Labor Law News from Poster Compliance Center

April 28, 2008 – Michigan has updated its Minimum Wage Law poster with language reflecting two changes in the lowest wage that must be paid to minors 16 and 17 years of age.

The mandatory poster issued by the Michigan Department of Labor & Economic Growth now states that minors must be paid at least $6.29 per hour between July 1, 2008 and July 23, 2008, and $6.55 per hour as of July 24.

The $6.29 rate is based on a requirement that minors be paid at least 85 percent of the state’s minimum wage, which increases from $7.15 per hour to $7.40 per hour on July 1. Minors must be paid a minimum wage of $6.08 per hour until July 1.

Another change in the minimum wage for minors will occur on July 24, when the federal minimum wage increases from $5.85 per hour to $6.55 per hour.

Michigan employers will need to pay minors the federal minimum wage as of July 24 since it is higher than the $6.29 per hour rate in effect from July 1 to July 23. That new $6.55 rate is also included on the updated minimum wage poster.

An updated Michigan Minimum Wage Law poster is included in a Michigan labor law poster offered by Poster Compliance Center. The poster meets all of the state’s labor law posting requirements for general employers.

April 29, 2008 — The Senate unanimously approved the Genetic Information Nondiscrimination Act by a vote of 95-0 last Thursday, and sent it back to the House. The House, which passed a similar bill with a near unanimous vote last year, is expected to approve it quickly, and the President has said he will sign it.

The bill bans discrimination based on genetic information. If it becomes law as expected, employers could not use genetic information in hiring, firing or promotion decisions, and health insurance companies could not use this information to set premiums or determine enrollment eligibility.

Senator Edward Kennedy called it "the first major new civil rights bill of the new century", according to the Associated Press. A similar law was first proposed 13 years ago when fewer than 100 genetic tests were available. Today there are more than 1200 such tests.

Now that two changes to the required federal poster are expected (an upcoming change to the FMLA poster has already been confirmed), the permanent solution favored by many HR managers -- our 1-Year Compliance Protection plan-- makes more sense than ever.

With this plan you’ll receive a complete set of federal and state posters, unlimited free updates sent automatically at no cost as laws change for 12 months, a Compliance Certificate documenting your coverage to display, a $25,000 Poster Violation Warranty—and peace of mind—for just $74.95 plus shipping.

Lafayette, CA, April 17, 2008—The U.S. Department of Labor officially closed the public comment period on the proposed changes to the federal FMLA on April 11th. The military family leave amendments to the Family & Medical Leave Act which were signed into law on Jan. 28th are included in the changes.

The public comments must be reviewed, analyzed and revised before final rules are published. Final regulations usually take effect 30 days after publication in the Federal Register, according to the DOL Employment Standards Administration.

Once the new regulations are issued, the DOL will revise the required federal FMLA poster. As soon as the DOL issues the official text of the revised poster, we will update our federal poster. You can order our updated federal poster to stay in compliance with the FMLA change OR you can choose the permanent solution favored by many HR managers -- our 1-Year Compliance Protection plan. In the meantime the DOL has issued an FMLA Poster Insert called "Notice – Military Family Leave" which employers may post, but it is not required.

The Family & Medical Leave Act applies to all covered employers, which means those with 50 or more employees. Public agencies and public and private elementary and secondary schools are also covered regardless of the number of employees.

Further information about the FMLA change can be found at the U.S. Department of Labor Wage and Hour Division webpage at www.dol.gov/esa/whd/fmla/NDAA_fmla.htm, or by contacting your Poster Compliance Center representative at (800)322-3636 or Anne Loveton-Jones, Poster Compliance Center Research Department Manager.

Lafayette, CA, February 15, 2008—The U.S. Department of Labor has issued an FMLA Poster Insert called “Notice – Military Family Leave” which is recommended only. It contains information about the amendments to the Family & Medical Leave Act which were signed into law on Jan. 28th.

According to the Wage and Hour Division’s Office of Interpretation & Regulatory Analysis, employers are not required to post this temporary Military Family Leave Poster Insert, although the Department of Labor encourages it.

The Wage and Hour Division is currently working on a new version of the FMLA poster which will include the military leave amendments. However, this will not be released until sometime after the public comment period for the new FMLA regulations ends in April. The publication schedule will be affected by the number of comments received, according to the FMLA Team.

As soon as the Department of Labor issues the text of the updated poster, we will update our federal poster.

The Family & Medical Leave Act applies to all covered employers, which means those with 50 or more employees. Public agencies and public and private elementary and secondary schools are also covered regardless of the number of employees.

February 1, 2008 — The Family and Medical Leave Act of 1993 (FMLA) has changed for the first time in 15 years.

The U.S. Department of Labor has confirmed that the required FMLA poster will be revised to reflect the changes in the law. We will update our federal poster as soon as the Wage and Hour Division issues the new version of the FMLA notice, which is currently being developed.

The FMLA notice must be posted by all covered employers, which means those with 50 or more employees, as well as public agencies and elementary and secondary schools regardless of the number of employees.

On January 28, 2008, President Bush signed HR 4986, the National Defense Authorization Act for FY 2008, which includes a section that expands the FMLA for military service members.

Section 585 of the National Defense Authorization Act (NDAA) legislation amends the FMLA to permit a “spouse, son, daughter, parent, or next of kin” to take up to 26 workweeks of leave to care for a “member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.”

The provisions providing this leave went into effect on the date the President signed the bill into law, according to the U.S. Department of Labor website.

Another FMLA provision in the NDAA permits an employee to take FMLA leave for “any qualifying exigency” related to the fact that the spouse or a son, daughter, or parent “is on active duty in the Armed Forces in support of a contingency operation”. This provision is not effective until the Secretary of Labor issues final regulations with a definition of “any qualifying exigency”.

You can order our updated federal poster to stay in compliance with the FMLA change OR you can choose the permanent solution favored by many HR managers -- our 1-Year Compliance Protection plan.

March 27, 2008 – New Hampshire has issued a revised labor law poster that includes new language affirming that the state’s Employment Security department is an Equal Opportunity Employer.

The mandatory Unemployment Notice also includes language clarifying the fact that employers pay the tax that is deposited in the Unemployment Compensation Trust Fund from which benefits are paid.

In addition, a new website address is listed for anyone wishing to file an unemployment insurance claim over the Internet. A TTY/TDD Access number has also been added to the revised poster.

A revised Unemployment Notice is included in a New Hampshire labor law poster offered by Poster Compliance Center. The poster meets all of the state’s labor law posting requirements for general employers.

March 27, 2008 – Connecticut has issued a new labor law poster that explains what services and treatment plans must be included under state law in any health insurance coverage package offered to employees.

The poster, issued by the Connecticut Office of the Healthcare Advocate, is required for all employers except those that have a self-funded health plan.

The poster also explains what services are offered to employees by the Office of the Healthcare Advocate.

A new Healthcare Advocate poster is included in a Connecticut labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

March 27, 2008 – The amendments were made to the law establishing a new minimum wage of $6.50 per hour that went into effect on Jan. 1, 2008. The rate will increase again to $7.50 per hour as of Jan. 1, 2009.

Under the amended law, the definitions of “employer” and “employee” were changed to allow overtime exemptions for state and local governments.

Language was also changed in a list of individuals who are not considered “employees” under the New Mexico Minimum Wage Act regarding employees who reside on premises of certain group homes.

A revised Minimum Wage poster is included in a New Mexico labor law poster offered by Poster Compliance Center. The poster meets all of the state’s labor law posting requirements for general employers.

February 22, 2008 – Alabama has revised its Child Labor Laws poster to include language that incorporates both state and federal requirements for employers hiring youths in the state.

The mandatory workplace poster issued by the Alabama Department of Labor is now titled “Youth Rules!” It has been rewritten in a question and answer format that includes “What Jobs Can I Do?” and “When Can I Work?” sections.

The poster provides answers to these questions for specific age groups based on both state and federal laws. The stricter laws regarding youth employment are shown in italics on the poster.

Included in the poster are new employment restrictions for children 13 or younger and new information on work hours for minors 16 years and older. Sections regarding jobs on premises serving alcoholic beverages and inspections by the Department of Labor have also been removed.

In addition, contact information for the federal Department of Labor’s Wage and Hour Division has been added to the poster.

A revised Child Labor Laws poster is included in an Alabama labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

February 22, 2008 – Louisiana has revised a mandatory workplace poster to include new eligibility requirements for employees who wish to sign up for the federal Earned Income Credit (EIC) program.

Earned Income Credits are reductions in federal income tax liability for which employees may be eligible if they meet certain requirements.

The Louisiana Earned Income Credit poster has been updated for 2008 to include a new section giving specific income limits for employees depending on the number of children they have.

The poster issued by the Louisiana Department of Labor also includes a new requirement that employees must have valid Social Security numbers to be eligible for advance Earned Income Credit payments.

New Posters Available

A revised Earned Income Credit poster is included in a Louisiana labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

February 22, 2008 – Maryland has revised its Employment Discrimination poster to include two changes in a list of classifications for which a qualified person cannot be denied a job in the state.

The mandatory poster issued by the Maryland Commission on Human Relations now states that a qualified person cannot be denied employment for 10 specific reasons, including “religion” and “disability”.

The previous poster stated that a person could not be denied employment because of their “creed” or “physical or mental disability”.

In addition, the revised poster now states that employment discrimination in Maryland is “unlawful”. The previous poster stated that such discrimination was “illegal”.

There are also changes in the wording of the poster in a section outlining unlawful discriminatory practices for employment agencies and newspapers. A local phone number has been added to the poster.

A revised Employment Discrimination poster is included in a Maryland labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s posting requirements for general employers.

January 28, 2008 – New York has issued a revised anti-discrimination poster that includes new language stating that “reasonable accommodations” may be required in places of public accommodation, resort or amusement for persons with disabilities.

The new requirement on the mandatory poster is based on a law that went into effect on Jan. 1, 2008. The reasonable accommodation rule for persons with disabilities had previously been established only for the rental, lease or sale of housing, land and commercial space.

The revised notice also includes a change in the list of areas in which discrimination is prohibited. Employment agencies have been added to the list while occupational and executive training has been deleted.

Also, “modifications” has been added to “reasonable accommodations” that may be required for persons with disabilities (at the end of the Housing section of the poster).

An additional type of discrimination has been changed from “genetic predisposition or carrier status” to “predisposing genetic characteristics”.

All of the changes on the anti-discrimination poster have also been made in the Spanish language section, as well as changes in wording for that section.

The revised anti-discrimination notice is included in a New York labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

January 18, 2008 – Oklahoma has revised a mandatory labor law poster to include a new penalty rate that will be assessed against employers who are found to owe wages to an employee.

The change in the Oklahoma Minimum Wage Act poster states that if the Commissioner of Labor finds that wages are due an employee, a penalty of 2% per day up to the total amount of wage claim will be assessed against an employer. The previous penalty was 10%.

In addition, the termination of a workers’ employment is now included as a condition for instituting the wage claim penalty.

A revised Minimum Wage Act notice is included in an Oklahoma labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

January 15, 2008 – Oregon has revised three mandatory labor law posters to include a new minimum wage, changes in the way family leave is granted and a new time period for employees to file complaints with the federal Occupational Safety and Health Administration (OSHA).

The Oregon Minimum Wage poster includes an increase in the lowest wage that can be paid in the state from $7.80 per hour to $7.95 per hour effective Jan. 1, 2008. The Oregon minimum wage is adjusted for inflation every January 1.

The Oregon Family Leave Act poster has been revised to include “grandparent” and “grandchild” on a list of family members that employees may care for under “serious health care leave”.

In addition, the poster has added a disclaimer stating that an employee unable to work due to a compensable Workers Compensation injury is no longer eligible for serious health care leave.

Although family leave is unpaid, employees are entitled to use any accrued sick or other paid leave under the program, in addition to any accrued paid vacation leave listed on the previous notice.

The Oregon OSHA poster has changed the time period to 30 days for filing a complaint of discrimination with federal OSHA by an employer for making safety and health complaints. The previous poster stated that employees could file such a complaint with either the Oregon Bureau of Labor or federal OSHA within 90 days.

The minimum wage, family leave and OSHA notices are included in an Oregon labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

January 14, 2008 – New Jersey has revised its mandatory Conscientious Employee Protection Act (Whistleblower Act) poster to include new contact information for employees filing a complaint about potentially fraudulent or criminal activity within their company.

In addition, the mandatory New Jersey Payment of Wages notice has been revised to include a disclaimer regarding the legal status of workers.

The revised whistleblower poster now states that the role of a designated contact person within a company has been limited to receiving written notifications from employees about possible illegal activity.

The previous whistleblower poster stated that this contact person had been designated to answer questions or provide information regarding an employee’s rights and responsibilities under the Conscientious Employee Protection Act program.

The revised Payment of Wages poster has an added disclaimer stating that the New
Jersey Department of Labor does not investigate or inquire into the legal status of any worker.

The poster also been revised to state that the Department applies New Jersey labor laws regardless of a worker’s legal status and does not share information with “Immigration”.

The revised whistleblower and payment of wages posters are included in a New Jersey labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s posting requirements for general employers.

January 2, 2008 – Washington has increased its minimum wage from $7.93 per hour to $8.07 per hour effective Jan. 1, 2008. The new minimum wage is included in a workplace notice issued by the Washington Department of Labor and Industries.

The minimum wage rate for workers age 14 or 15, which is 85 percent of the state minimum wage, will increase from $6.74 to $6.86 per hour on January 1.

The Department of Labor and Industries recalculates the state’s minimum wage each year in September as required by Initiative 688, which was approved by Washington voters in 1998. That law requires an adjustment in the state’s minimum wage every January 1 based on the federal Consumer Price Index.

New Posters Available

A revised minimum wage notice is included in a Washington labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s workplace posting requirements for general employers.

Nov. 21, 2007 – Vermont has issued a revised workplace notice that includes an increase in the state’s minimum wage from $7.53 per hour to $7.68 per hour effective Jan. 1 through Dec. 31, 2008.

The mandatory notice issued by the Vermont Department of Labor also includes a Jan. 1 increase in the minimum wage rate for tipped employees from $3.65 per hour to $3.72 per hour. The maximum tip credit has been increased from $3.88 per hour to $3.96 per hour.

Vermont’s minimum wage rate is adjusted for inflation every year as a result of legislation signed into law in 2005.

A revised minimum wage notice is included in a Vermont labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

Nov. 19, 2007 – Maryland has issued a revised workers’ compensation notice that includes a warning about withholding or giving false information about an employee’s work-related activity or return to work.

The mandatory workplace notice now states that withholding or giving false information about a workers’ compensation claim could prevent an employee from receiving benefits and may lead to fines, imprisonment or both.

The revised notice also states that an employer’s workers’ compensation insurance company “may” pay an employee’s medical bills and other expenses. The previous notice stated that workers’ compensation pays for an employee’s medical bills and expenses.

In addition, the revised notice states that two-thirds of an employee’s salary may be replaced, while the previous notice stated that compensation would be at a rate “up to” two-thirds of that salary.

The notice also includes a new Spanish version and a website for anyone seeking information about workers’ compensation in Maryland. There is also a new requirement that the notice be printed on gold or yellow paper.

The revised workers’ compensation notice is included in a Maryland labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s posting requirements for general employers.

Nov. 9, 2007– Ohio has increased its minimum wage from $6.85 per hour to $7.00 per hour effective Jan. 1, 2008. The minimum wage for tipped employees will also increase – from $3.43 per hour plus tips to $3.50 per hour plus tips on that date.

The increased minimum wage rates are included in a mandatory workplace notice issued by the Ohio Department of Commerce, Division of Labor & Worker Safety.

The revised notice also states that employers who gross under $255,000 a year shall pay their employees no less that the federal minimum wage rate. The previous notice had set that amount at under $250,000 annually.

A sentence has been added to the notice stating that the current federal minimum wage is $5.85 per hour and that it will increase to $6.55 per hour on July 24, 2008.

A new minimum wage notice is included in an Ohio labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

October 26, 2007 –Florida has issued a revised mandatory workplace notice that includes an increase in the state’s minimum wage from $6.67 to $6.79 per hour effective Jan. 1, 2008.

The Florida minimum wage, which applies only to employees covered by the federal minimum wage, is recalculated every September based on the federal Consumer Price Index (CPI).

The new minimum wage represents a 1.85 percent change in the CPI for urban wage earners and clerical workers in the South Region for the 12-month period prior to Sept. 1, 2007.

The minimum wage for tipped employees in Florida also increases on Jan. 1 – from $3.65 to $3.77 per hour in addition to tips.

The revised minimum wage notice is included in a Florida labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

October 8, 2007 – Illinois has issued a revised workplace notice that includes a new provision allowing unemployed workers to withhold state income tax from their weekly benefits.

A previous notice issued by the Illinois Department of Employment Security stated that unemployed workers only had the option of withholding federal income tax from their weekly benefits. They now can choose to have federal and/or state taxes withheld from their unemployment benefits.

The mandatory workplace notice also includes new information for unemployed workers who have been awarded temporary total disability benefits through workers’ compensation or those who have only worked within the past few months.

The base period for which benefits are determined may be different for unemployed workers who fall under those categories. They are advised to contact their local Illinois Department of Employment Security office for more information.

In addition, actual percentages of a claimant’s average weekly wage used to determine unemployment benefits from the previous notice have been deleted. The revised notice refers only to “a percentage” of the workers’ average weekly wage.

The revised notice also includes a new website address for unemployed workers to file claims online.

A revised unemployment insurance benefits notice is included in an Illinois labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

Oct. 8, 2007 – Maine has clarified the way tips are shared by employees and added domestic partners to a list of family members whose care qualifies for medical leave in two mandatory workplace notices.

The Maine Minimum Wage notice has been revised to include a statement that tips belong to an employee providing direct service to the customer. As a result, they may not be required to pool or share their tips with other employees.

The definition of a service employee has also been changed to someone who regularly receives $30 a month in tips. The previous notice defined a service employee as someone receiving $20 a month in tips.

The revised notice from the Maine Department of Labor also includes a change in the definition of employees in domestic service who are exempt from Maine minimum wage and overtime laws.

The revised notice states the exemption is for employees who work for the resident or family of the resident. The previous notice stated these employees had to work for the home owner.

In addition, a new category of automobile service writers has been added to a list of employees who are exempt from overtime provisions only.

The Maine Regulation of Employment notice has been revised to include domestic partners in a list of family members who employees may use medical leave to care for. The previous notice stated such leave was only for the care of an employee’s immediate family member.

In addition, the revised notice has added a provision that leave is also available for the death or serious health condition of an employee’s spouse, domestic partner, parent or child if it occurs while they are on active duty.

The revised notice has also eliminated a requirement that family medical leave be taken in consecutive weeks.

It has added a statement in an “Unfair Agreement” section that employers cannot require employees to pay for special uniforms and certain tools of the trade.

Revised Minimum Wage and Regulation of Employment notices are included in a Maine labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

Thirty-one states will have had significant changes in their labor law posters by the end of 2007. That’s in addition to the federal minimum wage increase in July which affected every state.

Fourteen states had minimum wage increases this year that are already in effect, including Idaho, Illinois, Kentucky, Massachusetts, Michigan, Nebraska, Nevada, New Hampshire, New York, North Carolina, North Dakota, Ohio, Oklahoma and Pennsylvania.

Additional minimum wage increases go into effect on January 1, 2008, in nine states: Arizona, Colorado, Florida, Missouri, Ohio, Oregon, Vermont and Washington.

Then there are eight other states that had significant changes this year in required notices other than minimum wage. These are Georgia, Louisiana, Maryland, New Jersey, Texas, Utah, Washington D.C. and West Virginia.

You can order an all-on-one state or federal poster or subscribe to Poster Compliance Center’s 1-Year Compliance Protection Plan with unlimited updates sent automatically whenever laws change.

As of today 9 states have already announced that they will have major changes in their state poster requirements effective Jan. 1, 2008.

New Mexico has a new minimum wage as of Jan. 1, 2008, and the minimum wage will be adjusted for inflation every January 1 in Arizona, Colorado, Florida, Missouri, Ohio, Oregon and Vermont. Washington is also changing, although its minimum wage poster is recommended rather than required.

All of these states will issue revised minimum wage notices before the end of the year. If you have a business in any of these states—or if you do not have a federal poster with the new federal minimum wage on it – you will need to update your posters.

You can order an all-on-one state or federal poster or subscribe to Poster Compliance Center’s 1-Year Compliance Protection Plan with unlimited updates sent automatically whenever laws change.

Sept. 8, 2007 – A requirement that a report must be made within 72 hours of an on-the-job incident resulting in an amputation or in-patient hospitalization of one or two employees has been added to a Kentucky Department of Labor workplace notice.

The mandatory Safety and Health on the Job notice also includes a new requirement that employers maintain records of all occupational fatalities. The previous notice stated that records must be kept only for occupational injuries and illnesses.

Information has also been added to the Kentucky Occupational Safety and Health Program notice stating that employers with 10 or fewer employees who were exempt from reporting requirements in the past must now keep records in certain situations.

The previous notice stated that employers with 11 or more employees were required to keep records of workplace fatalities, injuries and illnesses.

In addition, the “penalties” section of the notice has been revised to state that “an
employer may be assessed penalties” for violating provisions of the Kentucky occupational safety and health laws.

The previous notice stated that “the law provides for mandatory penalties against employers” who violate occupational safety and health laws.

Kentucky has also revised its Unemployment Insurance Benefits notice to include a statement that an individual must be unemployed through no fault of their own to qualify for benefits.

A new section of the mandatory notice advises employees who are eligible for workers compensation that they may be able to use their wages before an injury occurred to qualify for unemployment benefits.

In addition, the revised Unemployment Insurance Benefits notice now advises workers who are working less than their full-time hours that they may be eligible for partial benefits because of lack of work due to medical restrictions.

A one-week time period for filing an unemployment claim and a requirement that claims must be filed bi-weekly have also been added to the revised notice.

The revised Safety and Health on the Job and Unemployment Insurance Benefits notices are included in a Kentucky labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

Sept. 7, 2007 – Massachusetts has issued a revised Wage & Hour Laws notice that includes a new definition of what constitutes wages paid to employees.

The mandatory notice, issued by the Massachusetts Attorney General’s Office, has expanded the definition of wages as “payment for all hours worked, including tips, earned vacation pay, holiday pay and definite determined commission.” The previous notice only included tips as part of any wage payment.

In the “Right to Sue” section of the notice, information has been added that explains how employees may institute a private lawsuit after requesting and receiving a Right to Sue letter or 90 days after filing a complaint.

A revised Wage & Hour Laws notice is included in a Massachusetts labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

On July 24th the federal minimum wage increased for the first time in 10 years! Not only is it mandatory for employers to conspicuously display up-to-date labor law posters, it also helps protect them from disgruntled employees or frivolous employee lawsuits.

All employers with even 1 employee covered by the minimum wage provisions of the Fair Labor Standards Act are now required to post the new federal minimum wage poster. It does not matter if your state has a higher minimum wage or if you pay all of your employees more than the minimum wage – you are still required to update your federal minimum wage poster.

Furthermore, if your state has had recent changes to its minimum wage notice (as many have, such as Arizona, California, Colorado, Delaware, Florida, Idaho, Illinois, Iowa, Kentucky, Massachusetts, Michigan, Missouri, Nebraska, Nevada, New Hampshire, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Vermont, etc.), you also need to post an updated state minimum wage notice.

If you have not updated your posters yet, you can order an all-on-one federal poster (and a state poster if necessary) or subscribe to Poster Compliance Center’s 1-Year Compliance Protection Plan and take the worry out of staying in compliance!

August 28, 2007 – Maryland has issued a revised unemployment insurance notice to include a requirement that employees who have been filing for benefits and return to work must report their wages during their first week back on the job.

The mandatory notice from the Maryland Department of Labor, Licensing and Regulation also includes new information about filing an unemployment claim on the internet. A website address has been added for unemployed workers to apply for benefits.

In addition, general information telephone numbers and the names of claim centers throughout the state have been eliminated from the revised notice. The hours of claim center operation that were listed on the previous notice have also been deleted.

The revised unemployment notice is included in a Maryland labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s posting requirements for general employers.

August 28, 2007 – Religion has been added as a category that cannot be used as a basis for employment discrimination in a mandatory workplace notice issued by the Nebraska Equal Opportunity Commission.

The change comes in an “Unlawful Employment Practices” section of the notice, which also prohibits discrimination based on race, color, sex, pregnancy, national origin, marital status, disability and age.

The Nebraska notice has also been revised to state that age-related employment discrimination is now prohibited for employees “40-years-old and over.” The previous notice said such discrimination was prohibited for employees “40- to 70-years-old.”

A law authorizing the investigation of discrimination claims is called the “Nebraska Age Discrimination in Employment Act” on the revised notice. It was previously called the “Act Prohibiting Unjust Discrimination in Employment Because of Age.”

In addition, the age discrimination law now covers more employers – those with 20 or more employees instead of employers with 25 or more employees as was stated in the previous notice.

The revised discrimination notice is included in a Nebraska labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 3, 2007—The U.S. Department of Labor, Wage and Hour Division, has issued the new federal minimum wage poster reflecting the recently passed increase in the federal minimum wage.

According to the Wage and Hour Division website, “every employer of employees subject to the Fair Labor Standard Act’s minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it.”

Under the new legislation, the minimum wage will increase from $5.15 to $7.25 in three steps over the next two years. The first increase to $5.85 goes into effect July 24 (60 days after the bill was signed into law). The next increase to $6.55 will occur one year later (July 24, 2008) with the final increase to $7.25 two years later (July 24, 2009).

Our 1-Year Compliance Protection takes the worry out of keeping track of labor law changes and staying in compliance. You’ll receive a complete set of federal and state posters, unlimited free updates sent automatically at no cost as laws change for 12 months, a Compliance Certificate documenting your coverage to display, a $25,000 Poster Violation Warranty—and peace of mind—for just $74.95 plus shipping.

Aug. 8, 2007 – Colorado has revised its anti-discrimination workplace notice to include sexual orientation as a category for which discrimination in employment is prohibited.

The mandatory notice issued by the Colorado Civil Rights Commission now includes 11 categories for which discrimination in employment is illegal.

In addition to sexual orientation, it is also against the law for Colorado employers to discriminate on the basis of race, color, creed, national origin, ancestry, religion, sex, age, physical or mental disability and marriage to a co-worker.

The revised anti-discrimination notice is included in a Colorado labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

Aug. 8, 2007 – Georgia has issued a revised workers’ compensation notice that includes an increase in the amount of money employees and their dependents can receive after an on-the-job injury or death.

The mandatory “Bill of Rights for the Injured Worker” notice shows an increase in the maximum weekly benefits that Georgia workers are entitled to if they are unable to return to work because of a job-related injury.

While the maximum benefit rate for employees suffering on-the-job injuries remains at two-thirds of their weekly pay rate, the maximum dollar amount has increased from $450 to $500 per week. This rate applies to both catastrophic and non-catastrophic injuries.

When an injured employee has been found to be capable of performing work with restrictions for 52 consecutive weeks (or 78 aggregate weeks), their weekly benefit rate will be reduced to a maximum of $334 per week. That is an increase from the previous maximum rate of $300 per week.

The maximum benefit rate has also been increased from $300 per week to $334 per week for an employee who is able to return to work but can only get a lower paying job as a result of their injury.

Dependents of someone who is killed on the job will also see an increase in the benefits they can receive – from $450 per week to $500 per week. Those benefits will continue until the dependent remarries or cohabits with a person of the opposite sex.

The revised “Bill of Rights for the Injured Worker” notice is included in a Georgia labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

Aug. 2 – North Carolina has issued a revised Wage and Hour Notice that explains how the new federal minimum wage will affect the state minimum wage.

The mandatory notice states that the North Carolina minimum wage will remain at $6.15 an hour until July 24, 2008. The state’s minimum wage will then increase to $6.55 an hour, the same rate as an increase in the federal minimum wage scheduled for that date.

North Carolina employers are required to pay the higher of the state or federal minimum wage.

The revised notice also states that the minimum rate for tipped employees has dropped from $3.13 an hour to $2.43 an hour as of July 24. Employers can pay this rate as long as their tipped employees receive enough in tips to add up to the minimum wage.

The minimum wage rate for tipped employees in North Carolina will decrease again on July 24, 2008 – to $2.13 an hour.

These changes are the result of the federal minimum wage increase, which “created a corresponding increase in the amount of tip credit employers are allowed to count toward the payment of wages for their tipped employees,” according to the North Carolina Department of Labor.

In addition to these changes, a sentence has been deleted from the revised notice stating “that some employers and employees are exempt from the state minimum wage provisions.”

The revised Wage and Hour Notice is included in a North Carolina labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 25 – Oregon has issued a revised workplace safety and health notice that includes new contact information for anyone wishing to file a complaint about the state program with the federal Occupational Safety and Health Administration (OSHA).

The mandatory notice states that complaints about the Oregon program (Oregon Safe Employment Act) may be made to the U.S. Department of Labor’s regional office in Seattle. The previous workplace safety and health notice did not include any information about the filing of such complaints.

In addition, the time period for employees to file a complaint if their employer discriminates against them for making safety or health complaints has been extended from 30 days to 90 days on the revised notice.

The name of the department issuing the notice has also been changed from OR-OSHA to Oregon OSHA.

The revised workplace safety and health notice is included in an Oregon labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 18 – Louisiana has issued a revised mandatory Unemployment Insurance Notice that changes the conditions by which an employee may be disqualified from receiving benefits for leaving work voluntarily.

The revised notice states that employees may be disqualified from receiving unemployment insurance benefits if they left work voluntarily “without good cause attributable to a substantial change made to the employment by the employer.”

The previous notice issued by the Louisiana Department of Labor said only that a disqualification from receiving benefits could happen if an employee left work voluntarily “without good cause connected with your work.”

In addition, the revised notice has added vacation pay or severance pay to a list of payments that may result in an employee’s disqualification from receiving unemployment insurance benefits. New information has also been added about the types of unemployment insurance services available on a Department of Labor website.

A new toll-free telephone number for the Unemployment Insurance Call Center has replaced a list of phone numbers for local Job Centers on the previous notice. A section on partial unemployment has also been removed from the revised notice.

The revised Unemployment Insurance Notice is included in a Louisiana labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 17 – Oklahoma has revised its mandatory minimum wage workplace notice to eliminate a reference to the old federal minimum wage ($5.15 an hour) and state that employers must pay at least the new rate established by the U.S. Department of Labor.

The revised “Your Rights Under the Oklahoma Minimum Wage Act” notice now states that “unless the law says it’s okay, employers can’t pay less than the federal minimum wage.” The previous notice from the Oklahoma Department of Labor stated that employers could not pay less than $5.15 an hour.

The federal minimum wage is scheduled to increase from $5.15 to $7.25 an hour in three steps over the next two years. The first increase will be to $5.85 an hour beginning July 24 and then to $6.55 an hour on July 24, 2008, and to $7.25 an hour on July 24, 2009.

The new Oklahoma minimum wage applies to employers with 10 or more full-time workers or more than $100,000 in annual business.

Also included in the revised Oklahoma workplace notice is a change in the name of the issuing agency from the Wage & Hour Division to the Employment Standards Division. In addition, a new website address has been added to the notice.

The revised minimum wage notice is included in an Oklahoma labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 17 – Idaho has issued a revised mandatory minimum wage notice that matches a three-step increase in the federal minimum wage set to go into effect July 24.

The Idaho Minimum Wage Law notice shows that state workers must be paid a minimum of $5.85 an hour beginning July 24, the same date as a scheduled increase in the federal minimum wage. Both the state and federal minimum wages will increase again to $6.55 an hour on July 24, 2008 and to $7.25 an hour on July 24, 2009.

The revised notice issued by the Idaho Department of Labor also includes a new website address for anyone wishing more information on the latest changes to the state’s minimum wage.

The revised minimum wage notice is included in an Idaho labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 17 – Nebraska has issued a revised mandatory workplace notice that includes a three-step increase in the state’s minimum wage that matches similar increases in the federal minimum wage.

The Nebraska Minimum Wage notice states that workers must be paid a minimum wage of $5.85 an hour effective July 24, the same date an increase in the federal minimum wage takes effect. Both the state and federal minimum wages will increase again to $6.55 on July 24, 2008 and to $7.25 an hour on July 24, 2009.

A training wage for employees under the age of 20 has also been increased on the required notice – from $4.25 an hour to 75 percent of the applicable minimum wage.

The revised minimum wage notice is included in a Nebraska labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

July 13 – Pennsylvania has issued a revised mandatory workplace notice to include an additional boost in the state’s minimum wage to match the federal minimum wage increase signed into law in May.

The revised notice shows that Pennsylvania’s minimum wage will increase to $7.25 an hour on July 24, 2009, which is also the date for the final step in the federal minimum wage increase.

The previous minimum wage notice showed only a two-step increase – to $6.25 an hour on Jan. 1, 2007 and to $7.15 an hour on July 1, 2007.

The federal increase will also affect Pennsylvania employees with 10 or less employees, increasing the minimum wage rate to $7.25 an hour on the same date (July 24, 2009).

The previous notice issued by the Pennsylvania Department of Labor showed only the first two steps of the increase for these small businesses – to $6.65 an hour on July 1 and to $7.15 an hour on July 1, 2008.

There has also been a two-step increase in the training wage for employees under 20 years of age, effective July 24, 2007. Information was added to the notice that this wage may not be used after July 23, 2009.

Other changes to Pennsylvania’s workplace notices include the addition of a sentence to the equal pay law and workers’ compensation notices advising employees that auxiliary aids and services are available upon request to individuals with disabilities.

In the “Occupations Prohibited” section of the child labor law notice, wording was changed to clarify that minors under 16 years of age may not be employed where alcoholic liquors are sold or dispensed.

All of the revised notices are included in a Pennsylvania labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s workplace posting requirements for general employers.

July 13 – North Dakota has issued a revised mandatory workplace notice with a three-step raise in the state’s minimum wage that matches an increase in the federal minimum wage signed into law in May.

The state’s minimum wage will increase from $5.15 an hour to $5.85 an hour on July 24, reflecting the same dollar amount and date for the new federal minimum wage. The North Dakota minimum wage will increase again to $6.85 on July 24, 2008 and to $7.25 an hour on July 24, 2009.

The revised notice issued by the North Dakota Department of Labor also updates the minimum cash wage payable to a tipped employee, based on the minimum wage increases. Employers may still use a tip credit of 33 percent of the minimum wage.

A sentence on the previous notice stating that the minimum wage “must be paid to all employees in every occupation in the state” has been deleted from the new notice.

A new minimum wage notice is included in a North Dakota labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

July 13 – A revised mandatory workplace notice for New Hampshire includes a four-step increase in the state’s minimum wage set to take effect on July 24.

New Hampshire has also issued a new required notice that defines who is considered an employee and provides specific criteria for being declared an independent contractor in the state.

New Hampshire had originally passed a two-step minimum wage increase, from $5.15 an hour to $7.25 per hour, which was scheduled to take effect on Sept. 1. The subsequent passage of a federal minimum wage increase required two additional steps to be taken in raising the state’s minimum wage rate.

The first increase will be to $5.85 per hour on July 24, which mirrors the amount and effective date of the new federal minimum wage. The state’s minimum wage is set to increase again, to $6.50 an hour, on Sept. 1, to $6.55 an hour on July 24, 2008 and to $7.25 an hour on Sept. 1, 2008.

The revised minimum wage notice issued by the New Hampshire Department of Labor also includes changes in the information about tipped employees.

The base rate for tipped employees now applies to those who receive more than $30 a month in tips. The previous notice had set that rate at $20 a month in tips.

In addition, the employer must now pay tipped employees a base rate of not less than 45 percent of the applicable minimum wage. The previous notice stated that these employees receive “not less than $2.38 per hour or 45 percent of the applicable minimum wage, whichever is higher”.

The new required notice – Criteria to Establish an Employee or Independent Contractor – includes a definition of “employee” and a list of five criteria, all of which must be met before someone can be termed an “independent contractor” in New Hampshire.

A revised minimum wage notice and the new Criteria to Establish an Employee or Independent Contractor notice are included in a New Hampshire labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

May 29, 2007—President Bush signed the first federal minimum wage increase in 10 years into law Friday, May 25.

Congress raced to approve the final Iraq war funding bill (which included the minimum wage legislation) and sent it to the President before the Memorial Day recess. The minimum wage package also included $4.84 billion in tax breaks for small businesses.

The minimum wage will increase from $5.15 to $7.25 in three steps over the next two years. The first increase to $5.85 will go into effect on July 24 (60 days after the bill was signed into law). The next increase to $6.55 will occur one year later (July 2008) with the final increase to $7.25 two years later (July 2009).

We will update our federal poster as soon as the U. S. Department of Labor Wage and Hour Division issues a new version of the minimum wage notice, which is currently being developed. All employers with one or more employees are required to display the federal labor law poster, including the new minimum wage notice, in a conspicuous place.

June 18, 2007 – Missouri has issued a revised workplace notice that includes an increase in the base pay for tipped employees from $2.13 to $3.25 an hour or 50 percent of the general minimum wage.

Missouri voters approved an increase in the minimum wage, from $5.15 an hour to $6.50 an hour, in November 2006. The new minimum wage went into effect on January 1, 2007 and will increase or decrease on January 1, 2008 and on January 1 of successive years based on any changes in the Consumer Price Index.

The Missouri Department of Labor has informed employers that although a minimum wage notice is not required by law, they must post a summary of the law. The notice issued by the Department’s Division of Labor Standards meets that requirement.

The revised version of the minimum wage posting includes a number of changes that were made to an original poster issued by the Department of Labor.

In that posting, the Department said that the minimum wage for tipped employees was still $2.13 an hour. In March, Governor Matt Blunt said that information was wrong and ordered the Department to change its advice to employers regarding the minimum wage for tipped employees.

The notice has also been revised to state that both the employee and employer will be informed of the findings of any minimum wage complaint that has been filed and investigated. The previous notice stated that only the employee will be informed of the findings.

In addition, language has been changed in the Records section – from employers “should” keep records for a period of three years to employers “must” keep those records.

Legislative references have also been added to the revised notice and the Department of Labor’s website address has been changed.

A revised minimum wage notice is included in a Missouri labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers.

June 18, 2007 – Kentucky has issued a new Wage and Hour Laws notice that includes information about a minimum wage increase from $5.15 an hour to $5.85 an hour, effective June 26.

The mandatory workplace notice issued by the Kentucky Department of Labor details a three-step minimum wage increase that was included in House Bill 305 and signed into law by Governor Ernie Fletcher in March. Kentucky had not had a minimum wage increase since 1997, when the federal minimum rate was raised.

The state’s minimum wage is scheduled to increase again, to $6.55 an hour on July 1, 2008, and to $7.25 an hour on July 1, 2009. Those rates are also included in the new mandatory workplace notice

A new minimum wage notice is included in a Kentucky labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

June 18, 2007 – Illinois has issued a new mandatory workplace notice that includes information about a four-step increase in the state’s minimum wage set to take effect on July 1.

Governor Rod Blagojevich signed Senate Bill 1268 into law in December 2006 to increase the state’s minimum from $6.50 an hour to $7.50 an hour on July 1, 2007. The minimum wage will increase by another 25 cents an hour on July 1 for the next three years, through 2010, when it will reach $8.25 an hour.

The new notice issued by the Illinois Department of Labor also includes a new minimum wage rate (up to 50 cents less per hour) for new employees and employees less than 18 years of age.

A new minimum wage notice is included in an Illinois labor law poster offered by Poster Compliance Center. The poster meets all of the state’s workplace posting requirements for general employers.

May 25, 2007— Congress raced to approve the final Iraq war funding bill and send it to the President before the Memorial Day recess, with the Senate approving the bill just two hours after the House vote on Thursday night. The minimum wage increase was included in the war funding bill.

Congress sent the approved bill to the White House last night. The President, who has said he will sign the bill, is expected to sign it without ceremony over the weekend.

The minimum wage will increase from $5.15 to $7.25 over two years. The first increase to $5.85 will go into effect by late summer (60 days after the bill becomes law). Additional increases will occur by summer of 2008 to $6.55 and by summer of 2009 to $7.25.

Once the President signs the bill into law, the U.S. Department of Labor will issue a new version of the required federal minimum wage poster.

May 18, 2007 – Michigan has eliminated a requirement for three separate minimum wage notices by issuing a single notice that contains all of the necessary minimum wage information that must be posted in the workplace.

The new notice replaces three workplace notices – Minimum Wage Law of 1964, Wage & Hour General Rules and Wage Deviation – that had been required to be posted by Michigan employers. Those notices included the complete text of the three separate sections of the Michigan Compiled Laws.

The new one-page summary issued by the Michigan Department of Labor & Economic Growth, called “General Requirements – The Michigan Minimum Wage Law of 1964”, includes a three-step minimum wage increase that went into effect on Oct. 1, 2006. The state’s minimum wage increased to $6.95 an hour on that date and will increase again to $7.15 an hour on July 1, 2007 and to $7.40 an hour on July 1, 2008.

Also included in the mandatory workplace notice is information about a new sub-minimum youth wage that allows minors 16 and 17 years of age to be paid 85 percent of the state’s minimum hourly rate.

The sub-minimum youth rate was set at $5.91 an hour on Oct. 1, 2006 and will increase to $6.08 an hour on July 1, 2007 and to $6.29 an hour on July 1, 2008.

In addition, overtime exemptions that had inadvertently been removed when the original minimum wage increase legislation passed in March 2006 have been reinstated in the new notice.

A new minimum wage notice is included in a Michigan labor law poster offered by Poster Compliance Center. The fully-laminated poster meets all of the state’s posting requirements for general employers.

May 18, 2007 – Ohio has revised its mandatory minimum wage notice and added a requirement that a “no smoking” sign with information about how to report smoking violations be posted in all businesses and places of employment throughout the state.

The required “no smoking” sign, which must be posted with other mandatory workplace notices, is the result of the passage of Issue 5 (SmokeFree Ohio) by the state’s voters on Nov. 7, 2006. It includes the international “no smoking symbol” and a toll-free telephone number for reporting violations to the Ohio Department of Health.

The Ohio minimum wage notice has been revised to include a change in a list of businesses that are exempt from paying an overtime rate of 1 ½ times the employee’s wage for more than 40 hours in a workweek. On the latest notice, “day care centers” have been removed from this list.

There have also been changes to the list of individuals exempt from minimum wage.

The notice includes a minimum wage that increased from $5.15 an hour to $6.85 an hour for non-tipped employees in 2007. The minimum wage for tipped employees (those who receive more than $30 a month in tips) increased from $2.13 to $3.43 an hour in 2007.

A revised minimum wage notice and new “no smoking” sign are included in an Ohio labor law poster offered by Poster Compliance Center. The fully laminated poster meets all of the state’s workplace posting requirements for general employers.

Federal: Minimum Wage Update 5-3-07

President Vetoes Iraq War Funding Bill As Expected; Minimum Wage May Be Part of New War Funding Bill or Other Legislation

May 3, 2007—President Bush vetoed the Iraq war budget bill Tuesday as he had promised because it called for a deadline for the withdrawal of U.S. troops.

The House vote of 222-203 to override the veto Wednesday was not even close to reaching the necessary two-thirds majority. That means the Senate does not need to vote on this, since a two-thirds majority in both houses is needed to override a Presidential veto.

House and Senate leaders have already started talking about a new bill, and President Bush met Wednesday with Congressional leaders from both parties to begin negotiations on a new funding bill.

Even though the war budget bill has been vetoed, there are several scenarios for the future of the minimum wage increase package that was part of the bill.

House Majority Leader Steny Hoyer has said he anticipates a minimum wage increase will be part of a new Iraq war funding bill he hopes will be sent to the President by Memorial Day, according to the Associated Press.

There has also been talk of making minimum wage a stand-alone bill or adding it to other legislation.

You can take the worry out of keeping track of labor law changes and staying in compliance by signing up now for our 1-Year Compliance Protection.

You will receive a complete set of federal and state posters, updates sent automatically at no cost as laws change, a Compliance Certificate documenting your coverage, $25,000 Poster Violation Warranty—and peace of mind—for just $74.95 plus shipping. You can sign up now at http://secure.postercompliance.com/index.php?crn=54&rn=238&action=show_detail.

May 4, 2007 – The mandatory workplace notice now includes new language about criminal penalties of up to $10,000 that may be issued for each willful or repeat violation of an OSHA standard that resulted in an employee’s death.

Information about an alternate penalty of six months imprisonment and a doubling of fines for repeat convictions for violations that resulted in an employee’s death has been eliminated from the notice.

The revised notice now states that only an employer has the right to accompany an inspector during a workplace inspection. A previous notice stated that “authorized employer representatives and an authorized employee representative” could accompany the inspector to “aid the inspection.”

Under the “Rights and Responsibilities” sections of the revised notice, employers and employees are now specified as “public and private” employers and employees.

The North Carolina OSH notice has also been revised to eliminate language about who conducts workplace inspections and who they will talk privately to during those inspections.

In addition, language about OSHA citations possibly including monetary penalties and potential fines for “non-serious” violations has been deleted from the revised notice.

The new OSH notice is included in a North Carolina labor law poster offered by Poster Compliance Center. The fully laminated poster meets all of the state’s workplace posting requirements for general employers.

Federal: Minimum Wage Update 4-24-07

Minimum Wage Increase Moves Ahead Despite Expected Veto of Iraq War Budget Bill

Although minimum wage legislation is part of the Iraq war budget bill that the President is expected to veto, it is still making progress.

On Friday key leaders in the House and Senate agreed on tax breaks for small business totaling about $4.8 billion. Previously the minimum wage bill had stalled for weeks because the Senate wanted up to $12 billion in business tax breaks and the House only wanted $1.3 billion.

If the Iraq war bill is vetoed, the new minimum wage bill, including the new tax package, could be approved and sent to the White House as a stand-alone bill or as part of other legislation.

The war budget bill is expected to be on the Congressional agenda later this week.

ANSWERS TO YOUR QUESTIONS ABOUT A FEDERAL MINIMUM WAGE INCREASE IN 2007, WHEN YOU NEED TO CHANGE YOUR LABOR LAW POSTER AND MORE

March 29, 2007 – A federal minimum wage increase is part of the Iraq war budget bill that passed in the Senate this morning, but President Bush has promised he will veto the bill.

The federal minimum wage increase is unlikely to pass with this legislation because the President has stated he will veto any bill that sets a deadline for the withdrawal of U.S. troops from Iraq. The bill includes a March 2008 deadline for troop withdrawal.

According to CNNMoney.com, the president’s expected veto of the war budget bill does not mean the end of a possible federal minimum wage increase in 2007.

Although the Senate and the House have both passed minimum wage increase bills, passage of a final bill has stalled because the two houses sharply disagree over the amount of tax relief to offer businesses. This week the Senate added $3.9 billion in business tax breaks on top of the $8.3 billion it had already approved, bringing the total Senate package to $12.2 billion compared to $1.3 billion in tax breaks in the House.

Minimum wage supporters believe that having the minimum wage bill included in the war budget bill is a positive step because it gives the House and Senate the chance to reach an agreement on the size of the tax break package.

Once a compromise is reached by both houses, “a new minimum wage bill can be brought forward and passed, either as stand-alone legislation or as part of a less controversial budget package,” states CNNMoney.com.

If a final minimum wage increase bill is approved, it must be sent to the President for his approval and signature. If the President signs it into law, the minimum wage will increase from $5.15 to $7.25 over two years. The first increase to $5.85 would go into effect 60 days after the bill becomes law. Additional increases would occur one year later to $6.55 and two years later to $7.25.

Once the bill is signed into law, a new version of the federal minimum wage poster, called “Your Rights Under the Fair Labor Standards Act – Federal Minimum Wage”, will be issued by the U.S. Department of Labor. Employers will be required to display the new labor law poster in a conspicuous place to stay in compliance.

For further information about the federal minimum wage, you can go to the U.S. Department of Labor Wage and Hour Division webpage called “Questions and Answers About the Minimum Wage” at http://www.dol.gov/esa/minwage/q-a.htm.

As you can see from the progress of the federal minimum wage increase legislation—which was initially expected to pass rather quickly through Congress—the passage of a bill into law can be long and drawn out, with many unexpected twists and turns. You can take the worry out of keeping track of labor law changes and staying in compliance by signing up now for our 1-Year Compliance Protection.

April 4, 2007 – Colorado has issued a revised minimum wage order poster that replaces an emergency poster published in January to show the state’s new minimum wage of $6.85 an hour.

The term “emergency” has been removed from the title of the mandatory workplace poster and the number “23” has been added. The effective date has also been changed – from January 1, 2007 to April 1, 2007.

In November 2006, Colorado voters approved Amendment 42, which raised the minimum wage from $5.15 per hour to $6.85 per hour on January 1, 2007.

In January, the Colorado Department of Labor and Employment’s Division of Labor issued an emergency minimum wage order poster, which included provisions of the new law, to be in effect for 90 days. The only changes to the revised poster issued in April were in the title and effective date.

A revised minimum wage order poster is included in a Colorado labor law poster offered by Poster Compliance Center. The fully laminated poster meets all of the state’s workplace posting requirements for general employers.

March 23, 2007– New Mexico has revised its Job Health & Safety Poster to include new language about the responsibilities that must be met by both employers and employees in the state.

The mandatory workplace poster, issued by the New Mexico Environment Department’s Occupational Health and Safety Bureau (OHSB), now includes separate “Employers” and “Employees” sections.

The revised poster includes new la