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June 2022: Rhode Island Governor Signed Bill to Allow Workers with Disabilities to Be Paid Fair Wages

28 Jun

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Update Applicable to:
All employers with employees with mental and/or physical disabilities.

What happened?
In our previous communication here, we informed you that the Rhode Island General Assembly voted to pass House Bill 7511 (HB 7511) to repeal Section 28-12-9 of the R.I. General Laws that allows employers to pay workers with disabilities below the minimum wage. This is an update to that communication.

What are the details?
On June 15, 2022, Governor McKee signed HB 7511 into law.

Effective immediately, employers are prohibited from paying employees with mental and/or physical disabilities a sub-minimum wage below the state’s minimum wage.

For more information, please see the links below:

House Bill 7511 (HB 7511)

Section 28-12-9 of the R.I General Laws

Vensure Legal Update (6/21/2022)

What do employers need to do?
Employers should review the links provided above and ensure that their employees with mental and/or physical disabilities are paid the same wage as other employees so that they are in compliance with the new law.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Rhode Island PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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