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Anaheim, California Voters Will Decide if Hotel Workers Get $25 Minimum Wage

16 Aug

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Update Applicable to:

Measure A would apply to hotels providing temporary lodging for 30 consecutive days or less.

What happened?

An Orange County judge on Wednesday, Aug. 2, denied an attempt to stop Anaheim from having its minimum wage special election from occurring on Oct. 3.

What are the details?

Measure A Coverage:

The definition includes various establishments but excludes certain types like corporate housing and short-term rentals. It would also apply to event centers of 20,000 square feet or larger.

Measure A Requirements:

If passed, Measure A would impose several requirements on covered employers, including paying workers at least $25 per hour, providing personal security devices and training for hotel workers working alone, implementing workload and overtime limitations, offering retention rights to workers after ownership changes, distributing service charges to employees, and maintaining notice and recordkeeping obligations.

Other Anaheim Hotel Ordinances:

Employers in the hotel industry in Anaheim should also be aware of two other ordinances – the Anaheim Hotel Worker Protection Ordinance and the Anaheim Living Wage Ordinance (Measure L). The former requires electronic security alarms for hotel workers, while the latter mandates a minimum wage of $19.40 per hour for resort employers with more than 25 employees.

For more information, please see the links below:

Article 1, Article 2, Article 3, Article 4

2023 Special Municipal Election

Measure A

What do employers need to do?

Covered employers should comply with all applicable ordinances and closely monitor the outcome of the Measure A election. If passed, the $25 minimum wage rate would start 30 days after the effective date of the ordinance.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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