44 | Classification Guidebook © 2024 Seyfarth Shaw LLP | www.seyfarth.com Please sign below and return this notice to [____________] in HR to confirm your receipt and understanding of it. Employee Acknowledgment By signing below, I acknowledge that I have received the foregoing information regarding my pay rate, overtime rate, and pay day, that I have been given this pay notice in English, and that English is my primary language. Employee’s Signature Employer’s Signature Date: Date: Recordkeeping Note: Regardless of whether the notice includes a signature block, a copy should be given to the employee, and the original should be kept in the employee’s personnel or compensation file (e.g., New York requires that the original be kept 6 years). Whenever the acknowledgment and signature block are used in a notice, an employer signature and date should be provided even if the employee never signs. If the employee refuses to sign the acknowledgment, add a note to the effect that the employee was shown the wage notice but refused to sign it. 2. Notice to Employees Whose Pay, But Not Duties, Will Change Written notice of a change in pay is required in various jurisdictions, such as: Alaska (posting sufficient), California, Colorado (posting sufficient), Connecticut, Delaware (posting sufficient), DC (mandates the use of this form for pay rate changes: Notice of Hire-English_OWH_2024.pdf (dc.gov)), Pinellas County (FL), Hawaii (posting sufficient), Idaho (only for decrease in pay), Illinois, Iowa (posting sufficient), Kansas (at employee request and posting sufficient), Louisiana (posting sufficient), Maine, Maryland (with the exception of an increase), Minnesota, Minneapolis (MN), Missouri (only for a decrease in pay), Montana (posting sufficient), Nebraska, Nevada, New Hampshire, New Jersey, New York, North Carolina (with the exception of an increase), Pennsylvania (posting sufficient), Rhode Island, South Carolina (with the exception of an increase), Tennessee (only for decrease in pay), Utah (posting sufficient), West Virginia (posting sufficient), and Seattle (WA). Note: Clients should consult Seyfarth’s Survey Center for the most up to date list. Despite the exceptions noted, we generally recommend that the company provide employees with advance, written notice of any change so that it will have proof that each employee has, in fact, received advance notice of the change. Notice should be given at least two weeks or one pay period before the change takes effect, whichever is longer, except in Missouri, which requires 30 days’ notice of any wage reduction.
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