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 POS	TER	 	SUSAN CORBIN 	
GOVERNOR	 	GENERAL RE	QUIR	EMENT	S - MINIMU	M WAGE and OVERTIME	 	DIRECTOR	 	
 	
LEO is an equal opportunity employer/prog ram. 
Auxiliary aids, services and other reasonable accommodations are available, upon request, to individuals with disabilities . 
www.m ichigan.gov/wagehour  •  Toll Free 1- 855-4MI-WAGE (1 -855 -464- 9243)  	
WHD 9904 (Revised  •   12/2021)	 	
Coverage	 	
The Improved  Workforce  Opportunity Wage  Act  (IWOWA) , Public Act  337 of  201 8,  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 H
ourly Wage 
R ate   Tipped Employee 
 
85%** Rate  	Minimum Hourly Rate  	Reported Average Hourly Tips	 	
January 1, 2021 $9.65 *  $3.6 7  $5.98   $8.20  
January 1, 20 22  $9.87*  $3.75  $6.12   $8.39 
January 1, 2023  $10.10*   $3.84  $6.26  $8.59 	
*An increase in the minimum hou	rly 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, United States Department of Labor, is 8.5% or greater for the  calendar year preceding the calendar y ear of the prescribed increase. An 
increase in the minimum hourly wage r ate as prescribed in subsection (1) that does not take effect pursuant to this subsection takes effect in the first calendar year 
following a cale ndar year for which the unemployment r ate for this state, as determined by the Bureau of Labor Statistics, Uni ted 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 b e paid to employees 16 to 19 years of ag e for th e 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 requi rements: employees exempt from the minim um wage  provisions of 
the Fair Labor Standards Act of 1938, 29 USC 201 to 219 (excep	
t certain domestic service employees), professional, 	
administrative, or executive employees; elected officials and political appoint ees; employees of amusement and recreati onal 
est ablishments 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 condition s, employees may agree to receive compen satory time of 1 -1/2 hours for each hour 
of overtime worked. The agreement must be 	
voluntary, in writing, and obtained before the compensatory time is earned.  	
All compensatory time earned must be paid to an employee .  Accrued compensatory time may not exceed 240 	hours.  	
Employers must keep a record of compensatory time earned and paid.   Contact the Wage and Hour  Division  for 
information on the conditions an employer must meet in order to offer compensatory time off i	
n lieu of overtime 	
compensation.  	
Equal	 Pay	 	
An employer shall not discriminate on the basis of sex by paying employees a rat	e which is less than the rate paid to 	
employees of the opposite sex for equal work on jobs requiring equal skill, effort, and respon sibility performed under similar 
workin g condit ions  - except where payment is pursuant to a seniority system, merit system or system measuring earnings on 
the basis of quantity or quality of production or a differential other than sex.  	
Enforcement 	
An employee may either file civil action for r ecovery  of unpaid minimum wages or overtime, or they may file a complaint 
with the Department of  Labor and Economic Opportunity .  The department may investigate a complaint and file civil action 
to collect unpaid wag es or overtime due the employee and al l employ ees of an establishment.  Recovery under this act 
can include unpaid minimum 	
wages 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 do es not pa	y minimum wage or 	
overtime.