PAGA Mediation
PAGA actions require a mediator with a deep understanding of California employment law and the unique procedural hurdles these cases present. Unlike individual employment disputes, PAGA matters involve representative claims brought on behalf of the state and a group of employees. These actions often carry significant exposure, complex penalty calculations, and the potential for long-term financial impact.
Because of these complexities, successful resolution of a PAGA case requires a mediator who can navigate statutory requirements, multi-party dynamics, and court approval standards, all while keeping settlement discussions productive and on track.
Steven G. Mehta’s Experience in PAGA Mediation
Mr. Mehta handles PAGA mediations on a regular basis, with experience spanning cases in counties throughout California. These disputes have ranged from smaller companies facing their first PAGA claim to large employers with hundreds or thousands of employees at risk.
He has developed the skill set to evaluate settlement structures that are realistic, fair, and acceptable to the courts, while guiding parties through the data-driven and emotional aspects of these actions.
Unique Challenges in PAGA Mediation
Unlike individual employment actions, PAGA cases bring a number of additional hurdles:
Court approval of settlements is required, meaning agreements must be carefully drafted to withstand judicial review.
Extensive data is often necessary — including class size, pay periods, workweeks, and statistical analyses — to establish accurate exposure and reach an informed settlement.
Absent employees’ interests must be considered, even if they are not directly present in the case. Their rights and claims may affect whether a settlement fully resolves the matter.
Tax allocation and release terms can complicate negotiations, as settlements may take months to finalize and must address both legal and administrative concerns.
These differences make it essential to have a mediator who not only understands the law but also how courts approach approval of PAGA settlements.
A Process That Anticipates Complexity
PAGA mediations often require early intervention to reduce litigation costs, but coming to the table too soon without sufficient information can derail settlement progress. Steve ensures that parties have the data and clarity needed for meaningful discussions. When cases require more than one session, he is known for his persistence and follow-up, continuing to work with counsel until resolution is achieved.
Commitment to Resolution
PAGA cases can be lengthy, costly, and difficult to resolve. With his experience, creativity, and persistence, Steven G. Mehta helps parties move beyond impasse and secure enforceable settlements that protect all sides from the risks of ongoing litigation.
Sample Cases
Staffing Issues and High Violation Rates
The case involved allegations of wage and hour violations, including off-the-clock work, lack of meal and rest breaks due to understaffing, failure to reimburse business expenses, and underpayment of doubletime wages. Plaintiffs cited a 92.9% meal period violation rate. The case covered about 5,000 workweeks.
Mid-Sized Case Involving Breaks, Wages, and Expenses
Large-Scale Dispute with Over 25,000 Employees
A large-scale PAGA case involving more than 25,000 employees and 1.6 million workweeks. Claims include improper rounding, unpaid time due to managerial approval delays, understaffing-related meal and rest break violations, failure to pay vacation wages, and reimbursement disputes.
Labor Code Disputes in 501(c)(3) Setting
Multi-Claim Action Involving 19,000+ Employees
This case involved multiple claims, including wrongful termination and wage and hour violations, affecting a group of employees. It included allegations under the Private Attorneys General Act (PAGA). The PAGA claim inluded 17,500 employees and almost 840,000 pay periods.