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CITY OF LONG BEACH NOTICE OF ANNUAL ADJUSTMENT CONCESSIONAIRE WORKER HOURLY RATE $15.30 EFFECTIVE UPON ENTRY INTO A NEW CONCESSON CONTRACT On February 11, 2014, the Long Beach City Council adopted Ordinance No. ORD-140002 (Chapter 16.60) requiring minimum compensation and sick days be paid to concessionaire workers at the Long Beach Airport and the Long Beach Convention Center. The ordinance, as set forth in Long Beach Municipal Code Chapter 16.60, requires that the rate payable to concessionaire workers, upon enactment of the initiative, shall be thirteen dollars and twenty-six cents ($13.26) per hour worked; that the $13.26 rate shall be annually adjusted by the amount of increases in the federal minimum wage, or, if greater, by the cumulative increase in the cost of living. Pursuant to LBMC Section 16.60.040 and effective July 1, 2020, the hourly rate payable to airport and concessionaire workers by employers shall be fifteen dollars and thirty cents ($15.30). This rate will take effect only at the time that the Long Beach Airport and the Long Beach Convention Center enter into a new Concession Contracts or materially amend existing Concession Contracts. Under the provisions of LBMC Section 16.60.060, employers shall provide written notification of the rate adjustments to each of its workers and make the necessary payroll adjustments by July 1. The full text of Long Beach Municipal Code Chapter 16.60 is available on the Long Beach City Clerk website at www.longbeach.gov/cityclerk/.
CITY OF LONG BEACH NOTICE OF ANNUAL ADJUSTMENT HOTEL WORKER HOURLY RATE $16.73 EFFECTIVE JULY 1, 2022 On November 6, 2012, voters in the City of Long Beach adopted an initiative ordinance (Measure N) requiring minimum compensation and sick days paid to hotel workers. The initiative ordinance, as set forth in Long Beach Municipal Code Section 5.48.020, requires that the rate payable to hotel workers, upon enactment of the initiative, shall be thirteen dollars ($13.00) per hour worked; that the $13.00 rate shall be annually adjusted by the amount of increases in the federal minimum wage, or, if greater, by the cumulative increase in the cost of living. Pursuant to Section 5.48.020 and effective July 1, 2022, the hourly rate payable to hotel workers by hotel employers shall be sixteen and seventy-three cents ($16.73). Under the provisions of Section 5.48.020, hotel employers shall provide written notification of the rate adjustments to each of its hotel workers and make the necessary payroll adjustments by July 1. The full text of Long Beach Municipal Code Chapter 5.48 is available on the Long Beach City Clerk website at www.longbeach.gov/city clerk.
IS YOUR WORKPLACE IN AN UNINCORPORATED AREA? Visit the Los Angeles County RegistrarRecorder/County Clerk website: LAVOTE.NET Scroll down the main page and click on “Find Your District/Precinct Map Books” On the “District/Precinct Maps” page click on the drop-down list and select “District Map –Look Up by Address.” Fill in the “Home Number” and “Street Name” cells then click the “Submit” button. If more than one address populates, click on the appropriate address. Visit dcba.lacounty.gov Businesses and workers can find out through these easy steps. The website will generate districts that correspond to the address. Search the list for the “Unincorporated” option to confirm that your workplace falls within an unincorporated area. In the event that the address does not, the city’s name will appear. Address Located in an Unincorporated Area Address Located in a Incorporated City Call (800)593-8222
Post in a Conspicuous Place at any Workplace or Job Site. Violators Shall be Subject to Penalties. OFFICIAL NOTICE Los Angeles Minimum Wage Rate Effective July 1, 2023 $16.78 PER HOUR All Employers are required to pay Employees a new minimum wage according to the Los Angeles Minimum Wage Ordinance. The minimum wage rate will be adjusted every year according to Los Angeles Minimum Wage Ordinance Section 187.02. Certain exemptions and deferrals may be available. The Los Angeles Office of Wage Standards Ordinance grants authority to the Bureau of Contract Administration, Office of Wage Standards to investigate possible violations, inspect workplaces, interview employees, and review payroll records. The Office of Wage Standards will enforce the City’s Minimum Wage Ordinance for violations including but not limited to: 1) failure to pay the Los Angeles minimum wage; 2) failure to comply with notice, posting, and payroll records requirements; and 3) retaliation. The Los Angeles Municipal Code (LAMC) Section 188.04 protects Employees from any discrimination or retaliation for exercising their rights to receive the City’s minimum wage. Los Angeles Paid Sick Leave Effective July 1, 2017 All Employers will be required to provide paid sick leave according to the Los Angeles Minimum Wage Ordinance. The paid sick leave will be provided to all Employees who work at least two hours in a particular week in the City of Los Angeles for the same Employer for 30 days or more within a year. Los Angeles Municipal Code Section 187.06 protects Employees from any discrimination or retaliation for exercising their rights to receive the City’s paid sick leave. For more information, please contact the Office of Wage Standards at 1-844-WAGESLA (924-3752) or email wagesla@lacity.org or visit http://wagesla.lacity.org/. As a covered entity under Title II of the Americans with Disabilities Act, the City of Los Angeles does not discriminate on the basis of disability and, upon request, will provide reasonable accommodation to ensure equal access to its programs, services, and activities. Entitlement Front-Loading At least 48 hours provided either at the beginning of each year of employment, calendar year, or 12-month period; OR - Accrual One (1) hour of paid sick leave for every thirty (30) hours worked. 72-Hour Cap Accrued unused paid sick leave shall carry over to the following year of employment and may be capped at a minimum of 72 hours; however, an Employer may choose no cap or a higher cap. Separation from Employment An Employer is not required to provide compensation to an Employee for accrued or unused sick days at separation from employment. Reinstatement If an Employee is rehired within a year of separation from employment, previously accrued and unused paid sick leave shall be reinstated. Usage When An Employee may use paid sick leave beginning on the 90th day of employment. An Employer shall provide paid sick leave upon the oral or written request of an Employee for themselves, a family member, or for any individual related by blood or affinity. Qualified use of time can be found in LAMC Section 187.04(G). How The use of paid sick leave may be limited to 48 hours leave annually. Effective Date: Employers with 26 or more Employees: Employers with 25 or fewer Employees or approved Non-Profit Corporations with 26 or more Employees to pay a deferred rate: 7/1/2021 $15.00 $15.00 7/1/2022 $16.04 $16.04 7/1/2023 $16.78 $16.78
Los Angeles County Code Chapter 8.100 Minimum Wage SUPPLEMENTAL COUNTY OF LOS ANGELES MINIMUM WAGE POSTER MUST BE POSTED ANNUALLY POST WHERE EMPLOYEES CAN READ EASILY – VIOLATORS SUBJECT TO FINES. EMPLOYERS MUST ALSO POST THE ORIGINAL REQUIRED WORKPLACE POSTER. OFFICIAL NOTICE County of Los Angeles Minimum Wage $15.96 Rate Effective Dates: July 1, 2022-June 30, 2023 This ordinance applies to employees who perform at least two hours of work in a particular week within unincorporated areas of Los Angeles County. Employers are required to pay the minimum wage set forth above for all hours worked, regardless of immigration or work status. Los Angeles County Code Chapter 8.100. This poster must be displayed in a conspicuous and accessible place at job sites, in English, Spanish, and the primary language used by the employer to communicate with employees regarding employees’ work functions, if other than English or Spanish. * Beginning in 2022, and continuing each year thereafter, on January 1 the CEO shall determine the adjusted rates which shall take effect on July 1 of that year. FOR MORE INFORMATION, PLEASE CONTACT THE DEPARTMENT OF CONSUMER AND BUSINESS AFFAIRS: (800) 593-8222 • wagehelp@dcba.lacounty.gov • dcba.lacounty.gov 320W. Temple St., RoomG-10, Los Angeles, CA 90012 per hour For more information and to check if you are located in unincorporated LA County, scan here:
Form FCIHO, Rev. 12/16 Ci ty of Los Angeles CALIFORNIA ERIC GARCETTI MAYOR NOTICE TO APPLICANTS & EMPLOYEES FAIR CHANCE INITIATIVE FOR HIRING ORDINANCE This Employer is a contractor (or subcontractor) with the City of Los Angeles. This contract is subject to the Fair Chance Initiative for Hiring Ordinance (FCIHO) (LAAC 10.48). THESE ARE YOUR RIGHTS… 1. Employers cannot inquire about or seek information about an Applicant’s Criminal History until after a Conditional Offer of Employment has been made to the Applicant*. This includes job solicitations and applications or during any conversations or interviews 2. If an Employer decides to rescind an offer of employment based on information discovered during the criminal background check, the Employer is required to perform an Individualized Assessment. Individualized Assessment - a written assessment that effectively links the specific aspects of the Applicant’s Criminal History with risks inherent in the duties of the Employment position sought by the Applicant. If the offer is rescinded, the Applicant must receive: o Written notification o Copy of the Individualized Assessment, and o Copies of any documentation used in the Employer’s decision 3. The Applicant has the right to the Fair Chance Process. The Applicant has the opportunity to provide information or documentation to an Employer regarding the accuracy of his/her Criminal History or Criminal History Report or that should be considered in the Employer’s assessment, such as evidence of rehabilitation or other mitigating factors. The Employer is required to hold the job open for at least five (5) days from the date notification of a rescinded offer of employment to allow an Applicant to submit such documentation, and, the Employer is required to review any documentation in order to reassess their decision. FOR ADDITIONAL INFORMATION OR ASSISTANCE, CALL: City of Los Angeles Department of Public Works Office of Contract Compliance 1149 S. Broadway Street, Suite 300 Los Angeles, CA 90015 Phone: (213) 847-2625 – Fax: (213) 847-2777 *Note: Not all Applicants/Employees are covered under the FCIHO. Please see ordinance (LAAC 10.48) for more details.
NOTICE TO EMPLOYEES Employers must give employees written information about their job and pay California Labor Code Section 2810.5 State of California Labor Commissioner 320 W. Fourth Street, Suite 450, Los Angeles, CA 90013 (213) 620-6330 City of Malibu 23825 Stuart Ranch Road, Malibu, CA 90265-4861 (310) 456-2489 | MalibuCity.org/MinimumWage MINIMUM WAGE - ALL EMPLOYERSMalibu Municipal Code Section 5.36 Initial Compensation Disclosure Statement: At the time of hire, your employer must give you a written statement disclosing the following: • The employer’s name, business name, physical and mailing address of the main office, email address and the employer’s phone number • Your rate(s) of pay and pay day • Your pay basis (hourly, weekly, commission) • The formula by which the rate of pay can be determined • Any additional information required by law You may file a complaint with the Malibu City Attorney or California State Labor Commissioner for alleged violations of the Minimum Wage Ordinance. Complaints must be filed within three years after the occurrence of the alleged violation. Any employee, entity, or other person acting on behalf of the public, and whose rights under this law have been violated, may bring a civil action in a court of law against any employer who violates the MinimumWage Ordinance. Pay Statement: Each pay day, your employer must provide you with information required by California Labor Code 226(a): • Gross and net wages earned • Deductions taken • Total hours worked by the employee • Number of piece-rate units earned (for piece-rate workers) • Pay basis (hour, shift, day, week, commission) • Inclusive date of the period for which the employee is paid • Applicable hourly rates in effect during the pay period and corresponding number of hours worked at each hourly rate • Name and address of the employer • Name of the employee; and either the last four digits of the employees SSN or the employee ID number CITY OF MALIBU MINIMUM WAGE This ordinance covers employees working in the City of Malibu, regardless of immigration or work status In compliance with Malibu Municipal Code Section 5.36.040 E ective July 1, 2022 This ordinance applies to employees who perform at least two hours of work in a particular week within the Malibu city limits. Employers are required to pay the minimum wage set forth below for all hours worked. This poster should be displayed in a conspicuous and accessible place at job sites in the primary language used by the employer to communicate with employees regarding employees’ work functions. You Have a Right to File a Complaint: YOUR RIGHTS ARE PROTECTED You may be entitled to compensation for any violation of this law by your employer California Labor Code Section 98.7 RETALIATION IS ILLEGAL It is illegal for an employer to retaliate against you for exercising your rights Malibu Municipal Code Section 5.36.080 You Have a Right to Sue: • File a complaint • Inform any person of their potential rights • Assert your rights under this law • Fire you • Reduce your pay • Discriminate against you • Threaten you or any of your immediate family members You Have the Protected Right to: These Actions are Prohibited if Done to Retaliate Against You for Exercising Your Rights: * Includes 6.4% cost of living increase based on the US Bureau of Labor Statistics Consumer Price Index (CPI) for Urban Wage Earners and Clerical Workers, not seasonally adjusted, in the Los Angeles-Long Beach-Anaheim statistical region. The City of Malibu adopted its MinimumWage Ordinance in 2016 (Malibu Municipal Code Section 5.36). Beginning in 2022, the MinimumWage for all employers in Malibu shall increase annually based on the Consumer Price Index for Urban Wage Earners and Clerical Workers for the Los Angeles-Long Beach-Anaheim region. The adjusted rates shall take effect on July 1. EFFECTIVE JULY 1, 2022 $15.96 per hour *
japollar - POST WHERE EMPLOYEES CAN READ EASILY - - VIOLATORS SUBJECT TO PENALTIES - OFFICIAL NOTICE MinimumWage Rate $16.11 Per Hour PA S A D E N A M I N I MUM WA G E Effective Date: July 1, 2022 Beginning July 1, 2022, employers must pay employees wages of not less than $16.11 per hour (in addition to any tips received) to each employee. The minimum wage requirement set forth in the Pasadena Minimum Wage Ordinance applies to adult and minor employees who work two (2) or more hours per week in Pasadena. Under the Ordinance, employees who assert their rights to receive the City’s minimum wage are protected from retaliation. Employees may file a civil lawsuit against their employers for any violation of the Ordinance or may file a complaint with the City’s Department of Planning and Community Development. The City will investigate possible violations and, where appropriate, will obtain payroll records as provided by law, and will enforce violations of the minimum wage requirements by ordering reinstatement of employees, payment of back wages unlawfully withheld, and penalties. In addition, any business that violates the provisions of the Pasadena Minimum Wage Ordinance is subject to criminal prosecution. Pasadena’s minimum wage rules were approved prior to the State of California taking action to increase the State Minimum Wage. While similarities exist, the requirements are different. If you have questions, need additional information, or believe you are not being paid correctly, please contact your employer, the City of Pasadena, or the City’s contract service provider: National Day Laborer Organizing Network. Employers are responsible for translating this notice into languages spoken by 5% or more of their employees. National Day Laborer Organizing Network Minimum Wage Outreach, Education and Training Coordinator –Julieta Aragon 500 N. Lake Avenue, Pasadena, 91101 (626) 440-1031 Email: julieta@ndlon.org City of Pasadena Planning and Community Development Dept. Minimum Wage Enforcement Code Compliance Manager Jon Pollard (626) 744-6831 Email: jpollard@cityofpasadena.net Website: http://ww5.cityofpasadena.net/planning/minimum-wage-ordinance/
POST WHERE EMPLOYEES CAN EASILY READ VIOLATORS ARE SUBJECT TO PENALTIES OFFICIALNOTICE SAN DIEGOMINIMUMWAGE $16.30 PER HOUR Rate Effective Date: January 1, 2023 Beginning January 1, 2023, employees who perform at least two (2) hours of work in one work week within the geographic boundaries of the City of San Diego must be paid wages of not less than $16.30 per hour for all hours worked within the City’s geographic boundaries. San Diego’s Earned Sick Leave and Minimum Wage Ordinance, San Diego Municipal Code Chapter 3, Article 9, Division 1, apply to adult AND minor employees who work two (2) or more hours in any work week within the City’s geographic boundaries. Note: tips do not count towards payment of the minimum wage. Employers may not retaliate against employees for asserting any rights provided by this Ordinance. Employees may file a civil lawsuit against their employers for any violation of this Ordinance or may file a complaint with the City of San Diego’s Minimum Wage Enforcement Office. The City may take any reasonable steps necessary to investigate possible alleged violations. The City is entitled to all legal and equitable relief to remedy any violation of the Ordinance, including the ability to award penalties of up to $1,000 per violation, back wages, liquidated damages, reinstatement and other injunctive relief. If you have questions, need additional information, or believe your employer has violated any provision of this law, please contact your employer, visit the City of San Diego MinimumWage Enforcement Office website at https://www.sandiego.gov/compliance/minimum-wage or contact the City of San Diego’s Minimum Wage Program via email at SDMinWage@sandiego.gov. September 2022
POST WHERE EMPLOYEES CAN EASILY READ VIOLATORS ARE SUBJECT TO PENALTIES OFFICIAL NOTICE SAN DIEGO EARNEDSICKLEAVE Effective Date: July 11, 2016 Beginning July 11, 2016, all employers must provide paid earned sick leave to each employee (including temporary and part-time employees) who performs at least two (2) hours of work within the geographical boundaries of the City of San Diego. The earned sick leave requirements set forth in San Diego’s Earned Sick Leave and Minimum Wage Ordinance, San Diego Municipal Code Chapter 3, Article 9, Division 1, applies to adult AND minor employees who work two (2) or more hours in one workweek within the City’s geographic boundaries. Employers must either provide employees no less than 40 hours of earned sick leave at the beginning of each benefit year or one (1) hour of earned sick leave for every thirty (30) hours worked by the employee within the geographic boundaries of the City of San Diego. Employers may cap employee’s total accrual of earned sick leave at 80 hours. Existing employees begin to accrue earned sick leave on July 11, 2016. Employees hired after July 11, 2016 begin to accrue sick leave on their employment start date. Employees are entitled to use accrued earned sick leave beginning July 11, 2016 or after the ninetieth (90) day of employment, whichever is later. Employees may use earned sick leave for all the reasons described in Section 39.0106(a) of the Ordinance, which includes, but is not limited to, time for their own medical care or for the medical care of a family member. An employer may not retaliate against an employee for asserting any rights provided in this Ordinance. Employees may file a civil lawsuit against their employers for any violation of the Ordinance or may file a complaint with the City of San Diego’s Minimum Wage Enforcement Office. The City may take any reasonable steps necessary to investigate alleged violations. The City is entitled to all legal and equitable relief to remedy any violation of the Ordinance, including the ability to award penalties of up to $1,000 per violation, back wages, liquidated damages, reinstatement and other injunctive relief. If you have questions, need additional information, or believe your employer has violated any provision of this law, please contact your employer, visit the City of San Diego Minimum Wage Enforcement Office website at https://www.sandiego.gov/treasurer/minimum-wage-program or contact the City of San Diego’s Minimum Wage Program at (619) 615-1565 or email at SDMinWage@sandiego.gov. December 2016
LIVING WAGE NOTICE You are responsible for notifying your employees through distributing this notice to your employees assigned to the City of Santa Barbara’s accounts and/or posting this notice in common area(s) such as break rooms. The company you are working for has a contract (or contracts) with the City of Santa Barbara that is subject to the Living Wage requirements. Effective from July 1, 2023, through June 30, 2024, the current rate for minimum compensation to employees is $21.90 per hour. If you believe that there has been a violation of any provision of these regulations or the City’s Living Wage Ordinance, please report such acts to the City along with any pertinent records that will assist the City in its investigation. The City will investigate the claim of violation and determine whether a violation of the Living Wage Ordinance is apparent or not. Employee Grievance Forms for reporting perceived violations are available from the Purchasing Department, at 310 E. Ortega St. or call 805-564-5349 to request a form. Upon receipt of notice of a possible violation, the City shall notify the Service Contractor of the complaint and shall seek a mutually acceptable resolution within twenty (20) days from receipt of the complaint form. If resolution is not accomplished, the City shall make a determination regarding the alleged violation and advise the Employee of how he or she may pursue their right to a legal action to determine whether a violation has occurred or not. If the City determines that there has been no violation of the City’s Living Wage Ordinance, the City Finance Director shall issue a written notice of its determination to both you and the Service Contractor. However, the making of such a determination shall not preclude you from initiating legal action seeking a legal determination that a violation of SBMC Chapter 9.128 has occurred. Service Contractors shall not discharge, reduce the compensation of, or otherwise discriminate against or retaliate against, you for making a complaint to the City, participating in any of its proceedings, using any civil remedy to enforce your rights, or otherwise asserting your rights under these regulations or SBMC Chapter 9.128. If you feel that you are being retaliated against (such as termination, reduction in wages or benefits or adverse changes in working conditions) for alleging contractor noncompliance with these regulations, you may report the alleged retaliation in the same manner as the initial complaint.
POST WHERE EMPLOYEES CAN READ EASILY – VIOLATORS SUBJECT TO PENALTIES SANTA MONI C A’S MIN IMUM WAGE OFFICIAL NOTICE Employers with 26 or more employees 7/1/2016 $10.50 /hour 7/1/2017 $12.00 /hour 7/1/2018 $13.25 /hour 7/1/2019 $14.25 /hour 7/1/2020 $15.00 /hour 7/1/2021 $15.00 /hour Employers with 25 or fewer employees 7/1/2016 $10.00 /hour* 7/1/2017 $10.50 /hour 7/1/2018 $12.00 /hour 7/1/2019 $13.25 /hour 7/1/2020 $14.25 /hour 7/1/2021 $15.00 /hour FAILURE TO PAY THE SANTA MONICA MINIMUM WAGE FAILURE TO COMPLY WITH NOTICE, POSTING, AND RECORDS REQUIREMENTS RETALIATION Santa Monica Minimum Wage $ 15.96per hour Rate Effective Dates: July 1, 2022-June 30, 2023 In accordance with the Santa Monica MinimumWage Ordinance in Santa Monica Municipal Code Chapter 4.62, every employer shall pay to each employee (including temporary and part-time employees) who performs at least two hours of work in a particularworkweekwithin the geographic limits of the City of SantaMonicawages of not less than the amounts shown in this notice. The ratewill be adjusted annually on July 1 according to the schedule below. Certain exemptions and deferrals are available. * CA State Minimum Wage Under the Ordinance, employees who assert their rights to receive the City’s minimum wage are protected from retaliation. Employeesmay fileacivil lawsuitagainst their employers foranyviolationof theOrdinance.TheCitycan investigate possible violations, and can enforce the minimumwage requirements. Violations of the minimumwage law include, but are not limited to: FOR MORE INFORMATI ON,PLEASE CONTACT THE CITYOF SANTA MONICA: (310) 458-8281 • minimum.wage@santamonica.gov • santamonica.gov/minimum-wage HONEST WORK. FAIRPAY. Santa Monica’s Minimum Wage $15.96 /hour 7/1/2022 7/1/2022 $15.96 /hour
POST WHERE EMPLOYEES CAN READ EASILY – VIOLATORS SUBJECT TO PENALTIES SANTA MONI C A’S MIN IMUM WAGE OFFICIAL NOTICE HONEST WORK. FAIRPAY. Santa Monica’s MinimumWage Employers with 26 or more employees 1/1/2017 40 hours 1/1/2018 72 hours Employers with 25 or fewer employees 1/1/2017 32 hours 1/1/2018 40 hours Santa Monica Paid Sick Leave Effective Date: January 1, 2017 Starting January1,2017, employersarerequiredtoprovidepaidsicktimetotheiremployeeswhoworkwithinSanta Monicacity limits inaccordancewithSantaMonica’sPaidSickLeaveprovisions inMunicipalCodeSection4.62.025. Employees are eligible for paid sick leave if they performat least two hours of work in a particularworkweekwithin the geographic limits of the City of Santa Monica, and qualify as an employee entitled to payment of a minimum wage fromany employer under the California Labor Code andwageorders publishedby the California IndustrialWelfare Commission. Employees canuse sick leave consistentwith the CaliforniaHealthyWorkplaces, Healthy FamiliesAct of 2014. Paid sick leave will begin to accrue at the start of an employee’s employment. Employees can use accrued paid sick leave after the first 90 days of employment or consistent with the employer’s policies, whichever is sooner. For every 30 hoursworked, anemployee shall accrue one hour of paid sick leave. Employersmay choose to provide greater sick leave benefits. An employee’s accrued paid sick leave carries over from year to year (calendar year, fiscal year, or year of employment) up to the accrual limit shown above, except that no accrual or carryover is required if the employer provides the full amount of leave required at the start of each calendar year, fiscal year,or year of employment. Under the Ordinance, employees who assert their rights to receive paid sick leave are protected from retaliation. Employees may file a civil lawsuit against their employers for any violation of the Paid Sick Leave provisions. The City can investigate possible violations, and can enforce the paid sick leave requirements. Available remedies include but are not limitedto reinstatementofemployees,paymentof paidsick leaveunlawfullywithheld,andmonetarypenalties. FOR MORE INFORMATION, PLEASE CONTACT THE CITY OF SANTA MONICA: (310) 458-8281 • minimum.wage@santamonica.gov • santamonica.gov/minimum-wage
POST WHERE EMPLOYEES CAN READ EASILY – VIOLATORS SUBJECT TO PENALTIES SANTA MONI C A’S MIN IMUM WAGE OFFICIAL NOTICE HONEST WORK. FAIRPAY. Santa Monica’s MinimumWage Santa Monica Service Charge Law Effective Date: July 1, 2016 Starting July 1, 2016, employers using service chargesmust abide by regulations in theMinimumWageOrdinance, Municipal Code Section 4.62.040. This means that employersmust: • Payall revenue collectedas a service charge to theworkerswho generally performed the services forwhich the charge was collected (can include back-of-house) • Pay any revenue collected as a health-care related surcharge to the employee through (i) depositing into segregated accounts controlled by the employee or (ii) paying to the employee in wages • Inform employees of service charge distribution • Keep records of service charge distribution Employersmaypay servicecharge revenue toemployeeswhoseprimary role isnot supervisoryormanagerial. Employers must also provide clear and conspicuous notice to customers of any service charges and their use. Employers will distribute amounts collected for hotel banquets or hotel-catered meetings, hotel room service, or hotel porterage service to the employees directly providing the service. Employers that had an existing practice of pooling and distributing service charges prior to theMinimumWage effective date may continue with this practice. Under theOrdinance, employeeswhoassert their rights to receiveservicechargerevenueareprotected fromretaliation. Employees may file a civil lawsuit against their employers for any violation of the service charge provisions. The City can investigate possible violations, and can enforce the service charge requirements. Available remedies include but are not limitedtoreinstatementofemployees,paymentofservicechargesunlawfullywithheld,andmonetarypenalties. FOR MORE INFORMATION, PLEASE CONTACT THE CITY OF SANTA MONICA: (310) 458-8281 • minimum.wage@santamonica.gov • santamonica.gov/minimum-wage
POST WHERE EMPLOYEES CAN READ EASILY – VIOLATORS SUBJECT TO PENALTIES SANTA MONI C A’S MIN IMUM WAGE OFFICIAL NOTICE HONEST WORK. FAIRPAY. Santa Monica’s MinimumWage Santa Monica Hotel Worker LivingWage Rate Effective Dates: July 1, 2022-June 30, 2023 $18.17 p h e o r ur Starting July 1, 2017, Hotel Employers in Santa Monica must pay to each Hotel Worker (including temporary and part- time employees) wages of not less than the amount shown in this notice. Starting July 1, 2018, the wage rate will increase annually by the Consumer Price Index (CPI) in accordance with SantaMonicaMunicipal Code Section 4.63.015. The hotel living wage requirement, set forth in the Santa Monica MinimumWage Ordinance, Municipal Code Chapter 4.63, applies to employees whose primary place of employment is at one or more hotels, andwho are employed directly by the Hotel Employer or by a personwho has contractedwith the Hotel Employer to provide services at the hotel. Managerial, supervisory, or confidential employees are not included in the definition. An employer that contracts, leases, or sublets premises connected to the hotel and operated in conjunction with the hotel, or that provides services at thehotel,must alsopay thehotel livingwage.Thehotel livingwagedoes not apply to hostels. Under the Ordinance, employees who assert their rights to receive the Santa Monica hotel living wage are protected from retaliation. Employees may file a civil lawsuit against their employers for any violation of the Ordinance. The City can investigate possible violations, and can enforce the hotel living wage requirements. Available remedies include but arenot limitedtoreinstatementofemployees,payment ofwagesunlawfullywithheld,andmonetarypenalties. FOR MORE INFORMATION, PLEASE CONTACT THE CITY OF SANTA MONICA: (310) 458-8281 • minimum.wage@santamonica.gov • santamonica.gov/minimum-wage
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