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6 <br /> <br />noncompliance with this Ordinance; and the right to inform any person of his or her <br />potential rights under this Ordinance and to assist him or her in asserting such <br />rights. Protections of this Ordinance shall apply to any Employee who mistakenly, but in <br />good faith, alleges noncompliance with this Ordinance. Taking adverse action against <br />an Employee, including lowering Covered Employees’ Base Wage or Holiday Premium <br />Wages or reduction of hours, within 90 days of the Employee's exercise of rights <br />protected under this Ordinance shall raise a rebuttable presumption of having done so <br />in retaliation for the exercise of such rights. <br />SEC. 10 IMPLEMENTATION.8 <br />The Department may promulgate guidelines and rules consistent with this Ordinance for <br />the implementation of the provisions of this Ordinance. Any guidelines or rules shall <br />have the force and effect of law, and may be relied upon by Covered Employers, <br />Covered Employees and other parties to determine their rights and responsibilities <br />under this Ordinance. <br /> <br /> <br />SEC. 11 RECORDS <br /> <br />Covered Employers shall keep records necessary to demonstrate compliance with this <br />Ordinance, including but not limited to payroll records that specify the amount of <br />compensation paid to employees under sections 6 and 7 of this Ordinance. Employers <br />shall retain such records at the place of employment or in a central records office for a <br />period of four years, and shall allow the Department access to such records, with <br />appropriate notice and at a mutually agreeable time, to monitor compliance with the <br />requirements of this Ordinance. When an issue arises as to a Covered Employer’s <br />compliance with this Ordinance, if the Covered Employer does not maintain or retain <br />adequate records documenting compliance or does not allow the Department <br />reasonable access to such records within 30 days of the Department’s request, it shall <br />be presumed that the Covered Employer has violated the Ordinance, absent clear and <br />convincing evidence otherwise. <br /> <br />SEC. 12 ENFORCEMENT. <br />The provisions related to enforcement set forth in the San Leandro Municipal Code <br />Section 4-35-900 shall apply equally to the enforcement of this Chapter and individuals <br />and entities afforded rights and protections under those Sections are hereby granted <br />those same rights and protections in connection with the enforcement of any provision <br />of this Chapter. Covered Employers shall have all obligations of “Employers” and <br />“employers” under Section 4-35-300. The terms “Employer,” “Employ,” and “Employee,” <br />when used in Section 4-35-300 for purposes of enforcing provisions of this Ordinance, <br />shall have the meanings set forth in Section 6 of this Ordinance. The provisions of this <br />Ordinance do not diminish, alter, or negate any other legal rights, remedies, or <br />procedures available to an Employee. <br /> <br />8 San Leandro Minimum Wage Ordinance, San Leandro Municipal Code Section 4 -35-800 <br />311