Nolan Lim, Author at Nolan Lim Law Firm: Seattle Employment Law

Signs Your Workplace Wage Violations May Affect More Than Just You

Employers are legally required to pay employees all wages they have earned. Unfortunately, wage and hour violations are common in Washington workplaces, and many employees do not realize that the pay issues they are experiencing may be affecting dozens – or even hundreds – of coworkers as well. If you suspect your employer has failed to pay you properly, it is important to consider whether the problem is part of a larger pattern. Widespread wage violations can lead to class action lawsuits or other group claims that allow employees to pursue compensation together. Common Wage Violations in Washington Workplaces Wage violations can take many forms. The most common include: Unpaid overtime, Off-the-clock work, Missed meal and rest break compensation, Improper

What Washington Employees Need to Know About At-Will Employment

Most employees in Washington have heard the phrase “at-will employment,” but many are unsure what it actually means. Some workers mistakenly believe that employers can fire employees for any reason whatsoever. Others assume that any termination they believe is unfair automatically gives them a legal claim. The truth lies somewhere in between. While Washington is an at-will employment state, employers do not have unlimited power when it comes to firing employees. Numerous federal and state laws protect workers from wrongful termination, and understanding these protections can help employees recognize when a termination crosses the line from lawful to unlawful. What Is At-Will Employment in Washington? Under Washington’s at-will employment doctrine, employers generally have the right to terminate an employee at

Working Through Your Break Could Be Costing You Money: How Missed Meal and Rest Breaks Can Lead to Unpaid Overtime in Washington

Many employees in Seattle and throughout Washington assume that if they skip lunch, eat at their desk, or continue responding to emails during a break, they’re simply “working hard.” But under Washington law, working through a meal or rest break can have serious wage and hour implications – including unpaid overtime claims. For employees who regularly work through breaks, those extra minutes and hours can add up quickly. In some cases, workers may be owed significant backpay. Washington Employers Must Provide Meal and Rest Breaks Washington has strong worker protections when it comes to breaks. In most industries, non-exempt employees are generally entitled to: A paid 10-minute rest break for every four hours worked, and An unpaid 30-minute meal break

Your Right to Work a Second Job in Washington – And When Employers Cross the Line

In today’s economy, many workers rely on more than one source of income. Whether it’s a second job, freelance work, or a side business, Washington law protects your ability to earn a living. One of the most important statutes for employees on this issue is RCW 49.62.070, often referred to as Washington’s “moonlighting law.” If your employer has told you that you can’t work another job, this law may give you powerful legal rights. And importantly, violations of this statute often extend beyond a single employee – making them especially well-suited for class action lawsuits. What Is RCW 49.62.070? RCW 49.62.070 is part of Washington’s broader effort to limit overly restrictive employment practices. The statute protects lower-wage employees from unfair

What Is House Bill 1155 and How Does It Affect Non-Compete Agreements in Washington?

Non-compete agreements have long been a controversial tool used by employers to restrict where employees can work after leaving a job. In Washington, however, those restrictions are soon becoming a thing of the past. This is because Washington state has enacted a near-total ban on non-compete agreements under House Bill 1155. The bill was signed by Governor Bob Ferguson on March 23, 2026. It will go into effect on June 30, 2027. What Is House Bill 1155? HB 1155 (HB 1155) is a sweeping piece of legislation that virtually bans all non-compete agreements between companies and employees and independent contractors in Washington. Unlike prior laws that limited non-competes based on salary thresholds or duration, HB 1155 goes much further. The law provides that:

Filing Unpaid Wage Claims in Washington State

When you’re dealing with unpaid wages at your job in Washington, filing a claim is probably the last thing you want to think about. Most people just want to be paid fairly and move on. But the truth is, taking action is often the only way to make things right. That leads to an important question: what can I actually do if my employer hasn’t paid me what I’m owed? That’s where Nolan Lim Law Firm PS can help. Our team works with Washington employees every day who are facing wage and hour issues, and we’re here to explain your options, protect your rights, and fight for the pay you’ve earned. If you have questions, we offer free consultations so

SOLTEZ, ET. AL VS. HOBAN AND ASSOCIATES DBA COAST PROPERTY MANAGEMENT

Washington Wage-and-Hour Class Action Filed Against Property Management Company A new class action lawsuit highlights common wage-and-hour issues in the property management industry across Washington State. The lawsuit was filed by a former maintenance supervisor against Coast Property Management, alleging the company failed to properly pay hourly employees working at apartment communities throughout Washington. According to the complaint, property management employees—including maintenance staff and on-site workers—were regularly required to work through legally required meal and rest breaks due to chronic understaffing. The lawsuit further alleges that employees were not paid overtime even when they worked more than 40 hours per week, that wages were capped regardless of actual hours worked, and that paystubs failed to accurately reflect all time worked.

WRIGHTMAN VS. ARAMARK

Matthew Wrightman has filed a proposed class action lawsuit against Aramark, alleging that the company routinely violated Washington wage-and-hour laws for hourly employees across the state. The complaint claims Aramark failed to provide legally required meal and rest breaks, did not pay required premium pay when those breaks were missed or interrupted, and failed to pay overtime when total compensable work time exceeded 40 hours in a week. It also alleges that Seattle-based workers were subjected to last-minute schedule changes and canceled shifts without the predictability pay required by Seattle’s Secure Scheduling Ordinance. The lawsuit seeks to represent all non-exempt Aramark employees in Washington (with a Seattle subclass), and requests unpaid wages, break premiums, overtime, statutory penalties, and double damages

Washington Equal Pay and Opportunities Act

In Washington State, the law requiring employers to disclose wage and salary ranges in job postings is found in RCW 49.58.110. This statute is part of the state’s Equal Pay and Opportunities Act (EPOA). Under this law, employers with 15 or more employees must provide a salary range or wage scale, along with a description of benefits, in any job posting that seeks to fill a position. The law’s goal is to promote pay transparency and help reduce wage disparities, particularly for historically marginalized groups. Noncompliance with the wage disclosure requirements can result in civil penalties, making it essential for Washington employers to ensure that their job advertisements comply with these rules. Private Attorneys can bring civil actions based on

Higley v Sportsman’s Warehouse

Higley v. Sportsman’s Warehouse, Superior Court of the State of Washington in and for King County, NO. 24-2-16440-5 KNT. About this Case: In this class action case, Kjersten Higley, on behalf of herself and similarly situated employees, alleges wage and hour violations by Sportsman’s Warehouse, Inc. The plaintiff claims the company systematically denied non-exempt employees meal and rest breaks, required them to work through these breaks to meet scheduling demands, and failed to properly compensate for overtime work exceeding 40 hours per week. Additionally, employees were required to use personal cell phones for work-related tasks without reimbursement, resulting in unlawful wage deductions. The case seeks recovery of unpaid wages, claiming Sportsman’s Warehouse violated several Washington state labor laws. Higley, a

Posts by: Nolan Lim