What Is The Minimum Wage In Michigan? This is a common question, and at WHAT.EDU.VN, we provide quick, reliable answers. Discover the current minimum wage laws, understand how they impact you, and explore the future of wages in Michigan. Find clarity on employment compensation and economic factors affecting the Michigan workforce with reliable minimum wage details.
1. Understanding Michigan’s Minimum Wage
Michigan’s minimum wage is a fundamental aspect of its labor laws, ensuring that employees receive a fair base rate for their work. Understanding the specifics of this wage, including its current rate, historical changes, and future adjustments, is essential for both employers and employees. This section provides a comprehensive overview of Michigan’s minimum wage, offering insights into its role in the state’s economy and workforce.
1.1. What is the Current Minimum Wage in Michigan?
As of February 21, 2025, the minimum wage in Michigan is $12.48 per hour. This rate applies to most employees in the state. For tipped employees, the minimum wage is $4.74 per hour, with employers able to claim a tip credit for the difference between the cash wage paid and the standard minimum wage.
1.2. Historical Overview of Michigan’s Minimum Wage
Michigan’s minimum wage has seen several adjustments over the years, reflecting changes in the cost of living and economic conditions. Here’s a brief overview:
- 2018: Voters proposed ballot initiatives to increase the minimum wage and eliminate the tip credit.
- January 1, 2025: The minimum wage increased to $10.56 per hour.
- February 21, 2025: The minimum wage rose to $12.48 per hour.
- January 1, 2026: A further increase to $13.73 per hour is scheduled.
These changes reflect ongoing efforts to balance the needs of workers and businesses in the state.
1.3. Future Scheduled Increases
Michigan’s minimum wage is scheduled to increase to $13.73 per hour on January 1, 2026. Future annual adjustments to the minimum wage rate will be determined by a revised formula, ensuring that the wage keeps pace with economic changes.
2. Minimum Wage for Tipped Employees
Tipped employees in Michigan have a different minimum wage structure than non-tipped employees. This section explores the specifics of the tipped minimum wage, including how tip credits work and recent legislative changes affecting tipped workers. Understanding these rules is crucial for both employees who receive tips and employers who manage tipped staff.
2.1. What is the Minimum Wage for Tipped Workers in Michigan?
As of February 21, 2025, the minimum wage for tipped workers in Michigan is $4.74 per hour. This rate is significantly lower than the standard minimum wage, but employers can take a tip credit to make up the difference.
2.2. How Does the Tip Credit Work?
The tip credit allows employers to pay tipped employees a lower base wage, with the expectation that tips will make up the difference to meet the standard minimum wage. If an employee’s tips do not bring their hourly earnings up to $12.48 per hour, the employer must pay the difference.
2.3. Legislative Changes Affecting Tip Credits
Recent legislative changes in Michigan have affected the tip credit system. Originally, there was a proposal to eliminate the tip credit entirely. However, Senate Bill 8 (SB 8) preserved the tip credit but gradually reduces the amount employers can claim by 2% annually through 2031. By that point, the tip credit will be equal to 50% of the standard minimum wage.
This compromise aims to provide a balance between protecting tipped workers’ earnings and allowing businesses to manage labor costs.
3. Understanding Senate Bill 8 (SB 8)
Senate Bill 8 (SB 8) is a crucial piece of legislation that significantly alters Michigan’s minimum wage and tip credit laws. Understanding the details of this bill is essential for both employers and employees in the state. This section provides an in-depth look at SB 8, its provisions, and its impact on the workforce.
3.1. What is Senate Bill 8 (SB 8)?
Senate Bill 8 (SB 8) is legislation enacted in Michigan that amends the state’s Wage Act. It was signed into law on February 21, 2025, and makes several key changes to the minimum wage and tip credit systems.
3.2. Key Provisions of SB 8
The key provisions of SB 8 include:
- Maintaining the scheduled minimum wage increase to $12.48 per hour on February 21, 2025.
- Implementing a larger-than-planned increase to $13.73 per hour on January 1, 2026.
- Revising the formula for annual adjustments to the minimum wage rate.
- Preserving the tip credit but gradually reducing it by 2% annually through 2031.
- Adding a civil penalty of $2,500 for violations of the minimum wage provision for tipped employees.
- Eliminating the exclusion from overtime provisions for employees subject to the Act because the Michigan minimum wage exceeded the federal minimum wage.
3.3. Impact of SB 8 on Employers and Employees
SB 8 has several important implications for employers and employees:
- Employers: Must adjust their payroll systems to reflect the new minimum wage rates and tip credit rules. They also need to be aware of the new civil penalty for violations related to tipped employees.
- Employees: Will see increases in their minimum wage, and tipped employees will benefit from the gradual reduction in the tip credit, potentially leading to higher overall earnings.
4. Overtime Pay in Michigan
Overtime pay is a critical aspect of employment law, ensuring that employees are compensated fairly for working beyond standard hours. In Michigan, the rules governing overtime pay have been updated, impacting many employers and employees. This section explains the current overtime regulations in Michigan and how they apply to different types of workers.
4.1. Michigan’s Overtime Pay Requirements
Michigan’s overtime pay requirements mandate that employees must be paid 1.5 times their regular rate of pay for any hours worked over 40 in a workweek. This requirement is designed to protect workers from being overworked without proper compensation.
4.2. Changes to Overtime Provisions Under SB 8
Senate Bill 8 (SB 8) has brought about a significant change to Michigan’s overtime provisions. Previously, the overtime provisions of the Wage Act did not apply to employees who were only subject to the Act because the Michigan minimum wage exceeded the federal minimum wage. SB 8 eliminated this exclusion, meaning that more employers must now comply with Michigan’s overtime requirements.
4.3. Who is Affected by These Changes?
This change affects Michigan employers not otherwise covered by the Fair Labor Standards Act (FLSA) exemptions. Now, these employers must also comply with Michigan’s overtime requirements, ensuring that their employees receive proper overtime pay.
5. Penalties for Minimum Wage Violations
Violating minimum wage laws can result in significant penalties for employers. Understanding these penalties is crucial for ensuring compliance and avoiding legal repercussions. This section outlines the potential fines and legal consequences for employers who fail to adhere to Michigan’s minimum wage regulations.
5.1. Civil Penalties for Violations
SB 8 introduces a civil penalty of $2,500 for violations of the minimum wage provision for tipped employees. This penalty is in addition to other potential fines and legal consequences.
5.2. Other Potential Legal Consequences
In addition to civil penalties, employers who violate minimum wage laws may face lawsuits from employees seeking back pay and damages. They may also be subject to investigations by the Michigan Department of Labor and Economic Opportunity (LEO).
5.3. How to Avoid Minimum Wage Violations
To avoid minimum wage violations, employers should:
- Stay informed about the current minimum wage rates and any changes to the law.
- Maintain accurate records of employee hours and wages.
- Ensure that tipped employees receive at least the minimum wage when tips are included.
- Consult with legal counsel to ensure compliance with all applicable laws.
6. The Broader Economic Impact of Minimum Wage
Minimum wage policies have a wide-ranging impact on the economy, affecting everything from employment levels to consumer spending. This section explores the broader economic effects of minimum wage laws, examining both the potential benefits and drawbacks.
6.1. Impact on Employment Levels
One of the most debated aspects of minimum wage is its impact on employment levels. Some argue that increasing the minimum wage can lead to job losses, as businesses may reduce staff to offset higher labor costs. Others contend that a higher minimum wage can boost consumer spending, leading to increased demand and job creation.
6.2. Effects on Consumer Spending
A higher minimum wage can increase the purchasing power of low-wage workers, leading to increased consumer spending. This can stimulate economic growth and benefit businesses.
6.3. Poverty Reduction
Minimum wage policies can play a role in reducing poverty by ensuring that low-wage workers earn enough to meet their basic needs. However, some argue that minimum wage is not the most effective tool for poverty reduction, as many low-wage workers live in households with other sources of income.
7. Resources for Employers and Employees
Staying informed about minimum wage laws and regulations is essential for both employers and employees. This section provides a list of valuable resources that can help you stay up-to-date and ensure compliance.
7.1. Michigan Department of Labor and Economic Opportunity (LEO)
The Michigan Department of Labor and Economic Opportunity (LEO) provides information and resources on labor laws, including minimum wage. Their website offers publications, FAQs, and contact information for assistance.
7.2. U.S. Department of Labor (DOL)
The U.S. Department of Labor (DOL) is another valuable resource for information on federal labor laws, including the Fair Labor Standards Act (FLSA).
7.3. Legal Counsel
Consulting with an attorney specializing in employment law can provide personalized guidance and ensure compliance with all applicable laws and regulations.
8. Common Misconceptions About Minimum Wage
There are many common misconceptions about minimum wage and its impact. This section clarifies some of the most prevalent myths and provides accurate information to help you better understand the issue.
8.1. Myth: Minimum Wage Jobs Are Only For Teenagers
Fact: While many teenagers work in minimum wage jobs, a significant portion of minimum wage workers are adults supporting families.
8.2. Myth: Increasing Minimum Wage Always Leads to Job Losses
Fact: The impact of minimum wage increases on employment is complex and depends on various factors, including the size of the increase, the state of the economy, and the industry. Some studies have found little to no impact on employment, while others have found negative effects.
8.3. Myth: Minimum Wage Workers Are Unskilled
Fact: Many minimum wage jobs require valuable skills, such as customer service, teamwork, and problem-solving. These skills are essential for many industries and contribute to the overall economy.
9. The Debate Over a Living Wage
The concept of a living wage goes beyond the minimum wage, aiming to provide workers with enough income to cover their basic needs and live a decent life. This section explores the debate over a living wage and its potential benefits and drawbacks.
9.1. What is a Living Wage?
A living wage is defined as the minimum income necessary to meet a person’s basic needs, such as housing, food, healthcare, and transportation. It is typically higher than the minimum wage and is often calculated based on the cost of living in a specific geographic area.
9.2. Arguments For and Against a Living Wage
Arguments For:
- Reduces poverty and income inequality.
- Improves workers’ health and well-being.
- Boosts consumer spending and economic growth.
Arguments Against:
- Increases labor costs for businesses.
- May lead to job losses.
- Can increase prices for consumers.
9.3. Examples of Cities and States with Living Wage Laws
Several cities and states have implemented living wage laws, requiring employers to pay a higher minimum wage than the federal or state minimum wage. Examples include Seattle, San Francisco, and Washington, D.C.
10. How Minimum Wage Affects Different Industries
The impact of minimum wage can vary significantly across different industries. This section examines how minimum wage affects some of the most common industries in Michigan, such as hospitality, retail, and healthcare.
10.1. Hospitality
The hospitality industry, which includes restaurants, hotels, and tourism, often employs a large number of minimum wage workers. Increases in the minimum wage can significantly impact these businesses, potentially leading to higher prices or reduced staffing.
10.2. Retail
The retail industry also relies heavily on minimum wage workers. Retail businesses may respond to minimum wage increases by raising prices, reducing employee benefits, or investing in automation.
10.3. Healthcare
The healthcare industry employs a variety of workers, including some who earn minimum wage. Minimum wage increases can affect healthcare providers, potentially leading to higher costs for patients or changes in staffing levels.
11. The Role of Unions in Wage Negotiations
Unions play a crucial role in advocating for workers’ rights and negotiating wages and benefits. This section explores the role of unions in wage negotiations and how they can help workers achieve better pay and working conditions.
11.1. How Unions Negotiate Wages
Unions negotiate wages and benefits on behalf of their members through a process called collective bargaining. This involves negotiating with employers to reach an agreement on wages, benefits, and other terms of employment.
11.2. The Impact of Unions on Wages
Studies have shown that union members typically earn higher wages and receive better benefits than non-union workers. Unions can also help to reduce wage inequality and improve working conditions.
11.3. How to Join a Union
If you are interested in joining a union, you can contact a union in your industry or speak with a union representative at your workplace.
12. Minimum Wage and the Cost of Living
The minimum wage is often compared to the cost of living to determine whether it is sufficient to meet workers’ basic needs. This section examines the relationship between minimum wage and the cost of living in Michigan.
12.1. Calculating the Cost of Living in Michigan
The cost of living varies across different regions of Michigan. Factors such as housing costs, transportation, and food prices can significantly impact the overall cost of living.
12.2. Is the Current Minimum Wage Sufficient?
Whether the current minimum wage is sufficient to meet workers’ basic needs depends on their individual circumstances and the cost of living in their area. Some argue that the current minimum wage is not enough to live on, while others believe it is adequate.
12.3. Resources for Affordable Housing and Assistance
There are several resources available to help low-income individuals and families afford housing and other basic needs. These include government programs, non-profit organizations, and community resources.
13. Alternative Solutions to Raising Wages
While minimum wage is one approach to raising wages, there are other alternative solutions that policymakers and businesses can consider. This section explores some of these alternatives.
13.1. Earned Income Tax Credit (EITC)
The Earned Income Tax Credit (EITC) is a federal tax credit for low- to moderate-income workers and families. It can supplement their earnings and help them make ends meet.
13.2. Job Training and Education Programs
Investing in job training and education programs can help workers develop new skills and qualify for higher-paying jobs.
13.3. Supporting Small Businesses
Supporting small businesses can create jobs and boost economic growth. Policies that help small businesses thrive can also lead to higher wages for workers.
14. The Future of Minimum Wage in Michigan
The future of minimum wage in Michigan is uncertain, but it is likely to remain a topic of debate and policy change. This section explores some of the potential future developments in minimum wage policy.
14.1. Potential Legislative Changes
Future legislative changes could include further increases to the minimum wage, modifications to the tip credit system, or other adjustments to labor laws.
14.2. Economic Factors That Could Influence Wage Policy
Economic factors such as inflation, unemployment, and economic growth could influence wage policy in Michigan.
14.3. The Role of Advocacy Groups and Public Opinion
Advocacy groups and public opinion will continue to play a role in shaping the debate over minimum wage and influencing policy decisions.
15. How to File a Wage Complaint in Michigan
If you believe your employer has violated minimum wage laws, you have the right to file a wage complaint. This section outlines the steps you need to take to file a complaint in Michigan.
15.1. Steps to Take Before Filing a Complaint
Before filing a complaint, it is important to gather all relevant documentation, such as pay stubs, time sheets, and employment contracts. You should also try to resolve the issue directly with your employer if possible.
15.2. Filing a Complaint with the Michigan Department of LEO
You can file a wage complaint with the Michigan Department of Labor and Economic Opportunity (LEO). The LEO will investigate your complaint and take appropriate action if a violation is found.
15.3. Legal Options for Wage Recovery
If you are unable to resolve your wage dispute through the LEO, you may have legal options for wage recovery, such as filing a lawsuit.
16. Understanding Exempt vs. Non-Exempt Employees
Understanding the difference between exempt and non-exempt employees is crucial for determining who is entitled to minimum wage and overtime pay. This section clarifies the criteria for exempt and non-exempt status.
16.1. Criteria for Exempt Employees
Exempt employees are not entitled to minimum wage or overtime pay. To be classified as exempt, employees must meet certain criteria related to their job duties and salary level. Common exemptions include executive, administrative, and professional employees.
16.2. Who is Entitled to Minimum Wage and Overtime?
Non-exempt employees are entitled to minimum wage and overtime pay. These employees typically perform hourly work and do not meet the criteria for exemption.
16.3. Common Misclassifications and How to Avoid Them
Misclassifying employees as exempt can result in significant penalties for employers. To avoid misclassifications, employers should carefully review the job duties and salary level of each employee and consult with legal counsel if necessary.
17. The Impact of Automation on Minimum Wage Jobs
Automation is increasingly impacting the job market, potentially displacing workers in minimum wage jobs. This section examines the potential impact of automation on minimum wage jobs and how workers can prepare for these changes.
17.1. Which Jobs Are Most at Risk?
Jobs that are repetitive, manual, and require little skill are most at risk of being automated. Examples include fast food workers, cashiers, and data entry clerks.
17.2. How Workers Can Prepare for Automation
Workers can prepare for automation by developing new skills, pursuing education and training, and seeking out jobs that are less likely to be automated.
17.3. Government and Industry Initiatives to Support Workers
Government and industry initiatives can help support workers who are displaced by automation. These initiatives may include job training programs, unemployment benefits, and financial assistance.
18. Minimum Wage and Small Businesses
Minimum wage policies can have a significant impact on small businesses, which often operate with tight margins. This section examines the challenges that small businesses face when dealing with minimum wage increases.
18.1. Challenges for Small Business Owners
Small business owners may struggle to afford minimum wage increases, potentially leading to reduced staffing, higher prices, or business closures.
18.2. Strategies for Managing Increased Labor Costs
Small business owners can manage increased labor costs by improving efficiency, raising prices, reducing employee benefits, or investing in automation.
18.3. Resources and Support for Small Businesses
There are several resources available to help small businesses navigate minimum wage laws and manage their labor costs. These include government programs, business associations, and financial assistance.
19. Understanding Prevailing Wage Laws
Prevailing wage laws require contractors working on public projects to pay their workers wages and benefits that are at least equal to the local prevailing wage. This section explains the purpose and impact of prevailing wage laws in Michigan.
19.1. What are Prevailing Wage Laws?
Prevailing wage laws are designed to ensure that workers on public projects are paid fair wages and benefits. They help to prevent contractors from undercutting local wages and exploiting workers.
19.2. Who is Covered by Prevailing Wage Laws?
Prevailing wage laws typically cover contractors and subcontractors working on public construction projects, such as roads, bridges, and government buildings.
19.3. How Prevailing Wages are Determined
Prevailing wages are determined by the Michigan Department of Labor and Economic Opportunity (LEO) based on surveys of local wages and benefits.
20. The Difference Between Minimum Wage and Market Wage
The minimum wage is a legally mandated minimum that employers must pay their workers. The market wage, on the other hand, is the wage that is determined by supply and demand in the labor market. This section explains the difference between these two concepts.
20.1. Factors That Influence Market Wage
Factors that influence the market wage include the availability of workers, the demand for labor, the skills and experience of workers, and the overall state of the economy.
20.2. When Market Wage is Higher Than Minimum Wage
In some cases, the market wage may be higher than the minimum wage. This can occur when there is a shortage of workers with specific skills or when the demand for labor is high.
20.3. The Role of Negotiation in Determining Wage
Negotiation can play a role in determining wage, especially for workers with valuable skills and experience. Workers who are able to negotiate effectively may be able to earn a higher wage than the minimum wage.
21. Fair Labor Standards Act (FLSA) and Michigan Law
The Fair Labor Standards Act (FLSA) is a federal law that sets minimum wage, overtime pay, and child labor standards. This section compares the FLSA to Michigan’s state laws and explains how they interact.
21.1. Key Provisions of the FLSA
The key provisions of the FLSA include setting a federal minimum wage, requiring overtime pay for hours worked over 40 in a workweek, and establishing child labor standards.
21.2. How Michigan Law Differs From the FLSA
Michigan law may differ from the FLSA in certain areas, such as the minimum wage rate and overtime provisions. In general, employers must comply with the law that provides the greater protection to employees.
21.3. When Federal Law Preempts State Law
Federal law can preempt state law when there is a conflict between the two. However, states are free to enact laws that provide greater protections to employees than federal law.
22. The Impact of Inflation on Minimum Wage
Inflation can erode the purchasing power of the minimum wage, making it harder for workers to afford basic necessities. This section examines the impact of inflation on the minimum wage and how it affects workers’ living standards.
22.1. How Inflation Affects Purchasing Power
Inflation reduces the purchasing power of money, meaning that workers need to earn more to maintain the same standard of living.
22.2. Adjusting Minimum Wage for Inflation
Some states and cities adjust their minimum wage for inflation to ensure that it keeps pace with the rising cost of living.
22.3. Alternative Measures of Economic Well-Being
Alternative measures of economic well-being, such as the Consumer Price Index (CPI), can provide a more accurate picture of how inflation is affecting workers’ living standards.
23. The Role of Education and Skills in Earning Potential
Education and skills play a significant role in determining a worker’s earning potential. This section examines how education and skills can help workers earn higher wages and improve their career prospects.
23.1. How Education and Training Increase Earning Potential
Education and training can equip workers with the skills and knowledge they need to perform higher-paying jobs.
23.2. Skills That Are in High Demand
Skills that are in high demand include technical skills, such as computer programming and data analysis, as well as soft skills, such as communication and problem-solving.
23.3. Resources for Education and Skills Development
There are several resources available to help workers develop new skills and improve their education, including community colleges, vocational schools, and online learning platforms.
24. Understanding the Michigan Workforce Opportunity Wage Act
The Michigan Workforce Opportunity Wage Act is the primary law governing minimum wage and overtime pay in the state. This section provides an overview of the Act and its key provisions.
24.1. Key Provisions of the Act
The key provisions of the Michigan Workforce Opportunity Wage Act include setting a minimum wage, requiring overtime pay, and establishing rules for tipped employees.
24.2. How the Act Protects Workers’ Rights
The Act protects workers’ rights by ensuring that they are paid at least the minimum wage, receive overtime pay for hours worked over 40 in a workweek, and are not discriminated against based on their wage.
24.3. Resources for Understanding the Act
There are several resources available to help workers understand the Michigan Workforce Opportunity Wage Act, including publications from the Michigan Department of Labor and Economic Opportunity (LEO) and legal counsel.
25. The Impact of Remote Work on Minimum Wage
The rise of remote work has raised new questions about minimum wage and labor laws. This section examines the impact of remote work on minimum wage and how it affects employers and employees.
25.1. Which State’s Laws Apply to Remote Workers?
Determining which state’s laws apply to remote workers can be complex and depends on various factors, such as the location of the employer, the location of the employee, and the terms of the employment agreement.
25.2. Challenges for Employers with Remote Workers
Employers with remote workers may face challenges related to compliance with labor laws, tracking employee hours, and ensuring that employees are paid correctly.
25.3. Best Practices for Managing Remote Workers
Best practices for managing remote workers include establishing clear policies and procedures, using technology to track employee hours, and providing regular communication and feedback.
26. The Economic Impact of Raising the Minimum Wage to $15
Raising the minimum wage to $15 per hour has been a topic of debate in many states and cities. This section examines the potential economic impact of such a change in Michigan.
26.1. Potential Benefits of a $15 Minimum Wage
Potential benefits of a $15 minimum wage include reducing poverty, boosting consumer spending, and improving workers’ living standards.
26.2. Potential Drawbacks of a $15 Minimum Wage
Potential drawbacks of a $15 minimum wage include job losses, higher prices for consumers, and reduced business competitiveness.
26.3. Studies and Analysis of the Impact of a $15 Minimum Wage
Several studies and analyses have examined the potential impact of a $15 minimum wage. The results of these studies have been mixed, with some finding positive effects and others finding negative effects.
27. Understanding “Bona Fide Meal and Rest Periods”
“Bona fide meal and rest periods” are breaks that employers are required to provide to employees under certain circumstances. This section explains the rules regarding meal and rest periods in Michigan.
27.1. Michigan’s Laws on Meal and Rest Breaks
Michigan law does not require employers to provide meal or rest breaks to employees, but if they do, certain rules apply.
27.2. Federal Regulations on Meal and Rest Breaks
Federal regulations do not require meal or rest breaks, but they do require employers to pay employees for short breaks of 20 minutes or less.
27.3. Best Practices for Providing Breaks to Employees
Best practices for providing breaks to employees include establishing clear policies, providing adequate break time, and ensuring that employees are not required to work during their breaks.
28. The Impact of Artificial Intelligence (AI) on Wages
Artificial Intelligence (AI) is rapidly transforming the job market, potentially impacting wages and employment levels. This section examines the potential impact of AI on wages in Michigan.
28.1. How AI Can Automate Tasks and Reduce Labor Costs
AI can automate tasks that were previously performed by humans, potentially reducing labor costs for businesses.
28.2. The Potential for AI to Create New Jobs
While AI may displace some jobs, it also has the potential to create new jobs in areas such as AI development, data analysis, and AI maintenance.
28.3. Strategies for Workers to Adapt to the AI-Driven Economy
Strategies for workers to adapt to the AI-driven economy include developing new skills, pursuing education and training, and seeking out jobs that are less likely to be automated.
29. Understanding the “80/20 Rule” for Tipped Employees
The “80/20 rule” is a guideline used by the U.S. Department of Labor to determine whether an employer can take a tip credit for tipped employees. This section explains the rule and how it applies in Michigan.
29.1. What is the “80/20 Rule”?
The “80/20 rule” states that an employer can only take a tip credit if the tipped employee spends at least 80% of their time performing duties that directly generate tips. If the employee spends more than 20% of their time performing non-tipped duties, the employer may not be able to take the tip credit.
29.2. How the Rule Impacts Employers and Employees
The “80/20 rule” impacts employers by limiting their ability to take a tip credit if employees spend too much time performing non-tipped duties. It impacts employees by ensuring that they are paid the full minimum wage for time spent performing non-tipped duties.
29.3. Examples of Tipped and Non-Tipped Duties
Examples of tipped duties include serving customers, taking orders, and providing customer service. Examples of non-tipped duties include cleaning, stocking shelves, and preparing food.
30. The Impact of COVID-19 on Minimum Wage Workers
The COVID-19 pandemic has had a significant impact on minimum wage workers, particularly those in industries such as hospitality and retail. This section examines the challenges that minimum wage workers have faced during the pandemic.
30.1. Job Losses and Reduced Hours
Many minimum wage workers have experienced job losses or reduced hours due to the pandemic.
30.2. Increased Health Risks
Minimum wage workers in essential industries have faced increased health risks due to their exposure to the public.
30.3. Government Assistance Programs
Government assistance programs, such as unemployment benefits and stimulus checks, have provided some relief to minimum wage workers during the pandemic.
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