This is another “advance sheet” pro-employer case.  But look at the issue: temp agency workers who are still ostensibly “on the roll” at temp agencies are owed waiting time penalties.  This is an instance of the L’Oreal genus, which followed the valid-only-when-they’re-valid DLSE interpretation.

Since temp agencies can be on the hook for FEHA violations, are they off the hook after this discharge, or are they in trouble coming and going?

(Thanks to BD for pointing this out.)