Washington State Law on Schedule Changes

Employers may not apply intermittent rest periods where the nature of workers` work requires constant mental or physical effort. In these situations, employers are required to offer scheduled breaks of ten (10) minutes. Examples of occupations that required constant mental or physical exertion include armoured truck drivers and assembly line workers. See Pellino v. Brink`s, 267 p.3d 383 (2011). Employees who work more than 3 hours beyond their scheduled shift are entitled to additional meal hours. Additional 30-minute meals must be given within five hours of the end of the first meal and for every five hours of additional work. Under certain circumstances, Washington employers may be required to pay residents wage rates set by applicable federal or state wage rates and rules. Current wage rates may differ from state minimum wage rates.

Employees may be eligible for prevailing wages if they work on federal or state government construction projects or if they provide certain federal or state government services. See Washington Prevailing Wages, Davis-Bacon and related legislation, McNamara-O`Hara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA) for more information on prevailing wages. Employers are required to create safe working conditions for domestic workers. This includes providing cleaning products that are as safe as possible. However, most domestic workers will not be able to get workers` compensation if they are injured on the job. You should still tell your employer if you are injured and ask for help. If the employer is unwilling to help you, you have the right to sue your employer to help you pay your medical bills and other damages. If this amount is less than $5,000, you can sue your employer in Small Claims Court. For more information about small claims court (including Spanish), see Washington Law Help (www.washingtonlawhelp.org). Note: The following answers assume that your employer has at least eight employees.

Small employers and religious nonprofit organizations are not covered by federal or state parent/pregnancy protection laws. The portrait of service workers in Washington shows that unstable and unpredictable schedules are commonplace. As we`ve seen nationally, Washington`s retail and food industries are characterized by low wages, inadequate work hours, and a lack of control over scheduled work hours. Along with shift data, we can also see in detail how these workers also manage schedules that are advertised with little notice and are often changed at the last minute. By listening directly to employees, we can learn not only about their experiences, but also about their preferences. The majority of employees express a desire for more hours of work and greater predictability of their hours of work. You will be paid for half of your lost time if the employer cancels a shift with less than two weeks` notice or sends you home before the scheduled end of your shift. Note: The predictability compensation does not apply to changes of less than 15 minutes. If your employer extends your shift by less than an hour, you get this proportional share of the one-hour predictability.

For employees in the public sector (federal, state, municipal, etc.) or for employees in the transport sector covered by the Railway Labour Act, the right to strike is more restricted. Washington state law explicitly prohibits most state, municipal, and district workers from striking, though the right of public school teachers to strike is unclear. Strikes by federal employees are generally illegal. However, if strikes are illegal, other types of concerted action by workers may be permitted. Some laws require 14 days before the start of the first shift and others 21 days. Employers who need to make changes may have to pay the employee a supplement if they do not give sufficient notice. In addition to the widespread use of part-time schedules, we also note that Washington workers have unstable and unpredictable work schedules that manifest themselves in multiple dimensions. Employers should rely on automated scheduling tools that track changes, notifications and employee responses.

With a digital system, it is easy to retrieve time and work records or generate a report. In the case of minimum wage and overtime, unemployment and workers` compensation, the employer`s statutory audit of your work determines your status as an employee. The more control the employer has, the more likely you are to be legally considered an employee. Here are some of the factors that government agencies consider when determining independent contractor status. You have the right to request feedback in your schedule without reprisal. If your request is for planning needs involving a second job, school, serious medical condition, care responsibilities or any other “significant life event,” the employer must comply with the request, unless there is a “good business reason” for refusing. The law defines a bona fide business reason as anything that would result in a violation of the law, result in significant costs or other burdens, or interfere with the employer`s ability to meet the needs of its business. If you work for a foodservice, coffee shop, or covered retail business, Seattle`s Safe Planning Act guarantees you advance notice of your schedule, predictable compensation if the employer changes your schedule, a right to rest, access to overtime if you choose it, a good faith estimate of your hours and entries in your schedule. (If you`re a union member, the rules may work a little differently – talk to your union for more details.) This research work is part of a series designed to improve our understanding of working conditions in the service sector – particularly the instability and unpredictability of schedules – in cities and states across the country. Since 2016, The Shift Project has been collecting survey data from workers employed by large retail chains and restaurant establishments.4 We ask respondents about their work schedules, household economic security, health and well-being, and target employees of large companies that are at the center of recent labor regulation efforts at the national and local levels.

Our data provides an unprecedented insight into working conditions in the service sector and provides unprecedented insight into the work and family lives of low-wage workers. Veterans Affairs Canada is a full-service government agency that supports veterans, their families and survivors. WDVA aggressively pursues all federal and state benefits on behalf of veterans. WDVA provides employment-related assistance to veterans and other eligible individuals, including employment counseling, job search assistance, job placement and placement. If you don`t live near their Olympic office, you can call the national number to find veterans service providers in your area. 1-800-562-2308 The mandatory rest period applies to employers, unless it allows employees to take intermittent breaks of ten (10) minutes for every four (4) hours worked. In these situations, scheduled rest periods of 10 minutes are not necessary. Intermittent rest periods are periods of less than ten (10) minutes, usually unscheduled, during which employees can rest, relax and engage in brief personal activities while being relieved of all work duties. Breaks that are too short to allow for a meaningful break, including washroom breaks and short breaks for eating or drinking to consume during work, cannot count towards the prescribed ten (10) minute break. See Pellino v. Brink`s, 267 p.3d 383 (2011).

The Washington State Labor Council, AFL-CIO, represents and provides services to hundreds of local unions throughout Washington State. WSLC`s main programmes are legislative advocacy, political action, communication and media relations, and campaign support. www.wslc.org/ The employer must treat a pregnant woman in the same way as any other employee. Your employer must have a business reason to change your work schedule. We also asked employees if they had witnessed any specific human resource management practices related to scheduling instability over the past month.