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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
An employer must pay an employee who is discharged or terminated, who quits or resigns,
or who is laid off, by the end of the established pay period. This requirement may be
altered by a collective bargaining agreement. Washington Code 49.48.010
Employees who are suspended or resigns due to a labor dispute (strike)
Virginia has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigns employment due to a labor dispute by the end of the established pay period.
Wages in Dispute
Washington does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
An employer must pay an employee who is discharged or terminated, who quits or resigns,
or who is laid off, by the end of the established pay period. This requirement may be
altered by a collective bargaining agreement. Washington Code 49.48.010
Employees who are suspended or resigns due to a labor dispute (strike)
Virginia has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigns employment due to a labor dispute by the end of the established pay period.
Wages in Dispute
Washington does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Deductions from Wages
An employer may make the following deductions only from an employee's final paycheck
and they only may be applied to incidents in the final pay period and may not be saved up
from previous pay periods to be deducted from final check. Also, they may not reduce the
employee’s final check below the applicable minimum wage, even if the business makes
such an agreement with the worker. The business has the burden of proving that workers
were informed of company policies regarding these deductions.
- Cash shortage in the till only if the business has established policies regarding cash
acceptance, and if the worker has counted money in the till before and after shift and has
sole access to the till during his/her shift.
- Breakage, loss or damage of equipment if it can be shown to have been caused by the
worker's dishonest or willful act.
- "Bad checks" (NSF) or credit cards purchases accepted by the worker if the business has
established check and credit card acceptance policies before the event.
- Worker theft only if the business can show that the worker's act was dishonest or wilful,
and if the business filed a police report.
- Other agreements made orally or in writing between the worker and business at the time
of termination.
An employ may make the following deduction from an employee's wages at any time during
employment. These deductions may reduce the employee's wage below the minimum
wage in effect at the time of the deductions. During ongoing employment, the worker and
employer must agree to the deduction in advance and in writing. Deductions from a final
paycheck require an oral or written agreement:
- Required state and federal taxes, including the worker's share of workers' compensation
premiums.
- When worker agrees in advanc to a deduction that is to his/her benefit. Examples:
personal loans, personal purchases of business’s food, equipment, services, or purchase
of items the business sells to the public, for the amount to bail worker out of jail, for worker
health and dental insurance payments or co-payments, etc. The deduction may not cause
the business to benefit financially other than reasonable interest included in the agreement.
- Medical, surgical, or hospital care or service when the business pays for the worker’s
medical, surgical, or hospital care or service and the worker agrees to deductions from
wages to repay those costs to the business. For Example: An employer and employee
agree that the employer will pay hospital costs for an employee who has no insurance and
the employee agrees to specific deductions from wages to repay the employer until the
debt is repaid.
- Court-ordered garnishments including those for child support.
Washington Code 49.48.010; Washington Code 49.52.060; WA Admin. Code 296-126-025;
WA Admin. Code 296-126-028
Uniforms, Tools, and Other Equipment Necessary for Employment
An employee and employer may agree orally or in writing that the employer may deduct the
cost of uniforms provided by the employer if the uniforms are not returned by the employee
at the time of termination. This type of deduction cannot reduce the employee's wage below
the state minimum wage. WA Admin. Code 296-126-025
Medical or Physical Exams, including Drug Tests, Required for Employment
Washington does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
An employer may make the following deductions only from an employee's final paycheck
and they only may be applied to incidents in the final pay period and may not be saved up
from previous pay periods to be deducted from final check. Also, they may not reduce the
employee’s final check below the applicable minimum wage, even if the business makes
such an agreement with the worker. The business has the burden of proving that workers
were informed of company policies regarding these deductions.
- Cash shortage in the till only if the business has established policies regarding cash
acceptance, and if the worker has counted money in the till before and after shift and has
sole access to the till during his/her shift.
- Breakage, loss or damage of equipment if it can be shown to have been caused by the
worker's dishonest or willful act.
- "Bad checks" (NSF) or credit cards purchases accepted by the worker if the business has
established check and credit card acceptance policies before the event.
- Worker theft only if the business can show that the worker's act was dishonest or wilful,
and if the business filed a police report.
- Other agreements made orally or in writing between the worker and business at the time
of termination.
An employ may make the following deduction from an employee's wages at any time during
employment. These deductions may reduce the employee's wage below the minimum
wage in effect at the time of the deductions. During ongoing employment, the worker and
employer must agree to the deduction in advance and in writing. Deductions from a final
paycheck require an oral or written agreement:
- Required state and federal taxes, including the worker's share of workers' compensation
premiums.
- When worker agrees in advanc to a deduction that is to his/her benefit. Examples:
personal loans, personal purchases of business’s food, equipment, services, or purchase
of items the business sells to the public, for the amount to bail worker out of jail, for worker
health and dental insurance payments or co-payments, etc. The deduction may not cause
the business to benefit financially other than reasonable interest included in the agreement.
- Medical, surgical, or hospital care or service when the business pays for the worker’s
medical, surgical, or hospital care or service and the worker agrees to deductions from
wages to repay those costs to the business. For Example: An employer and employee
agree that the employer will pay hospital costs for an employee who has no insurance and
the employee agrees to specific deductions from wages to repay the employer until the
debt is repaid.
- Court-ordered garnishments including those for child support.
Washington Code 49.48.010; Washington Code 49.52.060; WA Admin. Code 296-126-025;
WA Admin. Code 296-126-028
Uniforms, Tools, and Other Equipment Necessary for Employment
An employee and employer may agree orally or in writing that the employer may deduct the
cost of uniforms provided by the employer if the uniforms are not returned by the employee
at the time of termination. This type of deduction cannot reduce the employee's wage below
the state minimum wage. WA Admin. Code 296-126-025
Medical or Physical Exams, including Drug Tests, Required for Employment
Washington does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Notice of Wage Reduction
Washington does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked.
Washington does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked.
Statement of Wages (Pay Stub)
An employer must furnish to each employee at the time of payment of wages an itemized
statement showing the pay basis (i.e., hours or days worked), rate or rates of pay, gross
wages and all deductions for that pay period. WA Admin. Code 296-126-040
An employer must furnish to each employee at the time of payment of wages an itemized
statement showing the pay basis (i.e., hours or days worked), rate or rates of pay, gross
wages and all deductions for that pay period. WA Admin. Code 296-126-040
Record Keeping Requirements
An employer must keep for at least three (3) years a record of:
- the name, address, and occupation of each employee,
- dates of employment,
- rate or rates of pay,
- amount paid each pay period to each such employee and
- the hours worked.
WA Admin. Code 296-126-050
An employer must keep for at least three (3) years a record of:
- the name, address, and occupation of each employee,
- dates of employment,
- rate or rates of pay,
- amount paid each pay period to each such employee and
- the hours worked.
WA Admin. Code 296-126-050
Frequency of Wage Payments
An employer must pay employees at least once per month on established paydays. An
employer must pay employees within 10 days of the end of a pay period. These
requirements may be altered by a collective bargaining agreement. If an employer is
unable to determine the overtime wages due by the established payday, the employer
must pay the wages as soon as the overtime can be determined. WA Admin. Code
296-126-023; WA Admin. Code 296-128-035; WA Admin. Code 296-131-010
An employer must pay employees at least once per month on established paydays. An
employer must pay employees within 10 days of the end of a pay period. These
requirements may be altered by a collective bargaining agreement. If an employer is
unable to determine the overtime wages due by the established payday, the employer
must pay the wages as soon as the overtime can be determined. WA Admin. Code
296-126-023; WA Admin. Code 296-128-035; WA Admin. Code 296-131-010
Manner of Payments
An employer may pay an employee by:
- cash,
- check convertible into cash on demand at full face value, and
- by direct deposit, so long as there is no cost to the employee. Washington Code
49.46.010; WA Admin. Policy ES.A.2; WA Dept. of Labor and Industry FAQ
Direct Deposit
An employer may require an employee to participate in direct deposit, so long as there is
no cost to the employee. WA Dept. of Labor and Industry FAQ
An employer may pay an employee by:
- cash,
- check convertible into cash on demand at full face value, and
- by direct deposit, so long as there is no cost to the employee. Washington Code
49.46.010; WA Admin. Policy ES.A.2; WA Dept. of Labor and Industry FAQ
Direct Deposit
An employer may require an employee to participate in direct deposit, so long as there is
no cost to the employee. WA Dept. of Labor and Industry FAQ
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
Washington does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
Washington does not have any laws requiring employers to provide employees of notice of
wage rates, dates of pay, employment policies, fringe benefits, or other terms and
conditions of employment.
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
