http://stormsemploymentlaw.com/dlseeddcal-osha-sweep/ The First Blog Dedicated To California Employment Law. Original reporting. Cradle-to-grave law tracking. Since 2004. Wed, 07 Jan 2009 01:42:22 +0000 http://wordpress.org/?v=2.7 hourly 1 http://stormsemploymentlaw.com/dlseeddcal-osha-sweep/comment-page-1/#comment-441 john damigos Wed, 19 Dec 2007 03:57:06 +0000 http://stormsemploymentlaw.com/dlseeddcal-osha-sweep/#comment-441 Currently the DLSE is working with Sutter Health in Northern California in the sacramento region in Auditing their Hospitals. Sutter has already done a self audit, after I filed a claim with the DLSE and 30 more employees instructed by me filed claims. Sutter then did a self audit on the surgical departments and resulted in payouts on November 9, 2007 of around 3 to 4 million dollars. Since then Sutter and the DLSE have been working together to chose the parameters to go by, by which a meal penalty could be charged. They are auditing the rest of the employees in the Sacramento region(current and former) up to 10,000 employees. The intial payout was over $10,000 per employee for the past three year period allowed by the DLSE. There are other wage issues, like overtime not paid, on-call pay, causitive trend to no breaks, and others that the DLSE and Sutter do not want to address. Sutter has harassed, threatened, and retaliated against many employees on these issues. Currently the DLSE is working with Sutter Health in Northern California in the sacramento region in Auditing their Hospitals. Sutter has already done a self audit, after I filed a claim with the DLSE and 30 more employees instructed by me filed claims. Sutter then did a self audit on the surgical departments and resulted in payouts on November 9, 2007 of around 3 to 4 million dollars. Since then Sutter and the DLSE have been working together to chose the parameters to go by, by which a meal penalty could be charged. They are auditing the rest of the employees in the Sacramento region(current and former) up to 10,000 employees. The intial payout was over $10,000 per employee for the past three year period allowed by the DLSE. There are other wage issues, like overtime not paid, on-call pay, causitive trend to no breaks, and others that the DLSE and Sutter do not want to address. Sutter has harassed, threatened, and retaliated against many employees on these issues.

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