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Employees who work outside of Seattle How do new employers determine the number of employees? For employers that did not have any employees during the previous calendar year, the employer schedule will be calculated based upon the average number of employees employed per calendar week during the first 90 calendar days of the current year of business.
If an employer has both Seattle and out-of-state employees, does the employer need to count all employees to determine tier size?
To determine schedule, should the employer consider each of these businesses as completely separate from one another, or do they count as one business? Separate entities that form an integrated enterprise are considered to be a single employer under the Ordinance.
To help decide this question, employers should assess the degree of control exercised by one entity over the operation of another entity. The factors in this assessment include, but are not limited to: There will be a presumption that separate entities, which may share some degree of interrelated operations and common management with one another, will be considered separate employers as long as 1 the separate legal entities operate substantially in separate physical three page business plan, and 2 each separate legal entity has partially different ultimate ownership.
Wages include salary, hourly pay, piece rate, three page business plan, and non-discretionary performance bonuses. Tips and employer payments toward a medical benefits plan are not considered wages. What is included in the minimum compensation requirement for Schedule 2 employers?
What are the minimum requirements for a qualifying medical benefits plan to be included in minimum compensation? Are there instances where employers may be allowed to offer subminimum wages to employees? The FAS Director shall have the authority to issue a special certificate authorizing an employer to pay a wage less than the Seattle minimum wage but above the Washington State minimum wage.
Such special certificates shall only be available for the categories of workers defined in RCW But in order to receive a special certificate, an applicant must secure a letter of recommendation from the Washington State Department of Labor and Industries stating that the applicant has a demonstrated need pursuant to WAC http: The FAS Director will by rule establish the minimum wage for employees under the age of eighteen years, provided that any percentage of the hourly rate established by rule shall not be lower than the percentage applicable under state statutes and regulations.
Minimum Wage and Compensation Schedules What are the minimum wage requirements for Schedule 1 employers? Qualifying medical plan payments must be for the equivalent of a Silver plan or higher as defined in the federal Affordable Care Act.
Schedule 1 employers that do not pay towards qualifying medical plan payments shall pay each employee an hourly minimum wage of at least: Hourly minimum compensation includes the hourly minimum wage plus tips and qualifying medical plan payments.
Schedule 2 employers shall pay each employee an hourly minimum wage of at least: Schedule 2 employers shall pay an hourly minimum compensation that is the lower of a the applicable hourly minimum wage for Schedule 1 employers or b the hourly minimum compensation shown in the following schedule: Effective January 1,minimum compensation will no longer be applicable.
Employers are required to provide employees with notice of 1 the entitlement to minimum wage and minimum compensation, 2 the prohibition against retaliation and 3 the ability to file a complaint if the minimum wage or minimum compensation is not paid or the employee is retaliated against.
How can employers comply with the notice requirements? Employers may comply with the notice requirements of this Ordinance by: Including a paper or electronic copy of notice in employee handbooks or other written guidance. Distributing a notice to each new employee at the time of hire.
Displaying a poster in English, Spanish and any other languages commonly spoken by employees at the particular workplace that will be created by FAS in a conspicuous and accessible place in the workplace. What are employer record-keeping requirements?
Employers shall retain payroll records pertaining to covered employees for a period of three years documenting minimum wages and minimum compensation paid to each employee. What happens if an employer retaliates against an employee? Employers are prohibited from taking an adverse action or discriminating against employees who assert their rights to minimum wage and minimum compensation in good faith.
What are the penalties for failure to pay minimum wage and minimum compensation? Failure to pay minimum wage and minimum compensation: Which City department is responsible for enforcing this ordinance?
The Department of Finance and Administrative Services is responsible for administering and enforcing the Ordinance.We support America's small businesses. The SBA connects entrepreneurs with lenders and funding to help them plan, start and grow their business.
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