Minimum wage laws can impact businesses of all sizes, whether operating nationwide, in multiple jurisdictions, or only in one city, county, or state. To help manage this challenge, we are publishing a rates-only update so employers know the minimum amount they must pay non-exempt employees. Below we detail state- and local-level changes to the minimum wage that are scheduled to occur throughout 2018. In certain places, employers may be able to count tips an employee receives toward the minimum wage. In these jurisdictions, if the direct wage an employer pays an employee plus tips equals the minimum wage, an employer’s minimum wage obligation has been met. But, if the direct wage plus tips does not equal the minimum wage, an employer must pay the employee the difference.
For employers that want more information on minimum wage-related developments that occurred in 2017 and a forecast on what to expect in 2018, we will cover these issues in the December edition of our monthly article, WPI Wage Watch: Minimum Wage and Overtime Updates. Because pending or future legislation could change minimum wage rates that become applicable on January 1 or later in 2018, we recommend employers stay apprised of developments via WPI Wage Watch and consult with counsel to confirm rates have not changed since publication.
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