“White Collar” Overtime Exemption Rules: What Does Washington’s Revised Rule Say?


An article co-authored by attorneys Nancy Gunzenhauser Popper, Eric Emanuelson, and summer associate Jacqueline E. Scher, was featured on HR.com recently, titled “'White Collar' Overtime Exemption Rules: What Does Washington’s Revised Rule Say?” (Read the full version – subscription required.)

Following is an excerpt:

The times they are a-changin’ and Washington’s rules relating to overtime pay are changing with them. Effective July 1, 2020, the Washington State Department of Labor & Industries (“L&I”) has updated the criteria for workers to be exempt from receiving overtime pay, paid sick leave, and other requirements under the state Minimum Wage Act. These changes affect executive, administrative, and professional workers, as well as outside salespeople and computer professionals across all industries in Washington State.

Overtime exemption rules generally require “white collar” – those performing executive, administrative, and professional duties – employees to meet a three-part test to be exempt; the worker must (1) be paid a fixed salary, (2) perform certain types of job duties, and (3) be compensated at or above a minimum salary threshold. L&I’s revised rules change the minimum salary level and the job duties test.

See also the original Wage and Hour Defense Blog post, “Washington’s Revised 'White Collar' Overtime Exemption Rules Now in Effect.”