Multi-state employers must be attentive to increases in state
minimum wages that tend to occur annually, as some states have laws
that require annual increases based on the Consumer Price Index
(CPI) and inflation. All but one of the minimum wage
increases that will take effect on January 1, 2013 are automatic
– i.e., prompted by the CPI. Here are the states
with minimum wage changes, including changes to the minimum wage
for tipped workers (the definition of "tipped employee"
differs somewhat from state to state but generally refers to
certain restaurant and other hospitality workers):
Arizona – Minimum wage will increase from
$7.65 to $7.80 per hour. Tipped employee minimum increases from
$4.65 to $4.80.
Colorado – Minimum wage will increase
from $7.64 to $7.78 per hour. Tipped employee hourly minimum
increases from $4.62 to $4.76
Florida – Minimum wage will increase from
$7.67 to $7.79 per hour. Tipped employee minimum hourly wage
increases from $4.65 to $4.77 an hour.
Missouri – Standard minimum wage
increases from $7.25 to $7.35 an hour. Minimum wage for tipped
employees increases from $3.63 to $3.68.
Montana – Standard minimum wage increases
from $7.65 to $7.80 an hour. No tip credit is permitted by state
Ohio – Minimum wage will increase from
$7.70 to $7.85 per hour. Tipped employee minimum hourly
wage increases from $3.85 to $3.93.
Oregon - Minimum wage increases from $8.80 to
$8.95 per hour. No tip credit is permitted by state law.
Rhode Island – Minimum wage will
increases from $7.40 to $7.75 per hour under special legislation
enacted in 2012 unrelated to the CPI. Tipped employee hourly
minimum of $2.89 per hour is unchanged.
Vermont – Minimum wage will increases
from $8.46 to $8.60 per hour. Tipped employee hourly minimum
wage increases from $4.10 to $4.17.
Washington – Minimum wage will increase
from $9.04 to $9.19 per hour. No tip credit is permitted by state
Last week, a plaintiff sued the creator and the operator of the Esteem criminal background database—LexisNexis and First Advantage—alleging that they gave prohibited information to potential employers, which ultimately barred him from getting a job. Tsang v. LexisNexis Risk Solutions, Inc., No. CV-14-0493 (N.D. Cal. Jan. 31, 2014).
It is rare these days for a California appellate court to weigh in on whether an
employer is vicariously liable for accidents involving an employee that occur
during the employee’s commute to and from work.
Given the myriad government regulations applicable to credit unions and the need for strict financial controls, a credit union might perceive that an employee handbook is low on its list of priorities.
Most plan administrators know that the recipe for a group health plan’s COBRA obligation includes three ingredients – a qualifying event that occurs while the individual is covered by the plan that triggers a loss of such coverage.
We were happy yesterday to refer readers to a great treatise by our friend, Ellen Pinkos Cobb, Esq., entitled "Bullying, Violence, Harassment, Discrimination and Stress" which she updated for 2014. As a number of clamoring readers reminded us, we forgot to tell you where to get it.