Employment / Labor Attorney.
Many Washington State employees are unionized, even in supervisory positions, and if your position is union, you probably have certain rights worth exploring on this issue. Start with your business representative if you are in a union. If you are not represented, you are probably out of luck but the only way to know for sure is to check the terms of the original offer letter.
A little more info is needed to determine what exactly you mean by "amicable settlement to a final pay concept and date" However, if you've worked for compensation that has not yet been paid, you do not need to sign anything (and should not) to get paid what you are owed.
The questions will differ somewhat depending on whether you plan to hire an in-house employment attorney (in other words, an employee of your company) or outside counsel. You have unlimited access to individual questions on employment law issues from an in-house attorney. If you are hiring outside counsel, you will need to establish up front an agreement regarding fees for quick questions. Anything requiring research or drafting will likely be billed hourly, although flat fees are possible....
If it is a claim for unpaid wages, Washington law provides for personal liability from the owners of the company, regardless of the corporate structure. The simple answer to your question is that both the LLC and you personally could be liable. L&I wants the money for the workers and they don't care where it comes from. If the LLC is gone they will come after you.
The law in Washington is that you are entitled to be paid for services you provided. It makes no difference whether you are an employee or an independant contractor. In either case you have two possible theories of recovery. One is a breach of contract claim. That one is rather straightforward. The other is a statutory claim for failure to pay wages. Inability to pay is no defense. If the employer fails to pay your wages when due, and it doesn't matter if you are in independant...
yes you can. There are lawfirms that specialize in this type of work.
The obligation to pay overtime is tied to what the employee is doing, not whether they are paid hourly or salaried. An office worker who was legitimately exempt from overtime laws, and not all are, could easily lose that exemption by being transferred to the warehouse. The employer would then have to pay overtime.
Criminal history, especially convicion information, is public information and can be shared without restriction. See RCW 10.97 Medical history is a totally different reality and cannot be shared. Your best bet is to talk with your supervisor about your concern and ask that the discussions stop. You could address it up front so it loses some of the mystique that makes people want to talk about it. If it was a violent crime, depending on the type of employer, they might have a duty to...
Nobody can force you to work anywhere. You are free to go.
I think you need to provide a little more info. An OPT can mean "occupational physical therapist" and MA probably means "masters degree". If I got your anacronyms right, and you are an occupational physical therapist with a masters degree, you can work as many hours as you can stay awake. You may or may not be exempt from overtime requirements but that is a totally different analysis that would require more information about your job. When you asked what the government looks at to track...
