Los Angeles Municipal Code Art. 8 Los Angeles Office of Wage Standards Ordinance

(Article Amended In Entirety by Ord. No. 187,710, Eff. 4/1/23.)

Section 188.00 Title and Clause. 188.01 Authority. 188.02 Definitions. 188.03 Postings and Records. 188.04 Retaliation Prohibited. 188.05 Enforcement. 188.06 Notice of Correction. 188.07 Penalties and Remedies Payable to the Employee. 188.08 Administrative Fines and Penalties Payable to the City. 188.09 Additional Remedies. 188.10 Administrative Appeal. 188.11 Other Remedies Not Affected. 188.12 Outreach. 188.13 Regulations. 188.14 Reports. 188.15 Severability.

(Title and Section Amended by Ord. No. 188,610, Eff. 9/8/25.)

This article shall be known as the “Los Angeles Office of Wage Standards Ordinance”. Wage theft occurs when employees are not paid the wages they are owed by their employers. Studies have concluded that employees in Los Angeles are disproportionately affected by the crime of wage theft in the State of California. The Office of Wage Standards within the Bureau of Contract Administration of the Department of Public Works enforces violations of wage theft and sick time benefits of the Los Angeles Minimum Wage Ordinance. The ordinance also establishes penalties and grants authority to the City of Los Angeles Police Commission to deny, revoke or suspend a police permit issued or requested by an employer found to have committed wage theft.

This ordinance authorizes the Office of Wage Standards to enforce the rights and benefits provided by the Fair Work Week Ordinance and the Citywide Hotel Worker Minimum Wage Ordinance. By investigating complaints and holding employers accountable, the City will communicate to employers that wage theft and denial of a fair work week will not be tolerated in Los Angeles. Holding employers accountable further serves as a deterrent to future actions by employers who otherwise would violate California wage and labor provisions within the City’s boundaries.

Moreover, imposing penalties and administrative fines for violations of the Los Angeles Minimum Wage Ordinance, the Fair Work Week Ordinance, the Citywide Hotel Worker Minimum Wage Ordinance, and the requirements of this article will also serve as a deterrent to employers who choose not to follow the law. The importance of correctly paying wages due and providing sick time to an employee is one of the highest mandates for the welfare of employees working in the City. Similarly, the welfare of employees working in the City requires that retail employers provide advance notice of work schedules, the right to rest ten hours between shifts, opportunities for additional hours, and predictability pay for late schedule changes.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

This article is adopted pursuant to the powers vested in the City of Los Angeles under the laws and Constitution of the State of California and the City Charter, including but not limited to, the police powers vested in the City pursuant to Article XI, Section 7 of the California Constitution and Section 1205(b) of the California Labor Code, to ensure compliance with the Los Angeles Minimum Wage law, Los Angeles Municipal Code Section 187.00, et seq., the Fair Work Week law, Los Angeles Municipal Code Section 185.00, et seq., and the Citywide Hotel Worker Minimum Wage Ordinance, Los Angeles Municipal Code Section 186.00, et seq.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

As used in this article, the following terms shall have the following meanings:

A. “City” shall mean the City of Los Angeles.

B. “City of Los Angeles Police Commission” is defined in Section 103.01 of this Code.

C. “Division” shall mean the Office of Wage Standards of the Bureau of Contract Administration within the Department of Public Works.

D. “Employee” shall have the same meaning as defined in Section 185.01 C. of this Code for purposes of application of the Fair Work Week Ordinance; and shall have the same meaning as defined in Section 187.01 C. of this Code for purposes of application of the Minimum Wage Ordinance; and shall have the same meaning as “Hotel Worker” as defined in Section 186.01 E. of this Code for purposes of application of the Citywide Hotel Worker Minimum Wage Ordinance.

E. “Employer” shall have the same meaning as defined in Section 185.01 D. of this Code for purposes of application of the Fair Work Week Ordinance; and shall have the same meaning as defined in Section 187.01 D. of this Code for purposes of application of the Minimum Wage Ordinance; and shall have the same meaning as “Hotel Employer” as defined in Section 186.01 D. of this Code for purposes of application of the Citywide Hotel Worker Minimum Wage Ordinance.

F. “Los Angeles Minimum Wage” means a minimum wage adopted by the Los Angeles City Council pursuant to Section 187.00, et seq., of this Code.

G. “OWS-Enforced Ordinances” means and refers to the ordinances for which the City of Los Angeles has conferred enforcement authority on the Office of Wage Standards of the Bureau of Contract Administration within the Department of Public Works, including the Fair Work Week Ordinance, Section 185.00, et seq., of this Code, the Citywide Hotel Worker Minimum Wage Ordinance, Section 186.00, et seq., of this Code, and the Los Angeles Minimum Wage Ordinance, Section 187.00, et seq., of this Code.

H. “Police Permit” means any permit identified in Section 103.12 of this Code.

I. “Predictability Pay” is defined in Section 185.01 H. of this Code.

J. “Sick Time Benefits” is defined in Section 187.04 of this Code.

K. “Work Schedule” is defined in Section 185.01 J. of this Code.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

A. Every Employer shall post in a conspicuous place at any workplace or job site where any Employee works, the notice published each year by the Division informing Employees of the current minimum wage rate, compensated time off, and their rights and other benefits under the OWS-Enforced Ordinances and this article. Every Employer shall post notices in English, Spanish, Chinese (Cantonese and Mandarin), Hindi, Vietnamese, Tagalog, Korean, Japanese, Thai, Armenian, Russian and Farsi, and any other language spoken by at least five percent of the Employees at the workplace or job site. Every Employer also shall provide each Employee at the time of hire the Employer’s name, address, and telephone number in writing. If the information the Employer provided to the Employee changes, the Employer shall provide the updated information in writing within ten days of the change.

B. Every Employer shall retain payroll records pertaining to Employees for a period of four years, and shall allow the Division access to such records, with appropriate notice and during business hours, to monitor compliance with the requirements of the Minimum Wage Ordinance and the Citywide Hotel Worker Minimum Wage Ordinance. For purposes of the Fair Work Week Ordinance, records must be retained pursuant to Section 185.09.

C. The head of the Division or their designee shall have access to all business sites and places of labor subject to the OWS-Enforced Ordinances, and this article during business hours to inspect books and records, interview employees and any other relevant witnesses, and investigate such matters as necessary or appropriate to determine whether an Employer has violated any provisions of the OWS-Enforced Ordinances, or this article.

It shall be unlawful for an Employer or any other party to discriminate in any manner or take adverse action against any Employee in retaliation for exercising rights protected under this article. Rights protected under this article include, but are not limited to: the right to file a complaint or inform any person about any party’s alleged noncompliance with this article; and the right to inform any person of their potential rights under this article and to assist the person in asserting such rights. Protections of this article shall apply to any Employee who mistakenly, but in good faith, alleges noncompliance with this article. Taking adverse action against an Employee within 90 days of the Employee’s exercise of rights protected under this article shall raise a rebuttable presumption of having done so in retaliation for the exercise of such rights.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

A. Cure Period For a Violation of The Fair Work Week Ordinance. Before an Employee or the Employee’s representative can file a complaint with the Division or file a civil action alleging a violation of the Fair Work Week Ordinance, the following requirements must be met:

1. The Employee provides written notice to the Employer of the provisions of the Fair Work Week Ordinance alleged to have been violated and the facts to support the alleged violations; and

2. The Employer does not, within 15 days from receipt of the written notice to cure, take action to cure the alleged violations.

B. Cure Period For a Violation of the Citywide Hotel Worker Minimum Wage Ordinance. Before an Employee or the Employee’s representative can file a complaint with the Division or file a civil action alleging a violation of the Citywide Hotel Worker Minimum Wage Ordinance, the following requirements must be met:

1. The Employee or Employee’s representative provides written notice to the Employer of the provisions of the Citywide Hotel Worker Minimum Wage Ordinance alleged to have been violated and the facts to support the alleged violations; and

2. The Employer does not, within 30 days from receipt of the written notice to cure, take action to cure the alleged violations.

C. Reporting Violations. An Employee or any other person may report to the Division any suspected violation of the OWS-Enforced Ordinances, or this article. The Division shall encourage reporting pursuant to this article by keeping confidential, to the maximum extent permitted by applicable laws, the name and other identifying information of the Employee or person reporting the violation. With the authorization of the Employee or person reporting a violation, the Division may disclose their name and identifying information as necessary to enforce this article or for other appropriate purposes.

D. Investigation. The Division shall be responsible for investigating possible violations of the OWS-Enforced Ordinances, and this article by an Employer or other person. The Employer shall cooperate fully in any investigation by the Division. The Division shall have access to all business sites and places of labor subject to the OWS-Enforced Ordinances, during business hours to inspect and request copies of books and records, interview employees and any other relevant witnesses, investigate such matters necessary or appropriate and request the Board of Public Works to issue a subpoena for books, papers, records, or other items relevant to the enforcement of this article. The Employer is required to provide the Division with its legal name, address, and telephone number in writing.

A. Issuance of Notice of Correction. After an investigation, if the Division determines that an Employer has violated one or more of the OWS-Enforced Ordinances, or this article, the Division shall issue a written Notice of Correction to the Employer. (Amended by Ord. No. 188,610, Eff. 9/8/25.)

B. Service of Notice. Service of a Notice of Correction shall be accomplished as follows:

1. The Division or its designee may obtain the signature of the Employer to establish personal service of the Notice of Correction; or

2. The Division or its designee may accomplish substitute service by mailing the Notice of Correction by certified mail to the Employer’s address as provided in Section 188.03 A.

C. Contents of Notice of Correction. The Notice of Correction shall require the Employer to take corrective action by the date specified and shall include all the following:

1. A description of the violation(s);

2. The date and location of the violation(s);

3. A citation to the provisions of law violated;

4. A description of corrective action required, including reinstatement of employment for retaliation violations;

5. A statement explaining that each day of a continuing violation may constitute a new and separate violation;

   6. The amount of wages, Predictability Pay, Sick Time Benefits, Time Off, health benefits or any other amount due and the amount of penalties and administrative fines imposed for any violation(s); (Amended

   by Ord. No. 188,610, Eff. 9/8/25.)

   7. A statement informing the Employer that the wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, or penalties and administrative fines shall be paid to the City of Los Angeles (or alternatively, to the Employee, if appropriate) within 30 days from the date on the Notice of Correction, the procedure for payment, and the consequences of failure to pay; (Amended by Ord. No. 188,610, Eff. 9/8/25.)

   8. A description of the process for appealing the Notice of Correction, including the deadline for filing such an appeal; and

   9. The name and signature of the head of the Division or their designee.

D. Posting of Notice of Correction. Employer must, within 24 hours after receipt of a Notice of Correction, post the Notice of Correction by affixing the notice to a surface in a conspicuous place on property that is: (1) the Employer’s principal place of business in the City; (2) if the Employer’s principal place of business is outside the City, the fixed location within the City from or at which the Employer conducts business in the City; or (3) if the Employer does not regularly conduct business from a fixed location in the City, one of the following: (i) the location where the Employer maintains payroll records if the Notice of Correction is for violation of Section 188.03 B.; or (ii) the jobsite or other primary location where the Employees perform services in the City.

E. Settlement. The head of the Division or their designee may convene an informal meeting with the Employer to resolve the corrective action sought in the Notice of Correction. The compliance period in Section 188.06 C. and the accrual of penalties and administrative fines may be temporarily suspended during settlement discussions. If after meeting the corrective actions are not resolved, the Division may issue a new compliance date to the Employer and reinstate the accrual of penalties and administrative fines.

A. Civil Enforcement Action by Employee, City or Third Parties. Any Employee aggrieved by a violation of the Minimum Wage Ordinance, the Fair Work Week Ordinance, or this article, the City Attorney, or any other person or entity acting on behalf of the public as provided for under applicable state law, may bring a civil action in a court of competent jurisdiction against the Employer. An Employee or the City, upon prevailing, shall be entitled to such legal or equitable relief as may be appropriate to remedy the violation, including, without limitation, the payment of any minimum wages and Sick Time Benefits unlawfully withheld, the payment of penalties in the amount of up to $120 to each Employee whose rights under this article were violated for each day that the violation occurred or continued, reinstatement in employment and/or injunctive relief, and shall be awarded reasonable attorneys’ fees and costs. Any other person or entity enforcing the Minimum Wage Ordinance, the Fair Work Week Ordinance or this article on behalf of the public as provided for under applicable state law, upon prevailing, shall be entitled only to equitable, injunctive and/or restitutionary relief, and reasonable attorneys’ fees and costs. Nothing in this article shall be interpreted as restricting, precluding, or otherwise limiting a separate or concurrent criminal prosecution under the Municipal Code or state law.

B. Restitution and Penalty Assessments by the Division Payable to the Employee.

1. Restitution and Penalties for Minimum Wage and Sick Time Violations. Every Employer who violates the Minimum Wage Ordinance, this article, or any portion thereof, shall be liable to the Employee

whose rights were violated for any and all relief, including, but not limited to, the payment to each Employee of wages and Sick Time Benefits unlawfully withheld and an additional penalty of up to $120 per day that each of the violations occurred or continued. A violation for unlawfully withholding wages or Sick Time Benefits shall be deemed to continue from the date immediately following the date that the wages or Sick Time Benefits were due and payable as provided in Part 1 (commencing with Section 200) of Division 2 of the California Labor Code, to the date immediately preceding the date the wages or Sick Time Benefits are paid in full. For retaliatory action by the Employer, the Employee shall be entitled to reinstatement and a trebling of all wages, Sick Time Benefits, and penalties owed.

2. Restitution and Penalties to Employee for Fair Work Week Violations. An Employer who violates the Fair Work Week Ordinance shall pay restitution and a penalty as provided in this paragraph to each

Employee whose rights were violated. The Division shall impose and collect, on behalf of an Employee, a one-time penalty for each violation. The violations in this subsection do not continue daily and do not accrue daily penalties. VIOLATION AND PENALTY AMOUNT PAYABLE TO EMPLOYEE

Violation Penalty Failure to provide a good faith estimate of work schedule – Municipal Code Section Up to $500 185.02. Failure to compensate Employee at one and one-half times pay for working a Shift that begins less than ten hours from the previous Shift – Municipal Code Section Up to $500 185.08. Failure to provide an Employee with at least 14 calendar days' notice of Work Up to $500 Schedule – Municipal Code Section 185.04 A. Failure to provide written notice of Work Schedule changes – Municipal Code Up to $500 Section 185.04 B. Failure to comply with prohibitions against requiring an Employee to find coverage for scheduled hours if the Employee is unable to work for a reason covered by other Up to $500 laws – Municipal Code Section 185.07. Failure to offer additional hours of work to current Employees before hiring new Up to $500 workers – Municipal Code Section 185.05.

C. Grace Period for Fair Work Week Violations. The provisions of this section shall not apply to violations of the Fair Work Week Ordinance that occur during the first 180 days after the effective date of this ordinance. During this period, the Division shall only issue written warnings to Employers.

A. Penalties. An Employer who violates the Minimum Wage Ordinance, the Fair Work Week Ordinance, or this article, or any portion thereof, shall be liable to the City for a penalty of up to $50 per day that either wages, Predictability Pay, or Sick Time Benefits were unlawfully withheld from an Employee. A violation for unlawfully withholding wages, Predictability Pay, or Sick Time Benefits shall be deemed to continue from the date immediately following the date that the wages were due and payable as provided in Part 1 (commencing with Section 200) of Division 2 of the California Labor Code, to the date immediately preceding the date the wages are paid in full.

B. Administrative Fines. An administrative fine payable to the City may be assessed for a violation of any provision of the Minimum Wage Ordinance, the Fair Work Week Ordinance, or this article as specified below. The administrative fine may be assessed by means of a Notice of Correction issued to the Employer by the Division. VIOLATION AND FINE AMOUNT

Failure to post notice of the Los Angeles Minimum Wage rate, Sick Time Benefits, Up to $500 and Fair Work Week Benefits – Municipal Code Sections 185.11 or 188.03 A. Failure to allow access to payroll records – Municipal Code Section 188.03 B. Up to $500 Failure to allow access to records required by the Fair Work Week Ordinance – Up to $500 Municipal Code Section 185.09 B. or 188.03 C. Failure to maintain payroll records or to retain payroll records for four years – Up to $500 Municipal Code Section 188.03.B. Failure to maintain records required by the Fair Work Week Ordinance for three Up to $500 years – Municipal Code Section 185.09 A. Failure to allow access for inspection of records or to interview employees – Up to $500 Municipal Code Section 185.09 B., 188.03 B. or 188.03 C. Retaliation for exercising rights under the Minimum Wage and Fair Work Week Ordinances or this article – Municipal Code Sections 185.12, 187.06, or 188.04 – Up to $1,000 The Penalty for retaliation is up to $1,000 per employee. Failure to provide employer's name, address, and telephone number in writing – Up to $500 Municipal Code Sections 188.03 A. or 188.05 B. Failure to cooperate with the Division's investigation – Municipal Code Section Up to $500 188.03 C. or 188.05 B. Failure to submit documents or information to the Division within 30 days of the Up to $500 request – Municipal Code Section 188.05 B. Failure to post Notice of Correction to employees – Municipal Code Section 188.06 Up to $500 D.

C. Calculation of Administrative Fines. Each and every day that a violation exists constitutes a separate and distinct violation. Any subsequent violation of the same provision by the same Employer within three years of a prior Notice of Correction may result in a 50 percent increase in the maximum administrative fine allowed.

D. Payments to City; Due Date; Late Payment Penalty. Administrative fines and City penalties shall be payable to the City of Los Angeles and due within 30 days from the date of the Notice of Correction. The failure of any Employer to pay an administrative fine or City penalty within 30 days may result in the assessment of an additional late fee. The amount of the additional late fee shall be 10 percent of the total amount of the administrative fine or City penalty assessed for each month the amounts are unpaid, compounded to include already accrued late administrative fines and City penalties that remain unpaid.

E. Penalties and Fines under Section 188.07 and 188.08. The Division shall base its imposition of penalties and administrative fines for non-compliance with the city’s laws after considering factors, including but not limited to: 1) the extent of harm caused by the violation; 2) the nature and persistence of the violation; 3) the length of time over which the violation occurs; 4) the frequency of past violations; 5) any action taken to mitigate the violation; and 6) the financial burden to the Employer.

F. Grace Period for Fair Work Week Violations. The provisions of this section shall not apply to violations of the Fair Work Week Ordinance that occur during the first 180 days after the effective date of this ordinance. During this period, the Division shall only issue written warnings to Employers.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

The City, when enforcing on behalf of an Employee, has the authority to require that payment of wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, service fees and/or penalties found to be due and owing to the Employee, be paid directly to the City for disbursement to the Employee. The City, when enforcing on the behalf of an Employee, has the authority to require that payment of all amounts due under the OWS-Enforced Ordinances, and this article be paid directly to the City. The failure of an Employer to pay any amounts due under the OWS-Enforced Ordinances, or this article shall constitute a debt to the City. The City, as plaintiff and/or judgment creditor, may file a civil action on behalf of an Employee and/or the City or, to the extent feasible under state law, create and impose a lien against any property owned or operated by an Employer or other person who fails to pay wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, service fees, penalties, and administrative fines assessed by the Division, or pursue other legal and equitable remedies available to the City. The City shall be awarded reasonable attorneys’ fees and costs associated with pursuing a violation under this article.

The remedies, penalties, and procedures provided under this article are cumulative and are not intended to be exclusive of any other available remedies, penalties, and procedures. The City shall study and review the feasibility of enacting additional measures consistent with state law to enhance the Division’s enforcement tools, including, but not limited to, pursuing a memorandum of understanding or referral process to the Chief of the Division of Labor Standards Enforcement for the recordation of a certificate of lien on behalf of an Employee, pursuant to California Labor Code Section 98.2(g), for amounts due under this article.

A. Deadline for Appeal. An Employer who receives a Notice of Correction may file with the Division a notice of appeal within 15 days from the last compliance date specified as part of the Notice of Correction. In order to be considered timely, the appeal must be postmarked on or actually received by the Division by the 15th day following the service of the Notice of Correction. The appeal must be in writing and must indicate a return address. The appeal must be filed with the Division and must specify in detail the basis for the appeal.

B. Hearing Date. As soon as practicable after receiving the written notice of appeal, the head of the Division or their designee shall promptly select a hearing officer to hear and decide the administrative appeal. The hearing officer shall fix a date, time and place for the hearing on the appeal. Written notice of the time and place for the hearing shall be served by First Class mail, at the return address indicated on the written appeal. Service of the notice of hearing on the Employer must be made at least ten days prior to the date of the hearing. The hearing shall be held no later than 30 days after service of the notice of hearing, unless that time is extended by mutual agreement.

C. Notice of Hearing. Except as otherwise provided by law, the failure of the Employer or any other person affected by the Notice of Correction to receive a properly addressed notice of the hearing shall not affect the validity of any proceedings under this article. Service by First Class mail, postage prepaid, shall be effective on the date of mailing.

D. Stay of Enforcement. If penalties and administrative fines payable to the City are the subject of administrative appeal or judicial review, then the accrual of such penalties and administrative fines shall be stayed until the determination of such appeal or review is final. The payment of the contested amount of wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, and penalties owed to the Employee during the pendency of any appeal shall be stayed, but shall continue to accrue until a determination of such appeal is final. (Amended by Ord. No. 188,610, Eff. 9/8/25.)

E. Failure to Appeal. Failure of an Employer to file an appeal in accordance with the provisions of this section or to appear at the hearing shall constitute a failure to exhaust administrative remedies. The Notice of Correction shall become final and enforceable as a Wage Enforcement Order, as defined in Section 188.10 I.

F. Submittals for the Hearing. No later than five days prior to the hearing, the Employer and the Division shall submit to the hearing officer, with simultaneous service by First Class mail on the opposing party, written information, including, but not limited to the statement of issues to be determined by the hearing officer and a statement of the evidence to be offered and the witnesses to be presented at the hearing.

G. Conduct of Hearing. The hearing officer shall conduct all appeal hearings under this article. The Division shall have the burden of proof by a preponderance of the evidence in each hearing, except the Employer shall have the burden of proof by a preponderance of the evidence with respect to any claim that a worker is an independent contractor rather than an Employee. The hearing officer may accept evidence on which persons would commonly rely in the conduct of their business affairs, including, but not limited to, the following:

1. A Notice of Correction shall be prima facie evidence of the violation(s) specified therein, and those continuing through the date of the hearing.

2. The hearing officer may accept evidence and oral and written testimony under penalty of perjury relating to the violation(s) and the appropriate means of correcting the violation(s).

The hearing shall be open to the public and shall be recorded. Any party to the hearing may, at their own expense, cause the hearing to be recorded and transcribed by a certified court reporter. The hearing officer may continue the hearing and request additional information from the Division, Employer, or Employee prior to issuing a written decision.

H. Hearing Officer's Findings and Determinations. Within 15 days after the conclusion of the hearing, the hearing officer shall make findings based on the record of the hearing. The hearing officer may uphold or reject the violation(s) referenced in the Notice of Correction in whole or in part. The hearing officer also may uphold the Notice of Correction but reduce, waive, or conditionally reduce or waive the penalties and administrative fines stated therein if mitigating circumstances are shown and the hearing officer finds specific grounds for reduction or waiver in the evidence presented at the hearing. The hearing officer may impose penalties for any additional violations occurring during the pendency of the appeal. The hearing officer may impose conditions and deadlines for the correction of violations or the payment of outstanding wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, penalties, and administrative fines. (Amended by Ord. No. 188,610, Eff. 9/8/25.)

I. Wage Enforcement Order. The hearing officer’s findings pursuant to Section 188.10 H. shall constitute the Wage Enforcement Order, which shall be issued by the hearing officer. The Wage Enforcement Order

shall specify the amount of wages, Predictability Pay, Sick Time Benefits, Time Off benefits, health benefits, penalties, and administrative fines, if any, owed by the Employer. The Wage Enforcement Order shall be final and shall be served on the Employer, Employee, and Division by certified mail. Pursuant to California Code of Civil Procedure Section 1094.5, the Wage Enforcement Order shall be subject to judicial review in the appropriate superior court. (Amended by Ord. No. 188,610, Eff. 9/8/25.)

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

The administrative enforcement procedures established in this article shall be in addition to any other criminal or civil remedy established by law that may be pursued to address violations of the OWS-Enforced Ordinances, or this article. Jeopardy shall not attach because of any administrative or civil enforcement action taken pursuant to this article. A Notice of Correction or Wage Enforcement Order issued pursuant to this article shall not prejudice or adversely affect any other action, civil or criminal, that may be brought to prosecute or abate a violation or to seek compensation for damages suffered.

The Division shall establish a community-based outreach program to conduct education and outreach to Employers and Employees. In partnership with organizations involved in the community-based outreach program, the Division shall create outreach materials that are designed for Employers and Employees in particular industries.

(Amended by Ord. No. 188,610, Eff. 9/8/25.)

The Division may promulgate rules and regulations and issue determinations and interpretations relating to the OWS-Enforced Ordinances, and this article. Any rules and regulations promulgated by the Division shall

have the force and effect of law, and may be relied upon by Employers, Employees, and other parties to determine their rights and responsibilities under this article. The Division may amend the rules and regulations when necessary to administer and effectively enforce the OWS-Enforced Ordinances, and this article.

The Division shall provide annual reports to the City Council on the implementation of the Los Angeles Office of Wage Standards Ordinances.

If any subsection, sentence, clause, or phrase of this article is for any reason held to be invalid or unconstitutional by a court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this ordinance. The City Council hereby declares that it would have adopted this section, and each and every subsection, sentence, clause, and phrase thereof not declared invalid or unconstitutional, without regard to whether any portion of the ordinance would be subsequently declared invalid or unconstitutional.