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“Class Counsel displayed skills beyond those that might be expected of attorneys of comparable expertise or experience.”

- Honorable Jeffrey Hamilton, Jr.


“The stipulated class has been adequately represented by competent class counsel from the law firm of Blumenthal, Nordrehaug & Bhowmik.”

- Honorable Nancy W. Stock


“Class counsel has extensive experience in class action matters.”

- Honorable Irma E. Gonzalez


“If You Feel You’re Being Cheated By You’re Current Or Former  Employer This Is Law Firm For You. I Submitted An Email Too There Website  And Within A Few Short Hours I Got A Response… Its Nice To Know In Theses Troubling Times There’s A Law Firm Like Blumenthal Nordrehaug & Bhowmik That Will Stick Up For The Rights Of The Blue Collar Worker. Thanks Again ”


- David LaRue


“My experience dealing with Blumenthal, Nordrehaug & Bhowmik was fantastic. They understood the nature of my complaint, they had experience in dealing with similar cases and were extremely helpful and quick to respond throughout the process. I would not have wanted to go through this without having someone like AJ Bhowmik on my side.”


- Former Client DWalsh


“When I first emailed Blumenthal, Nordrehaug and Bhowmik, I did not expect a response that same day… They have been extremely responsive to my complaint and is moving forward in a timely manner.”


- Former Client MartinH


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Vacation Pay Laws and Paid Time Off

For purposes of vacation pay laws, a vacation is considered to be any time off of work that is earned as a benefit. It includes personal holidays and other forms of paid time off. Indeed, employers are not required to provide vacation pay to their employees. However, once an employee earns vacation pay, it is vested and considered to be earned wages. Therefore, it is illegal for an employer to take away an employee’s earned and accrued vacation time. In addition, it is also illegal to have a “Use it or Lose it” vacation time policy under which employees lose vacation pay if they do not use it in a certain year. Vacation pay must carry over from year to year.

According to California Labor Code Section 227.3: Unless otherwise provided by a collective-bargaining agreement, whenever a contract of employment or employer policy provides for paid vacations, and an employee is terminated without having taken off his vested vacation time, all vested vacation shall be paid to him as wages at his final rate in accordance with such contract of employment or employer policy respecting eligibility or time served; provided, however, that an employment contract or employer policy shall not provide for forfeiture of vested vacation time upon termination. The Labor Commissioner or a designated representative, in the resolution of any dispute with regard to vested vacation time, shall apply the principles of equity and fairness.


Call 800-568-8020 for a Free Consultation

If you think your employer has violated your rights regarding vacation pay laws and paid time off, you probably aren’t alone. Be the first to step forward to start a class action lawsuit and you will be eligible to receive additional money as part of a service award payment. The employment law attorneys of Blumenthal, Nordrehaug & Bhowmik have helped hundreds of workers recover compensation after their employers illegally changed vacation policies or refused to pay for authorized time off.

Contact us today if you suspect your employer of any of the following types of wage and hour violations: