Who must post the City of Los Angeles, CA Fair Work Week Poster?
Employers in retail businesses with 300 or more employees (globally), are required to post the City of Los Angeles, CA Fair Work Week Official Notice in a conspicuous place at any workplace or job site where any employee covered by the City of Los Angeles Fair Work Week Ordinance works. (L.A.M.C. § 188.03).
- Covered retail businesses are those that fall within NAICS retail trade categories 44-45. This includes:
- Motor Vehicle and Parts Dealers
- Building Material and Garden Equipment and Supplies Dealers
- Food and Beverage Retailers
- Furniture, Home Furnishings, Electronics, and Appliance Retailers
- General Merchandise Retailers
- Health and Personal Care Retailers
- Gasoline Stations and Fuel Dealers
- Clothing, Clothing Accessories, Shoe, and Jewelry Retailers
- Sporting Goods, Hobby, Musical Instrument, Book, and Miscellaneous Retailers
- Covered employees are those who:
- Qualify for State minimum wage, and
- Perform at least two hours of work in a workweek within the geographic boundaries of the City.
What does the Fair Work Week poster cover?
The Fair Work Week poster informs employees that their employer:
- Must provide a new employee with a written good faith estimate of the employee’s work schedule before hiring.
- Must provide existing employees with their work schedules within 10 days of the employee’s request, and pay time and one-half for work performed with an insufficient rest period between shifts.
- Cannot require an employee to work a shift less than 10 hours from their last shift without their written consent.
- Must provide written notice of an employee’s work schedule at least 14 calendar days in advance.
- Consider an employee’s scheduling request, which the employer can accept or decline for reasons given in writing.
- Must offer available work hours to employees before hiring new workers.
- Pay “Predictability Pay” for employer-initiated schedule changes with less than 14 days’ advance notice.
Predictability Pay Rates are:
- For an increase in hours exceeding 15 minutes – One hour of pay at the employee’s regular rate of pay.
- For a change in scheduled date/time/location (no change in hours lost) – One hour of pay at the employee’s regular rate of pay.
- For an on-call shift where the employee is not called in – One-half the employee’s regular rate of pay for the hours not worked.
How are employees protected?
Employees are protected from discrimination or retaliation for exercising their rights under the Fair Work Week Ordinance. More information is available from the Office of Wage Standards (OWS) by calling, emailing, or visiting the OWS’ website contact information provided on the poster.