Tag Archives: San Francisco

San Francisco Amends “Fair Chance Ordinance” to Expand On California’s Ban-the-Box Law

Recently, the San Francisco Board of Supervisors passed amendments to the city’s 2014 Fair Chance Ordinance (FCO), which will expand upon the State’s “ban the box” initiative by further limiting an employer’s ability to obtain and use information about an applicant’s criminal history.

FCO Amendment

The amendments will go into effect on October 1, 2018 and will affect all employers with five or more employees nationwide that have at least one employee who works on average 8 or more hours per work in San Francisco. This expands on the existing ordinance which was limited to city-based employers with twenty or more employees nationwide.

Expansions to Existing Law

While the majority of the amendments are designed to bring the city’s outdated ordinance into alignment with the State’s new ban-the-box law, one amendment goes further and will prohibit employers from considering any convictions for crimes that have since been decriminalized regardless of when the conviction occurred.  As an example of such decriminalized activity, the amendments specifically reference certain offenses for non-commercial use and cultivation of marijuana that were recently decriminalized under state law. Continue reading San Francisco Amends “Fair Chance Ordinance” to Expand On California’s Ban-the-Box Law

REMINDER – Pay Attention To Local Minimum Wage Laws

It’s a wage and hour obligation that’s familiar to all employers – the requirement to pay employees at least minimum wage for every hour worked.  It seems like a pretty simple obligation to meet, right?  Not necessarily.  With different state minimum wages and numerous localities passing local minimum wages, mistakes are easy to make and can be quite costly – as two rental car companies recently learned.

What happened?

Washington State Employees of two nationwide rental car companies (Hertz and Thrifty) filed a class action lawsuit against their employer claiming that the employers failed to pay the employees’ at least minimum wage in accordance with the minimum wage ordinance in SeaTac, Washington, which increased the minimum wage for Hospitality and Transportation employees in SeaTac to $15.00 per hour in 2015 (and adjusts the minimum wage for inflation in subsequent years).

This lawsuit was recently settled for $2 million dollars.

Why Do I Care?

As of July 2017, over 30 localities* have adopted local minimum wages above their state minimum wage. If you have operations in any of these localities, then you are required to pay all employees at least the local minimum wage.  It is recommended that you check the minimum wage in your locality and verify that you are in compliance with any local ordinance relating to minimum wage.


* Localities with local minimum wage:

  • Arizona: Flagstaff.
  • California: Berkeley, Cupertino, El Cerrito, Emeryville, Los Altos, Los Angeles County, Los Angeles, Malibu, Milpitas, Mountain View, Oakland, Palo Alto, Pasadena, Richmond, San Diego, San Francisco, San Jose, San Leandro, San Mateo, Santa Clara, Santa Monica, and Sunnyvale.
  • Illinois: Chicago and Cook County.
  • Maine: Portland.
  • Maryland: Montgomery County and Prince George’s County.
  • New Mexico: Albuquerque, Bernalillo County, Las Cruces, Santa Fe City, and Santa Fe County.
  • New York : New York City, Nassau County, Suffolk County, and Westchester County
  • Oregon: Portland Urban Growth Boundary.
  • Washington: SeaTac, Seattle, and Tacoma.


With various cities and counties having enacted local minimum wages (many of which are increasing on July 1st) and 3 states (Maryland, Oregon, and Washington DC) increasing their own minimum wages on July 1st, employers should take time to verify that they are meeting the minimum wage requirements of their state/city/county.

The below chart sets forth the minimum wage effective July 1, 2017.

Federal $7.25
State City County  Amount?
Alabama  $7.25
Alaska  $9.80
Arizona — all cities/counties except …  $10.00
  Flagstaff*   $10.50
Arkansas  $8.50
California — all cities/counties except …

small employer (25 or less)


large employer (26 or more)


Increasing 10/1/2017 to …

Alameda County  $12.53
Cupertino Santa Clara County $12.00
El Cerrito* Contra Costa County  $12.25
Emeryville* Alameda County $14.00

small employer (55 or less) *

large employer (56 or more) *

Los Altos Santa Clara County $12.00
Los Angeles* LA County $10.50

small employer (25 or less)

large employer (26 or more)

Malibu* LA County $10.50

small employer (25 or less)

large employer (26 or more)

Milpitas* Santa Clara County $11.00
Mountain View Santa Clara County $13.00
Oakland Alameda County $12.86
Palo Alto Santa Clara County $12.00
Pasadena* LA County $10.50

small employer (25 or less)

large employer (26 or more)

Richmond Contra Costa County $12.30
San Diego San Diego County $11.50
San Francisco* San Francisco County $14.00
San Jose* Santa Clara County $12.00
San Leandro* Alameda County $13.00
San Mateo San Mateo County $12.00

For-profit organizations

Non-profit organizations

Santa Clara Santa Clara County $11.10
Santa Monica* LA County $10.50

small employer (25 or less)

large employer (26 or more)

Sunnyvale* Santa Clara County $13.00
Los Angeles County*

unincorporated areas


small employer (25 or less)

large employer (26 or more)

Colorado $9.30
Connecticut $10.10
Delaware $8.25
Florida $8.10
Georgia $7.25


Idaho $7.25
Illinois — all cities/counties except … $8.25
Chicago* $11.00
    Cook County*

(except for the Village of Barrington)

Indiana $7.25
Iowa $7.25
Kansas $7.25
Kentucky $7.25
Louisiana $7.25
Maine — all cities/counties except … $9.00
Bangor $8.25
Portland $10.68
Maryland* — all cities/counties except … $9.25
Montgomery County

Increases 10/1/2017

Prince George’s County

Increases 10/1/2017

Massachusetts $11.00
Michigan $8.90
Minnesota “small employers” (employers with an annual sales volume of less than $500,000) $7.75
“large employers” (employers with an annual sales volume of $500,000+) $9.50
Mississippi $7.25
Missouri — all cities/counties except … $7.70
St. Louis $10.00
Montana $8.15
Nebraska $9.00
Nevada $8.25
New Hampshire $7.25
New Jersey $8.44
New Mexico — all cities/counties except … $7.50
Albuquerque $8.75
Las Cruces $9.20
Santa Fe $10.91
Bernalillo County $8.65
Santa Fe County $10.91
New York “Upstate” employers (excluding fast food employees) $9.70
  “Downstate” employers (excluding fast food employees) $10.00
  “Small” NYC employers (excluding fast food employees $10.50
  Fast food employees outside NYC $10.75
  “Large” NYC employers (excluding fast food employees) $11.00
  Fast food employees inside NYC $12.00
North Carolina $7.25
North Dakota $7.25
Ohio $8.15
Oklahoma $7.25
Oregon* — all cities/counties except … $10.25
Portland* $11.25
Nonurban Counties* (Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klmath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa, Wheeler counties) $10.00
Pennsylvania $7.25
Rhode Island $9.60
South Carolina $7.25
South Dakota $8.65
Tennessee $7.25
Texas $7.25
Utah $7.25
Vermont $10.00
Virginia $7.25
Washington — all cities/counties except … $11.00
City of SeaTac (hospitality and transportation workers) $15.34
Seattle $13.00
small employer who does not pay towards medical benefits

(500 or less)

small employer who does pay towards medical benefits

(500 or less)

large employer who does not pay towards medical benefits

(501 or more)

large employer who does pay towards medical benefits

(501 or more)

Tacoma $11.15
Washington DC* $12.50
West Virginia $8.75
Wisconsin $7.25
Wyoming $7.25
 * = increase in minimum wage effective July 1, 2017


Caveat: Please be advised that this information is being provided as a courtesy and that ePlace Solutions, Inc. does not track local laws and ordinances and will not update this information with changes in local laws and ordinances.

Restaurant to Pay $112,000 in Wages, Damages for FLSA Violations

The Department of Labor (DOL) announced today that a San Francisco based restaurant has been ordered to pay employees $112,000 in back wages and liquidated damages for failure to pay overtime as required under the Fair Labor Standards Act.

The restaurant’s overtime violations were discovered by a DOL inspector during a 2011 audit of the restaurant.