The $20 minimum wage in California fast food has sparked significant discussions about its implications for restaurant owners, workers, and consumers, and larosafoods.com is here to explore all angles of this issue. This new legislation aims to improve the financial stability of fast food employees while potentially influencing menu prices and operational strategies, so let’s examine the impact of this wage hike on the Golden State’s culinary scene.
1. What Is the New Law Raising the Minimum Wage for Fast Food Employees?
California’s AB 1228 is a groundbreaking law that increases the minimum wage for “fast food restaurant employees” and establishes a Fast Food Council. This council can further increase the minimum wage and adopt minimum employment standards for fast food restaurants.
1.1. How Does AB 1228 Change Labor Laws?
AB 1228 amends the California Labor Code by adding sections 1474, 1475, and 1476, which directly address the wages and working conditions of fast food employees. This law not only mandates a specific minimum wage but also creates a governing body to oversee and potentially modify employment standards in the fast food industry. This represents a significant shift in how the state regulates the fast food sector, setting a precedent for other states to follow.
1.2. What Powers Does the Fast Food Council Have?
The Fast Food Council is empowered to make future increases to the minimum wage and adopt other minimum employment standards for fast food restaurants. This includes the ability to set standards related to working hours and conditions, aimed at ensuring the health, safety, and welfare of fast food restaurant workers. The council’s decisions can significantly impact the operational landscape of fast food businesses in California.
1.3. How Does This Law Affect Fast Food Chains Differently Than Small Businesses?
The law primarily targets fast food chains with at least 60 establishments nationwide, exempting smaller, independent restaurants. This distinction aims to address wage standards in larger corporate entities while minimizing the impact on local small businesses, which often operate on tighter margins and have fewer resources to absorb increased labor costs.
2. When Does the Minimum Wage Increase Take Effect?
Starting April 1, 2024, “fast food restaurant employees” covered by the new law must be paid at least $20.00 per hour. This marks a significant increase from the previous minimum wage, impacting the operational costs and potentially the pricing strategies of fast food establishments across California.
2.1. What Specific Date Did the Wage Increase Start?
The specific date the minimum wage increased to $20.00 per hour was April 1, 2024. This date is crucial for employers and employees in the fast food industry as it marks the beginning of the new wage standard mandated by AB 1228.
2.2. How Does This Increase Compare to Previous Minimum Wage Levels?
The increase to $20.00 per hour represents a substantial rise compared to California’s previous minimum wage. This adjustment reflects an effort to provide fast food workers with a more livable wage, addressing concerns over income inequality and the cost of living in the state.
2.3. What Are the Expected Economic Impacts of This Wage Hike?
Economists predict various economic impacts, including potential price increases at fast food restaurants, changes in employment levels, and shifts in consumer behavior. Some argue the increased wages will stimulate the economy through increased consumer spending, while others fear job losses and higher costs for consumers. According to research from the University of California, Berkeley, in July 2025, this wage hike is expected to raise fast food prices by roughly 5-7%.
3. Does an Employer Have to Post a New Minimum Wage Order?
Yes, employers covered by the new law must post a supplement to the minimum wage order. This ensures employees are aware of their rights and the new wage standards.
3.1. Where Can Employers Obtain the Required Supplement?
The supplement to the minimum wage order is available on the official website of the California Department of Industrial Relations. Employers can download and print the supplement to ensure compliance with posting requirements.
3.2. Which Industrial Welfare Commission Orders Were Updated?
Wage Order 5 and Wage Order 7 were updated in March 2024 due to AB 1228. These updates reflect the changes in minimum wage and other employment standards for specific industries, ensuring employers adhere to the latest legal requirements.
3.3. What Information Must Be Included in the Posted Notice?
The posted notice must include the new minimum wage of $20.00 per hour, the effective date of the increase (April 1, 2024), and any other relevant information regarding employee rights and employer obligations under AB 1228. This ensures transparency and informs employees of their entitlements.
4. Can an Employer Increase Meal or Lodging Credits?
No, AB 1228 does not authorize additional credits to the minimum wage for meal or lodging. Employers may only credit the amounts allowed by the statewide minimum wage.
4.1. What Are Meal and Lodging Credits?
Meal and lodging credits refer to the amounts an employer can deduct from an employee’s wage for providing meals or lodging. These credits are regulated to ensure they do not unfairly reduce an employee’s take-home pay below the minimum wage.
4.2. How Are These Credits Calculated Under California Law?
California law sets specific limits on how much employers can credit for meals and lodging. These limits are designed to reflect the reasonable value of the provided services while ensuring employees receive a fair wage.
4.3. What Protections Are in Place to Prevent Employer Abuse of These Credits?
The law mandates that meal and lodging credits must be voluntary and agreed upon by the employee. Additionally, the credits cannot reduce the employee’s wage below the minimum wage, providing a safeguard against potential exploitation.
5. Can a City or County Set a Higher Minimum Wage?
No, a city or county cannot pass a fast food minimum wage law that sets a higher wage only for fast food restaurant employees covered by this law. This ensures a consistent wage standard across the state for covered employees.
5.1. What Is the Concept of “Wage Preemption”?
Wage preemption refers to the principle that a higher level of government (in this case, the state) can prevent a lower level of government (cities or counties) from enacting laws on the same subject. AB 1228 includes a provision that preempts local governments from setting a different minimum wage specifically for fast food employees.
5.2. Can Local Governments Set a Higher General Minimum Wage?
Yes, a city or county can set a higher general minimum wage for all employees, which would apply to employees covered by this law. This allows local governments to address the cost of living within their jurisdiction while ensuring consistency within specific industries.
5.3. How Does This Affect Cities With High Costs of Living?
In cities with high costs of living, a higher general minimum wage can help ensure that all workers, including those in the fast food industry, can afford basic necessities. This approach balances the need to support workers with the economic realities of local businesses.
6. Who Are “Fast Food Restaurant Employees” Under the New Law?
The law applies only to employees of “fast food restaurants” that meet specific criteria, ensuring that the wage increase targets large chains.
6.1. What Criteria Must a Restaurant Meet to Be Considered “Fast Food”?
To be considered a fast food restaurant under AB 1228, the restaurant must meet ALL of the following criteria:
- Be a “limited-service restaurant” in California.
- Be part of a restaurant chain of at least 60 establishments nationwide.
- Be primarily engaged in selling food and beverages for immediate consumption.
6.2. What Defines a “Limited-Service Restaurant”?
A limited-service restaurant is one that offers limited or no table service, where customers order and pay for their items before consumption. This definition distinguishes fast food establishments from full-service restaurants.
6.3. How Is “Primarily Engaged” Defined?
Primarily engaged means the restaurant earns more than 50% of its gross revenue from selling food or beverage items for immediate consumption. This ensures the law targets businesses whose main focus is quick-service food sales.
7. What If My Employer Is a Franchise Owner?
AB 1228 applies to employers of “fast food restaurant employees” regardless of whether the employer is the business entity that owns the national brand, or a franchisee or licensee of that national brand.
7.1. How Does the Law Differentiate Between Corporate-Owned and Franchised Locations?
The law does not differentiate between corporate-owned and franchised locations. As long as the restaurant meets the criteria of a fast food restaurant (limited service, part of a chain with 60+ locations, primarily selling food for immediate consumption), it is covered under AB 1228, regardless of its ownership structure.
7.2. Are Franchise Owners Required to Comply With the New Wage Law?
Yes, franchise owners are required to comply with the new wage law if their restaurants meet the defined criteria. This ensures that all eligible fast food employees receive the mandated minimum wage, regardless of whether the restaurant is corporate-owned or franchised.
7.3. What Support Is Available for Franchise Owners to Meet These New Requirements?
Franchise owners may receive support from their parent companies in the form of financial assistance, operational adjustments, or pricing strategy guidance. Additionally, they can consult with business advisors and legal experts to ensure compliance with the new regulations.
8. What Does the Term “For Immediate Consumption” Mean?
“For immediate consumption” refers to food that customers typically eat at the restaurant, in their car, or shortly after purchase. This excludes food sold to be baked, cooked, or heated at home.
8.1. How Is This Term Defined in the Context of Fast Food?
In the context of fast food, “for immediate consumption” includes items like burgers, fries, and beverages that are ready to eat upon purchase. These items are typically consumed shortly after they are bought, aligning with the quick-service nature of fast food establishments.
8.2. What Types of Food Sales Are Excluded From This Definition?
Food sales excluded from this definition include items that require further preparation at home, such as “take and bake” pizzas or meal kits. These items are not considered for immediate consumption as they require additional cooking or preparation by the customer.
8.3. Why Is This Distinction Important for the Law’s Application?
This distinction is important because it helps to define which types of restaurants and food sales are subject to the new minimum wage law. By focusing on food meant for immediate consumption, the law targets establishments that primarily operate as fast food restaurants.
9. What If My Restaurant Sells Both Food for Immediate Consumption and Other Items?
If a chain of 60 or more restaurants nationally sells both food and drinks for immediate consumption but also sells other items not meant for immediate consumption, you will be covered by the fast food minimum wage if the chain of restaurants is primarily engaged in, meaning it earns more than 50% of its gross revenue from, selling food or beverage items that are for immediate consumption.
9.1. How Is Revenue From Immediate Consumption vs. Other Items Calculated?
Revenue from immediate consumption includes sales of food and beverages that are ready to eat or drink upon purchase. Revenue from other items includes sales of goods that require further preparation or are not intended for immediate consumption.
9.2. What Documentation Is Needed to Prove the Revenue Breakdown?
To prove the revenue breakdown, restaurants must maintain detailed sales records that categorize revenue by item type. This documentation should include receipts, sales reports, and other financial records that clearly distinguish between sales of items for immediate consumption and other goods.
9.3. What Happens If a Restaurant’s Revenue Mix Changes Over Time?
If a restaurant’s revenue mix changes over time, its eligibility under the law may also change. Restaurants should regularly review their revenue streams to ensure they remain in compliance with the law’s requirements.
10. Could a Shop That Features Ice Cream, Coffee, Boba Tea, Pretzels, Cookies, or Donuts Be Considered a Fast Food Restaurant?
Yes, the definition of “fast food restaurant” does not depend on what type of food or beverage an establishment sells. As long as it meets the criteria (limited service, part of a chain of 60+ locations, primarily selling for immediate consumption), it is covered.
10.1. How Does This Broad Definition Impact Different Types of Food Businesses?
This broad definition means that a variety of food businesses, including those specializing in desserts, snacks, or beverages, can be classified as fast food restaurants. This can significantly impact these businesses, as they must comply with the new minimum wage law if they meet the specified criteria.
10.2. Are There Any Exemptions for Specialty Food Shops?
There are some exemptions for specific types of restaurants, such as those that operate a bakery producing and selling bread as a stand-alone item or those located within a grocery establishment. However, specialty food shops that do not meet these exemptions are subject to the new law.
10.3. What Operational Changes Might These Shops Need to Make?
To comply with the new minimum wage law, these shops may need to make operational changes such as adjusting prices, streamlining operations, or reducing staff hours. They may also need to invest in technology or training to improve efficiency and productivity.
11. Does the Fast Food Minimum Wage Apply to Virtual Restaurants or Ghost Kitchens?
Possibly. Generally, ghost kitchens and virtual concept restaurants appear to be “limited service restaurants” because they are primarily engaged in providing food services to patrons who order or select items and pay before eating, without any table service, with food and drink orders delivered to the customer’s location.
11.1. What Factors Determine If a Virtual Restaurant Is Covered?
If the ghost kitchen or virtual concept restaurant is part of a nationwide chain consisting of at least 60 establishments characterized by standardized marketing, products or services, or if it prepares food that is sold under the brand label of such a nationwide chain, the ghost restaurant or virtual concept restaurant would be covered by the fast food minimum wage.
11.2. How Do These Businesses Fit Into the “Limited Service” Definition?
Ghost kitchens and virtual restaurants typically operate without table service, as customers order online or through apps and receive their food via delivery. This aligns with the “limited service” definition, making them potentially subject to the new law.
11.3. What Challenges Do Virtual Restaurants Face in Complying With This Law?
Virtual restaurants may face challenges in tracking and managing labor costs across multiple locations or brands. They may also need to adjust their pricing strategies to account for the increased minimum wage, potentially affecting their competitiveness in the market.
12. Are There Any Restaurant Establishments Exempt From the New Law?
Yes, the following restaurant establishments are not covered by the new law:
- Restaurants that operate a bakery that “produces” and sells “bread” as a stand-alone menu item as of September 15, 2023, and continue to do so are exempt from the new law.
- Restaurants located within a “grocery establishment” are exempt from the new law.
- Restaurants connected to or operating in conjunction with the following locations are also not covered by the law: airport, hotel, event center, theme park, museum, or a gambling establishment.
- Also not covered by the law are restaurants subject to a concession agreement or food service contract if the restaurant is in a building or campus primarily used by one for-profit company or on public land.
12.1. What Constitutes a “Bakery” for Exemption Purposes?
A “bakery” is defined as a restaurant that produces and sells bread as a stand-alone menu item as of September 15, 2023, and continues to do so. The bread must weigh at least ½ pound after cooling and must be sold as a stand-alone item.
12.2. What Defines a “Grocery Establishment” for Exemption Purposes?
A “grocery establishment” is defined as a retail store over 15,000 square feet in size that primarily sells household foodstuffs for offsite consumption. Additionally, the grocery establishment employer must employ the individuals working in the restaurant.
12.3. Why Are These Specific Locations Exempt?
These specific locations are exempt due to the unique operational and economic conditions they face. Restaurants in these locations often operate under different business models or serve a different customer base than traditional fast food restaurants.
13. What Restaurants Do Not Come Under the Bakery Exemption?
The following types of fast food restaurants do not come under the exemption:
- Restaurants that sell bread only as part of a sandwich or hamburger, but not as a stand-alone menu item.
- Restaurants that sell stand-alone items weighing less than one-half pound after cooling, such as most muffins, croissants, scones, rolls, breadsticks, or buns, even if sold as a bundle, but do not sell a single unit of bread weighing at least one-half pound after cooling.
- Restaurants that do not “produce” bread on the premises of the restaurant location where customers purchase the bread.
13.1. How Is “Producing” Bread Defined for the Bakery Exemption?
“Producing” bread includes making the dough (typically, flour, water, and yeast) and baking it on the premises of the restaurant location where customers purchase the bread. Baking pre-made dough does not constitute “producing” bread.
13.2. Why Is the Weight of the Bread Important?
The weight of the bread is important because it helps to distinguish between bakeries that sell substantial loaves of bread and restaurants that primarily sell smaller baked goods. The requirement that the bread weighs at least one-half pound after cooling ensures that the exemption applies to businesses that truly operate as bakeries.
13.3. What If a Restaurant Started Producing Bread After September 15, 2023?
The exemption applies only to restaurant establishments that produced and sold bread as stand-alone menu items as of September 15, 2023, and have continued to do so. Restaurants that started producing bread after this date do not qualify for the exemption.
14. How Does the “Grocery Establishment” Exemption Work?
A fast food restaurant establishment is exempt from the new law if it meets both of the following: The restaurant establishment is located and operates within a “grocery establishment.” The grocery establishment employer employs the individuals working in the restaurant.
14.1. What Are the Size and Sales Requirements for a “Grocery Establishment”?
The term “grocery establishment” is defined as a retail store that is over 15,000 square feet in size and sells primarily household foodstuffs for offsite consumption. This includes the sale of fresh produce, meats, poultry, fish, deli products, dairy products, canned foods, dry foods, beverages, baked foods, or prepared foods, with any sale of other “household supplies or other products … secondary to the primary purpose of food sales.”
14.2. What Does “Primarily” Mean in This Context?
Primarily means that the establishment earns more than 50% of its gross income from the sale of household foodstuffs for offsite consumption. This ensures that the exemption applies to businesses that primarily operate as grocery stores.
14.3. Why Is It Necessary for the Grocery Establishment to Employ the Restaurant Workers?
The requirement that the grocery establishment employs the restaurant workers ensures that the restaurant is fully integrated into the grocery store’s operations. This helps to distinguish these restaurants from independent fast food establishments that happen to be located within a grocery store.
15. Are Restaurants in Airports, Hotels, Event Centers, Theme Parks, Museums, or Gambling Establishments Covered?
Restaurants connected to or operating in conjunction with the following locations are also not covered by the law:
- An airport;
- A hotel;
- An event center that is over 20,000 square feet or has more than 1,000 seats (for example, a sports stadium concert hall, or racetrack);
- A theme park;
- A museum; or
- A gambling establishment (for example, a card room).
15.1. What Is a “Concession Agreement” or “Food Service Contract”?
A “concession agreement” or “food service contract” is an agreement between a restaurant and the entity that operates the location (e.g., an airport or hotel) that allows the restaurant to operate within that location.
15.2. How Do These Agreements Affect the Minimum Wage Law?
Restaurants subject to a concession agreement or food service contract are not covered by the law if the restaurant is in a building or campus primarily used by one for-profit company or on public land. This is because these restaurants often operate under unique economic conditions and serve a specific customer base.
15.3. Why Are These Locations Treated Differently Under the Law?
These locations are treated differently under the law because they often have unique operational and economic conditions. For example, restaurants in airports or theme parks may face higher operating costs and serve a more transient customer base than traditional fast food restaurants.
16. What About Restaurants Inside Other Stores That Aren’t Grocery Stores?
If you work for a fast food restaurant that is inside another store that is not a grocery store, and your employer assigns you to tasks both in the fast food restaurant and in the other store, you are most likely covered by the new minimum wage law for fast food restaurants.
16.1. How Does This Differ From the “Grocery Establishment” Exemption?
This differs from the “grocery establishment” exemption because the store is not a grocery store that primarily sells household foodstuffs for offsite consumption. In this case, the employer does not fall within the “grocery establishment” exemption.
16.2. What If an Employee Works in Both the Restaurant and the Other Store?
If an employee works in both the restaurant and the other store, they would be covered by the fast food minimum wage law for the hours they work in the fast food restaurant. This ensures that employees receive the mandated minimum wage for the time they spend working in the fast food establishment.
16.3. How Should Employers Track Time and Pay in These Situations?
Employers should track the time employees spend working in the fast food restaurant and the time they spend working in the other store separately. They should then pay the employee the fast food minimum wage for the hours worked in the restaurant and the generally applicable minimum wage for the hours worked in the other store.
17. What If Some Employees in a Chain Are Covered and Others Aren’t?
Even though an employer may have to pay $20.00 an hour to workers at some of its establishments, workers at the employer’s other establishments may be exempt from the law. For example, if the establishment where you work produces and sells “bread” as a stand-alone menu item, your work establishment would be exempt under the bakery exemption.
17.1. How Can Employers Determine Which Locations Are Exempt?
Employers can determine which locations are exempt by carefully reviewing the criteria outlined in the law. This includes assessing whether the restaurant produces and sells bread as a stand-alone item, is located within a grocery establishment, or operates in conjunction with an airport, hotel, or other exempt location.
17.2. What Documentation Is Needed to Support Exemption Claims?
To support exemption claims, employers should maintain detailed records that demonstrate why a particular location is exempt. This may include sales records, photographs, and other documentation that supports their claim.
17.3. What Are the Consequences of Misclassifying Employees or Locations?
Misclassifying employees or locations can result in significant penalties, including back wages, fines, and legal action. Employers should ensure they accurately classify their employees and locations to avoid these consequences.
18. How Does This Law Impact Salaried Managers?
Under California law, to qualify as an “exempt employee” for wage and hour purposes, you must receive a salary of at least two times the state minimum wage for someone working 40 hours a week and meet other specific requirements. If your salary is less than $83,200 as a fast food restaurant employee starting on April 1, 2024, you are not an exempt employee.
18.1. What Are the Requirements for an Employee to Be Considered “Exempt”?
To be considered an “exempt employee,” an employee must meet specific requirements related to their job duties and salary. These requirements are designed to ensure that only employees in true managerial or professional roles are exempt from overtime and other wage and hour protections.
18.2. How Does the New Minimum Wage Affect the Salary Threshold for Exemption?
The new minimum wage affects the salary threshold for exemption because it increases the minimum salary required for an employee to be considered exempt. As of April 1, 2024, fast food restaurant employees must earn at least $83,200 per year to be considered exempt.
18.3. What Happens If a Manager’s Salary Doesn’t Meet the New Threshold?
If a manager’s salary doesn’t meet the new threshold, they are not considered an exempt employee and are entitled to overtime pay and other wage and hour protections. Employers must ensure that they are paying their managers enough to meet the exemption requirements.
19. How Should Employers Pay Managers Overseeing Both Fast Food and Non-Fast Food Workers?
For a manager to qualify as an “exempt employee” under California law, the employer must pay them at least two times the state minimum wage for someone working 40 hours a week, and the manager must meet other specific requirements. An employer would have to calculate the blended rate on a weekly basis, based on the percentage of time spent on those tasks.
19.1. How Is the “Blended Rate” Calculated?
The blended rate is calculated by determining the percentage of time the manager spends overseeing fast-food operations and the percentage of time they spend managing the store’s other operations. The employer then calculates the minimum salary requirement for each category and adds them together to determine the blended rate.
19.2. What Records Must Employers Keep to Justify the Blended Rate?
Employers must keep detailed records of the time the manager spends on each type of task. This may include time sheets, task logs, and other documentation that supports the blended rate calculation.
19.3. What Are the Potential Pitfalls of Using a Blended Rate?
One potential pitfall of using a blended rate is that it can be complex and difficult to administer. Employers must ensure they accurately track the time the manager spends on each type of task and correctly calculate the blended rate to avoid wage and hour violations.
20. Can Tips Be Used as a Credit Toward the Minimum Wage?
No. An employer may not use an employee’s tips as a credit toward its obligation to pay the minimum wage per hour.
20.1. What Is the Difference Between a “Tip” and a “Service Charge”?
A “tip” is a voluntary payment made by a customer to an employee for good service. A “service charge” is a mandatory fee added to a customer’s bill by the employer.
20.2. How Are Tips Typically Distributed Among Employees?
Tips are typically distributed among employees through a tip pool or tip-sharing arrangement. In some cases, employers may allow employees to keep the tips they receive directly from customers.
20.3. What Are the Legal Requirements for Handling Tips in California?
California law prohibits employers from taking any portion of an employee’s tips. Employers must also ensure that tips are distributed fairly and equitably among employees.
21. What Should I Do If I’m Not Being Paid the Correct Minimum Wage?
An employee who has not been paid the minimum wage can bring a legal claim to recover wages due and possibly related damages and penalties. Your employer will carry the burden of showing they are not covered by the new law.
21.1. What Are the Steps to Filing a Wage Claim?
Generally speaking, there are three ways to present such a claim – through the Labor Commissioner, through an alternative dispute resolution system such as arbitration (if required or allowed under an employment agreement), or through a lawsuit in court. Employees pursuing the first option can file an individual wage claim with the Labor Commissioner’s Wage Claim Adjudication Unit, or they can file a Report of Labor Law Violation with the Labor Commissioner’s Bureau of Field Enforcement.
21.2. What Evidence Is Needed to Support a Wage Claim?
To support a wage claim, employees should gather evidence such as pay stubs, time sheets, and any other documentation that shows they were not paid the correct minimum wage. They should also keep a record of any conversations or communications with their employer about their wages.
21.3. What Are the Potential Outcomes of a Successful Wage Claim?
If an employee is successful in their wage claim, they may be awarded back wages, penalties, and damages. In some cases, the employer may also be required to pay the employee’s attorney’s fees and costs.
22. Can the Fast Food Minimum Wage Be Garnished?
Yes. When calculating the wages exempt from garnishment for a fast food restaurant employee, the party seeking to garnish the wages must use the applicable statewide fast food restaurant minimum hourly wage unless a higher, local minimum hourly wage exists.
22.1. What Is Wage Garnishment?
Wage garnishment is a legal process in which a creditor obtains a court order to deduct money from an employee’s wages to pay off a debt.
22.2. How Does the Minimum Wage Law Protect Employees From Garnishment?
The minimum wage law protects employees from garnishment by setting a floor on the amount of wages that can be garnished. This ensures that employees retain enough of their income to meet their basic needs.
22.3. What Are the Limits on Wage Garnishment in California?
In California, the amount of wages that can be garnished is limited to the lesser of 25% of the employee’s disposable earnings or the amount by which the employee’s disposable earnings exceed 40 times the state minimum hourly wage.
23. What Is the Fast Food Council?
AB 1228 created the Fast Food Council. The Fast Food Council is composed of appointed representatives from the fast food restaurant industry, fast food restaurant franchisees or restaurant owners, fast food restaurant employees, advocates for fast food restaurant employees, and one unaffiliated member of the public.
Fast Food Council Meeting
23.1. Who Are the Members of the Council?
The Council also has two non-voting members, one from the Department of Industrial Relations and one from the Governor’s Office of Business and Economic Development.
23.2. How Are Council Members Appointed?
Council members are appointed by the Governor, the Speaker of the Assembly, and the Senate Rules Committee. The appointments are made from lists of nominees submitted by various stakeholders, including the fast food industry, labor unions, and public interest groups.
23.3. What Is the Purpose of Having Different Representatives on the Council?
The purpose of having different representatives on the council is to ensure that all perspectives are considered when making decisions about minimum employment standards in the fast food industry. This helps to create a more balanced and equitable approach to regulating the industry.
24. What Will the Fast Food Council Do?
The Council will meet regularly to develop new minimum employment standards specific to the fast food industry. These standards could include future minimum wage increases as well as working hours and working conditions to ensure and maintain the health, safety, and welfare of fast food restaurant workers.
24.1. Can the Council Increase the Minimum Wage?
The hourly minimum wage established by the Council can increase every year by either 3.5% or the increase in the consumer price index, whichever is smaller. The Fast Food Council can establish a single statewide minimum wage for fast food restaurant employees or vary the minimum wage by region of the State.
24.2. What Other Issues Can the Council Address?
In addition to minimum wage, the council can address issues such as working hours, working conditions, and health and safety standards in the fast food industry. This allows the council to take a comprehensive approach to regulating the industry and protecting the rights of workers.
24.3. How Can the Public Participate in the Council’s Meetings?
The Council’s meetings will be open to the public, and the Council will take public comment on all action items. This allows members of the public to express their views on the issues being considered by the council and to provide input on the development of new minimum employment standards.
Navigating the complexities of the $20 minimum wage in California fast food can be challenging, but larosafoods.com is here to help. For more information, including detailed guides, expert advice, and the latest updates on food industry regulations, visit our website today.
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FAQ About the $20 Minimum Wage in California Fast Food
- Who Benefits From the $20 Minimum Wage in California Fast Food?
