On April 27, 2021, President Biden issued an Executive Order, effective Jan. 30, 2022, requiring certain federal contractors to pay a $15 minimum wage to workers who work on federal contracts and to adjust the wage annually according to the consumer price index to reflect changes in the cost of living. The current minimum wage for federal contracts is $10.95 per hour. Beginning March 30, 2022, federal agencies will be required to incorporate the $15 minimum wage into new contract solicitations and into existing contracts extended by the contracting parties.

Continue reading the full GT Alert.

Tags: executive order, gt alert, GT Insight, minimum wage, President Biden
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Photo of Johnine P. Barnes Johnine P. Barnes

Johnine P. Barnes has wide-ranging experience in labor and employment law. She is nationally recognized by the Legal 500 U.S. Guide for her counselling and compliance practice regarding employment laws, including but not limited to compliance with the Americans with Disabilities Act, the…

Johnine P. Barnes has wide-ranging experience in labor and employment law. She is nationally recognized by the Legal 500 U.S. Guide for her counselling and compliance practice regarding employment laws, including but not limited to compliance with the Americans with Disabilities Act, the Family and Medical Leave Act, and other federal and state statutes governing employment issues.

In addition, Johnine is recognized by Lawdragon 500 as Leading Lawyer in America, and as a Leading U.S. Corporate Employment Lawyer. She is experienced in litigating and defending employment claims of harassment, retaliation, discrimination, wrongful discharge, and breach of contract, as well as business litigation matters. She has experience handling non-compete agreement and contract disputes, trade secret matters, international disputes, white collar crime claims, property interest disputes and legislative matters.

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Photo of Whitney Bly Edwards, Ph.D. Whitney Bly Edwards, Ph.D.

Whitney Bly Edwards is a member of the Labor & Employment Practice in Greenberg Traurig’s Atlanta office. Her practice includes a broad range of labor and employment law matters, including representing employers on discrimination, harassment, and retaliation claims before courts and administrative agencies.

…

Whitney Bly Edwards is a member of the Labor & Employment Practice in Greenberg Traurig’s Atlanta office. Her practice includes a broad range of labor and employment law matters, including representing employers on discrimination, harassment, and retaliation claims before courts and administrative agencies. She also has experience conducting internal wage and hour and discrimination and retaliation investigations for employers. Additionally, her practice includes drafting employee handbooks, personnel policies, and employment agreements. She also regularly provides due diligence in various corporate transactions and counseling on employment matters, including advising employers on various employment laws. Prior to joining the Firm, she gained experience defending medical practitioners facing professional liability claims and representing health care facilities in litigation. Before entering law school, Whitney worked as a tenure-track Assistant Professor of English.

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