The plaintiff alleged nine categories of Labor Code violations across a hotel operation with approximately 95 aggrieved employees. The initial demand treated the entire PAGA period as a monolith — applying maximum violation rates uniformly. The analysis I built rejected that approach. By disaggregating the PAGA period into a Legacy Period (before a documented compliance transformation) and a Remedied Period (after), the model revealed that the employer had achieved a 90%+ reduction in overtime violations during the latter half of the statutory period. Each violation category was scored independently using actual time records and payroll data, with penalty stacking calculated across all nine categories. The three-scenario output — plaintiff maximum, data-driven realistic, and defense best case — provided the carrier with a defensible settlement authority range. The framework was subsequently adopted as the standard PAGA analytical methodology across the entire practice group.