Washington Work Hours and Reporting Policy
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How to fill out Work Hours And Reporting Policy?
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FAQ
Employers will now have the following choices: Limit hours to keep salaried employees at 40 hours a week. Pay overtime for any work more than 40 hours in a workweek. Raise wages to meet the new threshold and maintain a worker's overtime-exempt status.
An employer has the right to change an employee's schedule at any time, with or without notice. Employers are not required to give weekends or holidays off and can schedule mandatory overtime.
An employer should give an employee who works an irregular shift pattern reasonable notice of their hours. Normally this would be included in the contract of employment and the standard notice period is around 7 days.
The Secure Scheduling Ordinance requires employers to: Post work schedules at least 14 days in advance, and respect employees' right to decline any hours not on originally posted schedules.
Workweek and Workday Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects.
Employers must provide employees with a written work schedule, including on-call shifts, before the schedule begins (commonly around 14 days preceding the first day of the schedule).
Employers must provide employees with prompt notice of any schedule changes. Schedule changes can occur in a smaller than 14-day window. Most scheduling laws require at least a 24-hour notice, however. Some laws require the employer to give the employee the right to accept or refuse.
You cannot be required to work back-to-back closing and opening shifts that are less than 10 hours apart. If you do voluntarily agree to work this kind of clopening shift, your agreement to do so must be in writing, and you must be paid time-and-a-half for those hours that are within the 10-hour window.
You shouldn't have to work more than an average of 8 hours in each 24-hour period, averaged out over 17 weeks. You can work more than 8 hours a day as long as the average over 17 weeks is no more than 8. Your employer can't ask you to opt out of this limit.
