A. By August 1, 2017 the Department shall publish and make available to Employers a bulletin announcing the Minimum Wage rate which shall take effect on October 1, 2017. By August 1, 2018, the Department shall publish and make available to Employers a bulletin announcing the Minimum Wage rate which shall take effect on October 1, 2018. By May 1, 2019 and by May 1 of each year thereafter, the Department shall publish and make available to Employers a bulletin announcing the adjusted Minimum Wage rate, which shall take effect on July 1 of the same calendar year. In conjunction with this bulletin, the Department shall by the same dates specified above publish and make available to Employers, in all languages spoken by more than five percent of the work force in the City, a notice suitable for posting by Employers in the workplace informing Employees of the current Minimum Wage rate and of all their rights under this Chapter.

B. Every Employer shall post in a conspicuous place at any workplace or job site in the City where any Employee works the notice published each year by the Department informing Employees of the current Minimum Wage rate and of their rights under this Chapter. Every Employer shall post such notices in any language spoken by at least five percent of the Employees at the work-place or job site. Every Employer shall also provide each Employee at the time of hire with the Employer’s name, address, and telephone number in writing. Failure to post such notice shall render the Employer subject to administrative citation, pursuant to Section 90, Subsection A, of this Chapter.

C. Employers shall retain payroll records pertaining to Employees for a period of four years, and shall allow the City access to such records, with appropriate notice and at a mutually agreeable time, to monitor compliance with the requirements of this Chapter. Where an Employer does not maintain or retain adequate records documenting wages paid and Service Charges collected and distributed or does not allow the City reasonable access to such records, the Employee’s account of how much they were paid shall be presumed to be accurate, absent clear and convincing evidence otherwise. Furthermore, failure to maintain such records or to allow the City reasonable access shall render the Employer subject to administrative citation, pursuant to Section 90, Subsection A, of this Chapter. Such payroll records shall include the amount of hours worked, wages paid, Paid Sick Leave accrued, and distributions of hospitality Service Charges.

D. If a violation of this Chapter has been finally determined, the City shall require the Employer to post public notice of the Employer’s failure to comply in a form determined by the City. Failure to post such notice shall render the Employer subject to administrative citation, pursuant to Section 90, Subsection A, of this Chapter.

E. Every Employer shall post a notice in a conspicuous place at any workplace or job site in the City where any Employee works, explaining which employees are included in the chain of service and distribution of the Services Charges and how Service Charges are distributed among Employees. (Ord. 7505-NS § 1 (part), 2016: Ord. 7352-NS § 1 (part), 2014)