By Associate Ransom D. Boynton
Do not refresh your screens. No, the algorithm on your favorite music streaming service’s “shuffle” function is not broken. The fact that the same songs keep coming up in every one of my articles is deliberate. I will continue to play “the greatest hits” of the Labor and Employment Litigation playlist until we are all singing the songs by heart at the top of our lungs.
Whatever you do, don't turn off the music now.
Even though the California Legislature has authorized the California Labor and Workforce Development Agency (“LWDA”) to “help” California businesses avoid PAGA penalties by “curing” violations, the medicine tastes terrible. As many employers are finding out, it doesn’t cure violations any better than the “Green Death”-flavored cold medicine knocks out the common cold.
If you’re counting on the PAGA cure process to save you after a notice arrives, this article explains why that plan is far riskier—and more expensive—than it sounds. Here's what we'll cover:
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Why the PAGA cure process is still largely untested and unpredictable
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How unforgiving timelines can limit even well-intentioned employers
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The difference between pre-notice preparation and post-notice panic
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Why early audits often cost less than late “cures”
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How readiness can mean the difference between manageable exposure and runaway litigation
Skip the “Green Death.” Learn why preparation is the only cure that goes down easy.
This article was originally published by Koegle Law Group, proudly serving businesses in Santa Clarita and beyond. This communication may be considered advertising material under the rules of professional conduct governing lawyers in California.