What Does the 2016 Minimum Wage Hike Mean for You as an Employer?
Posted by Stephen D. Hans:
A minimum wage increase of $8.75 to $9.00 went into effect in New York on December 31, 2015. For employers, it obviously means you must pay higher wages to all employees who were receiving minimum wages. However, that’s not the only factor you must consider.
The New York Department of Labor released new posting required for the wage increase on December 31, 2015. GovDocs offers the posting as part of its New York Post Compliance Package
In fact, businesses must display posters not just for minimum wages. Other employment laws also require postings. Here is the complete list:
- Minimum Wage Information
- Discrimination
- Laws Governing the Employment of Minors (Child Labor)
- Time Allowed To Vote
- Fringe Benefits
- Deduction from Wages
- Tip Appropriation
- No Smoking
- New York Correction Law Article 23-A
New York Correction Law Article 23-A is NY Law that prohibits employers from discriminating against persons who were convicted of one or more criminal offenses. You may not be aware of it, but if you deny employment to someone who was previously convicted of a crime, you must provide the person with a written statement at the time you deny the employment or license.
Let’s face it. In our society today, business owners must know about and comply with many laws and regulations just in order to run a business. It’s vital for you to address legal factors and work with an employment law attorney who can help you put measures in place. Failing to adhere to the law and stay in compliance with regulations can result in heavy fines.
At Stephen Hans & Associates, our attorneys offer human resources consulting to keep you apprised of legal and regulatory requirements. We can explain the recent wage law changes and how it affects your business. Let us help you prevent lawsuits and regulatory hearings that threaten your business.