Washington Employer Rights — Wages Paid is a set of laws enforced by the Washington State Department of Labor and Industries (L&I) that outline the rights of employers and employees regarding wages paid in the state. These rights include the minimum wage for all employees, overtime pay, wage deductions, and the payment of wages upon termination. Additionally, employers must comply with record keeping requirements and provide employees with wage statements. The types of Washington Employer Rights — Wages Paid are as follows: • Minimum Wage: The current minimum wage in Washington is $12.00 per hour. • Overtime: Employees must be paid at least one and one-half times their regular rate for any hours worked over 40 in a workweek. • Deductions: Employers may make deductions from an employee’s wages if the deduction is authorized in writing by the employee or required by law. • Payment of Wages Upon Termination: Employers must pay all wages due to an employee at the time of termination, including any wages earned in the pay period prior to the date of termination. Record keepingng Requirements: Employers must keep records of all hours worked and wages paid to employees for a period of three years. • Wage Statements: Employers must provide employees with accurate wage statements, detailing their gross and net wages, any deductions, and the hours worked during the pay period.
Washington Employer Rights - Wages Paid
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FAQ
You might face fines and penalties as a result of an error. The IRS might force you to come up with overtime pay if you miscalculate an employee's pay, and you'll likely need to pay back taxes.
Employers must pay employees an agreed-upon wage on a regular, scheduled payday ? and pay them at least once per month. Employers have many options to pay employees ? by check, cash, direct deposit, or even pre-paid payroll or debit cards, as long as there is no cost to the employee to access their wages.
If the payroll error is not resolved, employees have two years from the day of the paycheck error to file a complaint with the federal Wage and Hour Division, which oversees back pay.
Employer is the Responsible Party The California Labor Code holds the employer responsible for accurate wage statements and that responsibility can't be passed on to the payroll company.
Employees have the right to sue for any unpaid wages that they're owed by their employers. 49.48 RCW states all employers' requirements and any exceptions to these responsibilities, as well as the penalties for not complying with them.
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.
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.
Payment interval. If pay period is:And if pay day for regular wages is:Then pay day for overtime wages must be no later than:1st of the month - 15th day of the month25th of the month10th of the following month16th of the month - 30th or 31st of the month10th of the following month25th of the following month