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.
Labor Laws For California Overtime In Washington
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FAQ
The law does not require employers to give a worker notice before terminating their job. Employers are not required to give warnings or follow any particular steps before terminating an employee.
Q: If I Work 8 Hours in Washington, What Breaks Am I Entitled To? A: If you are a Washington State employee who has worked for 8 hours, this is two 4-hour shifts total, which means you should get two 10-minute rest breaks that you are receiving payment for.
The 7-minute rule lets employers round an employee's time to the nearest quarter-hour. It states that employers may round down the time if an employee works 7 minutes or less beyond a quarter-hour increment. Conversely, they round up the time if the employee works more than 7 minutes up to the next quarter-hour.
Regular, non-health care employees, are permitted, in California, to work four 10-hour shifts as a regular schedule. These employees will not earn daily overtime for those first 10 hours. This means that employees and employers can come to an agreement to create an alternative workweek.
California has regulations for OT over 8 hours in a day, and then additional for the 7th consecutive day. ( ).
Overtime in Washington is set at 1.5 times the regular hourly rate for workers who exceed 40 hours a week. Since the regular Washington minimum wage is $16.28 per hour, that makes Washington's overtime minimum wage $24.42 per hour (1.5 times the regular minimum wage).
Your employer may dictate your work schedule, and in some instances, that can include overtime hours. It is not uncommon for an employee to be terminated or seriously disciplined if they refuse to work overtime hours. Under California state law, employers have this right if an employee refuses to work overtime hours.
If the employee worked more than 40 hours in the workweek, weekly overtime hours are calculated as total hours minus 40. For example, 44 total hours - 40 = 4 hours of weekly overtime due.
To be exempt from overtime protections as a managerial or executive employee in California, you must make twice the state minimum wage. (See question 1.)
