|Minimum Wage Ordinance||[NEW] Informational/training video now available for Employers and Employees|
The Emeryville City Council adopted an ordinance on Tuesday, June 2, 2015 that provides for a higher citywide minimum wage and additional paid sick leave provisions than required by the State of California. The new law went into effect July 2, 2015.
Annual Minimum Wage
Effective July 1, 2020:
Paid Sick Leave
On July 1, 2015, AB 1522 went into effect requiring that all Employers in the State of California provide Paid Sick Leave to both full-time and part-time Employees. The City’s ordinance includes additional Paid Sick Leave benefits beyond the State requirements. Emeryville’s ordinance requires Paid Sick Leave for full-time, part-time and temporary Employees.
Information regarding the Families First Coronavirus Response Act: The Families First Coronavirus Response Act took effect on April 1, 2020. This law provides emergency paid sick leave and expanded medical leave to eligible employees. The emergency paid sick leave must be provided to all eligible employees in addition to other paid sick leave or paid time off accruals the employee has earned.
Hospitality Service Charges
Emeryville’s new ordinance also requires that Hospitality Employers who collect service charges from customers must pay the entirety of those charges to the Hospitality Workers who performed those services for which the charge was collected.
|Fair Workweek Ordinance||[NEW] Informational/training video now available for Employers and Employees|
The Fair Workweek Ordinance became effective July 1, 2017.
From July 1, 2017 through December 31, 2017 the City implemented a “soft launch” of the ordinance. Full enforcement of the Fair Workweek Ordinance, including all penalties and fines for violations, began on January 1, 2018. Covered Employers under this Ordinance: Retail Firms with 56 or more employees globally and Fast Food Firms with 56 or more globally and 20 or more employees in Emeryville
Special Notice Regarding Fair Workweek and COVID-19: Due to the global coronavirus pandemic-COVID019, and the emergency stay at home orders issued by the State Public Health Officer and the Alameda County Public Health Officer, Covered Employers as defined by the City of Emeryville’s Fair Workweek Ordinance (Emeryville Municipal Code “EMC” Title 5, Chapter 39) are not required to provide premium pay for schedule changes as required by EMC § 5-39.04 if business operations “cannot begin or continue” during the period of the State and County emergency orders. (See EMC section 5-39.04, subsections (d)(1) and (d)(3).)
The City of Emeryville nevertheless emphasizes that, especially in this time of uncertainty for our community, it is important for businesses to have clear communication with employees regarding business operations and staffing needs on a daily basis.
|Eviction Harassment Ordinance||The City of Emeryville's Residential Landlord and Tenant Relations Ordinance will take effect on Saturday, April 1, 2017.|
The ordinance broadly regulates most residential rental units in the City, limits the reasons why landlords may terminate a tenancy in accordance with state laws, prohibits harassment of residential tenants, requires tenants be provided with notices of tenant rights under the ordinance, as well as a mandate that landlords use a form notice of termination of tenancy and provide a copy of the completed notice and applicable rental agreement to the City.
|Cannabis Regulations Ordinances|
|Lead-safe Renovation, Repair and Painting Ordinance||For construction projects requiring Building Permits, EPA's Lead Renovation, Repair and Painting Rule (RRP Rule) requires that firms performing renovation, repair, and painting projects that disturb lead-based paint in homes, child care facilities and pre-schools built before 1978 have their firm certified by EPA (or an EPA authorized state), use certified renovators who are trained by EPA-approved training providers and follow lead-safe work practices.View Odrinance|