Friday, August 19, 2016

SB 868 Scheduling/ Disabled Access/ Minimum Wage

SB 878 the Reliable Scheduling Act has been introduced by Senator Connie Leyva. The bill requires  that workers  receive advance notice of their schedule and modified pay when their planned shift is changed. SB 878 would ensure that
workers receive their schedule for the next three weeks at least one week in advance. There are some very limited exceptions to this.
As I read it, this applies to all businesses.  There are penalties imposed  for violation of this. How would this affect your business? For full information go to

The California Commission on Disabled Access is looking to produce a guide for businesses on how to comply with Federal and State disability laws. What questions would you like answered? Examples of questions are -  is my business grandfathered from liability? Are all businesses subject to these laws? Please get back to me on this.

Please see email from  Howard Fine at LA Business Journal

Impact Beyond Hourly Workers
But the state minimum wage increase affects more than the nonexempt workers who received the minimum wage; the increase also affects the classification of employees as exempt versus nonexempt.
In order for employees to qualify as “exempt” under any of the six exemptions in California, they must meet the salary-basis test, which is two times the monthly minimum wage. Under SB 3, that amount in January 2022 will rise from the current annual salary of $41,600 to at least $62,400, which is an increased cost to employers of $20,800 per exempt employee.
Employers should be mindful of the effect of the minimum wage increase on exempt/nonexempt classifications and ensure that employees meet the salary-basis test for the particular exemption claimed.

I’m trying to find Los Angeles companies with “exempt” employees that would be dramatically impacted by this: i.e.: those companies that had been paying their exempt employees less than $50,000 as of last year. (As of Jan. 1, 2016, Obama administration change to federal law kicked in, raising the exemption threshold to $50,000 a year…).

Can you use your email tree to see if there are any Los Angeles-area companies that meet the above criterion and that would be willing to talk about what they intend to do about their exempt employees as the threshold climbs to $62,000 a year?

I’m on a deadline for late PM on Monday, April 11. Email is best for initial feedback; then I can follow up with phone conversation.

Thank you very much in advance,
  • Howard

Howard A. Fine
Staff Reporter
Los Angeles Business Journal
5700 Wilshire Boulevard, Suite 170
Los Angeles, California 90036
Direct Dial: (323) 556-8327
Mobile: (310) 435-0565

Scott Hauge
Small Business California
2311 Taraval Street
San Francisco, CA  94116

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