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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Minimum wage laws can impact businesses of all sizes, whether operating nationwide, in multiple jurisdictions, or only in one city, county or state. To help manage this challenge, we are publishing a rates-only update so employers know the minimum amount they must pay nonexempt employees.
Below we detail state- and local-level changes to the minimum wage that are scheduled to occur throughout 2018. In certain places, employers may be able to count the tips an employee receives toward the minimum wage. In these jurisdictions, if the direct wage an employer pays an employee plus tips equals the minimum wage, an employer’s minimum wage obligation has been met. But, if the direct wage plus tips does not equal the minimum wage, an employer must pay the employee the difference.
Because pending or future legislation could change minimum wage rates that become applicable on Jan. 1 or later in 2018, we recommend that employers stay apprised of developments. Here's a chart with the 2018 state and local changes:
Download a state chart of minimum wages.
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