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Employers should review the hourly wage rates for employees working in any local jurisdictions listed above and make any necessary adjustments prior to July 1.
As a reminder, with remote workers, employers should pay attention to where such employees are located, as employees could be subject to local minimum wage and other ordinances they may not typically be when reporting to the worksite. Employers must remember that the applicability of local ordinances is largely based on where an employee is working; be careful not to assume that a local ordinance does not apply just because the physical worksite location an employee reports to might be somewhere else.
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