• Michigan
    美国各州最低工资(2024 年) 总结 25个州将在2024年提高最低工资。华盛顿特区将于今年7月提高最低工资。 加州最近宣布从2024年1月开始将最低工资从15.50美元提高到16美元。——更多 自2009年以来,联邦最低工资率一直保持在7.25美元,但30个州以及华盛顿特区、关岛和维尔京群岛的最低工资标准更高。 在最低工资率方面,美国的雇主受到不同法律的约束,具体取决于他们所在的州甚至城市。联邦最低工资率是由《公平劳动标准法》(FLSA)设定并由美国劳工部(DOL)执行的固定国家工资标准。 联邦最低工资最后一次修订是在2009年,目前设定为每小时7.25美元。拜登总统一直在推动这一数字的增长到15美元,并在 2022 年将联邦承包商的最低工资提高到了15 美元——这可能是全国范围内提高工资的前兆。 为了应对联邦层的惰性,美国超过一半的州和城市已主动在2023年在其管辖范围内制定更高的最低工资标准。在这样的情况下,法律倾向于对雇员最有利的工资——换句话说,最高的最低工资。 最低工资率较高的州包括华盛顿州15.74美元和哥伦比亚特区16.50美元。最低工资率高于各州的城市包括纽约市(比纽约州高出15美元至0.80美元)和缅因州波特兰(14美元,比该州其他地区高出0.20美元)。 作为雇主,及时了解有关最低工资增加或减少的所有法律法规非常重要。使用正确的时间跟踪和薪资软件可确保您毫不费力地保持合规。 白皮书:工资和工时合规完整指南 2023年州最低工资率 自1月1日起,25 个州提高了最低工资标准,以应对通货膨胀或根据先前颁布的立法。佛罗里达州将于9月提高最低工资标准。 总体而言,30个州以及华盛顿特区、波多黎各、关岛和维尔京群岛的最低工资高于联邦工资。15个州以及北马里亚纳群岛使用每小时7.25美元的联邦最低工资。五个州尚未通过自己的最低工资标准法,因此默认为7.25美元的联邦费率。 在下表中查看所有州的最低工资。 注:2023年提高最低工资的州用星号(*)表示 目前,哥伦比亚特区的最低工资最高,每小时16.50美元(从2024年7月1日起为17.50美元)。 州法律将某些工作或部门从最低工资劳动法中豁免。例如,在新泽西州,这种豁免包括机动车辆的销售人员和在雇主家中照顾儿童的雇员。 在某些情况下,各州为未成年人和学生等群体设定了低于最低工资的工资,或者为新员工设定了培训工资。在罗德岛州,为非营利性宗教、教育、图书馆或社区服务组织工作的19岁以下全日制学生有权获得11.70美元的最低工资。该州的最低工资标准为14.00美元。 纽约的最低工资 2024年初,纽约将最低工资14.20美元提高到16美元。这是继2016年12月31日开始的一系列提高该州最低工资结束后的首次增长。 根据 NY.gov 网站的说法,在对影响进行年度审查之后,像今年年初那样的未来增长将“基于将要设定的指数化时间表[...]。 这些逐渐增加,并且对于在不同行业工作的员工会有所不同。大雇主必须比雇员较少的小雇主更快地提高最低工资。 在地方层面,纽约市、长岛和威彻斯特乡村的最低工资为每小时16美元。这包括给小费的工人,尽管雇主可以每小时从工资中扣除最多5美元作为小费补偿。尽管有这些增长,但纽约目前的最低工资并没有考虑到目前的通货膨胀率以及这如何影响工人的生活水平。这种惰性一直是学术界和最低工资工人批评的主题。 加州的最低工资 加利福尼亚州的最低工资目前为16美元,比联邦最低工资高 8.75 美元。 根据《加州劳动法》第1182.12条,加州财政总监有权每年决定是否需要提高最低工资。2024年增加0.50美元被认为是必要的,因为 CPI 在 2022 年 7 月至 2023 年 6 月期间增长了 6% 以上。 由于快餐业的一些开创性的州立法,在全国拥有至少60家分店的快餐店必须遵守每小时20美元的新最低工资。该法案还在该州建立了一个快餐委员会,该委员会有权提高最低工资。 在某些情况下,膳食或住宿可用于履行部分最低工资义务。这只有在雇主和雇员同意并辅以自愿书面协议的情况下才能进行。根据在官方通知找到的信息,记入员工最低工资的金额也受到限制。 伊利诺伊州的最低工资 2024年1月1日,伊利诺伊州的最低工资从13美元增加到14美元,增加了1美元。这是自2019年以来的第六次增长,使伊利诺伊州有望在2025年达到15美元的最低工资。 经常赚取小费的伊利诺伊州工人的最低工资增加到每小时8.40美元,并且在收到小费后仍必须赚取最低工资。如果他们不这样做,雇主必须支付差额。 芝加哥的工资率更高,目前拥有21名及以上雇员的雇主,雇主每人最低支付薪资为每小时15.80美元。拥有 4 至 20 名工人的小型雇主必须支付每小时15 美元的最低工资。 芝加哥小费工人的最低工资为每小时 9 美元(拥有 4 至 20 名工人的雇主)和 9.48 美元(拥有 21 名或更多员工的雇主)。与州最低工资条件类似,如果小费工人的工资加上小费小于全额最低工资,雇主必须为小费工人支付差额。 佛罗里达州的最低工资 自2023年7月起,佛罗里达州的最低工资为每小时12美元。每年逐步增加1美元,2026年9月的最低工资率将达到15美元。 德克萨斯州的最低工资 德克萨斯州的州最低工资为7.25美元,等于联邦费率。自 2009年1月24日起生效。 雇主可以将小费、膳食和住宿计入最低工资,但对可以分配给他们的金额有明确的限制。在某些情况下,雇主可以向德克萨斯州心理健康和智力迟钝部的患者支付低于最低工资的薪资。这也可能包括年龄较大或有“生产力障碍”的个人。 《德克萨斯州最低工资法》涵盖的其他豁免包括: 受雇于宗教、教育、慈善或非营利组织 某些专业人士、销售人员或公职人员 家政工人 某些青少年和学生 囚犯 家人 某些游乐和娱乐场所 不负责向国家失业补偿基金供款的非农业雇主 乳制品生产和畜牧业生产 庇护车间 内华达州的最低工资 如表中所述,您会看到内华达州有两个最低工资率。在这个两级系统中,获得合格健康保险的员工的最低工资率为10.25美元。但是,如果他们没有获得合格的健康保险,最低工资率将高出1美元,为每小时11.25 美元。 这种长期存在的两级系统将于明年取消。自2024年7月1日起,内华达州将全面将所有雇主的最低工资率提高到12.00美元,无论他们是否提供健康保险。 雇主须遵守最低工资法 由于影响不同州甚至这些州内不同城市的差异和豁免如此之多,雇主要遵守法律可能很棘手。 根据Workforce.com的首席战略官Josh Cameron的说法,工人赚取小费的行业可能尤其棘手: “在酒店或任何赚取小费的地方,您可以向员工支付比正常工资低得多的最低工资。因此,如果他们没有给小费,那么最低工资就是每小时7.50美元,但如果给小费,则为2. 50美元。只要他们得到足够的小费来克服这一点——这被称为小费抵免——那么他们就只能从雇主那里获得每小时2.50美元的较低费用。” 除了法律影响和巨额罚款外,员工工资过低也可能是您企业的公关噩梦。Workforce.com的产品合规主管Andrew Stirling认为: “少付的丑闻可能会让公司陷入困境。客户可以决定将他们的消费转移到其他地方。顾客不太可能去那些为少付员工工资的餐馆或商店。” 像 Workforce.com 这样的劳动力管理软件会考虑州和地方法律。Workforce 的劳工合规软件允许您根据联邦、州和地区的工资法向员工支付工资。这包括豁免和特殊情况,包括给小费的员工。 随着法律的变化,该系统会保持最新状态,并且还会定期进行审核,以确保您保持合规并避免不必要的处罚。 Source workforce
    Michigan
    2024年02月03日
  • Michigan
    密歇根卫生系统Trinity Health Grand Rapids一雇主受到宗教偏见指控 卫生系统将支付 5 万美元来解决因拒绝流感疫苗豁免而产生的宗教偏见指控。在雇主拒绝了申请人的宗教豁免请求并撤销了他的有条件工作机会后,平等就业机会委员会提起诉讼。 Trinity Health Grand Rapids是一家位于密歇根州的医院和卫生系统,将支付50,000美元以解决一项诉讼,该诉讼指控其未能适当考虑员工豁免其流感疫苗政策的请求。 美国平等就业机会委员会(U.S. Equal Employment Opportunity Commission)去年4月对该雇主提起诉讼,指控其违反1964年《民权法案》第七章的宗教歧视。 据该机构称,Trinity的流感政策(EEOC表示已停止)要求员工每年接种流感疫苗,除非他们获得豁免。根据EEOC的起诉书,在收到有条件的录用通知后,原告根据他的宗教信仰提出了豁免请求,Trinity最终认为该请求“不充分”并拒绝了。Trinity随后撤销了申请人的工作机会。 作为同意令的一部分,医院将对人力资源和高级领导团队成员进行第七章宗教保护方面的培训。申请人还将获得11,348美元的欠薪和38,651美元的非经济损失。 “员工不应该在工作场所门口检查他们的宗教信仰,”EEOC审判律师戴尔·普莱斯(Dale Price)在该机构的新闻稿中说。 “申请人的反对意见是基于他真诚的宗教信仰,本来可以很容易地得到满足。” 在最初宣布诉讼时,普莱斯指出,如果卫生系统对申请人的住宿请求有疑问,它应该与申请人合作,而不是直接拒绝。 在 COVID-19 疫苗问世和雇主强制要求员工接种疫苗后的几个月里,宗教信仰的诚意成为企业和就业法律师重新讨论的话题。平等就业机会委员会建议,除非他们有其他证据,否则雇主通常应该相信申请人和工人的话。 Trinity Health没有立即回应置评请求。 SOURCE HRDIVE
    Michigan
    2024年01月24日
  • Michigan
    Rest and Lunch Break Laws in Every US State (2024) Employee meal and rest break rights depend on their own laws according to their state. Meal, rest and minor breaks are detailed below for states of Alabama, Alaska, California…. Summary Federal law does not require meal or rest breaks. – More Some states have laws requiring meal and rest breaks – failing to comply can result in severe fines and even lawsuits.  Employers can reduce their risk exposure by automatically scheduling meal breaks and recording them on timesheets with the right software.  – More When it comes to rest and lunch breaks, it’s easy for managers to assume that a few minutes here and there won’t make a difference. However, this is simply not the case. We’ve seen break-rule violations result in costly lawsuits over the past several years. In April of 2022, an Oregon healthcare facility filed a lawsuit with the federal court system to overturn the state’s detailed meal and rest break rules. It’s an attempt to get out of nearly $100 million in fines due to persistent violations of employee meal and rest break rights dating all the way back to 2015. What’s confusing is that if this healthcare facility was in a different state, say Arkansas, these violations and fines would not exist. Federal guidance on the subject of lunch breaks is slim to none – but state laws concerning paid and unpaid breaks vary. It’s important to understand what state-specific rules do and do not apply to your business. While these rules can be convoluted, it is actually quite easy to comply these days with the right scheduling software in place. Federal break laws No federal law requires companies to offer breaks during work hours for meals or any other purpose. However, according to the U.S. Department of Labor, federal law says that if a company chooses to allow break periods, any break under 20 minutes should be paid, and any over 30 minutes can be unpaid and classified as “off-the-clock.” So, in essence, the federal government leaves it up to the employer. Rest breaks (under 20 minutes) are paid, and meal breaks (over 30 minutes) are unpaid. If a state has no laws regarding breaks, these federal standards automatically apply. State break laws It is up to the states to choose their own lunch and rest break laws. Some states default to the federal policy, while others have their own set of specific regulations to follow. All meal and rest break laws only apply to non-exempt employees. For exempt employees receiving over $23,000 annually, breaks are at the employer’s discretion. Find your state below and click on it to see its rest and lunch break rules: Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware Florida Georgia Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Washington West Virginia Wisconsin Wyoming Alabama Meal Break: None Rest Break: None Minor Break:14-15-year-old employees who work more than 5 continuous hours get a 30-minute break. Alabama defaults to federal law regarding breaks for workers aged 16+. If an employer chooses to provide a break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Alaska Meal Break: None Rest Break: None Minor Break: Minors ages 14-17 who work 5+ consecutive hours get a 30-minute break. Alaska defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Arizona Meal Break: None Rest Break: None Minor Break: None Arizona defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Arkansas Meal Break: None Rest Break: None Minor Break: None Arkansas defaults to federal law regarding breaks for workers of all ages. If an employer chooses to provide a break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than this do not need to be paid as long as the employee is completely relieved of all duties. The state does have a special lactation break law. Employers must provide reasonable unpaid break time to employees who are lactating. These breaks must be taken in a private place close to their work area (not a bathroom stall). Back to top California Meal Break: Employees get a 30-minute paid meal break during a shift that is longer than five consecutive hours. If the employee is relieved of regular work duties and can leave the premises during their break, the break goes unpaid. But if these requirements are not met, the break must be paid at the regular rate of pay. An employee may also waive their lunch break upon mutual consent with management if a workday will be completed in six hours or fewer. If a work shift is longer than 10 hours, a second 30-minute rest break must be provided. If a total of 12 hours or fewer are worked in a day, this second meal break may be waived, but only if the first meal period was not waived. Employees who work longer than 15 hours get an additional third 30-minute break. If they work longer than 20 hours, they get a fourth 30-minute break. If an employer fails to provide an employee a meal break during a shift, they owe the employee one extra hour of pay at the employee’s regular rate. Rest Break: Employees get a 10-minute paid rest break every 4 hours. A 10-minute break is not required for work time totaling less than three and a half hours. Employees working in extreme weather conditions must also be provided with a five-minute “recovery period” in a protected environment in addition to their meal and rest break. For every day an employee is forced to work through one or more of their rest breaks, their employer must pay them one additional hour of wages at the regular rate. Minor Break: N/A Back to top Colorado Meal Break:30minutes for employees who work 5+ hours. If the break is “duty-free” it goes unpaid. However, if a “duty-free” meal is not possible, the employee may take an “on-duty” meal, in which case the employee must be paid. Rest Break:10minutes paid per 4 hours worked only for employees in the retail, food and beverage, commercial support, health, and medical industries. Minor Break: N/A Back to top Connecticut Meal Break: 30 minutes for non-exempt employees who work at least 7.5 hours. Employers are exempt from this requirement only if: Complying endangers public safety The duties of the position can only be done by one employee Fewer than five employees are working a shift in a particular location Operations require employees to be available to respond to urgent conditions Rest Break: None Minor Break: N/A Back to top Delaware Meal Break: Unpaid 30 minutes for employees 18+ who work at least 7.5 hours. Meal breaks must be given sometime after the first two hours of work and before the last two hours of work. Employers are exempt from this requirement only if: Complying endangers public safety The duties of the position can only be done by one employee Fewer than five employees are working a shift in a particular location Operations require employees to be available to respond to urgent conditions There exists a collective bargaining agreement that provides otherwise The employee is employed by a local school board to work directly with children Rest Break: None Minor Break: 30 minutes for employees under 18 for every 5 consecutive hours of work. Back to top Florida Meal Break: None Rest Break: None Minor Break: 30 minutes for employees under 18 who work more than 4 hours. Florida defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Georgia Meal Break: None Rest Break: None Minor Break: None Georgia defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Hawaii Meal Break: None Rest Break: None Minor Break: 30 minutes for 14 and 15-year-old employees who work five consecutive hours Hawaii defaults to federal law regarding breaks for workers aged 16 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Idaho Meal Break: None Rest Break: None Minor Break: None Hawaii defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Illinois Meal Break: At least 20 minutes unpaid for employees who work 7.5+ continuous hours. Must be given no later than five hours after beginning work. Rest Break: None Minor Break: At least 30 minutes for employees under 16 who work 5+ hours. Back to top Indiana Meal Break: None Rest Break: None Minor Break:1-2 breaks totaling 30 minutes for employees under 18 who work at least six consecutive hours. Indiana defaults to federal law regarding breaks for workers aged 18+. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Iowa Meal Break: None Rest Break: None Minor Break: At least 30 minutes for employees under the age of 16 who work 5+ consecutive hours. Iowa defaults to federal law regarding breaks for workers aged 16 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Kansas Meal Break: None Rest Break: None Minor Break: None Kansas defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Kentucky Meal Break: Reasonable unpaid break period (typically 20-30 minutes long) after the third and before the fifth hour of work for employees who work 5+ consecutive hours. Rest Break: 10 minutes after every 4 hours of work. Minor Break: N/A Back to top Louisiana Meal Break: None Rest Break: None Minor Break: At least 30 minutes unpaid for employees under 18 who work five consecutive hours Louisiana defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Maine Meal Break: None Rest Break: At least 30 minutes unpaid for all employees who work 6+ hours, but only if there are three or more people on duty. Minor Break: N/A Back to top Maryland Meal Break: None for the majority of employees. However, under the Healthy Retail Employee Act, retail organizations with 50+ staff operating for 20+ calendar weeks must give employees a 30-minute meal break if they work a shift that is longer than six hours. Rest Break: Under the Healthy Retail Employee Act, certain retail employees are entitled to 15-minute breaks when they work shifts that last 4-6 hours. Employees who work for 8+ hours receive an additional 15-minute break for every additional four hours worked. Minor Break: 30 minutes for employees under 18 for every five consecutive hours of work. Back to top Massachusetts Meal Break: 30 minutes unpaid for employees who work 6+ hours, excluding those in factory and mechanical establishments. Rest Break: None Minor Break: N/A Back to top Michigan Meal Break: None Rest Break: None Minor Break: At least 30 minutes for employees under 18 if they work more than 5 consecutive hours. Michigan defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Minnesota Meal Break: Sufficient unpaid time to eat a meal for employees who work 8+ hours. Must be paid if less than 20 minutes. Rest Break: Sufficient time to use the restroom every 4 hours. Minor Break: N/A Back to top Mississippi Meal Break: None Rest Break: None Minor Break: None Mississippi defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Missouri Meal Break: None Rest Break: None Minor Break: None Missouri defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Montana Meal Break: None Rest Break: None Minor Break: None Montana defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Nebraska Meal Break: None Rest Break: At least 30 minutes per 8-hour shift for assembling plant, workshop, or mechanical establishment employees. Minor Break: None Back to top Nevada Meal Break: At least 30 minutes for employees working 8+ continuous hours. Rest Break: At least 10 minutes paid every 4 hours. This break is not typically required if an employee’s total work time is less than three and a half hours. Minor Break: N/A Back to top New Hampshire Meal Break: 30 minutes for employees who work 5+ consecutive hours. Rest Break: None Minor Break: N/A Back to top New Jersey Meal Break: None Rest Break: None Minor Break: At least 30 minutes for employees under 18 who work 5+ hours. New Jersey defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top New Mexico Meal Break: None Rest Break: None Minor Break: None New Mexico defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top New York Meal Break:30minutes for employees who work 6+ hours between 11 am and 2 pm. 45 minutes for employees midway through a 6+ hour shift that starts between 1 pm and 6 am. An additional 20 minutes between 5 pm and 7 pm for those working a shift starting before 11 am and continuing after 7 pm. Different rules apply to factory workers. They get a 1-hour lunch period anywhere between 11 am and 2 pm for 6+ hour shifts or a 60-minute break midway through a shift of more than 6 hours that starts between 1 pm and 6 am. Rest Break: 24 consecutive hours per week Minor Break: N/A Back to top North Carolina Meal Break: None Rest Break: None Minor Break: At least 30 minutes for employees under 16 who work 5+ hour shifts. North Carolina defaults to federal law regarding breaks for workers aged 16+. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top North Dakota Meal Break: 30 minutes unpaid for employees who work 5+ hours when two or more employees are on duty. Rest Break: None Minor Break: N/A Back to top Ohio Meal Break: None Rest Break: None Minor Break: At least 30 minutes unpaid for employees under 18 working five consecutive hours or more. Ohio defaults to federal law regarding breaks for workers aged 18+. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Oklahoma Meal Break: None Rest Break: None Minor Break: At least 30 minutes for every 5 hours worked and 1 hour for every 8 hours worked for employees under 16. Oklahoma defaults to federal law regarding breaks for workers aged 16 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Oregon Meal Break: At least 30 minutes, unpaid, uninterrupted, and relieved of all duties, must be provided per 6 hours worked. No meal break is required for shifts under 6 hours. 6-14 hours: 1 break 14-22 hours: 2 breaks 22-24 hours: 3 breaks Rest Break: 10 minutes paid based on hours worked. 2-6 hours: 1 break 6-10 hours: 2 breaks 10-14 hours: 3 breaks 14-18 hours: 4 breaks 18-22 hours: 5 breaks 22-24 hours: 6 breaks Minor Break: Workers under 18 receive the same meal breaks as adults; however, it is required that they get 15-minute rest breaks rather than 10-minute breaks. Back to top Pennsylvania Meal Break: None Rest Break: None Minor Break: 30 minutes per 5 hours for workers under 18 years of age. Pennsylvania defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Rhode Island Meal Break: 20 minutes for employees who work 6 hours and 30 minutes for employees who work 8+ hours. The break may be unpaid if the employee is relieved of all duties. Rest Break: None Minor Break: N/A Back to top South Carolina Meal Break: None Rest Break: None Minor Break: None South Carolina defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top South Dakota Meal Break: None Rest Break: None Minor Break: None South Dakota defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Tennessee Meal Break: At least 30 minutes for employees who work 6+ hours Rest Break: None Minor Break: N/A Back to top Texas Meal Break: None Rest Break: None Minor Break: None Texas defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Utah Meal Break: None Rest Break: None Minor Break: At least 30 minutes for lunch no later than 5 hours into the workday for employees under 18. They must also be given a 10-minute rest break for every 4 hours worked and cannot work 3+ consecutive hours without a 10-minute break. Utah defaults to federal law regarding breaks for workers aged 18 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Vermont Meal Break: Employees must have a “reasonable opportunity” to eat and use the restroom. This opportunity must be paid if it is less than 20 minutes. Rest Break: None Minor Break: N/A Vermont has a special lactation break law requiring employers to provide reasonable break time throughout the day to employees who are lactating. It is left to the employer’s discretion whether these breaks are paid or unpaid unless denoted by a collective bargaining agreement. Back to top Virginia Meal Break: None Rest Break: None Minor Break: At least 30 minutes for employees under 16 who work 5+ consecutive hours. Virginia defaults to federal law regarding breaks for workers aged 16 and over. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Washington Meal Break:30minutes for every 5 consecutive hours worked, given not less than 2 hours nor more than 5 hours from the beginning of a shift (excludes agricultural employees). 30 additional minutes for employees who work at least 3 hours past the time they normally end their shift. Unpaid if the employee is completely free of duties. Rest Break: At least 10 minutes for every 4 hours worked. Minor Break: 14 and 15-year-old employees must have a 30-minute meal break before working 4 consecutive hours. A 30-minute meal break is required for employees ages 16 and 17 no less than 2 hours but no more than 5 hours from the beginning of their shift. Back to top West Virginia Meal Break: 20 minutes for employees who work 6+ hours. Rest Break: None Minor Break: At least 30 minutes if scheduled to work over 5 hours. Back to top Wisconsin Meal Break: None Rest Break: None Minor Break: 30 minutes duty-free for employees under 18 working 6+ consecutive hours. 16 and 17-year-olds must have 8 hours of rest between shifts if scheduled after 8 pm. Wisconsin defaults to federal law regarding breaks for workers aged 18+. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid as long as the employee is completely relieved of all duties. Back to top Wyoming Meal Break: None Rest Break: None Minor Break: None Wyoming defaults to federal law regarding breaks for all workers. If an employer chooses to provide a meal break, it must be paid only if it lasts less than 20 minutes. Breaks lasting longer than 30 minutes are classified as meal periods and do not need to be paid, as long as the employee is completely relieved of all duties. Back to top Meal vs. rest breaks The main difference between a meal and a rest break is often its length. The typical meal break is 20-30 minutes and must be taken around midday, while a rest break is usually anywhere between 10-15 minutes and occurs at regular intervals throughout a shift. As with lunch breaks, no federal labor law requires short breaks at work. Only 11 states have local laws requiring employers to offer rest periods during work hours, and these short breaks almost always come in addition to a meal break. For instance, Colorado requires a 30-minute meal break for 5+ hour shifts and a 10-minute break for every four hours of work. Sometimes, however, it’s all just semantics. Take Maine, for example. The Pine Tree State is the only one of these 11 states that does not have a “meal break” per see, but it does have a rest break, requiring 30 minutes for work periods of over six hours. Technically, it’s not a meal break, just a rest break, but you and I both know it’s used for lunch. Minors and break laws State laws typically afford minors more break leniency than adult employees. While most state meal break rules for adults automatically cover minors, some states have specific standards for those under 18. Delaware, for example, gives adults a 30-minute break for seven and a half hours worked while giving those under 18 the same break time for only five hours worked. Some states with no adult lunch or rest break rules have unique break laws for minors. For instance, Louisiana and Michigan require employers to give 30-minute breaks to employees under 18 for shifts longer than five consecutive hours. However, In Hawaii, this same rule applies only to 14 and 15-year-olds. Managing rest and meal breaks If your state has specific rest break requirements, it’s essential that management understands them and takes appropriate action to uphold them. This, of course, is sometimes easier said than done. Without the right protocols and tools in place, tracking breaks can be tough, especially in complicated states like California, Oregon, and New York. Luckily, there are many ways to automate the workload. An online employee scheduling and time tracking platform like Workforce.com handles all break and employment law compliance for you, meaning staff will never miss breaks, and your business will never be penalized. Here are a few specific ways the cloud-based system helps you plan lunch breaks and calculate compensation accurately: Auto-schedule compliant breaks Workforce.com’s scheduling allows managers to automatically apply compliant meal and rest breaks to employee schedules according to local state laws. Employees can easily view these breaks from their phones, knowing exactly when to work and rest. Capture break clock-out data Via a time clock app, staff can temporarily clock out for breaks, and then clock back in once their break is over. This granular time clock data helps managers easily pinpoint non-compliant break times on timesheets. Utilize time clock questions Managers can create conditional questions that appear whenever an employee clocks out of a shift. These questions may ask things like “Did you waive your break?” or “Did you take your break?” depending on the length of the shift. Answers will automatically add all necessary premiums and allowances to timesheets, ensuring employees are always paid accurately. Track breaks in real-time With a live time clock feed, managers can see who’s working, who’s not, and who’s on break – all in one place and in real-time. This frontline visibility helps managers respond more quickly to lunch break non-compliance. Manage break rules across state lines Workforce.com has robust team and location functionality, letting you set up multiple locations on the platform. Break rules at each location can be configured according to local state laws, ensuring chains stay organized no matter where they are in the country. Support staff and protect your business with better breaks There are two key things managers can do right now to ensure their business stays on the right side of the law. One is to understand and adhere to whatever legislation applies in your state. The other is to be clear about what breaks are allowed, encourage staff to use them, and ensure they are accurately recorded. Doing all of this manually is a huge task and is prone to human error. Use employee scheduling software instead to automate how breaks are administered. Pair it with a time and attendance system to log hours and wages accurately so you’ll never have to search old time cards and spreadsheets for the needed data. Sound intriguing? Get in touch with us today, let’s talk about it. But getting break times right doesn’t just reduce your risk exposure – it also makes for happier employees. Shift workers deserve their breaks. Routinely taking time during a shift to eat, rest, and recharge always helps productivity and, most importantly, mental health. SOURCE Workforce
    Michigan
    2024年01月21日
  • Michigan
    How to Learn More About Labor Relations There’s a lot of talk about labor relations (i.e., union activity) in today’s news. While we’re reading about it more, the actual number of American workers that belong to unions is relatively small. According to the Bureau of Labor Statistics, it’s 10.1% and only 6% in the private sector. So, it’s not unusual that individuals might not have much labor relations experience. That’s what today’s reader note is all about. "I am looking for some direction. I love your emails and share them with my peers.  Can you suggest any online blog, certificate program, or course I can take that would help me interpret union contracts more effectively? I am struggling to understand the grey area of the language sometimes. What I interpret the language as saying is different than the original intent of the language and I get stuck. Any help or direction you could give would be great. Have a great day!" When it comes to labor relations, one of the first things that individuals need to know is what legislation governs your industry. For instance, many organizations are governed by the National Labor Relations Act (NLRA). But some industries – like transportation – are governed by the Railway Labor Act. And if you’re in the public sector, the rules are different as well. So, understanding the rules is step one. While I have some labor relations experience, I know someone who is a specialist in this area and thankfully, when I asked if he would share his expertise, he said “yes”. Michael VanDervort is a staff member with the Labor Relations Institute (LRI) in Tulsa Oklahoma. In his role, Michael specializes in creating thriving workplaces driven by positive associate relations. Before joining LRI, Michael worked in labor relations for Publix Super Markets and was executive director of CUE Inc., a non-profit, member-run organization dedicated to assisting companies in the creation and maintenance of positive working environments. Michael and I have known each other for years. We met as volunteer leaders with the Society of Human Resources Management (SHRM) and HR Florida. Michael, thanks for much for being here. Can you share with readers how you got started in labor relations? [VanDervort] I grew up in Michigan at a time when the state was the center of the universe when it came to the auto industry and manufacturing, especially the UAW (United Auto Workers). My dad was a manufacturing supervisor at that time and would come home with paperwork that included lists of grievances that had been filed by employees, and he would have to write responses. I guess I was an HR nerd even then because I remember reading the complaints and saying,‘But why….??’ about all kinds of work-related complaints. When I graduated with my bachelor’s, I originally planned to go to law school, but I decided to take a year off to earn some cash. I applied for and got hired into a job with the U.S. Postal Service as a letter carrier, and I joined the National Association of Letter Carriers Union (NALC). I became a union member, realized how bad the relationship between craft workers and postal management was, and started asking,‘But why…?’ again. I became active with the union, winding up as an elected official, but I knew I could do more. A few years later, I applied to graduate school for my master’s in labor and industrial relations. I switched to the management side 35 years ago because that’s where you can make the most difference, and I have been doing this work ever since and still love it. Before we start talking about the reader note, I want to ask about non-union environments. Why should HR professionals in non-union environments learn about labor relations? [VanDervort] If you manage in a non-union environment, you have a blank slate for establishing a thriving workplace culture. If you do this well, your people will never need a union. That’s the first reason. The second is that even though it may seem remote and esoteric to non-union practitioners, the National Labor Relations Board (NLRB) is an influential agency with jurisdiction over many crucial aspects of the workplace that apply to all employers, regardless of union status. Any employee, including non-union employees covered by the NLRA, can file an unfair labor practice (ULP) charge with the NLRB and bring the Board to your front door. Most of these charges would be related to protected concerted activity for things like complaining about unfair treatment, being disciplined, or fired for sharing company information, or handbook policy violations. The reader expressed interest in building their labor relations knowledge. If someone wants to learn more about the area of labor relations, can you name a handful of low-cost / no-cost resources? [VanDervort] There are many newsletters and organizations that focus on labor relations in different ways, including professional organizations like: CUE Inc., a community for positive employee relations HR Policy Association Society for Human Resource Management (SHRM) Law firms also provide great resources with their blogs and newsletters. Jackson Lewis Littler Mendelson P.C. Ogletree Deakins And free blogs, newsletters, and podcasts abound. Labor Relations Radio Labor Union News Projections Inc. and the ProjectHR podcast Lastly, my own firm, the Labor Relations Institute, offers free resources and I do a podcast called Labor Relatedly, which I co-host with attorney Jon Hyman as part of the DriveThruHR show. I put out a LinkedIn newsletter called “Positive Employee Relations” several times a week that is a great resource for staying current on developments in the labor space. And if I have some budget dollars, are there any labor relations educational programs that might be helpful? [VanDervort] CUE offers some low-cost training like Labor Relations 101 and a periodic certification course in labor relations. They also offer two conferences yearly, which are great learning opportunities for those seeking to learn more about labor relations. Michigan State University’s School of Human Resources & Labor Relations offers unique monthly courses and a certificate program for someone preparing for a leadership role in a unionized organization. Cornell University also offers an online certification in labor relations. This reader note talks about collective bargaining agreement (CBA) language. If an HR pro is trying to interpret the CBA, what should they do? Is there someone specific they should turn to for guidance? [VanDervort] The first piece of advice I received about learning labor relations and contract interpretation was ‘read the labor agreement’. This is completely true. Everything starts with the labor agreement. From there, you have guidelines in precedent, past grievance settlements, bargaining notes from negotiations, and your internal/external labor attorneys to draw from. However, you need to build your own knowledge first because every conversation you have around grievances, arbitration, and work rules with a union representative derives from that CBA, so you need to know it inside out. Last question. I’ve worked with some companies where labor relations were left up to lawyers and consultants. I’m not a lawyer or consultant bashing – they are invaluable, especially when employees might be considering union representation (i.e., organizing) and contract negotiations. How can an HR pro know when to call in outside expertise?  [VanDervort] It goes back to knowing the basics of labor law, what the current trends are in labor relations are, and how they might impact your employer. If you are non-union, follow what the NLRB is doing policy-wise. They create policies every week that impact non-union workplaces significantly. You are not doing your job if you aren’t on top of these developments. Stay abreast of what labor unions are doing and what industries they focus on for organizing. If you get a surprise petition or ULP charge, you are going to be hard-pressed to respond. If you are a union employer facing contract negotiations, ULPs, or even a strike, you must be prepared and have plans in place. These are the times when having a labor attorney or consultant in your contacts makes sense. A huge thanks to Michael for sharing his experience and knowledge with us. Michael frequently speaks and writes about a wide variety of human resources topics, including labor and employee relations, positive workplace leadership, and social media. So, I hope you’ll check out all the resources he has provided. One of the big takeaways for me in this conversation with Michael is there’s a place for labor relations in both union and non-union environments. And he’s absolutely right in saying that the NLRB is an influential agency. It’s worth your time to proactively understand what’s happening, not only for your own professional development but your company culture. Image captured by Sharlyn Lauby while exploring the streets of Tampa, FL SOURCE HR Bartender
    Michigan
    2024年01月19日