Many Michigan employers can breathe a sigh of relief today.
Just weeks before the looming Feb. 19 deadline for significant changes to Michigan minimum wage and paid sick leave requirements, the Michigan Court of Appeals issued a critical decision, overturning the ruling of the Michigan Court of Claims.
Employers now have short term certainty regarding the status of these two significant laws.
In an opinion issued today, the appellate court upheld the legislative changes to the 2018 Ballot Initiatives that would have granted much expanded paid medical leave; raised the state's minimum wage and eliminated tip credit wages.
The appellate court unanimously voted to overturn the court of claims' decision from July. Key takeaways:
- Minimum wage stays at $10.10 per hour
- Tipped wage stays at $3.84 per hour
- Employers with 50 or more employees are still subject to Paid Medical Leave Act
This decision is likely to be appealed to the Michigan Supreme Court, but for now, this means employers that were otherwise compliant with the law prior to the court of claims’ decision do not have to rush to change their policies! The current minimum wage table will continue to apply and the tip credit will still be available to employers with tipped employees.
We will continue to watch the path of these two cases and keep you advised of any new developments.
Add a comment
Subscribe
RSSTopics
- Employment Liability
- Department of Labor (DOL)
- Employment Agreement
- Labor Law
- Equal Employment Opportunity Commission (EEOC)
- Noncompete Agreements
- Employment Discrimination
- Human Resources
- Wage & Hour
- Fair Labor Standards Act (FLSA)
- Federal Trade Commission
- National Labor Relations Act
- COVID-19
- Americans With Disabilities Act (ADA)
- National Labor Relations Board
- Tax Law
- Minimum Wage
- Coronavirus
- Civil Litigation
- Settlements
- Family Medical Leave Act (FMLA)
- Contract Employees
- Whistleblower Protection Act
- Regulatory Law
- Paid Medical Leave Act (PMLA)
- National Labor Relations Board (NLRB)
- OSHA Issues
- Title VII
- Unemployment Benefits
- Retaliation
- Sick Leave
- Workplace Harassment
- Accommodations
- First Amendment
- Contracts
- Transgender Issues
- Public Education
- Hostile Work Environment
- Business Risk Management
- At Will Employment
- ERISA
- Workers' Compensation
- Department of Justice
- Cannabis
- Medicare Issues
- LGBTQ
- Class Actions
- Sexual Harassment
- Garnishments
- Civil Rights
- Social Media
- Retail Liability
- RICO
- Emergency Information
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Department of Education (DOE)
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Diversity
- Union Organizing & Relations
Recent Updates
- Employers Should act Now to Address Rising DOL Salary Thresholds for Exempt Employees
- Is This the end of the Employee Non-Compete Clause?
- Tax Considerations When Settling an Employment Claim 2.0
- DOL Finalizes Rule Tightening Independent Contractor Test
- NLRB Finalizes Rule Broadening Joint Employer Test
- EEOC Issues New Proposed Enforcement Guidance on Harassment in the Workplace
- Proposed Rule Change to Minimum Salary Requirements Would Expand Overtime Pay to Millions of Workers not Currently Eligible
- U.S. Supreme Court Bolsters Right of Employees to Request Religious Accommodations
- U.S. Supreme Court Rules Website Designer Free to Refuse Services Under First Amendment
- NLRB Restores FedEx II Standard When Factoring Workers’ Entrepreneurship