The federal minimum wage hasn’t changed since 2009, but it’s a very different situation in many states, counties and cities. As of mid-2020, nearly 30 states, the District of Columbia, and more than 70 counties and cities have implemented minimum wage rates higher than the federal rate of $7.25/hour.
If you operate across many jurisdictions, this flurry of separate minimum wage laws creates a unique compliance challenge. But 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.
Fortunately, a new service can help you stay a step ahead of the changes and make adjustments in employee compensation, as necessary.
Get Indispensable Information on All Current and Future Minimum Wage Rates
The Minimum Wage Monitor™ Premium Service provides an accurate, real-time view of minimum wage rates across the United States. Now you can easily confirm if your wage rates comply with all applicable laws, in addition to planning ahead for coming changes.
The service includes:
- An interactive, color-coded map with minimum wage data by state, county and city for all 50 states
- Current, past and future minimum wage rates for each location
- Automated email notifications whenever federal, state or local minimum wage laws are passed or changed, plus recurring reminder emails 90 days and 30 days before a new rate takes effect
- Drill-down feature to view the full text of each law, along with the effective date, new wage rate, which employers are affected, and what governs the change (ordinance, statute, consumer price index, etc.)
- Filtering capabilities to isolate rates at each level – federal, state or local
- Real-time data maintenance by our in-house legal research team
Minimum Wage Changes as of July 1, 2020
The steady rise in state and local legislative activity is largely due to inaction on the federal level. As of July 1, 2020, minimum wages have increased in the following jurisdictions:
Cities:
- Alameda, CA - $15.00
- Berkeley, CA -$16.07
- Emeryville, CA - $16.84
- Fremont, CA - $13.50-$15.00 (depending on # of employees)
- Los Angeles, CA - $14.25-$17.13 (depending on # of employees, type of business)
- Los Angeles County, CA (unincorporated areas) - $14.25 - $15.00 (depending on # of employees)
- Malibu, CA - $14.25-$15,00 (depending on # of employees)
- Milpitas, CA - $15.40
- Novato, CA - $13.00-$15.00 (depending on # of employees)
- Pasadena, CA - $14.25-$15.00 (depending on # of employees)
- San Francisco, CA - $14.22-$16.07 (depending on type of business)
- San Leandro, CA - $15.00
- Santa Monica, CA - $14.25-$17.13 (depending on # of employees, type of business)
- Santa Rosa, CA - $14.00-$15.00 (depending on # of employees)
- District of Columbia - $15.00
- Chicago, IL - $10.00-$14.00 (depending on # of employees, type of business)
- Cook County, IL - $13.00
- Montgomery County, MD - $13.00-$14.00 (depending on # of employees, type of business)
- Minneapolis, MN - $11.75-$13.25 (depending on # of employees)
- Saint Paul, MN - $9.25-$11.50 (depending on # of employees)
- Portland Metro Area, OR - $13.25
- Nonurban Counties, OR (Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa, Wheeler) - $11.50
States:
- Illinois - $10.00
- Nevada - $8.00-$9.00 (depending on offer of health benefits)
- Oregon - $12.00
Learn more about these changes, as well as pending legislation for all 50 states, with the Minimum Wage Monitor™ Premium Service.
Dedicated Labor Law Posting Service Keeps You Current and Compliant
Paying hourly employees at least the federal, state or local minimum wage (whichever is higher) isn’t your only compliance obligation. You’re also legally required to display certain postings in each business location, including the Fair Labor Standards Act (FLSA) posting that notifies employees of the minimum wage rate, overtime rules and child labor laws.
Poster Guard® Compliance Protection provides 365 days of total posting coverage through all mandatory federal, state and local labor law postings, as well as automatic replacements. The result is complete and guaranteed coverage, no matter how many legislative changes (minimum wage or otherwise) occur in a year.
