Your clients’ reasonable-steps record, under your engagement.

Firms defending California wage-and-hour matters already tell clients to document reasonable steps. MicroForensics is the layer that produces it: the per-pay-period record, built from the timekeeping and payroll systems the client already runs, in the shape a §2699(g)(2) argument actually uses — the audit with action taken in response, the disseminated policy, the supervisor training log, the corrective action, each dated.

When your client’s records demand arrives — a request under section 226, 432, or 1198.5, usually before any complaint is filed, and before any §2699 PAGA notice — that client’s own authorized custodian of records exports one production package in hours, not weeks: retrieval, not construction, with the chain-of-custody foundation intact.

Payroll, timekeeping, HR, and safety are reconciled into one record as the shifts happen, so the package is an export from one place rather than a search across payroll, the time clock, the HR file, and the safety binder: the payroll records, the timecards with each short break and the premium paid beside it, the written policy the crews acknowledged and each dated per-period sign-off — on a cadence of its own, decoupled from the payroll run — the training completions, and the hazard, heat, and incident records. The records that can go into the package are inventoried with your client in the records diagnostic.

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.

Assume everything we generate is produced in discovery. That is why the correction field is mandatory: a finding with nothing entered beside it is the exhibit you would least like to explain.

We work through your engagement — the diagnostic runs under counsel direction, and the standing record is built to be produced, not privileged. We are not a law firm.