WPI Wage Watch: Minimum Wage, Tip, and Overtime Developments (February Edition)

by Littler


In February, love was not the only thing in the air; wafting through legislative chambers across the country was the sweet smell of bills about the minimum wage, tips, and overtime. Many bills will be stood up, or ultimately ghosted. But for those that advance, there just might be a legislative love connection.

DOL Sends 20% Rule Back to the Kitchen: In a Field Assistance Bulletin and its revised Field Operations Handbook, the U.S. Department of Labor’s (DOL) Wage and Hour Division says that, consistent with a November 2018 opinion letter, it “will no longer prohibit an employer from taking a tip credit based on the amount of time an employee spends performing duties related to a tip-producing occupation that are performed contemporaneously with direct customer-service duties or for a reasonable time immediately before or after performing such direct-service duties.” The oft-called “20% rule” has been heavily debated and litigated. Though some employers may want to immediately adjust their practices, others may cautiously wait for this hot dish to cool, as courts will inevitably decide whether to defer to the DOL’s interpretation.

New and/or Amended Laws: In February, a new local minimum wage law was enacted, various minimum-wage-related amendments were approved at the state and local level, and a few cities announced their annually-adjusted minimum wage rates.

Workers in Two States Win Fight for $15: A $15.00 per hour minimum wage rate will eventually come to Illinois1 and New Jersey,2 where governors signed minimum wage bills.

Illinois will see two increases in 2020; on January 1, the minimum wage will increase from $8.25 to $9.25 per hour, and will increase again to $10.00 per hour on July 1. Beginning in 2021, a $1.00 per hour annual minimum wage increase will occur on January 1, until the minimum wage hits $15.00 per hour in 2025. For tipped employees, the maximum tip credit will remain 40% of the state minimum wage. The law also sets sub-minimum wage rates for certain employees under age 18, includes tax credits for smaller businesses, and increases fines for minimum wage violations. It remains to be seen whether or how Chicago and Cook County officials will react because, in a few years, the state rate will exceed their local rates.

In New Jersey, a temporary three-tier minimum wage system has been created, with different rates applying to employees generally, to employees of small or seasonal employers, and to employees paid on a piece rate or hourly basis to labor on a farm. The “general” minimum wage rate will see the first increase3 on July 1, 2019, from $8.85 to $10.00 per hour, and, beginning January 1, 2020, will increase $1.00 per hour per year, hitting $15.00 per hour in 2024. The “small or seasonal employer” rate, after initially increasing from $8.85 to $10.30 per hour on January 1, 2020, will increase 80 cents per year, hitting $15.00 per hour in 2026. The “farm labor” minimum wage will increase by varying amounts – beginning January 1, 2020 – becoming $15.00 per hour in 2027. The rates will be annually adjusted, with the general and small/seasonal employer rate merging in 2028, and all three rates merging in 2030.

For tipped employees in the Garden State, a $7.37 per hour maximum tip credit will be established, beginning on July 1, 2019, which will increase to $7.87 on January 1, 2020, to $8.87 per hour on January 1, 2023, and then to $9.87 per hour on January 1, 2028. Although employees of “small” and “seasonal” employers are generally subject to a different minimum wage rate – that is less than the “general” minimum wage rate – a special rule applies for customarily and regularly tipped employees of seasonal employers, i.e., they are subject to the “general” minimum wage rate. Accordingly, the minimum cash wage they must receive is the difference between the “general” – not “seasonal” – minimum wage and the tip credit. The law also includes a training wage for new hires enrolled in an established employer training program during the first 120 hours of work, and tax credits for businesses that hire employees “whose work capacity is significantly impaired by age or physical or mental deficiency or injury.”

Importantly, the impact of these changes will not be limited to non-exempt employees because, under Illinois and New Jersey law, executive, administrative, and/or professional employees are not exempt from state minimum wage requirements; they are exempt only from overtime standards. Accordingly, for exempt employees paid on a salary and/or fee basis, employers must ensure they are paid at least the minimum wage for all hours worked.

Bay Area Blackjack or Bust: The City of Fremont, in Northern California, became the 21st city in the San Francisco Bay Area to enact a local minimum wage ordinance. A two-tier wage system will be temporarily established, with rates varying depending on whether a business employs 26 or more, or 25 or fewer, employees. A $13.50 per hour minimum wage will apply to “large” employers on July 1, 2019, and to “small” employers the following July. A $15.00 per hour minimum wage will apply to large employers on July 1, 2020, and to small employers the following July. Beginning July 1, 2022, one rate will apply, which will be the “large” employer rate, adjusted for cost-of-living increases. The 20th Bay Area minimum wage – in Daly City – took effect on February 13, 2019. Meanwhile, the City of Sonoma voted in favor of progressing towards a draft minimum wage ordinance, and the City of Petaluma scheduled a workshop in April to explore a local law.

Announcing New Minimum Wage Rates: The City of Pasadena, in Southern California, voted to continue its minimum wage experiment and continue following the “L.A. rate schedule,” i.e., the minimum wage for employers with 26 or more employees will increase from $13.25 to $14.25 per hour on July 1, 2019, and then to $15.00 per hour on July 1, 2020. The rate for employers with 25 or fewer employees will increase, on July 1, from $12.00 to $13.25 per hour (2019), $14.00 (2020), and $15.00 (2021). On July 1, 2022, one rate will apply to all employers, which will be $15.00 per hour plus a cost-of-living adjustment.

In New Mexico, both the City of Santa Fe, and County of Santa Fe, announced their minimum wage will increase from $11.40 to $11.80 per hour on March 1, 2019; the county law applies only in unincorporated areas. For tipped employees covered by the city law, the maximum tip credit will increase from $9.27 to $9.67 per hour (resulting in a $2.13 per hour minimum cash wage). Under the county law, the minimum cash wage will increase from $3.41 to $3.53 per hour (authorizing an $8.27 per hour maximum tip credit).

On the Governor’s Desk: If the governor signs Virginia HB 2473, the following individuals will no longer be exempt from payment of the state minimum wage: newsboys; shoe-shine boys; caddies; babysitters; ushers; doormen; concession attendants, and cashiers in theaters.

Passed at Least One House: The following bills were well-received in their legislative house of introduction, but it is uncertain whether the reception will be as warm in the other chamber.

Per Indiana SB 231, an employer would not have to pay a “direct seller” the state minimum wage. New Mexico HB 31 would increase the state minimum wage from $7.50 to $10.00 per hour on July 1, 2019, with dollar increases effective July 1, 2020 and 2021, and cost-of-living adjustments on July 1 in subsequent years. It would also quickly phase out, then eliminate as of July 2022, the tip credit. North Dakota HB 1193 would prohibit local minimum wage and/or living wage ordinances. Vermont SB 23 calls for steadily increasing the minimum wage, which would hit $15.00 per hour in 2024, and would not allow employers to deduct processing fees from credit card tips.

Cleared at Least One Committee: The following bills cleared the first of many legislative hurdles: a committee hearing and vote.

Minimum Wage: Two Hawaii measures would eventually institute a $15.00 per hour minimum wage; in 2024 under HB 1191, and in 2023 under SB 789.

Tip Credit: Under Nebraska LB 400, the minimum cash wage for tipped employees would increase from $2.13 per hour to 40% of the minimum wage in 2020, and to 50% of the minimum wage in 2021 and future years.

Subminimum Wage: Arizona HB 2523 would exempt, from payment of the minimum wage, individuals under age 22 that are employed on a casual basis and enrolled as a full-time student. Such employees could be paid the federal minimum wage if the bill passes. Missouri SB 10 would establish a sub-minimum wage equal to the federal minimum wage or 85% of the state minimum – whichever is greater – for employees under age 18. Hawaii HB 232 would eliminate the state labor department’s ability to adopt rules to permit a sub-minimum wage be paid to individuals whose earning capacity is impaired by old age or physical or mental deficiency or injury. Under Washington HB 1706, sub-minimum wage certificates would no longer be issued for employees with disabilities who are unable to obtain employment in a competitive labor market.

Anti-Preemption: Under Hawaii HB 96, counties could establish minimum wage ordinances with rates that exceed state law requirements.

Tax Credits: Under Hawaii SB 789, a tax credit to offset the proposed minimum wage increase would be provided to businesses with 50 or fewer employees that have no more than $4,000,000 in annual gross income.

New Bills: Numerous bills involving the minimum wage, tips, and/or overtime were introduced throughout the country, including, but not limited to, the following states: Alaska; Florida; Illinois; Iowa; Kansas; Kentucky; Maine; Maryland; Minnesota; Missouri; Montana; New Jersey; New York; North Carolina; Ohio; Oklahoma; Pennsylvania; Rhode Island; Texas; Vermont; and West Virginia. Below we highlight some notable items:

  • Interns & Apprentices: Illinois HB 2180 proposes to require employers to pay interns the full minimum wage, regardless of whether they are receiving college credit for the internship. Montana HB 570 seeks to eliminate the 30-day exemption from the minimum wage for apprentices.
  • Preemption & Anti-Preemption: Florida HB 847 would prohibit local regulation of a “condition of employment,” including wages. Conversely, Oklahoma HB 1131 and 2466, and SB 713 would repeal a state preemption law, thereby allowing local minimum wage ordinances.
  • Politicians v. the People: Various Missouri bills are seeking to roll-back increases to the minimum wage voters approved during the November 2018 election, such as HB 858.
  • Taxes: Under Maine LD 963, overtime pay would not be subject to income taxes.
  • Tip Credits: Rhode Island SB 374 seeks to gradually phase out the tip credit, to be eliminated in 2024. Conversely, New York SB 3815, if enacted, would allow counties to opt out of any wage order that eliminated tip credits.
  • White Collar Salary or Fee Requirements: Maryland HB 1040 would require that, for the executive, administrative, or professional exemption to apply, an employee must be paid $900 or more per week, excluding board, lodging, or other facilities. Vermont HB 137 would require such employees to be paid a salary equal to at least $913 per week.

Courtroom Close-Out: In Arizona, a state appellate court held a state statute that preempted local wage laws was invalid because it violated the Arizona Voter Protection Act. The Florida Supreme Court dismissed the City of Miami Beach’s appeal, thereby leaving in place lower court rulings that found the city’s minimum wage ordinance invalid in light of an existing state preemption statute. Also in Florida, a state appeals court held Miami-Dade County could not enforce its living wage ordinance against a business that provided services to air carriers at an airport on county property, and that an exception to a state preemption law did not apply because services provided were not for the benefit, or on behalf, of the county. Officials in Michigan have asked their state’s supreme court to rule on the validity of changes made to the minimum wage (and paid sick leave) law during the recent lame duck session.

We will continue to monitor and report on minimum wage and overtime developments as they occur.



For more details, see Kathryn Siegel, Illinois Governor Signs Bill Raising the Statewide Minimum Wage to $15 Per Hour, Littler ASAP (Feb. 19, 2019).

2 For more details, see Russell McEwan and Emily David, New Jersey Employers Should Expect Minimum Wage Hike to $15 Per Hour, Littler ASAP (Jan. 28, 2019).

3 Technically, the law says that, on January 1, 2020 and on each subsequent January 1, the minimum wage must be increased by an increase in the consumer price index (for the 12 months prior to September 30), except the rates listed in the statute – including the general rate on July 1, 2019 – will apply if they exceed the cost-of-living-adjusted rate for the indicated year.


DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Littler | Attorney Advertising

Written by:


Littler on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide

JD Supra Privacy Policy

Updated: May 25, 2018:

JD Supra is a legal publishing service that connects experts and their content with broader audiences of professionals, journalists and associations.

This Privacy Policy describes how JD Supra, LLC ("JD Supra" or "we," "us," or "our") collects, uses and shares personal data collected from visitors to our website (located at www.jdsupra.com) (our "Website") who view only publicly-available content as well as subscribers to our services (such as our email digests or author tools)(our "Services"). By using our Website and registering for one of our Services, you are agreeing to the terms of this Privacy Policy.

Please note that if you subscribe to one of our Services, you can make choices about how we collect, use and share your information through our Privacy Center under the "My Account" dashboard (available if you are logged into your JD Supra account).

Collection of Information

Registration Information. When you register with JD Supra for our Website and Services, either as an author or as a subscriber, you will be asked to provide identifying information to create your JD Supra account ("Registration Data"), such as your:

  • Email
  • First Name
  • Last Name
  • Company Name
  • Company Industry
  • Title
  • Country

Other Information: We also collect other information you may voluntarily provide. This may include content you provide for publication. We may also receive your communications with others through our Website and Services (such as contacting an author through our Website) or communications directly with us (such as through email, feedback or other forms or social media). If you are a subscribed user, we will also collect your user preferences, such as the types of articles you would like to read.

Information from third parties (such as, from your employer or LinkedIn): We may also receive information about you from third party sources. For example, your employer may provide your information to us, such as in connection with an article submitted by your employer for publication. If you choose to use LinkedIn to subscribe to our Website and Services, we also collect information related to your LinkedIn account and profile.

Your interactions with our Website and Services: As is true of most websites, we gather certain information automatically. This information includes IP addresses, browser type, Internet service provider (ISP), referring/exit pages, operating system, date/time stamp and clickstream data. We use this information to analyze trends, to administer the Website and our Services, to improve the content and performance of our Website and Services, and to track users' movements around the site. We may also link this automatically-collected data to personal information, for example, to inform authors about who has read their articles. Some of this data is collected through information sent by your web browser. We also use cookies and other tracking technologies to collect this information. To learn more about cookies and other tracking technologies that JD Supra may use on our Website and Services please see our "Cookies Guide" page.

How do we use this information?

We use the information and data we collect principally in order to provide our Website and Services. More specifically, we may use your personal information to:

  • Operate our Website and Services and publish content;
  • Distribute content to you in accordance with your preferences as well as to provide other notifications to you (for example, updates about our policies and terms);
  • Measure readership and usage of the Website and Services;
  • Communicate with you regarding your questions and requests;
  • Authenticate users and to provide for the safety and security of our Website and Services;
  • Conduct research and similar activities to improve our Website and Services; and
  • Comply with our legal and regulatory responsibilities and to enforce our rights.

How is your information shared?

  • Content and other public information (such as an author profile) is shared on our Website and Services, including via email digests and social media feeds, and is accessible to the general public.
  • If you choose to use our Website and Services to communicate directly with a company or individual, such communication may be shared accordingly.
  • Readership information is provided to publishing law firms and authors of content to give them insight into their readership and to help them to improve their content.
  • Our Website may offer you the opportunity to share information through our Website, such as through Facebook's "Like" or Twitter's "Tweet" button. We offer this functionality to help generate interest in our Website and content and to permit you to recommend content to your contacts. You should be aware that sharing through such functionality may result in information being collected by the applicable social media network and possibly being made publicly available (for example, through a search engine). Any such information collection would be subject to such third party social media network's privacy policy.
  • Your information may also be shared to parties who support our business, such as professional advisors as well as web-hosting providers, analytics providers and other information technology providers.
  • Any court, governmental authority, law enforcement agency or other third party where we believe disclosure is necessary to comply with a legal or regulatory obligation, or otherwise to protect our rights, the rights of any third party or individuals' personal safety, or to detect, prevent, or otherwise address fraud, security or safety issues.
  • To our affiliated entities and in connection with the sale, assignment or other transfer of our company or our business.

How We Protect Your Information

JD Supra takes reasonable and appropriate precautions to insure that user information is protected from loss, misuse and unauthorized access, disclosure, alteration and destruction. We restrict access to user information to those individuals who reasonably need access to perform their job functions, such as our third party email service, customer service personnel and technical staff. You should keep in mind that no Internet transmission is ever 100% secure or error-free. Where you use log-in credentials (usernames, passwords) on our Website, please remember that it is your responsibility to safeguard them. If you believe that your log-in credentials have been compromised, please contact us at privacy@jdsupra.com.

Children's Information

Our Website and Services are not directed at children under the age of 16 and we do not knowingly collect personal information from children under the age of 16 through our Website and/or Services. If you have reason to believe that a child under the age of 16 has provided personal information to us, please contact us, and we will endeavor to delete that information from our databases.

Links to Other Websites

Our Website and Services may contain links to other websites. The operators of such other websites may collect information about you, including through cookies or other technologies. If you are using our Website or Services and click a link to another site, you will leave our Website and this Policy will not apply to your use of and activity on those other sites. We encourage you to read the legal notices posted on those sites, including their privacy policies. We are not responsible for the data collection and use practices of such other sites. This Policy applies solely to the information collected in connection with your use of our Website and Services and does not apply to any practices conducted offline or in connection with any other websites.

Information for EU and Swiss Residents

JD Supra's principal place of business is in the United States. By subscribing to our website, you expressly consent to your information being processed in the United States.

  • Our Legal Basis for Processing: Generally, we rely on our legitimate interests in order to process your personal information. For example, we rely on this legal ground if we use your personal information to manage your Registration Data and administer our relationship with you; to deliver our Website and Services; understand and improve our Website and Services; report reader analytics to our authors; to personalize your experience on our Website and Services; and where necessary to protect or defend our or another's rights or property, or to detect, prevent, or otherwise address fraud, security, safety or privacy issues. Please see Article 6(1)(f) of the E.U. General Data Protection Regulation ("GDPR") In addition, there may be other situations where other grounds for processing may exist, such as where processing is a result of legal requirements (GDPR Article 6(1)(c)) or for reasons of public interest (GDPR Article 6(1)(e)). Please see the "Your Rights" section of this Privacy Policy immediately below for more information about how you may request that we limit or refrain from processing your personal information.
  • Your Rights
    • Right of Access/Portability: You can ask to review details about the information we hold about you and how that information has been used and disclosed. Note that we may request to verify your identification before fulfilling your request. You can also request that your personal information is provided to you in a commonly used electronic format so that you can share it with other organizations.
    • Right to Correct Information: You may ask that we make corrections to any information we hold, if you believe such correction to be necessary.
    • Right to Restrict Our Processing or Erasure of Information: You also have the right in certain circumstances to ask us to restrict processing of your personal information or to erase your personal information. Where you have consented to our use of your personal information, you can withdraw your consent at any time.

You can make a request to exercise any of these rights by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
10 Liberty Ship Way, Suite 300
Sausalito, California 94965

You can also manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard.

We will make all practical efforts to respect your wishes. There may be times, however, where we are not able to fulfill your request, for example, if applicable law prohibits our compliance. Please note that JD Supra does not use "automatic decision making" or "profiling" as those terms are defined in the GDPR.

  • Timeframe for retaining your personal information: We will retain your personal information in a form that identifies you only for as long as it serves the purpose(s) for which it was initially collected as stated in this Privacy Policy, or subsequently authorized. We may continue processing your personal information for longer periods, but only for the time and to the extent such processing reasonably serves the purposes of archiving in the public interest, journalism, literature and art, scientific or historical research and statistical analysis, and subject to the protection of this Privacy Policy. For example, if you are an author, your personal information may continue to be published in connection with your article indefinitely. When we have no ongoing legitimate business need to process your personal information, we will either delete or anonymize it, or, if this is not possible (for example, because your personal information has been stored in backup archives), then we will securely store your personal information and isolate it from any further processing until deletion is possible.
  • Onward Transfer to Third Parties: As noted in the "How We Share Your Data" Section above, JD Supra may share your information with third parties. When JD Supra discloses your personal information to third parties, we have ensured that such third parties have either certified under the EU-U.S. or Swiss Privacy Shield Framework and will process all personal data received from EU member states/Switzerland in reliance on the applicable Privacy Shield Framework or that they have been subjected to strict contractual provisions in their contract with us to guarantee an adequate level of data protection for your data.

California Privacy Rights

Pursuant to Section 1798.83 of the California Civil Code, our customers who are California residents have the right to request certain information regarding our disclosure of personal information to third parties for their direct marketing purposes.

You can make a request for this information by emailing us at privacy@jdsupra.com or by writing to us at:

Privacy Officer
JD Supra, LLC
10 Liberty Ship Way, Suite 300
Sausalito, California 94965

Some browsers have incorporated a Do Not Track (DNT) feature. These features, when turned on, send a signal that you prefer that the website you are visiting not collect and use data regarding your online searching and browsing activities. As there is not yet a common understanding on how to interpret the DNT signal, we currently do not respond to DNT signals on our site.

Access/Correct/Update/Delete Personal Information

For non-EU/Swiss residents, if you would like to know what personal information we have about you, you can send an e-mail to privacy@jdsupra.com. We will be in contact with you (by mail or otherwise) to verify your identity and provide you the information you request. We will respond within 30 days to your request for access to your personal information. In some cases, we may not be able to remove your personal information, in which case we will let you know if we are unable to do so and why. If you would like to correct or update your personal information, you can manage your profile and subscriptions through our Privacy Center under the "My Account" dashboard. If you would like to delete your account or remove your information from our Website and Services, send an e-mail to privacy@jdsupra.com.

Changes in Our Privacy Policy

We reserve the right to change this Privacy Policy at any time. Please refer to the date at the top of this page to determine when this Policy was last revised. Any changes to our Privacy Policy will become effective upon posting of the revised policy on the Website. By continuing to use our Website and Services following such changes, you will be deemed to have agreed to such changes.

Contacting JD Supra

If you have any questions about this Privacy Policy, the practices of this site, your dealings with our Website or Services, or if you would like to change any of the information you have provided to us, please contact us at: privacy@jdsupra.com.

JD Supra Cookie Guide

As with many websites, JD Supra's website (located at www.jdsupra.com) (our "Website") and our services (such as our email article digests)(our "Services") use a standard technology called a "cookie" and other similar technologies (such as, pixels and web beacons), which are small data files that are transferred to your computer when you use our Website and Services. These technologies automatically identify your browser whenever you interact with our Website and Services.

How We Use Cookies and Other Tracking Technologies

We use cookies and other tracking technologies to:

  1. Improve the user experience on our Website and Services;
  2. Store the authorization token that users receive when they login to the private areas of our Website. This token is specific to a user's login session and requires a valid username and password to obtain. It is required to access the user's profile information, subscriptions, and analytics;
  3. Track anonymous site usage; and
  4. Permit connectivity with social media networks to permit content sharing.

There are different types of cookies and other technologies used our Website, notably:

  • "Session cookies" - These cookies only last as long as your online session, and disappear from your computer or device when you close your browser (like Internet Explorer, Google Chrome or Safari).
  • "Persistent cookies" - These cookies stay on your computer or device after your browser has been closed and last for a time specified in the cookie. We use persistent cookies when we need to know who you are for more than one browsing session. For example, we use them to remember your preferences for the next time you visit.
  • "Web Beacons/Pixels" - Some of our web pages and emails may also contain small electronic images known as web beacons, clear GIFs or single-pixel GIFs. These images are placed on a web page or email and typically work in conjunction with cookies to collect data. We use these images to identify our users and user behavior, such as counting the number of users who have visited a web page or acted upon one of our email digests.

JD Supra Cookies. We place our own cookies on your computer to track certain information about you while you are using our Website and Services. For example, we place a session cookie on your computer each time you visit our Website. We use these cookies to allow you to log-in to your subscriber account. In addition, through these cookies we are able to collect information about how you use the Website, including what browser you may be using, your IP address, and the URL address you came from upon visiting our Website and the URL you next visit (even if those URLs are not on our Website). We also utilize email web beacons to monitor whether our emails are being delivered and read. We also use these tools to help deliver reader analytics to our authors to give them insight into their readership and help them to improve their content, so that it is most useful for our users.

Analytics/Performance Cookies. JD Supra also uses the following analytic tools to help us analyze the performance of our Website and Services as well as how visitors use our Website and Services:

  • HubSpot - For more information about HubSpot cookies, please visit legal.hubspot.com/privacy-policy.
  • New Relic - For more information on New Relic cookies, please visit www.newrelic.com/privacy.
  • Google Analytics - For more information on Google Analytics cookies, visit www.google.com/policies. To opt-out of being tracked by Google Analytics across all websites visit http://tools.google.com/dlpage/gaoptout. This will allow you to download and install a Google Analytics cookie-free web browser.

Facebook, Twitter and other Social Network Cookies. Our content pages allow you to share content appearing on our Website and Services to your social media accounts through the "Like," "Tweet," or similar buttons displayed on such pages. To accomplish this Service, we embed code that such third party social networks provide and that we do not control. These buttons know that you are logged in to your social network account and therefore such social networks could also know that you are viewing the JD Supra Website.

Controlling and Deleting Cookies

If you would like to change how a browser uses cookies, including blocking or deleting cookies from the JD Supra Website and Services you can do so by changing the settings in your web browser. To control cookies, most browsers allow you to either accept or reject all cookies, only accept certain types of cookies, or prompt you every time a site wishes to save a cookie. It's also easy to delete cookies that are already saved on your device by a browser.

The processes for controlling and deleting cookies vary depending on which browser you use. To find out how to do so with a particular browser, you can use your browser's "Help" function or alternatively, you can visit http://www.aboutcookies.org which explains, step-by-step, how to control and delete cookies in most browsers.

Updates to This Policy

We may update this cookie policy and our Privacy Policy from time-to-time, particularly as technology changes. You can always check this page for the latest version. We may also notify you of changes to our privacy policy by email.

Contacting JD Supra

If you have any questions about how we use cookies and other tracking technologies, please contact us at: privacy@jdsupra.com.

- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.