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NAMA Alerts Operators To Mid-Year Employment Law Changes Effective July 1

WASHINGTON, DC -- On July 1, mid-year minimum wage changes go into effect in the District of Columbia, New Jersey, and Oregon. The National Automatic Merchandising Association recommended that industry members review their payroll to determine if their business and employees are affected by these changes. Failure to comply with minimum wage laws may result in substantial penalties, NAMA cautioned. Below are the states with significant changes beginning July 1. New Jersey >> Non-tipped employees mi...

June 30, 2019 by Emily Jed

WASHINGTON, DC -- On July 1, mid-year minimum wage changes go into effect in the District of Columbia, New Jersey, and Oregon. The National Automatic Merchandising Association recommended that industry members review their payroll to determine if their business and employees are affected by these changes. Failure to comply with minimum wage laws may result in substantial penalties, NAMA cautioned.

Below are the states with significant changes beginning July 1.

New Jersey

>> Non-tipped employees minimum wage increases to $10 per hour; and

>> Tipped employees to $2.63 an hour

Oregon

>> Standard minimum wage is $11.25 an hour;

>> Portland Metro it will be $12.50 per hour; and

>>  Non-urban counties the minimum wage will be $11 per hour

Washington, DC

>>     Non-tipped employees minimum wage increases to $14.00 an hour; and

>>     Tipped employees to $4.45 an hour

Delaware (Effective Oct. 1, 2019)

>>     Minimum wage for non-tipped employees will be $9.25;

>>     Youth rate (ages 14-17) and training rate of $8.75 an hour; and

>>     Tipped employee rate is $2.23

Additional Changes to State Labor Laws

Various states and localities have passed new employment legislation this session as well -- going into effect July 1 – Jan. 1, 2020. NAMA emphasized that it's important for operators to check locations to see if they have any new employment laws or amendments to current ones, such as a new paid sick leave or restrictions employers asking applicants for a salary history from their previous jobs.

Additional information on state employment laws can be found here.