Some salaried employees – Contrary to popular belief, some salaried employees are entitled to overtime.Most hourly, piece rate, and commissioned employees.Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. Collective bargaining agreements and employers can provide overtime pay more generous than Washington law requires.Įmployers can define a workweek as any 7 consecutive days beginning on the same day and time every week.Employers can mandate overtime work, with the exception of certain healthcare facility employees.Employers must pay overtime to eligible workers regardless of the employer’s size.Employees cannot waive their right to overtime pay. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Overtime pay must be at least 1.5 times the employee’s regular hourly rate. Most employees who work more than 40 hours in a 7-day workweek must be paid overtime. You can learn more about changes in the law at L&I’s agricultural overtime web page. 1, 2023, and for all hours worked over 40 beginning Jan. 1, 2022, for all hours worked over 48 beginning Jan. During the phase-in period, agricultural workers will be eligible for overtime compensation for hours worked over 55 during a workweek beginning Jan. The phase-in for non-dairy agricultural workers begins Jan. While dairy workers are entitled to receive overtime pay for all hours worked over 40 in a workweek, the law establishes a gradual phase-in period for full overtime eligibility for all other agricultural workers. Jay Inslee, this new law went into effect on July 25, 2021. The 2021 legislative session included passage of ESSB 5172, a bill expanding the state Minimum Wage Act’s overtime protections to all agricultural workers, including agricultural piece-rate workers. Back in June I did an introduction to VFS. The facility was repaid and the firm continues to prosper knowing they have the facility in place to use as it should be. The firm received a CBIL loan and some of their higher value cases settled with higher costs because their costs firm were allowed to negotiate the true value of the bill. They now have a steady stream of work sourced internally by an enhanced marketing team increasing profitability by decreasing case acquisition costs. This enabled them to put the infrastructure in place with new IT equipment and systems and revisit internal marketing. VFS assisted them by reviewing their caseload and releasing cash tied up in WIP and disbursements. The firm had a lot of cash tied up in incurred disbursements and also lots of higher value cases that were sat with costs being negotiated. The dial in functionality was not robust or secure enough for the change, there were planned upgrades to IT and they needed sources of more work. Some staff had laptops and others didn’t. had a client who had to implement home working. To provide and maintain a degree of normality and look after clients, firms had to carefully plan how to get staff into home working environments.įirms had to change the way they worked and forward-thinking firms started to look beyond CIL Loans to see if they could utilise the assets already in their WIP and release cash. For many, new file openings slowed down and cash flow became much tighter.
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