During the interview, the owner asks, "Where did you work before and how much did you earn? Do you have an experience certificate?" I can't ask my previous boss for a piece of paper since we had a falling out.

I love working in restaurants, so I often hear stories from kitchen staff. It's really upsetting to hear someone signed for a lower pay because they felt intimidated in that moment.

But just because you don't have a piece of paper doesn't mean you lack skills. So today, I've put together some ways to prove your worth without help from your former boss.

The starting point is understanding the market rate. According to the Bureau of Labor Statistics (BLS) data from May 2023, the average hourly wage for chefs and head cooks in the LA metro area is $31.28, and the average annual salary is $65,060.

From the same data, the average hourly wage for restaurant cooks in the LA metro area is $20.62. That's a difference of $10.66 per hour, which is quite significant, right?

However, these numbers are outdated at this point. The BLS has released data up to May 2025, so make sure to check the latest figures on their site before negotiating.

Your first weapon is to quantify your experience. Write down the number of seats, daily covers, line staff, food cost percentage, and the number of menus you developed on a single sheet.

"I have 10 years of experience" sounds less impactful than "I handled how many guests on weekend evenings." Just don't exaggerate. It will be quickly found out in the kitchen.

The second option is a trial. From the owner's perspective, the most reliable evidence is your knife skills, palate, and composure during rush hours.

However, if you're actually working the line and serving food to customers, that's a job. Make sure to ask how many hours it will be and what the pay is before starting.

The minimum wage in California is $16.90 per hour this year, and it will increase to $17.40 starting January 1, 2027. It may be higher depending on the city, so check the local standards as well.

The third option is to keep your own records. Under California Labor Code Section 226, both current and former employees can request to view or obtain copies of their pay records, and employers must respond within 21 days.

Personnel records fall under Section 1198.5. If you request them in writing, they must be provided within 30 days, and former employees can request them once a year. You may have to cover the cost of copying.

Adding W-2s and pay stubs can solidly demonstrate where and when you worked. If you were paid in cash only, this route may be blocked, so I really advise against cash payments.

References aren't just limited to your former boss. Make sure to get permission from a couple of sous chefs or managers you worked with.

The fourth option is food safety certification. In California, every establishment that handles potentially hazardous food must have at least one certified owner or employee, and the certification must be renewed every five years through an exam.

If that person leaves, the establishment must be recertified within 60 days. This is a practical plus for the owner, and it's a certification I can obtain without permission from my former workplace, which is even better.

Now let's talk about negotiations. According to California Labor Code Section 432.3, employers cannot ask about your salary history, nor can they base offers or pay on that information.

It's fine to voluntarily disclose your history, but you're not obligated to. So respond like this: "Instead of discussing my previous job, let me tell you the amount I expect for this position."

You also have the right to ask questions. Applicants can request reasonable pay scales, and establishments with 15 or more employees must include this in their job postings.

Be cautious with offers that mention "salary chef." Just because the title is chef doesn't mean overtime is automatically waived.

According to the state wage order (Wage Order 5) applicable to restaurants, you must have management responsibilities, supervise two or more people, have hiring and firing authority or influence, and exercise discretion. You must perform these management tasks for more than half of your working hours.

There are also salary criteria. In 2026, it must be at least $70,304, and starting January 1, 2027, it must be at least $72,384. If it's below this, you won't meet the criteria for the exempt management position.

If you're mostly cooking on the line but just have the title of chef, you need to question whether you qualify for the exemption. I believe the practice of erasing overtime just because of a title needs to change.

If you're eligible for overtime, you'll earn 1.5 times your pay for hours worked over 8 in a day, up to 12 hours, and double for hours over 12. If you work 10 hours at $25 per hour, that's $275 for the day.

Always break down salary offers into hourly rates. An annual salary of $72,384 translates to an hourly rate of $23.20 if you work 60 hours a week for 52 weeks. Even if the number looks big, breaking it down changes the perspective.

There's a lot more to negotiate besides money. Days off, schedules, bonus criteria, and a promise for a pay review after 90 days. Don't just take their word for it; make sure to get it in writing.

There are exceptions. For employment-based immigration, skilled work experience must be proven through a trainer or employer's letter under federal regulations, so it's hard to substitute today's methods. Consult with an immigration lawyer first.

If you haven't been paid or suspect misclassification, don't suffer in silence; check with the Labor Commissioner or a labor law attorney. The application can vary by situation.

I wouldn't wait for my former boss to contact me. This week, I'd request my pay records, create a number sheet, and state my expected amount first. Chef, those skills are originally yours.