California Employment Law
California Employment Law Questions Answered by Legal Experts
To clear up about the pay to debit card...I found this online:Q. CAN WE HONOR AN EMPLOYEE’S WRITTEN REQUEST TO HAVE HER FINAL PAYCHECK DIRECT DEPOSITED?A. It depends. While direct deposits of wages to an employee's bank, saving and loan, or credit union account are permissible with the employee’s written authorization, any such authorization is immediately terminated when an employee quits or is discharged. In any case, direct deposit of a final paycheck is permissible, pursuant to Labor Code section 213(d), if the employee has voluntarily provided written authorization for that specific deposit. It is important to keep in mind, however, that the rules regarding timing of final paycheck rules still apply in this situation, and employers are not relieved of compliance because they are directly depositing the final wages.I did NOT give them permission to continue to access my debit card account after I quit. So I'm wondering if they were wrong to do that. I don't really understand what "too fact sensitive" means as I gave you the facts. I gave them a 2-week notice, but they never returned any further phone calls to take me up on the 2 weeks. I also said that I would otherwise consider the last day worked as my last day. Since they did not respond, I consider the last day as my last day and should have been paid then, not within 72 hours. I hope that's clearer. Thanks for your help. P.S. I do plan on filing a complain with the labor board, I just want to make sure I'm doing everything right. On a side note...since I'm right about the lunch breaks, there are thousands of "seasonal" employees who aren't getting paid for their missed meal periods. That sounds like a class action lawsuit, no?
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