Pennsylvania Form No. LLC-1 - Minimum Wage Law Poster and Fact Sheet Required
The Form No. LLC-1 - Minimum Wage Law Poster and Fact Sheet is a labor law posters poster by the Pennsylvania Department Of Labor & Industry. This is a mandatory posting for all employers in Pennsylvania, and businesses who fail to comply may be subject to fines or sanctions.
Updated June 2022. This mandatory poster specifies the Pennsylvania minimum wage rates that apply to regular employees, tipped employees, and other employees who may be exempt from normal minimum wage rates. Also includes information about overtime laws applicable in PA.
PA All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Pennsylvania and Federal poster requirements by clicking here .
LLC-1 REV 06-22 (Page 1) Workers shall be paid 1½ times their regular rate of pay after 40 hours worked in a workweek (Except as Described) TIPPED EMPLOYEES: An employer may pay a minimum of $2.83 per hour to an employee who makes $135.00 per month in tips. The employer must make up the difference if the tips and $2.83 do not meet the regular Pennsylvania minimum wage. KEEPING RECORDS: Every employer must maintain accurate records of each employee’s earnings and hours worked, and provide access to Labor & Industry. The Pennsylvania Minimum Wage Act establishes a fixed Minimum Wage and Overtime Rate for employees. It also sets forth compliance-related duties for the Department of Labor & Industry and for employers. In addition, the Minimum Wage Act provides penalties for noncompliance. This summary is for general information only and is not an official position formally adopted by the Department of Labor & Industry. MINIMUM WAGE LAW SUMMARY MUST BE POSTED IN A CONSPICUOUS PLACE IN EVERY PENNSYLVANIA BUSINESS GOVERNED BY THE MINIMUM WAGE ACT $7.25 per hour Effective July 24, 2009 (Except as Described) Minimum Wage Rate Overtime Rate PENALTIES: Failure to pay the legal minimum wage or other violations may result in payment of back wages and other civil or criminal action where warranted . EXEMPTIONS: Overtime applies to certain employment classifications. (see pages 2 and 3) SPECIAL ALLOWANCES FOR: Students, learners and people with disabilities, upon application only. EXEMPTIONS FROM BOTH Minimum Wage and Overtime Rates camp for campers under the age of 18 years, which operates for a period of less than three months in any one year • In employment by a public amusement or recreational establishment, organized camp, or religious or nonprof it educational conference center, if (i) it does not operate more than seven months a year or (ii) during the preceding calendar year, the average receipts for any 6 months were not more than 33% of its average receipts for the other 6 months of such year • Switchboard operator employed by an independently-owned public telephone company which has no more than 750 stations • Employees not subject to civil service laws who hold elective off ice or are on the personal staff of such an off iceholder, are immediate advisers to the off iceholder, or are appointed by the off iceholder to serve on a policy making level • Executive, Administrative, and Professional employees, as def ined by the Department LLC-1 REV 06-22 (Page 2) • Labor on a farm • Domestic service in or about the private home of the employer • Delivery of newspapers to the consumer • Publication of weekly, semi-weekly or daily newspaper with a circulation of less than 4,000 when the major portion of circulation is in the county where published or a bordering county • Bona fide outside salesman • Educational, charitable, religious, or nonprofit organization where no employer-employee relationship exists and service is rendered gratuitously • Golf caddy • In seasonal employment, if the employee is under 18 years of age or if a student under 24 years of age is employed by a nonprof it health or welfare agency engaged in activities dealing with children with disabilities or by a nonprof it day or resident seasonal recreational Wages paid to any employee may include reasonable cost of board, lodging and other facilities. This may be considered as part of the minimum wage if the employee is notified of this condition and accepts it as a usual condition of employment at the time of hire or change of classification. The wages, including food credit plus tips, must equal the current minimum wage. Board: Food furnished in the form of meals on an established schedule. Lodging: Housing facility available for the personal use of the employee at all hours. Reasonable Cost: Actual cost, exclusive of profit, to the employer or to anyone affiliated with the employer. ALLOWANCES EXCEPTIONS f rom Minimum Wage Rates EXEMPTIONS f rom Overtime Rates • Learners and students (bona fide high school or college), after obtaining a Special Certificate f rom the Bureau of Labor Law Compliance, (651 Boas Street, Room 1301, Harrisburg, PA 17121-0750) may be paid 85% of the minimum wage as follows: Learners: 40 hours a week. Maximum eight weeks Students: Up to 20 hours a week. Up to 40 hours a week during school vacation periods • Individuals with a physical or mental deficiency or injury may be paid less than the applicable minimum wage if a license specifying a rate commensurate with productive capacity is obtained f rom the Bureau of Labor Law Compliance, (651 Boas Street, Room 1301, Harrisburg, PA 17121-0750), or a federal certificate is obtained under Section 14(c) of the Fair Labor Standards Act f rom the U.S. Department of Labor • A seaman • Any salesman, partsman or mechanic primarily engaged in selling and servicing automobiles, trailers, trucks, farm implements or aircraft, if employed by a non-manufacturing establishment primarily engaged in the selling of such vehicles to ultimate purchasers. (Example: 51% of business is selling as opposed to 49% in servicing such vehicles) • Taxicab driver • Any employee of a motor carrier the Federal Secretary of Transportation has power to establish qualifications and maximum hours of service under 49 U.S.C. Section 3102 (b)(1) and (2) (relating to requirements for qualifications, hours of service, safety and equipment standards) • Any employee engaged in the processing of maple sap into sugar (other than refined sugar) or syrup • Employment by a motion picture theatre • Announcer, news editor, chief engineer of a radio or television station, the major studio of which is located in: • City or town of 100,000 population or less, if it is not part of a standard metropolitan statistical area having a total population in excess of 100,000; or • City or town of 25,000 population or less, which is part of such an area but is at least 40 airline miles f rom the principal city in the area • The hours of an employee of an air carrier subject to the provisions of Title II of the Railway Labor Act (Public Law 69-257, 44 Stat. 577, 45 U.S.C. § 181 et seq.) when: • the hours are voluntarily worked by the employee pursuant to a shift-trading practice under which the employee has the opportunity to reduce hours worked in any workweek by voluntarily offering a shift for trade or reassignment; or • the required hours of work, wages and overtime compensation have been agreed to either in a collective bargaining agreement between the employer and labor organization representing employees for purposes of collective bargaining or pursuant to a voluntary agreement or understanding arrived at between the employer and employee LLC-1 REV 06-22 (Page 3) MORE INFORMATION IS AVAILABLE ONLINE Additional information about the Minimum Wage Act is available online at: www.dli.pa.gov , PA Keyword: Minimum Wage. From the Web site you can submit a complaint form, find answers to f requently asked questions and read more about the Minimum Wage Act. CONTACT: COUNTIES SERVED: Bureau of Labor Law Compliance Altoona District Office 1130 12th Avenue Suite 200 Altoona, PA 16601-3486 Phone: 814-940-6224 or 877-792-8198 Armstrong Bedford Blair Cambria Cameron Centre Clarion Clearfield Clinton Elk Fayette Forest Fulton Huntingdon Indiana Jefferson McKean Mifflin Potter Somerset Warren Westmoreland Bureau of Labor Law Compliance Harrisburg District Office 651 Boas Street, Room 1301 Harrisburg, PA 17121-0750 Phone: 717-787-4671 or 800-932-0665 Adams Columbia Cumberland Dauphin Franklin Juniata Lancaster Lebanon Montour Perry Yo r k Bureau of Labor Law Compliance Philadelphia District Office 110 North 8th St., Suite 203 Philadelphia, PA 19107 Phone: 215-560-1858 or 877-817-9497 Bucks Chester Delaware Montgomery Philadelphia Bureau of Labor Law Compliance Pittsburgh District Office 301 5th Avenue, Suite 330 Pittsburgh, PA 15222 Phone: 412-565-5300 or 877-504-8354 Allegheny Beaver Butler Crawford Erie Greene Lawrence Mercer Venango Washington Bureau of Labor Law Compliance Scranton District Office 201-B State Office Bldg. 100 Lackawanna Avenue Scranton, PA 18503 Phone: 570-963-4577 or 877-214-3962 Berks Bradford Carbon Lackawanna Lehigh Luzerne Lycoming Monroe Northampton Northumberland Pike Schuylkill Snyder Sullivan Susquehanna Tioga Union Way n e Wyoming LLC-1 REV 06-22 (Page 4) Auxiliary aids and services are available upon request to individuals wi\ th disabilities. Equal Opportunity Employer/Program QUESTIONS/COMPLAINTS
Other Pennsylvania Labor Law Posters 4 PDFS
There are an additional seventeen optional and mandatory Pennsylvania labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
- Original poster PDF https://www.dli.pa.gov/Individuals/Labor-Management-Relations/llc/minimum-wage/Documents/LLC-1.pdf , updated December 2022
- Pennsylvania Labor Law Posters at http://www.dli.pa.gov/Pages/Mandatory-Postings.aspx
- Pennsylvania Department Of Labor & Industry
While we do our best to keep our list of Pennsylvania labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.