Businesses preparing to bring remote workers back to the City of Seattle should take time to ensure their employment practices comply with both state and local labor ordinances. This was driven home by a recent $250,000 settlement reported by the Seattle Office of Labor Standards (OLS) involving alleged violations of rules governing travel time, meal periods, and rest breaks. This is a good reminder that OLS has broad authority to enforce Washington State's employment laws along with its own labor ordinances. So that your organization is prepared for your workers to return to the City, we have prepared a refresher survey of Seattle's labor ordinances, along with tips for compliance.

Seattle's Independent Contractor Protections Ordinance becomes effective on September 1, 2022.

• This ordinance requires hiring entities to provide independent contractors performing work in Seattle with pre-contract disclosures that describe the work, the location of the work, the compensation structure, and pay schedule.
  
• At the time of payment, hiring entities must disclose much of the same information required by the pre-contract disclosures, plus the gross payment, specific deductions, and net payment after deductions.
  
• And finally, hiring entities must provide timely payment as required by the contract or the pre-contract disclosure, or within 30 days of contract performance.
  

Seattle's Wage Theft Ordinance, which became effective on April 1, 2015, imposes many wage notice requirements.

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