Where is minimum wage

In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages. The FLSA does not provide wage payment or collection procedures for an employee's usual or promised wages or commissions in excess of those required by the FLSA.

However, some states do have laws under which such claims sometimes including fringe benefits may be filed. The Department of Labor's Wage and Hour Division administers and enforces the federal minimum wage law.

State Minimum Wage Laws A clickable map that tells you what the minimum wage laws are in each state. The State law excludes from coverage any employment that is subject to the federal Fair Labor Standards Act.

The 7th day overtime law, which is separate from the minimum wage law, requires employers who permit covered employees to work seven days in any one workweek to pay the employee at a rate of time and one-half for hours worked on the seventh day when employees work all seven days of the workweek. The 7th day overtime law does not apply when the employee is not permitted to work over 40 hours total in the workweek.

The state adopts the federal minimum wage rate by reference if the federal rate is greater than the State rate. Compensating time in lieu of overtime is allowed upon written request by an employee of any county, charter county, consolidated local government, or urban-county government, including an employee of a county-elected official. If the highest federal minimum wage is increased in excess of the State minimum wage in effect, then the State minimum wage will increase to the same amount, effective on the same date as the increase in the federal minimum wage.

From through , the minimum wage will increase annually on a set schedule, provided the unemployment rate in the preceding year does not exceed 8. However, if an individual employee is producing or moving goods between states or otherwise covered by the federal Fair Labor Standards Act, that employee must be paid the greater of either the federal minimum wage or Montana's minimum wage. Premium pay is required after 45 hours a week in seasonal amusements or recreational establishments.

Under the new hospitality regulations, residential workers "live-in workers" are now entitled to overtime for hours worked over 40 in a payroll week, instead of the prior 44 hour requirement. Therefore, overtime hours for all non-exempt workers are now any hours worked over 40 in a payroll week.

Domestic workers are entitled to 24 hours of consecutive rest each week, and receive premium pay if they work during such period. Employees receive 1 hour of pay at minimum wage rate in addition to owed wages when spread of hours exceeds 10 hours, there is a split shift, or both. From through , the minimum wage will increase annually on a set schedule and will be adjusted annually thereafter based on set formula.

The Oklahoma state minimum wage law does not contain current dollar minimums. Instead the state adopts the federal minimum wage rate by reference. Premium pay required after 10 hours a day in nonfarm canneries, driers, or packing plants and in mills, factories or manufacturing establishments excluding sawmills, planning mills, shingle mills, and logging camps. Time and one-half premium pay for work on Sundays and holidays in retail and certain other businesses is required under two laws that are separate from the minimum wage law.

The Texas State minimum wage law does not contain current dollar minimums. Instead the State adopts the federal minimum wage rate by reference. Figure 1 shows a hypothetical wage distribution with a "minimum wage zone" and a "collective bargaining zone" which can be used to establish minimum standards and to set wages above an existing floor.

Figure 2 illustrates that the effectiveness of minimum wages depends on many factors, including the extent to which they afford protection to all workers in an employment relationship, including women, and youth and migrant workers, regardless of their contractual arrangements, as well as all industries and occupations in the economy coverage ; whether they are set and adjusted at an adequate level that covers the needs of workers and their families, while taking into account economic factors level ; and whether employers comply with minimum wage regulations compliance.

Figure 1. The distribution of wages hypothetical wage distribution of a population of 56 wage-earners How to read this figure : Figure 1 shows a hypothetical wage distribution of a population of 56 wage-earners before the introduction of a minimum wage. The level of wages is on the horizontal axis, and the number of wage earners is on the vertical axis.