The Office of Wage Standards (OWS) of the Bureau of Contract Administration is responsible for implementing and administering the guidelines of the Los Angeles Minimum Wage and Minimum Wage Enforcement Ordinances in the City of Los Angeles. The OWS ensures that employers in the City comply with the appropriate minimum wage rates specified by the Ordinance through community outreach and investigation of potential wage theft violations to advance labor standards in the City.
Employer means any person, as defined in the California Labor Code including a corporate officer or executive, who directly or indirectly or through an agent or any other person, including through the services of a temporary services or staffing agency or similar entity, employs or exercises control over the wages, hours or working conditions of any Employee.
Employee means any individual who in any particular week performs at least two (2) hours of work within the geographic boundaries of the City of Los Angeles for any Employer. This Employee is covered by the Minimum Wage Ordinance regardless of immigration status or employment status whether the Employee is full-time, part-time, temporary, etc.
Starting July 1, 2016, the minimum wage in the City of Los Angeles will increase according to the following schedules:
|Effective Date||Employers With 26 or more Employees||
Employers with 25 or fewer Employees or Non-Profit corporations with 26 or more Employees with approval to pay a deferred rate
|7/1/2016||$10.50||$10.00 (CA State Minimum Wage)|
Starting July 1, 2016, all Employers, except for Employers with 25 or fewer Employees, will be required to provide paid sick leave according to the Los Angeles Minimum Wage Ordinance (MWO). The paid sick leave will be provided to all Employees who work at least two hours in a particular week in the City of Los Angeles for the same Employer for 30 days or more within a year. Employers with 25 or fewer Employees begin providing sick leave benefits on July 1, 2017.
|Front Loading||At least 48 hours provided either at the beginning of each year of employment, calendar year, or 12 month period ; OR-|
|Accrual||One hour of paid sick leave for every 30 hours worked.|
|72 Hour Cap||Accrued unused paid sick leave shall carry over to the following year of employment and may be capped at a minimum of 72 hours , however, an Employer may choose no cap or a higher cap.|
|Separation from employment||An Employer is not required to provide compensation to an Employee for accrued or unused sick days at separation from employment.|
|Reinstatement||If an Employee is re-hired within a year of separation from employment, previously accrued and unused paid sick leave shall be reinstated.|
|When||An Employee may use paid sick leave beginning on the 90th day of employment or July 1, 2016, whichever is later.|
|How||An Employer shall provide paid sick leave upon the oral or written request of an Employee for themselves or a family member, or for any individual related by blood or affinity. Qualified use of time can be found in LAMC Section 187.04 G.|
|The use of paid sick leave may be limited to 48 hours leave annually.|
Each and every day that a violation exists constitutes a separate and distinct violation. Any administrative fine assessed within a three(3)-year period in any Notice of Correction and determined to be a subsequent violation of the same provision by the same Employer may be increased cumulatively by fifty (50) percent from the maximum administrative fine allowed.
|Failure to post notice of the Los Angeles Minimum Wage rate and Sick Time Benefits- Municipal Code Section 188.03.A.||Up to $500|
|Failure to allow access to payroll records - Municipal Code Section 188.03.B.||Up to $500|
|Failure to maintain payroll records or to retain payroll records for four years - Municipal Code Section 188.03.B.||Up to $500|
|Failure to allow access for inspection of books and records or to interview employees - Municipal Code Section 188.03.C.||Up to $500|
|Retaliation for exercising rights under this article - Municipal Code Section 188.04 - The Penalty for retaliation is up to $1,000 per employee.||Up to $1,000|
|Failure to provide employer's name, address, and telephone number in writing - Municipal Code Section 188.03.A or 188.05.B.||Up to $500|
|Failure to cooperate with the Division's investigation - Municipal Code Section 188.05.B.||Up to $500|
|Failure to post Notice of Correction to employees - Municipal Code Section 188.06.D.||Up to $500|
This is a summary of certain provisions of the MWO. For complete requirements of the MWO, please refer to LAMC 187 and 188.
2016 Los Angeles Minimum Wage & Paid Sick Leave Poster
|Letter-sized (8.5x11)||Legal-sized (8.5x14)||Full-sized (11x17)|
Los Angeles Minimum Wage and Office of Wage Standards Ordinances
Rules and Regulations
Frequently Asked Questions
Employee Guide Trifolds