee ID
Employer name and address, all applicable hourly rates and hours at each rate
Penalties: $50 initial violation, $100 subsequent (max $4,000), plus attorney's fees

Section 510 - Overtime Requirements:

Over 8 hours in a workday: 1.5x regular rate
Over 12 hours in a workday: 2x regular rate
Over 40 hours in a workweek: 1.5x regular rate
7th consecutive day: first 8 hours at 1.5x, over 8 hours at 2x

Section 512 - Meal Period Requirements:

30-minute uninterrupted meal period for shifts over 5 hours
Second 30-minute meal period for shifts over 10 hours
First meal period may be waived by mutual consent if shift is 6 hours or less
Second meal period may be waived if shift is 12 hours or less and first was not waived

Section 1194 - Recovery of Unpaid Wages:

Employee may recover unpaid minimum wages or overtime plus interest
Reasonable attorney's fees and costs of suit are mandatory
This is a one-way fee shifting statute - employer cannot recover fees if they win

PAGA Representative Actions

Private Attorneys General Act (Labor Code Section 2698+): PAGA allows employees to sue as "private attorneys general" on behalf of themselves and all other aggrieved employees, seeking civil penalties that were previously only available to the Labor Commissioner. PAGA claims can dramatically increase your exposure.

PAGA Feature	Impact on Employers
Representative Nature	One employee can bring claims on behalf of all "aggrieved employees" who experienced similar violations
Penalties	$100 per employee per pay period for initial violations; $200 per employee per pay period for subsequent violations
Penalty Distribution	75% to the Labor and Workforce Development Agency; 25% to aggrieved employees
Notice Requirement	Employee must provide 65-day written notice to LWDA and employer before filing suit
Cure Period	For certain violations (wage statements, payroll records), employer has 33 days to cure after receiving notice
No Arbitration	PAGA claims generally cannot be compelled to individual arbitration (Viking River decision has narrow exceptions)

PAGA Exposure Example: If you have 50 employees, pay biweekly, and a meal break violation is proven for 2 years (52 pay periods), your PAGA exposure could be: 50 employees x 52 pay periods x $100-200 = $260,000 to $520,000 in penalties alone - before individual damages, interest, and attorney's fees.

Key Information to Identify in the Demand Letter

Information	Why It Matters
Specific Violations Alleged	Determines which Labor Code sections apply and your potential defenses
Time Period Covered	Affects statute of limitations analysis and scope of exposure
Number of Employees Affected	Individual claim vs. class action or PAGA exposure
PAGA Notice Status	If PAGA notice filed, you have limited time to cure certain violations
Demand Amount and Calculation	Evaluate whether calculation is accurate or inflated
Deadline to Respond	Prioritize timely response; PAGA has specific cure deadlines

Early Action is Critical: Unlike many disputes where delay may be acceptable, wage claims demand prompt attention. PAGA cure periods are strict, and early settlement often costs significantly less than fighting a case that grows into a class or representative action.

Evaluating Your Position: Audit Your Compliance

Honest Assessment Required: Before responding, conduct a thorough internal audit. Your response strategy depends on whether the claims have merit. If violations occurred, focusing on settlement and cure may be more cost-effective than litigation.

Step 1: Review Time Records

Time records are often the most critical evidence in wage disputes. Audit your records carefully:

What to Review	What to Look For	Red Flags
Clock-in/Clock-out Records	Accurate recording of all hours worked	Rounded times, edited entries without documentation, missing punches
Meal Period Records	30-minute meal periods documented; premiums paid when missed	Auto-deducted meal periods, no record of actual meal times, uniform 30-minute deductions
Rest Break Documentation	Evidence rest breaks were authorized and permitted	No rest break policy, no documentation that breaks were offered
Overtime Calculations	Daily and weekly overtime properly calculated and paid	Only weekly overtime calculated, incorrect regular rate used
Off-the-Clock Work	All work time compensated, including pre/post-shift tasks	Security checks, required meetings, or setup time not recorded

Auto-Deduct Meal Periods: If your timekeeping system automatically deducts 30 minutes for meal periods without employees clocking out and back in, you likely have significant exposure. California requires employees to be relieved of all duties during meal periods, and auto-deductions do not prove this occurred.

Step 2: Review Payroll Documentation

Verify your payroll practices comply with all requirements:

Pay Stubs (Section 226): Do they contain all nine required elements? Are hours and rates clearly itemized?
Regular Rate Calculation: Does your overtime calculation include all non-discretionary bonuses, commissions, and other payments?
Pay Frequency: Are employees paid at least semi-monthly on designated paydays?
Deductions: Are all deductions lawful and authorized in writing?
Minimum Wage: Do all compensation methods ensure minimum wage is met for all hours worked?

Step 3: Review Exemption Classifications

Misclassification claims are common. For each exempt employee:

Exemption Type	Requirements	Common Failures
Executive Exemption	Salary 2x minimum wage; primarily manages department/business; directs 2+ employees; has hiring/firing authority or significant input	Insufficient management duties; title without authority; too many non-exempt duties
Administrative Exemption	Salary 2x minimum wage; office/non-manual work related to management policies or business operations; exercises discretion and independent judgment	Following procedures vs. exercising discretion; routine work; no significant business matters
Professional Exemption	Salary 2x minimum wage; work requiring advanced knowledge in science/learning; work is predominantly intellectual	License alone insufficient; work must be primarily professional in nature
Outside Sales	Customarily and regularly works away from employer's place of business; primary duty is making sales or obtaining orders	More than 50% of time at employer's location; deliveries without sales

California Salary Requirement (2024): For most exemptions, the employee must earn a monthly salary of at least twice the state minimum wage for full-time employment. For 2024, this is $66,560 annually ($5,546.67/month) for employers with 26+ employees. If your exempt employees earn less, they may be misclassified.

Step 4: Review Meal and Rest Break Policies

Evaluate your meal and rest break compliance:

Written Policy: Do you have a written policy providing for meal and rest breaks that complies with Labor Code requirements?
Policy Distribution: Was the policy distributed to employees and acknowledged in writing?
Actual Practice: Does actual workplace practice match the written policy?
Manager Training: Are supervisors trained to authorize breaks and not discourage employees from taking them?
Premium Payments: When breaks are missed, are premium payments automatically triggered and paid?
On-Duty Meal Agreements: If applicable, do you have written on-duty meal period agreements meeting Labor Code requirements?

Step 5: Review Commission Agreements

If the claimant was paid commissions, review your commission structure:

Written Agreement: California Labor Code Section 2751 requires written commission agreements signed by the employee
Payment Terms: Does the agreement clearly explain how commissions are calculated and when they are earned?
Draw vs. Guarantee: If using a draw, is it clear whether it is recoverable or a guaranteed minimum?
Overtime on Commissions: Are commissions included in the regular rate for overtime calculations?
Final Commission Payment: Commission agreements must specify how earned commissions are paid upon termination

Evaluating the Claim's Merit

If Your Review Shows...	Likely Outcome	Recommended Strategy
Full compliance with all requirements	Strong defense position	Full denial with documentation; offer to review claimant's specific concerns
Technical violations but no actual harm	Possible exposure to statutory penalties	Consider early settlement; cure violations going forward; assert good faith
Clear violations affecting multiple employees	Significant exposure, especially if PAGA filed	Prioritize settlement; cure all violations immediately; engage experienced counsel
Systemic violations over extended period	Major exposure; class/PAGA action likely	Immediate counsel engagement; proactive settlement; consider global resolution

Document Preservation: Immediately implement a litigation hold to preserve all relevant documents including time records, payroll data, policies, handbooks, emails, and personnel files. Destruction of evidence, even inadvertent, can result in adverse inferences and additional penalties.

Response Strategies: How to Reply to a Wage Claim Demand

Choose Your Strategy Wisely: Your response should be strategic, not reactive. Consider the strength of their claim, your potential exposure, whether this is an individual claim or representative action, and the cost of litigation versus settlement.

Strategy 1: Verify Calculations First

Before Any Response: Carefully verify the claimant's calculations. Demand letters frequently contain inflated or incorrect calculations. Identify specific errors you can challenge:

Wrong Pay Period: Are they claiming for periods when they were properly paid or not employed?
Incorrect Regular Rate: Have they miscalculated the regular rate for overtime purposes?
Overstated Hours: Do their claimed hours match your time records?
Double-Counting: Are they claiming both premium pay for missed breaks AND the underlying wages already paid?
Wrong Penalty Calculations: Are waiting time penalties calculated at the correct daily rate? Are PAGA penalties calculated correctly?
Statute of Limitations: Are they claiming for periods outside the applicable limitations period?

Strategy 2: Assert Exemption Status

When to Use: If the claimant was properly classified as exempt, prepare a detailed defense of the classification. Document how they met all requirements of the applicable exemption.

Elements of Exemption Defense:

Demonstrate salary exceeded twice minimum wage at all relevant times
Document the employee's actual job duties (not just job description)
Show the employee primarily performed exempt duties (more than 50% of time)
Provide evidence of discretion and independent judgment exercised
Present supervisor declarations and performance evaluations supporting exempt status
Cite applicable Wage Orders and IWC guidance

Strategy 3: Challenge Misclassification Claims

For independent contractor misclassification claims, address the ABC test factors:

ABC Test Factor	Defense Approach
(A) Free from control and direction	Document that you did not control how, when, or where work was performed; worker set own schedule and methods
(B) Outside usual course of business	Show the work was not part of your regular business operations (e.g., IT contractor for restaurant)
(C) Customarily engaged in independent business	Prove worker had own business, other clients, business license, own tools, held out as independent

California's ABC Test: California applies the stringent ABC test (Dynamex/AB 5) to most worker classification issues. All three prongs must be satisfied to classify someone as an independent contractor. If you cannot prove all three, the worker is an employee by law.

Strategy 4: Settle to Avoid PAGA Exposure

When Settlement Makes Sense: PAGA claims can transform a relatively small individual claim into massive representative action exposure. Even if you have defenses, the cost and risk of PAGA litigation often justify early settlement.

Settlement Considerations for PAGA Cases:

Cure Period: For certain violations (wage statements, payroll records), you have 33 days from PAGA notice to cure. Curing can bar the PAGA claim for those violations.
Individual vs. Representative: Settling the individual claim may not resolve the representative PAGA claim. Address both in any settlement.
LWDA Share: Any PAGA settlement must allocate 75% of penalties to LWDA and requires court approval.
Scope of Release: Ensure the settlement includes a release of PAGA claims on behalf of all aggrieved employees.
Cost-Benefit Analysis: Compare settlement cost to potential PAGA penalties, attorney's fees, and litigation costs.

Strategy 5: Cure Violations Immediately

For certain violations, taking corrective action immediately can limit your exposure:

Violation Type	Cure Approach	Effect on Claim
Wage Statement Deficiencies (Section 226)	Provide corrected wage statements; pay $50/employee if injury not shown	Can bar PAGA claim if cured within 33 days of notice
Payroll Records (Section 226)	Provide access to accurate records	Can bar PAGA claim if cured within 33 days
Meal/Rest Break Policy	Update policy; train supervisors; implement premium pay system	Limits ongoing violations; shows good faith
Final Pay	Pay all wages due immediately; document calculation	Stops waiting time penalties from accruing; shows lack of willfulness

Response Timing Considerations

PAGA Notice: If a PAGA notice was filed, you have 33 days to cure certain violations. Track this deadline carefully.
Demand Letter Deadline: Respond before any deadline stated, or request extension in writing.
Final Pay: If wages are owed, pay immediately to stop waiting time penalties from accruing.
Do Not Ignore: Silence may be seen as admission and will likely lead to immediate litigation or Labor Commissioner complaint.

Proactive Resolution: The earlier you engage, the more options you have. A claimant with a $5,000 individual claim may accept a $7,500 settlement. Wait until they hire a PAGA attorney, and you may face $200,000+ in potential exposure.

Sample Response Letters

Customize These Templates: These sample letters provide a starting point. Modify them to fit your specific situation, insert accurate facts, and ensure all statements are truthful. Consider having an employment attorney review your response before sending, especially for PAGA claims or significant exposure.

Sample 1: Denial with Payroll Documentation

[COMPANY LETTERHEAD] [Date] VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED [and via email to: claimant@email.com] [Employee/Former Employee Name] [Address] [City, State ZIP] RE: RESPONSE TO WAGE CLAIM DEMAND DATED [DATE] Dear [Employee Name]: I am writing on behalf of [Company Name] in response to your demand letter dated [Date] alleging wage and hour violations during your employment. We have conducted a thorough review of your personnel file, time records, and payroll history, and must respectfully deny your claims. DENIAL OF VIOLATIONS After careful review, we have determined that your claims are not supported by our records: 1. OVERTIME CLAIM: Our time records show that you were paid for all hours worked, including overtime at the appropriate premium rates. During the period [Date] through [Date], our records show: - Total regular hours worked: [X] - Total overtime hours (1.5x): [X] - Total double-time hours (2x): [X] All overtime was calculated using the correct regular rate, which included [applicable bonuses/commissions]. Attached are copies of your time records and corresponding pay stubs demonstrating full payment. 2. MEAL PERIOD CLAIM: Our time records show that you took meal periods of 30 minutes or more on each shift exceeding five hours. You clocked out and back in for each meal period, and our records do not show any meal periods of less than 30 minutes for which you were not paid a premium. [Alternatively: On the [X] occasions when our records show a meal period of less than 30 minutes, you were paid the required one-hour meal period premium, as shown on the attached pay stubs dated [dates].] 3. FINAL PAY CLAIM: Your employment ended on [Date]. Your final paycheck, which included all wages earned through your last day of work plus [X] hours of accrued vacation, was [issued on your last day of work / mailed within 72 hours as required by Labor Code Section 202]. Attached is a copy of the final pay check stub and delivery confirmation. 4. WAGE STATEMENT CLAIM: All of your wage statements contained the nine elements required by Labor Code Section 226, including gross wages, total hours, deductions, net wages, pay period dates, your name, the last four digits of your SSN, our company name and address, and all applicable hourly rates. Attached are sample wage statements demonstrating compliance. DOCUMENTATION ENCLOSED We enclose the following documentation supporting our position: - Time records for the period [Date] through [Date] - Copies of pay stubs for the same period - Copy of final paycheck and delivery confirmation - Copy of signed acknowledgment of meal and rest break policy dated [Date] - [Other relevant documentation] DEMAND FOR WITHDRAWAL Based on the above, we demand that you withdraw your claim. The allegations in your demand letter are contradicted by documented records of your actual hours worked and wages paid. We are confident that if you review the enclosed documentation, you will find that you were properly compensated for all time worked in full compliance with California law. WILLINGNESS TO DISCUSS If you believe there is a specific error in our records or calculations, please identify it with particularity. We are willing to review any documentation you may have that contradicts our records. However, we will not pay claims that are not supported by the facts. Sincerely, [Signature] [Name] [Title] [Company Name] Enclosures: - Time records ([Date] - [Date]) - Pay stubs ([Date] - [Date]) - Final paycheck documentation - Meal and rest break policy acknowledgment - [Other documentation] cc: [Company Counsel, if applicable]

Sample 2: Exemption Status Defense Response

[COMPANY LETTERHEAD] [Date] VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED [and via email to: claimant@email.com] [Employee/Former Employee Name] [Address] [City, State ZIP] RE: RESPONSE TO WAGE CLAIM - EXEMPT STATUS CONFIRMED Dear [Employee Name]: We have received your demand letter dated [Date] alleging that you were misclassified as an exempt employee and are owed overtime, meal period premiums, and rest break premiums. We have conducted a comprehensive review of your position, duties, and compensation, and conclude that you were properly classified as exempt under California law. EXEMPT CLASSIFICATION CONFIRMED You held the position of [Job Title] from [Start Date] to [End Date]. Throughout your employment, you were properly classified as exempt under the [Executive/Administrative/Professional] exemption for the following reasons: 1. SALARY REQUIREMENT MET: You were paid a guaranteed monthly salary of $[Amount], which equates to $[Annual Amount] annually. This exceeded twice the state minimum wage for full-time employment at all times during your employment, satisfying the salary requirement for exempt status. 2. [FOR EXECUTIVE EXEMPTION] PRIMARY DUTIES WERE MANAGERIAL: - You managed the [Department/Location/Business Unit] - You customarily and regularly directed the work of [Number] employees - You had authority to hire and fire, or your recommendations regarding hiring, firing, advancement, and promotion were given particular weight - You customarily and regularly exercised discretion and independent judgment in managing the department - More than 50% of your work time was spent on exempt management duties 3. [FOR ADMINISTRATIVE EXEMPTION] ADMINISTRATIVE DUTIES CONFIRMED: - You performed office or non-manual work directly related to management policies or general business operations - You customarily and regularly exercised discretion and independent judgment on matters of significance - Your work required you to evaluate, compare, and choose among various courses of action - More than 50% of your work time was spent on exempt administrative duties 4. [FOR PROFESSIONAL EXEMPTION] PROFESSIONAL DUTIES CONFIRMED: - You performed work requiring knowledge of an advanced type in a field of science or learning customarily acquired by prolonged specialized study - Your work was predominantly intellectual and varied in character - More than 50% of your work time was spent on exempt professional duties EVIDENCE OF EXEMPT DUTIES The following evidence confirms your exempt status: - Your job description, which you signed on [Date], described your primary duties as [management/administrative/professional] in nature - Performance evaluations dated [Dates] document your exercise of discretion and independent judgment on matters including [examples] - You supervised [Names/Number] of employees and conducted their performance reviews - You had authority over [budget decisions/hiring/scheduling/significant business operations] - [Additional specific evidence of exempt duties] NO MEAL OR REST BREAK ENTITLEMENT As a properly classified exempt employee, you were not entitled to overtime pay, meal period premiums, or rest break premiums under California law. Accordingly, no violation occurred, and no amounts are owed. CONCLUSION Your classification as an exempt employee was proper at all times. We deny your claims for overtime, meal periods, rest breaks, and all related penalties. Should you pursue this matter in litigation, we will vigorously defend your exempt classification and will present evidence including your job descriptions, performance evaluations, supervisor declarations, and documentation of your actual job duties. We remain willing to discuss any specific concerns you may have regarding your classification. However, we will not pay claims based on an incorrect assertion of non-exempt status. Sincerely, [Signature] [Name] [Title] [Company Name] Enclosures: - Job description signed by employee - Performance evaluations - Salary documentation - Organizational chart - [Other relevant documentation]

Sample 3: Settlement Offer to Resolve Wage Claim

[COMPANY LETTERHEAD] [Date] VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED [and via email to: claimant@email.com] [Employee/Former Employee Name] [Address] [City, State ZIP] RE: SETTLEMENT PROPOSAL - WAGE CLAIM CONFIDENTIAL SETTLEMENT COMMUNICATION (Evidence Code Section 1152) Dear [Employee Name]: We have received your demand letter dated [Date] regarding alleged wage and hour violations. While we do not agree with all of your characterizations of the facts, we are writing to propose a practical resolution that avoids the time, expense, and uncertainty of litigation for both parties. BACKGROUND We understand you are claiming: - [Alleged overtime wages: $X] - [Alleged meal period premiums: $X] - [Alleged rest break premiums: $X] - [Alleged waiting time penalties: $X] - [Other claims: $X] - Total Demanded: $[X] While we have reviewed these claims and believe we have valid defenses to most or all of them, we recognize that continued dispute is not in either party's best interest. COMPROMISE SETTLEMENT OFFER Without admitting liability, and in the interest of resolving this matter amicably, we offer the following: OPTION A - LUMP SUM SETTLEMENT: We will pay you the sum of $[Amount] within fifteen (15) days of your execution of a full and final release of all claims arising from your employment, including but not limited to all wage and hour claims, PAGA claims, and related penalties. This payment will be reported as wages to the extent required by law. OPTION B - ITEMIZED SETTLEMENT: We will pay the following amounts, which we believe represents a fair resolution of the disputed claims: - [Overtime adjustment: $X] - [Meal period premium: $X] - [Interest: $X] - Total: $[Amount] This payment is contingent upon your execution of a full release of all claims. CONDITIONS OF SETTLEMENT This offer is subject to the following conditions: 1. FULL RELEASE: You will execute a general release of all claims arising from your employment with [Company Name], including all wage and hour claims under state and federal law, all claims under the Private Attorneys General Act (Labor Code Section 2698 et seq.) if applicable, and all claims for penalties, interest, and attorney's fees. 2. [IF PAGA INVOLVED] PAGA RELEASE: If you have filed or intend to file a PAGA notice, this settlement will include a release of all representative claims. The settlement will allocate $[Amount] to PAGA penalties, of which 75% ($[X]) will be paid to the Labor and Workforce Development Agency as required by law. 3. CONFIDENTIALITY: The terms and amount of this settlement will remain confidential, except as required by law. 4. NO ADMISSION: This offer is made for settlement purposes only and does not constitute an admission of liability. This letter and any negotiations are inadmissible under California Evidence Code Section 1152. RATIONALE FOR SETTLEMENT We are making this offer because: - Litigation is expensive and time-consuming for both parties - The outcome of any dispute is inherently uncertain - This offer represents a fair resolution given the disputed facts and legal issues - A prompt resolution allows both parties to move forward RESPONSE DEADLINE This offer will remain open for fifteen (15) days from the date of this letter. If we do not receive your written acceptance by [Specific Date], this offer will be withdrawn without further notice, and we will be prepared to defend against any claims you may file. If you wish to discuss this proposal or have questions, please contact [Name] at [Phone/Email]. We hope to resolve this matter without the need for further legal proceedings. Sincerely, [Signature] [Name] [Title] [Company Name] CONFIDENTIALITY NOTICE: This letter is a settlement communication protected under California Evidence Code Section 1152 and Federal Rule of Evidence 408. It is inadmissible in any legal proceeding to prove liability. Unauthorized disclosure of this letter may affect your claims.

Legal Defenses to Wage and Hour Claims

Affirmative Defenses: Beyond simply denying violations, California law provides several affirmative defenses that can defeat or reduce wage and hour claims. You must raise these defenses; courts will not apply them automatically.

1. Exempt Status Defenses

If the employee was properly classified as exempt, they are not entitled to overtime, meal periods, or rest breaks:

Executive Exemption (IWC Wage Orders):

Monthly salary of at least twice state minimum wage for full-time employment
Duties and responsibilities involve management of the enterprise or a customarily recognized department or subdivision
Customarily and regularly directs the work of two or more other employees
Has authority to hire or fire, or recommendations regarding hiring, firing, advancement, or promotion are given particular weight
Customarily and regularly exercises discretion and independent judgment
More than 50% of work time is spent on exempt duties

Administrative Exemption:

Monthly salary of at least twice state minimum wage
Office or non-manual work directly related to management policies or general business operations
Customarily and regularly exercises discretion and independent judgment
Under general supervision, performs specialized or technical work requiring special training, experience, or knowledge
More than 50% of work time is spent on exempt duties

Professional Exemption:

Monthly salary of at least twice state minimum wage
Licensed or certified to practice law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting; OR
Performs work requiring knowledge of an advanced type in a field of science or learning customarily acquired by prolonged specialized study
Work is predominantly intellectual and varied in character
More than 50% of work time is spent on exempt duties

2. Good Faith Defense

Limiting Liquidated Damages: Under California Labor Code Section 1194.2, an employer acting in good faith with reasonable grounds for believing they were not violating the law may have liquidated damages waived (unpaid minimum wages only). To assert this defense:

Objective Component: Show that the employer's belief that it was complying with the law was objectively reasonable
Subjective Component: Demonstrate actual good faith (not just ignorance or reckless disregard)
Evidence: Legal advice followed, industry practice, compliance with federal law, ambiguous regulations
Burden: The employer bears the burden of proving good faith

3. Safe Harbor Provisions

California provides safe harbor defenses for certain violations:

Safe Harbor	Requirement	Effect
Meal Period Safe Harbor	Employer provided meal period; employee's choice not to take it	No premium owed if employer can show it provided the opportunity but employee voluntarily chose not to take the break
Wage Statement Safe Harbor	Cure wage statement deficiencies within 33 days of PAGA notice	Bars PAGA claim for wage statement violations if fully cured
Payroll Records Safe Harbor	Provide compliant records within 21 days of employee request	Can limit Section 226 penalties if employer substantially complies

Brinker Restaurant Corp. v. Superior Court: The California Supreme Court held that employers must provide meal periods but need not ensure employees take them. An employer satisfies its obligation if it: (1) relieves employees of all duty, (2) relinquishes control over their activities, (3) permits a reasonable opportunity to take an uninterrupted 30-minute break, and (4) does not impede or discourage employees from taking the break.

4. Statute of Limitations Defense

Claims for violations outside the applicable limitations period are time-barred:

Claim Type	Limitations Period	Legal Authority
Unpaid Wages (Statutory Claim)	3 years from date wages were due	Code of Civil Procedure Section 338(a)
Unpaid Wages (Contract Claim)	4 years for written; 2 years for oral	CCP Sections 337, 339
Overtime	3 years (statute) or 4 years (UCL)	CCP 338(a); Bus. & Prof. Code 17208
Meal/Rest Break Premiums	3 years	CCP Section 338(a)
Wage Statement Penalties (Section 226)	1 year from date of violation	CCP Section 340(a)
PAGA Penalties	1 year from most recent violation	Labor Code Section 2699.3(d)
Waiting Time Penalties	3 years	CCP Section 338(a)

UCL Claims: Plaintiffs often bring claims under the Unfair Competition Law (Business & Professions Code Section 17200), which has a 4-year statute of limitations. This can extend the recovery period for underlying Labor Code violations. However, UCL claims are limited to restitution of unpaid wages - penalties and liquidated damages are not recoverable under UCL.

5. Accurate Time Records Defense

When your time records are accurate and support your position:

Presumption of Accuracy: Contemporaneous time records created in the ordinary course of business are presumed accurate
Employee-Created Records: If employees entered their own time, their claims contradicting those records face heightened scrutiny
Attestation: If employees attested to the accuracy of their time records or signed off on timecards, this undermines contrary claims
Spoliation: If the employee destroyed or failed to preserve their own records, adverse inference may apply
Burden Shifting: If your records are inadequate, the burden shifts to establish a reasonable basis for damages (Anderson v. Mt. Clemens Pottery)

6. Willfulness Defense (Waiting Time Penalties)

Labor Code Section 203 waiting time penalties require "willful" failure to pay. You can defeat or reduce penalties by showing:

Good Faith Dispute: A good faith dispute over wages owed can negate willfulness, even if you are ultimately found to owe the wages
Honest Mistake: Calculation errors or good faith misunderstanding of what was owed can show lack of willfulness
Legal Uncertainty: If the law was genuinely unclear (e.g., novel exemption question), this can negate willfulness
Prompt Cure: Immediate payment upon learning of the error can demonstrate lack of willfulness
Partial Payment: Paying the amount you believed was owed while disputing the remainder can show good faith

Defense Documentation: For all defenses, document your reasonable basis for compliance. Written policies, legal opinions, industry surveys, and contemporaneous records are your best evidence. If you relied on advice of counsel or followed established industry practice, document this now while memories are fresh.

Attorney Services

Received a Wage Claim Demand Letter or PAGA Notice?

California wage and hour claims can expose your business to significant liability, especially when PAGA penalties and class action risks are involved. I help employers evaluate claims, implement defenses, negotiate settlements, and minimize exposure. Do not respond without understanding your options.

Wage and Hour Defense Services

Claim Evaluation: I analyze the demand letter, your payroll records, and time-keeping practices to assess the strength of claims against you and identify weaknesses in their case
Compliance Audit: I review your current wage and hour practices to identify potential violations before they become claims, and recommend corrective measures
Classification Analysis: I evaluate employee and independent contractor classifications to ensure compliance with exemption requirements and the ABC test
Response Drafting: I prepare professional, legally sound response letters that protect your interests and preserve your defenses
Settlement Negotiation: I negotiate with claimants and their counsel to achieve favorable settlements that minimize your exposure and provide finality
Litigation Defense: If litigation is unavoidable, I defend your business in court, asserting all applicable defenses

PAGA Defense Services

PAGA Claims Require Specialized Defense: PAGA claims involve unique procedural requirements, cure opportunities, and settlement considerations. Mishandling a PAGA claim can dramatically increase your exposure.

PAGA Notice Response: I review PAGA notices and identify cure opportunities within the 33-day window
Cure Strategy: For curable violations, I implement corrective measures and prepare cure documentation for filing with the LWDA
Settlement Negotiations: I negotiate PAGA settlements that minimize penalties while obtaining broad releases for your business
LWDA Submissions: I prepare and file responses to PAGA notices with the Labor and Workforce Development Agency
Court Approval: I navigate the court approval process required for PAGA settlements

When to Consult an Attorney

Consider consulting an employment attorney immediately if:

You have received a PAGA notice (33-day cure deadline is strict)
The claim involves multiple employees or class/representative allegations
The claimed amount exceeds $25,000
The demand letter comes from a plaintiffs' employment firm
You are unsure whether employees were properly classified as exempt
Your time records or payroll documentation is incomplete or unreliable
You have already been sued or the deadline to respond is approaching
The claimant was a manager or has knowledge of company-wide practices

What to Bring to Your Consultation

The demand letter or PAGA notice you received
The claimant's personnel file and employment records
Time records for the claimant and any similarly situated employees
Payroll records and pay stubs for the relevant period
Job descriptions and exemption documentation (if applicable)
Your employee handbook and wage/hour policies
Commission agreements or bonus plans (if applicable)
Meal and rest break policies and any signed acknowledgments
Any prior correspondence with the claimant about these issues

Schedule a Consultation

Book a call to discuss your situation. I will review the claim against your business, explain your legal options, and advise on the best strategy for responding and protecting your interests.

Contact Information

Email: owner@terms.law

Frequently Asked Questions

First, do not panic and do not ignore the letter. Note any deadlines, especially if a PAGA notice is involved (33-day cure period). Immediately implement a document preservation hold to retain all relevant records. Gather the claimant's personnel file, time records, payroll records, and any applicable policies. Conduct an internal audit to determine if the claims have merit. Consider whether quick payment of any clearly owed amounts would stop waiting time penalties from accruing. Consult an employment attorney, especially if the exposure is significant or involves PAGA. Prepare a written response before any deadline.

PAGA (Private Attorneys General Act) allows employees to bring representative claims on behalf of all "aggrieved employees," seeking civil penalties of $100-200 per employee per pay period. This can transform a small individual claim into massive exposure. For example, a meal break violation affecting 50 employees over 2 years (52 biweekly pay periods) could result in $260,000 to $520,000 in penalties alone. PAGA claims generally cannot be compelled to individual arbitration, and settlements require court approval with 75% of penalties going to the state. Early settlement is often far more cost-effective than defending a PAGA claim.

For certain violations only. California Labor Code Section 2699.3 allows employers to cure violations of Section 226 (wage statements) and Section 226.3 (payroll records) within 33 days of receiving a PAGA notice. If you fully cure these violations and provide the claimant with proof of cure, the PAGA claim for those specific violations is barred. However, most PAGA violations (overtime, meal breaks, rest breaks, minimum wage, final pay) are NOT curable. Even so, correcting violations promptly can demonstrate good faith, limit ongoing exposure, and improve your negotiating position.

Under Labor Code Section 203, if an employer willfully fails to pay final wages when due, the employee's wages continue at the same daily rate for up to 30 days. For a $200/day employee, this could mean $6,000 in penalties. To avoid these penalties: (1) Pay discharged employees all wages immediately upon termination; (2) Pay employees who quit with 72+ hours notice on their last day, or within 72 hours if less notice given; (3) If there is a good faith dispute about amounts owed, pay the undisputed portion immediately; (4) Document your wage calculation and reasoning. A bona fide dispute over wages owed can negate the "willfulness" required for penalties.

For exempt employee classification, you must prove the employee met ALL requirements of the exemption: (1) Salary at least twice minimum wage; (2) More than 50% of time spent on exempt duties; (3) The specific duties test for executive, administrative, or professional exemptions. Gather evidence including job descriptions, performance reviews, organizational charts, and supervisor declarations about actual duties performed. For independent contractor classification under California's ABC test, you must prove ALL three prongs: (A) free from control; (B) work outside usual course of business; (C) worker has independent business. This is extremely difficult in California, and many classifications that were valid in other states are not valid here.

Different claims have different limitations periods: Unpaid wages (including overtime): 3 years under CCP 338(a), but 4 years if brought under the UCL (Business & Professions Code 17200). Meal and rest break premiums: 3 years. Wage statement penalties (Section 226): 1 year. PAGA penalties: 1 year from the most recent violation. Waiting time penalties: 3 years. Even if some violations are time-barred, more recent violations within the limitations period may still be actionable. Always calculate from the specific date each violation occurred.

This depends on several factors: the strength of the claim against you, the strength of your defenses, the amount at stake (including potential PAGA and class exposure), litigation costs, and the completeness of your documentation. Settlement often makes sense when: the claim has merit; PAGA exposure exists; your records are incomplete; litigation costs would exceed the disputed amount; or you want to avoid discovery of broader company practices. Fighting makes sense when: you have strong defenses; the claim is clearly meritless; you have complete documentation; and setting a precedent is important. Most wage claims settle because the cost and risk of litigation rarely justify fighting.

Responding to California Wage Claims as an Employer

Key California Labor Code Provisions

Employer Defense Strategies

Related Resources

Responding to California Wage Claims as an Employer

Key California Labor Code Provisions

Employer Defense Strategies