Employees could print free copies of their electronic wage statements at work on printers that were close to their computers.Įmployers must maintain wage statements electronically for at least three years and must make them available to active employees during that time.Employees could access their records at work using company computers or their own personal computers.Access to the website was controlled by unique employee identification numbers and confidential personal identification numbers.The wage statements contained all the information required under Labor Code Section 226(a) and were available on a secure website no later than the payday.Employees could elect to receive paper wage statements at any time.The DLSE wrote that the employer's practices described in the letter were compliant because: Thus, in 2006, the California Department of Industrial Relations Division of Labor Standards Enforcement (DLSE) issued an opinion letter about the circumstances under which paperless statements would be compliant with state law.Įssentially, the DLSE said, employees must be able to easily access electronic statements and convert them into hard copies at no expense to workers, Sarchet explained. Under California law, pay statements must be issued in writing and deductions made from wages must be recorded "in ink or other indelible form." As more businesses began going paperless and employees opted to receive their pay by direct deposit, employers weren't clear on whether electronic pay stubs complied with the labor code. If employees in California say they want their wage statements on paper, employers must provide hard copies, said Bruce Sarchet, an attorney with Littler in Sacramento. Nine specific items on pay stubs, and the Healthy Workplace Healthy Family Act added paid-sick-leave accruals to the list.Įven if employers comply with all 10 elements, they can still find themselves in legal trouble if they don't make it easy for workers to access and print copies. In a digital world, many employees no longer receive physical paychecks that they take to the bank to deposit-but California workers still must have free access to paper copies of their itemized wage statements.Ĭalifornia Labor Code Section 226(a) requires employers to include Read the first part here and the third part here. This installment addresses recommended practices for businesses that provide workers with electronic pay stubs. We have implemented reasonable technical, physical and administrative safeguards to help protect that personal information from unlawful use and unauthorized disclosure.ģ.3 All CIC Plus employees are required to follow established procedures for protecting personal information.ģ.4 Access to personal information is limited to those individuals who need to access that information in connection with the services CIC Plus provides to its clients.Ĥ.1 CIC Plus uses and stores personal information only as needed to perform the specific services provided for in the agreement we have with each client.Ĥ.2 CIC Plus will not disclose personal information for any other purpose other than for the purpose of performing the services we provide to our clients, or as otherwise permitted by applicable law.This is the second in a three-part series of articles about California wage statement laws. We do not use those cookies to collect the user’s personal information.ģ.1 CIC Plus is committed to protecting the privacy and security of the personal information that is provided to us in connection with the services we provide to our clients.ģ.2 CIC Plus maintains appropriate security controls to protect that information. We will also capture session related information.Ģ.4 Our website uses cookies to improve the user’s experience when they use our web site. In some cases, we also receive information about that employee’s dependents and family members.Ģ.2 When a user creates an account, we also maintain information that allows us to authenticate the user’s identity.Ģ.3 When a user accesses our website, their IP address, browser, and device characteristics are collected automatically. The type of information we receive varies according to the specific services we provide.ġ.2 This Privacy Statement explains our practices with regard to the personal information we receive, obtain, process, and store for our clients.Ģ.1 Depending on the services we provide for a client, the categories of personal information we receive and maintain could include a person’s name, residential and work address, social security number, marital status, email address, phone number, and certain tax withholding, wage and related tax information. 1.1 In the ordinary course of providing services to its clients, CIC Plus receives personal information from its clients about their current and former employees.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |