![]() Employees working in agriculture and dairy industries.Employees working on prevailing wage jobs.Only salaried employees who meet the executive, administrative, and professional definitions – often called “white-collar” jobs – are exempt from overtime. Some salaried employees – Contrary to popular belief, some salaried employees are entitled to overtime.Most hourly, piece rate, and commissioned employees.Washington law does not require overtime for hours worked over 8 hours in a day, with the exception of certain public works projects. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. Collective bargaining agreements and employers can provide overtime pay more generous than Washington law requires.Įmployers can define a workweek as any 7 consecutive days beginning on the same day and time every week.Employers can mandate overtime work, with the exception of registered nurses (RNs) and licensed practical nurses (LPNs).Employers must pay overtime to eligible workers regardless of the employer’s size.Employees cannot waive their right to overtime pay. Other overtime rates, like double time pay are not required under Washington state law, with the exception of certain public works projects. Overtime pay must be at least 1.5 times the employee’s regular hourly rate. Most employees who work more than 40 hours in a 7-day workweek must be paid overtime. You can learn more about changes in the law at L&I’s agricultural overtime web page. 1, 2023, and for all hours worked over 40 beginning Jan. 1, 2022, for all hours worked over 48 beginning Jan. During the phase-in period, agricultural workers will be eligible for overtime compensation for hours worked over 55 during a workweek beginning Jan. The phase-in for non-dairy agricultural workers begins Jan. While dairy workers are entitled to receive overtime pay for all hours worked over 40 in a workweek, the law establishes a gradual phase-in period for full overtime eligibility for all other agricultural workers. Jay Inslee, this new law went into effect on July 25, 2021. This yield this implementation (notice that only hours break-down calculation changed): def weeklypaycheck(hours, rate):Īnd I would test the boundary conditions like this: for hours in :Īnd the results are: This is your pay: 39.The 2021 legislative session included passage of ESSB 5172, a bill expanding the state Minimum Wage Act’s overtime protections to all agricultural workers, including agricultural piece-rate workers. There is a different way of thinking about this problem, namely, what the min or max hours for each hours break-down. ![]() I refactored the code as suggested above to eliminate the duplicate code, used else instead of elif when it made sense, fixed defect for hours = 50, and introduced a dict h to logical group the hours break-down: def weeklypaycheck(hours, rate): If anyone is willing to help me, thank you! My math might be off but I'm very confused. My output is supposed to be This is your pay: 1140 and not This is your pay: 1140. My output is supposed to be This is your pay: 650.0 and not This is your pay: 625.0. '55' is the total hours worked, '10' is how much I get paid per hourĪnd this is my output: This is your pay: 625.0 ![]() So when I'm in the shell window and run it. Print("This is your pay: ", nm+ otpay + otpay) The rest of your hours (greater than 50) is paid to you The next 10 hours are overtime and paid to you at 1.5 times your The first 40 hours you work, you get paid your regular hourly wage. This was the instructions given to my teacher. I also have to account for overtime hours. Make a weekly pay check program that calculates how much you'll get paid. I have an issue with the code I am writing.
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