2016 Minimum Wage Increases

Effective January 1, 2016, eleven states will increase their minimum wages. The federal minimum wage was last changed in 2009 and many states follow the lead of the federal standard. Other states have implemented aggressive action to account for cost of living, cost of wages and desire for labor market competitiveness that are unique to their states. Many of the minimum wage increases that will be implemented in 2016 are part of a multi-year staggered approach to achieving a minimum wage target. Some of the existing posters already have the multi-year staggered rates on them. In those cases the current poster is still valid. Where the current poster does not reflect the new rate, Labor Law Center LLC will be issuing new minimum wage posters. The eleven known states that will be implementing minimum wage increases in January 2016 include: STATE CURRENT MINIMUM WAGE NEW MINIMUM WAGE Alaska $8.75 $9.75 Arkansas $7.50 $8.00 California $9.00 $10.00 Connecticut $9.15 $9.60 Hawaii... More...

eVerify Employment Verification

In 1996 the Illegal Immigration Reform and Immigration Responsibility Act (IIRIRA) was signed into law. This bill is far reaching and governs many aspects of illegal immigration and reform. Under the governance of Homeland Security/US Citizenship and Immigration Services (USCIS), eVerify is an extension of this law. An internet-based tool, eVerify provides employers with verifiable proof of an individual’s eligibility to work in the US. It does not replace the I9, which is currently required of all employers, but rather works with it to verify the authorization of new hires based upon the information provided on the I9. Who Must Use eVerify? While every employer must secure an I9 on everyone that they hire, eVerify does not have an across-the-board requirement for all US employers. It does stipulate, however, that all federal contractors must use eVerify for all employees who will work on a federal contract. Additionally, there are several states which require use of the eVerify process for all... More...

I-9 Compliance

Every employer must comply with the US Citizenship and Immigration Services by securing a completed I-9 form for every paid employee, even if the work is only for one day. The purpose of the I-9 is to verify the employee’s identity and employment authorization. The I-9 is not to be completed until after the employee has been provided with, and accepted, an offer of employment. Some employers like to send the I-9 along with the job application. There is no problem in doing this as long as it is very clear to the candidate that the I-9 is being provided for information purposes only and that they are NOT to complete and return the document until and unless they receive and accept an offer of employment. This ensures that there is no perception of discrimination as a result of the information secured on the I-9. An employer must set their own process for securing I-9s and then administer that process... More...

Pregnancy Now Included in Florida Civil Rights Act

In April of this year, Florida State Senate Bill SB982 was unanimously approved to include pregnancy in the Florida Civil Rights Act (FCRA) effective July 1, 2015.  This bill now makes it illegal to discriminate against pregnant workers.  The act specifically makes it unlawful for employers to discharge, fail to hire or in any way discriminate against individuals with regards to compensation, employment terms and conditions due to race, color, religion, sex, pregnancy, national origin, age, handicap or marital status. This applies to all public and private employers in the state of Florida and the bill references inclusion of: All private businesses Labor organizations Employment agencies Occupational licensing, certification and credentialing Membership organizations State, county and municipalities Schools and universitiesThis is part of a state required posting titled “Florida Law Prohibits Discrimination.” The revised poster is now available through the Labor Law Center.For more information on Senate Bill 982, please visit: https://www.flsenate.gov/Session/Bill/2015/0982/BillText/er/PDF    

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