The federal minimum wage for non-exempt workers under the Fair Labor Standards Act of 1938 remains at $7.25 per hour, for the moment. Nevertheless, employers are obligated to comply with state law where state law requires payment of a higher minimum wage than federal law.
Several states will be increasing the hourly minimum wage for 2014. The state minimum wage in Massachusetts remains at $8.00 per hour. The changes below are effective January 1, 2014, unless noted otherwise:
- Arizona – up $0.10 to $7.90 (up $0.10 to $4.90 for tipped employees)
- California – up $1.00 to $9.00 (effective July 1, 2014)
- Colorado – up $0.22 to $8.00 (up $0.22 to $4.98 for tipped employees)
- Connecticut – up $0.45 to $8.70
- Florida – up $0.14 to $7.93 (up $0.14 to $4.91 for tipped employees)
- Missouri – up $0.15 to $7.50
- Montana – up $0.10 to $7.90
- New Jersey – up $1.00 to $8.25
- New York – up $0.75 to $8.00 (effective December 31, 2013)
- Ohio – up $0.10 to $7.95 (up $0.05 to $3.98 for tipped employees)
- Oregon – up $0.15 to $9.10
- Rhode Island – up $0.25 to $8.00
- Vermont – up $0.13 to $8.73 (up $0.06 to $4.23 for tipped employees)
- Washington – up $0.13 to $9.32
Federal legislation has recently gained the support of President Obama, who announced his support for the Harkin-Miller bill – also known as the Fair Minimum Wage Act of 2013 – in early November, 2013. The legislation would increase the federal minimum wage to $10.10 per hour in three steps and index the minimum wage to inflation each year thereafter. In addition, the legislation would increase the required cash wage for tipped workers in annual $0.85 increments, from today’s $2.13 per hour until the tip credit reaches 70% of the regular minimum wage.
Daniel S. Field is an attorney with Morgan, Brown & Joy, LLP and may be reached at (617) 523-6666 or at email@example.com Morgan, Brown & Joy, LLP focuses exclusively on representing employers in employment and labor matters. This alert was prepared with the assistance of Alexander Castro.
This alert was published on December 23, 2013.
This publication, which may be considered advertising under the ethical rules of certain jurisdictions, should not be construed as legal advice or a legal opinion on any specific facts or circumstances by Morgan, Brown & Joy, LLP and its attorneys. This newsletter is intended for general information purposes only and you should consult an attorney concerning any specific legal questions you may have.