ASAP
Minimum Wage, Tipped and Exempt Employee Pay in 2019: A Rates-Only Update
UPDATE: Since we originally published this article, the rates for Portland, ME have been updated to address the impact of upcoming state-level rate changes
Minimum wage laws can impact businesses of all sizes, whether operating nationwide, in multiple jurisdictions, or only in one state, county, or city. To help manage this challenge, we are publishing a rates-only update detailing state- and local-level wage increases that are scheduled to occur throughout 2019 so employers can determine the minimum amount they must pay non-exempt, tipped, and certain exempt employees.
Because pending or future legislation could change minimum wage rates that become applicable on January 1 or later in 2019, we recommend employers stay apprised of developments via our monthly article, WPI Wage Watch: Minimum Wage and Overtime Updates, and consult with counsel to confirm rates have not changed since publication.
| Jurisdiction | Increase Date | 2018 MW | 2019 MW |
|---|---|---|---|
Alaska | January 1, 2019 | $9.84 | $9.89 |
Arizona | January 1, 2019 | $10.50 | $11.00 |
Arizona: Flagstaff | January 1, 2019 | $11.00 | $12.00 |
Arkansas | January 1, 20193 | $8.50 | $9.25 |
California (26 or More Employees) | January 1, 2019 | $11.00 | $12.00 |
California (25 or Fewer Employees) | January 1, 2019 | $10.50 | $11.00 |
California: Alameda (26 or More Employees) | July 1, 2019 | $12.00 (1/1/19) | $13.50 |
California: Alameda (25 or Fewer Employees) | July 1, 2019 | $11.00 (1/1/19) | $13.50 |
California: Belmont | January 1, 2019 | $12.50 | $13.50 |
California: Berkeley | July 1, 2019 | $15.00 (10/1/18) | TBD |
California: Cupertino | January 1, 2019 | $13.50 | $15.00 |
California: El Cerrito | January 1, 2019 | $13.60 | $15.00 |
California: Emeryville (56 or More Employees) | July 1, 2019 | $15.69 | TBD |
California: Emeryville (55 or Fewer Employees) | July 1, 2019 | $15.00 | No Longer Applicable – 56 or More Employee Rate Applies |
California: Los Altos | January 1, 2019 | $13.50 | $15.00 |
California: Los Angeles (26 or More Employees) | July 1, 2019 | $13.25 | $14.25 |
California: Los Angeles (25 or Fewer Employees) | July 1, 2019 | $12.00 | $13.25 |
California: Los Angeles (Hotels) | July 1, 2019 | $16.10 | TBD |
California: Los Angeles County (Unincorporated) (26 or More Employees) | July 1, 2019 | $13.25 | $14.25 |
California: Los Angeles County (Unincorporated) (25 or Fewer Employees) | July 1, 2019 | $12.00 | $13.25 |
California: Malibu (26 or More Employees) | July 1, 2019 | $13.25 | $14.25 |
California: Malibu (25 or Fewer Employees) | July 1, 2019 | $12.00 | $13.25 |
California: Milpitas | July 1, 2019 | $13.50 | $15.00 |
California: Mountain View | January 1, 2019 | $15.00 | $15.65 |
California: Oakland (Generally) | January 1, 2019 | $13.23 | $13.80 |
California: Oakland (Hotels – Health Benefits Provided) | July 1, 2019 | $13.23 | $15.004 |
California: Oakland (Hotels – No Health Benefits) | July 1, 2019 | $13.80 (1/1/19) | $20.00 |
California: Palo Alto | January 1, 2019 | $13.50 | $15.00 |
California: Pasadena (26 or More Employees) | July 1, 2019 | $13.25 | TBD5 |
California: Pasadena (25 or Fewer Employees) | July 1, 2019 | $12.00 | TBD |
California: Redwood City (26 or More Employees) | January 1, 2019 | $11.00 | $13.50 |
California: Redwood City (25 or Fewer Employees) | January 1, 2019 | $10.50 | $13.50 |
California: Richmond (Without Benefits) | January 1, 2019 | $13.41 | $15.00 |
California: Richmond (With Benefits6) | January 1, 2019 | $11.91 | $13.50 |
California: San Diego | January 1, 2019 | $11.50 | $12.00 |
California: San Francisco (Generally) | July 1, 2019 | $15.00 | TBD |
California: San Francisco (Government-Supported Employee) | July 1, 2019 | $13.27 | TBD |
California: San Jose7 | January 1, 2019 | $13.50 | $15.00 |
California: San Leandro | July 1, 2019 | $13.00 | $14.00 |
California: San Mateo (Generally) | January 1, 2019 | $13.50 | $15.00 |
California: San Mateo (Non-Profit) | January 1, 2019 | $12.00 | $13.50 |
California: Santa Clara | January 1, 2019 | $13.00 | $15.00 |
California: Santa Monica (26 or More Employees) | July 1, 2019 | $13.25 | $14.25 |
California: Santa Monica (25 or Fewer Employees) | July 1, 2019 | $12.00 | $13.25 |
California: Santa Monica (Hotels) | July 1, 2019 | $16.10 | TBD |
California: Sunnyvale | January 1, 2019 | $15.00 | $15.65 |
Colorado | January 1, 2019 | $10.20 | $11.10 |
Delaware | January 1 & | $8.25 | $8.75 |
District of Columbia | July 1, 2019 | $13.25 | $14.00 |
Florida | January 1, 2019 | $8.25 | $8.46 |
Illinois: Chicago | July 1, 2019 | $12.00 | $13.00 |
Illinois: Cook County | July 1, 2019 | $11.00 | $12.00 |
Maine | January 1, 2019 | $10.00 | $11.00 |
Maine: Portland | January 1, 20198 | $10.90 | $11.00 |
Maryland: Montgomery County (51 or more employees) | July 1, 2019 | $12.25 | $13.00 |
Maryland: Montgomery County (11-50 employees / 11 or more employees & either a 501(c)(3) or certain home health or community based services providers / 10 or fewer employees) | July 1, 2019 | $12.00 | $12.50 |
Massachusetts | January 1, 2019 | $11.00 | $12.00 |
Michigan | April 1, 2019 (est.) | $9.25 | $10.00 |
Minnesota ($500,000 annual gross sales) | January 1, 2019 | $9.65 | $9.86 |
Minnesota (Less than $500,000 annual gross sales / Certain hotels, etc.) | January 1, 2019 | $7.87 | $8.04 |
Minnesota: Minneapolis, (101 or More Employees) | July 1, 2019 | $11.25 | $12.25 |
Minnesota: Minneapolis (100 or Fewer Employees) | July 1, 2019 | $10.25 | $11.00 |
Missouri | January 1, 2019 | $7.85 | $8.609 |
Montana | January 1, 2019 | $8.30 | $8.50 |
Nevada (No Health Benefits) | July 1, 2019 | $8.25 | TBD |
Nevada (Health Benefits Offered) | July 1, 2019 | $7.25 | TBD |
New Jersey | January 1, 2019 | $8.60 | $8.85 |
New Mexico: Albuquerque (Without Benefits) | January 1, 2019 | $8.95 | $9.20 |
New Mexico: Albuquerque (With Benefits) | January 1, 2019 | $7.95 | $8.20 |
New Mexico: Bernalillo County (Unincorporated) (Without Benefits) | January 1, 2019 | $8.85 | $9.05 |
New Mexico: Bernalillo County (Unincorporated) (With Benefits) | January 1, 2019 | $7.85 | $8.05 |
New Mexico: Las Cruces | January 1, 2019 | $9.20 | $10.10 |
New Mexico: Santa Fe10 | March 1, 2019 | $11.40 | TBD |
New Mexico: Santa Fe County (Unincorporated) | March 1, 2019 | $11.40 | TBD |
New York: New York City (11 or More Employees) | December 31, 2018 & 2019 | $13.00 | $15.00 |
New York: New York City (10 or Fewer Employees) | December 31, 2018 & 2019 | $12.00 | $13.50 |
New York: Nassau, Suffolk & Westchester Counties | December 31, 2018 & 2019 | $11.00 | $12.00 |
New York: Remainder of State | December 31, 2018 & 2019 | $10.40 | $11.10 |
New York: Fast Food Worker (New York City) | December 31, 2018 & 2019 | $13.50 | $15.00 |
New York: Fast Food Worker (Elsewhere) | December 31, 2018 & 2019 | $11.75 | $12.75 |
Ohio | January 1, 2019 | $8.30 | $8.55 |
Oregon (Urban) | July 1, 2019 | $12.00 | $12.50 |
Oregon (General) | July 1, 2019 | $10.75 | $11.25 |
Oregon (Nonurban) | July 1, 2019 | $10.50 | $11.00 |
Rhode Island | January 1, 2019 | $10.10 | $10.50 |
South Dakota | January 1, 2019 | $8.85 | $9.10 |
Vermont | January 1, 2019 | $10.50 | 10.78 |
Washington | January 1, 2019 | $11.50 | $12.00 |
Washington: SeaTac (Hospitality & Transportation) | January 1, 2019 | $15.64 | $16.09 |
Washington: Seattle (Schedule 1 Hourly Minimum Wage) | January 1, 2019 | $15.45 | $16.00 |
Washington: Seattle (Schedule 1 Hourly Minimum Wage With Benefits) | January 1, 2019 | $15.00 | No Longer Applicable – Schedule 1 Rate Applies |
Washington: Seattle (Schedule 2 Hourly Minimum Wage) | January 1, 2019 | $11.50 | $12.00 |
Washington: Seattle (Schedule 2 Hourly Minimum Compensation) | January 1, 2019 | $14.00 | $15.00 |
Washington: Tacoma | January 1, 2019 | $12.00 | $12.35 |
In certain places, employers may be able to count tips an employee receives toward the minimum wage. In these jurisdictions, if the direct wage an employer pays an employee plus tips equals the minimum wage, an employer’s minimum wage obligation has been met. But, if the direct wage plus tips does not equal the minimum wage, an employer must pay the employee the difference. Directly below we highlight to the minimum cash wage (MCW) that may be paid, and the maximum tip credit (TC) that can be claimed, for covered tipped employees. Please note that, for increases occurring on dates other than January 1, the 2018 rate will be the minimum wage that was in effect before the 2019 rate increase takes effect, and that in the following states with 2019 rate increases, tip credits are prohibited (so they are not included below): Alaska; California; Minnesota; Montana; Nevada; Oregon; and Washington State.11 Finally, because New York has varying standards, the numbers are included in a stand-alone section after the below chart.
| Jurisdiction | Increase Date | 2018 MCW | 2019 MCW | 2018 TC | 2019 TC |
|---|---|---|---|---|---|
Arizona | January 1, 2019 | $7.50 | $8.00 | $3.00 | No Change |
Arizona: Flagstaff | January 1, 2019 | $8.00 | $9.00 | $3.00 | No Change |
Arkansas | January 1, 201912 | $2.63 | No Change | $5.87 | $6.62 |
Colorado | January 1, 2019 | $7.18 | $8.08 | $3.02 | No Change |
Delaware | January 1 & | $2.23 | No Change | $6.02 | $6.52 |
District of Columbia | July 1, 2019 | $3.89 | $4.4513 | $9.36 | $9.55 |
Florida | January 1, 2019 | $5.23 | $5.44 | $3.02 | No Change |
Illinois: Chicago | July 1, 2019 | $6.25 | TBD14 | $5.75 | TBD |
Illinois: Cook County | July 1, 2019 | $5.10 | TBD15 | $5.90 | TBD |
Maine | January 1, 2019 | $5.00 | $5.50 | $5.00 | $5.50 |
Maine: Portland | January 1, 201916 | $5.00 | $5.50 | $5.90 | $5.50 |
Maryland: Montgomery County (51 or more employees) | July 1, 2019 | $4.00 | No Change | $8.25 | $9.00 |
Maryland: Montgomery County (11-50 Employees / 11 or More Employees & Either a 501(c)(3) or Certain Home Health or Community Based Services Providers / 10 or Fewer Employees) | July 1, 2019 | $4.00 | No Change | $8.00 | $8.50 |
Massachusetts | January 1, 2019 | $3.75 | $4.35 | $7.25 | $7.65 |
Michigan | April 1, 2019 (Est.) | $3.52 | $4.80 | $5.73 | $5.20 |
Missouri | January 1, 2019 | $3.925 | $4.3017 | $3.925 | $4.30 |
New Jersey | January 1, 2019 | $2.13 (Suggested) | No change | $6.47 | $6.72 |
New Mexico: Albuquerque (Without Benefits) | January 1, 2019 | $5.35 | $5.50 | $3.60 | $3.70 |
New Mexico: Albuquerque (With Benefits) | January 1, 2019 | $5.35 | $5.50 | $2.60 | $2.70 |
New Mexico: Bernalillo County (Unincorporated) (Without Benefits) | January 1, 2019 | $2.13 | No Change | $6.72 | $6.92 |
New Mexico: Bernalillo County (Unincorporated) (With Benefits) | January 1, 2019 | $2.13 | No Change | $5.72 | $5.92 |
New Mexico: Las Cruces | January 1, 2019 | $3.68 | $4.04 | $5.52 | $6.06 |
New Mexico: Santa Fe18 | March 1, 2019 | $2.13 | TBD | $9.27 | TBD |
New Mexico: Santa Fe County (Unincorporated) | March 1, 2019 | $3.41 | TBD | $7.99 | TBD |
Ohio | January 1, 2019 | $4.15 | $4.30 | $4.15 | $4.25 |
Rhode Island | January 1, 2019 | $3.89 | No Change | $6.21 | $6.61 |
South Dakota | January 1, 2019 | $4.425 | $4.55 | $4.425 | $4.55 |
Vermont | January 1, 2019 | $5.25 | 5.39 | $5.25 | $5.39 |
Tipped employee standards can be more complicated in New York, so we have given the Empire State its own section. First we discuss generally-applicable tip standards, followed by standards that apply in the hospitality industry, which vary depending on an employee’s role and the place of employment.
Generally: If an employee’s weekly tip average is less than the Low amount, a tip credit cannot be claimed. If an employee’s weekly tip average is between the Low (L) and High (H) amounts, the tip credit cannot exceed the Low amount. If an employee’s weekly tip average equals or exceeds the High amount, the tip credit cannot exceed the High amount.
| Jurisdiction | Increase Date | 2018 MCW | 2019 MCW | 2018 TC | 2019 TC |
|---|---|---|---|---|---|
New York City (11 or More Employees) | December 31, 2018 | $11.05 (L) $9.80 (H) | $12.75 (L) $11.35 (H) | $1.95 (L) $3.20 (H) | $2.25 (L) $3.65 (H) |
New York City (10 or Fewer Employees) | December 31, 2018 & 2019 | $10.20 (L) $9.05 (H) | $11.45 (L) $10.20 (H) | $1.80 (L) $2.95 (H) | $2.05 (L) $3.30 (H) |
$12.75 (L) $11.35 (H) | $2.25 (L) $3.65 (H) | ||||
Nassau, Suffolk & Westchester Counties | December 31, 2018 & 2019 | $9.35 (L) $8.25 (H) | $10.20 (L) $9.05 (H) | $1.65 (L) $2.70 (H) | $1.80 (L) $2.95 (H) |
$11.05 (L) $9.80 (H) | $1.95 (L) $3.20 (H) | ||||
Remainder of State | December 31, 2018 & 2019 | $8.85 (L) $7.85 (H) | $9.45 (L) $8.40 (H) | $1.55 (L) $2.55 (H) | $1.65 (L) $2.70 (H) |
$10.05 (L) $8.90 (H) | $1.75 (L) $2.90 (H) |
Hospitality Industry
Service Employee: An employer must directly pay a service employee at least the hourly Cash Wage (CW), and cannot claim a tip credit that exceeds the hourly Tip Credit rate (TC). However, an employer’s ability to claim the tip credit is dependent on an employee’s weekly tip average equaling at least the hourly Tip Threshold (TT) (or TT(R) for resort hotel service employees) and an employee’s direct wage plus tips equaling or exceeding the minimum wage.
| Jurisdiction | Increase Date | 2018 MCW | 2019 MCW | 2018 TC | 2019 TC |
New York City (11 or More Employees) | December 31, 2018 | $10.85 | $12.50 | $2.15 | $2.50 |
New York City (10 or Fewer Employees) | December 31, 2018 & 2019 | $10.00 | $11.25 | $2.00 | $2.25 |
Nassau, Suffolk & Westchester Counties | December 31, 2018 & 2019 | $9.15 | $10.00 | $1.85 | $2.00 |
Remainder of State | December 31, 2018 & 2019 | $8.65 | $9.25 | $1.75 | $1.85 |
| Jurisdiction | Increase Date | 2018 TT | 2019 TT | 2018 TT(R) | 2019 TT(R) |
New York City (11 or More Employees) | December 31, 2018 | $2.80 | $3.25 | $7.30 | $8.40 |
New York City (10 or Fewer Employees) | December 31, 2018 & 2019 | $2.60 | $2.95 | $6.75 | $7.60 |
Nassau, Suffolk & Westchester Counties | December 31, 2018 & 2019 | $2.40 | $2.60 | $6.15 | $6.75 |
Remainder of State | December 31, 2018 & 2019 | $2.25 | $2.40 | $5.85 | $6.25 |
Food Service Worker: A food service worker must receive a wage of at least the hourly Cash Wage (CW), and a tip credit cannot exceed the below-specified hourly rate (TC) provided the total of tips received plus the wages equals or exceeds the hourly total minimum wage rate (MW). A tip credit is not permitted for fast food employees.
| Jurisdiction | Increase Date | 2018 MCW | 2019 MCW | 2018 TC | 2019 TC |
|---|---|---|---|---|---|
New York City (11 or More Employees) | December 31, 2018 | $8.65 | $10.00 | $4.35 | $5.00 |
New York City (10 or Fewer Employees) | December 31, 2018 & 2019 | $8.00 | $9.00 | $4.00 | $4.50 |
Nassau, Suffolk & Westchester Counties | December 31, 2018 & 2019 | $7.50 | $8.00 | $3.50 | $4.00 |
Remainder of State | December 31, 2018 & 2019 | $7.50 | No Change | $2.90 | $3.60 |
Exempt Employees
As employers wait to see whether – and to what extent – the U.S. Department of Labor will revise the minimum amount they must pay to executive, administrative, and professional employees for these workers to be exempt from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime requirements, state-law rates for these employees are scheduled to increase in 2019 (and on New Year’s Eve in New York). Also, under some state laws, these employees are exempt only from overtime requirements, meaning they must be paid at least the state minimum wage for all hours worked, and many of those state minimum wage rates are increasing in 2019. Additionally, in 2019 there will be state law increases in the minimum hourly pay required to qualify for state-law equivalent of the FLSA’s 7(i) retail or service establishment overtime exemption for employees paid commissions. Below we discuss these pay-related changes in 2019.
Executive, Administrative, or Professional Exemption Minimum Pay Increases
Under the FLSA, to be considered a bona fide executive, administrative, or professional employee, an individual must be compensated on a salary or fee basis (only for administrative and professional employees) at a rate of not less than $455 per week, excluding board, lodging, or other facilities. The $455 a week amount may be translated into equivalent amounts for periods longer than one week: $910 (Bi-weekly); $985.83 (Semi-monthly); $1,971.66 (Monthly); $23,660 (Annual). In various states, the minimum salary or fee amount exceeds the federal rate, and in 2019 pay requirements for these employees will change.
| Jurisdiction | 2018 Annual Salary | 2019 Annual Salary | 2018 Monthly Salary | 2019 Monthly Salary | 2018 Weekly Salary | 2019 Weekly Salary |
|---|---|---|---|---|---|---|
Alaska19 | $40,934.40 | $41,142.40 | $3,411.20 | $3,428.53 | $787.20 | $791.20 |
California20 (26 or More Employees) | $45,760 | $49,920 | $3,813.34 | $4,160 | $880 | $960 |
California (25 or Fewer Employees) | $43,680 | $45,760 | $3,640 | $3,813.34 | $840 | $880 |
Colorado21 (Executive or Supervisor) (Based on 40, 50, or 60 Hours Per Week) | Exceed | Exceed | Exceed | Exceed | Exceed | Exceed |
Maine22 | Exceed $30,000 | Exceed $33,000 | Exceed $2,500 | Exceed $2,750 | Exceed $576.92 | Exceed $634.61 |
New York23 City (11 or More Employees) (Executive or Administrative) | $50,700 | $58,500 | $4,225 | $4,875 | $975 | $1,125 |
New York City (10 or Fewer Employees) (Executive or Administrative) | $46,800 | $52,650 | $3,900 | $4,387.50 | $900 | $1,012.50 |
Nassau, Suffolk & Westchester Counties (Executive or Administrative) | $42,900 | $46,800 | $3,575 | $3,900 | $825 | $900 |
Remainder of New York State (Executive or Administrative) | $40,560 | $43,264 | $3,380 | $3,605.34 | $780 | $832 |
Oregon24 (General) | $21,320 (1/1/18) | $22,360 (1/1/19) | $1,776.67 (1/1/18) | $1,863.33 (1/1/19) | $410 (1/1/18) | $430 (1/1/19) |
Oregon (Urban) | $23,400 (1/1/18) | $24,960 (1/1/19) | $1,950 (1/1/18) | $2,080 (1/1/19) | $450 (1/1/18) | $480 (1/1/19) |
Oregon (Nonurban) | $20,800 (1/1/18) | $21,840 (1/1/19) | $1,733.34 (1/1/18) | $1,820 (1/1/19) | $400 (1/1/18) | $420 (1/1/19) |
Although the minimum pay requirements are not currently scheduled to increase in 2019 in Connecticut or Iowa, under both states’ “short test”25 an employee must be compensated on a salary or fee basis – excluding boarding, lodging, or other facilities – in excess of the federal rate: $475 per week in Connecticut, and $500 per week in Iowa.
Additionally, California law provides that certain computer software employees, as well as licensed physicians and surgeons, are exempt from state overtime requirements if they receive a minimum hourly, monthly, or yearly rate, which is determined annually based on cost-of-living changes. Effective January 1, 2019, the computer software employee minimum hourly rate will increase from $43.58 to $45.41 per hour, the minimum monthly salary amount will increase from $7,565.85 to $7,883.62, and the minimum annual salary amount will increase from $90,790.07 to $94,603.25. For licensed physicians and surgeons, the minimum hourly rate of pay will increase from $79.39 to $82.72.
White Collar Employees Covered by Minimum Wage
In various states, executive, administrative, or professional employees are exempt from state overtime requirements, but not exempt from state minimum wage requirements. In these jurisdictions, such employees must earn at least the applicable minimum wage for each hour worked. The minimum wage in some of these states will increase on January 1, 2019:26 Arizona ($11.00); Massachusetts ($12.00); New Jersey ($8.85); Rhode Island ($10.50); and South Dakota ($9.10).27
Commissioned Employee Overtime Exemption
To qualify under the FLSA’s 7(i) overtime exception, the regular rate of pay of an employee of a retail or service establishment must exceed one-and-a-half times the federal minimum wage, and more than half the employee’s compensation for a representative period (not less than one month) must represent commissions on goods or services. In the following states with 2019 rate changes, the 7(i)-type exemption requires – in part – an employee’s pay to either equal or exceed one-and-a-half times the state minimum wage.28
California: An employee’s earnings must exceed one-and-a-half times the state minimum wage, which on January 1, 2019, will increase to $12.00 per hour for employers with 26 or more employees and to $11.00 per hour for employees with 25 or fewer employees.
Colorado: An employee’s regular rate of pay must be at least one-and-a-half times the state minimum wage, which on January 1, 2019, will increase to $11.10 per hour.
District of Columbia: An employee’s regular rate of pay must exceed one-and-a-half times the district minimum wage, which on July 1, 2019, will increase to $14.00 per hour.
Minnesota: An employee’s regular rate of pay must exceed one-and-a-half times the state minimum wage, which on January 1, 2019, will increase to $9.86 per hour for employers with $500,000 in annual gross sales, and to $8.04 per hour for employers with less than $500,000 in annual gross sales and certain hotels.
Nevada: An employee’s regular rate must exceed one-and-a-half times the state minimum wage, which potentially could increase on July 1, 2019, from $8.25 per hour if an employer does not offer health benefits or $7.25 per hour if health benefits are offered.
New York: The general wage order29 provides – in part – that employers must pay an employee for overtime at a wage rate of one-and-one-half times the employee's regular rate in the manner and methods provided in and subject to the exemptions of section 7 of the FLSA. However, it is unclear whether payment is based on the federal or state minimum wage. If the state minimum wage, the wage rate will increase on December 31, 2018 (“2018”), and on December 31, 2019 (“2019”). In New York City, the minimum wage applicable to employers with 11 or more employees will increase to $15.00 (2018 & 2019); the rate for employers with 10 or fewer employees will increase to $13.50 (2018) and $15.00 (2019). The minimum wage in Nassau, Suffolk, and Westchester Counties will increase to $12.00 (2018) and $13.00 (2019). Finally, in the remainder of New York State, the minimum wage will increase to $11.10 (2018) and $11.80 (2019).
Oregon: An employee’s regular rate of pay must exceed one-and-a-half times the state minimum wage, which on July 1, 2019, will increase to $12.50 per hour (urban), $11.25 per hour (general), and $11.00 per hour (non-urban).
Washington: An employee’s regular rate of pay must exceed one-and-a-half times the state minimum wage, which on January 1, 2019, will increase to $12.00 per hour.
