Requires employers in the food service industry to allow their employees an unpaid rest period of 30 consecutive minutes for a certain number of consecutive hours of working time. Effective 7/1/2050. (SD1)
HB 84 would set the minimum wage at $15.00 per hour starting January 1, 2026, instead of higher scheduled increases. It directly affects low-wage workers and businesses that pay the minimum wage or use tip credits by stopping future wage hikes and repealing existing tip credit provisions after that date. The bill modifies the state's minimum wage schedule to cap increases at $15.00 per hour, reversing planned higher rates and eliminating tip credit adjustments effective January 1, 2026.
By July 1, 2027, requires the Department of the Attorney General to develop a Human Trafficking Awareness Training Program to educate and train workers in the transient accommodations sector. Requires transient accommodations employers and transient accommodations third-party contractors to periodically provide the human trafficking awareness training to certain employees and contract workers and keep records of the training. By January 1, 2028, requires transient accommodations employers and transient accommodations third-party contractors to post signage regarding human trafficking awareness. By October 1, 2027, requires transient accommodations employers and transient accommodations third-party contractors to develop and implement a human trafficking prevention policy that includes procedures for the reporting of suspected human trafficking.
Requires under the State's wage compensation laws that food, beverage, and service establishments that accept tips and employ tipped employees post signs that include language explaining their tip allocation practices and the contact information for the Wage Standards Division of the Department of Labor and Industrial Relations and the Wage and Hours Division of the United States Department of Labor. Establishes back wages and penalties as available remedies for employees in the event of a violation. Effective 7/1/2050. (SD2)
HB 555 requires most employers to provide employees with a 10-minute paid rest break for every four hours worked. This law directly affects covered employees in workplaces subject to the bill's requirements. The key provision mandates that employers authorize and permit these breaks, ensuring employees receive paid rest time during shifts. The bill is scheduled to take effect on July 1, 3000 (a date that appears to be a typographical error, as it is far in the future).
Beginning 1/1/2027, increases the tip credit amount to equal twenty-five per cent of the minimum wage. Requires the Department of Labor and Industrial Relations to annually calculate the adjusted tip credit amount.
Clarifies that the requirement to disclose hourly rates or salary ranges on job listings applies to full-time, part-time, temporary, or seasonal employment. Repeals the exemption for employers having fewer than fifty employees from the disclosure requirement. Effective 7/1/3000. (HD2)
Amends the definition of "employer" in state law that governs payment of wages and other compensation to include the State and counties when a provision in that law has no comparable provision in state law that governs public officers and employees.
HB 524 caps the state's minimum wage at $15 per hour, preventing future increases above this level. It directly affects low-wage workers and employers subject to minimum wage laws, including those in the hospitality industry relying on tip credits. The bill adjusts the schedule for raising the tip credit (how tips count toward meeting minimum wage requirements), changing when employers can reduce their wage obligation based on tips. This legislation freezes the minimum wage floor at $15 and modifies the timeline for tip credit adjustments, with no further increases planned under this bill.
HB 1533 repeals scheduled minimum wage and tip credit increases that would have taken effect on January 1, 2028. This bill directly affects low-wage workers who would have received higher pay under the previous schedule, as well as employers who would have been required to pay the increased rates. The key provision removes these specific future increases from law, maintaining current wage levels without new adjustments. The bill does not create new wage standards but cancels planned changes set for 2028.
