California Labor &
Employment Law Blog

Oct. 21 2008

San Francisco Employers Must Soon Provide Commuter Benefits

Topics: New Laws & Legislation

Effective January 19, 2009, San Francisco employers with 20 or more employees (including full-time, part-time, temporary employees, and employees who perform work outside of San Francisco) are required to offer commuter benefits to employees who work an average of at least 10 hours per week in San Francisco. An employer may comply with this new City Ordinance in one of three ways: (1) allowing employees to elect to exclude from taxable wages commuting costs incurred for transit passes (MUNI, BART, AMTRAK, CALTRAIN, SAMTRANS, or GOLDEN GATE TRANSIT) or vanpool charges, up to a maximum of $110 per month; (2) supplying the employees with paid transit passes for the public transit of the employee's choosing, orreimbursing the employee for such costs, up to a current maximum of $45 per month; or (3) furnishing employees with employer-provided and funded transportation in a vanpool, bus or similar vehicle operated by or for the employer and at no cost to the employee.

Employers who fail to comply may be issued administrative citations and fines by San Francisco's Department of the Environment.You can findmore information on the Commuter Benefits Ordinance on San Francisco's Department of Environment website by clickinghere.

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For over 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent represents employers, including major food and retail companies, in all types of employment litigation: wrongful termination, retaliation, breach of contract, wage and hour (California Labor Code) and unfair competition. She also regularly counsels and advises California employers on issues of compliance with California and federal employment laws.
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