The City of Los Angeles, like many other major cities in the state of California, has several local employment law ordinances in effect. Employers should also be aware that the County of Los Angeles has some separate local ordinances that apply only to unincorporated areas of the county and do not apply to the City of Los Angeles.
Here is an overview of some of the ordinances which apply to employers with employees working within the City of Los Angeles.
Los Angeles is one of the many cities in the state with its own citywide minimum wage ordinance. As with many of the local minimum wage ordinances, Los Angeles’s minimum wage is expected to increase on July 1, 2022.
Starting July 1, 2022, the City of Los Angeles’s minimum wage for employers of all sizes will be $16.04.
Hotel Worker Minimum Wage & Leave
The City of Los Angeles also has a separate minimum wage ordinance for hotel employers with 150 or more guest rooms within the city. Starting July 1, 2022, that minimum wage will be $18.17.
The minimum wage ordinance for hotel employers with 150 or more guest rooms also includes requirements for compensated and uncompensated time off. This is similar to the ordinance recently passed in West Hollywood. Under the ordinance, covered full-time employees are entitled to 96, compensated hours, off per year for sick leave, vacation, or personal necessity. Covered full-time employees are entitled to 80 additional, uncompensated hours, off per year to use for sick leave.
Paid Sick Leave
The City of Los Angeles also has its own paid sick leave requirements separate from the statewide paid sick leave statute. Los Angeles’s citywide paid sick leave requirements are as follows:
|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 re-hired within one (1) year of separation from employment, previously accrued and unused paid sick leave shall be reinstated.|
|When to Use||An employee may use paid sick leave beginning the 90th day of employment.|
|Reason for Leave||Employees may take time off for themselves or to care for a family member.|
|Cap on Annual Time||The use of paid sick leave may be limited to 48 hours of leave, annually.|
Fair Chance Initiative
The City of Los Angeles has a “ban the box” ordinance similar to the statewide Fair Chance Act.
The ordinance applies to employers with at least 10 employees in the City of Los Angeles, with certain exceptions such as employers who are required by law to obtain information regarding a conviction of an applicant.
Under Los Angeles’s ordinance, covered employers must inform applicants that qualified individuals with criminal histories will be considered. Moreover, employers may not inquire into an applicant’s criminal history after a conditional offer of employment has been made.
Los Angeles has additional information on its “ban the box” ordinance available on its Bureau of Contract Administration website.
If you need assistance with compliance with Los Angeles employment ordinances or related issues, contact a Jackson Lewis attorney to discuss.