How to Find Kentucky Minimum Wage Laws

In the United States, the federal minimum wage laws apply to most employed individuals across the country, unless their individual state has its own minimum wage laws that represent a higher hourly wage. Kentucky's policy is to not specify "dollar minimums" in terms of minimum wage, and the state simply defers to the prevailing federal minimum wage rate. Read on for more information.

Instructions

Difficulty: Easy

1. Expect to receive less than the current federal minimum wage in Kentucky if your employer offers you a "training wage" or "youth minimum wage" while you learn on the job. However, this lower wage must increase to the federal minimum rate after 90 days of employment.
2. Be prepared to count your tips carefully if you work in the hospitality industry (such as a waiter in a restaurant) and regularly receive tips in excess of $30 per month. In this case, the employee may keep all tips, but the employer is obligated to pay only $2.13 per hour, on the assumption that tips and wages equate to the federal minimum.
3. Be aware that certain occupations--such as domestic services, newspaper delivery or certain jobs in the agriculture and fishing industries--are exempt from minimum wage laws. To learn if your occupation is exempt, check with the U.S. Department of Labor (see Resources below).
4. Realize that being a full-time student also exempts you from receiving minimum wage in Kentucky.
5. Get legal help from an experienced employee rights attorney if you believe your employer has violated your rights under the federal wage laws as protected by the Fair Labor Standards Act. You may also file a complaint with the Wage and Hour Division Office of Kentucky (see Resources below).

Tips & Warnings

• Legislation has been introduced to increase the minimum wage in Kentucky, including the loss of the tip credit previously afforded to employers in the hospitality industry. However, this legislation has not passed to date.
• Violating an employee's rights under the Fair Labor Standards Act constitutes a federal crime. As such, the employer may incur fines, civil penalties and litigation fees in addition to paying recompense to the employee.
• Once a violation is filed, employers have 15 days to respond.