MRSC Insight Blog
Posts for Compensation
New state personnel laws establish protections for certain whistleblowers, amend the statutory definition of employment, modify procedures for reviewing and approving requests for partial wage replacement for unemployed workers, and update hospital staffing standards.
Are elected officials considered employees? If so, are they eligible for the various benefits programs provided for in state law? This simple question requires a case-by-case examination of eligible state-based benefits programs.
Beginning January 1, 2023, public and private employers in Washington State with 15 or more employees are now required to include compensation and benefits information in job postings.
New legislation requires many employers to include wage and benefit information in all job postings and makes changes to the state's Paid Family and Medical Leave program.
With new legislation, the WA Cares long-term care insurance program (and the premiums employers were to collect from employees) has been put on hold. This blog looks at the steps local government employers should take at this time.
As of January 2022, employees will begin paying into the state's long-term care insurance benefit, but local governments still have a lot of questions, such as how to handle premiums and program eligibility.
This blog post reviews a recent federal memorandum directing the U.S. Treasury to defer the withholding, deposit, and payment of Social Security taxes on wages and compensation paid during September 1 through December 31, 2020.
There have been changes at both the federal and the state level to determine when workers are eligible for overtime pay. As a result, employers may find many more employees eligible for overtime once these changes go into effect.
The newly created Long-Term Care Trust Act will offer an employee-financed program to provide payment or partial payment for long-term services and support to qualified Washington residents who have paid into the program and need assistance.
HB 1696 updates Washington’s existing Equal Pay and Opportunities Act by requiring more transparency on pay ranges and by prohibiting employers from asking for an applicant’s wage history.
The salaries for many elected officials with Washington's special purpose districts are adjusted for inflation every 5 years by the Office of Financial Management, with 2018 being one such year an adjustment takes place. Finance Consultant Toni Nelson looks at which special purpose districts and officials will be impacted.
Take a short quiz to test your memory of some common, personnel-related legal issues as well as new employment laws that came in to or remained in effect in 2017.
Acknowledging a job well done can be a powerful motivator for your employees. However, local governments must consider constitutional prohibitions against gifts to create employee recognition programs that won't run afoul of the law.
Consider this hypothetical scenario: when I was just starting out as a city employee, I was joined in my office by the city accountant. She informed me that I had been overpaid. (What?! How can that be? If anything, I must have been underpaid!) Sadly, it was true. Due to a mathematical error, my paycheck for the first three months of the year was for an amount greater than it should have been. My first thought likely was “Finders keepers, losers weepers.” Unfortunately for me, that wasn’t the accountant’s first thought; I was expected to repay the amount I was overpaid. Here's why that's the case and how the overpayment should be repaid.
There continues to be much confusion regarding meal and rest period obligations for public sector employees. Public employers in Washington State are required to provide meal and rest breaks for non-exempt employees (i.e., overtime-eligible employees.) However, unlike the situation for private employers, public employers can also have agreements with unions...
When an employee travels to work in the morning and then travels home at the end of the work day, that travel time is not “work time.” But what if the employee, at home after work, is then called back to work? Or if the employee must travel to another city for training? Does it matter if the employee drives his or her own car to an out-of-town assignment? Or if he or she travels as a passenger...
Are employees owed overtime pay if they work through rest periods that the employer is required by law to provide? The Washington Supreme Court’s decision in Wash. State Nurses Ass'n v. Sacred Heart Med. Ctr., 175 Wn.2d 822 (2012) addresses the issue.