Summary
In Perez v. Safety-Kleen Systems, Inc., 2007 WL 1848037, *9 (N.D. Cal. 2007), the court examined the "knowing and intentional" language, and held that ignorance of the law did not excuse an employer who knowingly provided wage statements containing the incorrect total hours worked.
Summary of this case from ULIN v. LOVELL'S ANTIQUE GALLERYOpinion
Case No. CV 05-05338 PJH.
July 24, 2007
SEYFARTH SHAW LLP, Robert W. Tollen (SBN 038875), Janine S. Simerly (SBN 102361), Cassandra H. Carroll (SBN 209123), San Francisco, California, Attorneys for Defendant, SAFETY-KLEEN SYSTEMS, INC.
HENDERSON CAVERLY LLP, Barron E. Ramos, Kristen E. Caverly, Attorneys for Plaintiff, REYMUNDO PEREZ AND JERREL DOANE.
THE EDGAR LAW FIRM, Donald S. Edgar, Jeremy R. Fietz, Attorneys for Plaintiff, REYMUNDO PEREZ AND JERREL DOANE.
STIPULATION TO CONTINUE FURTHER CASE MANAGEMENT CONFERENCE AND PROPOSED ORDER
On June 29, 2007, the Court scheduled a further case management conference for August 2, 2007 at 2:30 p.m.
The parties agree and hereby stipulate to continue the further case management conference until August 16, 2007 at 2:30 p.m. The parties further agree to submit a further joint case management conference statement on or before August 9, 2007, one week prior to the further case management conference.
Good cause exists for this request to continue the further case management conference because Defendant's counsel is unavailable to appear on August 2, 2007, the date previously set by the Court.
IT IS SO ORDERED.