Update Applicable to:
All employers in West Hollywood, California.
On November 15, 2021, the city council of West Hollywood passed Ordinance No. 21-1168 that implemented an increase in the minimum wage and new leave requirements for employees in the city.
What are the details?
Effective January 1, 2022, the minimum wage in West Hollywood will be increasing twice a year until July 1, 2023.
Below is a table showing what the wage increases will look like until July 1, 2023.
|Hotel Employers||$17.64||$18.31*||No change||$18.77*|
|Employers with 50 Employees or more||$15.50||$16.50||$17.50||$18.77*|
|Employers with Less than 50 Employees||$15.00||$16.00||$17.00||$18.77*|
For paid leave, the ordinance requires a hybrid leave that both full and part-time employees are provided paid time off for sick leave, vacation, or personal necessity. Employees must be eligible to use accrued paid time off after the first six months of employment or consistent with company policies, whichever is sooner.
Full-time employees, defined as working at least 40 hours a week or as defined by the employer, shall be provided 96 compensated hours. Full-time employees shall accrue at least 96 compensated time off hours per year.
A part-time employee, defined as an employee who works less than 40 hours per week, shall accrue compensated time off in increments proportional to that accrued by someone who works 40 hours in a week.
After the employee reaches the maximum accrued time off, the employer shall provide a cash payment once every 30 days for accrued compensated time off over the maximum. An employer may give an employee the option of cashing out any portion of the accrued compensated time off under the maximum, but the employer may not require the employee to cash out any accrued time off.
For unpaid leave, the new ordinance requires employers must permit full-time employees to take at least 90 additional hours per year of uncompensated time to be used for sick leave for the illness of the employee, or a member of the employee’s immediate family, when the employee has exhausted their compensated time off for the year.
These provisions become operative on January 1, 2022, for “hotel employers” and “hotel workers,” whereas, for other entities, July 1, 2022, will be the start date.
For more information, please see the links below:
What do employers need to do?
Employers should review the links provided above and prepare to make changes to their payroll system to abide by the city’s new law.