Impact on Exempt Employees
The bill also has implications for exempt employees. To maintain their exempt status, these employees must earn a monthly salary equivalent to no less than either 150% of the applicable health care worker minimum wage or 200% of the State's generally applicable minimum wage—whichever is greater—for full-time employment.
Publication Requirement
The Department of Health Care Access and Information must publish lists of large health care employers and specific hospital classifications by January 31, 2024. If a health care facility believes it should be reclassified, it can request this by providing relevant information until January 31, 2025. The department will consider stakeholder input, including from employees and employers, to ensure accurate classifications. Emergency regulations may be used for implementation until January 1, 2025, with stakeholder involvement.
Application of S.B. 525
Liability: Employees covered by S.B. 525 will have the right to enforce their wage rights through civil action, similar to the enforcement mechanisms for existing minimum wage requirements.
Financial Viability Waivers: By March 1, 2024, the Department of Industrial Relations, in collaboration with other departments, is directed to establish a waiver program for certain healthcare facilities. This program will allow eligible facilities to request a temporary pause or alternative schedule for healthcare minimum wage requirements due to financial viability concerns. Waivers are initially one year and may be renewed.
Local Ordinance Limitations: Local governments are prohibited from enacting ordinances related to healthcare worker wages until January 1, 2034. This provision aims to provide consistency in wage regulations across the state.
Next Steps to Consider
Healthcare employees impacted by S.B. 525 are encouraged to take specific actions to navigate this new framework successfully. Employers who believe they may be impacted may want to consider conducting internal audits to assess workforce, wages, and classifications, adjusting budgets for rising labor costs, reviewing exempt employees' salaries, communicating wage changes to staff, updating policies, or providing compliance training to HR and management for a seamless transition.
If you have any questions about the matters discussed in this issue of Compliance Matters, please call your firm contact at 818-508-3700 or visit us online at www.brgslaw.com.
Sincerely,
Katherine A. Hren
Matthew B. Golper
Olga G. Peña
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