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If you operate across many jurisdictions, this flurry of separate minimum wage laws creates a unique compliance challenge. Yet it’s essential to keep up with them because when federal, state and local minimum wage laws differ, you’re legally required to pay the most generous rate to your hourly, nonexempt workers.
As a responsible business owner, maintaining a safe, productive workplace is paramount. Yet seeing various acts of violence unfold across the country can leave you feeling vulnerable and questioning how to protect your employees, particularly regarding weapons in the workplace.
It’s one thing to keep up with federal-level employment laws and related postings … it’s quite another when you drill down to the state, county and city level. While the federal requirements are limited to a handful of postings, mandatory postings in certain states can climb into the double digits. Depending on the states in which you operate and the areas of legislative activity, you’re looking at a much more complex compliance situation.
While it’s true that minimum wage laws typically change only once a year, many other posting changes can occur from month to month. And if you miss any of them — or mistakenly think you’ll cover your bases with a first-of-the-year refresh — you could fall out of compliance. Learn what it takes to ensure complete posting coverage from Day 1 to Day 365.
The emergence of new COVID-related laws during the pandemic has led to a concerning spike in employment violations and lawsuits. Take a closer look at the claims that are coming to the forefront, and learn what steps to take to avoid similar legal issues with your business.