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Minimum Wage Updates
Nov 23, 2020 10:47:00 AM
Minimum Wage Rates by State
Many states and municipalities have minimum wage requirements. Federal minimum wage is $7.25 per hour and an employer must pay the higher (federal, state, municipal) minimum wage to their nonexempt employee.
To help ensure that the minimum wage keeps pace with the rising cost of living, many states and municipalities adjust (or will adjust) their minimum wage rates annually. Others adjust their minimum wage rates periodically through legislation or ballot initiatives.
This chart sets forth the state minimum wage rates for all 50 states plus the District of Columbia. It also covers selected local minimum wage ordinances that apply to most or all employees who work within a particular jurisdiction, in contrast to ordinances that apply only to specific types of employers (such as those in Long Beach, California and SeaTac, Washington) and to prevailing wage or living wage ordinances that apply only to employees of local governments and the contractors they hire.
Federal Contractors Minimum Wage Rate Change
Effective January 1, 2021, the Executive Order minimum wage rate that generally must be paid to workers performing work on or in connection with covered government contracts will increase to $ 10.95 per hour, while the required minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts will increase to $7.65 per hour. Each year, the Department of Labor (DOL) assesses the established minimum wage and, using determined methodology, announces an increase. For government contractors, if your workforce is affected by the increase, you may be eligible for a price adjustment.
Although some contractors will not be affected by this because their workforces are earning above the required minimum rates, contractors should annually evaluate whether the increases affect their workforce, including anyone that may not directly work on a contract but does work incidental to a contract. Unlike some prevailing wage rules, the Contracting Officer does not need to take any affirmative action to apply the new rates. If the appropriate provisions are in the government contract, the contractor must comply with any future increase.
Notice: https://www.govinfo.gov/content/pkg/FR-2020-08-31/pdf/2020-19037.pdf
Previous Updates
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