Strippers Minimum Wage in California

Strippers in California must earn a minimum wage of $15.50 per hour or higher, depending on the city’s minimum wage where they work. Clubs that do not pay strippers a minimum wage can be sued for an estimated $100,000.

By Brad Nakase, Attorney

Email  |  Call (888) 600-8654

Have a quick question? I answered nearly 1500 FAQs.

Introduction

In California, strippers’ wages and working conditions have become a topic of significant concern. This article delves into the nuances of their employment, focusing on the legality of strippers’ wages and salary, the money strippers get paid in tips, and other aspects related to strippers’ pay. It aims to shed light on strippers’ wages, as well as their rights and protections afforded to individuals in this profession. In essence, strippers deserve to get paid for their labor, and strippers’ wages should meet the minimum standard, as with any other profession.

Do strippers get paid hourly?

As of the current legislation, the minimum wage for all strippers in California is $15.50 per hour, but in some cities the minimum wage are greater. Exotic dancers’ minimum wage will increase to $16 per hour on January 1, 2024. Nevertheless, in numerous cities within the state, local minimum wages exceed this baseline, providing additional financial security to exotic dangers. Notable examples include Berkeley at $18.07, Alameda at $16.75, Los Angeles at $16.90, San Diego at $16.30 (in 2023) and $16.85 (in 2024), and West Hollywood at $19.08. This means that strippers’ pay in these locations should meet these standards. Strippers’ wages should not dip below the minimum wage, regardless of money tips. If strippers make less than these amounts for their salary, they have a valid wage claim against their employer. It is essential that strippers get paid at least the minimum wage, as per California law.

Are strippers and exotic dancers independent contractors?

Strippers are not independent contractors and must be paid an hourly minimum wage or greater. Many gentleman’s club classify strippers and exotic dancers as independent contractor; however, California law clearly states that strippers are employees of the club. Strippers who are not paid a minimum wage or higher can sue the club for an estimated $98,000.

A fundamental principle dictates that strippers must get paid a fair salary for their work. This means that strippers get paid what they deserve for their labor. The widespread practice of relying on money tips, while common in the industry, does not excuse employers from their responsibility to ensure strippers’ wages meet the minimum amount. Please contact our employment lawyer for employees if you’re misclassified as a independent contractor.

Manager cannot accept tips from strippers

According to California Labor Code Section 351, employers and their representatives are expressly prohibited from collecting any portion of money gratuities intended for employees. If strippers make extra money, the tips belong to them, as employees. This includes both direct money tips from patrons and any associated credit card payments. Anything strippers get paid belongs to them by right. Employers are also forbidden from making any deductions from a stripper’s wages based on gratuities. In essence, strippers’ pay in the form of money tips are recognized as their exclusive property, reflecting the quality of service rendered. Whatever strippers get paid is theirs alone.

Credit Card Tips

If a patron opts to pay tips via credit card, the employer is legally obligated to pass on the full money tip amount indicated on the credit card slip to the employee. This mandate extends to cover any associated credit card processing fees or additional charges imposed by the credit card company on the employer. Payment for tips made through credit cards must be disbursed to strippers no later than the subsequent regular payday following the authorization of the credit card payment. This ensures strippers get paid promptly. If strippers’ pay is denied for longer, they may have a wage claim.

A club cannot charge strippers to fee to dance or work.

In the industry, it is commonplace for strippers to have designated performance areas, often referred to as “spots.” While some establishments implement a policy wherein strippers pay for their allocated spot, it is crucial to recognize that this practice contradicts the standard employment relationship. Employers should not charge their workers for the privilege of working; this only serves to further exploit dancers.

A club must pay penalties for paying wage late.

A concerning practice reported by adult dancers involves being penalized for lateness, even in instances where circumstances beyond their control were the cause. This adds an extra financial burden on top of the money lost due to tardiness. These practices are indicative of the ways in which clubs can exploit their workers, taking advantage of the industry’s stigma and making dancers hesitant to advocate for their rights.

A club cannot prohibit strippers from working at another club.

For some individuals, stripping constitutes a part-time occupation, while others may pursue it as a full-time career. However, certain clubs prohibit their performers from seeking employment elsewhere under the threat of termination. It is crucial to recognize that any “non-compete” clause or agreement of this nature is unlawful. Workers cannot be restricted from seeking employment elsewhere, even in states where such clauses may be legally enforceable.

Conclusion

This comprehensive examination of strippers’ wages and working conditions in California underscores the importance of fair treatment and adherence to legal standards. The law is clear: employees in this industry are entitled to just compensation, including tips. Employers must refrain from exploitative practices and provide a safe, equitable work environment. Understanding these rights empowers strippers to advocate for themselves and demand the fair treatment they deserve.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment Law

Most recent blogs:

Is the patient or IHSS responsible for a caregiver wage?

This article highlights the legal protections and remedies available to caregivers for recovering unpaid wages, additional compensation, and late payment fees, demonstrating the legal channels caregivers can utilize to secure justice and proper payment.

How much money does a stripper make?

A stripper's earnings can range from $300 to $5,000 nightly or $6,000 to $100,000 monthly, influenced by factors such as location, attractiveness, skills, and the number of hours worked.

What does Job outlook mean and Why is it important?

A job outlook is a statement that project rate of growth or decline in employment for a position or occupation. Job outlook is important because it predicts if a career will grow or job availability for an occupation.

20 Types of Interviews and Tips to Succeed at Each

Interviews are pivotal in the hiring process, offering deeper insights into candidates' abilities. This article explores 20 common interview types, providing strategies for success. Preparation tips help candidates navigate each format, showcasing their qualifications effectively.

What is California Pay Transparency Law?

California's pay transparency law mandates businesses to publish pay ranges in job descriptions, aiming to eliminate wage disparities and promote equitable compensation practices. The law impacts both employers and employees by requiring transparent salary structures, prohibiting salary history inquiries, and empowering employees with the right to know and negotiate fair pay.

Employee Law in California

Employment law in California comprises a set of regulations and legal standards that govern the relationship between employers and employees in the state. These laws cover a wide range of areas including wage and hour requirements, anti-discrimination policies, workplace safety, and employee rights.

Laws that Prohibits Wrongful Termination

There are different types of federal and California laws that prohibit wrongful termination. This article identifies and discusses the different types of wrongful termination laws.

California Final Paycheck Law

Under California final paycheck law, a final paycheck must be given to an employee immediately at the time the employee is fired. A final paycheck must be given to an employee when the employee resigned from job.

Working Off the Clock: California Law

Working off the clock means that employees' work is not paid. Under California employment law, employees working off the clock without compensation is illegal.

What Is Job Displacement Benefits Workers Compensation?

If an injured worker cannot return to long-term work because of a permanent disability. Under California workers' comp, the worker may receive a supplemental job displacement benefit of $6,000 that the displaced worker can spend for job training and education.

How to call in sick to work?

When calling in sick to work, be direct and concise, stating your inability to come in due to illness. Inform your supervisor or HR the nature of your illness and when you expect to return.

Equal Pay Act: What is it?

The Equal Pay Act an employers from paying their workers less than employees of the opposite sex for similar or identical work.

Exotic Dancer License & Stripper License

It is unlawful to work as an adult entertainer without a stripper license, called a "adult entertainment permit. Therefore, knowing how to get your stripping license is necessary to work in a adult club.

What Is A Hostile Work Environment?

The law defines an unlawful hostile work environment to mean when a superior or coworker communication or behavior that is offensive, intimating, or discriminate on the basis of gender, religion, race, ethnicity, etc.

Can you take unpaid time off in California?

There is no legal requirement in California that an employer provide its employees with either paid or unpaid vacation time. However, the federal Family and Medical Leave Act (FMLA) gives eligible employees the right to take up to 12 weeks of unpaid leave per year.

Contact our attorney.

Please tell us your story:

4 + 1 = ?

20231017