Category Archives: Vermont

NEW LAW: Vermont’s Minimum Wage to Increase January 1, 2019

Vermont employers, mark your calendars: The Vermont Department of Labor recently announced that on January 1, 2019, Vermont’s minimum wage will increase from $10.50 to $10.78 per hour. The minimum wage rate for tipped employees of large employers will also increase from $5.25 to $5.39 per hour.

Under Vermont law, Vermont’s minimum wage rate increases annually every January 1 by either 5% or the percentage increase of the Consumer Price Index, CPI-U, U.S.: city average,
not seasonally adjusted, whichever is smaller.

It is recommended that all Vermont employers prepare for these increases and download the revised minimum wage poster for 2019.

NEW GUIDANCE: Vermont Attorney General Issues Guidance On Vermont’s Marijuana Law


The Vermont Attorney General recently issued the Guide to Vermont’s Laws on Marijuana in the Workplace, which provides employers with an overview of the changes to Vermont’s marijuana laws, and summarizes existing employment laws relating to drug testing in the workplace.

Vermont’s  recreational marijuana law legalized marijuana for recreational use starting July 1, 2018.  This new law left employers wondering what rights they had to control drug use within their workforce.  The new Guide clarifies that employers maintain certain rights with respect to employee drug use, including: Continue reading NEW GUIDANCE: Vermont Attorney General Issues Guidance On Vermont’s Marijuana Law

NEW LAW — Vermont Amends Its Sexual Harassment Law

On May 28, 2017, Vermont Governor Phil Scott signed Act No. 183 (An Act Relating to the Prevention of Sexual Harassment) into law.

This act makes numerous changes to Vermont’s laws related to sexual harassment, including:

    • requiring that a working relationship with a person hired to perform work or services be free from sexual harassment;
    • prohibiting employment contracts from containing provisions that prevent an employee from disclosing sexual harassment or waive an employee’s rights or remedies with respect to a claim of sexual harassment;
    • prohibiting agreements to settle a claim of sexual harassment from including provisions that prevent an employee from working for the employer or an affiliate of the employer in the future;
    • requiring settlement agreements regarding claims of sexual harassment to state that it does not prevent the employee from reporting sexual harassment to an appropriate governmental agency, complying with a discovery request or testifying at a hearing or trial related to a claim of sexual harassment, or exercising his or her right under State or federal labor law to engage in concerted activity for mutual aid and protection;
  • permitting the Attorney General or Human Rights Commission to inspect a place of business or employment for purposes of determining whether the employer is complying with the law related to sexual harassment;
  • Directing the Attorney General and the Human Rights Commission to develop “mechanisms” for employees and members of the public to submit complaints of discrimination and sexual harassment. These mechanisms include, at a minimum, an easy-to-use portal on the Attorney General’s or Human Rights Commission’s website and a telephone hotline; and
  • Instructing the Vermont Commission on Women to develop educational and outreach materials regarding the laws related to and best practices for preventing sexual harassment.

Continue reading NEW LAW — Vermont Amends Its Sexual Harassment Law

NEW LAW — Vermont Enacts New Protections for Crime Victims

Vermont recently passed a new law that adds crime victims as a protected status under Vermont’s Fair Employment Practices Act (FEPA).  This new law goes into effect on July 1, 2018.  All Vermont employers are required to comply with this new law.

Under the new law, crime victims are afforded the same protections as other protected classes under the FEPA.  This means that they are to be free from discrimination because of their protected status.

In addition, employees who are the victim of a crime (who have continuously worked for six months or more, averaging at least 20 hours per week) are entitled to take unpaid leave only, to attend a deposition or court proceeding related to:

  • Certain criminal proceedings (the covered crimes are defined by the statute and range from things like sexual assault, domestic abuse and stalking to murder);
  • Relief from abuse hearings; order against stalking or sexual assault hearings; or
  • Relief from abuse, neglect, or exploitation of a vulnerable adult hearing.

Continue reading NEW LAW — Vermont Enacts New Protections for Crime Victims

New Laws Effective July 1, 2018

 

 

 

 

 

 

 

 

 

Aside from the minimum wage increases, there are a number of new laws coming into effect on or after July 1, 2018.

State New Law
California SB 3 – Amends California’s paid sick leave law and extends California paid sick leave benefits to qualifying in-home supportive services (IHSS) workers.

Effective July 1, 2018

AB 1978 (California Property Service Workers Protection Act) – Requires all janitorial employers register with the DLSE on an annual basis.  Further requires all janitorial employers will also be required to maintain records with basic employee data (e.g. names and addresses, daily hours worked, wage information, and other conditions of employment) for three years and to educate their employees about the unlawfulness of sexual harassment and how to combat it.

Effective July 1, 2018

FEHA Regulations 2 CA ADC § 11027.1 & 2 CA ADC § 11028 – Expands California’s national origin protection regulations to include provisions regarding:

• a broad definition of national origin;
• language-restriction policies and English-only policies;
• accents;
• height and weight requirements
• immigration status

Effective July 1, 2018

Cal-OSHA Regulations – Amended to include a standard on “Hotel Housekeeping Musculoskeletal Injury Prevention” and requires affected employers to establish, implement, and maintain an effective musculoskeletal injury prevention program (MIPP) that addresses hazards specific to housekeeping.

Effective July 1, 2018

Colorado HB 1229 — Expands state workers’ compensation law to clarify the definitions of “psychologically traumatic event” and “serious bodily injury.” This allows allow first responders to apply for mental impairment claim under Colorado workers’ compensation law after a “psychologically traumatic event.”

Effective July 1, 2018

Georgia HB 673 (Hands-Free Georgia Act) — Requires drivers (including employees driving for work purposes) to use hands-free technology when using cell phones and other electronic devices while driving.

Effective July 1, 2018

Idaho HB 527 — Provides that for purposes of the state’s labor and employment laws, a franchisor is not an employer or co-employer of either a franchisee or an employee of the franchisee, unless the franchise agreement of the courts state otherwise.

Effective July 1, 2018

SB 1287 — Amends the state noncompete law so that a company seeking injunctive relief against a “key” employee or independent contractor must establish a likelihood of irreparable harm before an injunction can be issued.

Effective July 1, 2018

HB 466 — Exempts minors working for immediate family members from Idaho’s minimum wage laws.

Effective July 1, 2018

Indiana HB 1286 — Provides that marketplace contractors are considered independent contractors under all Indiana state and local laws if certain conditions are met.

Effective July 1, 2018

SB 290 — Imposes new time frames for completing certain tasks and changes the way penalties are assessed for failing to maintain worker’s compensation insurance coverage on an employer’s workers.  It also extends the renewal period for Second Injury Fund wage replacement benefits from 150 weeks to three years.

Effective July 1, 2018

Iowa HF 2383 — Lowers the minimum alcohol concentration that can be considered a violation of an employer’s written policy providing for alcohol testing from 0.04 to 0.02

Effective July 1, 2018

HF 2240 — Allows employers to provide employees with wage statements by electronic means.  Employers may still provide wage statements via mail or make them available at the employees’ normal place of employment during normal business hours.

Effective July 1, 2018

Maryland SB 134 (Small Business Relief Tax Credit Bill) — Authorizes a tax credit against the State income tax for certain small businesses that provide to qualified employees paid earned sick and safe leave.

Applicable to tax years beginning after December 31, 2017

Massachusetts S.2119 (Massachusetts Act to Establish Pay Equity) — Amends the Massachusetts Equal Pay Act to clarify what constitutes unlawful wage discrimination and further strengthens the existing law by adding protections to ensure greater fairness and equity in the workplace.

Effective July 1, 2018

Mississippi SB 2459 – Extends military leave rights to members of the armed forces of any state (previously protected military leave rights were only provided to members of the US or Mississippi Armed Forces).

Effective July 1, 2018

New Hampshire HB 1319 (An Act Prohibiting Discrimination Based on Gender Identity) — Amends the New Hampshire Law Against Discrimination and prohibits employer discrimination because of an individual’s “gender identity.”
Effective July 8, 2018
New Jersey SB 104 (Diane B. Allen Equal Pay Act) — Amends the New Jersey Law Against Discrimination to expand its equal pay protections to all “protected classes.  Specifically, it prohibits, among other things, payment to any employee who is a member of a “protected class” at a rate of compensation, including benefits, which is less than the rate paid to employees who are not members of the protected class for substantially similar work.

Effective July 1, 2018

Oklahoma State Question 788 — Legalizes marijuana use for medical purposes in Oklahoma. Forbids employers from penalizing persons for holding a medical marijuana license unless failing to do so causes a loss of benefits under federal law. Allows employers to penalize license-holders who possess or use marijuana while at work.

Effective July 26, 2018

Oregon SB 828 (Predictable Scheduling Law) — Requires large employers (500+ employees worldwide) in food service, hospitality, and retail industries provide new employee with estimated work schedule and to provide current employee with seven days’ notice of employee work schedule.

Effective July 1, 2018

HB 2017 – Requires employers to withhold and remit 0.1% (one-tenth of one percent) of an employee’s wages to fund public transit projects throughout the state.  Applies to (1) all wages paid to any employee who is an Oregon resident, regardless of where he or she works and (2) all wages paid to any employee who is an Oregon resident, regardless of where he or she works.

Effective July 1, 2018

Rhode Island H.5413 (Healthy and Safe Families and Workplaces Act) – Requires Rhode Island employers to provide sick leave benefits to eligible employees.  For employers with 17 or fewer employees, the sick leave benefits are unpaid; while for employers with 18+ employees the sick leave benefits are paid.

Effective July 1, 2018

South Dakota SB 62 — Requires an employer to disclose a data breach within 60 days of discovering it to any South Dakota resident whose personal or protected information was or is reasonably believed to have been acquired by an unauthorized person.

Effective July 1, 2018

Tennessee SB 1967 — Provides that marketplace contractors are considered independent contractors under all Tennessee state and local laws if certain conditions are met.

Effective July 1, 2018

Vermont H.294 – Amends the Vermont Fair Employment Practices Act and prohibits employers from making salary history inquiries during the hiring process.

Effective July 1, 2018

H.333 — Requires all single-user bathrooms in public buildings or places of public accommodation to be marked as gender-neutral.

Effective July 1, 2018

H.511 — Legalizes the use (and possession) of marijuana for recreational purposes.  However, the legalization of marijuana for recreational purposes does not create any employment-related protections.

Effective July 1, 2018

H.707 — Makes numerous changes to Vermont’s laws related to sexual harassment, including:

·         Requires that a working relationship with a person hired to perform work or services be free from sexual harassment;

·         Prohibits employment contracts from containing provisions that prevent an employee from disclosing sexual harassment or waive an employee’s rights or remedies with respect to a claim of sexual harassment;

·         Prohibits agreements to settle a sexual harassment claim from including provisions that prevent an employee from working for the employer or an affiliate of the employer in the future;

·         Requires an agreement to settle a claim of sexual harassment to state that it does not prevent the employee from reporting sexual harassment to an appropriate governmental agency, complying with a discovery request or testifying at a hearing or trial related to a claim of sexual harassment, or exercising his or her right under State or federal labor law to engage in concerted activity for mutual aid and protection; and

·         Permits the Attorney General or Human Rights Commission to inspect a place of business or employment for purposes of determining whether the employer is complying with the law related to sexual harassment

Effective July 1, 2018

Virginia HB 146  — Extends the rights regarding (i) leaves of absence from nongovernmental employment, (ii) reemployment, and (iii) employment nondiscrimination that are currently provided to members of the Virginia National Guard and the Virginia Defense Force and residents of Virginia who are members of the National Guard of another state to any person who is a member of the National Guard of another state who is employed or seeking employment in Virginia.

Effective July 1, 2018

HB 1527 — Requires state and private employers to allow officers or employees who are volunteer members of the Civil Air Patrol to provide “Civil Air Patrol Leave” on all days during which such officer or employee is (i) engaged in training for emergency missions with the Civil Air Patrol, not to exceed 10 workdays per federal fiscal year, or (ii) responding to an emergency mission as a Civil Air Patrol volunteer, not to exceed 30 workdays per federal fiscal year.

Effective July 1, 2018

SB 672 – Amends Virginia’s mini-COBRA law to exclude covered employees terminated for gross misconduct.

Effective July 1, 2018

HB 1293 — Increases the penalty for failing to file quarterly unemployment wage or tax reports from $75 to $100.

Effective July 1, 2018

Wyoming HB 0010 — Limits workers’ compensation coverage of nonresident (out-of-state) employers.

Effective July 1, 2018

 

 

NEW LAW — Gender-Neutral Restrooms Coming to Vermont

The movement towards gender-free restrooms has continued to gain momentum with Vermont joining as the latest state to authorize single-user restrooms for use by all genders in public facilities.

The new law (H.333), signed by Governor Phil Scott, will require all single-user bathrooms in public buildings or places of public accommodation to be marked as gender-neutral.

For purposes of the new law, a “single-user bathroom” is defined as “a single-occupancy restroom with at least one water closet and with an outer door that can be locked by the occupant.” 

The law, which goes into effect on July 1, 2018, has been embraced by the state’s LGBT community, who has been vocal about protecting transgender individuals by embracing equality and inclusivity. Gov. Scott said, “This is especially important for kids in school who face anxiety and bullying over something as simple as using the restroom. Treating others in this way is not who we are as Vermonters, and I hope the signing of this bill will send a powerful message that that’s not the way we act.” Continue reading NEW LAW — Gender-Neutral Restrooms Coming to Vermont

Vermont Becomes Fifth State to Pass Salary History Ban

Vermont has joined the trend among states of banning salary history inquiries by employers by passing its own ban.  Effective July 1, 2018, Vermont employers will no longer be permitted to inquire about applicants’ salary history information.

Prohibited Acts and Inquiries

Under the new law, Vermont employers will be prohibited from:

  • Inquiring about or seeking information about a prospective employee’s current or past compensation from the prospective employee or his or her current or former employer;
  • Requiring that a prospective employee’s current or past compensation satisfy minimum or maximum criteria; or
  • Determining whether to interview a prospective employee based on his or her current or past compensation.

Permitted Act and Inquiries

If an applicant voluntarily discloses information about his or her current or past compensation, employers may, after making an offer of employment with compensation to the applicant:

  • Seek to confirm the applicant’s voluntarily disclosed salary history information; or
  • Request that the applicant confirm the voluntarily disclosed information.

Employers may also: Continue reading Vermont Becomes Fifth State to Pass Salary History Ban

NEW LAW: Recreational Marijuana Legalized in Vermont

On January 22, 2018, Vermont Governor Phil Scott signed House Bill 511 into law.  This new law legalizes the use (and possession) of marijuana for recreational purposes in Vermont starting July 1, 2018.

Under the new law, all penalties for possession of one ounce or less of marijuana will be eliminated.  It also allows adults (persons over 20 years of age) to grow up to two mature and four immature marijuana plants.  The new law does not permit people to use marijuana in “public places” (e.g. streets, parks, public buildings, places of public accommodation and places where the use of tobacco products is prohibited).

Impact on Employers

The new law also makes it clear that the legalization of marijuana for recreational purposes does not create any employment-related protections.  Specifically, the new law does not do any of the following:

  • Require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale or growing of marijuana in the workplace;
  • Prevent an employer from adopting a policy that prohibits the use of marijuana in the workplace;
  • Create a cause of action against an employer that discharges an employee for violating a policy that restricts or prohibits the use of marijuana by employees; or
  • Prevent an employer from prohibiting or otherwise regulating the use, consumption, possession, transfer, display, transportation, sale or growing of marijuana on the employer’s premises.

What does this mean?  Simply put, Vermont employers are still permitted to prohibit employees from smoking pot in the workplace and/or from coming to work under the influence of marijuana. In addition, pre-employment drug testing and reasonable suspicion drug testing for marijuana use remain lawful. However, employers should remember that current drug tests only flag whether THC (the active ingredient in marijuana) is present in the individual’s system and does not determine the level of a tested individual’s impairment. This means that an individual can test positive for marijuana without being “high.” It is recommended that employers train frontline supervisors and managers will need to be more vigilant about documenting independent indications of impairment in the workplace such as unusual sleepiness, slowed perception and motor skills, and red eyes.

New Laws Effective in 2018

Aside from the minimum wage increases, there are a number of new laws going into effect in the new year.

While many of these have been addressed in detail in previous articles, the following is a summary of the new laws/regulations that may be going into effect in your state …

State New Law
California AB 46 – Amends the California Equal Pay Act to define “employer” to include public and private employers.

Effective January 1, 2018

AB 168 – Adds §432.3 to the California Labor Code, which prohibits employers from inquiring into and relying on an applicant’s salary history during the hiring process.

Effective January 1, 2018

AB 260 & SB 225 – Makes two changes the Human Trafficking required notice: (1) additional businesses (including hotels, motels, and bed and breakfast inns) are required to post the notice and (2) the notice must include a text number to access support and services.

Effective January 1, 2018

AB 450 – Employers are prohibited from providing ICE agents with access to their worksite and/or records without a warrant.

Effective January 1, 2018

AB 1008 – Amends the California Fair Employment and Housing Act to include a “ban-the-box” provision, which prohibits employers from inquiring about an applicant’s criminal history before the employer has made a conditional offer of employment.

Effective January 1, 2018

AB 1701 – Adds §218.7 to the California Labor Code, which requires direct contractors to assume liability for unpaid wages, benefits, and/or contributions owed by its subcontractors.

Effective January 1, 2018

AB 1710 – Expands protections to members of the military and veterans by prohibiting employers from discriminating against these individuals in the terms and conditions of employment.

Effective January 1, 2018

SB 63 (New Parent Leave Act) – Requires employers who employs 20+ employees within 75 miles of a worksite provide eligible employees with up to 12 weeks of unpaid parental leave to bond with a new child within one year of the child’s birth, adoption, or foster care placement.  Employers are not required to provide this leave to employees who are eligible for CFRA and FMLA.

Effective January 1, 2018

SB 258 (Cleaning Product Right to Know Act of 2017) – Requires employers who are required to make a safety data sheet readily accessible to its employees also provide employees with information regarding exposure to potentially harmful chemicals in designated cleaning products.

Effective January 1, 2018

SB306 – Authorizes the DLSE to commence an investigation of an employer, with or without a complaint being filed, when retaliation or discrimination is suspected during the course of a wage claim or other specified investigation being conducted by the Labor Commissioner.

Effective January 1, 2018

SB396 – Amends the California Fair Employment and Housing Act to require employers with 5+ employees post a notice in the workplace regarding transgender rights.  Also requires employers with 50+ employees to include harassment based on gender identity, gender expression, and sexual orientation in their anti-harassment training programs.

Effective January 1, 2018

Connecticut HB 7037 – Requires employers to provide information regarding child support garnishments to their workers’ compensation carrier when making an initial report of occupational illness or injury to the carrier.

Effective January 1, 2018

Delaware HS 1 — Prohibits employers from inquiring into and relying on an applicant’s salary history during the hiring process.

Effective December 14, 2017

Hawaii SB 1007 – Changes the reporting frequency of withheld income tax from monthly reporting to quarterly reporting for all employers.

Effective January 1, 2018

Illinois SB 318 – Prohibits employers from (1) using (or requiring an applicant/employee provide) genetic information in employment decisions (2) discriminating against an employee because of genetic information or testing, or (3) retaliating against an employee who refuses to disclose genetic information.

Effective January 1, 2018

SB 1895 – Prohibits employers from disciplining or terminating an employee who also serves as a volunteer emergency medical services personnel or as a volunteer firefighter by his or her employer for responding to an emergency call or emergency text message during work hours that requests the employee’s volunteer emergency medical services or volunteer firefighter services.

Effective January 1, 2018

Maine LD 1477 – Requires the Department of Labor and the Maine Human Rights Commission develop and make available a training guide setting forth the sexual harassment training requirements for employers’ use and increases the penalties imposed on employers for violating the notice and sexual harassment training requirements.

Effective November 1, 2017

LD 88 – Delayed the effective date of certain portions of the Maine Marijuana Legalization Act until 2/1/2018.

Effective February 1, 2018

Massachusetts HB 3680 (Massachusetts Pregnant Workers Fairness Act) – Prohibits workplace and hiring discrimination related to pregnancy and nursing, and requires employers to provide reasonable accommodations for expectant and new mothers in the workplace.

Effective April 1, 2018

SB 2119 – Amends the Massachusetts Equal Pay Act by (1) requiring employers to provide “equal pay” for “comparable” work, (2) prohibiting inquiries into an applicant’s salary history.

Effective July 1, 2018

Nevada AB 76 – Amends the existing law to remove the requirement that the Central Repository provide certain criminal history information to employers and repeals certain immunities previously provided to employers.

Effective January 1, 2018

SB 361 – Requires Nevada employers to provide employees who are victims of domestic violence with up to 160 hours of domestic violence leave in a 12-month period.

Effective January 1, 2018

New York SB 2543 – Extends the anti-smoking provisions of Public Health Law § 1399-n (which prohibits smoking in certain public areas) to include “vaping” and the use of e-cigarettes.

Effective November 22, 2018

AB A9006C & SB 6406 – Requires employers to provide eligible employees with up to 12 weeks of Paid Family Leave in a 12-month period for qualifying reasons.

Effective January 1, 2018

North Carolina SB 407 (Employee Fair Classification Act) – Creates the Employee Classification Section within the Industrial Commission, which will be responsible for investigating suspected employee misclassification.  Also requires employers post notice relating to employee misclassification.

Effective October 1, 2017

Ohio Admin. Code 4141-11-01 – Requires employers provide all quarterly contribution and wage reports electronically.

Effective January 1, 2018

Oregon HB 3008 — Prohibits employer from requiring employee to create, file or sign documents containing information that employer knows is false related to hours worked or compensation received by employee.

Effective January 1, 2018

SB 299 – Amends the Oregon paid sick leave law to allow employers to limit number of hours of sick time that employees may accrue per year.

Effective January 1, 2018

SB 769 – Enhances protections for the privacy of social security numbers by prohibiting persons (including employers) from disposing of (or transferring to another person for disposal) materials that display an individual’s Social Security number unless (1) before disposing of the material, the person makes Social Security number unreadable or unrecoverable or (2) the person ensures that person that ultimately disposes of media or material makes Social Security number unreadable or unrecoverable.

Effective January 1, 2018

SB828 — Requires large employers in specified industries (employers with 500+ employees in retail, hospitality, and food services) to provide new employee with estimated work schedule and to provide current employee with seven days’ notice of employee work schedule.

Effective July 1, 2018

Rhode Island HB 5182 & SB 175 — Prohibits the use of a non-hands-free personal wireless communication device while operating a motor vehicle, except for public safety personnel or in an emergency situation

Effective June 1, 2018

HB 5413 & SB 290 (Paid Sick Leave Law) — Requires employers with eighteen (18) or more employees to provide three (3) paid sick days in 2018, four (4) paid sick days in 2019 and five (5) paid sick days thereafter.

Effective July 1, 2018

SB 676 — Creates a statutory vehicle for the creation and functioning of workers’ cooperatives which are corporations that are owned and democratically governed by their members.

Effective January 1, 2018

Utah SB 249 — Requires employers to file a quarterly withholding return in an electronic format

Effective January 1, 2018

Vermont HB 136 — Requires employers provide a reasonable accommodation for an employee’s pregnancy-related condition, unless the accommodation would impose an undue hardship on the employer.

Effective January 1, 2018

HB 462 — Prohibits employers from requiring, requesting, or coercing an employee to provide a social media account username or password, or to present or divulge social media content to the employer. Also prohibits employers from requiring or coercing an employee to add the employer to his or her list of contacts for a social media account.

Effective January 1, 2018

Virginia HB 1646 & SB 1333 – Reduces the maximum portion of an employee’s disposable earnings subject to garnishment.

Effective July 1, 2018

Washington Initiative No. 1433 (Paid Sick Leave Law) – Requires employers to provide paid sick leave to eligible employees.

Effective January 1, 2018

2018 MINIMUM WAGE CHECK-UP

With various cities and counties having enacted local minimum wages and 18 states (Alaska, Arizona, California, Colorado, Florida, Hawaii, Maine, Michigan, Minnesota, Montana, Missouri, New Jersey, New York*, Ohio, Rhode Island, South Dakota, Vermont, Washington) are increasing their own minimum wages on January 1st (December 31st for New York), employers should take time to verify that they are meeting the minimum wage requirements of their state/city/county.

The below chart sets forth the minimum wage effective January 1, 2018.

employer PAYS $1.50/hr towards medical benefits$11.91

Federal $7.25
State City/County  Amount?
Alabama  $7.25
Alaska*  $9.84
Arizona* — all cities/counties except …  $10.50
Flagstaff* $11.00
Arkansas  $8.50
California* — all cities/counties except …                                  small employer (25 or less) $10.50
large employer (26 or more) $11.00
Berkeley  $13.75
Cupertino* $13.50
El Cerrito*  $13.60
Emeryville                                           small employer (55 or less) $14.00
large employer (56 or more) $15.20
Los Altos* $13.50
Los Angeles                                         small employer (25 or less) $10.50
large employer (26 or more) $12.00
Malibu                                                  small employer (25 or less) $10.50
large employer (26 or more) $12.00
Milpitas* $12.00
Mountain View* $15.00
Oakland $12.86
Palo Alto* $13.50
Pasadena                                             small employer (25 or less) $10.50
large employer (26 or more) $12.00
Richmond*                                             employer does NOT pay $1.50/hr towards medical benefits $13.41
employer PAYS $1.50/hr towards medical benefits $11.91
Sacramento*                                      small employer (100 or less) $10.50
large employer (101 or more) $11.00
San Diego $11.50
San Francisco $14.00
San Jose* $13.50
San Leandro $13.00
San Mateo*                                                 For-profit organizations $13.50
Non-profit organizations $12.00
Santa Clara* $13.00
Santa Monica                                       small employer (25 or less) $10.50
large employer (26 or more) $12.00
Sunnyvale* $15.00
Los Angeles County                            small employer (25 or less)

unincorporated areas                            large employer (26 or more)

$10.50

$12.00

Colorado* $10.20
Connecticut $10.10
Delaware $8.25
Florida* $8.25
Georgia $7.25
Hawaii* $10.10
Idaho $7.25
Illinois — all cities/counties except … $8.25
Chicago $11.00
Cook County

(except for the Village of Barrington)

$10.00
Indiana $7.25
Iowa $7.25
Kansas $7.25
Kentucky $7.25
Louisiana $7.25
Maine* — all cities/counties except … $10.00
Portland $10.68
Maryland — all cities/counties except … $9.25
Montgomery County $11.50
Prince George’s County $11.50
Massachusetts $11.00
Michigan* $9.25
Minnesota* — all cities/counties except … “small employers” (employers with an annual sales volume of less than $500,000) $7.87
“large employers” (employers with an annual sales volume of $500,000+) $9.65
Minneapolis                                         large employer (101 or more) $10.00
Mississippi $7.25
Missouri $7.85
Montana* $8.30
Nebraska $9.00
Nevada $8.25
New Hampshire $7.25
New Jersey* $8.60
New Mexico — all cities/counties except … $7.50
Albuquerque*                                             employer provides benefits $7.95
employer does NOT provide benefits $8.95
Las Cruces* $9.45
Santa Fe $11.09
Bernalillo County*unincorporated areas                                             employer provides benefits $7.85
employer does NOT provide benefits $8.85
Santa Fe County unincorporated areas $11.09
New York**  “Upstate” employers (excluding fast food employees) $10.40
“Downstate” employers (excluding fast food employees) $11.00
“Small” NYC employers (excluding fast food employees $12.00
Fast food employees outside NYC $11.75
“Large” NYC employers (excluding fast food employees) $13.00
Fast food employees inside NYC $13.50
North Carolina $7.25
North Dakota $7.25
Ohio* $8.30
Oklahoma $7.25
Oregon — all cities/counties except … $10.25
Portland $11.25
Nonurban Counties 

(Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klmath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa Wheeler counties)

$10.00
Pennsylvania $7.25
Rhode Island* $10.10
South Carolina $7.25
South Dakota* $8.85
Tennessee $7.25
Texas $7.25
Utah $7.25
Vermont* $10.50
Virginia $7.25
Washington* — all cities/counties except … $11.50
City of SeaTac* (hospitality and transportation workers) $15.64
Seattle* $14.00
small employer who does not pay towards medical benefits

(500 or less)

small employer who does pay towards medical benefits

(500 or less)

$11.50
large employer who does not pay towards medical benefits

(501 or more)

$15.00
large employer who does pay towards medical benefits

(501 or more)

$15.45
Tacoma* $12.00
Washington DC $12.50
West Virginia $8.75
Wisconsin $7.25
Wyoming $7.25
 * = increase in minimum wage effective January 1, 2018

** = increase in minimum wage effective December 31, 2017

 

Caveat: Please be advised that this information is being provided as a courtesy and that ePlace Solutions, Inc. does not track local laws and ordinances and will not update this information with changes in local laws and ordinances.