Washington employers are required to provide employees with paid sick leave at a minimum rate of 1 paid sick leave hour for every 40 hours of work.
Employers must provide a one-time written or electronic notification to each employee detailing their paid sick leave rights by their first day of employment.
Some optional sick leave policies, like absence verification, require a written policy.
A doctor’s note can only be requested from an employee if there is a pre-established, written policy, and the employee’s use of paid sick time exceeds three consecutive days of required work.
L&I has created many sample sick leave policies to be downloaded and customized, including this basic policy which covers the major elements of the law. It is designed so employers can include additional optional policies.
Dress Code vs. Uniforms
What is the difference between a dress code and a uniform? One big difference is that employers are required to pay for uniforms, however, there are more differences.
Dress code
If an employer’s dress code features only general requirements and allows these requirements to be met through “common-colored” clothing, the employer is not required to pay for the cost. Employers may offer to provide or pay for non-uniform dress code items.
Common colors, including light and dark variations, are
Tops:
- White, tan, blue
Bottoms:
- Tan, black, blue, gray
Uniforms
Required clothing or attire is considered a uniform if it:
- clearly identifies the employee with a specific employer
- has the employer’s logo
- is a clothing item of an uncommon color
- has an ethnic or historical theme
- is formal clothing such as tuxedos, gowns, and garments made from fine cloth
- Business suits and other traditional business attire are not considered formal attire
Employers may not deduct the cost of a uniform from an employee’s wages or require a deposit for a uniform.