Florida's minimum wage rose to $7.31 per
hour, effective June 1, 2011. The increase is a result of a recent
lawsuit—Cadet v. Fla. Agency for Workforce
Innovation—filed in Leon County Circuit Court where
the judge ruled that the Florida Agency for Workforce Innovation
had miscalculated the minimum wage, and ordered it to be
The minimum wage applies to all employees in the state who are
covered by the federal minimum wage. Employers are required to pay
their employees the higher of the two wage levels. Because
Florida's minimum wage is now higher than the current federal
minimum wage rate of $7.25, covered employers have to honor the
state's higher wage rate. Florida employers must post the
updated state minimum-wage notice in a conspicuous and
accessible place in each workplace.
For tipped employees, since the Florida Constitution caps the
tip credit at $3.02, employers are required to pay a direct wage of
$4.29 per hour (i.e., $7.31 – $3.02).
The definitions of "employer," "employee"
and "wage" for state purposes are the same as those
established under the federal Fair Labor Standards Act (FLSA). More
information is available on the State of Florida, Agency for
Workforce Innovation's website, available at www.floridajobs.org/minimumwage.
Employees who are not paid the minimum wage may bring a civil
action against the employer or any person violating Florida's
minimum wage law. The state attorney general may also bring an
enforcement action to enforce the minimum wage. FLSA information
and compliance assistance can be found at: www.dol.gov/dol/compliance/comp-flsa.htm.
If you have any questions about this Alert,
please contact any of the attorneys in our Employment, Labor,
Benefits and Immigration Practice Group or the attorney in the firm
with whom you are regularly in contact
This article is for general information and does not include
full legal analysis of the matters presented. It should not be
construed or relied upon as legal advice or legal opinion on any
specific facts or circumstances. The description of the results of
any specific case or transaction contained herein does not mean or
suggest that similar results can or could be obtained in any other
matter. Each legal matter should be considered to be unique and
subject to varying results. The invitation to contact the authors
or attorneys in our firm is not a solicitation to provide
professional services and should not be construed as a statement as
to any availability to perform legal services in any jurisdiction
in which such attorney is not permitted to practice.
Duane Morris LLP, a full-service law firm with more than 700
attorneys in 24 offices in the United States and internationally,
offers innovative solutions to the legal and business challenges
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a full-service law firm with more than 700 attorneys in 24 offices
in the United States and internationally, offers innovative
solutions to the legal and business challenges presented by
today's evolving global markets. The
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A California Court of Appeal recently issued a short decision in Cochran v. Schwan’s Home Services, Inc., B247160 that took an expansive view of an employer’s obligation to reimburse employees for business expenses.
We have commented in many blog posts that a hostile work environment can be created in any way, by anybody, or by any means, if the employer does not address an employee complaint that the workplace has been made hostile by, say, sexually harassing behavior of an employee.