Nolan Lim

Seattle’s thriving restaurant industry provides jobs to many, but wage theft—when employers fail to pay workers what they’re owed—remains a significant issue. Despite Seattle’s strict labor laws, wage theft continues to impact restaurant workers. Here’s what restaurant employees need to know about wage theft and their legal rights. What Is Wage Theft? Wage theft occurs when employers don’t pay employees the full wages they’re entitled to. Common forms include: Wage Theft in Seattle Restaurants Restaurant workers are often vulnerable to wage theft for several reasons: Seattle’s Labor Laws and Penalties Seattle’s labor laws protect workers from wage theft and impose strict penalties for violations: Steps to Take if You’re a Victim of Wage Theft If you believe you’ve been subjected to wage theft: Conclusion Wage theft affects many restaurant workers, but Seattle’s strong labor protections give you the right to pursue justice. If your employer has underpaid you or denied overtime, you can file a complaint with the OLS and seek legal advice to hold them accountable.

Pregnancy discrimination is a serious issue that affects many women in the workforce. Despite laws such as the Pregnancy Discrimination Act, which prohibits discrimination against pregnant women in the workplace, many women still face discrimination and mistreatment during their pregnancies. One form of discrimination that pregnant women may face is layoffs.Layoffs are a common occurrence in today’s workforce, and pregnant women are not immune to them. However, when a pregnant woman is laid off, it can be difficult to determine whether the layoff was due to her pregnancy or due to other factors such as company downsizing.If a pregnant woman is laid off and believes that her pregnancy was the reason for the layoff, she may have a case for pregnancy discrimination. It is important for pregnant women to be aware of their rights and to speak up if they believe they have been discriminated against.Courts will examine evidence to determine if a layoff was motivated by pregnancy. This can include circumstantial evidence such as a termination coinciding with maternity leave, managers inquiring about leave duration before a layoff, transferring job duties prior to leave, exclusion from trainings, and discussions about pregnancy during layoff decisions. See Moua v. IBM, 2019 U.S. Dist. LEXIS 48318.If any of these facts present themselves for you or a coworker, they are worth discussing with potential legal counsel.