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Public Policy Update, GGRA Industry Conference, April 11-12, 2016

Issue
Paid Parental Leave: Currently, employees can receive 55% of their
salary from California Disability for up to 6 weeks of child bonding time.
This legislation will now requires an employer to pay the remaining 45% of
an employee's salary for up to 6 weeks of child bonding time. This will
eventually fall on all San Francisco employers with more than 20
employees. To qualify, employees must work for the employer for 180
days, at least 8 hours/week. This legislation is specific to child bonding
time and does not apply to other types of leave.

SB 1285 San Francisco Neighborhood Restaurants: The creation of a

new type of neighborhood-restricted, non-transferable liquor license for
restaurants in San Francisco's underdeveloped commercial corridors. The
pool of restricted licenses will include 28 general on-sale licenses, which
allow the sale of beer, wine, and spirits for consumption on the premises.
All of these license will be Type 47-style for restaurants and will not be
capable of conversion into a bar license.

GGRA Advocacy

GGRA was successful in including several amendments

Employees must repay benefit if they leave within 90 day
leave. (2) Employer may require an employee use all va
before paying leave. (3) Operative date pushed back to J
2017 for business with 50 employees; July 1, 2017 for em
with 35-49 employees; and January 1, 2018 for employe
20-34 employees. (4) Weekly wage calculation now defin
same as the State's calculation to keep benefit consisten
Employee must work for an employer for 180 days to qu
originally no length of work before qualifying.

GGRA is supportive of this legislation.

SB 878 Predictive Work Schedules: Requires all retail (including

restaurants) to provide 3 week advanced schedules to employees with
various penalties of payment when changes are made within a specific
timeframe.

GGRA is working to defeat this legislation

ABX2- 18 Cocktail for Healthy Outcomes Act: Creates a five-cent per

cocktail surtax at any establishment serving paid cocktails in the State; if
passed the tax would go into effect January 1, 2017, and could be raised
annually. Unlike a surcharge, the five-cent surtax would not be included in
gross receipts.

GGRA is working to defeat this legislation

SB 2121 Responsible Interventions for Beverage Servers Training Act

(RIBS): Requires a person, beyond the voluntary LEAD Program, who
sells or serves alcoholic beverages, or who manages persons who sell or
serve in an on-sale retail licensed premises, to successfully complete an
approved RIBS training course within 3 months of employment and every
3 years thereafter. If passed, this bill would go into effect beginning July 1,
2020.

GGRA is working to defeat this legislation

For more information on public policy issues and GGRAs advocacy, visit http://ggra.org/issues-advocacy/

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Public Policy Update, GGRA Industry Conference, April 11-12, 2016

California Updates the Unlawful Harassment Law: The State of
California released amendments to the Fair Employment and Housing Act
(FEHA) that are immediately effective.
Update your Unlawful Harassment Policy to include: (1) Who is
covered (it goes beyond employees); (2) Expand the covered
classes; (3) Expand the list of who should be contacted should an
employee be harassed, including an 800 number or a third party.
Requires employer to translate the policy if 10% or more of
employees speak a different language.
Requires employer to distribute policy to all active employees and
obtain evidence that they received the policy.
Ensure that employers with 50 or more employees are sending
their managers to Management Harassment Training which meets
all the new requirements

N/A

Minimum Wage: Californias minimum wage will increase to $10.50/hour

on January 1, 2017 for businesses with 26 or more employees. It will then
increase each year until it hits $15/hour in 2022. Current Bay Area
minimum wages:
San Francisco: $12.25/hour, moving to $13/hour July 1.
Oakland: $12.55/hour
Emeryville: $12.25/hour for businesses with under 56 employees
and $14.44 for businesses with at least 56 employees.
Berkeley: $11.00/hour, moving to $12.53/hour October 1, 2016.
San Jose: $10.30/hour

N/A

Last summer, we reported that the United States Department of Labor was
looking to raise the salary threshold for overtime exempt employees.
Currently, salaried executive, administrative, or professional employees
making at least $23,660/year are exempt from overtime pay. In California,
the exempt salary is twice the minimum wage, or $41,600/year. The
proposed rule would raise the exemption level to $50,440/year, so that
anyone making under that amount would be eligible for overtime pay. Last
month, the final version of the rule was delivered in the last step before
issuance. Please note that the rule could go into effect beginning as early
as mid-July of this year.

N/A

For more information on public policy issues and GGRAs advocacy, visit http://ggra.org/issues-advocacy/