. See, e.g., Cal. Lab. Code §§ 204, 210 and 1197.5; see generally Caliber Bodyworks, Inc. v. Superior Court, 134 Cal.App. 4th 365, 370, 36 Cal.Rptr.3d 31 (2005).

. Id.

. See Docket No. 1-1, Exhibit A.

. Unless otherwise indicated, all background facts come from Ruelas’ complaint. See Docket No. 1-1, Exhibit A.

. See Docket No. 8.

. See Cal. Labor Code § 226.7(c) ("If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board,1 or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee's regular rate of compensation for each workday that the mal or rest or recovery period is not provided”).

. The suit was removed to this court pursuant to 28 U.S.C. §§ 1441, 1446 and 1332.

. See Cal. Lab. Code § 226(a) ("Every employer shall, semimonthly or at the time of each payment of wages, furnish each of his or her employees, either as a detachable part of the check, draft, or voucher paying the employee's wages, or separately when wages are paid by personal check or cash, an accurate itemized statement in writing showing ... (6) the inclusive dates of the period for which the employee is paid, (7) the name of the employee and only the last four digits of his or her social security number or an employee identification number other than a social security number.”).

. See Cal. Lab. Code § 226(e)("(l) An employee suffering injury as a result of a knowing and intentional failure by an employer to comply with subdivision (a) is entitled to recover the greater of all actual damages or fifty dollars ($50) for the initial pay period in which a violation occurs and one hundred dollars ($100) per employee for each violation in a subsequent pay period, not to exceed an aggregate penalty of four thousand dollars ($4,000), and is entitled to an award of costs and reasonable attorney's fees.”).

. See Cal. Lab. Code § 2699(a) ("Notwithstanding any other provision of law, any provision of this code that provides for a civil penalty to be assessed and collected by the Labor and Workforce Development Agency or any of its departments, divisions', commissions, boards, agencies, or employees, for a violation of this code, may, as an alternative, be recovered through a civil action brought by an aggrieved employee on behalf of himself or herself and other current or former employees pursuant to the procedures specified in Section 2699.3.”).

. See Cal. Lab. Code § 226.7(b) ("An employer shall not require an employee to work during a meal or rest or recovery period mandated pursuant to an applicable statute, or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health.”).

. See Cal. Lab. Code § 512(a) ("An employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. An employer may not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second mean period may be waived by *1140mutual consent of the employer and the employee only if the first meal period was not waived.”).

. See Cal. Lab. Code § 2699(f) ("For all provisions of this code except those for which a civil penalty is specifically provided, there is established a civil penalty for a violation of these provisions, as follows: (1) If, at the time of the alleged violation, the person does not employ one or more employees, the civil penalty is five hundred dollars ($500). (2) If, at the time of the alleged violation, the person employs one or more employees, the civil penalty is one hundred dollars ($100) for each aggrieved employee per pay period for the initial violation and two hundred dollars ($200) for each aggrieved employee per pay period for each subsequent violation. (3) If the alleged violation is a failure to act by the Labor and Workplace Development Agency, or any of its departments, divisions, commissions, boards, agencies, or employees, there shall be no civil penalty.”).

. See Cal: Lab. Code § 558 (providing civil penalties for hour and wage violations).

. Cal. Lab. Code § 226.3 (providing civil penalties for employer failure to provide employee a wage deduction statement or keep employee records).

. SeeDocketNo.il.

. Fed. R. Civ. P. 8(a)(2).

. Bell Atlantic Corp. v. Twombly, 550 U.S. 544, 570, 127 S.Ct. 1955, 167 L.Ed.2d 929 (2007).

. Ashcroft v. Iqbal, 556 U.S. 662, 663, 129 S.Ct. 1937, 173 L.Ed.2d 868 (2009).

. Balistreri v. Pacifica Police Dep’t, 901 F.2d 696, 699 (9th Cir. 1990).

. Bell Atl. Cprp. v. Twombly, 550 U.S. 544, 555, 127 S.Ct. 1955, 167 L.Ed.2d 929 (2007).

. See Metzler Inv. GMBH v. Corinthian Colls., Inc., 540 F.3d 1049, 1061 (9th Cir. 2008).

. See id. at 1061.

. See Sprewell v. Golden State Warriors, 266 F.3d 979, 988 (9th Cir. 2001); see also Twombly, 550 U.S. at 561, 127 S.Ct. 1955 ("a wholly conclusory statement of [a] claim” will not survive a motion to dismiss).

. Eminence Capital, LLC v. Aspeon, Inc., 316 F.3d 1048, 1052 (9th Cir. 2003).

. See Docket No. 8-1 at 6, 12.

. See Docket No. 11 at 2.

. According to a July 6, 2006 memorandum from Robert'A. Jones, Acting State Labor Commissioner and Chief Counsel for the Division of Labor Standards Enforcement:

"The purpose of the wage statement requirement is to provide transparency as to the calculation of wages.... As an electronically stored wage statement which is accessible by an employee may be read on a screen or printed and read as a hard copy, it appears to qualify as a ‘statement in writing.’ Section 226(a) provides that an employee being paid with a payroll check be provided a wage statement as a 'detachable part of the check.’ While the reference to 'detachable part of the check’ is susceptible to an interpretation that a 'hard copy’ may be required, in the context of the entire subsection it appears to allow for the continued use of the convenient and traditional 'pay stub' alternative to a separate statement in writing.... The Division in recent years has sought to harmonize the detachable part of the check' provision and the ‘accurate itemized statement in writing’ provision of Labor Code section 226(a) by allowing for electronic wage statements so long as each employee retains the right to elect to receive a written paper stub or record and that those who are provided with electronic wage statements retain the ability to easily access the information and convert the electronic statement into hard copies at no expense to the employee.”

.Cal. Lab. Code § 226(e)(2)(A) (“An employee is deemed to suffer injury for purposes *1142of this subdivision if the employer fails to provide a wage statement.”).

. See e.g. Rodriguez v. Old Dominion Freight Line, Inc., Case No. 13-cv-891-DSF-RZX, 2013 WL 6184432 at *8 (C.D.Cal. 2013) ( "As those claims have all been dismissed, they cannot serve as the basis of Plaintiffs' PAGA claim.”); Jones v. Spherion Staffing LLC, 2012 WL 3264081 at *10 (C.D.Cal. 2012) (dismissing derivative PAGA claims when underlying allegations were dismissed); Jasper v. C.R. England, Inc., Case No. 08-cv-5266-GW-CWX, 2012 WL 7051321, at *9 (C.D.Cal. 2012) ("Defendant is also entitled to judgment as a matter of law as to Plaintiffs’ derivative [PAGA] claims.”).

. See Cal. Lab. Code § 2699(f). Section 2699(f) does not create penalties for Labor Code sections "for which a civil penalty is specifically provided.”

. See Docket No. 11 at 5.

. Murphy at 40 Cal.4th at 1113, 56 Cal. Rptr.3d 880, 155 P.3d 284 (2007) ("employees denied rest and meal periods face greater risk of work-related accidents and increased stress, especially low wage workers who often perform manual labor.”).

. See, e.g., Arias v. Superior Court, 46 Cal.4th 969, 986, 95 Cal.Rptr.3d 588, 209 P.3d 923 (2009) ("The act authorizes a representative action only for the purpose of seeking statutory penalties for Labor Code violations, and an action to recover civil penalties is fundamentally a law enforcement action.”).

. See, e.g., Hanson Aggregates Mid-Pac., Inc. v. Department of Indus. Relations, Case No. B171264, 2004 WL 2904415, at * 1 (2004) (addressing Section 226.7 claims brought by Labor Commissioner); see also Mills v. Superior Court, 135 Cal.App.4th 1547, 38 Cal.Rptr.3d 497, 501 (2006), review granted and opinion superseded in Mills v. Superior Court (Bed, Bath & Beyond),-Cal.4th-, 42 Cal.Rptr.3d 415, 132 P.3d 1166 (2006) (explaining Section 226.7(c) penalties are recoverable by the Labor Commissioner and the Legislature eliminated the language providing for a private right of action by the employee to recover the additional hour of penalty pay; “Once in the Senate, however, the penalty provisions of the bill were conflated into one payment: the employer would be liable to the employee for one additional hour of wages for the workday, regardless of the amount of break time actually worked. The Senate also eliminated language providing for a private right of action by the employee to recover the additional payment.”).

. Singletary v. Teavana Corp., Case No. 5:13-cv-01163-PSG, 2014 WL 1760884, at *4 (N.D.Cal. Apr. 2, 2014) (citing Kirby v. Immoos Fire Prot., Inc., 53 Cal.4th 1244, 140 Cal.Rptr.3d 173, 274 P.3d 1160 (2012)); Murphy v. Kenneth Cole Prods., Inc., 40 Cal.4th 1094, 56 Cal.Rptr.3d 880, 155 P.3d 284 (2007), at 1109-10 (explaining the legislative history of section 226.7 described the additional hour of pay under Section 226.7(c) “as a 'penalty,' explaining that it was needed to help force employers to provide meal and rest periods”).

. RJN, Ex. A (Form DF-43, Department of Finance Enrolled Bill Report Deferred to Department of Industrial Relations, Bill No. AB 2509), at 9 ("Adding a penalty component to the Labor Code will support the underlying purpose of meal periods by encouraging employers to comply with the meal period provisions. Without the proposed provisions there is no effective enforcement of current law.”).

.See RJN, Ex. B (Initial Statement of Reasons for Cal.Code. Regs. Tit. § 13700 (Proposed Draft 2004)). See also Home Depot U.S.A., Inc. v. Superior Court, 191 Cal.App.4th 210, 223-24, 120 Cal.Rptr.3d 166 (2010) (explaining PAGA’s purpose: "Labor Code violations rarely result in criminal investigations and prosecutions [and] employers may violate the law with impunity.... [P]rivate actions to enforce the Labor Code are needed because LWDA simply does not have the resources to pursue all of the labor violations.... The bill would authorize civil penalties for any Labor Code violation currently lacking a specific penalty provision and authorizes aggrieved employees to bring private civil actions *1144against employers.”) (quoting Assem. Com. on Appropriations, Bill Analysis, Sen. Bill No. 796 (2003-04 Regular Session), as amended July 16, 2003, at 2).

. See Docket No. 11 at 5; Request for Judicial Notice ("RJN”), Ex. A (Form DF-43, Department of Finance Enrolled Bill Report Deferred to Department of Industrial Relations, Bill No. AB 2509), at 9 (“Labor Code § 558 provides for the imposition of penalties against an employer who violates a section of the chapter containing § 512, however, the penalties specified apply to the underpayment of wages and not to meal or rest period violations.”).

. See Docket No. 8 at 12.

. Cal. Lab. Code § 558 ("Any employer or other person acting on behalf of an employer who violates, or causes to be violated, a section of this chapter [including Section 512] ... shall be subject to a civil penalty as follows.”). See also Thurman v. Bayshore Transit Mgmt., Inc., 203 Cal.App.4th 1112, 1147, 138 Cal.Rptr.3d 130 (2012) ("entire remedy provided by section 558, including the recovery of underpaid wages, is a civil penalty”); Velasco v. Mis Amigos Meat Mkt., Inc., Case No. 2:08-cv0520-TLN-EFB PS, 2013 WL 5755054, at *10 (E.D.Cal. 2013) (addressing plaintiff's Section 226.7 and 512 labor claims, "The Labor Code specifically provides for such civil penalties for violation of its provisions asserted as claims in this action.”).

.Neither party argues that penalties in Section 226.7(c) preclude recovery for Section 512 violations under Section 2699(f), so the court does not reach that issue.