Are employers permitted to make deductions from wages in relation to disciplinary matters?

In California, employers are generally not permitted to make deductions from wages in relation to disciplinary matters. Employers may not take away an employee’s wages if they have committed a disciplinary offense. This is because wage deductions must be authorized by the employee in writing, and disciplinary matters do not usually qualify. Under California employment law, employers may not deduct any wages from an employee’s paycheck without the employee’s consent. This also applies to disciplinary matters, such as when an employee has violated a company policy or has failed to meet an expected level of performance. The employee must sign an agreement authorizing the deductions before any wages can be withheld. Employers in California should also remember that deductions from wages in relation to disciplinary matters can lead to legal action, such as suits for unjust enrichment, intentional interference with the employee’s legal rights, or wrongful discharge. Therefore, employers should not take such a risk in most cases. Ultimately, any deductions from wages in relation to disciplinary matters should be avoided unless the employee has agreed to it in writing. Furthermore, it is important to ensure that disciplinary measures do not cause an employee’s wage to fall under the minimum wage rate in California. Doing so could result in penalties or legal action against the employer.

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Are employers permitted to make deductions from wages in relation to disciplinary matters?

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