PAGA Sample Clauses

PAGA. The California Labor Code Private Attorneys General Act of 2004 (Cal. Labor Code §§ 2698 et seq.).

PAGA. “PAGA” refers to the Labor Code Private Attorneys General Act of 2004, Labor Code § 2699, et seq.

PAGA. “PAGA” means the California Labor Code Private Attorneys Gener▇▇ ▇▇▇ ▇▇ ▇▇▇▇, ▇▇▇. ▇▇b. Code §§ 2698, et seq.

PAGA. The parties agree that any claim that is properly characterized as an “individual” claim under the Private Attorneys General Act may be subject to arbitration to the extent permitted by law. Representative P▇▇▇ claims may be brought in court to the extent not subject to arbitration under applicable law. If any portion of this Section 9.5 is found unenforceable, it will be severed and the remainder enforced to the fullest extent permitted.

PAGA. This agreement hereby incorporates all provisions of the California Labor Code which are subject to redress under the Labor Code Private Attorneys General Act of 2004 (“PAGA”). Any violations of such provisions will be subject to redress solely through the Arbitration and Grievance procedure set forth in this Agreement. The arbitrator shall award any and all remedies otherwise available under the California Labor Code, except penalties payable to the Labor and Workforce Development Agency. In the event of any legal challenge to the foregoing sentence, the Employer shall indemnify and hold harmless the Union, and, the foregoing sentence shall be considered severable from the Agreement. 1. For purposes of this Agreement, the threatening or filing of a claim under PAGA (“PAGA Claim”) by an employee shall constitute a grievance against the Employer. In the event an employee covered by this Agreement (or Predecessor Agreement) asserts a PAGA Claim against an Employer, the Employer may file a Legal Grievance with respect to such PAGA Claim (“PAGA Grievance”). To the extent permitted by law, the Employer and Union understand and acknowledge that all employees covered by this Agreement shall, as a requirement of both employment and membership in the Union, appoint the Union as its representative as it pertains to disputes related to the PAGA Grievance. In the event the Employer files a PAGA Grievance, the Employer and Union shall work in good faith to identify all employees who may be considered “aggrieved employees” (as defined under the PAGA statutes) under such action (“Aggrieved Employees”). Any settlement, reward, or other final disposition of the PAGA Grievance shall be in full satisfaction of any compensation or monetary benefit that may be recovered by any Aggrieved Employees under a related PAGA Claim, including any related California Labor Code violation that may be brought independent of a PAGA Claim.

PAGA. The Class Members’ Released Claims include all such claims, whether known or unknown. Thus, if you participate in the Settlement, then even if you discover facts in addition to or different from those that you now know or believe to be true with respect to the subject matter of the Released Claims, those claims will remain released and forever barred. Therefore, Class Members who do not submit an Election Not to Participate in the Settlement expressly waive and relinquish the provisions, rights, and benefits of section 1542 of the California Civil Code, which reads: A general release does not extend to claims which the creditor does not know or suspect to exist in his or her favor at the time of executing the release, which if known by him or her must have materially affected his or her settlement with the debtor.

PAGA. 21 22. Pursuant to applicable case law, PAGA aggrieved employees have no ability to

PAGA. The Labor Code Private Attorneys General Act of 2004 (Labor Code section 2698 et seq.).