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The Office of Labor Standards reception area is open to the public weekdays 9:00am-4:00pm.

We are still available to serve you by phone at (206) 256-5297, by TTY by dialing 7-1-1, online at www.seattle.gov/laborstandards and email laborstandards@seattle.gov.

2023 increase to Seattle minimum wage - click here to learn more.

 

2023 OLS Finance and Adminstrative (FAS) Insert

OFFICE OF LABOR STANDARDS

The Office of Labor Standards has a dedicated staff who handle employer inquiries. OLS does not share information about the identity of employers with our enforcement team. We will answer questions about how Seattle's labor standards apply to your business. Labor Ordinance trainings available upon request.

Minimum Wage Increase (beginning on January 1, 2023)

Large Employer (501 or more employees), $18.69/hr.

Small Employer (500 or fewer employees), Does the employer pay at least $2.19/hour toward the employee’s medical benefits, and/or does the employee earn at least $2.19/hour in tips? IF NO,

$18.69/hour: IF YES, $16.50/hour

Ordinances Applicable to Most Businesses

2023 Workplace Poster Employers are required to post the yearly workplace poster in English, Spanish, and the language(s) commonly used at worksite. Download the 2023 Workplace Poster here: seattle.gov/laborstandards/resources-and-language-access/resources/posters Also available in more than 25 languages and translated into others by request.

Paid Sick & Safe Time

Employers must provide employees paid leave to care for themselves or a family member for physical or mental health conditions and for reasons related to domestic violence, sexual assault, stalking, or other critical safety issues.

Employees may also use their earned paid leave when their family member’s school or place of care is closed or when a workplace of 250+ employees worldwide is closed, or hours are reduced for a health or safety reason. seattle.gov/laborstandards/ordinances/paid-sick-and-safe-time

Commuter Benefits

Employers with 20+ employees must allow covered employees to make monthly pre-tax payroll deductions for transit or vanpool expenses. Covered employers may also meet their obligation by paying for all or part of a transit pass.

Employers can contact Commute Seattle to get help creating a commuter benefits program by visiting the Commute Seattle web site or by emailing info@commuteseattle.com.

Wage Theft

This law requires employers to pay all wages and tips owed to employees on a regular payday. Employers must provide written notice to employees each time wages and tips are paid. https://www.seattle.gov/laborstandards/ordinances/wage-theft.

Fair Chance Employment

This law limits how employers may use criminal history in the hiring process and in employment decisions. Covered employers are prohibited from having blanket exclusions in job advertisements or applications. https://www.seattle.gov/laborstandards/ordinances/fair-chance-employment.

Independent Contractor Protections

Requires hiring entities to provide independent contractors who earn or may earn at least $600 within the calendar year with disclosures prior to entering a contract, at the time of payment and to provide timely payment. Access the Notice of Rights poster, and model disclosure notices here: https://www.seattle.gov/laborstandards/ordinances/independent- contractor-protections-

Ordinances Applicable to Businesses in Certain Industries

Hotel Employee Protections

Four Seattle laws protect hotel employees and other employees that work for businesses that have certain kinds of relationships with hotels. The Improving Access to Medical Care for Hotel Employees requires covered employers to make monthly healthcare expenditures to, or on behalf of, covered employees to increase their access to medical care. Amounts are adjusted each year. Three additional laws provide protections related to job retention, room cleaning workload limits, and protecting employees from violent or harassing guest conduct. Access more guidance here: https://www.seattle.gov/laborstandards/ordinances/hotel-employee-protections.

Domestic Workers Ordinance

This law gives domestic workers (nannies, house cleaners, household managers, cooks, gardeners) the right to: minimum wage, rest breaks, and meal periods, keep personal documents, and a day of rest (workers who live or sleep where they work and if working six consecutive days). Access more guidance here: https://www.seattle.gov/laborstandards/ordinances/domestic-workers.

Secure Scheduling Ordinance

Applies to large retail and food service establishments. This law requires covered large retail and food establishments to provide employees with advanced notice of work schedules, compensation for late schedule changes, and compensation for back-to-back shifts without an adequate rest time. Access more guidance here: https://www.seattle.gov/laborstandards/ordinances/secure-scheduling.

NEW App-Based Worker Minimum Payment App-Based Worker Minimum Payment Ordinance (Pay Up). Effective January 2024, app-based delivery drivers in Seattle will have the right to minimum compensation for their work under the App-Based Worker Minimum Payment Ordinance. The ordinance also includes flexibility and transparency protections for covered app-based workers.

OFFICE OF CIVIL RIGHTS

Employment, Housing, Public Places, Contracting

The Civil Rights Laws cover, Businesses with 1 or more employees or domestic workers, Businesses with 1 or more dwellings, Businesses open to the public, Contracts over $5000.

The Laws prohibit discrimination and harassment based on, Race, Color, National Origin, Ancestry, Disability, Use of a Service Animal (public places and housing only), Sex, Sexual Orientation, Gender Identity, Marital Status, Age, Religion, Creed, Political Ideology, Military and Veteran Status, Citizenship, or Immigration Status, and Pregnancy Outcomes, Alternative Source of Income (housing only), Subsidies (housing only), Parental Status (housing only), Breastfeeding (public places only), and Genetic Information (employment only).

Retaliation, the law prohibits retaliation for making a discrimination complaint.

Reasonable Accommodations, the law requires reasonable accommodations for people with disabilities who have a disability-related request, N/A.

Service Animals, the law allows service animals for people with disabilities, including but not limited to dogs, N/A.

All-Gender Restroom Access, Employees are allowed to use the restroom that matches their gender identity, Tenants are allowed to use the restroom that matches their gender identity, All-Gender signs are required on single-occupant restrooms, N/A.

Closed Captioning,

N/A, N/A, Captioning must be turned on for TV receivers, N/A.

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The Office of Labor Standards enforces Seattle’s labor standards ordinances to protect workers and educate employers on their responsibilities.