Minimum Wage & Paid Sick Leave Law Updates for California Cities and Counties

On April 4, 2016, Governor Jerry Brown signed the “Fair Wage Act of 2016,” a bill that aims to increase California’s minimum wage to $15.00 per hour by the year 2022. Under California law, employers must also offer employees at least 3 days, or 24 hours, of sick leave per year. This statewide law applies to all cities and counties within the state of California. However, some cities within California have chosen to add to the statewide laws with their own more expansive minimum wage and paid sick leave ordinances. As it can be difficult for employers to keep track of all these constant changes, we have taken the time to highlight some of those changes in several major California cities.

CALIFORNIA STATE LAW- ALL COUNTIES

As of January 1, 2016 the required minimum wage for the state of California is $10.00 per hour. On January 1, 2017, the minimum wage for business with 26 employees or more will increase to $10.50 an hour. On January 1, 2018 it will increase to $11.00 an hour and by $1 each subsequent year until it reaches $15.00 in 2022. Employers with 25 employees or less will have an extra year to comply with the new law, and the wage increase will not go into effect until January 1, 2018.

In addition, any employee who works in California for 30 or more days is entitled to receive paid sick leave. An employer is required to provide a minimum of 3 days of sick leave per year, and after 90 days of employment an employee may begin to accrue sick leave at a rate of 1 hour for every 30 hours worked. Accrued sick leave may be carried over to the next year, however an employer may choose to cap the amount of paid six leave an employee may use per year to 6 days or 48 hours.

Notice to Employees

Employers must provide notice of these laws to employees by: (1) Displaying the state’s official poster; (2) Including paid sick leave information in the wage notices of nonexempt employees; and (3) Including the amount of paid sick leave available in the employees’ wage statements. Employers must also keep records documenting hours worked and paid sick leave accrued for the last 3 years.

These minimum statewide laws apply to all cities and counties in California, and includes the regions below.

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The Grady Firm, P.C. Celebrates Its Third Anniversary With Expansion Across California and Latin America

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On March 19, 2015, The Grady Firm, P.C. celebrates its third anniversary. Founded in 2012 by Jennifer Grady, Esq. as a one-woman firm dedicated to serving the legal and business counseling needs of entrepreneurs, the firm has evolved into a one-stop shop for business owners with a team of eight attorneys specializing in business, employment, litigation, immigration, and international business law.

The Los Angeles office located at 5900 Wilshire Blvd, Los Angeles, CA 90036.

The Los Angeles office in Miracle Mile

The firm has offices throughout California, in its Los Angeles Headquarters in the museum district of Miracle Mile; the Financial District of San Francisco; and the Gaslamp Quarter of San Diego. Most recently, The Grady Firm will be partnering with a law firm in Guadalajara, Mexico, in order to establish a link between businesses in the United States and Mexico, and open its first office abroad.

Presenting to Startup Chile

Ms. Grady speaking to entrepreneurs at Start-up Chile

This year, the firm expanded globally by pursuing international business opportunities in Chile, Argentina, and Mexico by acting as the liaison for international Startups wishing to expand their market reach to the United States. To that end, Ms. Grady attended the IIUSA EB-5 Conference in San Francisco in October; gave a presentation to a community of international entrepreneurs at Start-up Chile, a government-funded incubator in Santiago de Chile; and established relationships with Argentinian, Mexican, and Swedish investors intending to open new businesses in the United States.

Ambassador Locke

With Ambassador Locke, former US Ambassador to China, at the IIUSA EB-5 Conference in San Francisco

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The Top Six I-9 Compliance Issues to Avoid

ImageTo many employers and HR professionals, an I-9 form may appear to be a simple one-page piece of hiring paperwork. However, the one page I-9 form comes with enough rules and regulations to fill a 69-page how-to manual, the M-274 Handbook for Employers.

There are many common mistakes and human errors that can be made while completing and maintaining I-9 records. If an employer fails to complete or maintain I-9 documentation correctly, that employer may fall out of compliance with Immigration and Customs Enforcement (ICE) rules and suffer harsh financial penalties.

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For additional information, visit: http://www.uscis.gov/i-9 and

http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Employment-Tax-Forms