HR Badge #07: Hiring Process: Compensation-HR Badge #7

Video Transcription

Video Summary

Attorney Jason McKay of Stevens Clay Law Firm outlines key compensation and leave rules in the hiring/employment process, emphasizing that state law sets the “floor,” but collective bargaining agreements (CBAs) and local policies may require more. He reviews Washington minimum wage (2024: $16.28; 2025: $16.66) and explains that all “hours worked” must be paid even if unauthorized—though working outside directives can be disciplined.<br /><br />Overtime rules generally require time-and-a-half for hours over 40 per workweek (no daily overtime under state law). For employees with multiple pay rates, overtime uses a weighted average. Comp time may be offered (not forced) and accrues at 1.5x, but should be tightly managed.<br /><br />He explains overtime-exempt classifications using salary and duties tests (executive, professional, administrative), with major exceptions for teachers (exempt regardless of salary) and nuanced rules for coaches based on the employee’s primary duty—classified employees who coach often must be treated as hourly and tracked for overtime.<br /><br />The presentation covers paid rest breaks (10 minutes per 4 hours, not waivable), meal periods (30 minutes after 5 hours, waivable), nursing accommodations (pump breaks up to two years), limits on bonuses (gift of public funds concerns), paid sick leave accrual (1 hour per 40), FMLA vs. WA Paid Family & Medical Leave, ADA accommodations, workers’ comp, and unemployment basics.

Keywords

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