Hospitality Newsletter - January 2015

 

On December 29, 2014, Governor Cuomo signed a bill eliminating the annual wage notice requirement under the Wage Theft Prevention Act (“WTPA”). Before the bill, the WTPA required employers to provide their employees an annual notice with the employer’s contact information as well as the employee’s rate of pay, overtime rate (if applicable), allowances, and payday for the upcoming year. Employers are still required to give a wage notice to each new employee at the time of hire and obtain signed acknowledgments confirming employee receipt. The notice must be in English and in the employee’s primary language. Failure to provide the notice to new hires may subject the employer to certain civil penalties of up to $5,000 per violation.

Employees of the hospitality industry must also receive a notice when their pay rate changes. With minimum wage increases taking effect in 2015 and 2016, employees in the hospitality industry earning minimum wage must receive wage notices when these increases take effect. Section 146-2.2 of the Hospitality Wage Order includes a wage notice template that meets these requirements (see link below). Executive and administrative employees are exempt from the Hospitality Wage Order and its additional wage notice requirement.

 

On December 29, 2014, Governor Cuomo signed a bill eliminating the annual wage notice requirement under the Wage Theft Prevention Act (“WTPA”). Before the bill, the WTPA required employers to provide their employees an annual notice with the employer’s contact information as well as the employee’s rate of pay, overtime rate (if applicable), allowances, and payday for the upcoming year. Employers are still required to give a wage notice to each new employee at the time of hire and obtain signed acknowledgments confirming employee receipt. The notice must be in English and in the employee’s primary language. Failure to provide the notice to new hires may subject the employer to certain civil penalties of up to $5,000 per violation.

Employees of the hospitality industry must also receive a notice when their pay rate changes. With minimum wage increases taking effect in 2015 and 2016, employees in the hospitality industry earning minimum wage must receive wage notices when these increases take effect. Section 146-2.2 of the Hospitality Wage Order includes a wage notice template that meets these requirements (see link below). Executive and administrative employees are exempt from the Hospitality Wage Order and its additional wage notice requirement.

 

On December 29, 2014, Governor Cuomo signed a bill eliminating the annual wage notice requirement under the Wage Theft Prevention Act (“WTPA”). Before the bill, the WTPA required employers to provide their employees an annual notice with the employer’s contact information as well as the employee’s rate of pay, overtime rate (if applicable), allowances, and payday for the upcoming year. Employers are still required to give a wage notice to each new employee at the time of hire and obtain signed acknowledgments confirming employee receipt. The notice must be in English and in the employee’s primary language. Failure to provide the notice to new hires may subject the employer to certain civil penalties of up to $5,000 per violation.

Employees of the hospitality industry must also receive a notice when their pay rate changes. With minimum wage increases taking effect in 2015 and 2016, employees in the hospitality industry earning minimum wage must receive wage notices when these increases take effect. Section 146-2.2 of the Hospitality Wage Order includes a wage notice template that meets these requirements (see link below). Executive and administrative employees are exempt from the Hospitality Wage Order and its additional wage notice requirement.

 

On December 29, 2014, Governor Cuomo signed a bill eliminating the annual wage notice requirement under the Wage Theft Prevention Act (“WTPA”). Before the bill, the WTPA required employers to provide their employees an annual notice with the employer’s contact information as well as the employee’s rate of pay, overtime rate (if applicable), allowances, and payday for the upcoming year. Employers are still required to give a wage notice to each new employee at the time of hire and obtain signed acknowledgments confirming employee receipt. The notice must be in English and in the employee’s primary language. Failure to provide the notice to new hires may subject the employer to certain civil penalties of up to $5,000 per violation.

Employees of the hospitality industry must also receive a notice when their pay rate changes. With minimum wage increases taking effect in 2015 and 2016, employees in the hospitality industry earning minimum wage must receive wage notices when these increases take effect. Section 146-2.2 of the Hospitality Wage Order includes a wage notice template that meets these requirements (see link below). Executive and administrative employees are exempt from the Hospitality Wage Order and its additional wage notice requirement.

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