Personnel e.bulletin – January 2016 Minimum Wage Guide
2016 Guide to Minimum Wage Changes
Prepared for the PHCC Educational Foundation by TPO, Inc.
Minimum wage continues to be an important and evolving issue, with most of the action taking place at the state level. The minimum wage in some states, such as Arizona, Colorado, Florida, New Jersey, Ohio, Oregon, and Washington, is indexed for inflation and will automatically adjust annually for increases in the cost of living. So even if your state isn’t listed below, make sure you look up what changes may have occurred.
Effective January 1, 2016
- Alaska: Increasing from $8.75 to $9.75.
- Arkansas: Increasing from $7.50 to $8.00.
- California: Increasing from $9.00 to $10.00.
- Connecticut: Increasing from $9.15 to $9.60.
- Hawaii: Increasing from $7.75 to $8.50.
- Massachusetts: Increasing from $9.00 to $10.00.
- Michigan: Increasing from $8.15 to $8.50.
- Nebraska: Increasing from $8.00 to $9.00.
- New York: Increasing from $8.75 to $9.00. (effective 12/31/15
- Rhode Island: Increasing from $9.00 to $9.60
- South Dakota: Increasing from $8.50 to $8.55
- Vermont: Increasing from $9.15 to $9.60
- West Virginia: Increasing from $8.00 to $8.75. (effective 12/31/15)
Effective July 1, 2016
- Maryland: Increasing from $8.25 to $8.75.
- Washington, D.C.: Increasing from $10.50 to $11.50.
Effective August 1, 2016
Minnesota: The rates are $9.00 for large employers and $7.25 for small employers. Those rates will increase to $9.50 and $7.75, respectively.
Some counties and cities set minimum wages, so make sure you continue to check for changes with the appropriate agency in your locality.
_____________________________________________________________________________________________________________________________________________________________This content was developed for the PHCC Educational Foundation by TPO, Inc. (www.tpo-inc.com). Please consult your HR professional or attorney for further advice, as laws may differ in each state. Laws continue to evolve; the information presented is as of December, 2015. Any omission or inclusion of incorrect data is unintentional. Please note this article is not intended to provide legal advice or to substitute for supervisor employment law training.
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