Massachusetts Minimum Fair Wage Law Workplace Notice

This workplace notice is issued in accordance with the provisions of Massachusetts General Laws [M.G.L. c. 151, §16] and the Code of Massachusetts Regulations [455 C.M.R. §2.03(8)], which require that employers post it in a conspicuous location.

MASSACHUSETTS MINIMUM WAGE:

Effective January 1, 2008--$8.00 per hour

WHO IS COVERED:

The minimum wage applies to all employees who work in the occupations as
defined in Chapter 151. There are some occupations which are exempt from
minimum wage. M.G.L. c. 151, §7. Employees may contact their employer or
the Fair Labor and Business Practices Division for a list of exemptions.

SERVICE (tipped) EMPLOYEES:

Effective January 1, 1997 - $2.63 per hour

OVERTIME:

Employees working over 40 hours in any work week must be paid at least 1 ½
times their regular rate of pay. 455 C.M.R. §2.02(4), 2.03(3). Some occupations
are exempt from these overtime provisions. Examples include: executives, fishermen, outside salespersons and employees of non-profit schools and colleges. M.G.L. c. 151, §1A. Employees may check with their employer or the Fair Labor and Business Practices Division for a list of exemptions.

SPECIAL SUB-MINIMUM WAGES:

Special sub-minimum wages may apply to certain types of employment, such as learners, apprentices and student employees. 455 C.M.R. §2.03(5-7). Please check to see if you fall within one of the employment categories.

MINIMUM DAILY HOURS:

An employee who, by request or permission of the employer, reports for duty on any day at the time set by the employer, regardless of whether actual work is assigned, shall be paid for at least 3 hours at not less than the applicable minimum wage. 455 C.M.R. §2.03(1)(a). For exceptions to this requirement contact the Fair Labor and Business Practices Division.

EMPLOYEE STATUS:

A bona-fide employee may not have his/her status as an employee changed to that of a non-employee by contract or other arrangement. M.G.L. c. 151§19(4).

ANTI-KICKBACKS:

An employee shall not, by agreement or coercion, be required to give back to the employer minimum wages earned or to accept less than the full amount of wages due. M.G.L. c. 151 §19(5).

EMPLOYER RECORDS:

Employers are required to keep true and accurate payroll records for at least two years after the entry date for the record. These records must contain, at a minimum, the name, address, social security number, and occupation of each employee, as well as the amount paid to each employee each pay period and the hours worked each day and week by each employee. These records must be furnished upon request. M.G.L. c. 151, §15, 455 C.M.R. §2.03(9).

NON-DISCRIMINATION:

An employer shall not discriminate against nor discharge an employee for making a complaint alleging a violation of the Minimum Fair Wage Law, or because the employer believes that an employer might file a complaint, or for testifying in any investigation or proceeding relating to the Massachusetts Fair Wage Law. M.G.L. c. 151, §19(1), 455 C.M.R. §2.03(13).

QUESTIONS OR COMPLAINTS:

Questions regarding the Massachusetts Fair Wage Law, or complaints of alleged
violations, should be directed to the Office of the Attorney General, Fair Labor
and Business Practices Division at any of the following offices:

200 Portland Street, Boston, MA 02114,
Telephone: (617) 727-3476

165 Liberty Street, Springfield, MA 01103
Telephone: (413) 784-1128

184 North Street, Pittsfield, MA 01201
Telephone: (413) 447-7324, Ext. 314

105 William Street, First Floor, New Bedford, MA 02740
Telephone: (508) 990-9700

One Exchange Place, Worcester, MA 01608
Telephone: (508) 792-7600