Pay, Minimum Wage & Raise Benchmark Watch

Why this is recommended

Knowing that raise budgets are 3.8 percent in your industry, that your state now requires a pay range in the posting, or that your noncompete became void is leverage worth thousands in one conversation.

What the Tab covers

Who it is for

Every employee heading into a review, an offer or a negotiation this year, and every hourly worker.

When it runs

Wage laws take effect on the first of the month and raise surveys publish early in the week, ahead of review conversations

Scope

Minimum wage, tipped wage and overtime thresholds by state and city; pay transparency, salary-history and pay-data laws; noncompete and non-solicit bans and rulings; merit, bonus and cost-of-living surveys from WorldatWork, Mercer, Payscale, ADP and the BLS Employment Cost Index; pay announcements by employers with over 50,000 workers; wage theft settlements with claims

Suggested task

The objective your Tab starts with. You can edit every line of it once the Tab is yours.

Minimum wage and overtime threshold changes by state and city, pay transparency and salary-history laws, noncompete bans, published raise and bonus budgets by industry, cost-of-living adjustments and large employer pay announcements, with the state or industry first.

Track US pay and workplace pay rules. Report only confirmed, source-backed items from the last 7 days: minimum wage, tipped wage and overtime threshold changes by state and city with effective dates; pay transparency, salary-history and pay-data reporting laws; noncompete and non-solicit bans or court rulings; published merit increase, bonus and cost-of-living survey results from WorldatWork, Mercer, Payscale, ADP and the BLS Employment Cost Index; pay announcements by employers with over 50,000 workers; and wage theft settlements with claims. Prefer state labor departments, DOL, BLS, court documents, survey publishers and established workplace reporting; ignore anonymous salary posts. Put the state, industry or employer first in the title and state the number. Use high severity for a wage law taking effect within 30 days or a noncompete rule change. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it affects, the number, how to use it, and the source link. If nothing qualifies, push nothing and submit the run receipt.