![]() 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. This is the second in a three-part series of articles about California wage statement laws. ![]()
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