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<br /> <br />RFP 58205 Page 6 of 8 <br /> <br />Attachment B <br /> <br />CITY OF SAN LEANDRO LIVING WAGE ORDINANCE <br />Guidelines for Compliance & Frequently Asked Questions <br />July 2019 <br /> <br />4. Are there any other required employee benefits specified? <br /> <br />Yes. It specifies that employees must receive at least 22 days off per year (calendar) for sick <br />leave, vacation, holiday, or personal necessity. At least 12 of the required days off shall be <br />compensated at the same rate as regular compensation while 10 of the required 22 days may <br />be uncompensated days off. Part-time employees shall be entitled to accrue compensated <br />days off in increments proportional to that accrued by full-time employees. <br />Employees shall be eligible to use accrued days off after the first 6 months of satisfactory <br />employment or in accordance with the employer’s policy, whichever is sooner. <br /> <br />5. What types of employee’s are covered by the Ordinance? And does it cover full -time and <br />part-time employees? <br /> <br />Employees spending at least 25% of their work time on a City of San Leandro contract are <br />covered, as long as they work for a business applicable under the terms o f a covered <br />agreement or contract. Both part-time and full-time employees are covered if they meet those <br />criteria. Employees who are or would be covered under the state prevailing wage rate <br />requirement would only be covered by the Ordinance if their current prevailing wage rate was <br />lower than the living wage rate. <br /> Please see “Guidelines for Compliance” for additional detail. <br /> <br />6. What types of businesses are covered by the San Leandro Living Wage Ordinance? <br /> <br />The Living Wage Ordinance applies to entities providing services to the City of San Leandro via <br />contract or agreement, lessees of the City and recipients of City financial aide. Please see <br />“Guidelines for Compliance” for the thresholds and criteria for each type of employer, lessee, <br />financial aid recipient, or subcontractor and lessee. <br /> <br />7. Does the Living Wage Ordinance apply to sub-contractors or sub-lessees? <br /> <br />Subcontractor’s and sub-lessee’s are also subject to the same living wage provisions and <br />requirements as the primary employer or lessee. Employees who are or would be covered <br />under the state prevailing wage rate requirement would only be covered by the Ordinance if <br />their current prevailing wage rate was lower than the living wage rate. For example, <br />employees of a firm hired to do building improvements for the contractor would be subject to <br />the prevailing wage requirements under state law. <br /> <br />2291