The Ohio minimum wage will remain stable at $7.30 per hour in 2010. The minimum wage in the Buckeye State remains 5 cents higher than the federal minimum wage at $7.25. Employers who are covered by both the state and federal minimum wages must pay the higher of the two.
The 2010 Ohio tipped minimum wage will remain at $3.65 per hour. If a tipped employee does not average at least $3.65 per hour over the payroll week, the employer must pay the difference as wages.
The Ohio minimum wage applies to employers with more than $267,000 in gross revenue during the year. All employers must display a current Ohio minimum wage poster.
Under an amendment to the Ohio constitution passed by voters in November 2006, the Ohio minimum wage is increased each year based on the rate of inflation. In the 12 months from September 1, 2008 to August 31, 2009 the rate of inflation declined 0.2 percent, according to a memo released by the Ohio Department of Commerce.
The minimum wage is based on the CPI or Consumer Price Index for urban wage earners and clerical workers.
By statute, the Ohio minimum wage cannot (more…)
Effective Nov. 21, 2009 the GINA mandatory posting requirement went into effect, meaning that employers can be fined or penalized for not complying.
Under Title II of the Genetic Information Nondiscrimination Act, employers are prohibited from gathering information regarding an employee’s genetic predisposition for disease. This includes querying an employee before or after hiring about a family history of heart disease or cancer, just to cite one example.
This law does not cover lifestyle issues such as smoking, drinking alcohol, handgun ownership or use of seat belts.
GINA was signed into law by then-president George W. Bush on May 21, 2008. The law primarily addresses genetic discrimination by by health insurance companies. It addresses a fear that, for example, a health insurance provider might refuse coverage to a healthy individual, merely because his father and grandfather died of heart attacks.
The Genetic Information Nondiscrimination Act prohibits insurance companies and employers from discriminating on the basis of information obtained through genetic testing. With more than 40 genetic tests for various health conditions available, the fear (more…)
On January 1, 2010 the Colorado minimum wage will be reduced by 4 cents, from $7.28 per hour to $7.24 per hour. However, most Colorado employers will be required to pay $7.25 per hour under the federal minimum wage, the Fair Labor Standards Act.
The minimum wage for tipped employees will decrease from $4.26 per hour to $4.22 per hour according to the Colorado Division of Labor & Employment. If the employee does not average $3.02 per hour over the payroll week, the employer must pay the difference.
The Colorado minimum wage is adjusted annually for inflation. Unlike most states, however, when the cost of living goes down – as it has in the past year – the Colorado minimum wage can be reduced. While a variety of states including Washington, Oregon and Florida increase the minimum wage annually, there is no provision for the automatic reduction of minimum wage in most states.
Colorado employers need to update their state minimum wage posters immediately.
Although the Colorado minimum wage reduction is only 4 cents, it is far better than the annual increases of 20 cents or more in recent years. In 2009, for example, the Colorado minimum wage increased (more…)
The Center for Disease Control says that H1N1 is widespread in 48 states plus Puerto Rico and Guam at this time. Only Louisiana, Hawaii, the U.S. Virgin Islands and the District of Columbia are not seriously affected.
In Delaware, Iowa, Maine, Maryland, Minnesota, Kansas, New Mexico and New Jersey, the employee’s job is protected if the employee is subject to an official quarantine order by a public agency. In addition, Kansas and Maine protect the employee’s job if he or she must remain at home to provide childcare when the schools are closed under a public quarantine order.
In most states plus the District of Columbia, the “public policy” exception to employment-at-will may protect an employee who is under a quarantine order. This would include Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nevada, New Hampshire, New Jersey, new Mexico, north Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina, South Dakota, (more…)
A recent federal court ruling requires that employers be even more vigilant about seemingly “casual” negative remarks in the workplace.
This case heard by the 9th Circuit Court of Appeals underscores the fact that supervisors and even coworkers should not ask questions about or discuss an employee’s religion, national ancestry or country of origin. Nor should employers make derogatory remarks about Muslims or members of other religions, even in passing.
It also emphasizes the importance of an employer conducting anti-discrimination training for all managers, after any reported incident.
In EEOC v. Go Daddy Software Inc. the court ruled that two passing remarks, more than a year apart, by two different supervisors, were enough to show a pattern of illegal discrimination against a Muslim employee.
The Equal Employment Opportunity Commission alleged discrimination based on religion and national ancestry. Youseff Bouamama, a Muslim born in Morocco, was hired by the company in late September, 2001. In December 2001, the employee’s hiring manager overheard him speaking French to a customer. The manager quizzed the employee on his religion and birthplace. Shortly after the 911 terrorist attacks on New York, the supervisor also made comments to the effect that Muslims needed to die.
Nineteen months later, (more…)