Who must post the Edgewater, CO Minimum Wage Poster?
- Beginning on January 1, 2024, Edgewater, CO, Ordinance 2023-07 establishes a local minimum wage for employers operating within the City of Edgewater, Colorado. The Edgewater Minimum Law (EMC § 6-18-10, et. seq.) was adopted with the intention of gradually increasing the Edgewater minimum wage rate until it is equal to the City and County of Denver’s minimum wage rate, and then to keep pace with Denver’s annual, inflation-adjusted minimum wage rate in each successive year.
- The law requires every employer of any person working at least four (4) or more hours per week within the geographic boundaries of the City of Edgewater to post the City’s notice of the currently effective minimum wage rate in a place which is prominent and easily accessible to all employees.
- Employers must display postings in English and Spanish.
What information does the Edgewater, CO Minimum Wage Poster provide?
- The Edgewater Minimum Wage Poster reflects the scheduled minimum wage rate increases for the first five years that the law is in operation. This covers the approved Edgewater minimum wage rates for 2024, 2025, 2026, 2027 and 2028.
- Beginning on January 1, 2029, and each year thereafter, the Edgewater minimum wage rate will be determined based on the Denver, CO, minimum wage rate.
- The Edgewater Minimum Wage Poster also clearly informs workers that it is against the law for an employer to pay wages below the Edgewater minimum wage rate, and encourages employees to report violations by filing a compliant with the City. Complaints can be filed by telephone, email, or by in-person appointment. Contact information for the City and the City’s website are provided.
How is the law enforced?
- An employee who believes their rights have been violated under the Minimum Wage Law may file a civil action against their employer within three years of the violation or may file a complaint with the City.
- An employer found in violation of the law is subject to civil fines and penalties, restitution of amounts due to an employee and any other court-ordered damages, and the suspension or revocation of the employer’s business license.