SB 1153 would remove tips earned by employees from state income tax calculations, meaning workers would not pay state income tax on money received as tips. This directly affects service industry workers, such as those in restaurants or hospitality, who rely on tip income. The bill achieves this by excluding tip-derived gross income, adjusted gross income, and taxable income from state tax computations. The policy change simplifies tax reporting for these employees by treating tips as non-taxable income under state law.
Proposes an amendment to Article IX of the Hawaii State Constitution to guarantee that every person has the inalienable right, while engaged in employment in the State, to be paid at a wage rate that is at least equal to the state minimum wage rate, as provided by law, without regard to the type or nature of employment, unless justified by a compelling state interest achieved by the least restrictive means.
Amends the minimum monthly guaranteed compensation an individual must earn to be exempt from certain wage and hour requirements. Requires the minimum wage to increase to $18.00 per hour beginning 1/1/2027, instead of 1/1/2028. Increases the minimum wage on 1/1/2028, 1/1/2029, and 1/1/2030. Prohibits tipped employees from being paid less than the minimum wage. Beginning on 9/30/2030, and on September 30 of each year thereafter, requires the Department of Labor and Industrial Relations to calculate an adjusted minimum wage rate.
Requires hourly rate or salary ranges to be disclosed on job listings for full-time, part-time, temporary, or seasonal employees. Removes the exemption for employers having fewer than fifty employees. Effective 7/1/3000. (HD1)
HB 684 would gradually eliminate the "tip credit," a practice allowing employers to count tips toward meeting the minimum wage requirement for tipped workers. This change would directly affect restaurant servers, bartenders, and other tipped employees, as well as the businesses that employ them. The bill's key mechanism is a phased approach over time, replacing the current system where employers could offset part of the minimum wage with reported tips, ensuring tipped workers receive the full minimum wage without relying on tip counts.
Authorizes the Department of Labor and Industrial Relations to establish a Community Wage Theft Enforcement Partnership Program and enter into contracts or memoranda of agreements with community-based organizations to enhance outreach, referral, and recovery of stolen wages. Appropriates funds. Effective 7/1/3000. (HD1)
SB 214 eliminates the "tip credit," a practice allowing employers to count tips toward meeting minimum wage requirements for tipped workers like restaurant staff. The bill phases out this credit over time, requiring employers to pay the full minimum wage without reducing it based on tips. This directly affects tipped workers who will receive the full minimum wage and their employers who must adjust wage calculations. The policy change removes a longstanding exception to minimum wage rules, ensuring tipped employees earn the standard minimum wage regardless of tip amounts.
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)
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)
SB 1568 requires human services providers, such as childcare centers and social support organizations, to pay workers the prevailing wage rate for similar jobs in their local area. This directly affects nonprofits and contractors delivering services like counseling, elder care, and youth programs by mandating they meet standard wage rates. The key provision establishes a requirement for these providers to pay at least the local prevailing wage, ensuring compensation aligns with regional labor market standards. The bill is currently pending in the legislature with no additional implementation details provided in the available context.
