ARTICLE
2 January 2025

DOL Proposes Rule To Nix Subminimum Wage Certificates For Workers With Disabilities

PC
Perkins Coie LLP

Contributor

Perkins Coie is a premier international law firm with over a century of experience, dedicated to addressing the legal and business challenges of tomorrow. Renowned for its deep industry knowledge and client-centric approach, the firm has consistently partnered with trailblazing organizations, from aviation pioneers to artificial intelligence innovators. With 21 offices across the United States, Asia, and Europe, and a global network of partner firms, Perkins Coie provides seamless support to clients wherever they operate.

The firm's vision is to be the trusted advisor to the world’s most innovative companies, delivering strategic, high-value solutions critical to their success. Guided by a one-firm culture, Perkins Coie emphasizes excellence, collaboration, inclusion, innovation, and creativity. The firm is committed to building diverse teams, promoting equal access to justice, and upholding the rule of law, reflecting its core values and enduring dedication to clients, communities, and colleagues.

On December 3, 2024, the U.S. Department of Labor announced its proposed rule which would phase out certificates allowing employers to pay workers with disabilities less than the federal...
United States Employment and HR

On December 3, 2024, the U.S. Department of Labor announced its proposed rule which would phase out certificates allowing employers to pay workers with disabilities less than the federal minimum wage, which is currently $7.25 per hour. The proposed rule can be seen here.

Prior to the new proposed rule, the Fair Labor Standards Act allowed employers to apply for DOL-issued certificates to pay workers with disabilities subminimum wages. The FLSA defines workers with disabilities as those whose "earning or productive capacity is impaired by a physical or mental disability including blindness, mental illness, developmental disabilities, cerebral palsy, alcoholism and drug addiction." Section 14(c) is only applicable when the disability impairs the worker's earning or productive capacity. Thus, a worker's status as an individual with a disability alone is insufficient to warrant a subminimum wage certificate.

To obtain a certification, employers needed to apply to the Wage and Hour Division prior to paying the subminimum wage and submit supporting documentation. Employers were also required to notify each disabled worker of the terms of the certificate. The FLSA authorized the Secretary of Labor to issue the certificates only where such certificates were "necessary to prevent the curtailment of opportunities for employment." In other words, DOL issued certificates only where it deemed necessary to prevent the restriction of suitable employment opportunities for specific disabled workers where the employer sought subminimum wage payments.

In 2023, however, DOL's comprehensive review of Section 14(c) revealed that many stakeholders, such as employers, workers with disabilities, disability rights advocates, and service providers, emphasized that the payment of subminimum wages was outdated, discriminatory, and no longer needed.

In response, DOL plans to ease the issuance of new Section 14(c) certificates beginning on the effective date of the final rule. The proposed rule would also institute a three-year phase out plan for employers with existing certificates.

DOL will accept public comments on the proposed rule until January 17, 2025. The incoming Trump administration has authority with respect to whether the rule is finalized or not. Employers should review their pay policies to maintain compliance with federal and state minimum wage rules.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Mondaq uses cookies on this website. By using our website you agree to our use of cookies as set out in our Privacy Policy.

Learn More