Can an employer in CA cut your pay in half 2300.00 weekly to 1300.00 without any notice?
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Can an employer in CA cut your pay in half 2300.00 weekly to 1300.00 without any notice?
My pay period of 4/2017 employer decreased my pay by 223.07 without
notice….handed me my paycheck with decrease and that is how i found
out…confronted him and he stated he cant afford to pay me 2300.00 per week any
longer. I had only been with company 2 months. Then again on pay period ending
12/3/2017….again without notice handed me my check and that is how i found
out…..This time decreased my pay by 776.93 per week. Once again i cant afford
to pay you Is this legal in the state of California???
Asked on December 28, 2017 under Employment Labor Law, California
Answers:
M.D., Member, California and New York Bar / FreeAdvice Contributing Attorney
Answered 6 years ago | Contributor
Unless there is an employment contract or union agreement to the contrary, an employer can set the terms and conditions of the workplace much as it sees fit (absent some form of actionable discrimination). This includes when to reduce a worker's wages. That having been said, such a change cannot no go into effect retroactively. In other words, a pay cut can only be made for hours not yet worked. For any hours already performed, an employee is entitled to their usual pay rate. At this point, you can continue your wage claim with the labor board, you can sue your former employer in small claimes court, or you can consult directly with an employmemt lawl attorney in your area.
M.D., Member, California and New York Bar / FreeAdvice Contributing Attorney
Answered 6 years ago | Contributor
Unless there is an employment contract or union agreement to the contrary, an employer can set the terms and conditions of the workplace much as it sees fit (absent some form of actionable discrimination). This includes when to reduce a worker's wages. That having been said, such a change cannot no go into effect retroactively. In other words, a pay cut can only be made for hours not yet worked. For any hours already performed, an employee is entitled to their usual pay rate. At this point, you can continue your wage claim with the labor board, you can sue your former employer in small claimes court, or you can consult directly with an employmemt lawl attorney in your area.
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