June 29, 2022

Volume XII, Number 180

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Getting Local: City of Los Angeles Local Laws

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.

Minimum Wage

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:

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

Jackson Lewis P.C. © 2022National Law Review, Volume XII, Number 172
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About this Author

Henry L. Sanchez Labor & Employment Attorney Jackson Lewis P.C. Law Firm California
Principal

Henry L. Sanchez is a principal in the Los Angeles, California, office of Jackson Lewis P.C. Henry practices exclusively in the area of labor and employment law on behalf of management.

Henry has substantial experience handling a wide range of employment-related issues including wrongful termination, discrimination, harassment and retaliation, as well as wage and hour claims. He also provides advice and counsel on various employment matters, including, hiring, disciplining, and terminating employees. Henry has first and second chair trial experience.

213-689-0404
Associate

Ikedi O. Onyemaobim is an associate in the Los Angeles, California, office of Jackson Lewis P.C. His practice focuses on representing employers in workplace law matters, including preventive advice and counseling.

Ikedi has defended employers in a wide variety of industries, including automotive, medical, retail, and hospitality. Ikedi advises employers in various areas of employment matters, including compliance and counseling, litigation, and alternative dispute resolution. 

Ikedi’s...

213-337-3863
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