![]() Employers with 25 or fewer Employees begin providing sick leave benefits on July 1, 2017. 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. Starting July 1, 2016, all Employers, except for Employers with 25 or fewer Employees, will be required to provide paid sick leave according to the Los Angeles Minimum Wage Ordinance (MWO). On February 1st, the new rate will be updated here on our website. The adjusted rate will be announced on February 1st of each year and become effective on July 1st of each year. Starting July 1, 2016, the minimum wage in the City of Los Angeles will increase according to the following schedules: Effective DateĮmployers with 25 or fewer Employees or Non-Profit Corporations with 26 or more Employees with approval to pay a deferred rateĪfter 2021, the new Minimum Wage Rate will be updated annually and it will be based on the Consumer Price Index (CPI) for Urban Wage Earners and Clerical Workers (CPI-W) for the Los Angeles metropolitan area, which is published by the Bureau of Labor Statistics. Retaliation against any Employee exercising rights under the Minimum Wage and Office of Wage Standards Ordinances is prohibited.Employer must provide employees with the Employer's name, address, and telephone number in writing at the time of hire.Employer must keep payroll records for four (4) years.Employer must post the Office of Wage Standards Wage and Sick Time Notice in a conspicuous place at any workplace or job site in English and any other language(s) spoken by at least five percent (5%) of the Employees at the workplace or job site.Employer must pay hourly minimum wage and provide paid sick leave for hours worked within the geographic boundaries of the City.A court enforcing this Ordinance may disagree with this guidance and therefore employers should rely upon the advice of their legal counsel.Įmployer means any person, as defined in the California Labor Code including a corporate officer or executive, who directly or indirectly or through an agent or any other person, including through the services of a temporary services or staffing agency or similar entity, employs or exercises control over the wages, hours or working conditions of any Employee. These Rules and Regulations are still under discussion and will be finalized and published as soon as possible. We anticipate that these Rules and Regulations will be updated and encourage those implementing the Hotel Worker Protection Ordinance to check this page regularly for the latest guidance. Please note: The Hotel Worker Protection Ordinance Rules and Regulations are posted for consideration by employers and employees to understand their responsibilities and rights. As of August 12, 2022, the CHWMWO applies to hotels with 60 or more guest rooms.Īll covered Employers must fully comply with these Ordinances on their respective effective dates. The CHWMWO requires Hotel Employers of hotels with 150 or more guest rooms to pay their employees a CHW minimum wage and provide 96 compensated hours of time off and at least 80 additional hours of uncompensated time off per year. ![]() The Ordinance is effective as of July 1, 2023.Ĭitywide Hotel Worker Minimum Wage Ordinance (CHWMWO) The Freelance Worker Protections Ordinance (FWPO) provides protections to freelance workers to help ensure they are treated fairly and compensated in a timely manner. Freelance Worker Protections Ordinance (FWPO)
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