At least 3 years: retention of pay slips, certificates, agreements, notices, collective agreements, employment contracts and sales and purchase documents. Also keep complete copies of each employee`s Form I-9 for three years after hiring. If the employee has been working for more than three years, keep the form for at least one year after leaving. Washington has no law requiring employers to inform employees of rates of pay, pay dates, employment policies, benefits, or other terms and conditions of employment. Employers are required to pay employees at least once a month on a regular pay day. An employer may require employees to sign up for direct deposit, as long as there is no cost to the employee. Employers may also offer to pay employees with debit or prepaid cards. If there is a fee for using these cards, the employer must provide an alternative that allows employees to access their salary without incurring any fees or costs when withdrawing funds. An overview of payroll and hours of work laws in Washington, which include the state`s minimum wage, rules for calculating overtime pay, meal and rest requirements, and related issues. Employers may require employees to purchase and wear clothing of a certain style and colour, as long as it is also acceptable (e.g., black pants, white polo shirt). Under no circumstances can you make a payroll deduction for expenses. Yes. You don`t have to complain to L&I.
You can go to Small Claims Court or hire a lawyer to help you collect your salary. (Our publication, Small Claims Court in Washington State, provides more information on how to go to Small Claims Court. You can do this at www.washingtonlawhelp.org.) If you ask L&I to help you collect wages, you may have to decide whether to go to court or have L&I confiscated. Employers must pay employees for all work performed. Employers must pay employees an agreed salary on a regular, scheduled pay day – at least once a month. Employers have many ways to pay employees – by cheque, cash, direct deposit, or even pay or prepaid debit card, as long as the employee doesn`t incur a fee to access their salary. Washington has no law prohibiting an employer from requiring a candidate or employee to pay the cost of a medical examination or the cost of providing records required by the employer as a condition of employment. This summary does not constitute qualified legal advice.
Laws are always subject to change and may vary from municipality to municipality. It is up to you to ensure that you comply with all the laws and statutes of your region. If you need additional compliance assistance, we recommend contacting a qualified attorney, checking with your local authorities, or registering with Homebase for help from our certified HR professionals. Washington`s labor laws allow the employer to make the following deductions from an employee`s final wages, which can lower the employee`s final gross salary below the state minimum wage in effect at the time the work is performed: State labor laws set the minimum wage and wage requirements, and regulate issues such as trade union membership and the right to organize. Washington State has its own labor laws. For example, the current minimum wage is $9.32 per hour. As in most states, overtime is required for more than 40 hours per week in the state of Evergreen. There are also weekly wage requirements for workers. Select a link from the list below for detailed information on labor law in Washington.
Washington has no law requiring an employer to pay an employee wages due in the event of a wage dispute with the employee. An employer who charges an employee reasonable interest on a loan or credit extended to the employer is not considered a financial benefit to the employer. Note: Employers are advised to check with the U.S. Department of Labor, the Department of Wages and Hours, and the Internal Revenue Service for enforcement of federal interest laws. As for employment and payroll data, according to the Fair Labor Standards Act (FLSA) and others: Washington has no laws governing when and how an employer can reduce an employee`s wages or whether an employer must notify employees before implementing a pay cut. A wage reduction can only apply to hours worked after the change and not to hours already worked. When an employee is called to work on call, the time they spend resolving the problem in the workplace is considered hours worked. Employers may offer “on-call time” if the employee consents or if required by a collective agreement. On-call wages paid to employees who are not called to work are not subject to minimum wage or overtime legislation and are not considered “hours worked.” When an employee is called back to work, their regular or agreed wages (e.g. on-call bonuses, shift differences, etc.) apply to all hours worked, including overtime. Washington`s laws protecting the civil rights of its residents, including code sections, with information about lawsuits and links to related information and resources. In order to retain your right to go to court, you must “withdraw” from the administrative procedure.
You must write to L&I within ten days of receiving the decision, indicating that you wish to terminate the complaint. You then have three years from the date the salary was due to take legal action. You may not use L&I`s results in your legal action; OR Employers are responsible for proving the existence of an agreement on deductions. In addition, employers are required to openly and clearly identify and record all payroll deductions in employee pay slips. Washington`s minimum wage laws require an annual review of the minimum wage. The minimum wage must be increased to take account of changes in the cost of living compared to the previous year. An overview of Washington`s absence of so-called “right to work” laws, which exist in about half of all U.S. states and limit employers` ability to deny jobs to non-unionized workers.
If the employer or employee disagrees with L&I`s decision, both can appeal to an administrative judge. In this post, we explain how you can “unsubscribe” from the administrative procedure and take legal action. The administrative process is usually easier than going to court. If you use the L&I wage complaint procedure for the first time, you waive the right to sue for double the unpaid wages, unless you inform L&I within ten days of L&I`s decision that the employer owes a salary that you withdraw from the administrative procedure. There is no law on when employers must pay employees who are suspended or fired as a result of a strike. In most cases, employees are entitled to up to 12 weeks of vacation per year. In the event of multiple events or incapacity for work due to pregnancy, an employee may be entitled to 16 or 18 weeks of leave. This leave may be taken at the same time as the leave provided for in the Family and Medical Leave Act (FMLA). Employers cannot require employees to take paid sick leave, leave or PTO before or during paid family or sick leave. If a paycheque “bounces back” or is rejected due to insufficient funds, an employee can file a complaint about employee rights.