What’s a municipality to do when changes affect all four of its ordinances covering workplace issues? Issue an “all on one” poster, of course!
Seattle passed the Wage Theft Prevention and Harmonization Ordinance in 2015 to revise all four of the City’s existing labor standards ordinances:
- Paid Sick and Safe Time
- Minimum Wage
- Wage Theft
- Fair Chance Employment
The first three ordinances had already contained posting requirements. The City made substantial changes to three of the ordinances, which affected existing postings. The Fair Chance Employment ordinance previously did not have a posting requirement associated with it, but the City’s new amendments now require a posting.
The new posting requirements took effect April 1, 2016; however, Seattle did not release the update until April 1, 2016. To be fair, OLS is offering a “soft launch” grace period, giving employers until September 30, 2016 to comply with the posting requirements,
What the Seattle Office of Labor Standards (OLS) lacked in timeliness they made up for with efficiency, releasing a single posting with all four required postings on one file.
Seattle 4-in-1 Posting and Notice Requirements
The GovDocs Compliance and Research Department confirmed with the City that the new 4-in-1 posting is required for all employers with Seattle workplaces. The new posting must be displayed in a conspicuous and accessible place in English and other languages spoken by employees.
A Spanish version has not yet been released, but the City confirmed a Spanish version will be released, most likely in April.
The posting can be displayed either as one 11”x17” sheet or two 8.5”x11” sheets.
As part of the Wage Theft Ordinance changes, employers must provide written notice of employment information to all existing employees (April 1, 2016), but they have until the September 30 grace period to provide that information to every employee upon hire or change of employment.
As part of the Paid Sick and Safe Time Ordinance, employers have until the September 30 grace period to provide employees with a written PSST policy.