Compliance

COLB Aerial

Explore the Certification and Compliance webpage, your go-to resource for comprehensive information on a the City's ordinances, requirements and guidelines. Empowering individuals and organizations to meet regulatory requirements! 

 
  • Long Beach Small Business Certification

    The City of Long Beach adopted a Small Business Enterprise (SBE), Very Small Business Enterprise (VSBE), and Local Small Business Enterprise (LSBE) Ordinance in June 2011 to encourage more small businesses to participate in City contracts. Certain procurements are assigned project specific contracting goals requiring prime contractors to subcontract with a combination of Long Beach Certified SBE, VSBE or LSBE Businesses or show good faith efforts. In order for a small business to count towards goal attainment, they must have the Long Beach Small Business Enterprise (LBSBE) certification, regardless of state or federal SBE certification status. The LBSBE certification can be obtained through our bidder's database registration.

    The City determines SBE eligibility by utilizing federal U.S. Small Business Administration (SBA) size standards either by the average gross annual revenue or by the number of employees, based on North American Industrial Classification System (NAICS) codes. To see if your business qualifies, view the SBA’s Table of Small Business Size Standards.

    In addition, for a small business to be eligible for certification, the small business must be a for-profit business and must meet the following requirements as set forth from the California Department of General Services:   

    • Be independently owned and operated
    • Not dominant in field of operation
    • Principal office located in California;
    • Owners (officers, if a corporation) domiciled in California; and,
    • Including affiliates, be either a business with 100 or fewer employees; a manufacturer with 100 or fewer employees; or, an average annual gross receipts of $15 million or less, over the last three tax years (unless higher size standards are authorized by the SBA Table of Small Business Size Standards for the NAICS applicable to your business)

    VSBE eligibility is determined utilizing maximum allowable annual gross revenues consistent with those of the State of California’s Department of General Services “micro-business” designation. The current guidelines for this designation can be accessed on the California Department of General Services website.

    LSBE eligibility shall be determined by the criteria established in Municipal Code section 2.84.030, subdivisions (1) and (2), in addition to the SBE eligibility criteria described above.

    If you are a small business, you must register and obtain SBE certification through the City's online bid management system. If you are a prime contractor who has a small business you would like to subcontract out to, be sure to encourage them to apply for a Long Beach Small Business Certification. 

    Contractors can search our bid management system for registered LBSBE businesses by doing an advanced vendor search on the portal and checking off the "Long Beach Small Business Enteprise" option as show in the screenshot below.


    LBSBE Documents:

  • Disadvantaged Business Enterprises

    Disadvantaged Business Enterprises

    The objectives of a Disadvantaged Business Enterprise (DBE) Program are to ensure nondiscrimination in the award and administration of federally-funded contracts in highway, transit, and airport financial assistance programs and to create a level playing field on which DBEs can compete fairly for federally-funded contracts.

    OVERALL FAA TRIENNIAL DBE GOAL:

    The City of Long Beach Airport proposes an overall triennial goal for federal fiscal years 2024-2026 of  9.6% for Disadvantaged Business Enterprise (DBE) participation on Federal Aviation Administration (FAA)-funded airport construction projects. See Public Notice

    LONG BEACH AIRPORT DBE PLAN

    LONG BEACH AIRPORT CONCESSION DBE PROGRAM (ACDBE)

    DBE RESOURCES:

    DBE CONTACTS:

    For assistance in DBE outreach and Caltrans DBE program information, upcoming events, or small business resources, please contact the City of Long Beach DBELO or the Caltrans District 7 Small Business Liaison (covering Los Angeles and Ventura Counties):

    Michelle "Micah" Scott
    District 7 Small Business Liaison
    (213) 897-0891
    Michelle.Scott@dot.ca.gov 

    City of Long Beach Disadvantaged Business Enterprises Liaison Officer (DBELO)
    (562) 570-6200

  • Labor Compliance

    Prevailing Wages

    In the performance of public work under any Contract, Contractor shall comply with the provisions of Standard Specifications for Public Works Construction, latest edition, and City of Long Beach Amendments thereto. Where labor is required for public work as part of this Contract, Contractor shall pay no less than the prevailing wages set by the Director of the Department of Industrial Relations of the State of California (in accordance with City of Long Beach Municipal Code II Wages - 2.87.090, 2.87.120 and 2.87.130). The wage schedule is available at http://www.dir.ca.gov/OPRL/DPreWageDetermination.htm

     The City has a Labor Compliance Program which is certified by the State of California, Department of Industrial Relations. 

    Applicability of Senate Bill (SB) 854: 

    Public works Projects are subject to the following:

    No contractor or subcontractor may be listed on a bid proposal for a public works project (submitted on or after March 1, 2015) unless registered with the Department of Industrial Relations pursuant to Labor Code section 1725.5 [with limited exceptions from this requirement for bid purposes only under Labor Code section 1771.1(a)].

    No contractor or subcontractor may be awarded a contract for public work on a public works project (awarded on or after April 1, 2015) unless registered with the Department of Industrial Relations pursuant to Labor Code section 1725.5.

    Public Works Projects are subject to compliance monitoring and enforcement by the Department of Industrial Relations. Contractors are further cautioned that certified payrolls shall be submitted electronically directly to the Department of Industrial Relations. 

    FEDERAL DAVIS BACON REQUIREMENTS: 

    Federally-Funded Public Work is subject to the requirements of the Davis Bacon Act. The contractor to whom a Federally-Funded contract is awarded must comply with the Federal Wage Decision contained in Division E of the Specifications and all record keeping requirements of the Davis Bacon Act.

    CALIFORNIA WAGE RATE REQUIREMENTS: 

     Pursuant to Division 2, Part 7, Chapter 1 of the Labor Code of the State of California, the Director of Public Works of the City by and on behalf of the City Council has obtained from the Director of the Department of Industrial Relations of the State of California the general prevailing wage rate of per diem wages, and the general prevailing rate of holiday and overtime work in the locality in which the public work is to be performed for each craft, classification or type of workers needed to perform the Work, and are kept on file in the office of the City Engineer, 5th Floor, City Hall, 411 West Ocean Boulevard, Long Beach, California 90802. The Contractor to whom a Public Works Contract is awarded, and its subcontractors, shall pay to all workers in the performance of the Work not less than the prevailing rate of wages needed to execute the contract, where such rates are not less than the rates contained in the above-referenced Federal Wage Decision. Copies of schedules of prevailing wage rates may be obtained on the California Department of Industrial Relations website http://www.dir.ca.gov/dlsr. Bidders are directed to review bid documents carefully and to familiarize  themselves with the State of California Labor Code to ensure they are aware of the requirements concerning payment of prevailing wages, payroll records, and hours of labor.


    Labor & Material Bond Requirements

    Bonds: If the total bid price for the work required herein is greater than $25,000 the bidder shall provide a labor and material bond as specified in Section 2-4 "Contract Bonds" of the Standard Specifications for Public Works Construction.

    The successful bidder shall submit a Labor and Materials Bond to the Department of Parks, Recreation & Marine, 7600 East Spring Street/Building C, Long Beach CA 90815. The amount of the bond shall be 100% of the contract amount and shall be submitted within ten (10) days of Notice of Award. Bond shall be submitted upon forms secured at the office of the Department of Parks, Recreation & Marine, 7600 East Spring Street/Building C, Long Beach CA 90815.

    A corporation must have the bond executed by two (2) authorized officers. If the bond is executed by only one (1) authorized officer or a person not listed in Section 313 of the California Corporations Code, then the corporation must attach a certified copy of a resolution of its Board of Directors authorizing execution by said individual(s).

    Notarial Acknowledgement: Signature of all Principals and Sureties shall be accompanied by an appropriate Notarial Acknowledgement whether the company is located inside or outside of the State Of California.

  • Project Labor Agreement

    Project Labor Agreement

    The Project Labor Agreement (PLA) is an agreement between the City of Long Beach and the Los Angeles/Orange County Building and Construction Trades Council, its affiliated local unions and the Southwest Regional Council of Carpenters. The PLA is also a partnership with Long Beach City College, Pacific Gateway and the Trades for pre-apprentice training support for Long Beach residents.

    A Citywide PLA was approved by the Long Beach City Council in 2021 (View the City Council letter). and is applicable to all covered projects with a contract value that exceed $750,000 for non-street/right of way or $1,000,000 for street/right of way projects. The intent of the PLA is to promote employment opportunities for the Long Beach community on local capital construction projects.

    PLA requirements include:

    • 40% of total work hours to be performed by local residents. Local residents can include:       residents from City of Long Beach, Gateway Cities, and residents residing within the counties of Orange and Los Angeles.
    • 10% goal for disadvantaged/veteran workers.
    • Mandates a Jobs Coordinator.
    • No work stoppages or strikes.

    Project Labor Agreement 

    PLA Image


    For more information regarding the Project Labor Agreement, you may contact: 

    City of Long Beach * Business Relations Bureau
    (562) 570-6200 


    Annual PLA Report

    The Annual PLA Report includes a description of the fundamental provisions of the PLA, the projects to which PLA has applied, the PLA administrative process, the associated costs to the City, and compliance with PLA requirements and goals.


    PLA Monthly Reports

    2023 January

    2022  January   February  March April  May   June  July August September October November December

    2021  January February March April May June July  August September October  November December

    2020 January February March  April  May  June July  August  September October November December

    2019 January February March   April May  June July  August September  October  November  December

    2018 January February March April May June  July August September October November   December

    2017 January February March April  May  June  July  August  September  October  November  December

    2016 January  February  March  April  May  June  July  August  September  October  December

  • HUD Section 3 Program

    HUD SECTION 3 PROGRAM

    HUD SECTION 3 GUIDELINES HAVE CHANGED WITH THE ISSUANCE OF HUDS "FINAL RULE". PROJECTS WITH FUNDS COMMITTED PRIOR TO NOVEMBER 30, 2020 ARE CONSIDERED "LEGACY PROJECTS" AND WILL ADHERE TO THE OLD SECTION 3 GUIDELINES (24 CFR PART 135).

    PROJECTS WITH FUNDS COMMITTED NOVEMBER 30, 2020 AND AFTER WILL ADHERE TO THE REQUIREMENTS OF THE NEW FINAL RULE (24 CFR PART 75) REQUIREMENTS. 


    SECTION 3 GUIDELINES 

    Click here for the new HUD Final Rule Regulation 24 CFR Part 75.

    Section 3 of the Housing and Urban Development Act of 1968 [24 CFR Part 135] is a Regulation of the Department of Housing and Urban Development (HUD) that attempts to provide economic and employment opportunities to low-income residents and businesses when certain HUD funds are used for construction. As of November 30, 2020, 24 CFR Part 135 has been replaced with 24 CFR Part 75. The new regulation is applicable to all projects whose funding was committed November 30, 2020 or after. 

    It is a policy of the City of Long Beach that when a construction project contains HUD Section 3 regulations, that best efforts are to be utilized to meet Section 3 requirements.  Contractors shall cooperate with the City and its representatives regarding compliance with Section 3 regulations and shall cause its employees and subcontractors to cooperate with the City in complying with Section 3.  The City will provide assistance to Contractors in complying with Section 3 HUD regulations.

    For more information on how to comply with the City of Long Beach’s Section 3 Policy, please read the Compliance Guidelines and Attachments.  

    For information on how to apply Section 3 to projects with funds committed November 30, 2020 or after, please use the COLB HUD Section 3 Guidelines and Attachments

    For information on how to complete outreach for projects with funds committed prior to November 30, 2020, please use the City of Long Beach HUD Best Efforts Submittal Package and see our HUD Section 3 Frequently Asked Questions.  

    HUD SECTION 3 CERTIFICATION

    The City of Long Beach has a created a certification process for contractors and businesses that would like to be included in our HUD Section 3 database.  To be eligible for certification contractors must meet one of the following qualifications as described in the HUD Final Rule:

    • Fifty-one percent (51%) of the business has to be owned and controlled by low or very-low income persons; or
    • Seventy-five percent (75%) or more of the labor hours performed for the business over the prior three-month period are performed by Section 3 Workers; or
    • Fifty-one percent (51%) of the business has to be owned and controlled by current residents of public housing or Section 8-assisted housing.  

    Contractors and businesses that are seeking certification can self-register on HUDs Section 3 Business Registry You can also be added to the City's Section 3 business list by downloading the Certification Form and emailing a copy to laborcompliance@longbeach.gov.

    Publishing Sources for HUD Section 3 Contracting Opportunities

    Listed alphabetically below by category

    ADVERTISING BUSINESS ASSISTANCE AGENCIES, MINORITY CONTRACTORS ASSOCIATIONS AND/OR COMMUNITY ORGANIZATIONS

    PUBLICATIONS THAT ADVERTISE OPPORTUNITIES FOR TO OBTAIN ASSISTANCE TO OVERCOME LIMITATIONS SUCH AS INABILITY TO OBTAIN BONDING, LINES OF CREDIT, FINANCING, OR INSURANCE

    AGENCIES ADMINISTERING HUD YOUTHBUILD PROGRAMS OR LOCAL CHAMBERS OF COMMERCE

    TRADE ASSOCIATION PAPERS/NEWSLETTERS, LOCAL MEDIA, SUCH AS COMMUNITY TELEVISION NETWORKS, NEWSPAPERS OF GENERAL CIRCULATION, AND/OR RADIO ADVERTISING

    Unions - ask for Contractors that are signatories & Section 3 eligible

    If your business qualifies for one of the above-referenced categories and you would like to be added to the list, please email us at:  LaborCompliance@longbeach.gov or call us at: (562) 570-6200.

    LINKS:

  • Minimum Wage

    California Minimum Wage

    This webpage has been developed by the City of Long Beach as a resource to the local community regarding changes to the State’s minimum wage and related matters.

    If you have a received a notice from the County of Los Angeles regarding a minimum wage increase that is set to take place on July 1, 2023, please note that this notice only applies to unincorporated areas of the Los Angeles County and does not apply to businesses located in the City of Long Beach.


    Minimum Wage — Every employer shall pay to each employee hourly wages not less than the following.

    EFFECTIVE DATE

    Employers with
    25 or Fewer Employees*

    Employers with
    26 or More Employees*

    January 1, 2017

    $10.00

    $10.50

    January 1, 2018

    $10.50

    $11.00

    January 1, 2019

    $11.00

    $12.00

    January 1, 2020

    $12.00

    $13.00

    January 1, 2021

    $13.00

    $14.00

    January 1, 2022

    $14.00

    $15.00

    January 1, 2023

    $15.50**

    $15.50**

    January 1, 2024

    $16.00***

    $16.00***

    * Employees treated as employed by a single qualified taxpayer pursuant to Revenue and Taxation Code section 23626 are treated as employees of that single taxpayer.

    ** On July 27, 2022, the Director of the Department of Finance certified that based on the annual inflation rate from 7/1/21-6/30/22, under Labor Code section 1182.12(c)(3)(A), the state hourly minimum wage must be increased, effective January 1, 2023, to $15.50 an hour (regardless of the number of workers employed by an employer).

    *** The minimum wage in California, effective January 1, 2024, is $16.00/hour for all employers. Fast Food Restaurant employers, effective April 1, 2024, and Healthcare Facility employers, effective June 1, 2024, will have a higher minimum wage.


    Long Beach Hotel Workers

    CITY OF LONG BEACH
    Annual Adjustment for Hotel Workers

    EFFECTIVE DATE

    HOTEL WORKER HOURLY RATE

    July 1, 2016

    $14.07

    July 1, 2017

    $14.35

    July 1, 2018

    $14.64

    July 1, 2019

    $14.97

    July 1, 2020

    $15.47

    July 1, 2021

    $15.69

    July 1, 2022

    $16.73

    July 1, 2023

    $17.55

    On November 6, 2012, voters in the City of Long Beach adopted an initiative ordinance (Measure N) requiring minimum compensation and sick days paid to hotel workers.

    The full text of Long Beach Municipal Code Chapter 5.48 is available on the Long Beach City Clerk website.


    Long Beach Hotel Workers Initiative Ordinance (Measure N)

    2023 Updates for Long Beach Hotel Workers
    2022 Updates for Long Beach Hotel Workers

    2021 Updates for Long Beach Hotel Workers

    2020 Updates for Long Beach Hotel Workers
    2019 Updates for Long Beach Hotel Workers
    2018 Updates for Long Beach Hotel Workers
    2017 Updates for Long Beach Hotel Workers


    Long Beach Concessionaire Workers

    CITY OF LONG BEACH
    Annual Adjustment for Concessionaire Workers
    EFFECTIVE DATE            CONCESSIONAIRE WORKER
    HOURLY RATE
    July 1, 2017 $14.07
    July 1, 2018 $14.37
    July 1, 2019 $14.72
    July 1, 2020 $15.30
    July 1, 2021 $15.32
    July 1, 2022 $16.55
    July 1, 2023 $17.36

    On February 11, 2014, the Long Beach City Council adopted an Ordinance No.
    ORD-14-0002 (Chapter 16.60) requiring minimum compensation and sick days be paid to concessionaire workers at the Long Beach Airport and the Long Beach Convention Center.

    The full text of Long Beach Municipal Code Chapter 16.60 is available on the Long Beach City Clerk website.

    Payment of Living Wage to (Concessionaire) Workers at the Long Beach Airport and the Long Beach Convention Center Ordinance

    2023 Notice of Annual Adjustment Effective July 1, 2023
    2022 Notice of Annual Adjustment Effective July 1, 2022

    2021 Notice of Annual Adjustment Effective July 1, 2021

    2020 Notice of Annual Adjustment Effective July 1, 2020
     
    2019 Notice of Annual Adjustment Effective July 1, 2019
    2018 Notice of Annual Adjustment Effective July 1, 2018
    2017 Notice of Annual Adjustment Effective July 1, 2017


    KNOW YOUR RIGHTS AND RESPONSIBILITIES


    EMPLOYEES

    General Information

    Minimum Wage Order 2024 (MW-2024): Effective January 1, 2024
    Minimum Wage Order 2023 (MW-2023): Effective January 1, 2023
    Minimum Wage Order 2022 (MW-2022): Effective January 1, 2022
    Minimum Wage Order 2021 (MW-2021): Effective January 1, 2021
    Minimum Wage Order 2020 (MW-2020): Effective January 1, 2020
    Minimum Wage Order 2019 (MW-2019): Effective January 1, 2019
    Minimum Wage Order 2017 (MW-2017): Effective January 1, 2017
    Minimum Wage Order 2014 (MW-2014): Effective July 1, 2014

    Frequently Asked Questions (State of California Department of Industrial Relations)

    How to File a Wage Claim with the State of California

    How to Contact the Labor Commissioner’s Office for more information


    EMPLOYERS

    General Information

    Workplace Postings

    Frequently Asked Questions about Workplace Postings

    Current California Wage Orders

    Nonprofit Organizations

    Sheltered Workshops and Special Minimum Wage Workers


    ADDITIONAL BACKGROUND

    Senate Bill 3


    Contacts

    To contact a representative of the State of California Department of Industrial Relations (DIR) regarding minimum wage, you may call the DIR at: (562) 590-5048.

    To speak with a City representative for general inquiries, contact us at:

  • Healthcare Worker Minimum Wage

    HEALTHCARE WORKERS MINIMUM WAGE ORDINANCE

    You have reached the landing page for the City of Long Beach Healthcare Workers Minimum Wage Ordinance.

    September 22, 2022 UPDATE: A referendum petition was filed with the City of Long Beach on September 21, 2022. Pursuant to state law, upon submittal of a referendum petition to the City, the Healthcare Worker Minimum Wage Ordinance is now automatically suspended and will not go into effect pending review. Once appropriate steps have been taken to verify the referendum petition, the City Council will make a decision at a future date to either submit the ordinance to the Long Beach voters, or to repeal the ordinance. View the memorandum.

     This update is to advise the public that under the law, the ordinance will not take effect due to a referendum and businesses are not required to pay the Healthcare Worker Minimum Wage until further notice.




    The Healthcare Worker Minimum Wage Ordinance was approved by City Council on August 16, and signed by the Mayor on August 26, 2022. In accordance with City Charter Section 213(a)(1), the ordinance will become effective 31 days after signature by the Mayor. The Healthcare Worker Minimum Wage Ordinance will become effective on September 26, 2022. The Ordinance creates a healthcare worker minimum wage of $25.00 per hour for covered employees. View the Ordinance

    This is a very new regulation and the City will be developing educational materials to provide assistance to the community, for both the workers and the employers. These materials are expected to be available on this website in the near future.

    In the meantime, each business should evaluate the ordinance as written to determine if it applies to them and take the necessary steps to comply. The definitions are located in section 5.96.020 of the ordinance. 

    • If your business falls within the definition of “Covered Healthcare Facility,” as defined under Section 5.96.020(B), then the ordinance applies to your business.

    • If your business falls within the definition of “Covered Physician Group,” as defined under Section 5.96.020(C), then the ordinance applies to your business.

    • If your business falls within the definition of “Integrated Healthcare Delivery System,” as defined under Section 5.96.020(G), then the ordnance applies to your business.

    Individual businesses are in the best position to know the underlying facts relevant to the business in relation to these definitions and whether the ordinance might apply.

    If you have questions regarding the ordinance, its adoption or the associated timeline, you may contact Deputy City Attorney Erin Weesner-McKinley at erin.weesner-mckinley@longbeach.gov in the City Attorney's Office.

    process for reporting complaints will be published on this page for employees alleging violations of the Ordinance. In the meantime, employees can email questions or comments to minimumwage@longbeach.gov.

    Legal Notices
    Upon the effective date of the Ordinance (September 26, 2022), every Privately-Owned healthcare facility in the City of Long Beach shall post in a conspicuous place at any workplace or jobsite where an employee works, the notice published by the City informing qualifying healthcare workers of the current minimum wage rate. 

    Healthcare Worker Minimum Wage Bulletin (downloadable PDF coming soon)

    One-Year Court-Granted Waiver
    Per Ordinance Section 5.96.090,  a court may grant a one-year waiver from the Minimum Wage requirements of this Ordinance if an Employer can demonstrate by substantial evidence that compliance with the Ordinance would raise substatial doubt about the Employer's ability to continue as a going concern under generally accepted accounting standards. Waiver requests are filed with the court, not with the City. Visit Ordinance Section 5.96.090 for more information.

    For more information contact us at minimumwage@longbeach.gov.