Work Laws With Breaks In Washington
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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.
For an 8-hour work shift, employees are entitled to a minimum 20-minute uninterrupted break if they work more than six hours. The break should not be taken at the beginning or end of the shift, and employees must be allowed to take it away from their workstation.
The Secure Scheduling Ordinance requires employers to: Engage in the interactive process when employees request schedule preferences and grant requests related to major life events, unless there is a bona fide business reason for denying the request.
It is against the law for a business to fire or retaliate against you for exercising a protected right. You can file a complaint for issues relating to wages, rest breaks and meal periods, child labor, uniforms, and retaliation and termination without fear of repercussions.
When reporting, you can: Call 1-800-423-7233. Fill out a DOSH Complaint Form and: Submit the form to our secure file upload.
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.
To comply with WARN, Washington employers must notify employees of a mass layoff or plant closing 60 days in advance. Employees are entitled to notice if they will lose their jobs. For employees who are union members, the employer must notify their union representative instead.
The hours of labor for each full time employee shall be a maximum of eight hours in any workday and forty hours in any workweek.
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.
