What’s the difference?
It is important to note that paid family and medical leave and paid sick leave have two different sets of requirements. Both requirements include strictly-enforced measures that prevent employers from retaliating against employees in any way for the exercise of either or both rights.
Paid Family & Medical Leave
In 2019, employers in Washington will begin paying premiums for paid family and medical leave. Starting Jan. 1, 2020, employees will be able to apply for Paid Family and Medical Leave benefits. Benefits will be available for most employees who work at least 820 hours in the qualifying period.
Paid Family and Medical Leave will be a state-run insurance program that is funded by both employers and employees. Eligible employees are assured up to 12 weeks of leave as needed, with partial wage replacement. In certain exceptional cases 16-18 weeks may be taken.
The amount of this benefit varies depending on the employee’s weekly wage, median statewide incomes, and other factors. Continue reading
Changes to the state minimum wage
The minimum wage will be $11 per hour in 2017
- The minimum wage applies to all jobs, including agriculture.
- Employers must pay employees age 16 and older at least $11 per hour in 2017. WAC 296-126-020(app.leg.wa.gov).
- Employers are allowed to pay 85 percent of the minimum wage to employees under age 16. WAC 296-126-020 (app.leg.wa.gov). For 2017, this rate is $9.35 per hour.
- Seattle, Tacoma, and the City of SeaTac currently have higher minimum wage rates. The local rate applies if it is higher than the state minimum wage rate.
- The initiative does not change overtime pay requirements.
The initiative sets future minimum wage rates Continue reading
Washington State’s Department of Labor & Industries answers the top 20 small business questions. For example:
- I’m hiring employees for the first time. What do I need to do?
- Can I just hire independent contractors? They’re easier than employees.
- Which government permits, licenses and tax registrations do I need?
- I own a business. Am I required to have workers’ comp coverage on myself?
- What can I deduct from my employee’s paycheck?
- What do I do if I can’t pay my workers’ compensation bill?
You will find the answers here.
by Joseph G. Hadzima Jr.
Employment costs fall into several broad categories:
Finding technically qualified people who can function effectively in a rapidly growing start up venture is not easy task. In an earlier column we discussed the economic alternatives for head hunting. For this column it suffices for me to remind you to be sure to devote the time to make sure that your hires are as close to perfect “10s” as possible. Anything less will be a drag on your business.
Basic salaries vary all over the place depending on the industry and a variety of other factors. There are data that can help you calibrate an appropriate base salary. For example, the Massachusetts Software Council puts out an annual Compensation Survey and there are similar publications in other industries. Be sure to establish rational salary ranges given your growth plans. This means that in most cases there should not be great salary differentials between early hires and later employees- any “risk component” of being an early hire should be made up in the equity compensation component. Continue reading