I don't know what it is, but I have been having increased panic attacks on 75 mg zoloft while pregnant. I woke up out of the blue tonight feelinf jittery, panicky, and my bp was elevated. I took my bp meds and it eventually came down. But i am so tired of random panic attacks while pregnant. I thought 75 would help with my increasing agitation and anxiety, but maybe it is making it worse.
If you run a business with field workers in California, the LWDA is finalizing new PAGA regulations and the biggest shift is this: documentation is now your legal defense. Employers who show "reasonable steps" before a lawsuit hits can cap civil penalties at 15%. Small businesses under 100 employees get a 33-day cure window — but only if you have the records to back it up. Worth getting ahead of now.
Just came across this settlement and thought it was worth sharing here since it's a pretty textbook California break compliance case.
The numbers:
Why this matters: Under California law, every missed or non-compliant meal/rest break triggers a one-hour premium pay obligation. Across a large workforce over a class period, those stack up fast, which is exactly how you get to $715K before you've even factored in litigation costs.
The PAGA exposure alone is worth noting. Even the "employee share" of PAGA penalties is often dwarfed by attorney fees, which here nearly matched the entire class member recovery.
For employers and HR folks: The recurring issue in these cases is documentation — or the lack of it. Plaintiffs' attorneys love time records that show short or missing breaks with no corresponding premium pay logged. If your records can't affirmatively demonstrate compliant breaks and show premium pay was issued when breaks were missed, you're exposed.
Anyone here dealt with a similar class action or PAGA demand? Curious how companies are handling break compliance documentation in industries with large hourly workforces (food production, logistics, etc.).