Upcoming Legal Compliance Deadlines for Bay Area Restaurant Owners and Other Employers

By Allegra A. Jones

• April 30, 2015 is the deadline for employers covered by the Health Care Security Ordinance (HCSO) and the Fair Chance Ordinance to submit their 2014 Employer Annual Reporting Forms. If you are a restaurant owner or employer with 20 or more employees, you may likely be covered by the HCSO. If you cannot meet the April 30 deadline, a penalty of $500 per quarter will be assessed until the form is submitted. Please carefully review the instructions before submitting the form.
• May 1, 2015 is the effective date for San Francisco’s minimum wage to rise to $12.25 per hour. The Minimum Wage Ordinance requires all employers to post a notice informing employees of their rights. The notice must be posted at each workplace in San Francisco in a location where employees can read it easily.
• July 1, 2015 is the effective date when key provisions of the new paid sick leave law, the California Healthy Workplace Family Act of 2014, take effect. There are a number of new requirements for employers under this law, so please be sure to review the application of the new law with an employment law attorney. Employers must provide at least 24 hours or 3 days of paid sick leave for each eligible employee per year, display a poster on paid sick leave where employees can read it easily, provide written notice to employees with sick leave rights at the time of hire, keep records showing how many hours have been earned and used for 3 years, and comply with additional requirements.

Does the Law Regulate Human Trafficking in Restaurant Supply Chains?

By Constantine Mittendorf

Even today, we keep hearing about new and different ways that human trafficking affects us in the 21st century.
In today’s world, we tend to think of involuntary labor in the context of brothels and sweatshops, and California strictly outlaws human trafficking in these two contexts. While sexual slavery is enforced criminally within our borders, California law also prohibits human trafficking in the supply chains of major retailers. The law currently requires major retailers to publicly disclose their efforts to eliminate forced labor from their direct supply chains. Basically, the law helps stop sweatshops overseas from using what amounts to slave labor to make tennis shoes, children’s toys, and other goods eventually sold in America. Continue reading “Does the Law Regulate Human Trafficking in Restaurant Supply Chains?”

© 2009- Duane Morris LLP. Duane Morris is a registered service mark of Duane Morris LLP.

The opinions expressed on this blog are those of the author and are not to be construed as legal advice.

Proudly powered by WordPress