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Recruiting & Hiring
Job Descriptions
Why You Need Job Descriptions
Job Title
Job Summary
Essential Job Functions
Preparing the Job Specification
Exempt/Nonexempt
Determining Exempt or Nonexempt Employee Status
Executive Exemption
Administrative Exemption
Professional Exemption
Computer Professional Exemption
Outside Salesperson Exemption
Commissioned Inside Sales Employee Exemption
National Service Program Participant Exemption
Deductions From an Exempt Employee's Salary
Recruiting
Finding Candidates
Advertising the Job
Applications for Employment
Interviewing Candidates
Testing Candidates
Good Selection Practices
Background Checks and Testing
Checking Applicant References
Physical Examinations Prior to Employment
Drug and Alcohol Tests For Applicants and Employees
Polygraphs and Lie Detector Tests
Written Honesty Tests
Psychological Tests
Obtaining Applicant and Employee Credit Reports
Obtaining Investigative Consumer Reports
Obtaining Background Checks and Investigations by Employers
Restrictions on Obtaining Criminal History
Investigating Employee Wrongdoing or Harassment
Private Investigator Act
I-9: Verifying Eligibility
Verifying Eligibility for Employment and Establishing Identity
Completing the Form I-9
Discovering an Unauthorized Worker
E-Verify
Reverifying Employment Eligibility
Worksite Immigration Enforcement and Protections
Avoiding Discrimination and Retaliation
Child Labor Laws
Child Labor Law Coverage
Employment Restrictions for Minors
Work Permits for Minors
Working Hours for Minors
Wages for Minors
Penalties for Incorrectly Employing Minors
Types of Workers
Direct Hires
Non-Direct Hires
Independent Contractors
Interns
Industrial Homeworkers
Volunteers
Remote Workers/Telecommuters
Recordkeeping
Retaining Applications
Getting New Employees Started
Determining Starting Pay
Offering Employment
New Employee Orientation
Employee Identification
Training New Hires
Benefits
Health and Retirement Benefits
Health Savings Accounts
Same-Sex Spouses and Domestic Partner Benefits
Health Insurance Premium Payment Program
Health Insurance Portability and Accountability Act (HIPAA)
Employee Retirement Income Security Act (ERISA)
Wellness Programs
Private Retirement Savings Plans
Federal Health Care Reform
Unemployment Insurance
Wages Subject to Unemployment Insurance Taxes
Employers Subject to the Unemployment Insurance Tax
Employer's Tax Obligations
Making an Unemployment Insurance Claim
Responding to Unemployment Insurance Claims
Combining Unemployment Insurance With Other Benefits
State Disability Insurance and Paid Family Leave
State Disability Leave/Paid Family Leave Comparison
State Disability Insurance Defined
Coordinating State Disability Insurance With Other Benefits
Employment Covered by State Disability Insurance
Filing a State Disability Insurance Claim
State Disability Insurance Benefit Payments
Paid Family Leave Defined
Paid Family Leave Benefit Payments
State Disability Insurance, Paid Family Leave, Transfers and Reinstatement
Complying with State Disability Insurance and Paid Family Leave Laws
Required and Optional Benefits
Required Benefits
Optional Benefits
Pay & Scheduling
California Wage and Hour Laws
State Versus Federal Law: Which Prevails?
California Wage Orders
Employee Classification
Wage Order Listings
Wage and Hour Enforcement and Penalties
Fair Labor Standards Act (FLSA)
Wages and Salaries
Wage and Hour Law: Definitions of Terms
Minimum Wage
Piece Rate Pay
Split Shift Pay
Shift Differential Pay
Reporting Time Pay
On-Call and Standby Pay
Power Outage Pay
Timely Payment
Expense Reimbursements
Form of Wage Payment
Wage and Hour Requirements for Specific Industries
Deductions from Wages
Deductions Overview
Standard Deductions: Taxes
Automatic 401(k) Payroll Deductions
Employee Tardiness
Employee Debts, Loans and Deductions
Deductions for Overpayment of Wages
Unreturned Tools and Uniforms
Cash Bonds and Deposits
Meals and Lodging
Garnishment Against Wages
Incentive Pay
Tips and Gratuities
Bonuses
Commissions
Uniforms, Tools and Equipment
Tools, Uniforms and Equipment Explained
Hours of Work and Recording Time Worked
Maximum Hours of Work
Minimum Hours of Work
Mandatory Days Off
Minimum Time Between Shifts
Travel Time
Preparation Time
Security Screenings
Education and Training Time
Timekeeping and Recording Guidelines
Exceptions for Specific Industries
Overtime Pay
Understanding Basic Overtime Requirements
Defining Workdays and Workweeks
Calculating Overtime
Requiring Mandatory Overtime
Overtime Examples
Using Makeup Time
Compensatory Time Off
Overtime Exceptions for Specific Industries
Meal and Rest Breaks
Premium Pay for Meal and/or Rest Break Violations
Meal Breaks
Rest Breaks
Meal and Rest Break Exceptions
Meal and Rest Break Best Practices
Alternative Workweek Scheduling
Alternative Workweeks Overview
Alternative Workweek Defined
Creating an Alternative Workweek Schedule
Maintaining the Alternative Workweek Schedule
Paying Overtime in an Alternative Workweek
Repealing the Alternative Workweek Schedule
Invalidating Alternative Workweeks
Exceptions to the Alternative Workweek
Leaves of Absence
Family, Medical and Parental Leave
Family and Medical Leave Overview
Family and Medical Leave Eligibility Requirements
FMLA and CFRA Qualifying Reasons
Definitions of Terms Used in Family and Medical Leave
Calculating Weeks for Leave
Certification for Family and Medical Leave
Notice Requirements for Employer and Employee
Family and Medical Leave Designation
Duration and Timing of Family and Medical Leave
Pay and Benefits During Family and Medical Leave
Return to Work After Family and Medical Leave
California Parental Leave
Leave Interactions
Penalties for Violating Family, Medical and Parental Leave Laws
Pregnancy Disability Leave
Pregnancy Disability Leave Overview
Pregnancy Disability Leave Notice Requirements
Pregnancy Disability Leave Requirements
Providing Reasonable Accommodation and Transfers
Pay and Benefits During Pregnancy Disability Leave
Returning to Work After PDL
Pregnancy Discrimination
Penalties for Failing to Comply with Pregnancy Disability Leave Laws
Employees Expressing Breast Milk at Work
Paid Sick Leave
California's Mandatory Paid Sick Leave Law Overview
Employers Covered Under the Mandatory Paid Sick Leave Law
Employees Entitled to the Benefit
Calculating Leave - Employer Options
Permissible Usage
Parameters of Paid Sick Leave Use
Paying the Employee for the Sick Day
Employee Leaves Employment and Reinstatement
Posting, Notices and Recordkeeping
Protections and Attendance
Penalties for Non-Compliance
Optional Additional Paid Sick Leave
Coordinating Paid Leave
Kin Care
Vacation, Paid Time Off and Holidays
Vacation
Paid Time Off (PTO)
Holidays
Organ and Bone Marrow Donor Leave
Organ and Bone Marrow Donor Leave Explained
Crime Victim's Leave
Victims' Leave for Judicial Proceedings Related to the Crime
Leave for Any Proceeding Involving Victims' Rights
Domestic Violence and Sexual Assault and Stalking Victims' Leave
Mandatory Paid Sick Leave for Victims
Time Off for Legal Proceedings
Time Off for Medical Treatment: Employers With 25 or More Employees
Discrimination Protections
Accommodating Victims
Required Notice
Jury or Witness Duty Leave
Jury or Witness Duty Leave Explained
Military Service Leave
Military Service Leave (USERRA)
Military Service Leave (California)
Military Spouse Leave
School Appearance and Activities Leave
School Appearance Leave
School and Child Care Activities Leave
Volunteer Civil Service Leave
Eligibility for Volunteer Civil Service Leave
Civil Air Patrol Leave
Voting Leave
Voting Leave Explained
Other Leaves
Extended Disability Leave
Personal Leaves of Absence
Bereavement Leave
Unpaid Personal Leave
Education Leave
Sabbaticals
Paid Family Leave
Discrimination
Discrimination Defined
Protected Classes
Unequal (Disparate) Treatment
Unequal (Disparate) Impact
Discrimination Law Posting Requirements
Retaliation
California Law Defines Retaliation Protections
Federal Laws Define Retaliation Protections
Whistleblower Protections
Proving Retaliation
Preventing Retaliation
Types of Discrimination
AIDS or HIV-Positive Status
Age
Gender, Sex, Gender Identity and Expression
Wage Equality - Fair Pay Act
Harassment
Medical Condition and Genetic Information
Marital Status
Military and Veteran Status
National Origin Discrimination
Pregnancy
Race
Religion
Sexual Orientation
Laws Prohibiting Discrimination
California Constitution
California's Fair Employment and Housing Act (FEHA)
California Unfair Competition Law (UCL)
Title VII of the Civil Rights Act of 1964 (Title VII)
The Civil Rights Act of 1991
Age Discrimination in Employment Act of 1967 (ADEA)
California's Fair Pay Act
California Laws Prohibiting Human Trafficking
Other Federal and State Protections
Immigrant Workers and Discrimination/Retaliation Protections
Health Care Employees and Discrimination Protection
Workers' Compensation and Discrimination Protections
Lawful Conduct Outside of Work and Discrimination Protections
Political Activity and Discrimination Protections
California Codes and Discrimination Protections
Protection for Discussing Working Conditions
Public Assistance and Discrimination Protections
National Labor Relations Act (NLRA)
Other Discrimination Related to the Workplace
Discrimination Versus Free Speech
Dress Standards
Height and Weight Standards
Claims and Lawsuits
Filing a Discrimination Claim Under Federal Law
Filing a Discrimination Charge Under State Law
Supervisors not Personally Liable for Discrimination or Retaliation
Claims Filed Under the California Civil Code
Investigations
Guidelines for Responding to Discrimination Investigations
Scope of a Discrimination Investigation
Managing Company Response to a Discrimination Investigation
Penalties
Remedies Under FEHA
Compensatory and Punitive Damages Under Title VII
Front Pay Unlimited Under Title VII
Punitive Damages Under Title VII
Limits on Punitive Damages in Discrimination Lawsuits
Defense Against Claims
Bona Fide Occupational Qualification (BFOQ) as a Discrimination Defense
Business Necessity as a Discrimination Defense
Job-Relatedness as a Discrimination Defense
"Reasonable Factor Other than Age" as an Age Discrimination Defense
Security Regulations as a Discrimination Defense
Nondiscrimination or Affirmative Action Plans as a Discrimination Defense
The "Same-Actor Inference" Defense
Otherwise Required by Law as a Discrimination Defense
Discrimination Prevention
Required Policy
Avoiding Discrimination
Required Postings
Discrimination Reporting Requirements
EEO Reporting Requirements
Affirmative Action Reporting
Individuals With Disabilities
Veterans Reporting
Required State Contractor Reporting Forms
Affirmative Action
Affirmative Action and Federal Contractors and Subcontractors
State Contractors and Subcontractor Nondiscrimination Programs
Preparing an Affirmative Action Program
Voluntary Affirmative Action Plans
Harassment
Sexual Harassment Defined
Hostile Environment Harassment
Harassment Coverage
Harassment Retaliation
Liability for Sexual Harassment
Sexual Harassment Claims and Lawsuits
Effective Harassment Prevention
Investigations
Investigations Overview
Example of a Proper Investigation
Example of Improper Investigations
Select the Sexual Harassment Investigator
Take Interim Action Pending the Investigation's Outcome
Take Accurate Notes
Interview the Complainant
Interview the Alleged Harasser
Interview Other Witnesses
Conduct Follow-Up Interviews
Prepare an Investigation Summary and Retain Files
Resolving Sexual Harassment Complaints
Defamation Protection After Harassment Complaint
Mandatory Harassment Prevention Training
Harassment Prevention Training Requirements for Specific Industries or Individuals
Disabilities and Accessibility
Laws Protecting Employees with Disabilities
ADA and FEHA
Proving Discrimination
Discrimination on the Basis of Genetic Characteristics and Genetic Information
Drugs and Alcohol
Workplace Injuries and Disability Discrimination
Disabilities and Employee Benefits
Temporary Workers and Disability Discrimination
Required ADA/FEHA Posters
Definitions
Examples of Disabilities
"Record Of," "Regarded As" and "Perceived As" Defined
Exclusions From Disability
Correctable Impairments May Be Disabilities
"Limits" and "Substantially Limits" Defined
"Major Life Activities" Defined
"Qualified Individual With a Disability" Defined
"Essential Job Functions" Defined
Types of Covered Disabilities
Reasonable Accommodation
Examples of Accommodations
Accommodating Residual Effects of a Disability
Interactive Process for Reasonable Accommodations
Obligations of the Employer in the Interactive Process
Obligations of the Employee in the Interactive Process
Employer Must Go Beyond Initial Accommodation
Reasonable Accommodation Obligation Is Ongoing
Reassignment as a Reasonable Accommodation
Telecommuting as a Reasonable Accommodation
Extended Disability Leave as a Reasonable Accommodation
Attendance and Accommodations
Seniority System and Accommodation
Assistive Animals as an Accommodation
Failure to Accommodate
Undue Hardship
Defenses
Direct Threat to Health or Safety of Others
Direct Threat to Health or Safety of Self
Food Handling Risk
Health Care Employees Threat to Others
Reasonable Accommodation and Hostile Conduct
Documentation of Disability
Sufficient Documentation
Confidentiality of Medical Records
Physician's Examination
Medical Exams and Inquiries
Medical Examinations and Inquiries Defined
Nonmedical Examinations
Disability-Related Inquiries
Recruiting and Advertising and Disability-Related Inquiries
Employee Health and Wellness Programs and Disability-Related Inquiries and Examinations
Applications and Job Tests for People With Disabilities
Medical Examinations and Inquiries Prior to Offer of Employment
Medical Examinations and Inquiries Post-Offer/Pre-Employment
Medical Examinations and Inquiries During Employment
Medical Examinations and Inquiries When the Employee Is an Applicant
Medical Information From Third Parties
Disability Claims, Enforcement and Penalties
Disability Harassment Claims
Disability Retaliation and Interference Claims
Disability Association Claims
ADA and FEHA Remedies and Enforcement
Failure to Accommodate Claims
Disability Leave
Accessibility Resources
Discipline & Termination
Categories of Disciplinary Issues
Absenteeism and Tardiness
Performance and Conduct
Making Disciplinary Decisions
Progressive Discipline
Issuing Warnings
Documenting the Discipline Process
Consistency and Reasonableness in Disciplinary Decisions
Holding Investigatory Meetings
Taking Disciplinary Action
Demoting Employees
At-Will Employment
Preserving At-Will Employment
Promise to Terminate for Just Cause
Employment Contracts Modify At-Will Employment
When You Cannot Terminate
Anti-Discrimination Statutes
Protected Activities
Anti-Retaliation Statutes
Avoiding Wrongful Termination Lawsuits
Avoiding Wrongful Termination Lawsuits Overview
Limiting Exposure to Lawsuits
Understanding Constructive Discharge Claims
Investigating Employees
Avoiding Public Policy Violations
Avoiding Public Policy Violations Overview
Misleading Potential Employees
Holding Corporations Liable for Wrongful Termination
Final Pay
Final Pay Explained
Exit Interviews
Exit Interviews Explained
Employee Notices
Providing the For Your Benefit Pamphlet (Form DE 2320)
Providing the Notice of COBRA Rights
Termination Notice and Unemployment Insurance
Provide a Statement of Reasons for Termination
Providing References for Former Employees
Discipline and Termination Policies
Layoffs
Making and Documenting Layoff Decisions
Displaced Workers
Mass Layoffs and Plant Closings
Covered Employers
Events That Trigger the WARN Act
WARN Act Notice Content and Recipients
Exceptions to the 60-Day WARN Notice Requirement
Penalties for Violating the WARN Act
COBRA and Cal-COBRA
COBRA
Covered Employers
Covered Employees
Qualifying Events and Extending COBRA Coverage
Denying and Terminating COBRA Coverage
COBRA Coverage Must Equal Active Employees Coverage
Converting a Group Policy to an Individual Policy
COBRA Notice Requirements
Electing COBRA Coverage
Paying for COBRA Coverage
COBRA Interaction With Other Laws
Prohibited Acts and Penalties
Cal-COBRA
Cal-COBRA Interaction with COBRA
Cal-COBRA Qualified Beneficiary
Individuals Excluded From Cal-COBRA
Cal-COBRA and Domestic Partners
Cal-COBRA Qualifying Events
Cal-COBRA Notice Requirements
Cal-COBRA Cost
Cal-COBRA Length of Coverage
Workplace Safety
Creating a Health and Safety Plan
Minimum Workplace Safety Requirements
Heat Illness Prevention Plans
Providing Personal Protective Equipment
Injury and Illness Prevention Program (IIPP)
Emergency Action Plan
Fire Prevention Plan
Work Surfaces, Control Devices and Emergency Equipment
Hazard Communication Program (HAZCOM)
Repetitive Motion Injuries (Ergonomics)
Health Care Workers
Hotel Housekeepers
Amusement Ride Safety
Other Standards to Consider
Why You Must Maintain These Plans
Creating a Written Program
Cal/OSHA Requirements and Inspections
Reporting Serious Injury or Death
Recording Work-Related Injuries and Illnesses
Providing Safety Training
When Does Cal/OSHA Perform Inspections?
What Should You Do to Prepare for a Cal/OSHA Inspection?
What Is the Cal/OSHA Inspection Process?
What Happens if the Inspector Finds a Violation?
What Happens If You Disagree With the Results of an Inspection?
Drugs and Alcohol
Federal Drug-Free Workplace Act of 1988
California's Drug-Free Workplace Act
Adult Use of Marijuana Act
Transportation Industry Drug and Alcohol Testing
When Drug Testing May Be Permitted
Drug- and Alcohol-Free Workplace Policies
Drug or Alcohol Rehabilitation
Smoking in the Workplace
Heat Illness
Heat Illness Overview
Providing Water
Providing Shade
Acclimatization
Training Employees on Heat Illness
Implementing High-Heat Procedures
Emergency Response Procedures
Documenting Heat Illness Prevention Procedures
Recognizing Conditions That Create Heat Illness
Recognizing Symptoms of Heat Illness
Outdoor Workplaces vs. Indoor Workplaces
Violence in the Workplace
Reducing the Risk of Workplace Violence
Assessing Vulnerability
Preventing Workplace Violence
Responding to Workplace Violence
Recording and Reporting Incidents of Workplace Violence
California Laws About Workplace Violence
Understand the Warning Signs and Risk Factors for Workplace Violence
Creating Violence Prevention Policies
Industry-Specific Workplace Violence Requirements
Factors That Increase The Risk Of Workplace Violence
Workers' Compensation
What is Workers' Compensation?
Workers' Compensation Benefits and Administration
Covered Employers and Employees
Employers Covered by Workers' Compensation
Workers' Compensation Coverage Agreements Between Employers
Employees Covered By Workers' Compensation
Who Isn't Covered by Workers' Compensation?
Independent Contractors and Workers' Compensation
Subcontractor Employees
Covered Injuries
Covered Injuries Overview
Injuries Outside the Workplace
Workers' Compensation Exceptions for Emergency Personnel
Types of Injuries Covered
Exclusive Remedy for Workplace Injuries
Exclusions From Workers' Compensation Coverage
Employee Injuries While Commuting
Aggravation of a Previous Injury or Illness
Injuries to Telecommuters
Injuries Caused by Employee Misconduct
Multiple Injuries and Apportionment
Death Benefits
Stress-Related Injuries
Stress-Related Injuries Overview
Defending Against Claims of Stress-Related Injuries
"Good Faith Personnel Action" Defense
Posters and Notices
Workers' Compensation Poster and MPN Posting
Workers' Compensation Pamphlet
Written Notice for Crime Victims
Written Notice for Victims of Terrorist Act
Medical Treatment Rights and Obligations
Predesignating a Personal Physician, Chiropractor or Acupuncturist
Mandatory Utilization Review, Independent Medical Review, and the Appeal Process
What to do When an Injury Occurs
What to do When an Injury Occurs Overview
Provide Medical Care
Give the Employee a Workers' Compensation Claim Form
Report the Incident to the Insurance Company
Cal/OSHA Record Keeping Obligations
Report Serious Incidents or Death
Investigate and Take Preventative Measures
Communicate With the Employee
Privacy of Workers' Compensation Medical Records
Promote Prompt Claim Closure
Returning Permanent and Stationary Employees to Work
Offering a Modified or Alternate Position
Return to Work Incentives
Supplemental Job Displacement Benefits
Benefits During Workers' Compensation
Penalties
Penalties Explained
Penalties for Workers' Compensation Fraud
Employee Protection from Discrimination
Employee Protection from Discrimination Overview
Disability Discrimination Laws and Workers' Compensation
Employees Can Sue for Discrimination
Privacy
Balancing Privacy Against Business Needs
Provide Advance Notice of Workplace Privacy
Obtain Consent to Access Private Information
Have a Legitimate Business Purpose to Search
Seek Advice of Counsel When Privacy Is an Issue
Federal and State Privacy Protections
Constitutional Privacy Protections
Common Law Privacy Claims
Monitoring Employees
Establishing Company Property and Privacy Policies
Shopping Investigations
Property Searches
Electronic Surveillance
Telephone, Voice Mail and Email Monitoring
Computers and Privacy
Protecting Employer Information
Noncompetition Agreements Generally Prohibited
Trade Secrets
Confidentiality Policies
Soliciting Customers
Unfair Competition
Employee Inventions
Social Media
Restricted Access to Personal Social Media Accounts
Using Social Media as a Hiring Tool
Social Media and Employee Discipline
Social Media and Employer Policies
Company Social Media Accounts
Personnel Records
Keeping Employee Information Private
Keeping Personnel Records Private
Keeping Medical Information Private
Keeping Credit Information Private
Considering Personal Relationships and Off-Duty Conduct
Considering Political Affiliation
Employee Illiteracy
Keeping Fingerprints and Photographs Private
Keeping Electronic Information Private
Keeping Social Security Numbers Private
Keeping Driver's Licenses Private
Recordkeeping
How Long to Retain Records
Where to Retain Records
Disposing of Records
Accessing Employee Information
Access to Personnel Files
Access to Payroll Files
Government Agencies and Access to Records
Civil Action Subpoena of Records
Service of Subpoenas on Employers
Child Support Laws and Employee Records
Responding to Reference Checks
General Guidelines for Responding to Reference Checks
Defamation Protection - Harassment Complaints
Compelled Self-Publication
Statements to a Police Department
Unions
National Labor Relations Act
National Labor Relations Act Overview
Jurisdictional Standards
Covered Employers
Excluded Employees
The Department of Labor's Persuader Rule
Rights of Employees
National Labor Relations Board Powers
National Labor Relations Board (NLRB) Powers Overview
Unfair Labor Practice Charges
Unfair Labor Practices of Employers
Unfair Labor Practices Overview
Unfair Labor Practices of Unions
Other Unfair Labor Practices of Unions and Employers
Protected Concerted Activity in Union and Non-Union Workplaces
Protected Concerted Activity in Union and Non-Union Workplaces Overview
Employer Investigations
Arbitration Agreements
Balancing of Protected Rights and Employer Justifications
Employee Handbooks and Employment Policies
Guidance from the NLRB General Counsel
Overly Broad Confidentiality Provisions
Policies Against Union Insignia
Social Media Use and Unfair Labor Practice Charges
Use of Employer's Email System for Protected Activities
Practical Considerations For Employers
Employee Rights to Strike and Picket
Economic Strike Defined
Unfair Labor Practice Strike Defined
Strikes Unlawful Because of Purpose
Unlawful Strike in Violation of No-Strike Provision
Misconduct of Strikers
The Right to Picket
Union Picketing on Private Property
Legality of Intermittent or Partial Strikes
Representation and Election Process
Representation and Election Process Overview
Union Organizing Tactics
Practical Considerations For Employers
Exclusive Bargaining Representative
Other Petitions and Elections
Collective Bargaining
Duty to Bargain in Good Faith
Ending or Changing a Contract
Subjects of Bargaining
Violating an Employer's Duty to Bargain
Adjustment of Grievances
Union Security Agreements
Union Security Agreements Overview
Building and Construction Industry Exception
Religious Objections to Union-Security Agreements
Construction Industry Pre-Hire Union-Security Agreements
Employee Policies & Handbook
Required Posters & Pamphlets
Q&As
Local Ordinances
Northern California
Alameda
Alameda Minimum Wage Ordinance
Belmont
Belmont Minimum Wage Ordinance
Berkeley
Berkeley Minimum Wage Ordinance
Berkeley Paid Sick Leave Ordinance
Berkeley Family Friendly and Environment Friendly Workplace Ordinance
Cupertino
Cupertino Minimum Wage Ordinance
Daly City
Daly City Minimum Wage Ordinance
El Cerrito
El Cerrito Minimum Wage Ordinance
Emeryville
Emeryville Minimum Wage Ordinance
Emeryville Paid Sick Leave Ordinance
Emeryville Fair Workweek Ordinance
Fremont
Fremont Minimum Wage Ordinance
Los Altos
Los Altos Minimum Wage Ordinance
Milpitas
Milpitas Minimum Wage Ordinance
Mountain View
Mountain View Minimum Wage Ordinance
Oakland
Oakland Minimum Wage Ordinance
Oakland Paid Sick Leave Ordinance
Palo Alto
Palo Alto Minimum Wage Ordinance
Redwood City
Redwood City Minimum Wage
Richmond
Richmond Minimum Wage Ordinance
San Francisco
San Francisco Minimum Wage Ordinance
San Francisco Paid Sick Leave Ordinance
San Francisco Family Friendly Workplace Ordinance
San Francisco Paid Parental Leave Ordinance
San Francisco Fair Chance Ordinance
San Francisco Discrimination Prohibition Ordinance
San Francisco Drug-Free Workplace Ordinance
San Francisco Drug Testing Regulations Ordinance
San Francisco Non-Interference in Personal Relationships Ordinance
San Francisco Retail Workers Bill of Rights
San Francisco Health Care Security Ordinance
San Francisco Lactation in the Workplace Ordinance
San Francisco Consideration of Salary History Ordinance
San Jose
San Jose Minimum Wage Ordinance
San Jose Opportunity to Work Ordinance
San Leandro
San Leandro Minimum Wage Ordinance
San Mateo
San Mateo Minimum Wage Ordinance
Santa Clara
Santa Clara Minimum Wage Ordinance
Santa Cruz
Santa Cruz Anti-Discrimination Ordinance
Sunnyvale
Sunnyvale Minimum Wage Ordinance
Southern California
Los Angeles City
Los Angeles City Minimum Wage Ordinance
Los Angeles City Paid Sick Leave
Los Angeles City Fair Chance Initiative
Los Angeles County
Los Angeles County Minimum Wage Ordinance
Malibu
Malibu Minimum Wage Ordinance
Pasadena
Pasadena Minimum Wage Ordinance
San Diego
San Diego Minimum Wage Ordinance
San Diego Paid Sick Leave
Santa Monica
Santa Monica Minimum Wage Ordinance
Santa Monica Paid Sick Leave
Local Ordinances Map
Local Ordinances Wizard
Local Ordinances Forms
Local Ordinances Q&A
Local Ordinances Video Tour
Sample Local Ordinance - San Francisco Minimum Wage
Forms & Tools
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Checklists
Wizards
Leave Interaction Wizard
Exempt/Nonexempt Wizard
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Safety Compliance Wizard
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New Hire Guide
Which Laws Apply
How To's
How To: Conduct the Hiring Process
How To: Conduct a Criminal Background Check
How To: Oversee Pre-Employment Drug Testing
How To: Create an Employee Handbook
How To: Develop a Harassment Prevention Policy
How To: Implement Paid Sick Leave
How To: Manage Family and Medical Leave
How To: Administer Pregnancy Disability Leave
How To: Administer Paid Family Leave
How To: Pay Employees
How To: Terminate an Employee
How To: Prepare a Final Paycheck
SmartStub
Quizzes
Child Labor Law Quiz
Form I-9 Quiz
Independent Contractor Quiz
Holiday Pay Quiz
Meal and Rest Breaks Quiz
Overtime Quiz
California Parental Leave Quiz
Paid Sick Leave Quiz
FMLA/CFRA Quiz
Pregnancy Disability Leave Quiz
Sexual Harassment Quiz
Sexual Harassment Prevention Training Quiz
Final Pay Quiz
COBRA Quiz
Records Retention Quiz
Webinars
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Local Ordinances
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Reuse Request
Los Angeles County
The following local ordinances are specific to the county of Los Angeles.
Los Angeles County Minimum Wage Ordinance
Los Angeles County Minimum Wage Ordinance
The County of Los Angeles enacted a minimum wage ordinance that requires you to pay any employee who works at least two hours in a particular week within the unincorporated areas of the County at the local minimum wage.
Purchase Los Angeles County Labor Law Posters
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