Washington Overtime Report
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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.
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.
Overtime pay, also called "time and a half pay", is one and a half times an employee's normal hourly wage. Therefore, Washington's overtime minimum wage is $21.74 per hour, one and a half times the regular Washington minimum wage of $14.49 per hour.
The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.
The following 10 tips can help you manage overtime for a safer, more productive workforce:Schedule overtime judiciously.Cap overtime.Track the sleep/wake circadian rhythm.Impose length-of-time restrictions.Emphasize safety.Watch out for hoarders.Set a pecking order.Cross-train.More items...
Overtime pay must be at least 1.5 times the employee's regular hourly rate. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Employees cannot waive their right to overtime pay.
(1) Every employer is responsible for the payment of all wages to all the employees that he employs. In any other case, if the employer names a person, or if there is a person responsible to the employer or is nominated, then such a person is responsible for the payment of wages.
Overtime pay, also called "time and a half pay", is one and a half times an employee's normal hourly wage. Therefore, Washington's overtime minimum wage is $21.74 per hour, one and a half times the regular Washington minimum wage of $14.49 per hour.
Washington minimum wage laws do not require employers to pay employees for reporting or showing up to work if no work is performed.
Overtime pay is calculated: Hourly pay rate x 1.5 x overtime hours worked. Here is an example of total pay for an employee who worked 42 hours in a workweek: Regular pay rate x 40 hours = Regular pay, plus. Regular pay rate x 1.5 x 2 hours = Overtime pay, equals.
