Inter-Con Security wage and hour record at a glance
Inter-Con Security appears in 3 concluded Wage and Hour Division investigations in California, closed between Jun 9, 2004 and Aug 22, 2025. 1 of them found violations, 1 in all, and the employer agreed to pay $0 in back wages to 0 workers, with no civil money penalty assessed. The largest single case closed Aug 22, 2025 in Pasadena with $0 for 0 workers. That places the employer at #12,341 of 23,910 California employers in the database by back wages.
Industry as coded by the Division: Investigation, Guard, and Armored Car Services; National Security. Laws involved: FMLA.
Every case, newest first
| Case closed | Period investigated | City | Findings | Back wages | Workers paid | Penalties | Laws |
|---|---|---|---|---|---|---|---|
| Aug 22, 2025 | Feb 2025 to Aug 2025 | Pasadena | 1 violation | 0 | 0 | 0 | FMLA |
| Jun 29, 2016 | Jun 2014 to Jun 2016 | Pasadena | no violations found | 0 | 0 | 0 | |
| Jun 9, 2004 | Jun 2002 to Jun 2004 | Pasadena | no violations found | 0 | 0 | 0 |
Also filed as: Inter-con Security Systems, Inc.; Inter-Con Security Systems, Inc.
Local pages: Pasadena employment lawyer.
How to read this record
Each row is one federal investigation. Period investigated is the span of payroll the Division reviewed, usually two years back from the complaint. Back wages is what the employer agreed to pay for that period at the federal rate; penalties went to the government, not to workers.
Back wages computed under the federal law are usually a fraction of the California number for the same hours: the state minimum is $16.90 in 2026, overtime starts after 8 hours in a day, and each missed meal or rest period adds an hour of pay. Workers paid in these cases may still be owed that difference, and the federal release form covers only the federal claim.
Full explainer: what a Labor Department case is, and what it is not.
If you work, or worked, at Inter-Con Security
Pull together your pay stubs and your own record of hours for the last three years, request your pay records in writing (the employer has 21 days under Labor Code 226), and keep any WH-58 receipt from a Labor Department payment. A free review tells you in one call whether the California numbers exceed what was paid, whether break premiums and waiting time penalties apply, and whether anything that happened after you complained counts as retaliation. Call (800) 371-3088 or send your stubs.
Source: U.S. Department of Labor, Wage and Hour Division enforcement database, California cases. Record last checked Oct 30, 2026. Back to the wage theft tracker.
About this data: Cases come from the U.S. Department of Labor Wage and Hour Division enforcement database (WHD compliance actions concluded since fiscal year 2005, California employers only), published by the Department of Labor and reloaded here every month. "Back wages" are amounts the employer agreed to pay at the close of the investigation; "penalties" are civil money penalties assessed. An investigation that found no violation is listed as such. The database does not include California Labor Commissioner cases or private lawsuits. This page is general information, not legal advice about your situation.