Workers should receive an honest day’s pay for a honest day’s work.
Often employers are shaving hours from the employees and do not compensate or pay workers for all hours worked.
If a worker puts in 9 hours in a day and is only paid for 8 hours that day, then hours are being shaved and the worker is not being paid for all their hours worked. This is illegal and runs against the California Labor Code. The wages for the overtime hours has been earned and the money is due and may constitute a claim that may be recoverable by Donahoo & Associates.
Overtime hours are highly compensated hours and represent a sacrifice by the employee to assist his employer in getting the work done according to schedule. Employers should compensate their employees for the sacrifice and commitment to their job.
In California, work over 8 hours in a day is considered overtime hours and or work over 40 hours in a week is considered overtime hours.
What may seem like trivial uncompensated time can add up to significant shorting of worker paychecks. 15 minutes shaved off the time clock every day amounts to more than 60 hours per year and more than one year of unpaid work in 40 years on the job. It could be even more if those minutes would push work into overtime.
From an employer’s perspective, shaving hours from everyone on payroll can amount to a huge difference in profits. Hundreds of workers may be losing out on pay these deserve. This is sometimes referred to as wage theft, and can be a serious problem in prevailing wage related projects.
Certified Payroll records are records companies are required to keep when working on a public works projects where the payment of Prevailing Wages are required. Certified Payroll Records or CPRs are to assist the State and the awarding body of the project (the school district, city, or county or state for example) to determine if the proper prevailing wages are being paid for all hours worked.
Many cheating contractors choose to falsify the CPRs under penalty of perjury. An often-used scheme is the shaving or shorting of hours and then listing false hours on the CPRs. Here is a common example that we see often:
A worker on a public works project is working as a Laborer. The prevailing wage rate for this classification is set by the DIR at $40 per hour. The contractor instead pays the worker $10 per hour. If the worker works 40 hours per week they will be paid $10 x 40 hours or $400 for the week. However the project requires $40 per hour to be paid which would be $40 x 40 or $1,600 worth of wages the worker was owed.
To get around the law, the cheating contractor will list on the CPRs 10 hours worked (a shaving of 30 hours) at $40 per hour, which is $40 x 10 hours or $400. The cheating contractor shaves the hours on the CPR to show the minimum hours that will match the check paid to the worker.
This is done all of the time. It is very common. It is very illegal, it is against the labor code and it is a prevailing wage violation. If this is happening to you, you may be owed money. Call Donahoo & Associates today for a free case evaluation.
One of the best ways to show that employers are shaving hours is for the employee to keep a record of his work each day in a calendar or note pad that he owns and keeps with him. Many prevailing wage claims benefit from a worker’s personal recording of the hours and work performed on a daily basis. Travel time, meal and rest breaks, hours worked and work performed are used in calculating a worker’s overall compensation. Pocket diaries can assist workers in recording this information.
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If you or someone you know has not been properly compensated, Donahoo & Associates
may be able to help.