A wave of local ordinances caps the floor space a hotel room attendant may be assigned in a workday — and prices the violation steeply. In Los Angeles, Santa Monica, West Hollywood, Glendale, Long Beach, and Oakland, an over-cap day owes twice the regular rate for every hour worked that day; Seattle pays three times the normal hourly rate for actual time cleaning above the limit, subject to its exceptions, and requires informed voluntary agreement first. This auditor takes one housekeeper's week — hours and square footage, or room counts converted for you — applies the right tier, special-room adjustments, and proration, and itemizes each day's premium with the math shown. Per-room pay gets a piece-rate decomposition: California's Labor Code §226.2 separate rest-and-recovery and nonproductive pay, or Washington's Demetrio v. Sakuma separate rest-break rate. Inputs never leave your browser.
Audit result#
Day by day#
| Day | Cap (sq ft) | Charged (sq ft) | Cap status | Premium |
|---|
Findings#
| Severity | Finding | Amount |
|---|
The math, step by step#
California §226.2 piece-rate decomposition#
Wage-statement line items §226.2(a)(2) requires for this pay period — each its own line, in addition to the standard §226 items:
The eight workload jurisdictions, side by side#
The laws share a skeleton — a square-footage cap per 8-hour workday, adjustments for harder rooms, a premium when the cap is broken — but the parameters differ in ways that matter at payroll:
| Jurisdiction | Cap per 8-hour day | Special-room treatment | Premium when exceeded | Consent rules |
|---|---|---|---|---|
| Los Angeles (LAMC §§182.03–182.04) | 3,500 sq ft at 60+ rooms; 4,000 sq ft at 45–59 rooms | Cap shrinks 500 sq ft per checkout/extra-bed room beyond five once 6+ are assigned; minus 500 per additional building and per floor beyond the second | 2× the regular rate for all hours worked that day | Written consent for workdays over 10 hours |
| Los Angeles County — unincorporated (LACC ch. 8.21) | 3,500 sq ft at 40+ rooms; 4,500 sq ft below 40 | Checkout and additional-bed rooms count as exactly 500 sq ft each once 7+ are assigned; no City-of-LA building/floor reduction | 2× the regular rate for all hours worked that day | Written consent for 10-plus-hour days, sought at least 7 days in advance |
| Santa Monica (SMMC §4.67.030) | 3,500 sq ft at 40+ rooms; 4,000 sq ft below 40 | Checkout and extra-bed rooms each count as 500 sq ft — regardless of actual size — once 7+ are assigned | 2× the regular rate for all hours worked that day | Written consent for workdays over 10 hours |
| West Hollywood (WHMC §5.127.030) | 3,500 sq ft at 40+ rooms; 4,000 sq ft below 40 | Checkout and extra-bed rooms count as 500 sq ft each once 7+ are assigned | 2× the regular rate for all hours worked that day | Written consent for workdays over 10 hours |
| Glendale (GMC §5.120.030) | 3,500 sq ft at 40+ rooms; 4,000 sq ft below 40 | Count-as-minimum: each checkout/extra-bed room counts as the greater of 500 sq ft or its actual size once 6+ are assigned | 2× the regular rate for all hours worked that day | Written consent for workdays over 10 hours |
| Long Beach (LBMC ch. 5.49, Measure WW) | 4,000 sq ft at 50+ rooms (prorated) | Cap shrinks 500 sq ft per checkout/extra-bed room beyond six once 7+ are assigned | 2× the regular rate for all hours worked that day | Written consent beyond 10 hours; notice of the right to decline no more than 30 days before consent |
| Oakland (OMC §5.93.030, Measure Z) | 4,000 sq ft (hotels with 50+ rooms covered) | Cap shrinks 500 sq ft per checkout/extra-bed room beyond six once 7+ are assigned | 2× the regular rate for all hours worked that day | Written consent for workdays over 10 hours |
| Seattle (SMC ch. 14.27) | 4,500 sq ft at hotels with 100+ rooms | Cap shrinks 500 sq ft per strenuous cleaning starting with the tenth | 3× the normal hourly rate for actual time cleaning above the adjusted cap | Prior informed voluntary agreement before an over-cap assignment, with the right to refuse |
The California-lineage laws require all-hours double pay: exceeding the adjusted cap adds another ordinary regular-rate payment for every hour that workday. This panel uses the ordinary rate before workload pay and does not offset overtime premiums. The workload increment is includable remuneration under 29 CFR 778.207, so the workweek auditor adds it to the federal weekly regular rate before recomputing overtime. Seattle pays 3× the normal hourly rate for time cleaning above the limit. Enter actual above-limit hours; the tool adds 2× normal wages to ordinary wages already included, without an overtime offset. Informed voluntary agreement is required before the over-limit assignment; consent does not remove premium pay. Early-departure exceptions need separate review.
Proration: the cap follows the clock#
Proration depends on the ordinance. A six-hour day against a 3,500-square-foot cap ordinarily reduces it to 2,625. Los Angeles, LA County, Santa Monica, West Hollywood and Glendale also increase the cap for overtime; a nine-hour Los Angeles day raises 3,500 to 3,937.5. Long Beach, Oakland and Seattle do not increase the cap above eight hours. Los Angeles and Glendale also prorate a shorter room-cleaning assignment even when the overall workday is longer. Seattle prorates the base cap before subtracting strenuous-room reductions. For joint assignments, enter only the square footage legally allocated to this attendant.
Coverage inside a hotel-ordinance package#
Seattle's 2019 package (SMC chs. 14.26–14.29) is not one rule but four, and they switch on at different sizes: the workload cap and the healthcare expenditure apply at 100+ guest rooms, while the panic-button safety rule and job-retention protections reach hotels at 60+ rooms. Enter a 70-room Seattle hotel and the auditor says the workload premium does not apply — but flags that the safety and retention protections still do. The component thresholds live in the data, so the tool computes the workload premium only where it actually governs, instead of misfiring at a hotel the workload chapter never reached.
Three California ordinances, newly computed#
The Los Angeles County (unincorporated), Glendale, and Long Beach special-room and proration parameters were promoted from disclosed-but-not-computed to computed in June 2026. Each is structurally identical to an ordinance the tool already modeled — LA County tracks the LA City cap-reduction model, Glendale uses the Santa Monica/West Hollywood "count-as" approach (with a 500 sq ft floor rather than a flat 500), and Long Beach uses Oakland-style cap reduction — and the parameters are corroborated across multiple independent legal analyses citing the adopted ordinances. The codified municipal-code text could not be retrieved directly at the review date (the repositories returned errors), so these three rest on those secondary legal sources pending raw-code confirmation; the methodology page and research/ notes record the provenance and confidence.
Piece-rate pay: §226.2 in California, Demetrio in Washington#
California has made pure per-room pay impractical rather than illegal. Labor Code §226.2 requires piece-rate workers to be paid separately, on top of piece earnings, for two categories of time: rest and recovery periods, at an average hourly rate (total compensation ÷ hours worked excluding rest time, never below the minimum wage), and other nonproductive time — meetings, training, cart stocking, waiting for rooms — at no less than the minimum wage. Each category must appear on the wage statement as its own line: total hours, rate, and gross wages for rest/recovery, and the same three for nonproductive time. The panel models weekly piece earnings plus separately computed nonproductive pay, preserving the full rest duration and unrounded California average until the payment is rounded. Supply the entire workweek. Additional bonuses or other compensation require a separate calculation because this panel has no input for them. It lists the six separate-pay line items; if piece earnings average below the minimum wage across all hours, it flags the true-up owed on top.
Washington reaches a parallel result by a different route. In Lopez Demetrio v. Sakuma Bros. Farms, 183 Wn.2d 649 (2015), the Washington Supreme Court held that piece-rate workers' paid rest breaks must be compensated separately from the piece rate, at the greater of the minimum wage or the worker's average piece-rate earnings over active (non-rest) hours — because no piece accrues during a break. Select a Washington jurisdiction and the panel computes that separate rest-break pay (there is no §226.2-style nonproductive-time line in Washington). One caveat the tool states plainly: Demetrio arose in agriculture, and no Washington appellate decision has yet extended it to non-agricultural piece-rate workers such as hotel housekeepers under the parallel general-industry rule (WAC 296-126-092). The identical "on the employer's time" regulatory language and federal district-court decisions point the same way, but the tool labels this a litigation-risk position rather than settled law.
The exposure lesson: Hyatt Regency Long Beach, $2.25 million Announced January 9, 2025 — the first class action settled under a local housekeeper-workload law. The claims were exactly what this tool computes: days over Measure WW's 4,000 sq ft cap paid at straight time instead of double, 10-plus-hour days without the consent paperwork, and the break claims that ride along. Workload ordinances are wage laws with class-action mechanics, and the evidence is the employer's own records — room assignments, square footage by room, consent forms. A property that cannot produce those numbers cannot prove compliance.
What this tool does not do#
- It audits the workload premium and the piece-rate decomposition — overtime, meal and rest premiums, healthcare payments, and wage floors live in the workweek auditor, which runs the same workload engine inside the full stack.
- The three California ordinances promoted in June 2026 (LA County, Glendale, Long Beach) rest on multiple independent legal analyses of the adopted text rather than a direct read of the municipal code, which the repositories did not serve at the review date; the provenance is recorded in the methodology and
research/notes. - Washington's separate rest-break pay is computed on Demetrio and the parallel general-industry rule, but its application to non-agricultural housekeepers is a litigation-risk position, not a settled holding — the tool says so in the result.
- The regular rate is taken as entered; if pay includes service charges, bonuses, or piece earnings spread over hours, compute it first — the premium scales one-for-one with it.
Background: housekeeper pay & piece rates · the hotel ordinance map. This tool is educational and illustrative, not legal advice — see the disclaimer.