Legal Resources

Wage Parity Legal Resources

What does the Wage Parity law mean to me?

Below you will find county benefit rates and links to different websites that can help you make informed decisions.

The content provided is for information purposes only and is not legal advice. Please consult with a lawyer for legal assistance.

Ask a Question >

Wage Parity Rates for New York Home care

Future rates for 12/31/2016 - 12/2017

Base Pay Additional Wages Supplemental Wages Total Compensation
New York City
(Large Employer) *
$11.00 $1.69 $2.40 $15.09
New York City
(Small Employer) *
$10.50 $1.69 $2.40 $14.59
Nassau County $10.00 - $3.22 $13.22
Suffolk County $10.00 - $3.22 $13.22
Westchester County $10.00 - $3.22 $13.22

Current rates for 3/2016 - 12/2016

Base Pay Additional Wages Supplemental Wages Total Compensation
New York City $10.00 $1.69 $2.40 $14.09
Nassau County $10.00 - $3.22 $13.22
Suffolk County $10.00 - $3.22 $13.22
Westchester County $10.00 - $3.22 $13.22

Past rates for 3/2015 - 2/2016

Base Pay Additional Wages Supplemental Wages Total Compensation
New York City $10.00 $1.69 $2.40 $14.09
Nassau County $10.00 - $1.50 $11.50
Suffolk County $10.00 - $1.50 $11.50
Westchester County $10.00 - $1.50 $11.50

Source

Large Employer: Those with 11 or more total employees.
Small Employer: Those with 10 or fewer total employees.

Definitions

Definitions

Total Compensation:

May be satisfied entirely through wages, or through a combination of wages, additional wages and supplemental wages, with the following limitations:

The Base Wage:

is the minimum amount of the Total Compensation that must be paid directly to workers as regular hourly wages for all hours worked.

Additional Wages:

Are the amount of the Total Compensation that employers may satisfy through additional payments directly to workers for hours not worked and for differentials and premiums other than overtime. Examples include paid leave (vacation, holiday, sick and personal days) and differentials or premiums for certain shifts (nights, weekends and holidays) or assignments (sleep-in or live-in work, care for multiple clients during the same shift). Additional Wages do not include overtime compensation required under FLSA or State minimum wage orders or extra compensation creditable toward required overtime compensation for hours worked in excess of normal, regular or maximum daily or weekly hours. The Additional Wage portion can also be satisfied either directly, by increasing the Base Wage rate, or indirectly, by increasing the Supplemental Wage rate.

Supplemental Wages:

Are the amount of Total Compensation that employers may satisfy indirectly, for example, by providing health insurance required by federal law.

Online Links and Resources