Living Wage Program
Contractors and subcontractors must meet basic Living Wage Ordinance (LWO) requirements on covered contracts. Further details are provided in San Diego Municipal Code Division 42 (PDF) and Rules Implementing the LWO (PDF).
Wages and Health Benefits: Pay covered employees no less than the Current Living Wage Rates (PDF) (adjusted annually on July 1) including hourly health benefit amount or, if lesser amount is applied toward health plan, add difference to hourly wage rate as cash payment. See Health Premium Hourly Cost Calculation (PDF) for more information.
Days Off: Provide minimum of 10 paid days off per year for vacation, illness, or personal need at employee's request and, when accrued paid days off have been used, provide 10 additional unpaid days off for personal or family illness. See Proportional Compensated Leave Calculation (PDF) for more information.
Notify Employees: Post in visible location at work site(s) and annually distribute to covered employees with the first paycheck to occur after July 1: the LWO Notice to Employees/ Ordenanza del Sueldo Digno (PDF); information regarding the possible availability of health insurance coverage under the Affordable Care Act (ACA)/ Le de Cuidado de Salud Asequible (PDF); and information about the possible right to Earned Income Tax Credit (EITC)/ El Crédito Tributario por Ingreso del Trabajo (PDF).
Certify Compliance: Submit LWO Certification of Compliance (PDF) at award and annually; ensure applicable subcontractors file LWO Certification within 30 days.
Annual Report: Upon request provide annual report to City regarding LWO compliance.
City Access to Records: Permit access to LWO work sites and records for authorized City representatives and maintain LWO wage and benefit records for 3-7 years after final payment.
Prohibit Retaliation against any employee who alleges non-compliance with LWO.