At Kingsley Bogard, we are committed to providing our clients with current legal updates on a wide variety of topics and challenges pertaining to public sector employers. We invite you to explore our blog and welcome your feedback.

These articles are designed for general informational purposes. These articles should not be construed as, or substituted for, formal legal advice. Additionally, these articles are not intended to create an attorney-client relationship where none had already existed, or alter the scope of any existing attorney-client relationship.

Minimum Wage Increase

Effective July 1, 2014, California’s minimum wage will increase to $9.00 per hour.  Effective July 1, 2016, California’s minimum wage will increase to $10.00 per hour.

While public employers are exempt from many California Labor Codes, they must follow the Labor Code and Industrial Wage Orders with regard to minimum wage.  Public employers should review employee salary information prior to July 1, 2014 to ensure that all employees receive at least these minimum wages.  Failure to ensure that employees receive the minimum wage can result in back pay awards, as well as fines and/or penalties imposed by the California Labor Commissioner’s Department of Labor Standards Enforcement.

This information is not intended to substitute for legal advice.  If you have specific questions regarding minimum wage requirements, please contact our office.

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