NYS Minimum Wage and Minimum Salary Increases
State and federal laws establish minimum wages for non-exempt employees and minimum salary levels for some exempt employees. Non-exempt employees must receive at least the higher of the state or federal hourly minimum wage for hours worked. Exempt employees must receive at least the higher of the state or federal salary levels.
New York State Minimum Wage Increase for Non-Exempt Employees
Effective December 31, 2019, New York State minimum wage increases to $11.80/hour.
Employers in the Upper New York Conference, regardless of number of employees, must pay non-exempt employees minimum wage. The minimum wage will continue to increase annually until it meets $12.50/hour on December 31, 2020. Future increases after 2020, will be determined by the NYS Director of Budget in consultation with the NYS Commissioner of Labor and will be announced on or before October 1 each year.
Non-exempt employees are entitled to overtime pay under the state and federal wage and hour laws. Overtime pay for non-exempt employees is calculated as time and one-half their regular rate of pay for all hours worked in excess of 40 hours in a workweek.
An updated NYS Minimum Wage poster must be posted at your work site for your employees to see by December 31, 2019. Once it is available, the Conference office will post it on our Church Employer webpage under Employment Law Compliance and Posters: Employment Law Compliance and Posters.
New York State Minimum Salary Increase for Exempt Employees
Effective December 31, 2019, New York State minimum salary for employees classified as exempt under the New York State Labor Law’s administrative and executive exemption increases to $885 per week or $46,020 per year. The minimum salary will increase to $937.50 per week or $48,750 on December 31, 2020. Employers in the Upper New York Conference, regardless of number of employees, must pay employees classified as exempt under the administrative and executive exemption the New York State minimum salary. See additional documents for more information on the New York State Labor Law’s administrative and executive exemption. (Click here for the administrative exemption FAQs. Click here for the executive exemption FAQs.)
Churches should review their wage and hour practices to ensure that their employees are classified properly as non-exempt or exempt and that current minimum wage and minimum salary levels are being paid to employees.
If you have any questions regarding the information contained in this notice, please contact Tracy Rickett, Human Resources Generalist, at email@example.com or 315-898-2017.