Michigan Minimum Wage Increase to Take Effect on January 1, 2018
Effective January 1, 2018, Michigan’s minimum wage will increase from $8.90 per hour to $9.25 per hour. This is a scheduled increase mandated by the Workforce Opportunity Wage Act, Public Act 138 of 2014. Because Michigan’s minimum wage exceeds the federal minimum wage of $7.25 per hour, Michigan’s law controls the minimum wage level in Michigan. In addition, Employers in Michigan should ensure that employees aged 16 and 17 currently receiving 85% of the minimum wage receive at least $7.86 per hour. For Employers taking a tip credit, the new minimum hourly wage rate will be $3.52 per hour.
Employers should identify their employees currently receiving the minimum wage and adjust employee pay levels effective for any work performed on or after January 1, 2018. Although many Employers pay wages in excess of the new minimum wage, there is still a potential for minimum wage act violations for those employees subject to certain payroll deductions which may drop employees’ pay levels below the new state minimum wage of $9.25 per hour. For this reason, Employers should examine the effect of wage deductions on minimum weekly wage levels. It is important to note that these considerations apply to salaried employees as well as hourly employees.
About Mark Knoth ...
Mark C. Knoth has over 20 years of experience representing employers in a wide range of employment and labor law matters. Mark chairs the firm’s Labor, Employment, Employee Benefits & ERISA Practice Group.
On a daily basis, Mark counsels and advises business owners, managers and human resources professionals on workplace issues including civil rights and anti-discrimination laws; employee discipline; wage and hour; overtime; employee leaves; reasonable accommodations; veterans issues; picketing; secondary boycotts; reductions in force; drug testing; unemployment compensation; affirmative action; and union organizing campaigns, among other matters. He additionally drafts employee policies, handbooks, contracts, and covenants not to compete, and investigates threats of violence, allegations of harassment, and other employee misconduct.
Mark has successfully represented employers in hearings, trials, and appeals in federal and state courts on a variety of employment law claims including, race, sex and national origin cases alleging discrimination, retaliation and harassment under Title VII; disability and failure to accommodate claims under the ADA; age discrimination claims under the ADEA; retaliation and failure to reinstate claims under the FMLA; claims alleging failure to pay wages and overtime under the FLSA; employee benefit claims under ERISA; breach of covenants not to compete claims; wrongful termination claims and numerous other State and Federal claims. A number of cases Mark has successfully handled have become published cases. Mark represents employers in investigations conducted by the Equal Employment Opportunity Commission (EEOC), the Michigan Department of Civil Rights, the Michigan and US Departments of Labor, and the Office of Federal Contract Compliance Programs. As a special mediator for the EEOC, Mark facilitates the resolution of charges of discrimination brought against employers.
Mark’s broad range of experience also includes traditional labor relations matters such as negotiating collective bargaining agreements, trying discharge and contract interpretation grievances in labor arbitration and he appears before the National Labor Relations Board (NLRB) and the Michigan Employment Relations Commission at unit clarification hearings and union certification elections, and unfair labor practice proceedings
Mark frequently speaks to employer groups, and trains human resources managers on a variety of employment related legal topics. He also writes on subjects related to his practice and is a contributing editor to a nationally recognized publication. Mark is conversational in German.
Mark was named to The Best Lawyers in America®, by Woodward/White, Inc. in the area of management side employment law. He also has been awarded and maintains the Martindale-Hubbell AV rating, reflecting preeminence in his legal ability and ethical standards. Mark has also received an Excellent rating through Avvo.com. Mark was also selected by dBusiness Magazine as one of Detroit's Top Lawyers in Metro Detroit for Labor and Employment Law for 2015. Email Mark.
About Katherine Cser ...
Katherine F. Cser focuses her practice on labor and employment issues. She counsels and advises business owners, managers and human resources professionals on workplace issues including discrimination, retaliation, wage and hour laws, medical leave laws, among other concerns.
She has also practiced as a commercial litigator on a wide variety of commercial disputes in federal and state courts and arbitral proceedings. Ms. Cser has experience in commercial transactions litigation, as well as restrictive covenants and intellectual property and related tort claims.
Before joining Kerr Russell, Katherine was an attorney in the New York City office of a national law firm. In 2014 and 2015, she was named to the New York Metro Super Lawyers’ Rising Stars list. In 2016 and 2017, Katherine was named to the Michigan Super Lawyers' Rising Stars list. Email Katherine.
About Kerr Russell ...
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