Frequently asked questions

It reviews every shift in your time records for meal period, rest period, and wage statement issues, quantifies each violation, and ranks exposure by location and type. You receive a written report and the underlying violation-level data.

Both. Law firms use the Litigation Run on active and threatened matters to get litigation-grade datasets and violation analysis. Employers use the Baseline Exposure Audit and Monthly Compliance Run to find and fix issues before a PAGA notice arrives.

Time-punch data (clock in, clock out, meal start and end) and pay data for the period in scope. Any format works: CSV, Excel, PDF, even screenshots, from any timekeeping or payroll system.

Yes. The client workbook lists every shift with all reported punches in source order, the finding, a plain-language explanation, and the rows of your export it came from. Records needing review are held out of the counts and listed separately. Same inputs, same answer, every run.

Processing a full workforce typically takes hours. Most engagements are delivered within five business days once records are in hand, and often sooner.

Pricing is scoped to your organization: number of locations, employee count, and the time period analyzed. Baseline Exposure Audits run $5,000–$15,000 for most employers. Monthly Compliance Runs run $3,000–$6,000 per month for most engagements. Litigation Runs are scoped per matter. Add-on analyses such as overtime calculations, rounding, and premium payment analysis are priced separately. Most quotes turn around in one business day.

No. We deliver clean, complete, full-population data and analysis that your testifying expert can build on. See how each engagement hands off.

No. We report what the records show. Whether a finding is a violation in your matter is a question for counsel. Remediation, such as policy updates, handbooks, and training, stays with your HR team or counsel. Our reports show them where to start.

Not directly. Time that never reached the punch data cannot be measured from it. We flag punch patterns that suggest off-the-clock work so counsel can look closer, but we cannot confirm it.

Send them. Meal waivers, on-duty agreements, and similar records are applied to the analysis when provided. Without them, those shifts are evaluated on the punches alone.

No. Exposure modeling is illustrative. Actual PAGA exposure depends on stacking, derivative claims, and court discretion. For what comparable California matters actually settled for, see the Vector Index™.

The 2024 reforms apply to PAGA notices filed on or after June 19, 2024. The employee share of civil penalties rose from 25% to 35%, and penalties are materially limited for employers that can show they took reasonable steps to comply.

Periodic payroll audits, and acting on what they find, are among the steps the reforms recognize. An audit is a moment; reasonable steps is a continuing standard. A dated record of audits and fixes is what lets you show it.

General information, not legal advice. Talk to employment counsel about your situation.

A structured index of California PAGA and class action settlements, built from court documents and LWDA filings and updated every month. Vector Index™ reports use it to profile plaintiff firms and mediators and to build comparable-case cohorts.

Public court records and PAGA filings with the California Labor and Workforce Development Agency (LWDA). We extract settlement terms, parties, counsel, and mediators into structured fields so cases can be compared on a per-employee, per-pay-period, and per-workweek basis.

What a specific plaintiff firm settles for: medians and trimmed means, per-pay-period and per-workweek values, the mediators it uses, and comparable cases. See Plaintiff Firm Profile.

Order online from the store. Reports are scoped at checkout and usually delivered within five business days, often sooner.

A free monthly summary of how California PAGA and wage & hour cases are settling: total dollars, month-over-month movement, and the most active filers. Subscribe here.

We review data handling and confidentiality terms with each client during scoping, before any records are sent.

No. Scaled Comp provides data and analysis and does not give legal advice. Using Scaled Comp does not create an attorney-client relationship. Work with qualified employment counsel on legal decisions.