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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
Meals and Break
Rhode Island employers must provide employees with a 20-minute meal period during a
six-hour shift, and a 30-minute meal during an eight-hour shift. This does not include
healthcare facilities or companies employing fewer than three employees at one site
during a shift. RI Dept. of Labor FAQs.
Rhode Island employers must provide employees with a 20-minute meal period during a
six-hour shift, and a 30-minute meal during an eight-hour shift. This does not include
healthcare facilities or companies employing fewer than three employees at one site
during a shift. RI Dept. of Labor FAQs.
Vacation
In Rhode Island, employers are not required to provide employees with vacation benefits,
either paid or unpaid. If an employer chooses to provide such benefits, it must comply with
the terms of its established policy or employment contract.
According to Rhode Island law, an employer must pay an employee who has completed at
least one year of service, upon separation from employment, for any vacation pay accrued
in accordance with company policy or contract on the next regular payday for the employee.
RI Stat. § 28-14-4(b). This also means an employer cannot require an employee to comply
with specific requirements to qualify for payment of vacation leave upon separation from
employment, such as provide a certain number of days notice of intent to leave or not be
terminated for misconduct, so long as the employee has at least one year of service with
the employer.
Neither Rhode Island’s Legislature or courts have clarified whether an employer can cap
accrued leave (although this is probably lawful) or implement a “use-it-or-lose-it” policy
requiring employees to use their leave by a set date or lose it.
Some employers are required to 1 1/2 times the wage rate for working on holidays and
Sundays. Visit their website for more information.
In Rhode Island, employers are not required to provide employees with vacation benefits,
either paid or unpaid. If an employer chooses to provide such benefits, it must comply with
the terms of its established policy or employment contract.
According to Rhode Island law, an employer must pay an employee who has completed at
least one year of service, upon separation from employment, for any vacation pay accrued
in accordance with company policy or contract on the next regular payday for the employee.
RI Stat. § 28-14-4(b). This also means an employer cannot require an employee to comply
with specific requirements to qualify for payment of vacation leave upon separation from
employment, such as provide a certain number of days notice of intent to leave or not be
terminated for misconduct, so long as the employee has at least one year of service with
the employer.
Neither Rhode Island’s Legislature or courts have clarified whether an employer can cap
accrued leave (although this is probably lawful) or implement a “use-it-or-lose-it” policy
requiring employees to use their leave by a set date or lose it.
Some employers are required to 1 1/2 times the wage rate for working on holidays and
Sundays. Visit their website for more information.
Severance
Rhode Island law does not require employers to provide employees with severance pay. If
an employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Rhode Island law does not require employers to provide employees with severance pay. If
an employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Holiday and Sunday Leave
Rhode Island requires employers to pay employees 1 1/2 times their regular rate on
Sundays and the following holidays:
The law also permits employees to refuse to work on Sundays and legal holidays. If a
holiday falls on a Sunday, the day following is observed as the legal holiday. Some
exceptions apply to Rhode Island's Sunday and holiday pay law. RI Dept. of Labor FAQs,
Rh. Isl. Stat. 25-3.
Rhode Island requires employers to pay employees 1 1/2 times their regular rate on
Sundays and the following holidays:
- New Year's Day Memorial Day
Independence Day Victory Day
Labor Day Columbus Day
Veterans' Day Thanksgiving Day
Christmas Day
The law also permits employees to refuse to work on Sundays and legal holidays. If a
holiday falls on a Sunday, the day following is observed as the legal holiday. Some
exceptions apply to Rhode Island's Sunday and holiday pay law. RI Dept. of Labor FAQs,
Rh. Isl. Stat. 25-3.
Minimum Wage
Rhode Island's current minimum wage is $7.40. RI Dept. of Labor FAQs. Some
exceptions apply to Rhode Island's minimum wage requirements.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage. In most instance in Rhode Island, the state
minimum wage law will apply as it generally guarantees a higher wage rate for employees
than federal law.
Rhode Island's current minimum wage is $7.40. RI Dept. of Labor FAQs. Some
exceptions apply to Rhode Island's minimum wage requirements.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage. In most instance in Rhode Island, the state
minimum wage law will apply as it generally guarantees a higher wage rate for employees
than federal law.
Overtime
Rhode Island requires an employer to pay overtime to employees, unless otherwise
exempt, at the rate of 1 1/2 times the employee's regular rate of pay for all hours worked in
excess of 40 hours in a workweek. RI Dept. of Labor FAQs. See FLSA: Overtime for more
information regarding overtime requirements.
Rhode Island requires an employer to pay overtime to employees, unless otherwise
exempt, at the rate of 1 1/2 times the employee's regular rate of pay for all hours worked in
excess of 40 hours in a workweek. RI Dept. of Labor FAQs. See FLSA: Overtime for more
information regarding overtime requirements.
Sick Leave
Rhode Island law does not require employers to provide employees with sick leave
benefits, either paid or unpaid. If an employer chooses to provide sick leave benefits, it
must comply with the terms of its established policy or employment contract.
An employer in Rhode Island may be required to provide an employee unpaid sick leave in
accordance with RI Parental & Family Medical Leave Act and the federal Family and Medical
Leave Act or other federal laws.
Rhode Island law does not require employers to provide employees with sick leave
benefits, either paid or unpaid. If an employer chooses to provide sick leave benefits, it
must comply with the terms of its established policy or employment contract.
An employer in Rhode Island may be required to provide an employee unpaid sick leave in
accordance with RI Parental & Family Medical Leave Act and the federal Family and Medical
Leave Act or other federal laws.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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| Wage and Hour Laws for Private Sector Employers |
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
TOPICS COVERED (Scroll down for detailed information):
- Minimum Wage
- Overtime
- Meals and Breaks
- Vacation Leave
- Sick Leave
- Severance Pay
- Holiday and Sunday Leave
- Jury Duty
RELATED TOPICS:
Jury Duty
An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge, or deny wage increases, promotions, longevity benefits, or
any other benefit due to the employee because the employee has been called to serve jury
duty.
Rhode Island Stat. 9-9-28
An employer is not required to pay an employee for time spent responding to a jury
summons or serving on a jury.
An employer may not discharge, or deny wage increases, promotions, longevity benefits, or
any other benefit due to the employee because the employee has been called to serve jury
duty.
Rhode Island Stat. 9-9-28
