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San Diego Issues Required Postings, Acknowledgement Form under Earned Sick Leave and Minimum Wage Ordinance

By David G. Hoiles, Jr. and John P. Nordlund
  • September 13, 2016

The City of San Diego’s Earned Sick Leave and Minimum Wage Ordinance went into effect on July 11, 2016. Beginning October 1, 2016, employers must post two new notices in the workplace and give employees and new hires a notice containing certain employer information. Failure to comply with these requirements may result in significant civil penalties.

(For details of the Ordinance, see our article, San Diego Earned Sick Leave and Minimum Wage Ordinance Approved by Popular Vote.)

Employers must post the following notices in a location in the workplace where all employees can easily read them: (1) earned sick leave and (2) minimum wage.

In addition, all employees (both exempt and nonexempt) who work in the City of San Diego must receive an individual employee notice. New employees hired to work in the City also must receive an individual notice as part of their new hire paperwork.

The City provides the notices in English and other languages.

Employers with operations in San Diego should seek legal guidance to ensure compliance with the new requirements. Please contact Jackson Lewis if you have any questions.

©2016 Jackson Lewis P.C. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis.

This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.

Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.

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