San Francisco Labor Laws - City Contractors

The following San Francisco labor laws may apply to employers with contracts or leases with the City:
 

Prevailing Wage
Public works contractors must pay the prevailing wage rate for the type of work performed. 

In addition, the Board of Supervisors has set prevailing wage rates for city contractors for the following work: Janitorial; Window Cleaners; Garage and Parking Lot Attendants; Theatrical Workers; Moving Services; Sanitary Truck Drivers & Helpers; Exhibit, Display and Trade Show; Motorbus Services; Broadcast Services; Security Guard Services; and Loading, Unloading, and Driving Commercial Vehicles.

Minimum Compensation Ordinance
City contractors and certain tenants must provide their covered employees with (a) no less than the MCO hourly wage in effect; (b) 12 paid days off per year (or cash equivalent); and (c) 10 days off per year without pay per year.

Health Care Accountability Ordinance
City contractors and certain tenants must offer health plan benefits to their covered employees, make payment to the Department of Public Health, or, under limited circumstances, make payments directly to their covered employees.

Fair Chance Ordinance
Employers are required to follow strict rules regarding applicants’ and employees’ arrest and conviction record(s) and related information.

Sweatfree Contracting Ordinance
Contractors that supply textile apparel, garments, and corresponding accessories, materials, supplies, or equipment are prohibited from manufacturing or assembling those goods in sweatshop conditions, as defined by the ordinance.

Displaced Worker Protection Act
Among other provisions, the Displaced Worker Protection Act requires security and janitorial or building maintenance contractors that employ 25 or more persons to implement a transition employment period for employees employed by the terminated contractor or its subcontractors.


For information on federal labor laws, please contact the U.S. Department of Labor. For more information on California labor laws, please contact the California Division of Labor Standards Enforcement.