Employers can choose to pay out these benefits on a final paycheck. Severance, personal holidays, and vacation time are voluntary benefits. There are specific rules for deductions taken from a final paycheck. Employers cannot withhold a final paycheck if the employee does not turn in keys, uniforms, tools, equipment, etc. If an employee quits or is fired, their final paycheck must be paid on or before the next regularly scheduled payday. If an employer regularly issues bad checks, this may be a matter for law enforcement. L&I cannot recover any bank fees or charges associated with a bad check. If a paycheck “bounces” or is denied for non-sufficient funds, an employee may file a workers’ rights complaint. If there are fees for using these cards, the employer must provide an alternative that allows employees to access their wages without any fees or costs associated when withdrawing funds. Employers may also offer to pay employees using debit or prepaid payroll cards. An employer may require employees to sign up for direct deposit, as long as this does not impose a cost on the employee. PaychecksĮmployers are required to pay employees at least once per month on a regular, scheduled payday. The minimum wage is adjusted each year for inflation. Washington’s minimum wage increased to $14.49 on Jan. Pay raisesĮmployers are not required to give employees pay raises, unless the employee is paid minimum wage and the minimum wage is increased. The agreed wage must be included in any overtime calculation when overtime-eligible employees work more than 40 hours per week. This can include shift differentials, hazard pay, double time on holidays, on-call pay, etc. These arrangements are considered an “agreed wage.” An agreed wage can include many different types of pay, including normal hourly rates of pay or premium rates of pay for certain tasks or shifts. Agreed wageĮmployees and employers may come to agreements related to payment that are more favorable than state law. And most employees working more than 40 hours per week must be paid overtime. Regardless of how an employee is paid, their rate of pay must be at least the current state minimum wage. Nor can they choose, or be required by their employer, to work “off the clock.” Employees cannot volunteer to work for for-profit companies without pay. In some cases, meal periods may also be considered hours worked.Įmployees who work “unauthorized” hours or overtime without the employer’s permission must be paid for their hours worked, though they can be subject to discipline for doing so. Time for putting on and taking off uniforms or personal protective equipment (PPE).“Hours worked” is defined as, “all hours during which the employee is authorized or required, known or reasonably believed by the employer to be on the premises or at a prescribed workplace.” When an employee is paid hourly, they must be paid for all hours worked. This rate can be an hourly wage, salary, flat rate, piece rate, commission, etc. Pay Requirements WagesĮmployees must be paid for all work perform at the rate agreed upon with their employer. 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.Įmployees who do not receive all wages due for work performed may file a Workplace Rights Complaint. Employers must pay employees an agreed-upon wage on a regular, scheduled payday – and pay them at least once per month. Employers must pay employees for all work performed.
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