This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Work Labor Law For Salaried Employees In Washington
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Being salaried does not necessarily mean working 40 hours. As a salaried worker, you receive a fixed amount of payment regardless of the actual hours worked. While there are typically expected work hours, if you complete your tasks in fewer than 40 hours during a specific week, it is perfectly acceptable.
Beginning June 6, 2024, a new Washington law prohibits employers from requiring employees to attend meetings which have the primary purpose of communicating the employer's opinion on “religious” or “political” matters.
What are the Minimum Wage Requirements for Salaried Employees in Washington? Exempt employees in Washington are entitled to a minimum salary of 1302.4 weekly (or $67,724.80 annually). Salaried non-exempt employees, on the other hand, are entitled to compensation of at least $16.28 per hour.
Employers are required to collect WA Cares premiums of $0.58 per $100 of earnings for employees whose work is localized in Washington starting July 1, 2023. The benefit will be available to eligible employees beginning January 1, 2025.
Employee's right to access Employees and former employees have a right to access their own personnel files at least once a year. Employers must allow access to any or all of an employee's records within 10 business days at the employee's usual place of employment, or a mutually agreed upon location.
Are salaried employees required to work weekends and holidays? ing to the FLSA, exempt salaried employees don't receive additional compensation for working weekends and holidays. There are also no restrictions on salaried employees working weekends or holidays.
As a salaried exempt employee, you must make at least double the yearly amount that a minimum wage hourly worker would make working a 40-hour work week each week. Beginning in 2023, California established that the minimum wage in the state is $15.50 an hour; however, depending on where you're located, it might be more.
Effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase to $58,656 on Jan. 1, 2025. The July 1 increase updates the present annual salary threshold of $35,568 based on the methodology used by the prior administration in the 2019 overtime rule update.
If you believe your workplace rights have been violated, there are 3 ways you can file a complaint: File a Worker Rights Complaint online. Download and mail a completed Worker Rights Complaint form (F700-148-000). Visit your nearest L&I office.
Effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 and increase to $58,656 on Jan. 1, 2025. The July 1 increase updates the present annual salary threshold of $35,568 based on the methodology used by the prior administration in the 2019 overtime rule update.
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Convert current salaried, exempt employees to salaried non-exempt or hourly non-exempt. Track the hours of work and limit hours of work to 40 per week, or less.Most employees in Washington who work more than 40 hours per week are required to receive overtime pay. Learn more about overtime pay requirements. To be exempt from FLSA and WMWA overtime regulations, a position's salary amount and job duties must meet criteria specified in the regulations. Washington labor laws cover various employment situations including areas like hiring and discrimination, pay, leave, breaks, workplace safety and much more. This state-specific guide covers labor and employment case law, statutes, rules, and regulations that HR professionals and clients often encounter All eligible employees that work more than 40 hours per week must be paid the overtime rate of no less than 1.5 times their regular hourly wage. All positions at Seattle U perform important work in support of our mission. Not all employees are eligible for overtime pay under Washington State law.