Washington Payment of Wages — RCW 49.48.010 and 49.52.050 is a set of laws in the state of Washington that govern the payment of wages to employees. The laws require employers to pay their employees at least the minimum wage, provide clear wage statements and timely payment for all hours worked. The laws also prohibit employers from withholding wages, paying employees less than the minimum wage, and failing to pay overtime wages when applicable. The two main types of Washington Payment of Wages — RCW 49.48.010 and 49.52.050 are RCW 49.48.010, which covers the payment of wages to employees, and RCW 49.52.050, which covers the payment of overtime wages. RCW 49.48.010 requires employers to pay employees at least the minimum wage, provide clear wage statements and timely payment for all hours worked. RCW 49.52.050 requires employers to pay employees at least one and one-half times their regular rate of pay for all hours worked over forty in a workweek. Additionally, RCW 49.52.050 also requires employers to pay time and a half for all hours worked on Sundays and holidays.
Washington Payment of Wages - RCW 49.48.010 and 49.52.050
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010. Payment of wages due to employee ceasing work to be at end of pay period--Exceptions--Authorized deductions or withholdings.
RCW 49.48. 200 provides that a debt due to the state, a county, or a city because of overpayment of wages can be recovered by a civil action of by the process set out in RCW 49.48.
Can employers take back wages from an overpaid employee? Both federal legislation like the Fair Labor Standards Act (FLSA) and state labor and employment laws give employers the right to recover an overpayment in full.
Exposure under the Washington Wage Rebate Act and FLSAWashington state's Wage Rebate Act (WRA) provides an employee with a civil cause of action to recover unpaid wages, double damages, costs and attorneys' fees where his or her employer or ?an officer, vice principal or agent of any employer . . .
If you do not repay your overpayment on time, the money can be deducted from future unemployment, disability, or PFL benefits. We can also: Withhold your federal and state income tax refunds.
If the overpayment is recovered by deduction from the employee's subsequent wages, each deduction shall not exceed: (a) Five percent of the employee's disposable earnings in a pay period other than the final pay period; or (b) the amount still outstanding from the employee's disposable earnings in the final pay period.
The employer has ninety days from the initial overpayment to detect and implement a plan with the employee to collect the overpayment. If the overpayment is not detected within the ninety-day period, the employer cannot adjust an employee's current or future wages to recoup the overpayment.
(RCW 49.58.110), Effective Jan. Employers must provide the wage scale or salary range of a new position to an employee who is offered an internal transfer or promotion, upon request by the employee. Employers with fewer than 15 employees do not have to meet these requirements.