Washington Employee Time Report (Nonexempt)
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FAQ
The 7-minute rule is a guideline used in Washington to determine how employers should handle time rounding. Specifically, this rule suggests that if an employee works less than 7 minutes beyond a scheduled shift, employers can round down to the nearest quarter hour. Conversely, if they work more than 7 minutes, employers must record the time accurately, facilitating proper tracking on a Washington Employee Time Report (Nonexempt).
Nonexempt: An individual who is not exempt from the overtime provisions of the FLSA and is therefore entitled to overtime pay for all hours worked beyond 40 in a workweek (as well as any state overtime provisions). Nonexempt employees may be paid on a salary, hourly or other basis.
Employees who do not meet the requirements to be classified as exempt from the Minimum Wage Act are considered nonexempt. Nonexempt employees may be paid on a salary, hourly or other basis. Employees who do not qualify for an exemption but are paid on a salary basis are considered salaried nonexempt.
For most employees, there are no state requirements regulating how and when they are scheduled. An employer has the right to change an employee's schedule at any time, with or without notice.
Washington minimum wage laws do not require employers to pay employees for reporting or showing up to work if no work is performed.
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.
A. "Reporting time pay is a form of wages that compensate employees who are scheduled to report to work but who are not put to work or furnished with less than half of their usual or scheduled day's work because of inadequate scheduling or lack of proper notice by the employer.
Washington's overtime exemption rules generally require these white-collar employees to meet a three-part test to be exempt: the employees must (1) be paid a fixed salary, (2) perform certain types of job duties, and (3) be compensated at or above the minimum salary threshold.
Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Wage non-disclosure agreements for employees are prohibited.
(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.
