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SEC. 181.07. COEXISTENCE WITH OTHER AVAILABLE RELIEF FOR SPECIFIC DEPRIVATIONS OF PROTECTED RIGHTS.
 
   This chapter shall not be construed to limit an Eligible Grocery Worker’s right to bring legal action for wrongful termination.
 
 
SEC. 181.08. SEVERABILITY.
 
   If any provision of this chapter is found invalid by a court of competent jurisdiction, the remaining provisions shall remain in full force and effect.
 
 
 
ARTICLE 2
HOTEL WORKER PROTECTION ORDINANCE
 
(Adopted by the Council in Response to Initiative on 6/28/22, Ord. No. 187,565, Eff. 8/12/22.)
 
 
Section
182.00   Purpose.
182.01   Definitions.
182.02   Measures to Protect Hotel Workers from Violent or Threatening Conduct.
182.03   Measures to Provide Fair Compensation for Workload.
182.04   Exemption; Limited Waiver for Certain Hotel Employers.
182.05   Notice.
182.06   Retaliatory Action Prohibited.
182.07   Administrative Regulations.
182.08   Joint Civil Liability.
182.09   Supersession by Collective Bargaining Agreement.
182.10   Civil Remedies.
 
 
SEC. 182.00. PURPOSE.
 
   Hotel workers who work by themselves in guest rooms are vulnerable to crimes and other threatening behavior, including sexual assault. Ensuring that hotel workers are equipped with personal security devices and supported in their ability to report criminal and threatening behavior to the proper authorities will promote their personal safety from criminal threat and improve public safety overall.
 
   Hotel employees who clean guest rooms are also frequently assigned overly burdensome room cleaning quotas, and can be disciplined for failing to meet these quotas. Overly burdensome room cleaning quotas undermine the public interest in ensuring that hotel room cleaners can perform their work in a manner that adequately protects public health. Such cleaning requirements also interfere with hotel employees’ ability to meet family, community, and personal obligations. This article includes provisions to assure that workers receive fair compensation through a wage premium when their workload assignments exceed defined limits. Ensuring that hotel workers receive fair compensation for their work assignments will promote the public interest and enable hotel workers to receive fair pay for honest work.
 
   Hotel employees are also frequently assigned unexpected and mandatory overtime, which limits hotel employees’ ability to meet family and personal commitments and interferes with their ability to schedule in advance for those commitments. This article prohibits hotel employers from assigning an employee overtime work when their shifts exceed 10 hours in a day without obtaining the worker’s informed consent, except in emergencies.
 
 
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