The Washington Equal Employment Opportunity Package is a comprehensive set of laws, regulations, and policies aimed at promoting fair and equal treatment in the workplace across the state of Washington. This package is designed to prevent discrimination and to ensure that all individuals, regardless of their race, color, national origin, sex, disability, religion, sexual orientation, gender identity, marital status, age, or genetic information, have equal opportunities for employment. Under the Washington Equal Employment Opportunity Package, employers are prohibited from engaging in discriminatory practices during any stage of employment, including recruitment, hiring, promotion, compensation, benefits, training, and termination. These laws apply to both public and private employers, as well as employment agencies, labor organizations, and apprenticeship programs. The Washington Equal Employment Opportunity Package comprises various acts and regulations that work together to protect employees' rights and advance equal opportunities. Some key components include: 1. Washington Law Against Discrimination (CLAD): This is the primary law that prohibits discrimination based on various protected characteristics in employment, as well as in other areas such as housing and public accommodations. 2. Title VII of the Civil Rights Act of 1964: Washington incorporates Title VII, which is a federal law prohibiting discrimination based on race, color, religion, sex, and national origin. Employers with 15 or more employees are covered by this act. 3. Americans with Disabilities Act (ADA): The ADA requires employers to provide reasonable accommodations to qualified individuals with disabilities, prohibiting discrimination against them in the workplace. This act applies to employers with 15 or more employees. 4. Age Discrimination in Employment Act (AREA): AREA protects employees who are 40 years of age or older from age-based discrimination. Employers with 20 or more employees are subject to this act. 5. Genetic Information Nondiscrimination Act (GINA): GINA prohibits employers from discriminating against individuals based on their genetic information. This act covers employers with 15 or more employees. It is important for employers and employees to be aware of these regulations and comply with them to ensure a fair and inclusive working environment. By adhering to the Washington Equal Employment Opportunity Package, employers can create a workplace that values diversity and provides equal opportunities for personal and professional growth.
Washington Equal Employment Opportunity Package
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Non-Payment of Bonuses Employers should not be able to withhold earned bonus payments. Therefore, if your employer promised a bonus related to your performance that has not been paid after a reasonable amount of time has passed, you have the right to file a wage claim with the Labor Commissioner's Office.
Benefits provide a percentage of the employee's gross wages ? between $100-1,000 per week ? while the employee is on approved leave. To receive benefits under the Paid Family and Medical Leave program, you must have worked a total of at least 820 hours for any Washington employers during the previous 12 months.
Payments are considered wages even if the employee is a casual worker, a day or contract laborer, part-time or temporary worker, or paid by the day, hour, or any other method or measurement. Wages include, but are not limited to: Salaries, hourly pay, piece rate, or payments by the job. Commissions and bonuses.
The Washington State Fair Chance Act limits use of criminal records in advertisements, applications, and the hiring process. The Washington State Office of the Attorney General's Civil Rights Division oversees the administration of this law.
Employment Security does not discriminate on the bases of race, color, religion, sex (including pregnancy, childbirth, and related medical conditions, sex stereotyping, transgender status, and gender identity), national origin (including limited English proficiency), age, disability, or political affiliation or belief, ...
Effective January 1, 2023, Washington employers must include in each job posting the opening wage scale or salary range of the job and a general description of all benefits and other compensation offered. Versions of similar laws exist in Colorado, California, and New York City.
?Pay scale? is defined as the ?salary or hourly wage range that the employer reasonably expects to pay for the position.? Bonuses, tips, and other benefits are not included in this definition.
Compensation means the wages and benefits provided by an employer to an employee. Wages include, but are not limited to salaries, hourly rates, commissions, and non-discretionary bonuses.