Minimum Wage Rates Effective July 1, 2018. This is NOT an exhaustive list, and is used for illustration purposes only.
Effective July 1, 2018, the minimum wage will increase in the following states and localities as follows. To access the actual posting requirements for each municipal or local requirement, CLICK HERE, then click on your state.
- Maryland: $10.10 per hour (Already included in our 2018 combo poster)
- Oregon: $10.75 per hour (Already included in our combination poster as of April 2nd 2018)
($12.00 per hour in the Portland metropolitan area;
$10.50 per hour in nonurban counties)
- District of Columbia (DC): $13.25 per hour (Already included in our 2018 combo poster)
- Los Angeles, CA: $13.25 per hour for employers with 26 or more employees; $12.00 per hour for employers with 25 or fewer employees
- Chicago, IL: $12.00 per hour
- Cook County, IL: $11.00 per hour
- San Francisco, CA: $15.00 per hour
- Minneapolis, MN: $11.25 per hour for employers with 100 or more employees; $10.25 per hour for employers with 100 or fewer employees
- Belmont, CA: $12.50 per hour
- Emeryville, CA: $15.00 per hour
- Malibu, CA: $13.25 per hour for employers with 26 or more employees;
$12.00 per hour for employers with 25 or fewer employees
- Milpitas, CA: $13.50 per hour
- Pasadena, CA: $13.25 per hour for employers with 26 or more employees;
$12.00 per hour for employers with 25 or fewer employees
- San Leandro, CA: $13.00 per hour
- Montgomery County, MD:
- $12.25 per hour for employers with 51 or more employees;
- $12.00 per hour for employers with 2-50 employees
Additional minimum wage rates may apply for tipped employees and in metropolitan areas. Be sure to comply with any local wage requirements that apply to your business. Updated local and municipal posters can be found here: http://www.allinoneposters.com/Specific-City-and-Industry-Notices
*Some posters may not yet be available (such as Montgomery County Maryland as of June 19, 2018)
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With ever-changing labor law posting requirements, and with the constant addition of new local ordinances that also require posters, we understand the difficulty in keeping up with the trend. For your convenience, All In One Posters has dedicated a page on our website that lists some of the major additional required notices arranged by state. Some are available for purchase, but most are downloadable at no cost to you. Click on the link below for further details:
*Updated with the latest changes that will take effect July 1st 2018 for certain California localities.
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- Tagged city, City Minimum Wage, City Ordinance, dir, local, minimum wage
New York City has enacted new sexual harassment training, poster, and notice requirements for employers. Starting April 1, 2019, employers with 15 or more employees will be required to annually conduct anti-sexual harassment interactive training for all employees, including supervisors and managers. In addition, starting September 6, 2018, all employers will be required to:
- Post an anti-sexual harassment rights and responsibilities poster in employee breakrooms or other common areas where employees gather; and
- Distribute an information sheet on sexual harassment to employees at the time of hire and in the employee handbook.
The city is expected to release a model poster and information sheet soon.
Additional requirements apply. Click here for more on the training requirement. Click here for more on the poster and information sheet requirements.
Posted by HR360
Beginning July 1, 2018, employers with 26 or more employees must pay wages of not less than $13.25 per hour (in addition to any tips received) to each employee. For employers with 25 or less employees, the minimum wage is $12.00 per hour.
The official posters must be posted in a conspicuous place, accessible to all employees, where the other state and federal labor law posters are also posted. They can be downloaded below:
25 or less employees
26 or more employees
The minimum wage requirement set forth in the Pasadena Minimum Wage Ordinance applies to adult and minor employees who work two (2) or more hours per week in Pasadena.
Under the Ordinance, employees who assert their rights to receive the City’s minimum wage are protected from retaliation. Employees may file a civil lawsuit against their employers for any violation of the Ordinance or may file a complaint with the City’s Department of Planning and Community Development. The City will investigate possible violations and, where appropriate, will obtain payroll records as provided by law, and will enforce violations of the minimum wage requirements by ordering reinstatement of employees, payment of back wages unlawfully withheld, and penalties. In addition, any business that violates the provisions of the Pasadena Minimum Wage Ordinance is subject to criminal prosecution.
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- Tagged california, city, City Ordinance, los angeles, minimum wage, minimumwage, Pasadena, Pasadena Minimum Wage, Southern California
New Rates for Small and Large Employers
Effective July 1, 2018, the minimum wage in Emeryville, California will rise to $15.00 per hour for small businesses (55 or fewer employees) and to $15.69 per hour for large businesses (56 or more employees). Paid sick leave requirements will remain the same.
Click here for more information.
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- Tagged Alameda, bay area, Berkeley, california, City Minimum Wage, City Wage, Emeryville, minimum wage, oakland, san francisco, san jose
Employers covered by San Francisco’s Health Care Security Ordinance (HCSO) and/or the Fair Chance Ordinance (FCO) are required to submit the 2017 Employer Annual Reporting Form to the Office of Labor Standards Enforcement by April 30, 2018.
Employers may determine whether they are required to submit the form by filling out this survey. Employers who were not covered by the HCSO or the FCO in 2017 will be directed to a page indicating that they do not need to submit the form. Covered employers will be directed to the appropriate online form.
Covered employers should review the instructions before beginning the online form. A PDF preview of the form is also available.
Click here for additional resources on the reporting requirement.
For more information on the HCSO and FCO, employers may visit the city’s website.
Originally Posted by HR360
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