Michigan Workforce Opportunity Wage Act Minimum Wage & Overtime Poster Mandatory

Michigan Department of Labor and Economic Opportunity 	
 	
Wage and Hour Division 
PO Box 30476 
Lansing, MI 48909-7976 	
GRETCHEN WHITMER 	REQUIRED POSTER 	SUSAN CORBIN 
GOVERNOR 	
GENERAL REQUIREMENTS - MINIMUM WAGE and OVERTIME 	DIRECTOR 
 
LEO is an equal opportunity employer/program. 
Auxiliary aids, services and other reas onable accommodations are available, upon r equest, to individuals with disabilities. 
www.michigan.gov/wagehour   Toll Free 1-855-4MI-WAGE (1-855-464-9243) 	
WHD 9904 (Revised     12/2023)	 	
Coverage 
The Improved Workforce Opportunity Wage Act (IWOWA), Public Act 337  of 2018, as amended, covers employers 
who employ 2 or more employees 16 years of age and older. 	
Minimum Hourly Wage Rate 
Employees must be paid at least: 	
Effective Date  Minimum Hourly Wage 
Rate  Tipped Employee  
85%** Rate 	Minimum Hourly Rate  Reported Average Hourly Tips 	
January 1, 2023 $10.10* $3.84  $6.26 $8.59 
January 1, 2024  $10.33* $3.93  $6.40 $8.78 
January 1, 2025  $10.56* $4.01  $6.55 $8.98 	
*An increase in the minimum hourly wage rate as prescribed in  subsection (1) does not take effect if the unemployment rate for this state, as determined by the 
Bureau of Labor Statistics, Unit ed States Department of Labor,  is 8.5% or greater for the calendar year preceding the calendar  year of the prescribed increase. An 
increase in the minimum hourly wage rate as prescribed in subsec tion (1) that does not take effect pursuant to this subsection takes effect in the first calendar year 
following a calendar year for which the unemplo yment rate for this state, as determined by the Bureau of Labor Statistics, United States Department of Labor, is less 
than 8.5%. 
  **Minors 16-17 years of age may be paid 85% of the minimum hourly wage rate.	 	
Training Wage  
A training wage of $4.25 per hour may be paid to employees 16 to 19 years of age for the first 90 calendar days of employment. 	
Overtime 	
Employees covered by the IWOWA must be paid 1-1/2 times  their regular rate of pay for hours worked over 40 in a 
workweek. The following are exempt from overtime requirem ents: employees exempt from the minimum wage provisions of 
the Fair Labor Standards Act of 1938, 29 USC 201 to 219 (exc ept certain domestic service employees), professional, 
administrative, or executive employees;  elected officials and political appointees; employees of amusement and recreational 
establishments operating less than 7 months of the year; agricultural employees, and any employee not subject to the 
minimum wage provisions of the act.  	
Compensatory Time 	
If an employer meets certain conditions, employees may agree to  receive compensatory time of 1-1/2 hours for each hour 
of overtime worked. The agreement must be voluntary, in wr iting, and obtained before the compensatory time is earned.  
All compensatory time earned must be paid to an employ ee. Accrued compensatory time may not exceed 240 hours. 
Employers must keep a record of compens atory time earned and paid. Contact the Wage and Hour Division for information 
on the conditions an employer must meet to offer com pensatory time off in lieu of overtime compensation. 	
Equal Pay 	
An employer shall not discriminate on the basis of sex by paying employees a rate which is less than the rate paid to 
employees of the opposite sex for equal work on jobs r equiring equal skill, effort, and responsibility performed  under similar 
working conditions - except where payment  is pursuant to a seniority system, merit system or system measuring earnings on 
the basis of quantity or quality of produc tion or a differential other than sex. 	
Enforcement 	
An employee may either file civil action for recovery of  unpaid minimum wages or overtime, or they may file a complaint 
with the Department of Labor and Econom ic Opportunity. The department may investigate a complaint and file civil action 
to collect unpaid wages or overtime due the employee and all employees of an establishment. Recovery under this act can 
include unpaid minimum wages and/or overtime, plus an equal additional amount as liquidated damages, costs, and 
reasonable attorney fees. A civil fine of $1,000 can be assessed to an employer who does not pay minimum wage and/or 
overtime.