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Massachusetts Minimum Wage Will Increase to $15/hour on January 1, 2023

Dec 08, 2022

The new year will once again bring an increase to the minimum wage in the Commonwealth of Massachusetts. Effective January 1, 2023, the minimum wage will rise to $15.00. With this increase, the minimum wage will reach the $15.00/hour goal established by state legislature in 2018. This represents a seventy-five-cent increase from this past year’s rate of $14.25 and a $1.50 increase from 2021’s wage of $13.50.

 

The minimum wage for tipped workers will increase to $6.75 in January of 2023, up from $6.15 this past year. A tipped employee is anyone who makes more than $20 a month in tips. These workers must receive at least the overall minimum wage when combining tips and wages. Also of note, Sunday premium pay, and holiday pay will be eliminated as of January 1, 2023.

 

Many businesses have begun to raise their own minimum wages beyond what is required. For example, Bank of America raised their minimum wage to $22.00 an hour effective as of the end of June 2022.  The increase may be cause for concern for many businesses as the financial effects of COVID-19 continue to be felt.

 

The minimum wage in Connecticut recently increased to $14.00, effective July 1, 2022.

 

The minimum wage in Vermont will increase to $13.18, effective January 1, 2023, up from $12.55 in 2022.

 

The minimum wage in Rhode Island will increase to $13.00, effective January 1, 2023, up from $12.25 in 2022.

 

The minimum wage in New Hampshire is currently $7.25, mirroring the federal minimum.

 

If you have questions about the minimum wage increase, or any other general employment issues, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

ALERT: EEOC Releases Workplace Guidance to Prevent Harassment

01 May, 2024
On April 29 th , 2024, the U.S. Equal Opportunity Commission (EEOC) finalized their guidance in harassment in the workplace after receiving and responding to nearly 38,000 public comments on the proposed guidance released on October 2, 2023. The renewed guidance provides numerous clarifying hypotheticals, and addresses more recent issues including protections for LGBTIQA+ employees and remote work. Of note, the EEOC clarified the scope of sex discrimination and harassment, stating that federal protections under Title VII extend to LGBTIQA+ employees. Specifically, the EEOC made clear that the scope of harassment extends to repeatedly and intentionally misgendering employees or denying access to bathroom facilities that align with their gender identity. Further, this guidance reminds employers that discrimination and harassment based on “sex” includes harassment based on pregnancy, childbirth and related medical conditions, which include employees’ decisions related to contraception and abortion. Several public comments suggested that these guidelines infringed on free speech and religious rights. The EEOC did not directly address these concerns, instead stating that free speech and religious rights issues are fact-specific and would be addressed on a case-by-case basis. Further, the EEOC updated guidance related to the remote work environment. The EEOC clarified that conduct in a virtual work environment, including electronic communications using private phones, computers, or social media accounts can contribute to a hostile work environment if they impact the workplace. The EEOC also clarified that conduct occurring outside of the workplace, including on social media, which does not target the employer or its employees and is not brought into the workplace generally will not contribute to a hostile work environment. Finally, the EEOC updated its Anti-Harassment Policy Requirements, stating that an anti-harassment and discrimination policy should be widely disseminated to employees, in a manner that is understandable by all employees and includes i) a definition of prohibited conduct, ii) a requirement that supervisors report harassment, iii) multiple avenues for reporting harassment, iv) a statement that clearly identifies accessible points of contact for reporting purposes, and v) an explanation of the complaint process, including adequate anti-retaliation and confidentiality protections, and prompt and effective investigation and corrective action. You can read more about the EEOC's ruling on their website by clicking here . If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Non-Compete Agreements Are in Jeopardy

26 Apr, 2024
On April 23, 2024, the Federal Trade Commission (“FTC”) issued a final rule banning non-competition agreements for all employees except for very narrow exceptions. The FTC’s Final Rule banning all non-competition agreements is effective 120 days after its publication in the Federal Register, which is expected in the next few days.  As of the effective date, all non-competition agreements are banned, except for franchisor/franchisee relationships and for sales of a business between buyer and seller. The FTC’s Rule is retroactive, prohibiting certain non-competition agreements before the effective date of the Rule as well. Existing non-competition agreements can remain in effect as to senior executives, which are defined in the Rule as employees in “policy-making positions” making at least $151,164 annually. The FTC’s Final Rule is already being challenged through the court system and a challenge from the Chamber of Commerce will most likely follow suit. Therefore, if an employer has existing non-competition agreements, the employer may not need to rescind them just yet. Stay tuned for updates as these challenges take their due course.
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