Payroll 110 Badge #04 - Washington State School District Payroll-Payroll 110 Badge #4

Payroll 110 Badge #4 - PowerPoint

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This WASBO Payroll 110 Badge #4 module summarizes key wage-and-hour requirements affecting Washington State school district payroll, focusing on minimum wage, overtime, workweeks, recordkeeping, meal/rest breaks, compensatory time, and wage payment rules.<br /><br />Under the Fair Labor Standards Act (FLSA), most public and private employment is covered. The U.S. Department of Labor enforces standards for minimum wage, overtime, and recordkeeping. Employees must be paid at least the applicable minimum wage; in 2022, federal minimum wage is $7.25/hour while Washington State minimum wage is $14.49/hour. When both federal and state laws apply, the rule most beneficial to the employee must be followed, including any higher city/county minimum wage (e.g., Seattle).<br /><br />A workweek is any fixed, regularly recurring period of 168 consecutive hours (seven 24-hour periods). For non-exempt employees, FLSA overtime is required for hours worked over 40 in a workweek at no less than 1.5 times the regular rate. Collective bargaining agreements or district policies may provide more generous overtime rules. Executive, administrative, and professional employees (including teachers and certain academic administrators) are examples of exempt roles not subject to minimum wage and overtime provisions.<br /><br />FLSA requires detailed payroll recordkeeping, including identifying information, workweek start day/time, wages, pay dates, and (for non-exempt staff) daily/weekly hours worked, pay basis/rate, straight-time and overtime earnings, and additions/deductions. Payroll and related records must generally be retained at least three years, though school district retention schedules may require longer. Penalties for willful violations can include criminal fines and civil penalties (up to $2,050 per violation noted).<br /><br />Washington meal and break rules include a 30-minute meal period for shifts of 5+ hours, scheduled between the 2nd and 5th hour; meal periods must be paid if the employee remains on duty/on-call/on premises or the break is interrupted. Additional meal periods may be required for extended work, and waivers are allowed by mutual agreement.<br /><br />Comp time may be governed by policy/CBA. Non-exempt employees cannot be forced to take comp time instead of overtime pay; if used, it must accrue at 1.5 hours per overtime hour.<br /><br />Wages must be paid at least monthly on a regular payday. Final wages are due by the next scheduled payday and cannot be withheld for unreturned items. Direct deposit may be required if it imposes no cost on employees; payroll cards must have a fee-free wage access option. Certain deductions (e.g., taxes, garnishments, agreed benefits) may be taken from final pay, with limits tied to minimum wage rules.

Keywords

WASBO Payroll 110

Washington State school district payroll

Fair Labor Standards Act (FLSA)

minimum wage Washington 2022

overtime over 40 hours workweek

exempt vs non-exempt employees

payroll recordkeeping requirements

meal and rest break rules Washington

compensatory time (comp time) accrual

final wage payment and deductions rules