LAMC Section 187.21, the Hotel Worker Retention Ordinance, requires successor employers at hotels with 50 or more rooms to keep incumbent non-managerial workers for a 90-day transition period and evaluate them in good faith before any termination.
Adopted in 2006 and updated as part of the 2014 Citywide Hotel Worker Minimum Wage package, LAMC Section 187.21 covers hotels with 50 or more guest rooms when ownership, operation, or control changes. The successor employer must hire from a preferential list of incumbent workers, retain them for at least 90 calendar days at the same wage and benefit level, and may discharge during the transition only for cause. After the period, the successor must conduct a written performance evaluation and consider continued employment. The Office of Wage Standards in the Bureau of Contract Administration enforces the rule.
Failing to provide the 90-day retention period exposes successors to back pay, reinstatement, civil penalties, and a private right of action by displaced workers, plus attorneys' fees under LAMC Section 187.21.
Los Angeles, CA
Los Angeles sets its own minimum wage above California's state floor. LAMC Article 7 (§187.00) requires covered employers to pay city-set rates that adjust a...
Los Angeles, CA
Los Angeles requires six paid sick days annually under Ordinance 184320 and LAMC §187.04, exceeding California SB-616's five-day statewide floor. The state l...
Los Angeles, CA
LAMC Section 186.02, the Citywide Hotel Worker Minimum Wage Ordinance, sets a higher minimum wage and healthcare contribution for non-managerial workers at h...
See how Los Angeles's hotel worker retention rules stack up against other locations.
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