October 19, 2019

October 18, 2019

Subscribe to Latest Legal News and Analysis

October 17, 2019

Subscribe to Latest Legal News and Analysis

October 16, 2019

Subscribe to Latest Legal News and Analysis

Connecticut Likely To Become Latest State to Adopt $15 Minimum Wage

Connecticut appears poised to become the next state to raise its minimum wage to $15 per hour, following the trend set by California, Illinois, Massachusetts, New Jersey, New York, and most recently Maryland, in addition to numerous local jurisdictions.  Governor Ed Lamont is expected to sign H.B. 5004, which passed the state’s House and Senate earlier this month.

Under the bill, the state’s current minimum wage of $10.10 will increase to $11 on October 1, 2019. From there, it will increase one dollar every eleven months until it reaches $15 on June 1, 2023. Thereafter, increases will be tied to the U.S. Department of Labor’s Employment Cost Index and become effective each year on January 1. The bill includes a provision under which the governor can recommend to the state’s legislature suspension of the increases after two quarters of negative growth in the state’s real gross domestic product.

The bill does not change the tip credit allowed for certain tipped workers, which remains $6.38 for tipped hotel and restaurant staff and $8.23 for bartenders.

Employers may still pay employees under the age of 18 a rate of no less than 85% of the minimum wage when they begin work, but the amount of time this sub-minimum wage is permitted will decrease from the first 200 days of employment to the first 90 days of employment. Additionally, this sub-minimum wage will no longer be available for learners and beginners or for emancipated minors.

©2019 Epstein Becker & Green, P.C. All rights reserved.


About this Author

Ann Knuckles Mahoney, Epstein Becker Green, employee handbook attorney

ANN KNUCKLES MAHONEY is an Associate in the Employment, Labor, and Workforce Management practice, in the New York office of Epstein Becker Green. Ms. Knuckles Mahoney:

  • Counsels employers on practices and procedures, such as employee handbooks and stand-alone policies

  • Advises employers on Fair Labor Standards Act (FLSA) wage and hour laws and the classification of workers

  • Assists in defending clients in labor and employment-related litigation in a...

Paul DeCamp, Epstein Becker Green, Labor & Employment Attorney

PAUL DeCAMP is a Member of the Firm in the Employment, Labor & Workforce Management practice, in the Washington, DC, office of Epstein Becker Green. He is Co-Chair of the firm’s national Wage and Hour practice group. A former Administrator of the U.S. Department of Labor’s (DOL’s) Wage and Hour Division, Mr. DeCamp has more than two decades of experience representing employers and trade associations in the most complex and challenging wage and hour litigations, government investigations, and counseling matters.

Additionally, Mr. DeCamp has served as lead counsel in class and collective actions across the country. His work spans a broad range of industries, including aerospace, financial services, gaming, healthcare, hospitality, manufacturing, restaurants, retail, and transportation, as well as many others. 

Appointed as Wage and Hour Administrator by the President of the United States in 2006, Mr. DeCamp was the chief federal officer responsible for interpreting and enforcing the nation’s wage and hour laws, including the Fair Labor Standards Act (FLSA) and a variety of prevailing wage statutes affecting government contractors. Most recently, Mr. DeCamp was a partner at a labor and employment law firm, where he served as National Chair of its Wage and Hour practice for eight years.