LA Work Wages – What Employers Need to Know
In Los Angeles, the minimum wage will increase to $15 an hour on July 1, 2018. Learn about LA Work Wages, the Living Wage and what employers are required to post in their workplace. In addition, learn about the requirements to post a prevailing wage poster. And learn about the exemptions from this requirement. Read on to find out more about the new LA Work Wages. Then, apply these laws to your own workplace. We’ve broken down the key points.
Los Angeles minimum wage increases to $15 per hour on July 1, 2018
The city of Los Angeles has pushed a ballot initiative to raise the minimum wage to $15 per hour on July 1. The new policy benefits both businesses and workers. In fact, over 600,000 Angelenos earn less than minimum wage. Moreover, it is the perfect time to increase wages. Despite the opposition of business groups, the increase has been widely accepted. The minimum wage is tied to the Consumer Price Index, which means it will increase each year.
The minimum wage increase in Los Angeles will affect nearly 40,000 workers. Unlike other cities that raise minimum wages only when inflation rises, the increase in the minimum wage will automatically adjust with the rising cost of living. Restaurants will no longer be able to count tips toward the minimum wage, which will affect 40,000 workers. Eventually, it will be phased out entirely. But until then, it will continue to rise as the cost of living increases.
Los Angeles Living Wage
The Living Wage Ordinance in Los Angeles was passed in 1997. It sets a minimum annual wage for workers and applies to economic development grants and city service contracts. The living wage requires employers to pay at least $7.99 per hour for covered workers, as well as an additional $1.25 an hour toward health insurance premiums. It also mandates automatic annual cost of living increases for wages and gives employees 12 days off a year.
In April 2004, workers from Cintas filed a lawsuit against the company, claiming that the living wage ordinance required Cintas to pay its employees a living wage. The lawsuit alleged that Cintas was required to pay the living wage because of contracts it had with the Los Angeles Department of Water and Power. The lawsuit was eventually dismissed, but it is not over. It will be hard to convince the city of the importance of the living wage ordinance.
Employers required to display prevailing wage poster
Employers are required to display certain notices to employees and job applicants. These must be posted in a prominent location, accessible to applicants, and provided electronically if part of the application process is online. These notices include the Migrant and Seasonal Agricultural Workers Protection Act, or MSPA, poster. To ensure compliance with the law, employers must conduct an inventory of labor law posters at their facility, and the government may help with this.
Posters must also clearly state the wage rates, as well as the minimum and maximum work hours. They should also contain the words “PREVAILING WAGE” and be in two-inch-high type. Additional posting requirements may apply in specific local jurisdictions in New York. Contact local law enforcement authorities to determine the requirements in your area. These notices are intended to inform employees about their rights and the applicable labor laws.
Exemptions from prevailing wage requirements
Louisiana has no minimum wage or overtime laws and no specific exemptions for computer systems analysts, software engineers, or other similarly skilled workers. However, most employers in the state are covered by the federal Fair Labor Standards Act. Here are some examples of exceptions for these workers. One of the most common exemptions is for those who earn two times the state minimum wage. However, it is important to note that some of these exemptions do not apply to the entire workforce, such as managers, executives, and professionals who work a specific number of hours each week.
Another exception for workers in certain industries is the Youth Minimum Wage Program. This program allows employers to pay young workers as low as $4.25 per hour during their first 90 days. After that, young workers must be paid the full minimum wage. This program is designed to train young workers and is widely considered unfair by many labor groups and workers. However, it is an important part of the labor market, and it is important that businesses comply with these laws.