HB 1384

This bill enacts the "Pay Stub Protection Act, "" which requires an employer on or after July 1, 2025, to provide to an employee in a written or electronic state, or another form of acces s to, a statement of the employee's earnings and deductions for each pay period on the employer's paydays. The statement must include all of the following information:  The employee's name and address, and the employer's name.  The total gross wages earned by the employee during the pay period .  The total net wages paid to the employee for the pay period .  The amount and purpose of each addition to, or deduction from, the wages paid to the employee during the pay period .  The date the employee was paid and the pay period covered by the payment .  For an employee who is paid on an hourly basis, (i) t he total number of hours the employee worked during the pay period; (ii) the hourly wage rate at which the employee was paid; and (iii) the employee's hours worked in excess of 40 hours in one workweek. EMPLOYEE REQUEST FOR STATEMENT OF EARNINGS AND DEDUCTIONS This bill authorizes an employee who does not receive such a statement to make a written request, including electronically, to the employer for the statem ent. The employer must provide the employee with the statement no later than 10 days after receipt of such request. VIOLATIONS – ENFORCEMENT If the employee does not receive the requested statement within the 10 -day period, then this bill authorizes the employee to submit a report of the violation to the department of labor and workforce development. The department must investigate the complaint and, if the department finds the employer in violation, issue a written warning to the employer. If the department receives a complaint of an employer who has received such a written warning after receipt of the written warning, then the department must conduct a contested case hearing on the question of whether the employer is in violation again. If the de partment determines that the employer is in violation again, then the department must assess a civil penalty against the employer in an amount between $50 and $500 per violation, depending upon the number of times an employer has been in violation, the emp loyer's size, and other factors deemed appropriate by the department. RULEMAKING This bill requires the department to promulgate rules to effectuate this section."