California Governor Jerry Brown recently signed SB 1252 into law. This new law, which goes into effect on January 1, 2019, amends California Labor Code 226, which relates to an employee’s right to review their payroll records. Under the existing law, current and former employees may request to review their wage- and payroll-related records, within 21 calendar days of receipt of the request.

Under the new amended law, current and former employees may now request to “receive a copy of the records” rather than just inspect the copy. If the employer provides a copy, the current or former employee may be charged with the cost of reproduction.

The wage- and payroll-related records include:

  • Gross wages earned;
  • Total hours worked by the employee, with exceptions;
  • Number of piece-rate units earned and any applicable piece rate if the employee is paid on a piece-rate basis (i.e., payment based on number of units produced or “pieces” completed);
  • Deductions;
  • Net wages earned;
  • Inclusive dates of the pay period;
  • Name of the employee and only the last four digits of his or her Social Security number or an employee identification number;
  • Name and address of the legal entity that is the employer; and
  • All applicable hourly rates in effect during the pay period and the corresponding number of hours worked at each hourly rate by the employee.

Next steps for California employers

  • Update your employee handbooks with these new changes.
  • If you are one of our full-service clients, we will work with you to review your current policies to ensure they are compliant with these new regulations.
  • If you are not a current client but are interested in learning more about our services, please contact us.

This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.