This chapter shall be known as the “Minimum Wage Ordinance.”
The purpose of this chapter is to protect the public health,
safety and welfare. It does this by requiring that employees are compensated
by their employers or respective subcontractors in such a manner as
to enable and facilitate their individual self reliance within the
city of South San Francisco.
(Ord. 1587 § 2, 2019)
As used in this chapter, the following terms shall have the
following meanings:
“Calendar week”
shall mean a period of seven consecutive days starting on
Sunday.
“City”
means the city of South San Francisco.
“Employee”
means any person who:
(1)
In a calendar week performs at least two hours of work within
the geographic boundaries of the city for an employer; and
(2)
Qualifies as an employee entitled to payment of a minimum wage
from any employer under the California Minimum Wage law, as provided
by the state of California Industrial Welfare Commission.
“Employer”
means any person (including a natural person, corporation,
non profit corporation, general partnership limited partnership, limited
liability partnership, limited liability company, business trust,
estate, trust, association, joint venture, agency, instrumentality
or any other legal or commercial entity, whether domestic or foreign)
who directly or indirectly (including through the services of a temporary
services or staffing agency or similar entity) employs or exercises
control over the wages, hours, or working conditions of any employee.
“Learner”
shall mean an employee who is a learner as defined by California
Welfare Commission Order No. 4 2001.
(Ord. 1587 § 2, 2019)
The city manager, or designee, may promulgate regulations for
the implementation and enforcement of this chapter. Any regulation
promulgated by the city shall have the force and effect of law and
may be relied on by employers, employees, and other parties to determine
their rights and responsibilities under this chapter. Any regulations
may establish procedures for ensuring fair, efficient and cost effective
implementation of this chapter, for monitoring employee compliance
with this chapter, and for providing administrative hearings or determining
whether an employer has violated the requirements of this chapter.
(Ord. 1587 § 2, 2019)
Violation of, or noncompliance with, any of the requirements
of this chapter or applicable provisions of this code, shall be subject
to any enforcement remedies available under the law and/or the city’s
municipal code. In addition, the city may enforce the violation of
this chapter by means of civil enforcement through a restraining order,
a preliminary or permanent injunction or by any other means authorized
by the law.
(Ord. 1587 § 2, 2019)