Before filing a PAGA suit for civil penalties against an employer for violation of state wage and hour laws, an employee must send notice of the alleged violations to the Labor and Workforce Development Agency and the employer.  The notice must do more, but not much more, than recite statutory language or conclusions about how the employer has violated various Labor Code sections.  Here, the plaintiff’s pre-suit notice sufficed.  It said the employer had given accurate wage statements to nonexempt workers because the employer required or knowingly permitted employees to work before and after the shift without compensation, unlawfully rounded employee time to the detriment of the employee, failed to compensate for time spent donning and doffing, automatically deducted 30 minutes for meal periods not taken or meal periods that last less than 30 minutes, and manipulated time to avoid overtime compensation and compensation for all hours worked.  The notice was not rendered inadequate by failing to define the affected group of employees any more narrowly than all non-exempt workers or by failing to supply more information about the plaintiff’s own position with defendant.