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REV: 06-18-25 MI <br />EXHIBIT “A” <br />SCOPE OF SERVICES <br />County, through its Office of Labor Standards and Enforcement (OLSE), shall provide investigative services <br />on behalf of City regarding potential violations of City’s Minimum Wage Ordinance. OLSE will serve as the <br />investigative body but shall not be required to enforce its determinations beyond its prescribed role. County <br />shall, however, retain sole discretion to determine: <br />1. The methods of investigation; <br />2. The depth and extent of investigation for each matter, including the discretion not to investigate a <br />matter beyond the initial complaint if deemed outside of the scope specified in this contract or is <br />otherwise determined to be inappropriate for investigation; <br />3. Whether to issue findings and/or a notice of violation and the nature of the finding and content of <br />the notice; and <br />4. Whether the evidence merits civil prosecution, in which case County, through OLSE, shall have the <br />authority to initiate and pursue such proceedings independently. <br />5. Whether the evidence merits discussion with a criminal attorney. <br />Task 1: Responding to Inquiries <br />OLSE shall: <br />Answer general written and telephonic inquiries regarding City’s Minimum Wage Ordinance directly <br />or via subcontracted attorney-managed advice line. <br />Respond to written inquiries requiring research, including wage rates, coverage applicability, and <br />regulatory clarifications. <br />Task 2: Complaint Intake & Initial Assessment <br />OLSE or OLSE Advice Line will receive and assess complaints alleging violations of City’s Minimum Wage <br />Ordinance. Complaint intake will include gathering the following information, when possible: <br />Complainant’s name, contact information, and employment details. <br />Employer’s name, business location, and managerial contacts. <br />Type of work performed, work schedule, rate of pay, and method of payment. <br />Supporting documentation, including but not limited to pay stubs, records of hours worked, or other <br />relevant evidence. <br />ATTY/AGR.2025.140/County’s Office of Labor Standards and Enforcement (OLSE) (Page 7 of 9)