NOTICES

BALLOT TITLE AND IMPARTIAL SUMMARY

(California Elections Code § 9203)

HOTEL WORKER MINIMUM WAGE, RETENTION, SAFETY AND WORKLOAD INITIATIVE ORDINANCE FOR THE CITY OF NORWALK.

Overview: This is a citizen-sponsored initiative measure that would change the terms and conditions of employment for hotel workers in Norwalk as summarized below.

Minimum Wage: Currently, the minimum wage in California is $16.00 per hour and will increase to $16.50 per hour commencing January 1, 2025. Under this measure, the minimum wage for hotel workers would increase to $20 per hour commencing July 1, 2025. The minimum wage for hotel workers would be increased to $23 per hour on July 1, 2026, increased to $25 per hour on July 1, 2027, increased to $29.50 per hour on July 1, 2028, and increased annually on each July 1 thereafter in an amount equal to the consumer price index.

Personal Security Devices: This measure would require hotels to provide electronic emergency devices to hotel workers assigned to work alone in guest rooms or restrooms, with the devices providing direct contact to trained hotel security staff. Hotels must allow workers paid time to report any violent or threatening conduct, and to reasonably accommodate workers making such reports. Hotels must notify guests of these requirements by displaying notices in each guest room and restroom facility. Hotels would be required to provide training to employees regarding use of the emergency device and worker rights.

Workload / Overtime: Hotels could not require cleaning workers to clean more than 3,500 square feet per day, unless the hotel pays that worker double-time for the entire workday. There are other adjustments to the cleaning workload set forth in the measure. Absent written consent, hotels could not require hotel workers to work more than ten hours per day. Hotels would be prohibited from implementing programs (including financial incentives for guests) whereby occupied guest rooms are not cleaned nightly.

Employee Retention: If a hotel changes ownership, the new owner would be required to offer continued employment for at least 90 days to every existing non-managerial worker that was employed before the ownership change, with limited exceptions.

Subcontracting Limits: Hotel employers would be prohibited from entering into any new or extending existing contracts with a contractor that supplies hotel workers to provide cleaning services, subject to certain short-term exceptions.

Service Charges: Hotels would have to pay any service charge received from a customer to the employees as set forth in the Measure.

Waivers: Hotels could apply to the City Manager for annual waivers from the measure’s requirements upon a showing of “financial hardship” as defined, provided that the worker safety-related provisions may not be waived.

Enforcement: Hotel employees could enforce this measure by reporting violations to Norwalk officials or initiating litigation against the employer for damages and civil fines.

Effective Date: If approved by voters the measure would take effect 10 days after election results are certified.

A YES vote on this Measure would enact these employment benefits and regulations for Norwalk hotel workers. A NO vote opposes the proposed Measure and would maintain existing rules and regulations currently imposed upon hotel operations in Norwalk and their workers.

Prepared By: Arnold M. Alvarez-Glasman, City Attorney

NOTICE OF INTENT TO CIRCULATE PETITION

Notice is hereby given by the persons whose names appear hereon of their intention to circulate the petition within the City of Norwalk for the purpose of adopting an initiative that will enact provisions to improve and protect the welfare of employees at hotels in the City.

A statement of the reasons of the proposed action as contemplated in said petition is as follows:

This is an initiative to protect the welfare of employees at hotels in the City.

Hotel employees who work by themselves in guest rooms, restrooms, or in isolated locations are vulnerable to crimes and other threatening behavior, including sexual assault. This initiative enables hotel employees to protect their safety by, among other measures, requiring that hotel employers provide workers with panic buttons which they may use to report threatening conduct or other emergencies. Many instances of sexual assault go unreported to the police. The initiative also includes provisions that support employees’ ability to report criminal and threatening behavior to the proper authorities.

Hotel employees are also freqently assigned overly burdensome room cleaning quotas and unexpected overtime, which undermines the public interest in ensuring that room cleaners can perform their work in a manner that adequately protects public health and interferes with workers’ ability to meet family and personal obligations. The initiative assures that room cleaners receive fair compensation when their workload assignments exceed proscribed limits and prohibits hotel employers, except in emergency situations, from mandating overtime when workers’ shifts exceed 10 hours in a day.

Workers employed through labor contractors are uniquely vulnerable to abusive employment practices. Temporary workers are also less likely to have the experience and training to prevent the spread of disease through effective cleaning methods or to identify human trafficking or preparations for acts of terrorism. With certain exceptions, the initiative prohibits hotel employers from contracting out room cleaning work.

When corporate ownership or management of a hotel changes, new operators sometimes reopen with a new workforce, leaving the hotel’s former workers displaced. This initiative requires a transitional retention period upon change of ownership, control, or operation, thereby stabilizing employment and alleviating demands on government agencies for social services.

The initiative also ensures hotel workers are paid wages that meet their and their families’ basic needs. The initiative requires hotel employers to pay a minimum of $20.00 an hour beginning July 1, 2025. The hourly hotel minimum wage would increase to $23.00 on July 1, 2026, to $25.00 on July 1, 2027, and to $29.50 on July 1, 2028 when it will reach parity with the hotel minimum wage in Long Beach. Wage rates would then be adjusted annually to reflect increases in the cost of living. Wage increases for low-wage workers strengthen the City’s economy by improving the ability of workers to purchase products and services from local merchants, while also reducing employee turnover, which creates incentives for both employers and workers to increase training and worker productivity.

When a service charge is listed on a customer’s bill, there is often a reduction in the gratuity to the hotel worker on the assumption that the service charge is automatically paid to the worker. This initiative guarantees that a hotel worker gets paid for any service charge a customer reasonably would believe is intended for the worker who performed the service.

These requirements apply to large hotels with 80 or more rooms.

NAME OF PROPONENT: Christina Sanchez

PROPONENT’S SIGNATURE: /s/ Christina Sanchez

PROPONENT’S ADDRESS: [street number omitted for privacy reasons] Orr and Day Rd. Norwalk, CA 90650

DATE: 11/19/2024

NAME OF PROPONENT: Juana Melara

PROPONENT’S SIGNATURE: /s/ Juana Melara

PROPONENT’S ADDRESS: [street number omitted for privacy reasons] LeFloss Ave. Norwalk, CA 90650

DATE: 11/19/2024

NAME OF PROPONENT: Yulisa Figueroa

PROPONENT’S SIGNATURE: /s/ Yulisa Figueroa

PROPONENT’S ADDRESS: [street number omitted for privacy reasons] Joshua Lane Norwalk, CA 90650

DATE: 11/24/2024

The Norwalk Patriot

1/31/25