What to Know About the 2021 Seattle Labor Standards

Do You Have Employees?

Here’s What You Need to Know About the 2021 Seattle Labor Standards –

If you are an employer with employees working inside Seattle city limits, regardless of your employee’s immigration status or the location of your business, or perhaps if you plan on having employees working in Seattle in the future, it’s important to be familiar with the labor requirements set forth by the Seattle Office of Labor Standards. Many of these requirements go beyond the WA state labor requirements.

Join us for the Seattle Labor Standards Ordinances 2021 Deep-Dive! Happening on September 23 at 11:30 am as we speak with a representative from the Seattle Office of Labor Standards regarding the 2021 labor ordinances. You will have an opportunity to ask the speaker your questions during the Q&A portion of the webinar.

Below are the most significant ordinances most likely to apply to your business:

2021 Minimum Wage

The current minimum wage in Seattle is $16.69 per hour. For small employers (less than 500 employees), if the employer pays $1.69/hour toward medical benefits and/or the employee earns $1.69/hour in tips, then the minimum wage is $15.00.

Paid Sick and Safe Time

  • Requires employers to provide employees who work in Seattle with paid leave:
  • To care for themselves or a family member for a physical or mental health condition, or for reasons related to domestic violence, sexual assault, or stalking
  • When their family member’s school or place of care has been closed
  • When their place of business has been closed by order of a public official for health reasons
  • For employers of businesses with 250+ FTEs, when their place of business has been closed for any health or safety reason.

Wage Theft

Protects employees from wage theft by requiring payment for all compensation owed for work performed within Seattle city limits, requirement payment on a regular payday, and providing certain written notice to employees about their payment information and rights.

Fair Chance Employment

Restricts how employers can use conviction and arrest records during the hiring process and course of employment within City limits.

Commuter Benefits

For businesses with 20 or more employees. You will be required to offer their employees the opportunity to make a monthly pre-tax payroll deduction for transit or vanpool expenses.

 

Other ordinances include:

  • COVID-19 Gig Worker Protections
  • Domestic Workers Ordinance
  • Grocery Employee Hazard Pay
  • Hotel Employee Protections Ordinance
  • Independent Contractor Protections Ordinance
  • Secure Scheduling Ordinance
  • Transportation Network Company Legislation

 

More information can be found on the Seattle Office of Labor Standards website here.

For a general overview of the 2021 Seattle Labor Standards, take our self-paced, on-demand training here.

For additional questions or one-on-one support on the Seattle Labor Standards, contact Oren Shani at orens@businessimpactnw.org

About the author

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Oren Shani
COVID-19 Response Team Member at Business Impact NW

Oren is a Business Coach & Trainer at Business Impact NW, providing personalized coaching for small business owners and entrepreneurs with a focus on financial forecasting, strategic planning, and business plan formation.

He has a B.S. in Business Administration and has founded several for-profit and non-profit organizations. He is also a certified ADA Coordinator and accessibility specialist, having consulted on disability inclusion programming for various municipalities and private organizations.

A musician and live music enthusiast, he co-founded Accessible Festivals, a 501(c)(3) non-profit organization dedicated to increasing the standards of accessibility at live music events and concerts throughout the country.

Posted in Business Impact NW, Business Resources

Oren Shani View posts by Oren Shani

Oren is a Business Coach & Trainer at Business Impact NW, providing personalized coaching for small business owners and entrepreneurs with a focus on financial forecasting, strategic planning, and business plan formation. He has a B.S. in Business Administration and has founded several for-profit and non-profit organizations. He is also a certified ADA Coordinator and accessibility specialist, having consulted on disability inclusion programming for various municipalities and private organizations. A musician and live music enthusiast, he co-founded Accessible Festivals, a 501(c)(3) non-profit organization dedicated to increasing the standards of accessibility at live music events and concerts throughout the country.
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