May 8, 2021

Volume XI, Number 128

Advertisement

May 07, 2021

Subscribe to Latest Legal News and Analysis

May 06, 2021

Subscribe to Latest Legal News and Analysis

May 05, 2021

Subscribe to Latest Legal News and Analysis
Advertisement

Michigan Legislature Approves Minimum Wage and Paid Sick Leave Initiatives

On September 5, 2018, the Michigan legislature voted to pass two ballot initiatives: the Michigan One Fair Wage that would gradually raise the state's minimum wage to $12 an hour and eliminate the tipped minimum wage, and Michigan Time To Care, which would mandate that employers allow workers to earn one hour of paid sick time for every 30 hours worked.

Currently, Michigan's hourly minimum wage is $9.25. The new law would gradually raise the state's minimum wage from $9.25 per hour to $10 in 2019, $10.65 in 2020, $11.35 in 2021 and $12 in 2022, with yearly inflationary adjustments afterward. It would also increase the tipped minimum wage from the current $3.52 per hour to $12 per hour by 2024. The paid sick leave law would require that workers earn one hour of paid leave for every 30 hours worked. Employees at businesses with at least 10 workers could use up to 72 hours of paid leave a year, unless an employer selects a higher limit. Those working for smaller employers could use up to 40 hours of paid time and another 32 hours of unpaid leave.

The passage of these initiatives is controversial because state lawmakers have indicated their intention to approve the proposals and then amend them following the election. Both issues had been approved for the upcoming November 6 ballot. However, by passing the initiatives prior to the election, they are no longer on the ballot and any amendments would require a simple legislative majority to amend. If Michigan citizens had voted in favor of the measures on the November ballot, it would have then required a three-quarters majority vote to approve any amendments. The actions by the legislature have been referred to as an "adopt and amend" strategy. Some groups have claimed that such actions are unconstitutional and have threatened legal action.

Barring any changes, the new laws will go into effect in March 2019.

Advertisement
© 2021 Varnum LLPNational Law Review, Volume VIII, Number 249
Advertisement
Advertisement

TRENDING LEGAL ANALYSIS

Advertisement
Advertisement

About this Author

Elizabeth Wells Skaggs, labor and employment attorney, Varnum
Partner

Beth is a partner in the labor and employment practice group, focusing employment issues and litigation. She has counseled business clients on a variety of matters affecting the workplace, including effective employee handbooks and policies, disciplinary and dispute resolution procedures, discrimination issues, disability accommodation, wage-hour matters, family medical leave, harassment prevention and litigation avoidance.  When litigation is unavoidable, Beth has significant experience representing employers under the numerous state and federal statutes that govern the...

616/336-6620
Advertisement
Advertisement