Last updated on: December 22nd, 2022
Hours & Pay Regulations
State law does not require employers to provide any type of employee fringe benefits such as holiday pay, PTO, vacation pay, etc. to their employees. However, when an employer chooses to provide such benefits that the employer is responsible for establishing a written policy outlining how those benefits are earned and paid.
As of January 1, 2022, the state’s hourly minimum wage is $8.75.
The above information on minimum wages might not be up to date & subject to change. Kindly access the DOL website for the current rates.
An employee shall be entitled to a total of twelve weeks of unpaid family leave, following the exhaustion of all his or her annual and personal leave, during any twelve-month period:
- Because of the birth of a son or daughter of the employee; or
- Because of the placement of a son or daughter with the employee for adoption; or
- In order to care for the employee’s son, daughter, spouse, parent or dependent who has a serious health condition.
In the case of a son, daughter, spouse, parent or dependent who has a serious health condition, such family leave may be taken intermittently when medically necessary. An employee may take family leaves on a part-time basis and on a part-time leave schedule, but the period during which the number of workweeks of leave may be taken may not exceed twelve consecutive months, and such leave shall be scheduled so as not to disrupt unduly the operations of the employer.
If a leave because of birth or adoption is foreseeable, the employee shall provide the employer with two weeks, written notice of such expected birth or adoption. If a leave under this section is foreseeable because of planned medical treatment or supervision, the employee:
- Shall make a reasonable effort to schedule the treatment or supervision so as not to disrupt unduly the operations of the employer, subject to the approval of the health care provider of the employee’s son, daughter, parent or dependent; and
- Shall provide the employer with two weeks, written notice of the treatment or supervision.
- Not make reasonable accommodations to the known limitations related to the pregnancy, childbirth, or related medical conditions of a job applicant or employee, following delivery by the applicant or employee of written documentation from the applicant’s or employee’s health care provider that specifies the applicant’s or employee’s limitations and suggesting what accommodations would address those limitations, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity; or
- Deny employment opportunities to a job applicant or employee, if such denial is based on the refusal of the covered entity to make reasonable accommodations to the known limitations related to the pregnancy, childbirth, or related medical conditions of an employee or applicant; or
- Require a job applicant or employee affected by pregnancy, childbirth, or related medical conditions to accept an accommodation that such applicant or employee chooses not to accept; or
- Require an employee to take leave under any leave law or policy of the covered entity if another reasonable accommodation can be provided to the known limitations related to the pregnancy, childbirth, or related medical conditions of an employee.
employees. (§29-6-27 & §29-6-28).