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Georgia Minimum Wage FAQs

Posted by Kathy Harrington-Sullivan | Jun 24, 2015 | 0 Comments

In light of our recent blog on the minimum wage increases being enacted throughout the U.S., we think it's a good time to answer some of the most common questions people have about the minimum wage laws in Georgia.

While our answers below can provide some important insight about workers' rights, don't hesitate to contact the experienced Atlanta employment lawyers at Barrett & Farahany, LLP, LLP when you need:

  • Specific answers pertaining to you and your situation
  • Effective help holding an employer accountable for violating your rights.

Answers about Minimum Wage Laws in Georgia

Q – What is the minimum wage in Georgia?

Need answers about Georgia min. wage laws? If so, we have them. Check out these FAQs from our experienced Atlanta employment lawyers.

A – As of June 2015, the minimum wage in Georgia is $5.15. Georgia laws don't designate a different min. wage for tipped workers.

Given that Georgia's min. wage is less than the federal min. wage (which is currently $7.25/hr), the federal min. wage is the rate that employers in the state are required to comply with. In other words, the minimum hourly rate that workers should be receiving in Georgia is $7.25.

Q – What about overtime in Georgia?

A – Because Georgia does not have specific laws regarding overtime pay, workers in the state may qualify for this pay under the provisions of the federal Fair Labor Standards Act (FLSA).

Per the FLSA, overtime pay is due when an employee has worked more than 40 hours in a given workweek. When this is the case, the pay rate must be increased to 1.5 times the standard pay rate for every hour over 40 hours worked within a given workweek.

Here, it is important to point out that the FLSA does NOT apply to all businesses, though it will apply to many. Specifically, covered enterprises (i.e., the businesses that are obligated to comply with the FLSA) include those whose annual business volume is at least $500,000 (with some notable exceptions).

Q – What happens when employers fail to pay minimum wage?

A – If an employer is not paying workers at least min. wage (and that employer is not specifically exempt from doing so), it can face various penalties, including up to $1,100 for each violation of federal minimum wage laws. Additionally, the impacted workers can sue employers for back wages and other losses to recover the compensation to which they are entitled.

If you believe your employer has violated minimum wage laws, the best thing you can do is contact Barrett & Farahany, LLP today to find out more about your rights and best options for proceeding.

Atlanta Employment Lawyers at the Law Firm of Barrett & Farahany, LLP, LLP

Do you need help resolving an employment legal issue? If so, you can turn to the experienced Atlanta employment attorneys at the Law Firm of Barrett & Farahany, LLP, LLP for aggressive legal advocacy and the highest quality legal services.

At Barrett & Farahany, LLP, we believe in helping people and protecting their rights, which is why our attorneys always provide our clients personalized, responsive legal service. We work in true partnership with our clients to fully understand their needs and provide them with the best representation.

About the Author

Kathy Harrington-Sullivan

Kathy Harrington Sullivan is a Partner at Barrett & Farahany and manages the firm's case evaluation team. Because knowledge truly is power, Kathy and the Atlanta employment attorneys on her team regularly consult with and empower potentia...

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When you reach out to us, you will receive a complimentary consultation with one of our skilled Atlanta employment attorneys. During our initial consultation with you, we can help you to better understand your rights and will work with you to determine what course of action is in your best interest. We take great pride in providing assistance based on years of experience negotiating and litigating employment matters to protect employee interests. If you find yourself in need of dedicated legal representation, we are prepared to advocate on your behalf – our goal is always to protect employee victims of harassment, discrimination, and retaliation.

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