We can usually deliver within 24 hours, Monday through Friday, with a tilt-bed trailer.

We will deliver two 20' storage containers for the same price as one 40' container.

Our delivery prices are as follows:

Los Angeles area..........................$150.00
Orange County area......................$250.00
Riverside area...............................$300.00
San Diego area............................. $400.00
Mojave area..................................$400.00
Lebec area....................................$400.00

Please call for a quote on delivery prices to additional areas.

If you have a tight location, we can arrange for a forklift and/or other equipment to set your container down. This service is extra.

If you have any questions whatsoever, please feel free to call anytime.

Thank you.

ESPARZA'S STORAGE CONTAINERS

Please contact Joe Esparza at (661) 333-8094

Bank of America failed to pay him wages; he simply alleged that his final wages were paid 4 days late. Because the plaintiff did not have an underlying claim for unpaid wages, a one-year statute of limitations applied. The plaintiff filed his action more than one year after his resignation and the Labor Code claim was, therefore, time-barred. Also in an unpublished portion of the decision, the court interestingly held that leave to amend to substitute a suitable class representative as plaintiff, was properly denied by the trial court. The court held that plaintiff’s counsel had several months to find a suitable class plaintiff through discovery and had failed to do so due to a lack of diligence. As a result, the court held that the trial court did not abuse its discretion in denying leave to amend. Finally, in the published portion of the decision, the court held that the plaintiff’s UCL claim was properly dismissed because Section 203 penalties cannot be recovered as restitution under the UCL. The court rejected the plaintiff’s argument that waiting time penalties are a “vested property interest” that arises upon an employer’s failure to timely pay wages. Although this case was a victory for the employer, it is also a reminder of the litigation that can, and often does, follow when final wages are not paid in accordance with California’s strict statutory time requirements. As a reminder, if an employee is involuntarily terminated, final wages (including accrued, unused vacation) must be paid at the time of termination (on the employee’s last day). If an employee resigns and gives at least 72 hours notice, final wages must be paid on the employee’s last day. If an employee resigns with less than 72 hours notice, final wages must be paid within 72 hours. California Labor Law assists employees in collecting their commission wages and limits the deductions an employer may take. California Commission Laws Commissions arise from the sale of a product or service but not the making of a product or the rendering of a service. In order to be a commission, the compensation must be a percentage of the price of the product or service sold. The person receiving the commission must be "principally" involved in selling the goods or the services from which the commission arises. Commission plans which refer to a percentage of a business, such as the cost of the goods sold by the business, does not constitute a commission wage. Commissions arise out of agreements between the employer and employee and are not required by any law. How they are computed also is determined by the agreement, but deductions against commissions are limited by labor law. People often confuse commissions with bonuses or piece rate plans. A bonus is a payment in addition to a regular wage, and a bonus can be required by agreement or be discretionary. The are not predicated upon the price of a particular product or service, but are usually based on reaching minimum sales or making a minimum number of pieces. When an employer terminates an employee, can the employee still receive commissions? Generally, the answer is yes. California courts have a policy against forfeitures, and they don't want people to give up what they rightfully earned. If some work remains to be completed to earn the commission, California law directs the court to give a pro rata share to the terminated employee. In other words, once the sale is secured, the employer cannot avoid payment by getting rid of the employee. What about an employee who quits? They might earn commissions depending on how much work is left to be done to complete the sale. If the contract for the commissions is clear and unambiguous, and substantial work remains to be done in order to complete the sale, the employee who voluntarily quits without finishing the work might not be entitled to commissions. What are permissible deductions against commissions? As stated above, commissions arise out of contract between the employer and the employee. The commission may be based on either gross sales figures or net sales figures. However, under California law, the employer's cost of doing business cannot be deducted from commissions or any other pay plan. For example, one California case holds that an employer cannot deduct damages to goods caused by the customer or returns of products that were credited to other employees. As with all other wages, California law prohibits deduction from commission for cash shortages, breakage, loss of equipment, and other business losses that may result from the employee's negligence. Filing a claim for wages. California law offers employees two alternatives when making a claim for wages: file a claim in superior court or file a claim with the Labor Commissioner's office. At first blush, the California Labor commissioner appears a better choice, you can represent yourself , and this is certainly less expensive than hiring an attorney and faster than going to Court. However, these benefits don't amount to much if the law is not properly considered or the decision is not properly reasoned. Generally, in my experience, employees who file with the Labor Commissioner's Office do not do as well as employees who sue directly in superior court. Here are several reasons why: Am I an independent contractor or an employee and does it make a difference? Whether a worker is an "employee" or an "independent contractor" makes a big difference. Independent contractors are not entitled to many benefits that must be offered to employees, such as overtime pay, health and pension benefits, social security credits, protection against discrimination, and unemployment insurance. Some employers wrongly classify their workers as "independent contractors" to avoid providing those benefits. It is in your best interest to know whether you are properly classified as an employee or independent contractor. Recently, there have been some noteworthy cases where employers mistakenly classified employees as independent contractors. The Allstate Insurance Company announced that it agreed to pay $19.5 million to 292 agents who claimed the good hands people wrongly changed their status from "employees" to "independent contractors" . This settlement came after Allstate settled the claims of another 1,000 agents for $22 million. In another case, Microsoft agreed to pay $96.9 million to employees who contended that they were not temporary, independent contractors but really permanent employees of Microsoft. Courts use different tests for workers for deciding different issues, but there are some common principles. In wage and hour cases, they focus on the following factors: The degree of control the employer exercises over the day-to-day work performed; The amount of the worker's investment in facilities and work equipment; The degree to which the worker's independent initiative, judgment and planning is necessary for the success of the worker's operation; The permanency of the relationship between the employer and the worker; The extent to which the services are a part of the employer's business; How dependent is the worker on the employer for continued work. The courts will look to all the facts of a particular case and compare them to the appropriate factors. Thus, the employees should understand that an agreement that he or she is an independent contractor, though important, will not decide the case. What work time do I have to be compensated for? Employees must be paid their wages for all of their work time. Work time is any time spent engaged in work that benefits the employer in some way. This includes work at home, opening and closing duties, pre-shift and post-shift work, and anything that is considered "an integral and indispensable" part of the employee's principal work. For example, time spent sharpening knives by a butcher is "an integral and indispensable" part of the butcher's work. An employee is at work all hours he or she is under their employer's control and cannot engage in private pursuits. A worker who has to wait until they have an assignment is working and must be compensated. Likewise, if an employee is on-call and has restrictions on the use of free time, then that employee should be considered at work. Even for unauthorized overtime, an employee must be compensated. An employer cannot "accept the fruits of the employees' labor" without paying their employees. Therefore, policies such as "employees will not be paid for unapproved overtime" will not win in court. Perhaps the worst violations occur when supervisors urge their employees to clock out and then continue work. Employers cannot escape liability by refusing to keep records of their employee's "off-the-clock" work. In such cases, the law allows the employee to use reasonable estimates to reconstruct their work time.

Barnstead Thermo Scientific Lab-Line Imperial III Incubator

Stainless Steel Interior Laboratory incubator in beautiful condition

This is a very nice Lab-Line Imperial III incubator unit.

As far as I can tell from the labeling this is a 10.5 CF capacity unit. It has glass doors and several adjustable shelf brackets inside but no shelves are here so none are included.

The data label. This says it was likely manufactured by Lab-Line Instruments Inc. Model number 310.

This looks very nice, nearly immaculate.

It's nice, really nice. You'll love it.

The manufacturers site is HERE. The datasheet is HERE.

Information found online. This is marked as model 310. The sizes all seem correct for all thse but I am no expert. :

Information found online:

There are a few scratches, dings and scuffs typical of used equipment.

Don't let the low price scare you, we are not laboratory equipment salesmen. We just want to sell this.

Please read this ad and the linked documents carefully, if you call us and ask questions about these and their usage we will not be able to answer those type questions. We are not authorized dealer for these, that's why we linked all the data for you to read. Everything we know is here!

We have more other refrigerators and incubators, even Berthold Luminometers and Eppendorf Thermomixers with refrigeration in stock, as well as other lab equipment like tube washers and centrifuges. Ask!

When this is gone you won't see this ad, so if you are reading this we have it. Email and let us know when you want to come over.

Recomp Group Inc.
1704 S. Santa Fe St.
Santa Ana, CA 92705
Ask for Steve