How does "reporting time pay" work if I show up for a scheduled shift in California but am sent home without working my full shift?

Under California law, if you report to a scheduled shift but are sent home early, your employer must generally pay you "reporting time pay" for at least half of your scheduled shift. Here is how to handle a reporting time pay issue: Step 1: Understand What You Are Owed If you are sent home before working at least half of your scheduled shift, your employer must pay you for half of the scheduled time (but no less than two hours and no more than four hours) at your regular rate of pay. For example, if you are scheduled for an eight-hour shift and are sent home after one hour, you are entitled to four hours of pay (one hour worked plus three hours of reporting time pay). Step 2: Document Everything Immediately record the details. Write down the date, your scheduled start and end times, the actual time you were sent home, and the name of the supervisor who dismissed you. Keep copies of your work schedule and any related emails or text messages. Step 3: Review Your Pay Stub Once you receive your paycheck for that pay period, carefully check your pay stub to see if the reporting time pay was included. Employers must pay it on the regular payday for the period in which it was earned. Step 4: Contact Your Employer or HR If the pay is missing, speak with your manager or Human Resources department. Calmly explain the situation, referencing the date you were sent home early, and request the reporting time pay you are owed. Present the documentation you collected in Step 2. Step 5: File a Wage Claim If your employer refuses to pay, you can file a wage claim with the California Labor Commissioner's Office (also known as the Division of Labor Standards Enforcement or DLSE). You can start this process online at the DLSE website (dir.ca.gov/dlse). The deadline to file a claim is typically three years from the date the wages were due. Important Details and Nuances: There are exceptions to this rule. Reporting time pay is not required if work is interrupted by a public utility failure, an "Act of God" like an earthquake, or if you are not fit to work or report to work late. This protection applies to non-exempt (typically hourly) employees. Warnings and Limitations: It is illegal for your employer to retaliate against you for requesting reporting time pay. If you are fired, demoted, or punished after making this request, you may have a separate legal claim for retaliation. This is general information and does not constitute legal advice. For complex situations, or if you believe you have been retaliated against, you should consult with a qualified California employment attorney.