California Labor &
Employment Law Blog

LIKE FOURTH OF JULY FIREWORKS, MINIMUM WAGES “EXPLODE” IN MANY CALIFORNIA LOCAL JURISDICTION
Jul. 5 2018

LIKE FOURTH OF JULY FIREWORKS, MINIMUM WAGES “EXPLODE” IN MANY CALIFORNIA LOCAL JURISDICTION

Topics: New Laws & Legislation, Wage & Hour Issues

Whether you celebrated the Fourth of July with fireworks, hot dogs, hamburgers, or reciting the Declaration of Independence (“We hold these truths to be self-evident, that all men are created equal, that they are endowed, by their Creator, with certain unalienable Rights, that among these are Life, Liberty, and the pursuit of Happiness”), remember that many California city and local governments increased the minimum wage hourly pay requirements on July 1, 2018, including:

  • City of Los Angeles - $12.00 (25 or fewer employees)/$13.25 (26+ employees)
  • County of Los Angeles - $12.00 (25 or fewer employees)/$13.25 (26+ employees)
  • Emeryville - $15 (1-55 employees)/$15.69 (56+ employees)
  • Malibu - $12.00 (25 or fewer employees)/$13.25 (26+ employees)
  • Milpitas - $13.50
  • Pasadena - $12.00 (25 or fewer employees)/$13.25 (26+ employees)
  • San Francisco - $15.00
  • San Leandro - $13.00
  • Santa Monica - $12.00 (25 or fewer employees)/$13.25 (26 or more employees)

About CDF

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 has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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