We catch missed breaks, unpaid break premiums, and shifts where the truck’s GPS disagrees with what the driver signed off — then chase each one to a documented fix.
MicroForensics™ is built for California 3PLs, warehouse operators, and last-mile fleets, where payroll, telematics, and warehouse systems each hold part of the shift, and none of them shows a missed break on its own. A missed or short break is caught the pay period it happens and chased to a documented fix — and when a lawyer’s letter demanding records arrives, your custodian of records, the person on your team authorized to produce them, answers it from one place. No app for drivers to learn.
Free · 30 minutes · by phone or video. We tell you whether the records diagnostic, a fixed-fee review of your timecard, break and safety records, is worth doing for you, and what it costs. If it is not, we say so.
What MicroForensics is
MicroForensics reads the payroll and time clocks you already run, and Floburn operates the loop every pay period.
MicroForensics ingests your hourly timecard data, payroll, and related HR documents to flag missed breaks, unpaid break premiums, wage order errors, and open safety items, then chases each one to a documented fix. It is built to work with the existing payroll and timekeeping you already run, and Floburn runs it for you every pay period.
What it does
Five things, every pay period.
- Workers confirm and attest to the accuracy of their hours and breaks, among other labor compliance attestations, via existing tools you have in place that we configure or via custom interfaces we build for you. No one's pay ever depends on it.
- Written rules flag exceptions, such as a missed meal period, a missing rest break, or hours past a limit you set.
- Every flag is answered on the record. The correction is entered next to the original entry.
- When a worker misses breaks repeatedly, they and/or their managers get routed to training.
- Everything goes into one dated record that your designated custodian of records can export to answer a lawyer's letter demanding records from one place.
Two structural reasons the logistics shift is hard to reconcile.
Three data systems that don’t talk.
A lawyer’s letter demanding records asks for what all three hold: HRIS, telematics, and WMS. Where the records disagree, the employer is answering for the discrepancy years later — instead of having closed it in the pay period it arose.
When demand drops, layoffs follow, and final pay is due the same day.
Fuel costs swing, demand cools, DCs close — and layoffs follow, and late final pay can carry a penalty (Labor Code §§201–203) on top of the break claims.
One reconciled record across HRIS, telematics, and WMS.
HRIS & payroll
ADP Workforce Now, Paylocity, UKG. The connector, built for your stack, reads the employee roster, shift schedules, and pay-period boundaries, and MicroForensics reconciles the §226 wage statement against the attestation record.
Fleet & driver hours
Samsara, Motive, Geotab. The connector, built per fleet, reads hours-of-service logs, break events, and route segments. GPS data is objective and can contradict an attestation; we reconcile that conflict each pay period, when the sign-off comes in, rather than letting it surface in discovery.
WMS & floor systems
Manhattan, Korber, NetSuite WMS, custom. Where the floor system can export pick-pack-ship shift segments and break logs, the connector reads them. The same per-period attestation closes the loop on both the yard and the floor.
We build the connector for your stack — by API where one exists, by export, SFTP, or structured manual entry where one doesn’t — scoped and priced in the records diagnostic.
Once the warehouse floor reaches 82°F, §3396 requires a written heat plan and training. SB 553 (Labor Code §6401.9) requires a written workplace violence prevention plan, training, and a violent incident log kept five years and produced to employees and their representatives within 15 calendar days of a request. These records run on the same per-period surface as the meal and rest record, with each correction entered beside the item it fixes.
One production package — the export that answers the letter. Hours, not weeks.
A lawyer’s letter demanding records usually arrives before any lawsuit does, and a §2699 PAGA notice after it. When the letter lands, the authorized custodian of records on your team — not Floburn — produces one production package in hours, not weeks. Payroll, timekeeping, HR, and safety are reconciled into one record every pay period, so production is an export from one place rather than a search across several.
- 01The export runs in under a minute.Retrieval from one record, not assembly across systems.
- 02Your custodian of records reviews and validates it.
- 03Your lawyer, an owner, or both review it, if you want them to.
- 04Your side sends it to the lawyer who asked.
The hours in “hours, not weeks” are steps 02 and 03: people you choose, reading it before it goes out. Floburn never reviews, validates, sends, or holds it.
The package exists before the letter does — the timeline is a property of how the record is kept, not a promise about your matter. No outcome is guaranteed; every matter turns on its facts.
What goes in the package, and how it is produced→Why it matters to a California employer
The window for the 15% PAGA cap closes when an employee or their lawyer asks for records, not when the lawsuit does.
The Private Attorneys General Act (Labor Code §2698 et seq.) lets an aggrieved employee — one who personally suffered each of the violations alleged (§2699(c)(1)) — sue for civil penalties on behalf of themselves and other current or former employees affected by the same violations. Penalties run per aggrieved employee, per pay period:
- $100 by default (§2699(f)(2)(A)). These penalties are separate from any wages and premiums owed.
Under the 2024 reform (AB 2288 and SB 92), Labor Code §2699(g) caps those civil penalties at 15 percent where the employer took all reasonable steps before the PAGA notice, or before a records request under §226, §432 or §1198.5, which usually comes first; §2699(h) caps them at 30 percent for remediation within 60 days after the PAGA notice. A court judges whether your steps were reasonable, looking at all the circumstances, including your size and resources. A court may also go above either cap if keeping to it would be unjust, arbitrary and oppressive, or confiscatory (§2699(e)(2)). No outcome is guaranteed; every matter turns on its facts.
The law rewards finding and fixing violations early, and being able to prove you did. The statute names four examples of reasonable steps (§2699(g)(2)):
- periodic payroll audits with action taken in response
- lawful written policies
- supervisor training on Labor Code and wage order compliance
- corrective action as to supervisors
MicroForensics keeps a dated, exportable record of all four. The audit, policy and training records speak to the cap. Worker sign-offs speak to whether breaks were taken.
How we work with you
A free call, a records diagnostic, and then only what you choose.
The call is free. The records diagnostic is a fixed fee, quoted on the call, and its report is yours whatever you decide next. Every paid step after it is written down in a document you sign before it starts.
- 01
Free 30-minute call, by phone or video
The screening pass: one question per exposure area, with you and whoever runs payroll. No records, nothing to prepare. If the records diagnostic is not worth doing for you, we say so.
- 02
Records diagnostic, a fixed fee, quoted on the call
A half- or full-day working session with your records open. Within fourteen calendar days of the working session, a written report: what your records show, item by item; a roadmap sorted into what you can fix yourself, what needs a process change and what needs a lawyer; and a practice records request answered from your own records. We walk you through it, directly or through your lawyer.
- 03
Implementation, only if you choose it, a separate agreement, signed and priced then
Two to four weeks to go-live, on the payroll and timekeeping you already run.
- 04
Ongoing service, every pay period
Floburn runs it: a weekly digest, a monthly report and a quarterly review. Billed monthly per active worker, on an annual term.
- 05
If you leave, at any time
Your record goes with you in a closing export, as structured files your lawyer or a successor vendor can use without us. It is yours throughout, and never held back over money.
Could you find these records today?
- Two weeks of time records exactly as the system exports them, unrounded if the system can do it
- One pay stub for someone who worked a normal week
- Whatever serves as the employee handbook, even if it is three years old
- The written heat illness plan and the injury and illness prevention program, whatever state they are in
Anything you cannot find is itself a finding.
Logistics questions, answered.
- 01
We use ADP Workforce Now (or Paylocity). Do we have to migrate?
No. MicroForensics sits above your HRIS, timekeeping, and payroll, reading from them through a connector we build for your stack. Your stack stays. What MicroForensics adds is a dated, exportable record of the four examples of reasonable steps §2699(g)(2) names, set out above. The per-period attestation, in which workers confirm their breaks, runs on a cadence of its own, decoupled from the payroll run.
- 02
Where is our data kept, and who can see it?
A standard DPA is part of every operated engagement. All data resides in US-region cloud infrastructure; no offshore processing. Encryption in transit and at rest, role-based access controls, audit logging. Procurement questionnaires are answered on request.
- 03
We received a PAGA notice. How much of this can still be done?
Your lawyer weighs which route applies. Within 33 days of receiving the notice (§2699.3(c)(2)(A)), an employer with under 100 employees in total over the period the notice covers may propose a cure (correcting the violations and making each affected employee whole); larger employers, once sued, may request an early evaluation conference and a stay (§2699.3(f)(1)). MicroForensics can be live inside the 60-day §2699(h) window. A court judges whether your steps were reasonable, looking at all the circumstances, including your size and resources.
- 04
Can MicroForensics read from Samsara, Motive, AND Geotab? Our fleet runs on more than one telematics platform.
Yes — we build a connector for each telematics platform your fleet runs, and driver-hours and break-event records are brought into one record. The base implementation is scoped with one telematics connector; additional connectors are built and added at a fixed per-connector fee, scoped in the records diagnostic.
- 05
We already have a lawyer’s letter or a PAGA notice. Can we still start?
Yes. Call your lawyer first: What the letter or notice means for you, and what to do about it, is for them to decide. Then book a free 30-minute call, and bring them if you like; tell us the date it arrived. With a matter open, your lawyer decides whether the records diagnostic runs through them or directly with Floburn, where its findings are discoverable. The sooner the record starts, the more pay periods it covers.
Free 30-minute call.
Tell us what you run and what prompted the call. The records diagnostic can run directly with Floburn or through your lawyer.
Free · 30 minutes · by phone or video. We tell you whether the records diagnostic, a fixed-fee review of your timecard, break and safety records, is worth doing for you, and what it costs. If it is not, we say so.
Floburn Inc. is not a law firm and does not provide legal advice. Counsel advises Floburn on system design and does not represent your company; retain your own counsel for advice specific to your situation.