MightyRecruiterState and federal wage and hour laws regulate the time employees spend working and how much they are compensated for their time. These laws may address topics such as minimum wage, what qualifies as time worked, tips, overtime, what employers are required to pay their workers, and rest and meal breaks. Fully understanding wage and hour laws is crucial for all employers to avoid the potential criminal or civil issues that may result from violations.
Minimum Wage in Pennsylvania
The minimum wage in Pennsylvania is set at $7.25 for each hour worked. Pennsylvania’s minimum wage is equal to the amount mandated by federal law.
Minimum Wage of Tipped Workers: Pennsylvania employers can pay workers who receive tips $2.83 per hour provided they earn at least $30 per month in tips. If their total earnings do not add up to the state’s minimum wage, then employers must make up the difference. This is in line with the federal regulations, which are based on the same principle and allow employers to pay tip earners less than the minimum wage. Pennsylvania employers are obligated to act in accordance with the state’s law.
Does Minimum Wage Apply to Me: Wage and hour laws apply to most employers in the state of Pennsylvania. Employees exempt from these regulations include farm laborers, domestic service workers, newspaper delivery employees, outside salesmen, seasonal workers who are under 18 and golf caddies. For more information about who is covered and who is not, refer to the Pennsylvania Department of Labor and Industry.
When Are Raises Required: Pennsylvania’s wage and hour regulations do not cover raises. Instead, pay increases are based on agreements between employers and their employees. Generally, raises are given based on factors, including productivity and work quality.
Work Hours in Wyoming
Neither Pennsylvania nor federal law establish limits on the number of hours employees can work in a day or workweek. All employees who are over the age of 16 are free to determine for themselves how many hours per day or week they are able to work.
Paying Overtime: The overtime laws in Pennsylvania are in line with those established by federal regulations. Employers must pay employees 1 1/2 times their regular pay rate for every hour over 40 hours they work in a workweek. While most employers are required to comply with these laws, there are numerous exemptions. For example, workers who provide farm labor are generally not covered by overtime laws, nor are academic administrators and teachers in public schools.
Guaranteed Breaks and Meals: Pennsylvania law does not include provisions regarding breaks for rests or meals. There is an exception for nursing mothers. Federal law specifies that new mothers must be allowed time to express milk or breastfeed for up to one year after they give birth. If employers offer rest and meal breaks, any workers who work through their breaks must be paid for that time. Shorter breaks, lasting between five and 20 minutes, are considered part of a normal work day, and thus, are paid.
Paid Time-off and Sick Pay: Pennsylvania employers are not required by state or federal law to offer paid time-off or sick pay. Any agreements regarding benefits such as vacation pay, sick leave or severance pay are arranged by employers.
Notice Period for Employee Termination: The state of Pennsylvania is an at-will employment state. This means that, unless they have a contract that stipulates otherwise, employers are able to end workers’ employment at any time for any reason.
Plant Closings & Layoffs: While Pennsylvania does not have specific laws relating to layoffs, employers in the state have to adhere to the federal Worker Adjustment and Retraining Notification Act. This is applicable to employers who have more than 100 full-time workers, as well as mass closings and layoffs. Under certain circumstances, the act specifies that Pennsylvania employers must give 60 days’ notice when laying off workers or closing plants.
Legal Disclaimer
The content on our website is only meant to provide general information and is not legal advice. We make our best efforts to make sure the information is accurate, but we cannot guarantee it. Do not rely on the content as legal advice. For assistance with legal problems or for a legal inquiry please contact you attorney.