How many hours can a salaried employee work in washington state

Is there a limit on hours for salaried employees?

The federal law doesn’t restrict how many hours you can be required to work in a day, although some state laws do. Hourly employees and non-exempt salaried employees must be paid overtime if they work more than 40 hours in a week. A week is defined as a fixed time period of 168 hours, or seven consecutive 24-hour days.

How many hours can you work a day in Washington state?

Workweek and Workday

Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects.

What is the minimum salary for an exempt employee in Washington state?

DateMinimum Salary/Fee Rate (More than 50 Washington Employees)July 1, 20201.25 x Washington Minimum Wage ($35,100/year) ($675/week) (The new rate under the FLSA, effective January 1, 2020, is $35,568/year, or $684/week)January 1, 20211.75 x Washington Minimum Wage ($49,140/year + CPI) ($945/week + CPI)

Do salaried employees get paid during state of emergency?

For exempt employees, an employer will be required to pay the employee’s full salary if the worksite is closed or unable to reopen due to inclement weather or other disasters for less than a full workweek. However, an employer may require exempt employees to use allowed leave for this time.

Is an 80 hour work week possible?

Working for 80+ hours is extreme, and not recommended as an everyday practice – but, if you stick to a strict routine and block your time, it is possible. If you find that you’re able to eat enough, sleep enough and be happy despite working long hours, it’s fine for you to go for it.

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Do exempt employees have to work 8 hours a day?

Salaried Employee Overtime

The standard workweek assumes that full-time salaried and hourly employees work eight hours daily. The basis of this calculation is a five-day workweek at 40 hours per week. However, the FLSA does not dictate any specific number of daily hours for salaried employees.

Are 15 minute breaks required by law in Washington?

Employees must be allowed a paid rest period, free from duties, of at least 10 minutes for every 4 hours worked. Additionally: Employees cannot be required to work more than 3 hours without a rest break. Breaks must be scheduled as close to the midpoint of a work period as possible.

How many breaks do you get in a 8 hour shift in Washington state?

15 minute break for 4-6 consecutive hours or a 30 minute break for more than 6 consecutive hours. If an employee works 8 or more consecutive hours, the employer must provide a 30-minute break and an additional 15 minute break for every additional 4 consecutive hours worked.

How many breaks do you get in a 7 hour shift in Washington state?

WAC 296-126-092 requires employers to provide a 30-minute meal break to non-exempt employees for every five hours of work, between the second and fifth working hour. Meal breaks generally may be unpaid if employees are relieved of all duties for the entire period.

What are my rights as an employee in Washington state?

Employees must be paid for all work performed at the rate agreed upon with their employer. Workers are entitled to protection from discrimination. … Washington State does not require employers to provide leave or pay for holidays, vacations, or bereavement.

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What is the minimum salary in Washington state?

12.00 USD per hour (Jan 1, 2019)

What will the minimum wage in Washington state be in 2020?

$13.50 per hour

Can a salary employee file for unemployment?

Employees qualify for unemployment benefits if they separate from their jobs without cause and if they meet the requirements for wages earned during a base period that is established by each state. Therefore, if you were laid off due to company finances, you, most likely, will be approved to receive benefits.

Can a job make you work without pay?

Employers in the United States must pay employees for all hours worked and cannot force workers to labor without receiving minimum compensation set by federal or state law. An employer cannot sanction, discriminate against or fire an employee for not working without pay.

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