Employees who do not receive all wages due for work performed may file a Workplace Rights Complaint. Required training and meeting time, Employees and employers may come to agreements related to payment that are more favorable than state law. These arrangements are considered an "agreed wage." An agreed wage can include many different types of pay, including normal hourly rates of pay or premium rates of pay for certain tasks or shifts. This can include shift differentials, hazard pay, double time on holidays, on-call pay, etc. The agreed wage must be included in any overtime calculation when overtime-eligible employees work more than 40 hours per week. Pay raises Employers are not required to give employees pay raises, unless the employee is paid minimum wage and the minimum wage is increased. Washington's minimum wage is $15.74 as of Jan. 1, 2023. The minimum wage is adjusted each year for inflation. 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. Paying employees beyond their hours worked is generally not required unless there is a specific agreement between the employee and employer or if it is required by a collective bargaining agreement. State law does not typically require the following types of payment: If an on-call employee is called to duty, the time they spend addressing the workplace issue is considered hours worked. Employers can offer "on-call pay" if it is agreed upon by the employee or required by a collective bargaining agreement. On-call wages paid to employees who are not called to duty are not subject to minimum wage laws or overtime and are not considered "hours worked." If an employee is called back to duty, their regular or agreed-upon wage (e.g., on-call premiums, shift differentials, etc.) applies for all hours worked, including overtime.
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