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December 2022: New Healthcare Worker Minimum Wage Ordinance Voted to be Passed in the City of Inglewood

28 Dec

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Update Applicable to: 
All employers of employees in healthcare facilities in Inglewood, California.

What happened?
On November 8, 2022, the Inglewood Measure HC put forth a proposal on the ballot for the citizens of Inglewood, California, to vote on. This proposal would increase the minimum wage of employees in Healthcare facilities.

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What are the details? 
53.54% of the voters voted “Yes” to pass the proposal, raising the minimum wage for healthcare workers to 25 dollars an hour, taking effect on January 1, 2024, if approved by the City Council.

The new $25.00 minimum wage applies to private-sector healthcare workers who work in hospitals, integrated health systems, and dialysis clinics in Inglewood.

The new minimum wage will apply to clinicians, nurses, certified nursing assistants, aides, technicians, maintenance workers, janitorial or housekeeping staff, groundskeepers, guards, food services workers, laundry workers, and pharmacists but does not include managers or supervisors.

The ordinance will then have to go through the process of being affirmed by the City Council and will take effect 30 days after approval by the Council.

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For more information, please see the links below:

Ballotpedia for Healthcare Workers Minimum Wage Initiative

Article

What do employers need to do?
Employers should review the links provided above and should be on the lookout for any updates regarding this possible new wage increase. Vensure will continue to update once more news has been received.

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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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