At Zaller Law Group, we do not talk about AI and technology in the abstract. We use it—every day—as a litigation tool to give our clients a measurable advantage.
California wage-and-hour and PAGA cases are data cases. Outcomes often turn on what the time records actually show, how quickly they can be analyzed, and whether
For most California employers, employee time and pay data has historically been treated as a legal obligation—something you keep because the law requires it, not because it creates value.
That mindset needs to change in 2026.
After years of defending employers in wage-and-hour class actions and PAGA cases, I have seen firsthand how employee data
After more than twenty years defending California employers, I have seen a consistent pattern: even companies with sophisticated systems struggle with one of the most fundamental compliance obligations in California employment law—maintaining, accessing, and analyzing employee time records. These challenges are not merely operational inconveniences. They routinely lead to unnecessary legal exposure, inflated PAGA penalties
In legal disputes, five primary challenges can significantly complicate the defense of an employment lawsuit:
1. Failure to document routine employment issues.
In any employment litigation, whether it’s wage and hour claims, leave issues, or harassment claims – the amount of documentation an employer has dramatically increases the odds of prevailing in litigation. I would