Village Manager s Office

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1 Village Manager s Office SUBJECT: Consideration of a Text Amendment to Chapter 22 of the Code regarding applicability of Cook County s Paid Sick Leave & Minimum Wage Ordinances within the Village of Glenview AGENDA ITEM: 11.k. MEETING DATE: May 16, 2017 VILLAGE MANAGER S REPORT TO: Village President and Board of Trustees FROM: Jeff Rogers, Planning Manager, (847) Joe Kenney, Director of Community Development, (847) Eric Patt, Village Attorney, (847) THROUGH: Don Owen, Interim Village Manager, (847) PURPOSE AND ACTION REQUESTED: Staff requests consideration of a draft ordinance regarding whether Cook County s Paid Sick Leave and Minimum Hourly Wage ordinances currently scheduled to take effect July 1, 2017 will be applicable within the Village of Glenview. BACKGROUND: In October 2016, the Cook County Board of Commissioners passed two (2) ordinances affecting employers and employees throughout the County regarding paid sick leave and minimum hourly wages, respectively. At their regular meeting on May 2, 2017, the Board of Trustees requested public comment regarding these two (2) county ordinances including evidence and statistics which may demonstrate the benefits and impacts of the ordinances on local businesses and residents. Since adoption by the Cook County Board of Commissioners, eighteen (18) home rule municipalities have voted to opt-out of both of these ordinances. Forty-nine (49) municipalities have affirmed their intent to abide by the provisions of both County ordinances, have enacted a local ordinance which is more restrictive, or do not have home rule powers to initiate their exclusion from the two ordinances. An additional eight (8) municipalities have confirmed plans to formally consider whether to opt-out of these ordinances before July 1, The remaining fifty-five (55) home rule municipalities throughout Cook County would be bound by the requirements of both ordinances effective July 1, 2017 if they take no formal board action before that date. 1

2 The following table provides a summary of the communities who have made a determination regarding whether to participate in the County s Paid Sick Leave and Minimum Hourly Wage ordinances: Opted Out Will consider Opting Out before 07/01 Will participate Arlington Heights Barrington Bedford Park ** Elk Grove Village Elmwood Park Hanover Park Mount Prospect Oak Forest Palatine Palos Park River Forest Rolling Meadows Rosemont Schaumburg Streamwood Tinley Park Western Springs Wheeling Bartlett Des Plaines Elgin Hoffman Estates Northbrook Morton Grove Niles Park Ridge Unincorporated Areas Bedford Park ** Blue Island* Broadview* Brookfield* Calumet City Chicago Crestwood* Dixmoor* Evanston Flossmoor* Ford Heights* Forest Park* Frankfort* Franklin Park* Glencoe* Hickory Hills* Hinsdale* Hometown* Homewood* Indian Head Park* Justice* Kenilworth* La Grange* La Grange Park* Lemont* Lynwood* Lyons* Markham* Matteson* Merrionette Park* North Riverside* Olympia Fields* Orland Hills* Palos Heights* Palos Hills* Prospect Heights* Richton Park* River Forest* River Grove* Riverside* Roselle* Sauk Village* South Chicago Heights* Steger* Summit* Westchester* Western Springs* Willow Springs* Worth* * This municipality does not possess home rule authority ** Opted out of Paid Sick Leave ordinance only 2

3 GLENVIEW EMPLOYMENT DATA: The following statistics regarding employment within the corporate limits of the Village of Glenview were derived from the U.S. Census Bureau and the State of Illinois Department of Employment Security. Job Counts & Wages in Glenview ( ) 35,000 30,000 25,000 20,000 15,000 10,000 5, >$1,250/month <$1,250/month From 2002 to 2014, the total number of jobs in Glenview increased from 26,219 to 34,349 (+8,130). Job Counts in Glenview by Monthly Earnings (2014) 5,648 of 34,349 Glenview jobs (16.4%) paid workers less than $1,250 per month. 3

4 Job Counts in Glenview by Worker Age (2014) In 2014, 6,457 (18.8%) of all Glenview jobs were held by workers age 29 years or younger. Top 5 NAICS Industry Sectors in Glenview (2014) 3/5 of Glenview s top NAICS sectors traditionally include high concentrations of minimum wage workers. 4

5 EARNED PAID SICK LEAVE: On October 5, 2016, the Cook County Board of Commissioners passed an ordinance establishing requirements for employers to provide all employees working more than approximately 5 hours per week a minimum accrual of paid sick leave. The specific provisions for paid sick leave accruals are outlined in the following table: Proposed Sick Leave Requirements Current Required Minimum Required Accruals effective 07/01/2017 Accruals a. Any employee who works at least 80 hours within any 120-day period shall accrue 1 hour of paid sick leave for every 40 hours worked, up to a maximum sick leave accrual of 40 hours per year (unless an Employer sets a higher limit). None b. Any employee may carry over up to 50% of their unused accrued paid sick leave from one 12-month accrual period to the next 12-month accrual period, up to a maximum of 20 hours. c. An employer shall allow a covered employee to begin using Earned Paid Sick Leave no later than the 180th calendar day following commencement of the employee s employment. d. An employer is not required to provide financial or other reimbursement to any employee for unused Earned Paid Sick Leave (unless required via an applicable collective bargaining agreement). Within the text of the County s ordinance, the Cook County Board of Commissioners cited an estimate from the Civic Consulting Alliance that provisions consistent with Cook County s paid sick leave ordinance would result in an increase in labor costs of % for most employers, assuming that not all employees would accrue paid sick leave, not all earned paid sick leave would be used, and that unused earned paid sick leave would not be paid. According to the Cook County Board of Commissioners: a. Approximately 840,000 of 2,100,000 (40%) of workers in Cook County currently accrue/receive no paid sick leave; b. Earned sick leave has a positive effect on the health of employees, their family members, fellow employees, and the general public; c. Earned sick leave reduces healthcare expenditures by promoting access to primary preventative care and reduces reliance of emergency care, and if earned sick leave were provided nationwide hospital emergency department costs would decrease by $1.1 billion; and d. Nearly one (1) in four (4) American women report domestic violence by an intimate partner, nearly one (1) in five (5) women have been raped, and nearly one (1) in six (6) women have been 5

6 stalked. Many workers, men and women, need time off to care for themselves after these incidents, or to find solutions, such as protective orders or new housing, to avoid or prevent further domestic or sexual violence. Without paid time off, employees are in grave danger of losing their jobs, which can be devastating when victims need economic security to ensure their own safety and that of their children. The County is expected to issue additional rules clarifying applicability, enforcement, and similar interpretations of the ordinance before June 1. When available, the final rules will be posted to the County s website at the following URL: Additional Information Regarding Earned Paid Sick Leave In addition to direct labor costs for shift coverage, some small business owners cite additional indirect costs of paid sick leave requirements including those relating to increased clerical demands, training, and software tracking systems needed to implement and track paid sick leave accruals. Independent studies of three existing mandatory paid sick leave ordinances (in Connecticut, San Francisco, and Seattle), workers who accrued the equivalent of five (5) paid sick leave days used on average three (3) paid sick leave days per year. According to the Bureau of Labor Statistics, in the United States in 2016 only 34% of the lowest 25% of wage earners accrued paid sick leave while 87% of the highest 25% of wage earners accrued paid sick leave. Several pieces of public correspondence received by staff prior to the distribution of the packet materials to the board on Friday, May 12, 2017 including additional considerations regarding this issue are attached to this report. 6

7 MINIMUM HOURLY WAGE: In Illinois, the current minimum hourly wage for employees who do not receive gratuities is $8.25. This wage was enacted by State statute in 2010 and has not been increased since that time. In Illinois, an employee working 40 hours per week while earning minimum wage has a gross income of $330/week, and $17,160/year. In 2014, 63% of Illinois voters supported a non-binding referendum to increase the minimum wage from $8.25 to $ In December 2016, the Illinois State Senate passed a minimum wage bill which would increase the State of Illinois minimum wage for employees 18 and older to $11.00 USD, but the bill has not yet been slated for consideration by the Illinois State House of Representatives or the Governor. On October 26, 2016, the Cook County Board of Commissioners passed an ordinance establishing a schedule for annual increases in the minimum hourly wage for employees who do not receive gratuities from the State of Illinois s current minimum wage of $8.25 to $13.00 by July The specific schedule for annual wage increases is outlined in the following table: Proposed Minimum Hourly Wage Requirements for Employees Who Do Not Receive Gratuities Current 07/01/17 07/01/18 07/01/19 07/01/20 Each Year Thereafter $8.25 $10.00 $11.00 $12.00 $13.00 Prior year s minimum wage adjusted for any positive annual Consumer Price Index (CPI) increase or 2.5%, whichever is less Separately, the current minimum hourly wage for employees who do receive gratuities would not increase until July 1, 2018 at which time the current rate of $4.95 would be increased by any positive annual CPI increase or 2.5%, whichever is less. Subsequent increases would be imposed annually each July 1st according to the same formula. Proposed Minimum Hourly Wage Requirements for Employees Who Receive Gratuities Current 07/01/18 Each Year Thereafter $4.95 Prior year s minimum wage adjusted for any positive annual Consumer Price Index (CPI) increase or 2.5%, whichever is less Prior year s minimum wage adjusted for any positive annual Consumer Price Index (CPI) increase or 2.5%, whichever is less 7

8 All annual increases to either minimum hourly wage would be rounded to the nearest $0.05 and no increases to either minimum hourly wage would be imposed in any year where the Cook County unemployment rate exceeds 8.5%. The County is expected to issue additional rules clarifying applicability, enforcement, and similar interpretations of the minimum hourly wage ordinance before June 1. When available, the final rules will be posted to the County s website at the following URL: The rulemaking committee has acknowledged that they will consider adding not-for-profit organizations to the exemption list, but this cannot be confirmed until the final text of the rules becomes available. Projected Cost Analysis Please refer to pages of this report to view sample matrices depicting projected costs to business owners who currently employ permanent and/or seasonal minimum wage workers, including iterations for several various staffing models. Future Participants in Cook County Real Estate Tax Incentive Programs On March 22, 2017, the Cook County Board of Commissioners approved an ordinance amending the provisions of the County s various Real Estate Tax Incentive Programs to require all future requestors of tax incentives through the 6B & 7B incentive programs to comply with both Cook County s minimum wage & paid sick leave ordinances. In following, regardless whether the Village decides to participate or opt out of the County s paid sick leave and minimum wage requirements, future applicants in Glenview for these tax incentives would be bound by the County s paid sick leave and minimum wage requirements. Additional Information Regarding the Minimum Hourly Wage According to the Economic Policy Institute, after adjusting for inflation today s minimum wage has its lowest real value since Home rule municipalities who have previously opted out of the minimum hourly wage ordinance have cited several reasons for their respective decisions, including an assertion that any minimum wage and/or paid sick leave requirement would be best enacted at the State level to ensure equity among municipalities and to avoid competitive disadvantages. Municipalities adjacent to collar counties have cited a strategic disadvantage to their communities in regard to businesses with the option of locating within their communities vs. choosing adjacent communities outside of Cook County where expenses due to wages will be lower. Business owners have indicated that changes to the minimum wage increase pressures on businesses to raise wages for employees currently making more than minimum wage as current wages for these employees would be devalued by any increase to the minimum wage. Several pieces of public correspondence received by staff prior to the distribution of the packet materials to the board on Friday, May 12, 2017 including additional considerations regarding this issue are attached to this report. 8

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10 POTENTIAL OPTIONS: As a home rule municipality, the Village of Glenview may choose to apply any of the following eight (8) strategies regarding either or both ordinances: A. Forego any action and allow both ordinances to take effect on July 1, 2017; B. Forego action before July 1, 2017 and allow the initial minimum wage increase from $8.25 to $10.00 and paid sick leave requirements to take effect, but revisit the issue after July 1, 2017 before additional future minimum wage increases take effect; C. Allow the paid sick leave ordinance to take effect, but adopt an ordinance which opts out of the minimum wage ordinance. D. Allow the minimum wage ordinance to take effect, but adopt an ordinance which opts out of the paid sick leave ordinance. E. Allow the paid sick leave ordinance to take effect, but adopt an alternate minimum wage ordinance applicable only within the Village of Glenview; F. Allow the minimum wage ordinance to take effect, but adopt an alternate paid sick leave ordinance applicable only within the Village of Glenview; G. Adopt an ordinance which opts out of both of these Cook County ordinances in favor of new local paid sick leave and minimum hourly wage requirements applicable only within the Village of Glenview. H. Adopt an ordinance which opts out of both of these Cook County ordinances in favor of compliance with existing State and federal requirements. If the Glenview Board of Trustees would like to consider opting out of either or both of these ordinances, it is advised that the Board take action prior to the effective date of the Cook County ordinances to ensure that employers and employees can operate in full compliance with current State of Illinois statutes without adjusting to comply with Cook County requirements and subsequently readjusting to return to current State of Illinois requirements. Among options A through H as outlined above, options E, F, and G each would require development of a local process and authority for monitoring compliance with any ordinance to be applicable only within the Village s corporate limits. Sample Draft Ordinance Staff has drafted a sample ordinance which demonstrates how the Village may exercise its home rule powers to opt out of both of the County s ordinances. The proposed ordinance would be comprised of a text amendment to Chapter 22 of the Municipal Code in regard to regulations for businesses and would allow businesses within the corporate limits of Glenview to ignore any County regulation relating to paid sick leave and/or minimum hourly wage, provided however that said business operates in full compliance with all State and federal requirements at all times. The draft is provided for reference and consideration by the Board of Trustees only to facilitate action by the Board in the event that there may be consensus regarding the adoption of an ordinance after consideration at the May 16, 2017 meeting. 10

11 ATTACHMENTS: 1. Draft Ordinance 2. Excerpt from Draft Minutes of May 2, 2017 Village Board of Trustees Meeting 3. Sample Projected Costs for Permanent Employees 4. Sample Projected Costs for Seasonal Employees 5. Cook County Sick Leave Ordinance ( ) 6. Cook County Minimum Wage Ordinance ( ) 7. Illinois Minimum Wage Law (820 ILCS 105) 8. Glenview Considers Opting Out of County Wage, Sick Time Laws Glenview Journal 9. Chamber of Commerce Survey Results 10. Public Correspondence 11

12 Text Amendment to Chapter 22 Businesses clarifying applicable laws governing Paid Sick Leave and Minimum Hourly Wages 05/16/2017 ORDINANCE NO. AN ORDINANCE IDENTIFYING HOME RULE CONFLICTS WITH CERTAIN COUNTY ORDINANCES REGARDING PAID SICK LEAVE AND MINIMUM HOURLY WAGE WHEREAS, the Village of Glenview (the Village ) is a home rule municipality in accordance with the Constitution of the State of Illinois of 1970; WHEREAS, the Village has the authority to adopt ordinances and to promulgate rules and regulations that pertain to its government and affairs that protect the public health, safety, and welfare of its citizens; WHEREAS, Article VII, Section 6(c) of the Constitution of the State of Illinois of 1970 provides that when a county ordinance conflicts with an ordinance of a home rule municipality, the municipal ordinance shall prevail within its jurisdiction; WHEREAS, the County of Cook Board of Commissioners adopted ordinance (the Sick Leave Ordinance ) on October 5, 2016, which stipulates minimum paid sick leave accruals for employees throughout the county; WHEREAS, the County of Cook Board of Commissioners adopted ordinance (the Minimum Wage Ordinance ) on October 16, 2016, which stipulates scheduled increases in the minimum hourly wage paid to employees throughout the county; and WHEREAS, the corporate authorities find it in the public interest to amend the Glenview Municipal Code (the Code ) to clearly define the minimum requirements regarding paid sick leave and minimum hourly wage which apply to employers within the Village, and that the approval of this ordinance will promote the public health, safety, and welfare of the Village and its residents. NOW, THEREFORE, BE IT ORDAINED by the President and Board of Trustees of the Village of Glenview, Cook County, Illinois, as follows: Section 1: The facts and statements contained in the preamble to this Ordinance are found to be true and correct and are hereby adopted as part of this Ordinance. Section 2: Chapter 22 - Businesses, Article I, In General, Sections of the Code are hereby amended to include the following revisions and additions: Sec Reserved. 12

13 Sec Minimum Hourly Wages and Paid Sick Leave. (a) Businesses and/or employers located within the Village shall comply with all applicable federal and/or State laws and regulations as such laws and regulations may exist from time to time with regard to payment of minimum hourly wages and paid sick leave. (b) Any employee s eligibility for minimum hourly wages and paid sick leave shall be in compliance with all applicable federal and/or State laws and regulations as such laws and regulations may exist from time to time. (c) No additional obligations with regard to minimum hourly wages, or paid sick leave, including without limitation, any obligations adopted by ordinance of the County of Cook Board of Commissioners, shall apply to businesses and/or employers located within the Village, except those required by federal and/or State laws and regulations as such laws and regulations may exist from time to time. Sec Reserved. Section 3: Every section and provision of this Ordinance shall be separable, and the invalidity of any portion of this Ordinance shall not affect the validity of any other portion of this Ordinance. Section 4: This Ordinance shall be in full force and effect from and after its passage and approval according to law. PASSED this day of, 20. AYES: NAYS: ABSENT: APPROVED by me this day of, 20. ATTESTED and FILED in my office the day of, 20. _ James R. Patterson, Jr., President of the Village of Glenview, Cook County, Illinois Matthew J. Formica, Village Clerk of the Village of Glenview, Cook County, Illinois 13

14 EXCERPT FROM DRAFT MINUTES OF MAY 2, 2017 VILLAGE BOARD OF TRUSTEES MEETING: 8. REPORT OF THE VILLAGE MANAGER a. Summary of Cook County Sick Leave & Minimum Wage Ordinances Interim Village Manager Don Owen asked Planning Manager Jeff Rogers to introduce two Cook County ordinances that were adopted and will become effective on July 1, 2017 Planning Manager Rogers said that Cook County passed two ordinances in October 2016 relating to paid sick leave and minimum wage. The sick leave ordinance provides that employees who work 80 hours within any 120-day period would accrue one hour of sick leave for every 40 hours worked, up to a maximum accrual of 40 hours per year. Unused sick time can be carried over year to year but there are specific provisions for how these hours can be used and restricted by employers. The current minimum wage for most employees is $8.25. It was established in The ordinance would raise the minimum wage effective July 1 st to a minimum of $10 per hour with subsequent increases of $1 each year through 2020 after which it would increase by the annual Consumer Price Index (CPI) up to 2.5%. Employees who receive gratuities, such as typical restaurant servers, would not receive an increase in minimum wage from the current wage of $4.95 per hour until 2018, and each year thereafter they would be eligible for a percentage increase equal to the annual CIP up to 2.5%. He added that several programs are exempted, such as subsidized transitional employment programs, and any state or local government employees, for example. Examples relating to each category were shown as a reference for the proposed anticipated cost for a typical employer. Since the two ordinances were adopted in October 2016, a number of communities have formally opted out using Home Rule powers. Another group of communities is considering opting out before July 1, 2017, and several communities will allow the ordinances to take effect. To date, approximately 90% of municipalities in Cook County have not yet made a determination on either the paid sick leave or minimum wage ordinances. The Village Board has three meetings scheduled prior to the impending July 1 st effective date of these ordinances. Taking no action would result in both ordinances taking effect requiring employers to increase wages and provide paid sick leave. The Village can also opt out of one or both ordinances or choose to adopt modified ordinances. Staff has been in direct contact with the Chamber of Commerce. The Chamber has distributed a survey to its membership and we are hoping to gather more information about the specific impacts to the different sizes and shapes of Glenview businesses. The Board will have that information when consideration is given to these two Cook County ordinances. He requested Board direction. Ms. Charmaine Conaghan, 1328 Bennington Court, commented as both a resident and a business owner. Approval of these ordinances will affect everyone as a consumer. Both ordinances will negatively affect her care giving business to seniors. Increasing minimum wage will affect her business as well as the seniors she serves. The paid sick leave will affect the bottom line and she would be forced to raise the rates for service. The combination of both ordinances will cripple her business and she was concerned about its survival if these ordinances are approved for Glenview. President Patterson said this matter will be on the May 16 th meeting agenda. Trustee Britton said this matter will require a great deal of community input so he would like to have dedicated time for a discussion at length, preferably at the next meeting. Residents, the Chamber and other groups will be interested in this issue. There are arguments on both sides of the issue and those comments have to be heard. He was recently at a meeting in Northbrook where this matter was discussed and the public provided many comments. He wants to provide as much outreach as possible for the May 16 th meeting. This various options for the Board to consider will be addressed at that time. Trustee Karton asked for additional information: (1) how will the ordinances affect a business with part time employees, for example, when kids work for the summer and accrue sick time and then 14

15 leave. She asked if there was a payout option. (2) She also attended the meeting in Northbrook indicated by Trustee Britton. She felt it would be helpful to get real numbers from people on both sides of the issue. This data will be helpful when making a decision in this situation. In response to Trustee Hinkamp, Attorney Patt clarified that there was some discussion related to a state s attorney s opinion which wasn t binding related to an earlier iteration of the proposed ordinances. He was not certain if the state s attorney has formally signed off on the iterations that were passed by the Cook County Board. The ordnances have not been challenged by the courts to date. Mr. Rogers said that Cook County did not exempt themselves but they did exempt federal, state, and local governments from both ordinances. Trustee White noted that it isn t just the minimum wage but the effect on the wages above it. When talking about the numbers, he would like to be sure that the Board has numbers not just of the economic effect of those who are moving with the minimum wage, but also the effect of the entire scale of wages within Glenview. There was discussion about whether or not a workshop was needed in light of the short time until the ordinances are set to become effective on July 1 st. Trustee Britton will not be available to attend the June 6th meeting but he would very much like to vote on this matter. He would like to hear as much input as possible on May 16 and a workshop can be scheduled at a later date if needed. Attorney Patt said this matter could be considered at both meetings in June. Trustee White asked when the Chamber would complete its survey. Mr. Rogers those findings would be ready for review by May 10 th so they could be added to the Board meeting packets. President Paterson asked Mr. Rogers to add this topic to the May 16 th agenda. 15

16 Sample Projected Costs for Permanent Employees In regard to employees currently earning the minimum wage, the following cost assumptions can be made regarding the proposed Cook County minimum wage ordinance in regard to permanent workers: Cost Increase per Employee/Hour Worked Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Annual Cost (52 weeks) % Increase vs. Current Costs Current 1 $ $429-07/01/ $ $520 21% 07/01/ $ $572 33% 07/01/ $ $624 45% 07/01/ $ $676 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 1 $694 62% Cost Increase per Employee/Year at 20 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Annual Cost (52 weeks) % Increase vs. Current Costs Current 1 $ $8,580-07/01/ $ $10,400 21% 07/01/ $ $11,440 33% 07/01/ $ $12,480 45% 07/01/ $ $13,520 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 20 $13,863 62% 16

17 Cost Increase per Employee/Year at 35 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Annual Cost (52 weeks) % Increase vs. Current Costs Current 1 $ $15,015-07/01/ $ $18,200 21% 07/01/ $ $20,020 33% 07/01/ $ $21,840 45% 07/01/ $ $23,660 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 35 $24,261 62% Cost Increase per Employee/Year at 40 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Annual Cost (52 weeks) % Increase vs. Current Costs Current 1 $ $17,160-07/01/ $ $20,800 21% 07/01/ $ $22,880 33% 07/01/ $ $24,960 45% 07/01/ $ $27,040 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 40 $27,726 62% 17

18 Sample Projected Costs for Seasonal Employees In regard to employees currently earning the minimum wage, the following cost assumptions can be made regarding the proposed Cook County minimum wage ordinance in regard to seasonal workers: Cost Increase per Employee/Hour Worked Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Seasonal Cost (12 weeks) % Increase vs. Current Costs Current 1 $ $99-07/01/ $ $120 21% 07/01/ $ $132 33% 07/01/ $ $144 45% 07/01/ $ $156 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 1 $160 62% Cost Increase per Employee/Season at 20 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Seasonal Cost (12 weeks) % Increase vs. Current Costs Current 1 $ $1,980-07/01/ $ $2,400 21% 07/01/ $ $2,640 33% 07/01/ $ $2,880 45% 07/01/ $ $3,120 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 20 $3,199 62% 18

19 Cost Increase per Employee/Season at 35 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Seasonal Cost (12 weeks) % Increase vs. Current Costs Current 1 $ $3,465-07/01/ $ $4,200 21% 07/01/ $ $4,620 33% 07/01/ $ $5,040 45% 07/01/ $ $5,460 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 35 $5,599 62% Cost Increase per Employee/Season at 40 Hours/Weekly Date Number of Minimum Wage Employees Minimum Hourly Wage Weekly Hours Worked Seasonal Cost (12 weeks) % Increase vs. Current Costs Current 1 $ $3,960-07/01/ $ $4,800 21% 07/01/ $ $5,280 33% 07/01/ $ $5,760 45% 07/01/ $ $6,240 58% Thereafter every 07/01 1 Prior year s wage plus CPI up to 2.5% 40 $6,398 62% 19

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