POST WHERE EMPLOYEES CAN READ EASILY.

VIOLATORS ARE SUBJECT TO PENALTIES

OFFICIAL NOTICE
OAKLAND MINIMUM WAGE

$13.23 PER HOUR

Rate Effective Date: January 1, 2018

Beginning January 1, 2018, employees who perform at least two (2) hours of work in a
workweek and within the geographic limits of the City of Oakland must be paid wages
of not less than $13.23 per hour.

Oakland’s minimum wage requirement, pursuant to Measure FF and set forth in the
Oakland Municipal Code section 5.92.020, applies to any employee (part-time or full-
time) who performs work within the City of Oakland. Each year, the minimum wage will
increase, effective January 1, by an amount corresponding to the prior calendar year’s
increase, if any, in the Consumer Price Index for urban wage earners and clerical
workers for the San Francisco-Oakland-San Jose, CA metropolitan statistical area.

Under Section 5.92 et seq., employees who assert their rights to receive the City’s
minimum wage are protected from retaliation. Employees may file a civil lawsuit
against their employers for any violation of this law and may seek remedies in the form
of back pay, reinstatement and/or injunctive relief. Employees may also file a
complaint with the City’s Contracts and Compliance Division. The City will investigate
possible violations and will have access to payroll records. Employers who violate
Section 5.92 et seq. will be liable for civil penalties for each violation up to a maximum
of $1,000.00 per violation.

 If you have questions, need additional information, or believe you are not being
paid correctly, please contact your employer or the City of Oakland’s Contracts
and Compliance Division at: Contracts and Compliance 250 Frank H. Ogawa
Plaza, Suite 3341, 3rd Floor, Oakland, CA 94612 Telephone: 510-238-6258 or
E-Mail: minwageinfo@oaklandnet.com.

OFFICIAL 2017
POST WHERE EMPLOYEES CAN READ EASILY. VIOLATORS ARE SUBJECT TO PENALTIES

OFFICIAL NOTICE
OAKLAND PAID SICK LEAVE
Effective Date: March 2, 2015

Pursuant to Measure FF and Oakland Municipal Code section 5.92.030, all employers must
provide paid sick leave to each employee (part-time, full-time, and temporary) who performs
at least two (2) hours of work in a particular workweek and within the geographic limits of the
City of Oakland. Employees begin accruing paid sick leave on March 2, 2015 for employees
working for an employer on or before that date. Employees who are hired after March 2,
2015 may not use any paid sick leave until after ninety (90) calendar days of employment.

Employees accrue one (1) hour of paid sick leave for every thirty (30) hours worked in the
City of Oakland. Employees of employers for which fewer than ten (10) persons (including
full-time, part-time, and temporary employees) work for compensation during any given week
may have up to forty (40) hours of accrued paid sick leave saved at any time. Employees of
other employers may have up to seventy-two (72) hours of accrued paid sick leave at any
time. Employers may provide greater sick leave benefits than that mandated by Section
5.92.030. An employee’s accrued paid sick leave will carry over from year to year but is not
paid out at the time of separation of employment. Employees may use their accrued paid sick
leave for their own medical care or to aid or care for a family member or designated person.

Under Section 5.92 et seq., employees who assert their rights to paid sick leave are protected
from retaliation. Employees may file a civil lawsuit against their employers for any violation of
this law and may seek remedies in the form of back pay, reinstatement and/or injunctive relief.
Employees may also file a complaint with the City’s Contracts and Compliance Division. The
City will investigate possible violations and will have access to payroll records. Employers
who violate Section 5.92 et seq. will be liable for civil penalties for each violation up to a
maximum of $1,000.00 per violation.

 If you have questions, need additional information, or believe you are not being paid
correctly, please contact your employer or the City of Oakland’s Contracts and
Compliance Division at: Contracts and Compliance 250 Frank H. Ogawa Plaza, Suite
3341, 3rd Floor, Oakland, CA 94612 Telephone: 510-238-6258 or E-Mail:
minwageinfo@oaklandnet.com.

OFFICIAL 2017
POST WHERE EMPLOYEES CAN READ EASILY. VIOLATORS ARE SUBJECT TO PENALTIES

OFFICIAL NOTICE
OAKLAND SERVICE CHARGE LAW
Effective Date: March 2, 2015

Pursuant to Measure FF and Oakland Municipal Code section 5.92.040, Hospitality

Employers who collect service charges from customers must pay the entirety of those
charges to the hospitality workers who performed those services for which the charge was
collected. A Hospitality Employer is a business who owns, controls, or operates any part of a
hotel, restaurant, or banquet facility within the City of Oakland. A hospitality worker is any
individual who works for a Hospitality Employer and who performs a service for which a
Hospitality Employer imposes a service charge.

A service charge includes all separately designated amounts collected by a Hospitality

Employer from customers that are for service performed by hospitality workers or are
described in such a way that customers might reasonably believe that the amounts are for
those services, including without limitation to charges designated as a “service charge,”
“delivery charge,” or “porterage charge.” Any tip, gratuity, money, or part of any tip, gratuity or
money that has been paid or given to or left for the hospitality worker by a customer over and
above the actual amount due for services rendered or for goods, food, drink or articles sold or
served to the customer are excluded from Section 5.92.040.

Under Section 5.92 et seq., employees who assert their rights under Oakland’s Service
Charge law are protected from retaliation. Employees may file a civil lawsuit against their
employers for any violation of this law and may seek remedies in the form of back pay,
reinstatement and/or injunctive relief. Employees may also file a complaint with the City’s
Contracts and Compliance Division. The City will investigate possible violations and will have
access to payroll records. Employers who violate Section 5.92 et seq. will be liable for civil
penalties for each violation up to a maximum of $1,000.00 per violation.

 If you have questions, need additional information, or believe you are not being paid
correctly, please contact your employer or the City of Oakland’s Contracts and
Compliance Division at: Contracts and Compliance 250 Frank H. Ogawa Plaza, Suite
3341, 3rd Floor, Oakland, CA 94612 Telephone: 510-238-6258 or E-Mail:
minwageinfo@oaklandnet.com.

OFFICIAL 2017
 This Organization
Participates in E-Verify

This employer will provide the Social Security Administration To determine whether Form I-9 documentation is valid, this
(SSA) and, if necessary, the Department of Homeland
Security (DHS), with information from each new employee’s

you written instructions and an opportunity to contact DHS

If you believe that your employer has violated its

Employers may not use E-Verify to pre-screen job applicants

N O T I C E:
E-Verify Works for Everyone Federal law requires all employers to verify
the identity and employment eligibility of all
persons hired to work in the United States.
For more information on E-Verify, please contact DHS:

888-897-7781
www.dhs.gov/E-Verify
The E-Verify logo and mark are registered trademarks of Department of Homeland
Security. Commercial sale of this poster is strictly prohibited.
 Esta organización
participa en E-Verify
Este empleador proporcionará a la Administración del Seguro Social
(SSA, por sus siglas en inglés) y, de ser necesario, al Departamento
de Seguridad Nacional (DHS, por sus siglas en inglés) la
información incluida en el Formulario I-9 de todo empleado nuevo
con el propósito de confirmar su autorización de trabajo.
IMPORTANTE: Si el gobierno no puede confirmar que usted tiene
autorización para trabajar, el empleador debe suministrarle
las instrucciones por escrito y darle la oportunidad de ponerse en
contacto con DHS o SSA antes de sancionarlo de cualquier
forma o finalizar la relación laboral.
Los empleadores no pueden utilizar E-Verify para realizar
preselecciones de solicitantes y no pueden limitar ni influenciar la
selección de los documentos que usted presente para su inclusión
en el Formulario I-9.
E-Verify funciona para todos
Para obtener más información sobre E-Verify,
comuníquese con DHS al:
888-897-7781
www.dhs.gov/E-Verify
Para determinar si los documentos incluidos en el Formulario I-9
son válidos, este empleador utiliza la técnica de comparación
fotográfica para comparar la fotografía que aparece en las
Tarjetas de Residente Permanente, Tarjetas de Autorización
de Empleo y pasaportes de los EE. UU. con la fotografía oficial
del gobierno de los EE. UU. Asimismo, E-Verify verifica los datos
incluidos en licencias de conducir y tarjetas de identificación
emitidas por algunos estados.
Si considera que su empleador ha infringido sus responsabilidades
en virtud de este programa o lo ha discriminado durante el proceso
de verificación de la elegibilidad de empleo por su origen nacional
o estatus de ciudadanía, comuníquese con la Oficina del Consejero
Especial llamando al 800-255-7688, 800-237-2515 (para personas
con impedimentos auditivos) o visitando www.justice.gov/crt/osc.
A V I S O:
La ley federal exige a todos los empleadores que
verifiquen la identidad y la elegibilidad de empleo de
todas las personas contratadas en los Estados Unidos.
El logotipo y la marca de E-Verify son marcas registradas del Departamento de
Seguridad Nacional. Queda estrictamente prohibida la venta comercial de este afiche.
       
     

      
    
    
  
  
                 
            
          
   
          
           
    
    
     
      
       
 
    
  
      
      

    
   
  
  
 -  

   
& - 
   
    3
    - 

  3   
   
   
   
   
    
   
    
  
  3
    
-
   
    
   
-  
   
/
      
       
 -  -  
     
   
       
-   
3    
 -
   
   
  


January 1 December 31

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 The Labor Commissioner’s Office

EMPLOYERS MUST PROVIDE THIS INFORMATION TO NEW WORKERS

WHEN HIRED AND TO OTHER WORKERS WHO ASK FOR IT

RIGHTS OF VICTIMS OF DOMESTIC VIOLENCE,

SEXUAL ASSAULT AND STALKING
Your Right to Take Time Off:
 You have the right to take time off from work to get help to protect you and your
children’s health, safety or welfare. You can take time off to get a restraining order or
other court order.
 If your company has 25 or more workers, you can take time off from work to get medical
attention or services from a domestic violence shelter, program or rape crisis center,
psychological counseling, or receive safety planning related to domestic violence,
sexual assault, or stalking.
 You may use available vacation, personal leave, accrued paid sick leave or
compensatory time off for your leave unless you are covered by a union agreement
that says something different. Even if you don’t have paid leave, you still have the right
to time off.
 In general, you don’t have to give your employer proof to use leave for these reasons.
 If you can, you should tell your employer before you take time off. Even if you cannot
tell your employer before, your employer cannot discipline you if you give proof
explaining the reason for your absence within a reasonable time. Proof can be a police
report, court order or doctor’s or counselor’s note or similar document.
Your Right to Reasonable Accommodation:
 You have the right to ask your employer for help or changes in your workplace to make
sure you are safe at work. Your employer must work with you to see what changes
can be made. Changes in the workplace may include putting in locks, changing your
shift or phone number, transferring or reassigning you, or help with keeping a record of
what happened to you. Your employer can ask you for a signed statement certifying
that your request is for a proper purpose, and may also request proof showing your
need for an accommodation. Your employer cannot tell your coworkers or anyone else
about your request.
Your Right to Be Free from Retaliation and Discrimination:
Your employer cannot treat you differently or fire you because:
 You are a victim of domestic violence, sexual assault, or stalking.
 You asked for leave time to get help.
 You asked your employer for help or changes in the workplace to make sure you are
safe at work.

You can file a complaint with the Labor Commissioner’s Office against your employer if
he/she retaliates or discriminates against you.
For more information, contact the California Labor Commissioner’s Office. We can help you by phone at 213-897-6595, or
you can find a local office on our website: www.dir.ca.gov/dlse/DistrictOffices.htm. If you do not speak English, we will
provide an interpreter in your language at no cost to you. This Notice explains rights contained in California Labor Code
sections 230 and 230.1. Employers may use this Notice or one substantially similar in content and clarity.
Labor Commissioner’s Office Victims of Domestic Violence, Sexual Assault and Stalking Notice 5/2017
 NEVADA PREGNANT WORKERS’ FAIRNESS ACT
Pursuant to NRS 613.335 and sections 2 to 8, inclusive, of the Nevada Pregnant
Workers’ Fairness Act (effective October 1, 2017) employees have the right to be
free from discriminatory or unlawful employment practices based on pregnancy,
childbirth, or a related medical condition.

Under the Act, it is unlawful for employers to:

• Deny a reasonable accommodation to female employees and applicants, upon request,
for a condition related to pregnancy, childbirth, or a related medical condition, unless an
accommodation would impose an undue hardship on the business of the employer.
• Take adverse employment actions against a female employee because the employee
requests or uses a reasonable accommodation.
• Deny an employment opportunity to a qualified female employee or applicant based on
a need for a reasonable accommodation.
• Require a female employee or applicant to accept an accommodation that the employee
or applicant did not request or chooses not to accept or to take leave from employment
if an accommodation is available.
Under the act, an employer may:
Require a female employee to submit written medical certification from the employee’s
physician substantiating the need for an accommodation because of pregnancy, childbirth,
or related medical conditions, and the specific accommodation recommended by the
physician.
For further information regarding the Act, contact
www.nvdetr.org
the Nevada Equal Rights Commission.
An equal opportunity employer/program. 1820 East Sahara Avenue 1325 Corporate Blvd.
Auxiliary aids and services are available upon Suite 314 Room 115
request for individuals with disabilities Las Vegas, NV 89104 Reno, NV 89502
Relay 711 or 800.326.6868 Phone (702) 486-7161 Phone (775) 823-6690