Former technician also made claims under PAGA for unlawful business practices, wrongful termination
The question of whether an employer’s written guidelines violate wage and hour law is not an individualized issue, but a common one that a court should resolve in relation to all members of a class action, a recent ruling has said.
In Meza v. Pacific Bell Telephone Company, Pacific Bell Telephone Company hired the plaintiff as a premises technician in 2014. The plaintiff brought a suit alleging that Pacific Bell violated California’s Labor Code by failing to accurately document hours worked, to pay overtime wages, to offer meals, to provide accurate and complete wage statements, and to pay costs for the upkeep of uniforms.
Read more: California court rules employer should report extra pay for missed breaks on wage statements
The plaintiff also made claims under the Private Attorneys General Act of 2004 (PAGA), for unlawful business practices under section 17200 of California’s Business and Professions Code, and for wrongful termination. He asked for compensatory and punitive damages, restitution, and penalties.
In a consolidated class action suit, the plaintiff asserted that Pacific Bell failed to provide the lawfully required meal and rest periods and itemized wage statements, among other alleged Labor Code breaches.
The trial court issued orders:
The prosecution has requested a bench warrant for YouTuber Jeon Han-gil (real name Jeon Yu-gwan), who is accused of spreading fake news related to President Lee Jae Myung and Reform Party leader Le...