Michigan Workforce Opportunity Wage Act Minimum Wage & Overtime Poster Mandatory
The Workforce Opportunity Wage Act Minimum Wage & Overtime Poster is a Michigan minimum wage law poster provided for businesses by the Michigan Department Of Licensing and Regulatory Affairs. This is a required poster for all Michigan employers, and any business that fails to post this notification may be subject to penalties or fines.
This mandatory poster is a summary of Indiana's minimum wage laws. It outlines what minimum wage is in Michigan and how overtime pay works. Information on how to pay tipped employees and in-training employees.
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.
More Michigan Labor Law Posters 18 PDFS
Minimum-Wage.org provides an additional seventeen required and optional Michigan labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.
|Michigan Poster Name
|Required Michigan Safety & Health Protection on the Job
|Workers Compensation Law
|Required The Michigan Whistleblowers' Protection Act Poster
|Required Information about Unemployment Benefits (Spanish)
|Required Information about Unemployment Benefits
|Required Workforce Opportunity Wage Act Minimum Wage & Overtime Poster
|Minimum Wage Law
Michigan Labor Law Poster Sources:
Labor Poster Disclaimer:
While Minimum-Wage.org does our best to keep our list of Michigan labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.