Summertime in San Francisco and other California cities brings legal updates that are taking effect on July 1, 2018. Employers in the restaurant and bar industries should ensure they are complying with the San Francisco Parity in Pay Ordinance (if applicable) and minimum wage increases. For example, employers affected by the minimum wage increases should ensure that their notices are up to date and confirm with their payroll provider that the increases took effect on July 1. More details about these developments are available here.
• 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.