What Employees Need to Know

No, employees may not agree to work for less than the Redwood City minimum wage unless there is a collective bargaining agreement in place.

Yes, any person who works in Redwood City for an employer that operates in Redwood City or maintains a business facility in Redwood City is eligible to be paid at the Redwood City minimum wage rate, unless covered by a higher industry-specific minimum wage.

Fast food workers and certain health care workers have higher minimum wage requirements under state law. Information about these wages is available on the California Labor Commissioner’s website (www.dir.ca.gov/dlse). If you have any doubt as to whether your employer or your job function qualifies for a higher minimum wage, please call the Labor Advice Hotline at 1-866-870-7725.

Only if you meet the definition of a learner. Under California Industrial Welfare Commission Order No. 4-2001, a learner is defined as “an employee during their first 160 hours of employment in an occupation in which they have no previous similar or related experience.” If you meet that definition, then you can be paid no less than 85% of the Redwood City minimum wage ($15.85) for the first 160 hours of work. After 160 hours of work, you must be paid the full Redwood City minimum wage. The learner provision does not apply to the higher industry-specific minimum wages covered above.

If you have any questions about how much you are getting paid, please call the Labor Advice Hotline at 1-866-870-7725.

No, tips and gratuity are not considered a part of the hourly minimum wage rate and may not offset the hourly wage. If you are a tipped worker, you will earn $18.65 plus tips.

Employers may not fund increases in compensation to meet the minimum wage for all employees by reducing the wage rate paid to any employee, nor by increasing charges to them for parking, meals, uniforms or other items.

All employees may file claims against employers who do not comply with the local minimum wage. Employees may also inform any person of their rights as an employee and assist them in asserting their rights (e.g. helping them to file a claim, etc.).

Employees may also not be retaliated against – including being fired or laid off – for filing a claim or exercising their rights. Taking an adverse action against a person within of 120 days from the day they filed a claim or exercised their rights raises a rebuttable presumption of retaliation. Retaliation is illegal even if the claim ends up being mistaken.

If you have any questions – even if you are not ready to make a claim, you may call the Labor Advice Hotline at 1-866-870-7725.

If violations are proven, employees may receive the payment of back wages that were unlawfully withheld, as well as interest on those wages. Moreover, employees may also receive $50 per day per employee for each day that the violation occurred as part of a civil penalty.

The City of Redwood City is contracting with the County of San Mateo’s Office of Labor Standards and Enforcement to provide enforcement for the Minimum Wage Ordinance. 

To report a possible violation, in English, Spanish, Chinese or Tagalog, you may:

1. Call the Labor Advice Hotline at 1-866-870-7725.
2. Email olse@smcgov.org
3. Visit OLSE in person at 500 County Center, Floor 5, Redwood City, CA 94063.

Please contact the City Manager’s Office if you have questions about the minimum wage, by calling (650) 780-7300.