What types of financial penalties can employers face for violating wage and hour laws?

In Washington, employers can face a variety of financial penalties for violating wage and hour laws. The most common penalty is back pay. This requires employers to pay employees the difference between what they should have been paid, and what they were actually paid, for the hours that they have worked. This can also include any overtime wages, or unpaid wages, that the employee should have received. The Washington Department of Labor and Industries also issues civil monetary penalties for wage and hour law violations. These fines can range from $500 to $5,000 per violation, depending on the severity of the infraction. This includes fines for not maintaining proper wage records, failing to provide proper notice to employees before changes to wages or hours are made, and paying employees less than the minimum wage. Employers who violate wage and hour laws can also be subject to litigation. This means that employees can sue their employers for any wages that they are owed. This can include punitive damages, which are damages beyond the back pay owed to the employee, as well as attorney fees and court costs. Finally, employers can face criminal penalties for violating wage and hour laws. In Washington, violations of wage payment laws are considered gross misdemeanors, which can lead to jail time and/or fines. Overall, employers can face a number of financial penalties for violating wage and hour laws in Washington, including back pay, civil monetary penalties, litigation, and criminal penalties. It is important for employers to understand the laws in order to avoid such penalties.

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What types of financial penalties can employers face for violating wage and hour laws?

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