The San Francisco employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a lawsuit against Canus Corporation alleging the company violated Labor Code § 2699, et seq. seeking penalties for DEFENDANT’s alleged violation of California Labor Code §§ 201, 202, 203, 204, 210, 221, 226(a), 226.7, 351, 510, 512, 558(a)(1)(2), 1194, 1197, 1197.1, 1198, 1198.5, and 2802. The lawsuit against Canus Corporation is currently pending in the Contra Costa County Superior Court, Case No. C22-00368. To read a copy of the Complaint, please
click here.
According to the lawsuit filed, Canus Corporation allegedly failed to accurately record Plaintiff and other Aggrieved Employees' time worked. Employees, as a condition of employment, were required to submit to mandatory screening questions prior to arriving to the work site for the day and prior to clocking into the timekeeping system. Employees were working
off the clock while submitting to mandatory testing, among any other testing required for employment.
Additionally, Plaintiff's off-duty meal breaks were occasionally interrupted by work assignments.
PAGA is a mechanism by which the State of California itself can enforce state labor laws through the employee suing under the PAGA who do so as the proxy or agent of the state's labor law enforcement agencies. An action to recover civil penalties under PAGA is fundamentally a law enforcement action designed to protect the public and not to benefit private parties. The purpose of PAGA is not to recover damages or restitution, but to create a means of "deputizing" citizens as private attorneys general to enforce the Labor Code.
For more information about the lawsuit against Canus Corporation, call (800) 568-8020 to speak to an experienced California employment attorney today.
Blumenthal Nordrehaug Bhowmik De Blouw LLP is a labor law firm with law offices located in San Diego County, Riverside County, Los Angeles County, Sacramento County, Santa Clara County, Orange County and San Francisco County. The firm has a statewide practice of representing employees on a contingency basis for violations involving unpaid wages, overtime pay, discrimination, harassment, wrongful termination and other types of illegal workplace conduct.
