This law makes it illegal for employers to withhold or divert an employee’s wages, unless the deduction is required by state or federal law, or agreed upon by the employee and employer. This law is complex, and interpretation of your specific situation should be done with experienced legal counsel from an experienced wage law attorney. Call NL Law for your Free Consultation regarding your employment wage claim.
Employees must be paid at least monthly. Depending on the frequency of payment, paydays may occur either seven or 10 days after the pay period ends. A separate payday may be established for overtime pay, under certain circumstances.
Deductions from wages are generally allowed if required by state or federal law, if they are for health care or insurance, or if they are voluntary, authorized in writing and are solely for the benefit of the employee. Deductions must be made to fund Washington Cares Fund (i.e., long-term-care) benefits. All employers with employees in the state (except the federal government) and their employees must make payroll deductions for premium payments to fund the paid family and medical leave insurance program. Small employers (fewer than 100 employees) may choose to offer eligible employees the option to participate in the Washington Small Business Retirement Marketplace, through which qualified financial services firms offer low-cost retirement savings plans. In addition, covered employers must participate in the Washington Saves Retirement Savings Program once it is launched.
Employers must provide employees with written, itemized pay statements every payday containing specific information. Electronically provided pay statements are permitted if certain requirements are met. An employer may use pay statements to satisfy the notice requirements of the Washington Paid Sick and Safe Leave Law.
A terminated employee must be paid final wages at the end of the next regular pay period. Employers must pay employees for accrued vacation if the employer has a policy or contract providing for it or has otherwise promised to pay it. Employers covered under the Washington Paid Sick and Safe Leave Law may choose to pay employees for a portion of their accrued, unused leave time when employment ends, if agreed to in writing.
