Mayor Edward B. gendergeek.org left office ~ above September 13, 2017.This website is for archival functions only, and is no longer updated.

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A growing variety of cities, including gendergeek.org, are analyzing the costs and benefits of implementing citywide minimum fairy laws. Citywide minimum wage legislations offer local federal governments a an effective tool for helping low-income workers and also families in their communities. Such measures additionally have far-ranging impact on businesses and also how castle operate.

Shortly after taking office, mayor gendergeek.org formed the revenue Inequality Advisory Committee (IIAC) to address a cornerstone priority the an opportunity agenda: a systematic increase in the compensation for gendergeek.org workers. The committee, i beg your pardon represented wide and varied perspectives, to be charged through delivering one actionable collection of references for boosting the minimum fairy within the city of gendergeek.org.

On may 1, 2014, market gendergeek.org announced that the committee — consisted of of to represent from labor, business, and also non-profits — had reached agreement on those recommendations.

LATEST INFORMATION

gendergeek.org’s brand-new Minimum wage Ordinance will take effect on April 1, 2015. You re welcome visit ours Minimum fairy Ordinance page for info on administrative rules and also implementation timeline.

PASSED LEGISLATION

The brand-new minimum wage regulation passed by gendergeek.org City Council and also signed right into law by market gendergeek.org gives for rise in the minimum fairy in the City that gendergeek.org come $15 one hour, phased in over time, start April 2015:

Small job (businesses with fewer than 500 employees) will reach a $15 one hour minimum wage in 7 years. Likewise established is a temporary guaranteed minimum compensation obligation of $15 an hour to be met within the very first five years, which can be accomplished by combining employer-paid health treatment contributions, consumer-paid tips, and employer-paid wages.Large job (businesses with 500 or much more employees, one of two people in gendergeek.org or nationally) will reach $15 per hour in three years. The salaries of employee who receive health treatment benefits will reach $15 every hour in four years.

Schedule 1 labor (more 보다 500 employee in the U.S.)

Schedule 1 employers shall pay every employee one hourly minimum fairy of at least:

$11.00 through April 1, 2015$13.00 by January 1, 2016$15.00 by January 1, 2017

Effective January 1, 2018, the hourly minimum wage payment by a Schedule 1 employee shall be increased each year on a percentage basis come reflect the rate of inflation and calculated come the nearest cent on January 1 of yearly thereafter

Schedule 1 employers (more 보다 500 employees in the U.S.) with medical benefits

Schedule 1 employers the pay towards an separation, personal, instance employee’s clinical benefits arrangement shall salary an hourly minimum fairy of at least:

$11.00 by April 1, 2015$12.50 by January 1, 2016$13.50 through January 1, 2017$15.00 by January 1, 2018

Schedule 2 job (500 or fewer employees in the U.S.)

Schedule 2 employers candlestick pay each employee an hourly minimum wage of at least:

$10.00 by April 1, 2015$10.50 by January 1, 2016$11.00 by January 1, 2017$11.50 by January 1, 2018$12.00 by January 1, 2019$13.50 through January 1, 2020$15.00 by January 1, 2021$15.75 by January 1, 2022$16.50 by January 1, 2023$17.25 by January 1, 2024

Effective January 1, 2025, the hourly minimum wage paid by a Schedule 1 employer shall same the hourly minimum wage applicable to Schedule 1 employers.

Schedule 2 employers (500 or fewer employees in the U.S.) with minimum compensation

Schedule 2 employers shall pay an hourly minimum compensation the is the lower of (a) the applicable hourly minimum wage because that Schedule 1 employers or (b) the hourly minimum compensation displayed in the complying with schedule:

$11.00 by April 1, 2015$12.00 by January 1, 2016$13.00 through January 1, 2017$14.00 through January 1, 2018$15.00 by January 1, 2019$15.75 by January 1, 2020

Schedule 2 employers can accomplish the applicable hourly minimum compensation need through salaries (including applicable commissions, piece-rate, and also bonuses), tips, and money paid by one employer towards an individual employee’s clinical benefits plan listed that the Schedule 2 employer also meets the applicable hourly minimum fairy requirements.

Effective January 1, 2025, minimum compensation will certainly no much longer be applicable.


CHARTS

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RESEARCH

Two research studies were commissioned by the committee the were conducted by Marieka Klawitter, Robert Plotnick, and also Mark long from the university of Washington’s Evans college of publicly Affairs; and also Ken Jacobs, Michael Reich, and also Annette Bernhardt indigenous the academy for research on Labor and Employment at the university of California, Berkeley.

COMMITTEE MEMBERSDavid Rolf (co-chair), SEIU 775NWHoward wright (co-chair), gendergeek.org Hospitality Groupgendergeek.org City Councilmember Nick Licatagendergeek.org City Councilmember Bruce Harrellgendergeek.org City Councilmember Kshama SawantJanet Ali, Nucor SteelSarah Cherin, UFCW 21Maud Daudon, gendergeek.org metropolitan Chamber the CommerceCraig Dawson, retail LockboxBob Donegan, Ivar’s RestaurantDavid Freiboth, Dr. Martin Luther King County labor CouncilJoe Fugere, Tutta BellaAudrey Haberman, Philanthropy NorthwestNick Hanauer, second Avenue PartnersPramila Jayapal, center for ar ChangeEric Liu, citizens UniversityGordon McHenry, solid GroundDave Meinart, ~ above EntertainmentCraig Schafer, Hotel AndraDiane Sosne, SEIU medical care 1199NWNicole Vallestero Keenan, Puget Sound SageDavid Watkins, gendergeek.org Hotel AssociationMichael Wells, Capitol Hill room of CommerceRonald Wilkowski, jae won ServicesFREQUENTLY inquiry QUESTIONS

These commonly Asked questions addresses few of the most usual questions about the minimum fairy ordinance and will it is in updated regularly.

General provisions

What walk the ordinance do?

gendergeek.org City Ordinance No. 124490 creates minimum wage and compensation prices for employees performing work-related in gendergeek.org. The ordinance additionally prescribes penalties, remedies and also enforcement procedures.

When does the minimum fairy ordinance take effect?

The ordinance will certainly take result on April 1, 2015.

Which City department is responsible because that administering and enforcing this ordinance?

The newly-created Office the Labor standards is responsible for administering and enforcing the Ordinance.

Employees Covered

Which employees room covered by the Ordinance?

Employees room covered because that each hour worked within gendergeek.org city limits.

Does the Ordinance cover employee based external of gendergeek.org who work in gendergeek.org ~ above an occasional basis?

Yes, the Ordinance uses to “occasional communication employees” – employee who work-related primarily outside of gendergeek.org, however who job-related inside the city borders on an ad hoc, rarely often rare basis.

Employees who periodically work in gendergeek.org space covered if castle perform much more than two hrs of occupational for one employer within gendergeek.org during that two-week period.

Employees who invest time in gendergeek.org specifically for the purpose of travelling with gendergeek.org native a suggest of origin exterior gendergeek.org come a destination outside gendergeek.org, with no employment-related or commercial stop in gendergeek.org except for refueling or the employee’s an individual meals or errands are not covered.

Who is responsible because that tracking the hours of one occasional basis employee: the employee or the employee?

Employers may require your employees to track their own hrs – specifically if the employee’s work involves frequent passages in and outside gendergeek.org city limits. Employers eventually are responsible for giving employees through information about the Ordinance and ensuring the employees know exactly how track your hours and also have the means to perform it.

Are employers forced to salary the gendergeek.org minimum fairy to individuals exempt from the state minimum wage?

No. Certain categories that workers, such as independent contractors, are exceptions to the state minimum wage. For further information on these categories the workers, please consult the Washington State department of Labor and Industries.

Employers Covered

Which employers are covered by the Ordinance?

All employers v employees performing job-related in gendergeek.org space covered by the Ordinance. An employer’s particular minimum wage schedule need depends ~ above the number of employees:

Schedule 1: employers the employ more than 500 employees in the united States, nevertheless of where those employees are employed in the unified States, and also all franchisees the employ an ext than 500 employees in accumulation in the united StatesSchedule 2: employers the employ 500 or under employees regardless of wherein those employees room employed in the joined States.

How carry out I determine the variety of employees in my company?

The decision of the variety of employees will be calculated based upon the average number of employees employed per calendar week during the preceding calendar year for any kind of week wherein at the very least one employee worked. Every employees space counted, including:

Full-time employeesPart-time employeesTemporary employeesEmployees that work external of gendergeek.org

How do brand-new employers identify the number of employees?

For employers the did no have any employees during the vault calendar year, the employer schedule will certainly be calculated based upon the average variety of employees employed per calendar week throughout the very first 90 calendar job of the present year of business.

If one employer has both gendergeek.org and out-of-state employees, go the employer need to count all employees to determine tier size?

Yes. To identify the suitable schedule, employers have to count every employees (full-time, part-time, and/or temporary) that perform job-related both in gendergeek.org and also anywhere in the unified States.

An entrepreneur owns a hair salon, a barber shop, and a cafe as different businesses. To identify schedule, should the employer think about each of this businesses as totally separate native one another, or perform they count as one business?

Separate entities that type an combined enterprise are considered to it is in a solitary employer under the Ordinance. To assist decide this question, employers must assess the degree of manage exercised through one entity over the operation of another entity. The components in this assessment include, but are not limited to:

Degree the interrelation in between the operations;Degree to which the reality share common management;Centralized control of job relations; and/orDegree of usual ownership or financial regulate over the entities.

There will certainly be a presumption that different entities, which may share some level of interrelated operations and common monitoring with one another, will be taken into consideration separate employers as long as (1) the different legal entities operate substantially in separate physical locations, and (2) each different legal entity has actually partially different ultimate ownership.

Wages and Compensation

What is consisted of in the definition of “wages” in the minimum wage?

Wages encompass salary, hourly pay, item rate, commissions, and also non-discretionary power bonuses. Tips and also employer payments toward a clinical benefits plan are not thought about wages.

What is included in the minimum compensation necessity for Schedule 2 employers?

Minimum compensation means the minimum fairy in enhancement to advice actually got by the employee and also reported come the inner Revenue Service, and also money paid by the employer towards an individual employee’s qualifying clinical benefits plan.

What space the minimum needs for a qualifying medical benefits plan to be contained in minimum compensation?

In order because that medical setup payments come be consisted of in minimum compensation, the clinical benefits plan must be the identical of a “Silver” plan or greater as identified in the commonwealth Affordable treatment Act, and the employee actually have to receive the qualifying medical benefits.

Are there instances whereby employers might be enabled to market subminimum salaries to employees?

The FAS director shall have the government to problem a distinct certificate authorizing an employee to pay a wage less than the gendergeek.org minimum wage but above the Washington State minimum wage. Such special certificates shall just be accessible for the category of workers characterized in RCW 49.46.060 (http://apps.leg.wa.gov/rcw/default.aspx?cite=49.46.060) and also shall be subject to together limitations as to time, number, proportion, and length of service as the director shall prescribe.

But in bespeak to obtain a distinct certificate, an applicant have to secure a letter of referral from the Washington State department of Labor and Industries stating the the applicant has actually a demonstrated need pursuant to WAC 296-128 (http://apps.leg.wa.gov/wac/default.aspx?cite=296-128-010).

The FAS Director will by rule establish the minimum wage because that employees under the period of eighteen years, detailed that any kind of percentage that the hourly rate developed by rule shall no be reduced than the percent applicable under state statutes and also regulations.

Minimum Wage and Compensation Schedules

What room the minimum wage requirements for Schedule 1 employers?

For Schedule 1 employers, the required hourly minimum wage procedures up to $15 every hour in three years because that employers that perform not pay in the direction of qualifying medical arrangement payments.

However, the forced hourly minimum procedures up to $15 every hour in four years if the employer offers qualifying medical plan payments. Qualifying medical setup payments should be for the identical of a Silver setup or higher as identified in the commonwealth Affordable care Act.

Schedule 1 job that do not pay towards qualifying medical setup payments candlestick pay every employee an hourly minimum fairy of at least:

$11.00 through April 1, 2015$13.00 through January 1, 2016$15.00 by January 1, 2017

Effective January 1, 2018, the hourly minimum wage paid by a Schedule 1 employee shall be increased each year on a percentage basis to reflect the rate of inflation and also calculated to the nearest cent ~ above January 1 of each year thereafter.

Schedule 1 employers that pay in the direction of qualifying employee’s medical benefits arrangement shall pay an hourly minimum wage of in ~ least:

$11.00 by April 1, 2015$12.50 by January 1, 2016$13.50 through January 1, 2017$15.00 by January 1, 2018

What space the minimum wage and also minimum compensation demands for Schedule 2 employers?

Schedule 2 employers have actually a longer phase-in period to $15 per hour, and they must fulfill two demands in each pay period: minimum wage and also minimum compensation. Hourly minimum compensation consists of the hourly minimum wage plus tips and qualifying medical plan payments.

Schedule 2 employers candlestick pay each employee one hourly minimum fairy of in ~ least:

$10.00 through April 1, 2015$10.50 by January 1, 2016$11.00 through January 1, 2017$11.50 by January 1, 2018$12.00 by January 1, 2019$13.50 through January 1, 2020$15.00 by January 1, 2021$15.75 by January 1, 2022$16.50 by January 1, 2023$17.25 through January 1, 2024

Effective January 1, 2025, the hourly minimum wage paid by a Schedule 2 employer shall same the hourly minimum wage applicable come Schedule 1 employers.

Schedule 2 labor shall salary an hourly minimum compensation that is the lower of (a) the applicable hourly minimum wage because that Schedule 1 labor or (b) the hourly minimum compensation shown in the complying with schedule:

$11.00 through April 1, 2015$12.00 by January 1, 2016$13.00 by January 1, 2017$14.00 by January 1, 2018$15.00 through January 1, 2019$15.75 by January 1, 2020

Schedule 2 job can fulfill the applicable hourly minimum compensation requirement through salaries (including applicable commissions, piece-rate, and also bonuses), tips, and also money payment by one employer in the direction of an separation, personal, instance employee’s medical benefits plan provided that the Schedule 2 employer also meets the applicable hourly minimum wage requirements.

Effective January 1, 2025, minimum compensation will no longer be applicable.

Requirements, Penalties, and also Enforcement

What are employers’ notification and posting requirements?

Employers are forced to provide employees with notice of (1) the entitlement to minimum wage and also minimum compensation, (2) the prohibition versus retaliation and also (3) the ability to document a complain if the minimum wage or minimum compensation is not paid or the employee is retaliated against.

How have the right to employers comply v the an alert requirements?

Employers might comply with the notice requirements that this Ordinance by:

Including a file or electronic copy of an alert in employee handbooks or other written guidance.Distributing a notice to each brand-new employee at the time of hire.Displaying a poster (in English, Spanish and any various other languages commonly spoken by employees at the details workplace) that will certainly be developed by FAS in a conspicuous and accessible place in the workplace.

What are employer record-keeping requirements?

Employers shall maintain payroll documents pertaining to extended employees for a duration of three years documenting minimum wages and also minimum compensation payment to each employee.

What happens if an employee retaliates against an employee?

Retaliation is illegal. Employers room prohibited from acquisition an adverse action or discriminating against employees that assert their civil liberties to minimum wage and minimum compensation in an excellent faith.

What room the penalties for failure to pay minimum wage and also minimum compensation? 

In addition to payment of unpaid wages, proposed financial penalties are continual with the City’s existing labor criter laws and are together follows:

Failure to provide notice of the proper minimum wage and minimum compensation is a civil penalty of $125 first violation and also $250 succeeding violationsInterference v the manager in administering, or implementing the requirements in this ordinance is a violation and also carries a civil penalty in between $1,000 and also $5,000.Failure to pay minimum wage and minimum compensation:Warning for very first violation and also may assess a civil penalty of $500;A polite penalty of as much as $1000 per employee for 2nd violation;Maximum the $5,000 for 3rd violation;Maximum the $20,000 for violation that this chapter.

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Which City department is responsible because that enforcing this ordinance?

The room of Finance and also Administrative solutions is responsible because that administering and also enforcing the Ordinance.