February 23, 2020

February 21, 2020

Subscribe to Latest Legal News and Analysis

February 20, 2020

Subscribe to Latest Legal News and Analysis

California Labor Code Sections 203 and 1190.2 Amended

The California Legislature has returned from its summer recess, with a fairly large number of employment bills to consider before the August 31st deadline.  Although the majority of bills introduced in 2014 remain pending, the Legislature hit the ground running passing several bills on to California Governor Jerry Brown who has either vetoed or signed them into law.

One such example of a bill signed into law during this session is Assembly Bill 2743.  On August 19, 2014, Governor Brown signed Assembly Bill 2743 amending California Labor Code §203 to correct a previous prohibition against theatrical and concert-venue employees from pursuing liquidated damages against employers who fail to pay them.

The law covering theatrical employees allows unionized, regular short-term theatrical, and concert-venue employees to pursue liquidated damages against employers who fail to pay them their wages after discharge.  Prior to the amendment, those employees who were enrolled in a system of regular, short-term employment were exempt from rules requiring payment of wages immediately upon discharge.

The theatrical workers appeared to be the only group of private employees excluded from pursuing liquidated damages when they were not paid immediately after discharge. Their exclusion is considered an inadvertent error made when lawmakers amended the Labor Code in 2006 through Senate Bill 1719.

Governor Brown also signed Assembly Bill 2074 which amended Labor Code § 1190.2 to provide that a claim for liquidated damages arising out of an employer’s failure to pay minimum wages carries a three-year statute of limitations.  For a more detailed discussion of this bill, click here.

Both bills, which go into effect on January 1, 2015, expand the protections on the rights of employees who sue their employers for violations of minimum wage laws.

Jackson Lewis P.C. © 2020


About this Author

Angela Quiles Nevarez, Jackson Lewis, sexual harassment lawyer, wrongful termination attorney

Angela Quiles Nevarez is an Associate in the Philadelphia, Pennsylvania, office of Jackson Lewis P.C. Her practice is focused on employment litigation in both state and federal courts on behalf of private and public employers.

Ms. Quiles Nevarez represents clients in a variety of industries including retail, healthcare, not-for-profit organizations, collections, security, manufacturing, food services, and transportation. She represents clients through all phases of the litigation process up through and including trial. She...

Adam Siegel, Employment Attorney, Whistleblower claims, Jackson Lewis Law FIrm

Adam Y. Siegel is a Shareholder in the Los Angeles, California office of Jackson Lewis P.C.

Mr. Siegel focuses mainly in employment litigation and represents both private and public sector employers in all aspects of employment law, specializing in litigation and trial of harassment, discrimination, breach of contract, wage/hour, due process, and other employment related claims and has litigated cases in both state and federal court.  As part of his extensive public sector experience, Mr. Siegel has conducted and prepared Investigation Reports pursuant to the California Government Code and has handled unfair labor charges brought in front of the Public Employment Relations Board. Mr. Siegel has authored “Furloughs: An Option for Dealing with Fiscal Crisis”, published in The California Public Sector Employerand "NCAA Passes Sickle-Cell Testing: Does It Discriminate Against or Protect Athletes?", published in the Sports Litigation Alert.