Know Your Exposure. Cap Your Penalties.
Most California employers find out what their time records say when a plaintiff’s firm tells them. Scaled Comp flips that: audit your own records first, fix what’s broken, and build the dated, documented record that reformed PAGA rewards — before a notice ever lands.
Get a Scoped Quote See How It WorksWhat You Actually Do — Three Steps
No software to install, no integration project, no IT ticket. You export time records; we do the rest.
Send Your Time Records
Export from any timekeeping system — CSV, Excel, PDF, even screenshots. We take complete datasets in any format, normalize every punch, and flag data quality issues up front.
The Analyzer Runs
Every shift is reconstructed and tested against California meal & rest break rules, waiver logic, overtime triggers, and wage statement checks — 100% of records, never a sample. Turnaround in hours, not months.
See Where You Stand
Quantified violations by location, manager, and time period. High-risk patterns ranked. A clear read on exposure — and a structured, audit-ready record you can hand straight to counsel.
How Employers Engage
Start with a baseline. Stay compliant with a monthly cadence. Escalate to litigation support only if you ever need it.
Baseline Exposure Audit
A full run of your historical time records. The complete picture of where you stand today — before anyone else builds it for you.
- Every location, every employee, your full retention period
- Violation summary quantified by location, manager, and time period
- High-risk locations and shift patterns ranked by violation density
- Data quality log — every anomaly flagged and documented
Monthly Compliance Run
Under reformed PAGA, employers who can show they took all reasonable steps toward compliance before a notice arrives can see penalties capped at as little as 15% of the maximum. A monthly audit program is a major building block of that record — and it’s built over time, not retrofitted after a notice arrives.
- Fresh audit of each month’s records, delivered on a set cadence
- Catches issues while they’re small, recent, and correctable
- Each run adds a dated entry to your documented compliance record
- Trend reporting: violation rates by location, month over month
Litigation Run
The same engine, run at litigation grade for active or threatened matters — with outputs built for defense counsel, mediation, and expert analysis.
- Rapid exposure quantification from the records at issue
- Cleaned, normalized datasets ready for discovery and experts
- Pairs with Vector Index™ settlement intelligence on the same matter
- Coordinated delivery to your defense counsel
Pricing scoped to your organization — not a one-size license
Every engagement is quoted from three inputs. Send them through the quote form and we’ll come back with a scoped proposal, typically within one business day.
Why a Monthly Cadence Is the Whole Point
Meeting that standard takes more than audits — reasonable steps span policies, training, and payroll practices. But a documented monthly audit program is a major piece of the record, and the piece most employers are missing. It catches violations while they’re recent and correctable, and builds a dated evidentiary trail showing you were watching the whole time. When counsel asks “what reasonable steps did you take, and when?” — the answer is a stack of monthly reports, not a story.
One number worth knowing: in the first half of 2026, California employers paid roughly $1.3 billion to resolve PAGA and wage & hour matters — and 44% of those settlements involved employers with fewer than 200 employees. This is not a big-company problem.
Whether a penalty cap applies to a given matter is a legal determination — one your counsel makes, armed with the record you built.
What You Receive
Every run produces structured outputs built for HR review and counsel handoff.
Violation Summary Report
Quantified violations by location, manager, and time period — the number, not the vibe.
Risk Identification
High-risk locations, managers, and shift patterns ranked by violation density, so remediation dollars go where exposure actually lives.
Reasonable-Steps Documentation
A dated, audit-ready record supporting a defensible compliance position under reformed PAGA.
Cleaned Timecard Dataset
Normalized punch records with reconstructed shifts and full source provenance.
Data Quality Log
Every flagged anomaly and reconstruction decision, documented — transparency counsel can stand behind.
Dashboards & Tables
Visual summaries for internal review, executive reporting, and counsel handoff.
Built for the People Who Own Compliance Outcomes
HR Leadership
The people who will be asked — in deposition or before the LWDA — what reasonable steps were taken and when. The Analyzer makes the answer documented and dated.
Payroll & Operations
Validates that recorded time matches paid time and surfaces structural data issues before they compound into stacked penalties.
Field & Multi-Site HR
Location-level violation density and manager-level risk turn site visits and remediation into targeted work instead of guesswork.
Built With Defense Counsel Insight
More than two decades of California wage & hour defense practice is baked into how the Analyzer works. It reflects how compliance evidence is actually used — in cure negotiations, LWDA submissions, depositions, and before juries — not how a generic dashboard imagines it might be.
The result: when you hand our outputs to your counsel, they already know what to do with them.
Common Questions
How do I find out my company’s PAGA exposure?
Export your time records from any timekeeping system — CSV, Excel, PDF, even screenshots — and we run a Baseline Exposure Audit: every shift reconstructed and tested against California meal and rest break rules, overtime triggers, and wage statement checks. You receive quantified violations by location, manager, and time period, typically within hours.
How can a California employer cap PAGA penalties?
Under reformed PAGA, employers who demonstrate they took all reasonable steps toward compliance before receiving a notice can see penalties capped at as little as 15% of the maximum. Meeting the standard spans policies, training, and payroll practices — but a documented monthly audit program is a major building block: a dated evidentiary trail showing what steps were taken and when. Whether a cap applies to a given matter is a legal determination for qualified counsel.
How is pricing determined?
Every engagement is scoped from three inputs: number of locations, employee count, and the time period to be analyzed. Most scoped quotes turn around in one business day.
Find Out What Your Records Say — Before Someone Else Does
Three inputs get you a scoped quote: locations, employees, and the period to analyze. Most quotes turn around in one business day.