Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Women are
49%
more likely to
live in poverty
than white men in
Washington
Single-woman led households are at the
highest risk
of poverty in
Washington
In
Washington
, women earn
$0.72
for every dollar a white man makes
Women in
Washington
are
76%
more likely to earn
minimum wage
than white men
Women in
Washington
are
78%
more likely to earn a
tipped wage
than white men
In
Washington
, at least
70%
of women are essential to the financial security of their household
Generally, an employer cannot discriminate in any way in compensation based on gender between employees performing similar jobs.[1] Employers are also prohibited from depriving an employee of career advancement opportunities on the basis of gender.
a. Affirmative Defenses: To justify a pay disparity, an employer can assert that it was based in good faith on a bona fide job-related factor or factors that: (i) are consistent with business necessity; (ii) are not based on or derived from a gender-based differential; and (iii) account for the entire differential. Such bona fide factors include, but are not limited to: (A) education, training, or experience; (B) a seniority system; (C) a merit system; (D) a system that measures earnings by quantity or quality of production; (E) a bona fide regional difference in compensation levels.[2]
b. Retaliation: An employer may not retaliate, discharge, or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under Washington’s equal pay law or against an employee testifying in such a proceeding.[3]
[1] RCW 49.58.005, .020, .030.
[2] RCW 49.58.020(3)(a) and (b).
[3] RCW 49.58.050.
Yes. Washington’s equal pay law is broader in that it mandates equal pay for “similar” work instead of equal pay for equal work. The law also limits the affirmative defenses that an employer can raise to bona-fide job-related factors and excludes the affirmative defense of “any factor other than sex.”
Yes. Washington law requires employers with 15 or more employees to disclose the wage scale or salary range and general description of all benefits and other compensation offered in a job posting.[1] The law also requires employers to disclose the salary range for a position to any employee offered an internal transfer to a new position or promotion upon their request.[2] The law applies to remote work that can be performed by Washington employees and to employers with at least one employee based in the state.[3] Job applicants and employees are entitled to remedies for violation of the law and can file a lawsuit to recover damages.[4]
[1] RCW 49.58.110.
[2] RCW 49.58.110.
[3] RCW 49.58.110.
[4] RCW 49.58.110.
Yes. An employer may not seek the wage or salary history of an applicant for employment from the applicant or a current or former employer; or require that an applicant's prior wage or salary history meet certain criteria.[1] However, an employer may confirm an applicant's wage or salary history if the applicant has voluntarily disclosed it or after the employer has negotiated and made an offer of employment with compensation to the applicant.[2]
[1] RCW 49.58.100(1).
[2] RCW 49.58.100(2).
Yes. Under Washington law, employers are prohibited from preventing employees from discussing their pay and from taking negative action against employees who compensate about their compensation.[1]
[1] RCW 49.58.040.
No. Employers currently do not have to report gender-based pay data under state law.
Yes. The state minimum wage exceeds the federal minimum wage and is indexed to adjust annually based on inflation.[1] Several localities, including Seattle and SeaTac have even higher local minimum wages.
[1] RCW § 49.46.020.
Yes. Washington State has eliminated the tipped wage so generally, employers must pay at least the standard minimum wage to all employees.[1]
[1] RCW 49.46.060.
Yes. Employers are required to pay employees at least once per month on a regular, scheduled payday. An employer may require employees to sign up for direct deposit, as long as this does not impose a cost on the employee. Employers may also offer to pay employees using debit or prepaid payroll cards. If there are fees for using these cards, the employer must provide an alternative that allows employees to access their wages without any fees or costs associated when withdrawing funds.[1]
[1] WAC 296-126-023.
Yes. Every employer shall 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. An itemized pay statement means a separate written statement from the paycheck issued to employees on each payday. Pay periods shall be identified on the pay statement by month, day, year, and payment date.[1]
[1] WAC 296-126-040.
Yes. No employer shall employ any of his or her employees for a workweek longer than forty hours unless such employee receives compensation for his or her employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he or she is employed.[1] Certain employees are exempt from overtime coverage.[2]
[1] RCW 49.46.130.
[2] RCW 49.46.130(2).
Yes. Wage theft is illegal in Washington State.[1] Employees who do not receive all wages due for work performed may file a Workplace Rights Complaint with the Washington State Department of Labor and Industries. Employers in violation of the wage theft provisions shall be guilty of a misdemeanor.[2]
[1] See generally RCW 49.48.
[2] RCW 49.48.020.
