2009 Ohio Minimum Wage is $7.30

November 28th, 2008 Posted by Derrick

On , 2009 the Ohio minimum wage increases by 30 cents from $7.00 to $7.30 per hour.  

 

On that same date, the for increases by 15 cents, from $3.50 to $3.65 per hour, according to the Ohio Department of Commerce. Any tipped Ohio employee who does not average $3.65 per hour in tips must be paid the difference in wages by the employer.

 

Under Ohio law, can pay employers less. Companies with revenue less than $267,000 in 2009 can pay just $6.55 under the Ohio . However, when the increases on July 24, 2009, they must pay at least $7.25 per hour. Youths who are 14 and 15 years of age can also be paid these reduced wages.

 

A passed by (more…)

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New Hampshire Employer Alert

November 27th, 2008 Posted by Cara

The in Concord has issued an employer alert regarding .

 

The New Hampshire Department of Labor has received a number of complaints that employers are requiring direct deposit and/or pay cards for . This is not legal, under New Hampshire law. Every employer must offer a for payment of wages at no cost to the employee, if requested. In addition, the must be on a convenient to the . Employees must be able to cash their and receive the full amount of payment due. In other words, the nearby financial institution may not charge a fee for cashing the checks.

 

New Hampshire employers may opt to offer direct deposit and authorized pay cards as payment. However, they cannot require that employees use one of these payment methods. Every employee is entitled to payment by , if he or she prefers.

 

Under RS 275:43, employers must pay workers in cash. An acceptable alternative is a payroll check drawn on a nearby bank, or a (more…)

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New Mexico Minimum Wage Increases to $7.50

November 26th, 2008 Posted by Amelia

On , 2009 the New Mexico will increase by $1.00, from $6.50 to $7.50 per hour. This is the largest increase for any state with the .

 

Under the New Mexico Minimum Wage Act, employers can pay just $2.13 per hour to employees who regularly and customarily receive tips of more than $30 per month. However, for any pay period in which the employee does not average  $5.37 per hour in tips, the employer must make up the difference in .

 

Like many states, the New Mexico minimum wage includes myriad , including for employees in domestic service in or about a private home, for federal employees, and for . Volunteers for educational, charitable, religious or nonprofit organizations are exempt from the New Mexico . So are students working after school or on vacation.

 

A little-known and little-used provision of the law (more…)

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2009 Minnesota Independent Contractor Law

November 25th, 2008 Posted by Derrick

Under a Minnesota law taking effect on , 2009, employers must pay benefits for any workers who do not have a certificate showing they are an .

 

The Minnesota Independent Contractor Exemption Certificate (ICEC) law requires individuals who work as in the construction industry, to obtain a certificate from the Minnesota Department of Labor and Industry. The law does not apply to individuals doing business as corporations, LLCs or partnerships.

 

Contractors who employ individuals who do not have an ICEC must pay state workers’ compensation and unemployment insurance for those individuals. In addition, such workers are considered employees legally and all state and , including minimum wage, overtime and worker , apply.

 

The law was designed to (more…)

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Major FMLA or Family and Medical Leave Act Updates

November 24th, 2008 Posted by Cara

The U.S. Department of Labor recently announced to the , or FMLA.

 

The new FMLA regulations require that employers give workers notice of their rights under FMLA.

 

The rule clarifies and strengthens the employer notice requirements to employees. The purpose, according to the U. S. Department of Labor, is so that employees will better understand their and obligations, and to provide for smoother communication.

 

Employers must post a new, revised FMLA poster now available from a few sources.

 

In addition, employers must post a Military Leave Notice (also called the Military Leave Poster) that advises military families of their expanded FMLA rights.

 

The new regulations further define what is a “serious ” under FMLA. While the 6 individual are retained, the new regulations require that if an employee is taking leave involving more than 3 consecutive days plus two visits to a health care provider, the two visits be within 30 days of the .

 

Under these regulations, an employee who was absent for 3 days in June, and visited the doctor once in June and once in October, would not qualify for FMLA leave.

 

The new regulations also redefine “periodic visits to a health care provider” for chronic serious health conditions, under the guidelines. Now, employees must see a doctor or other health care provider at least twice per year, for the condition to qualify.  

 

The FMLA applies to employers with (more…)

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