Washington Pocket Guide to Worker Rights is a comprehensive resource for workers in Washington State. It provides an overview of the state's labor laws and outlines the rights and responsibilities of both employers and employees. The guide includes information on minimum wage, overtime, rest and meal breaks, vacation and sick leave, health and safety, the right to unionize, and other topics. It is available in both English and Spanish and comes in two versions: a pocket-sized booklet and an online version. The pocket-sized booklet is a handy reference that can be taken to work, while the online version provides an interactive experience with links to additional resources. Both versions are designed to help workers understand their rights and know how to exercise them.
Washington Pocket Guide to Worker Rights
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FAQ
If they clock out 7 minutes before the end of their shift, they must be paid to the end of that shift; if they clock out 8 minutes prior to the end of their shift, their payment may stop at the nearest quarter-hour.
In Washington, employers are generally allowed to record their employees in the workplace. However, you should only engage in monitoring if you have a legitimate business reason to do so.
In Washington, an employee is acting within the scope of employment ? even if coming from or going to work ? when he or she is driving in a vehicle (2) supplied by the employer, or (2) when the employer pays for the employee's related vehicle costs.
Workers are entitled to protection from discrimination. L&I handles safety & health, wage & hour, and some other types of workplace discrimination. Washington State does not require employers to provide leave or pay for holidays, vacations, or bereavement.
Workers' compensation insurance is generally the sole legal remedy that an injured employee has against their own employer. If you were hurt on the job in Washington State, you cannot file a personal injury lawsuit directly against your own employer. Instead, you must pursue a workers' comp claim to get your benefits.
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.