Skip to main content

New York Minimum Wage Hikes in 2018 - Are Small Businesses Ready?

For most employers, the cost of labor is the biggest expense in producing their goods or services. Over the next few years, the minimum wage for non-government workers on Long Island, in Westchester County, and in New York City will be rising to $15.00/hour. The increase will take longer in counties north of Westchester.

As labor costs rise, and margins get squeezed, do employers cut employees, cut hours, or raise prices on their goods or services (and possibly lose customers)? Or even go out of business?

The table below sets out the minimum wage increases for most employees and is taken from New York's Department of Labor website (because I can't improve on it):
Upcoming Minimum Wage IncreasesThe Minimum Wage rates are scheduled to increase each year on 12/31 until they reach $15.00 per hour. Employers must post a Minimum Wage Information poster in their establishment.
Location
12/31/16
12/31/17
12/31/18
12/31/19
12/31/20
2021*
NYC - Large Employers (of 11 or more)
$11.00
$13.00
$15.00
NYC - Small Employers (10 or less)
$10.50
$12.00
$13.50
$15.00
Long Island & Westchester
$10.00
$11.00
$12.00
$13.00
$14.00
$15.00
Remainder of New York State
$9.70
$10.40
$11.10
$11.80
$12.50
*
General Minimum Wage Rate Schedule
* Annual increases for the rest of the state will continue until the rate reaches $15 minimum wage (and $10 tipped wage). Starting 2021, the annual increases will be published by the Commissioner of Labor on or before October 1. They will be based on percentage increases determined by the Director of the Division of Budget, based on economic indices, including the Consumer Price Index.


For workers in the hospitality industry, including fast food workers and workers who get tips, the 2018 minimum wage rules are summarized on the poster that employers must display "in plain view".

The 2018 wage rates for workers in the apparel industry can be found here.

The 2018 wage rates for for farm workers can be found here. 












Labels:

Comments

Post a Comment

Popular posts from this blog

Know Your Rights: Money/Remedy at Law vs. Equitable Relief

When you bring a lawsuit (or some other kind of action or proceeding) in court, you are asking the court to give you some kind of relief. Generally speaking, that relief is either money (called "damages" or "money damages" or a "remedy at law") or equitable relief. Everyone knows what money is. What is "equitable relief"? It is relief other than money. Some examples of equitable relief (or "relief at equity" or an "equitable remedy") are:  specific performance of a contract -- you entered into a contract with another party for them to do something; they failed to do it; you sue them to force them to perform as they agreed to in the contract an injunction -- you bring an action to make another party do something or stop doing something rescission of contract -- you entered into a contract; you believe there is a problem with the contract, or the other side committed fraud, or the other side can't perform its oblig...
Post a Comment
Read more

Respond to Demands for Evidence or Be Prepared to Have Your Case Thrown Out!

The evidence or fact-gathering phase of a lawsuit is called "discovery". Each party is entitled to demand various kinds of evidence from the other party or parties in preparation for a possible trial. Two common kinds of discovery demands are a "Demand for Discovery and Inspection" and "Interrogatories" (which are written questions, answered in writing, under oath). (Psst: Interrogatories are basically a waste of time, but that will be left for another day.) In a recent decision , a New York appeals court affirmed the ruling of a lower court, throwing out a case for plaintiff's failing to respond to defendants' discovery demands. In that case, an LLC sued an architecture firm for malpractice and breach of contract. During the discovery phase, defendants architects served plaintiff with a Demand for Discovery and Inspection and Interrogatories. You only have 20 days to respond or object to discovery demands, or you lose a lot of rights in how yo...
Post a Comment
Read more

Recent Case Developments: Employment Contract Enforceable Against Employer Even Though Not Signed

The plaintiff is a modeling scout. Defendant modeling agency decided to hire him as a modeling scout for $190,000/year, plus bonuses. An employment contract was prepared. One provision of the contact said that if the plaintiff were ever fired without cause, he would be entitled to 6-months severance ($95,000). The contract also said that it could be signed in counterparts. The plaintiff signed the contract on August 18, 2015 and emailed his signature to the modeling agency. One of the agency's board members emailed back, saying "Welcome aboard. We'll countersign over the next few days." But no one from the agency ever signed the contract. Nevertheless, the plaintiff began working as a modeling scout, and the agency paid him according to the contract. But after six months, the agency decided to terminate him, without cause. The agency then refused to pay him the $95,000 severance, and the plaintiff brought a lawsuit for breach of contract. The modeling agency m...
Post a Comment
Read more