Michigan Workforce Opportunity Wage Act Minimum Wage & Overtime Poster Poster Required

GRETC HEN WHITMER  
GOVERNOR   Michigan Department 
of Labor and Economic Opportunity  
Wage and Hour Division  PO Box 30476
Lansing, MI  48909-7976 
REQUIRED POSTER 
GENERAL REQUIREMENTS - MINIMUM WAGE and OVERTIME  JEFF DONOFRIO
 
DIRECTOR  LEO is an equal opportunity employer/program. 
Auxiliary aids, services and other reasonab le accommodations are available, upon request, to individuals with disabilities.  www.michigan.gov/wagehour
 • Toll Free 1-855-4MI-WAGE 
(1-8 55-4 64-9 243) WHD 9904 (Revised   •  9/2019)  Coverage  
The   Improved   W orkforce  Opportunity  W age  A ct   (IWOWA) ,  Pu blic  Act   337   of  2018 ,  as  amended ,   covers  employers  who 
employ 2 or more employees 16 years of age and older.  
Minimum Hourly Wage Rate  
Employees must be paid at least :  
Effective Date   Minimum H ourly Wage 
R ate   Tipped Empl oyee  
85% **  
Hourly  Rate  
Minimum Hourly Rate   Reported Average Hourly Tips  
January 1, 2018   $9.25   $3.52   $5.73   $7.86  
March 29,   2019  $ 9.45   $ 3.59  $5. 86   $8. 0 3  
January 1,   2020 *   $9. 65   $ 3.67   $ 5.98   $8.20  
January 1,   20 21 *   $ 9.87   $ 3. 7 5   $ 6.12   $ 8.39  
* A n incr ease in the minimum hourly wage rate as pr escribed in subsection (1) does not take effect if the unemployment rate for this state, as determined by the Bureau 
of Labor Statistics, United States Department of Labor, is 8.5% or greate r   for the calendar   year  preceding the calendar year of the prescri bed increase. An increase in the 
minimum hourly wage rate as prescribed in subsection (1) that does not take effect pursuant to this subsection takes effect i n the first calendar year follow i n g a calendar 
yea r for  which the unemployment rate for this state , as determined by the Bureau of Labor Statistics, United States Department of Labor, is less than 8.5%.
   * *   Minors 16 - 17 years of age may be paid 85% of the minimum hourly wage rate.  
Train i n g W age  
A training wage of   $4.25  per   hour may be paid to employees 1 6 to 19 years of age for the first 90 days of employment.  
Overtime  
E mployees  covered  by  the  IWOWA   must   be  paid  1 - 1/2  times  their  regular  rate  of  pay  for  hours  worked  over  40  in  a   7 - day 
w or kwe e k .  The  following  are  exemp t  from  overtime  requirements:  employees  ex empt  from  the  minimum  wage  provisions  of 
the  Fair  Labor  Standards  Act  of  1938,  29  USC  201  to  219  (excep t  certain  domestic  service  employees),  professional, 
administrative,  or  executi ve   em p loyees; elected  officials  and  political  appointees;  employees  of amu sement and recreational 
establishments  operating   less  than  7  months  of  the  year;  agricultural  employees ,  and  any  employee  not  subject  to  the 
minimum wage provisions of the act.  
Comp en s a t ory Time  
If an employer m eets certain conditions, employees may agr ee to receive compensatory time of 1 - 1/2 hours for each hour 
of overtime worked. The agreement must be  voluntary, in writing, and obtained before the compensatory time is earned.   All 
c om p en satory  time  earned  must  be  paid  to  an  employee.  Accrued  compensat ory  time  may  not  exceed  240  hours.  
Employers must keep a record of compensatory time earned and paid.  Contact the Wage  and   Hour   Division  for information 
on the conditions an employer mus t   mee t in order to offer co mpensatory time off in lieu of overtime co mpensation.  
Equal Pay  
An  employer  shall  not  discriminate  on  the  basis  of  sex  by  paying  employees  a  rat e  which  is  less  than  the  rate  paid  to 
employees of the opposite sex for equal work o n   job s requiring equal skil l, effort, and responsibility  performed un der similar 
working conditions  -   except where payment is pursuant to a seniority system, merit system o r system measuring earnings on 
the basis of quantity or quality of production or a d i f fer ential other than sex.  
Enforcement  
An  employee  may  either  file  civil  action  for  recovery  of  unpaid  minimum  wages  or  overtime,  or  they  may  file  a  complaint 
with  the  De partment  of  Licensing  and  Regulatory  Affairs .  The  department  may  investigate  a  comp l ai nt  and  file  civil  action  
to collect unpaid wages or overtime due t he employee and all employees of an establishment.  Recovery under this act can 
include  unpaid  minimum  wages  or  overtime,  plus  an  equal  additional  amount  as  liquidated  damages,  costs,  and  
r ea son able  attorney  fees.  A  civil  fine  of  $1,000  can  be  assessed  to   an  employer  who  does  not  pay  minimum  wage  or 
overtime.