{"id":5656,"date":"2019-02-26T19:17:06","date_gmt":"2019-02-26T19:17:06","guid":{"rendered":"https:\/\/rightsatworkwa.org\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/"},"modified":"2024-02-20T23:13:25","modified_gmt":"2024-02-20T23:13:25","slug":"huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington","status":"publish","type":"page","link":"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/","title":{"rendered":"H\u01b0\u1edbng d\u1eabn \u0111\u1ea7y \u0111\u1ee7 v\u1ec1 Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng Ti\u1ec3u bang Washington"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; custom_padding_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.16&#8243; background_color=&#8221;#dd0e3b&#8221; custom_margin_tablet=&#8221;&#8221; custom_margin_phone=&#8221;0px||&#8221; custom_margin_last_edited=&#8221;on|phone&#8221; custom_padding_tablet=&#8221;&#8221; custom_padding_phone=&#8221;30px||80px&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;||0px|||&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Text&#8221; _builder_version=&#8221;4.19.4&#8243; text_font=&#8221;||||||||&#8221; text_text_color=&#8221;#eeeeee&#8221; header_font=&#8221;||||||||&#8221; header_text_align=&#8221;center&#8221; header_text_color=&#8221;#f7f7f7&#8243; header_font_size=&#8221;45px&#8221; header_line_height=&#8221;1.2em&#8221; header_5_font=&#8221;||||||||&#8221; header_5_text_align=&#8221;center&#8221; header_5_text_color=&#8221;#ff8a93&#8243; header_5_font_size=&#8221;25px&#8221; text_orientation=&#8221;center&#8221; header_font_size_tablet=&#8221;&#8221; header_font_size_phone=&#8221;35px&#8221; header_font_size_last_edited=&#8221;on|phone&#8221; text_text_align=&#8221;center&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h1>C\u1ea9m nang v\u1ec1 Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng Ti\u1ec3u bang Washington<\/h1>\n<h5>Phi\u00ean b\u1ea3n th\u1ee9 5 &#8211; C\u1eadp nh\u1eadt n\u0103m 2023<\/h5>\n<p>\u1ea4n b\u1ea3n th\u1ee9 5 Bi\u00ean t\u1eadp b\u1edfi: David West v\u00e0 Elena Perez. \u0110\u01b0\u1ee3c c\u1eadp nh\u1eadt v\u00e0o n\u0103m 2023 b\u1edfi Alex Bacon.<\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=&#8221;1&#8243; specialty=&#8221;on&#8221; padding_top_1=&#8221;0px&#8221; module_id_2=&#8221;lerc-page-contents&#8221; module_class_1=&#8221;lerc-toc-desktop-wrapper&#8221; custom_css_main_1=&#8221;background-color: #eeeeee;||box-shadow: 6px 6px 18px 0px rgba(0,0,0,0.3);||min-height: 500px;||position: sticky;||top: 140px;&#8221; _builder_version=&#8221;4.16&#8243; background_color=&#8221;#f7f7f7&#8243; inner_max_width=&#8221;80%&#8221; custom_padding=&#8221;60px|0px|54px|0px|false|false&#8221; use_custom_width=&#8221;on&#8221; width_unit=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; header_4_font=&#8221;||||||||&#8221; header_4_text_color=&#8221;#f7f7f7&#8243; background_color=&#8221;#7a152d&#8221; custom_margin=&#8221;||0px&#8221; custom_padding=&#8221;20px|20px|10px|20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>M\u1ee5c l\u1ee5c<\/h4>\n<p>[\/et_pb_text][et_pb_code admin_label=&#8221;M\u00e3 TOC&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||10px&#8221; global_colors_info=&#8221;{}&#8221;]<div id=\"lerc-table-of-contents\"><\/div>[\/et_pb_code][\/et_pb_column][et_pb_column type=&#8221;3_4&#8243; specialty_columns=&#8221;3&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_row_inner module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_image src=&#8221;\/wp-content\/uploads\/2019\/07\/LERC-SSC-Logo.png&#8221; align=&#8221;center&#8221; admin_label=&#8221;LERC logo&#8221; _builder_version=&#8221;4.16&#8243; width=&#8221;200px&#8221; animation_direction=&#8221;bottom&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_image][et_pb_text admin_label=&#8221;About LERC&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Gi\u1edbi thi\u1ec7u v\u1ec1 Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng Washington<\/h2>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;About LERC Body&#8221; _builder_version=&#8221;4.23.1&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">S\u1ee9 m\u1ec7nh c\u1ee7a Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng Washington l\u00e0 cung c\u1ea5p c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh gi\u00e1o d\u1ee5c v\u00e0 \u0111\u00e0o t\u1ea1o ch\u1ea5t l\u01b0\u1ee3ng cao cho ng\u01b0\u1eddi d\u00e2n lao \u0111\u1ed9ng c\u1ee7a Bang Washington. Ngo\u00e0i vi\u1ec7c xu\u1ea5t b\u1ea3n s\u1ed5 tay\/trang web n\u00e0y, Trung t\u00e2m Lao \u0111\u1ed9ng c\u00f2n x\u00e2y d\u1ef1ng c\u00e1c k\u1ef9 n\u0103ng, s\u1ef1 t\u1ef1 tin v\u00e0 ki\u1ebfn \u200b\u200bth\u1ee9c m\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u1ea7n \u0111\u1ec3 c\u1ea3i thi\u1ec7n \u0111\u1eddi s\u1ed1ng c\u00f4ng vi\u1ec7c v\u00e0 c\u1ed9ng \u0111\u1ed3ng c\u1ee7a h\u1ecd, \u0111\u1ed3ng th\u1eddi th\u00fac \u0111\u1ea9y m\u1ed9t n\u1ec1n kinh t\u1ebf c\u00f4ng b\u1eb1ng th\u00f4ng qua h\u00e0nh \u0111\u1ed9ng t\u1eadp th\u1ec3. L\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh duy nh\u1ea5t trong gi\u00e1o d\u1ee5c \u0111\u1ea1i h\u1ecdc c\u1ee7a ti\u1ec3u bang, ch\u00fang t\u00f4i s\u1eed d\u1ee5ng nh\u1eefng ph\u01b0\u01a1ng ph\u00e1p t\u1ed1t nh\u1ea5t v\u1ec1 gi\u00e1o d\u1ee5c ng\u01b0\u1eddi l\u1edbn \u0111\u1ec3 ph\u1ee5c v\u1ee5 l\u1ef1c l\u01b0\u1ee3ng lao \u0111\u1ed9ng n\u0103ng \u0111\u1ed9ng v\u00e0 \u0111a d\u1ea1ng c\u1ee7a m\u00ecnh.<\/span><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng Washington<\/span><br \/> <span style=\"font-weight: 400;\">6737 Corson Ave S<\/span><br \/> <span style=\"font-weight: 400;\">Nh\u00e0 B Ph\u00f2ng 106<\/span><br \/> <span style=\"font-weight: 400;\">Seattle, WA 98108,<\/span><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i: <a href=\"tel:206-934-6671\">206.934.6671<\/a><\/span><br \/> <span style=\"font-weight: 400;\">Email: <a href=\"mailto:laborcenter@seattlecolleges.edu\">labcenter@seattlecolleges.edu<\/a><\/span><br \/> Trang web: <a href=\"http:\/\/www.WALaborCenter.org\">www.WALaborCenter.org<\/a><\/p>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Acknowledgements&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>S\u1ef1 nh\u00ecn nh\u1eadn<\/h2>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Acknowledgements Body&#8221; _builder_version=&#8221;4.19.2&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">C\u1ea9m nang n\u00e0y th\u1ef1c s\u1ef1 l\u00e0 c\u00f4ng tr\u00ecnh c\u1ee7a nhi\u1ec1u c\u00e1 nh\u00e2n v\u00e0 t\u1ed5 ch\u1ee9c t\u00e2m huy\u1ebft. C\u1ea3m \u01a1n Elena Perez, ng\u01b0\u1eddi \u0111\u00e3 h\u00ecnh th\u00e0nh v\u00e0 ph\u00e1t tri\u1ec3n khu\u00f4n kh\u1ed5 quy\u1ec1n c\u01a1 b\u1ea3n m\u1edbi \u0111\u01b0\u1ee3c s\u1eed d\u1ee5ng trong s\u1ed5 tay n\u00e0y cho  <\/span><b>Quy\u1ec1nAtWorkWA<\/b><span style=\"font-weight: 400;\">  d\u1ef1 \u00e1n. Xin ch\u00e2n th\u00e0nh c\u1ea3m \u01a1n Andra Kranzler t\u1ea1i <a href=\"https:\/\/www.fairworkcenter.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Trung t\u00e2m C\u00f4ng b\u1eb1ng C\u00f4ng b\u1eb1ng<\/a> , Charlie Lapham t\u1ea1i <a href=\"http:\/\/mlklabor.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">MLK Labour<\/a> , David Groves t\u1ea1i <a href=\"http:\/\/www.wslc.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang WA<\/a> , Marcos Martinez t\u1ea1i <a href=\"https:\/\/casa-latina.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Casa Latina<\/a> v\u00e0 Sage Wilson t\u1ea1i <a href=\"http:\/\/www.workingwa.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Working Washington<\/a> , nh\u1eefng ng\u01b0\u1eddi \u0111\u00e3 \u0111\u00f3ng g\u00f3p \u00fd t\u01b0\u1edfng v\u00e0 \u0111\u1ec1 xu\u1ea5t cho qu\u00e1 tr\u00ecnh n\u00e0y.  <\/span>D\u1ef1 \u00e1n n\u00e0y \u0111\u01b0\u1ee3c ph\u00e1t tri\u1ec3n t\u1eeb l\u1edbp h\u1ecdc <em>C\u00f4ng l\u00fd t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a Gi\u00e1o s\u01b0 Sarah Ryan v\u00e0 Arleen Sandifer,<\/em> gi\u1ea3ng d\u1ea1y t\u1ea1i Evergreen State College n\u0103m 2005. C\u00e1c sinh vi\u00ean c\u1ee7a h\u1ecd \u0111\u00e3 nghi\u00ean c\u1ee9u th\u00f4ng tin cho \u1ea5n b\u1ea3n \u0111\u1ea7u ti\u00ean c\u1ee7a cu\u1ed1n s\u00e1ch n\u00e0y v\u00e0o n\u0103m 2007. C\u1ea3m \u01a1n t\u1ea5t c\u1ea3 c\u00f4ng vi\u1ec7c \u0111\u01b0\u1ee3c th\u1ef1c hi\u1ec7n b\u1edfi c\u00e1c c\u1ef1u nh\u00e2n vi\u00ean c\u1ee7a Trung t\u00e2m Lao \u0111\u1ed9ng, bao g\u1ed3m Nina Triffman, ng\u01b0\u1eddi \u0111\u00e3 s\u1ea3n xu\u1ea5t hai phi\u00ean b\u1ea3n \u0111\u1ea7u ti\u00ean v\u00e0 Kia Sanger, ng\u01b0\u1eddi \u0111\u00e3 \u0111\u01b0a \u00fd t\u01b0\u1edfng n\u00e0y ti\u1ebfn l\u00ean v\u00e0 s\u1ea3n xu\u1ea5t c\u00e1c phi\u00ean b\u1ea3n s\u1eeda \u0111\u1ed5i v\u00e0o n\u0103m 2014 v\u00e0 2015.<\/p>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Preface&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>L\u1eddi n\u00f3i \u0111\u1ea7u<\/h2>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Preface Body&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<span style=\"font-weight: 400;\">Phi\u00ean b\u1ea3n tr\u1ef1c tuy\u1ebfn c\u1ee7a C\u1ea9m nang Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00e0y \u0111\u01b0\u1ee3c bi\u00ean so\u1ea1n nh\u1eb1m m\u1ee5c \u0111\u00edch tr\u1edf th\u00e0nh m\u1ed9t h\u01b0\u1edbng d\u1eabn tham kh\u1ea3o d\u1ec5 s\u1eed d\u1ee5ng v\u1ec1 c\u00e1c quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c \u0111\u01b0\u1ee3c quy \u0111\u1ecbnh trong lu\u1eadt ph\u00e1p li\u00ean bang, ti\u1ec3u bang v\u00e0 \u0111\u1ecba ph\u01b0\u01a1ng. Tuy nhi\u00ean, \u0111\u00e2y kh\u00f4ng ph\u1ea3i l\u00e0 s\u1ef1 thay th\u1ebf cho t\u01b0 v\u1ea5n ph\u00e1p l\u00fd. N\u1ebfu b\u1ea1n c\u1ea7n tr\u1ee3 gi\u00fap ph\u00e1p l\u00fd th\u1ef1c t\u1ebf, vui l\u00f2ng li\u00ean h\u1ec7 v\u1edbi lu\u1eadt s\u01b0 ho\u1eb7c m\u1ed9t trong c\u00e1c d\u1ecbch v\u1ee5 c\u1ed9ng \u0111\u1ed3ng \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea trong ch\u01b0\u01a1ng ngu\u1ed3n l\u1ef1c \u1edf cu\u1ed1i s\u1ed5 tay.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n mu\u1ed1n c\u00f3 m\u1ed9t b\u1ea3n sao c\u1ee7a s\u1ed5 tay n\u00e0y nh\u01b0ng kh\u00f4ng th\u1ec3 t\u1ea3i xu\u1ed1ng v\u00e0 in n\u00f3 t\u1eeb trang web ho\u1eb7c n\u1ebfu b\u1ea1n mu\u1ed1n t\u1ed5 ch\u1ee9c c\u1ee7a m\u00ecnh \u0111\u01b0\u1ee3c th\u00eam v\u00e0o ph\u1ea7n t\u00e0i nguy\u00ean, vui l\u00f2ng li\u00ean h\u1ec7 v\u1edbi ch\u00fang t\u00f4i t\u1ea1i Trung t\u00e2m Lao \u0111\u1ed9ng. Trung t\u00e2m Lao \u0111\u1ed9ng kh\u00f4ng ch\u1ecbu tr\u00e1ch nhi\u1ec7m v\u1ec1 b\u1ea5t k\u1ef3 n\u1ed9i dung n\u00e0o trong c\u00e1c t\u00e0i li\u1ec7u \u0111\u01b0\u1ee3c li\u00ean k\u1ebft.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ch\u00fang t\u00f4i hy v\u1ecdng h\u01b0\u1edbng d\u1eabn tr\u1ef1c tuy\u1ebfn m\u1edbi nh\u1ea5t n\u00e0y h\u1eefu \u00edch&#8211;vui l\u00f2ng g\u1eedi ph\u1ea3n h\u1ed3i cho ch\u00fang t\u00f4i b\u1eb1ng c\u00e1ch s\u1eed d\u1ee5ng bi\u1ec3u m\u1eabu nh\u1eadn x\u00e9t t\u1ea1i<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/\"><b><i>RightsAtWorkWA.org<\/i><\/b><\/a> <span style=\"font-weight: 400;\">.<\/span>&nbsp;&nbsp;&nbsp;<\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">David T\u00e2y&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng Bang Washington<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cao \u0111\u1eb3ng Nam Seattle<\/span>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-be-paid&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Introduction&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Gi\u1edbi thi\u1ec7u<\/h2>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Introduction Body&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<span style=\"font-weight: 400;\">Phong tr\u00e0o lao \u0111\u1ed9ng v\u00e0 c\u00e1c \u0111\u1ed3ng minh c\u1ed9ng \u0111\u1ed3ng c\u1ee7a n\u00f3 kh\u00f4ng ng\u1eebng n\u1ed7 l\u1ef1c \u0111\u1ec3 c\u1ee7ng c\u1ed1 v\u00e0 x\u00e2y d\u1ef1ng c\u00e1c quy\u1ec1n c\u1ee7a ch\u00fang ta t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c &#8211; \u0111\u1ea5u tranh v\u00e0 gi\u00e0nh \u0111\u01b0\u1ee3c s\u1ef1 b\u1ea3o v\u1ec7 \u1edf c\u1ea5p \u0111\u1ecba ph\u01b0\u01a1ng, ti\u1ec3u bang v\u00e0 li\u00ean bang. T\u1ea1i Trung t\u00e2m Lao \u0111\u1ed9ng, ch\u00fang t\u00f4i gi\u1ea3ng d\u1ea1y cho ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u1ec1 c\u00e1c quy\u1ec1n \u0111\u00e3 gi\u00e0nh \u0111\u01b0\u1ee3c.&nbsp;  M\u1ed9t trong nh\u1eefng m\u1ee5c ti\u00eau c\u1ee7a ch\u00fang t\u00f4i l\u00e0 \u0111\u1ea3m b\u1ea3o r\u1eb1ng m\u1ed7i ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 quy\u1ec1n truy c\u1eadp v\u00e0o c\u00e1c c\u00f4ng c\u1ee5 t\u1ed1t \u0111\u1ec3 t\u00ecm hi\u1ec3u v\u1ec1 quy\u1ec1n c\u1ee7a h\u1ecd t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c, c\u00e1ch b\u1ea3o v\u1ec7 c\u00e1c quy\u1ec1n \u0111\u00f3 v\u00e0 nh\u1eefng ngu\u1ed3n l\u1ef1c s\u1eb5n c\u00f3 \u0111\u1ec3 tr\u1ee3 gi\u00fap.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u1ea4n b\u1ea3n th\u1ee9 5 c\u1ee7a C\u1ea9m nang v\u1ec1 Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/span><span style=\"font-weight: 400;\">  c\u00f3 tr\u1ecdng t\u00e2m m\u1edbi&#8211;n\u0103m quy\u1ec1n c\u01a1 b\u1ea3n m\u00e0 t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00ean \u0111\u01b0\u1ee3c h\u01b0\u1edfng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a h\u1ecd. Th\u1ef1c s\u1ef1 c\u00f3 h\u00e0ng tr\u0103m lu\u1eadt \u1ea3nh h\u01b0\u1edfng \u0111\u1ebfn vi\u1ec7c l\u00e0m v\u00e0 vi\u1ec7c l\u00e0m, \u0111\u01b0\u1ee3c thi h\u00e0nh (ho\u1eb7c kh\u00f4ng thi h\u00e0nh) b\u1edfi c\u00e1c c\u01a1 quan ch\u00ednh quy\u1ec1n \u0111\u1ecba ph\u01b0\u01a1ng, ti\u1ec3u bang v\u00e0 li\u00ean bang.  &nbsp;  H\u1ea7u h\u1ebft ch\u00fang thu\u1ed9c m\u1ed9t trong n\u0103m lo\u1ea1i m\u00e0 h\u01b0\u1edbng d\u1eabn n\u00e0y n\u00eau b\u1eadt:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n<\/span><\/em><\/li>\n<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh<\/span><\/em><\/li>\n<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">quy\u1ec1n kh\u00f4ng b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed<\/span><\/em><\/li>\n<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">quy\u1ec1n \u0111\u01b0\u1ee3c an to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/em><\/li>\n<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">quy\u1ec1n t\u1ed5 ch\u1ee9c<\/span><\/em><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ngo\u00e0i ra, ch\u00fang t\u00f4i \u0111\u00e3 c\u1ed1 g\u1eafng l\u00e0m cho th\u00f4ng tin v\u1ec1 quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng d\u1ec5 ti\u1ebfp c\u1eadn v\u00e0 d\u1ec5 s\u1eed d\u1ee5ng h\u01a1n.&nbsp;  B\u1eb1ng c\u00e1ch s\u1eed d\u1ee5ng khu\u00f4n kh\u1ed5 m\u1edbi n\u00e0y v\u00e0 b\u1eb1ng c\u00e1ch chuy\u1ec3n h\u01b0\u1edbng d\u1eabn s\u1eed d\u1ee5ng sang trang web th\u00e2n thi\u1ec7n v\u1edbi thi\u1ebft b\u1ecb di \u0111\u1ed9ng, ch\u00fang t\u00f4i c\u00f3 th\u1ec3 gi\u00fap \u0111\u1ea3m b\u1ea3o r\u1eb1ng th\u00f4ng tin n\u00e0y \u0111\u01b0\u1ee3c truy\u1ec1n \u0111i xa v\u00e0 r\u1ed9ng&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Thay m\u1eb7t Trung t\u00e2m Lao \u0111\u1ed9ng, c\u1ed9ng \u0111\u1ed3ng v\u00e0 c\u00e1c \u0111\u1ed1i t\u00e1c lao \u0111\u1ed9ng c\u1ee7a ch\u00fang t\u00f4i, ch\u00fang t\u00f4i c\u1ea3m \u01a1n nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng tr\u00ean to\u00e0n th\u1ebf gi\u1edbi v\u00e0 trong su\u1ed1t l\u1ecbch s\u1eed, nh\u1eefng ng\u01b0\u1eddi \u0111\u00e3 chi\u1ebfn \u0111\u1ea5u v\u00e0 hy sinh v\u00ec quy\u1ec1n l\u1ee3i c\u1ee7a t\u1ea5t c\u1ea3 ch\u00fang ta.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Adair Dammann, Gi\u00e1m \u0111\u1ed1c<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng Bang Washington<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cao \u0111\u1eb3ng Nam Seattle<\/span>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-be-paid&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 1: Your Right to Be Paid&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Ch\u01b0\u01a1ng 1: Quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n c\u1ee7a b\u1ea1n<\/h2>\n<p><i>Ch\u01b0\u01a1ng n\u00e0y bao g\u1ed3m m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u, ti\u1ec1n boa, m\u1ee9c l\u01b0\u01a1ng hi\u1ec7n h\u00e0nh, l\u00e0m th\u00eam gi\u1edd, ngh\u1ec9 gi\u1ea3i lao, ph\u00fac l\u1ee3i, sa th\u1ea3i v\u00e0 th\u1ea5t nghi\u1ec7p, v\u00e0 c\u00e1c lu\u1eadt li\u00ean quan \u0111\u1ebfn c\u00e1c nh\u00f3m v\u00e0 t\u00ecnh hu\u1ed1ng \u0111\u1eb7c bi\u1ec7t.<\/i>[\/et_pb_text][et_pb_toggle title=&#8221;1.1 M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u&#8221; open=&#8221;on&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.1 Minimum Wage&#8221; _builder_version=&#8221;4.24.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; hover_enabled=&#8221;0&#8243; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2189&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<p>Summary<\/p>\n<p><span style=\"font-weight: 400;\"><strong>Washington\u2019s 2024 minimum wage is $16.28 per hour.<\/strong>\u00a0<\/span>14- and 15-year-olds may be paid 85% of the minimum wage &#8211; $13.84 an hour. Additional exemptions from the minimum wage exist for in-training employees (85%), student learners\/workers (75%) and apprentices however employers must receive permission from the Washington Department of Labor and Industries (L&amp;I) and meet <a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/wages\/minimum-wage\/paying-certain-workers-less-than-minimum-wage\">additional criteria<\/a>.<\/p>\n<p><span style=\"font-weight: 400;\">The minimum wage is the minimum amount an employer can pay you for each hour that you work, are being trained, are required to stay at the worksite, or commute between worksites on a single job. Washington\u2019s minimum wage law covers <\/span><i><span style=\"font-weight: 400;\">almost all<\/span><\/i><span style=\"font-weight: 400;\"> workers in both agricultural and non-agricultural jobs, and covers both documented and undocumented workers.\u00a0<\/span><\/p>\n<h4><i>Raising the Bar! <\/i><span style=\"font-weight: 400;\">\u00a0These cities offer higher minimum wages under certain circumstances:<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><b>SeaTac<\/b><span style=\"font-weight: 400;\"> &#8211; The living wage rate in effect for hospitality and transportation industry employees within the City of SeaTac, including SeaTac Airport, is <a href=\"https:\/\/www.seatacwa.gov\/home\/showpublisheddocument\/35661\/638400725408270000\">$19.71 per hour<\/a> and will increase again in 2025 based on cost of living.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Seattle<\/b><span style=\"font-weight: 400;\"> &#8211; <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/minimum-wage\">Seattle\u2019s 2024 minimum wage is $19.97 per hour<\/a>. \u00a0A lower minimum wage of $17.25 can be paid at employers with 500 or fewer workers that pay at least $2.72 an hour towards a medical benefits plan or if the employee makes at least $2.72 an hour in tips.<\/li>\n<li><strong>Tukwila<\/strong> &#8211; Large employers (500+ employees worldwide including franchises) must pay at least $20.29 per hour. Mid-size employers (15 &#8211; 500 employees worldwide OR gross revenue over $2 million) must pay at least $18.29 an hour, and will increase to $19.29 an hour on July 1st.\u00a0 <a href=\"https:\/\/www.tukwilawa.gov\/wp-content\/uploads\/2024-Tukwila-Minimum-Wage-Notice.pdf\">More info here<\/a>.<\/li>\n<li><strong>Renton\u00a0<\/strong>&#8211; Starting July 1st employees working in Renton must be paid at least $20.29 an hour for large employers and $18.29 an hour at medium sized employers similar to Tukwila. <a href=\"https:\/\/www.rentonwa.gov\/city_hall\/executive_services\/city_clerk\/proposed_labor_standards_ordinance_f_a_qs\">More info here<\/a>.<\/li>\n<\/ul>\n<h4>Minimum Wage for Uber and Lyft Drivers<\/h4>\n<p>Washington State&#8217;s new TNC (Transportation Network Company) Drivers&#8217; rights law became law on January 1, 2023. The law requires TNCs like Uber and Lyft to pay a minimum per mile and per minute rate (including a minimum trip rate). The law also provides drivers the right to paid sick time, workers&#8217; compensation and retaliation protections. <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/Notice%20of%20Rights-English.pdf\">More info here<\/a>.<\/p>\n<table style=\"border-collapse: collapse; width: 100%;\" border=\"1\">\n<tbody>\n<tr>\n<td style=\"width: 33.3333%;\">\u00a0<\/td>\n<td style=\"width: 23.7127%;\">per minute<\/td>\n<td style=\"width: 22.6288%;\">per mile<\/td>\n<td style=\"width: 20.3252%;\">minimum per trip<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 33.3333%;\">Seattle trips<\/td>\n<td style=\"width: 23.7127%;\">$0.66<\/td>\n<td style=\"width: 22.6288%;\">$1.55<\/td>\n<td style=\"width: 20.3252%;\">$5.81<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 33.3333%;\">Outside of Seattle<\/td>\n<td style=\"width: 23.7127%;\">$0.38<\/td>\n<td style=\"width: 22.6288%;\">$1.31<\/td>\n<td style=\"width: 20.3252%;\">$3.37<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h3>FAQs: Minimum Wage<\/h3>\n<h5><span style=\"font-weight: 400;\">My employer says they only have to pay me the federal minimum wage. Is that true?<\/span><\/h5>\n<p><b>No.<\/b><span style=\"font-weight: 400;\"> If there are differences between federal, state, or city minimum wages, your employer must pay you the highest wage that applies.\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">If my employer changes my shift at the last minute, do they have to pay me extra?<\/span><\/h5>\n<p><b>Depends on what city you work in<\/b><span style=\"font-weight: 400;\">. In Seattle, very large retail and food businesses <\/span><span style=\"font-weight: 400;\">must provide extra pay for schedule changes or to work shifts less than 10 hours apart (see the <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling\"><i><span style=\"font-weight: 400;\">Secure Scheduling<\/span><\/i><\/a><span style=\"font-weight: 400;\"> section of the Seattle Labor Standards ordinance). <\/span><span style=\"font-weight: 400;\">Outside of Seattle, an employer is not required by law to give you advance notice about your shift changing, or pay extra if they make your shift longer or shorter.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Can my employer ask me to work off the clock?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">It is illegal for your employer to not pay you the minimum wage, or ask you to work \u201coff-the-clock\u201d (without pay). Employers must pay employees for all \u201chours worked.\u201d \u201cHours worked\u201d means all work requested, permitted, or allowed while on duty at the workplace, and includes travel time, training and meeting time, wait time, on-call time, preparatory and concluding time, and may include meal periods.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Minimum Wage&#8221; _builder_version=&#8221;4.19.2&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u<\/h4>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00f4ng tin chung v\u1ec1 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u c\u1ee7a ti\u1ec3u bang, h\u00e3y xem trang M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u c\u1ee7a ng\u00e0nh v\u00e0 lao \u0111\u1ed9ng WA ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/minimum-wage\/index\">https:\/\/lni.wa.gov\/workers-rights\/wages\/minimum-wage\/index<\/a> ).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u kh\u00f4ng bao g\u1ed3m c\u00e1c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp th\u1ef1c s\u1ef1, nh\u01b0ng ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 tr\u00e1nh ph\u1ea3i tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u b\u1eb1ng c\u00e1ch d\u00e1n nh\u00e3n cho c\u00f4ng nh\u00e2n l\u00e0 &#8220;nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp&#8221; tr\u1eeb khi h\u1ecd \u0111\u00e1p \u1ee9ng t\u1ea5t c\u1ea3 c\u00e1c ti\u00eau chu\u1ea9n ph\u00e1p l\u00fd.  <\/span>Ngo\u00e0i ra c\u00f2n c\u00f3 c\u00e1c kho\u1ea3n mi\u1ec5n tr\u1eeb l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u \u0111\u1ed1i v\u1edbi m\u1ed9t s\u1ed1 lo\u1ea1i lao \u0111\u1ed9ng, bao g\u1ed3m m\u1ed9t s\u1ed1 lao \u0111\u1ed9ng khuy\u1ebft t\u1eadt, nh\u1eefng ng\u01b0\u1eddi tham gia c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh \u0111\u00e0o t\u1ea1o t\u1ea1i ch\u1ed7, lao \u0111\u1ed9ng sinh vi\u00ean v\u00e0 sinh vi\u00ean h\u1ecdc ngh\u1ec1 v\u00e0 ng\u01b0\u1eddi h\u1ecdc vi\u1ec7c. \u0110\u1ec3 bi\u1ebft th\u00eam chi ti\u1ebft v\u1ec1 nh\u1eefng ng\u01b0\u1eddi \u0111\u01b0\u1ee3c h\u01b0\u1edfng m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u, h\u00e3y xem ch\u00ednh s\u00e1ch c\u1ee7a L&amp;I v\u1ec1 Kh\u1ea3 n\u0103ng \u00e1p d\u1ee5ng m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf?utm_medium=email&amp;utm_source=govdelivery\">https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf?utm_medium=email&amp;utm_source=govdelivery<\/a><\/p>\n<p><span style=\"font-weight: 400;\"> <\/span><span style=\"font-weight: 400;\">Ngu\u1ed3n l\u1ef1c ti\u1ec1n l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng tr\u1ea3 cho b\u1ea1n m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ch\u00ednh x\u00e1c, b\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi v\u0103n ph\u00f2ng ti\u00eau chu\u1ea9n vi\u1ec7c l\u00e0m c\u1ee7a B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p Ti\u1ec3u bang Washington (L&amp;I) theo s\u1ed1 (360) 902-5316 ho\u1eb7c s\u1ed1 \u0111i\u1ec7n tho\u1ea1i mi\u1ec5n ph\u00ed 1 (866) 219-7321 \u0111\u1ec3 b\u00e1o c\u00e1o ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ho\u1eb7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i. C\u00f3 s\u1eb5n d\u1ecbch v\u1ee5 th\u00f4ng d\u1ecbch vi\u00ean.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c t\u1ea1i Th\u00e0nh ph\u1ed1 Seattle v\u00e0 cho r\u1eb1ng m\u1ee9c l\u01b0\u01a1ng c\u1ee7a m\u00ecnh kh\u00f4ng ch\u00ednh x\u00e1c, h\u00e3y truy c\u1eadp V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng ( <a href=\"https:\/\/www.seattle.gov\/laborstandards\">https:\/\/www.seattle.gov\/laborstandards<\/a><\/span><span style=\"font-weight: 400;\">) \u0111\u1ec3 c\u00f3 th\u00eam th\u00f4ng tin v\u00e0 n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u \u1ea9n danh. Th\u00e0nh ph\u1ed1 SeaTac c\u0169ng th\u1ef1c thi lu\u1eadt l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u c\u1ee7a ri\u00eang m\u00ecnh.<\/span><\/p>\n<p>[\/et_pb_text][et_pb_toggle title=&#8221;1.2 Ti\u1ec1n boa &amp; Ph\u00ed d\u1ecbch v\u1ee5&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.2 Tips &#038; Service Charges&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2198&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">In Washington State, employers must pay employees all tips, gratuities and service charges added to the customer\u2019s bill, unless the bill says otherwise. Your employer is not allowed to count tips and service charges as part of your minimum wage payment. A valid tip pool cannot include an owner or manager. For more details, see Washington\u2019s Department of Labor and Industries (L&amp;I) \u201cTips, Gratuities and Service Charges, (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/tips-and-service-charges\">https:\/\/lni.wa.gov\/workers-rights\/wages\/tips-and-service-charges<\/a><\/span><span style=\"font-weight: 400;\">).<\/span><\/p>\n<h4>FAQs: Tips and Service Charges<\/h4>\n<h5><span style=\"font-weight: 400;\">Are mandatory tip pools (required by the employer) allowed?<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">State law does not prohibit a tip pool amongst employees established by an employer. A tip pool established by an employer may not include individuals who are exempt from the definition of \u201cemployee\u201d under Washington Statute RCW 49.46.010(3), such as managerial or supervisory workers, executive, administrative, or professional employees.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">What are the requirements for service charges?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Service charges are a type of automatic charge added to a customer\u2019s bill for services related to food, beverages, entertainment, or porterage. <\/span><b>Employers must disclose the percentage of the service charge that is paid to the employee or employees serving the customer. <\/b><span style=\"font-weight: 400;\">This information must appear in an itemized receipt and in any menu provided to the customer. If any portion of a service charge is not clearly designated as being retained by the employer, it is due to the employee or employees serving the customer.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">How soon after they are received must the employer pay tips, gratuities, and the employee portion of a service charge to their employees?<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Cash tips and gratuities (or the share of tips and gratuities due to the employee from a pool), or the employee portion of a service charge received in cash, may be retained by the employee. If received by the employer (for instance, tips paid by credit card), the employer must pay tips, gratuities, and the employee portion of a service charge to the employee no later than wages earned in the same period are paid.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.3 L\u00e0m th\u00eam gi\u1edd&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.3 Overtime&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;253&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">In most industries, you must be paid 1.5 times your regular rate of pay for all hours that you work over 40 in a seven-day workweek. For example, if you regularly earn $20 per hour and work 45 hours in one week, your pay rate would be $30 per hour for 5 hours of overtime.\u00a0<\/span><\/p>\n<h4>FAQs: Overtime<\/h4>\n<h5><span style=\"font-weight: 400;\">Do all workers qualify for overtime?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">There are some types of workers who do not have the right to overtime pay. These include workers who live at their workplace, certain salaried employees, and true independent contractors. See new rules covering farm workers below. Sometimes, employers use the words \u201cexempt\u201d and \u201cnon-exempt\u201d when referring to whether an employee is entitled to overtime. For more information call the Department of Labor and Industries at: <\/span><b>(866)219-7321<\/b><span style=\"font-weight: 400;\">, or see:<\/span><span style=\"font-weight: 400;\">\u200b <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/<\/a><\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Do I Still Get Overtime If I Choose To Take An Extra Shift?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Yes. Even if you volunteer to take an extra shift or trade a shift, your employer still has to pay you overtime for all hours that you work over 40 in a week. Your employer can\u2019t have a policy that says you don\u2019t get paid overtime unless it is approved or scheduled in advance.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Can My Employer Make Me Work Overtime?\u00a0<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Yes. Most employers can make you work overtime even if you don\u2019t want to, and even on a day that you usually have off. <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">What About Agreements To Take Time Off Later Instead Of Overtime Pay?<\/span><\/h5>\n<p>If you work for a public agency, you can request time off at a later time instead of being paid overtime wages in the pay period when you worked the overtime hours. This is sometimes called &#8220;comp time&#8221; or &#8220;exchange time.&#8221;<\/p>\n<ul>\n<li>When you take the time off, it must be at the rate of at least 1.5 hours for each overtime hour worked.<\/li>\n<li>Comp or exchange time must be at your request<\/li>\n<li>If you do not use your comp time within the year, it must be paid out (cashed out) at the overtime rate.<\/li>\n<\/ul>\n<h4>Health Care Workers Overtime<\/h4>\n<p>As of January 1, 2020, Washington has changed the nurses\u2019 mandatory overtime law. Certain employees of health care facilities may not be required to work overtime, and cannot be compelled or forced to work beyond their regularly scheduled shift. Employees who work more than 12 consecutive hours must be given the option to have at least eight consecutive hours of uninterrupted time off. For more details on which employees and which hospitals will be covered as the law phases in, visit L&amp;I webpage on Mandatory Nurse\u2019s Overtime: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime<\/a>.<\/p>\n<h4><strong>Raising the Bar!<\/strong>\u00a0 Farm\/Agricultural Workers Overtime<\/h4>\n<p>Farm workers won a historic victory in 2021 with passage of a law phasing in overtime pay in Washington over the next three years. When the law is fully phased-in in 2024, Washington will become the first state in the nation to provide all farm workers the right to overtime after a 40-hour workweek. Dairy workers are eligible for overtime as of July 25, 2021. Here is the phase-in schedule for all other farm workers:<\/p>\n<ul>\n<li><span dir=\"ltr\">Beginning January 1, 2023, agricultural employees <\/span><span dir=\"ltr\">will be paid overtime (time and half) <\/span><span dir=\"ltr\">for more than 48 hours in any one workweek<\/span><\/li>\n<li><span dir=\"ltr\">Beginning January 1, 2024, agricultural employees <\/span><span dir=\"ltr\">will be paid overtime (time and half) <\/span><span dir=\"ltr\">for more than 40 hours in any one workweek<\/span><\/li>\n<\/ul>\n<h4>Workers in Executive, Administrative and Professional Roles<\/h4>\n<p>Washington State is raising the minimum salary for workers exempted from overtime who primarily perform \u201cexecutive, administrative, and professional\u201d (EAP) duties each year until 2028.<\/p>\n<p>For 2023 you must earn more than $1,259.20 a week at large employers (51 or more employees) or $1,101.80 a week at small employers (50 or fewer employees) to be denied overtime pay even if your employer claims you are &#8220;exempt&#8221;. There are also changes in the thresholds for exempt computer professionals paid by the hour.<\/p>\n<p>Find more information on the Washington State EAP changes here<strong>: <\/strong><strong><a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/wages\/overtime\/changes-to-overtime-rules\">https:\/\/www.lni.wa.gov\/workers-rights\/wages\/overtime\/changes-to-overtime-rules<\/a><\/strong><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Overtime&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: L\u00e0m th\u00eam gi\u1edd<\/h4>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt ph\u00e1p kh\u00f4ng y\u00eau c\u1ea7u ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i tr\u1ea3 ti\u1ec1n l\u00e0m th\u00eam gi\u1edd cho b\u1ea1n \u0111\u1ec3 l\u00e0m vi\u1ec7c v\u00e0o ng\u00e0y ngh\u1ec9 ho\u1eb7c cu\u1ed1i tu\u1ea7n, nh\u01b0ng m\u1ed9t s\u1ed1 h\u1ee3p \u0111\u1ed3ng lao \u0111\u1ed9ng v\u00e0 c\u00f4ng \u0111o\u00e0n c\u00f3 bao g\u1ed3m \u0111i\u1ec1u \u0111\u00f3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt l\u00e0m th\u00eam gi\u1edd kh\u00f4ng bao g\u1ed3m c\u00e1c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp th\u1ef1c s\u1ef1, nh\u01b0ng ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 tr\u00e1nh vi\u1ec7c tr\u1ea3 ti\u1ec1n l\u00e0m th\u00eam gi\u1edd b\u1eb1ng c\u00e1ch d\u00e1n nh\u00e3n cho c\u00f4ng nh\u00e2n l\u00e0 &#8220;nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp&#8221; tr\u1eeb khi h\u1ecd \u0111\u00e1p \u1ee9ng t\u1ea5t c\u1ea3 c\u00e1c th\u1eed nghi\u1ec7m ph\u00e1p l\u00fd.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 nh\u00e2n vi\u00ean \u201cmi\u1ec5n tr\u1eeb\u201d, \u0111i\u1ec1u \u0111\u00f3 c\u00f3 ngh\u0129a l\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n \u0111\u00e3 x\u00e1c \u0111\u1ecbnh r\u1eb1ng b\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m th\u00eam gi\u1edd.<\/span>[\/et_pb_text][et_pb_toggle title=&#8221;1.4 M\u1ee9c l\u01b0\u01a1ng hi\u1ec7n h\u00e0nh&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.4 Prevailing Wage&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;254&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Prevailing wage is the hourly wage, expected benefits and overtime rates paid to the majority of workers employed on government construction projects in the largest city in each county in Washington State. Prevailing wage laws say that if the federal government or Washington State is funding your construction job, you must be paid the prevailing wage. You can look up the prevailing wage for your county and trade at: <a href=\"https:\/\/lni.wa.gov\/licensing-permits\/public-works-projects\/workers\">https:\/\/lni.wa.gov\/licensing-permits\/public-works-projects\/workers<\/a><\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.5 Ngh\u1ec9 gi\u1ea3i lao&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.5 Rest Breaks&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;255&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">In Washington, most workers are entitled to rest breaks.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<table>\n<tbody>\n<tr>\n<td>\u00a0<\/td>\n<td><span style=\"font-weight: 400;\">Rest Break<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Meal Break: Paid or Unpaid<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Breast-<\/span><span style=\"font-weight: 400;\">feeding Break<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">How long?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">10 min.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30 min.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">As long as needed<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">How often?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Every 4 hours worked<\/span><\/td>\n<td><span style=\"font-weight: 400;\">1 for less than 11 hours total worked. 2 for more than 11 hours worked.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">As frequently as needed<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Is it paid?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employer\u2019s choice<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Can it be split up?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Sometimes<\/span><\/td>\n<td>\n<p><span style=\"font-weight: 400;\">Paid: yes<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Unpaid: No<\/span><\/p>\n<\/td>\n<td><span style=\"font-weight: 400;\">N\/A<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Can you choose not to take it?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h4>Domestic Workers rest rights in Seattle:<\/h4>\n<p>Domestic workers in Seattle, both employees and independent contractors \u2013 working in private homes as a nanny, house cleaner, home care worker, gardener, cook, and\/or household manager, have the following rights to rest breaks:<\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 30-minute uninterrupted meal break if you work for more than five hours in a shift in the same home\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 10-minute uninterrupted rest break for every four hours of work in the same home\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you can\u2019t take a break, your employer must provide additional pay for the missed break\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you are a live-in caregiver, you must receive a day of rest after working more than six days in a row <\/span><\/li>\n<\/ul>\n<h4>Raising the Bar ! New Meal and rest period rules for healthcare facility workers<\/h4>\n<p>A recent Washington law gives many health care facility employees more certain rules on meal and rest periods. The law covers most hourly and union employees involved in direct patient care.<\/p>\n<ul>\n<li>Meal and rest periods must be scheduled and uninterrupted unless there is an unforeseeable emergent circumstance, or a situation that could lead to an adverse effect on a patient.<\/li>\n<li>Interrupted rest breaks must include an additional 10 minutes of uninterrupted time and be given as early as possible.<\/li>\n<li>Employer must record all missed meal or rest periods and keep these records on file.<\/li>\n<\/ul>\n<p>For more details visit L&amp;I webpage on Mandatory Nurse\u2019s Overtime and Rest Breaks: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime<\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.6 K\u1ef3 l\u01b0\u01a1ng, B\u1ea3ng sao k\u00ea l\u01b0\u01a1ng, c\u00e1c kho\u1ea3n kh\u1ea5u tr\u1eeb ti\u1ec1n l\u01b0\u01a1ng v\u00e0 ph\u00fac l\u1ee3i&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.6 Pay Periods, Pay Statements, Paycheck Deductions and Benefits&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2209&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">You must be paid <\/span><i><span style=\"font-weight: 400;\">at least once a month<\/span><\/i><span style=\"font-weight: 400;\"> on a regularly scheduled payday. When you leave your job, your employer must pay you for all unpaid wages no later than the end of the next regular pay period. Each time you are paid, you must receive a written statement from your employer (usually a paycheck stub) that includes information about the pay period, hours of work, rate of pay and any deductions.\u00a0<\/span><\/p>\n<p>Washington requires employers to keep payroll records for at least three years, and employees have the right to request copies of these records. For more info on payroll records and pay stubs, see the L&amp;I Payroll and Personnel Records webpage: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/payroll-and-personnel-records\"><strong>https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/payroll-and-personnel-records<\/strong><\/a><\/p>\n<p><b>Deductions<\/b><span style=\"font-weight: 400;\"> from your pay are only legal if they are required or permitted by federal or state law or if you agree to them in advance. All deductions from your paycheck must be listed and explained on your paycheck stub. These deductions can include things like taxes, Social Security and Medicare, insurance, garnishments and union dues. <\/span><\/p>\n<p><b>Your employer cannot deduct:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payments for loans, housing, transportation, tools or food <\/span><i><span style=\"font-weight: 400;\">without your permission.<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payments, even with your permission, if they reduce your wages to below the minimum wage, or if the company makes a profit from selling you these things.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money for unemployment compensation.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money to pay for equipment that you accidentally lost or broke.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money to cover a cash register shortage \u2013 except during your <\/span><i><span style=\"font-weight: 400;\">final<\/span><\/i><span style=\"font-weight: 400;\"> pay period and only if your employer can prove that you participated in counting the register before and after your shift and you were the only person using it.\u00a0<\/span><\/li>\n<\/ul>\n<p id=\"tip\"><b>TIP:<\/b> You should keep your own records of the hours you have worked and what you believe you should be paid. This can help you if you ever need to file a wage theft claim.<\/p>\n<p><strong>Benefits<\/strong><\/p>\n<p>Common benefits include health insurance, pension, 401K and other retirement plans, vacation leave, paid sick leave, paid maternity leave, childcare, club memberships and bonuses. An employer offers these in addition to wages or salary. Paid sick leave is now required under Washington state and Seattle laws. Otherwise, benefits are usually optional unless your employment contract requires them or a city ordinance requires them.<strong>\u00a0<\/strong><\/p>\n<p><strong>New! Seattle Transit Benefit<\/strong> &#8211; Seattle businesses with more than 20 employees must offer all employees a pre-tax payroll deduction for transit or van-pool expenses. The ordinance encourages commuters to use transit to reduce traffic and carbon emissions. Because the deduction is pre-tax, the law has the added benefit of lowering the tax bills for both workers and businesses. Employers offering full or partially-paid transit passes are exempt from this requirement. For more info, see Seattle OLS\u2019s Commuter Benefits webpage: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/commuter-benefits\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/commuter-benefits<\/a><\/p>\n<h4>FAQs: Pay Deductions<\/h4>\n<h5><span style=\"font-weight: 400;\">What About Uniforms and Personal Protection Equipment and Clothing? What Does My Employer Have To Pay For?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Clothing that has an uncommon color, function, style or has a logo \u2013 i.e. is unusual in some way (like a cowboy hat, for instance), is usually considered a uniform and your employer has to pay for them. Your employer may not take money from your wages or require a deposit from you for your uniform. Some required clothing is not considered a uniform and you might have to pay for it. For instance, it is not considered a uniform if you are required to wear common colors for tops and bottoms, like a white top and black pants. For more information see this L&amp;I website: <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/uniforms\"><span style=\"font-weight: 400;\">www.lni.wa.gov\/workers-rights\/workplace-policies\/uniforms <\/span><\/a><span style=\"font-weight: 400;\">For jobs where you could be injured, your employer is generally required to provide, free of cost to you, safety equipment such as protective gloves, helmets, goggles, and other clothing to protect you from injury or sickness on the job.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.7 C\u00f4ng nh\u00e2n n\u00f4ng nghi\u1ec7p &#8211; Lu\u1eadt \u0111\u1eb7c bi\u1ec7t v\u1ec1 ti\u1ec1n l\u01b0\u01a1ng v\u00e0 gi\u1edd l\u00e0m&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.7 Agricultural Workers &#8211; Special Wage and Hour Laws&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;856&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Agricultural work includes growing, producing and harvesting farm, nursery, or forest products as well as working with livestock, bees, sheep, goats, poultry or wildlife. It could be migrant or seasonal work, or it may be year-round.\u00a0<\/span><\/p>\n<h4>Minimum Wage and Agricultural Workers<\/h4>\n<p>If you are an agricultural worker your employer may pay you on a piece rate basis or salary basis, but that rate must equal the minimum hourly wage of <strong>$15.74 <\/strong>in Washington State in<strong> 2023.\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">There are a few limited exceptions when agricultural workers do not have to be paid the minimum wage. For information on these exceptions and other agricultural workers rights see:<a href=\"https:\/\/lni.wa.gov\/workers-rights\/agriculture-policies\/wages\"> https:\/\/lni.wa.gov\/workers-rights\/agriculture-policies\/wages<\/a><\/span><\/p>\n<p>A new 2021 law expands overtime pay protections to all agriculture workers and will be phased in starting in 2022. See Overtime section 1.3 above.<\/p>\n<h4>Breaks<\/h4>\n<p><span style=\"font-weight: 400;\">Agricultural workers have the right to the same breaks as non-agricultural workers:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One 10-minute paid rest break for every four hours worked.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One paid or unpaid 30-minute meal break if working more than five hours in a day.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One additional 30-minute meal break if working 11 or more hours in a day.<\/span><\/li>\n<\/ul>\n<h4>Agricultural Work Recruiting Rights (Migrant &amp; Seasonal Workers)<\/h4>\n<p><span style=\"font-weight: 400;\">If you are recruited (hired) to do seasonal agricultural work away from home, you have rights guaranteed by the federal Migrant and Seasonal Agricultural Worker Protection Act. As soon as you agree to work for your employer, s\/he must give you written information in your native language about your workplace, wage, crop, duration of job, housing, transportation, benefits, and whether there is a strike or work stoppage at the farm where you will work.\u00a0<\/span><\/p>\n<h4>Agricultural Workers under Age 18<\/h4>\n<p><span style=\"font-weight: 400;\">To protect agricultural workers under age 18, there are special rules about work hours and what tasks you can perform. Please see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#6__002e4-_young-_workers__002c-_new-_jobs1\"><span style=\"font-weight: 400;\">Chapter 6.4<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span><\/p>\n<h4>Legal Resources<\/h4>\n<p>If you are a low income agricultural worker and need legal help, contact Columbia Legal Services (<a href=\"https:\/\/columbialegal.org\">https:\/\/columbialegal.org<\/a>\/) or call 888-201-1014.<\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.8 Vi\u1ec7c sa th\u1ea3i v\u00e0 c\u00e1c bi\u1ec7n ph\u00e1p ch\u1ea5m d\u1ee9t kh\u00e1c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.8 Firing and Other Terminations&#8221; _builder_version=&#8221;4.19.5&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2218&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\n<p>If you\u2019ve been fired, was it for a legal reason? Most non-union private sector workers are employed \u201cat-will,\u201d meaning that the employer can fire you for almost any, or no reason at all. However, most public sector (government agency) employees and most union workers cannot be fired unless their employer has followed certain procedures and\/or can show they have a good reason to fire you.<\/p>\n<p>Whether you are employed \u201cat-will\u201d or not, you cannot be fired for <strong>discriminatory reasons, retaliation for whistleblowing or filing a formal claim defending your workplace rights<\/strong>, or for <strong>concerted activity<\/strong>.<\/p>\n<p>There are some important exceptions to these rules. Organizing and forming a union are <strong>not<\/strong> protected rights for all farm workers, domestic workers, independent contractors, supervisors (if they have the power to hire and fire employees), and confidential workers.<\/p>\n<h5 id=\"_did-_my-_boss-_have-_the-_right-_to-_fire-_me__003f1\">Did My Boss Have The Right To Fire Me?<\/h5>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-838 size-full alignright\" src=\"\/wp-content\/uploads\/2019\/07\/image16.png\" alt=\"\" width=\"258\" height=\"196\" \/>In general, it is illegal to fire you:<\/p>\n<ul>\n<li>For organizing with other workers to try to improve working conditions, in person or online.<\/li>\n<li>For joining or forming a union with your co-workers, or for union membership or support.<\/li>\n<li>For filing a health, safety or other official complaint or advocating for other workplace rights.<\/li>\n<li>In Washington State because of your age, ancestry, citizenship status (if you are legally allowed to work in the United States), color, creed, disability, gender identity, genetic information, military status, national origin, political ideology, race, religion, sex, pregnancy, or sexual orientation.<\/li>\n<li>For refusing to give your employer your username and\/or password to social media sites.<\/li>\n<\/ul>\n<p>If you think your employer discriminated when firing you, you should file a complaint as soon as possible. Please see\u00a0<a href=\"https:\/\/rightsatworkwa.org\/know-your-rights\/your-right-to-be-free-of-discrimination\/\">Chapter 3: Discrimination\u00a0<\/a>for information on filing a complaint. If you are in a union, check with your steward or representative about the discipline and dismissal process. If you work in the public sector, check with an attorney or your employer\u2019s human resources department about dismissal rules.<\/p>\n<h5>FAQ&#8217;s: Firing<\/h5>\n<p>When should I receive my final paycheck?<\/p>\n<p>Your employer must pay you for all unpaid work hours in your last paycheck on your next regularly scheduled payday. Your employer <strong>cannot<\/strong> withhold your paycheck, for example, until you turn in your keys or uniform. If your employer does not pay you for any hours that you have worked, they are breaking the law.<\/p>\n<h4 id=\"_learn-_more__003a-_firing-and-_terminations1\">Learn More: Firing and Terminations<\/h4>\n<h5 id=\"_more-on-_good-_cause1\">More on Good Cause<\/h5>\n<p>If you quit because your working conditions were beyond what any reasonable person would tolerate, it may be considered a good cause. Before you quit, it\u2019s a good idea to talk to an attorney, your union representative, or the ESD about whether your reason for quitting might qualify as good cause.<\/p>\n<p>If you were fired through no fault of your own, such as not having the skills to do the job, you may be eligible for unemployment benefits. If we decide you were fired or suspended for\u00a0<i>misconduct<\/i>\u00a0or\u00a0<i>gross misconduct<\/i>, you will not qualify for unemployment benefits. See ESD rules here:<a href=\"https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired\">\u00a0https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired<\/a><\/p>\n<h5>Non-Compete Clauses in Employment Agreements<\/h5>\n<p>&#8220;Non-compete\u201d agreements prohibit workers from joining or starting competing businesses, usually within set time periods or regions.\u00a0 These agreements currently cover approximately one out of every five workers, including 14% of workers earning less than $40,000 a year. While they are more common in high-skill jobs, they can be found across all occupations, industries, and income levels, including retail, hair styling and fast food.<\/p>\n<p>A non-compete clause or non-compete agreement is only enforceable in Washington where the employee is earning more than $116,593 per year ($291,482 for independent contractors). The minimum salary thresholds are also tied to inflation with new levels calculated each year. These amounts are as of January 1, 2023.<\/p>\n<p>Any worker with a current non-compete agreement earning less than the above limit is not bound and the agreement is not enforceable. Employers must also disclose the terms of the non-compete in writing prior to or at the same time the employee accepts an offer.<\/p>\n<p>Employees who make less than $31.48 an hour (twice the state minimum wage for most workers in 2023) have the right to supplement their income by having a 2nd job, starting their own business or working as an independent contractor. There are some <a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=49.62.070\">exceptions<\/a> to this for reasons of safety and reasonable scheduling expectations by employers.<\/p>\n<p>Performers (musicians and entertainers) are protected from non-compete agreements longer than three calendar days. This applies to bookings made by a performance space and those made by a third party.<\/p>\n<p>Learn more about Washington&#8217;s non-competition agreement law here: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/non-compete-agreements\">https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/non-compete-agreements<\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.9 Th\u1ea5t nghi\u1ec7p&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.9 Unemployment&#8221; _builder_version=&#8221;4.23.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2235&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><strong>Unemployment Insurance (UI)<\/strong> is a program managed by WA State that gives payments to qualified people who lose their jobs through no fault of their own. These payments should help you pay your bills until you find a new job. To receive UI payments, you must file a weekly claim. For detailed information on Unemployment Insurance, read on and visit the Washington State Employment Security Department\u2019s homepage:<u><a href=\"https:\/\/esd.wa.gov\/unemployment\"> https:\/\/esd.wa.gov\/unemployment<\/a><\/u><\/p>\n<h4>FAQ&#8217;s Unemployment<em><br \/><\/em><\/h4>\n<h5>Do I qualify for Unemployment Insurance (UI)?<\/h5>\n<p>Generally, you qualify for unemployment benefits if:<\/p>\n<ul>\n<li>You lose your job through no fault of your own.<\/li>\n<li>You worked at least 680 hours (about 1\/3 of a year, full time) the previous year.<\/li>\n<li>You have documentation that allows you to work legally in the USA.<\/li>\n<li>You were laid off or your hours were reduced due to lack of work.<\/li>\n<li>You are physically and mentally able to work.<\/li>\n<li>You are available for and actively seeking a new job.<\/li>\n<\/ul>\n<p>Special circumstances may also qualify a person for unemployment insurance benefits. These include: domestic violence or stalking victims who voluntarily quit to protect themselves or their families; some situations where people voluntarily quit because their spouses are transferred; and union workers who are not working because of a lockout during contract negotiations.<\/p>\n<h5>What if I quit my job?<\/h5>\n<p>You still may be able to receive unemployment insurance if you had a legally recognized &#8220;good cause&#8221; reason to quit under extremely difficult circumstances. There is also a list of \u201cgood-cause\u201d reasons in the Handbook for Unemployed workers from the Washington State Employment Security Department (ESD).<u><a href=\"https:\/\/esd.wa.gov\/unemployment\"> https:\/\/esd.wa.gov\/unemployment<\/a><\/u><\/p>\n<h5>Who Does Not Qualify for Unemployment Benefits?<\/h5>\n<p>People working in these situations are probably not eligible for benefits:<\/p>\n<ul>\n<li>Independent contractors (See Learn More section for details)<\/li>\n<li>Independent salespeople who work on commission away from their employer\u2019s office location.<\/li>\n<li>School employees in between terms.<\/li>\n<li>Union members on strike, or union members honoring another union\u2019s strike.<\/li>\n<li>Elected government officials.<\/li>\n<li>Church employees.<\/li>\n<li>Amateur sports officials, like umpires and referees.<\/li>\n<li>Work-study students.<\/li>\n<li>Licensed real-estate agents, brokers and investment company agents.<\/li>\n<li>Travel agents paid on commission.<\/li>\n<\/ul>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Unemployment&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: Th\u1ea5t nghi\u1ec7p<\/h4>\n<h5>L\u00fd do t\u1ed1t<\/h5>\n<p>N\u1ebfu b\u1ea1n ngh\u1ec9 vi\u1ec7c v\u00ec \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n v\u01b0\u1ee3t qu\u00e1 m\u1ee9c m\u00e0 m\u1ed9t ng\u01b0\u1eddi c\u00f3 l\u00fd tr\u00ed c\u00f3 th\u1ec3 ch\u1ea5p nh\u1eadn \u0111\u01b0\u1ee3c th\u00ec \u0111\u00f3 c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c coi l\u00e0 m\u1ed9t l\u00fd do ch\u00ednh \u0111\u00e1ng. Tr\u01b0\u1edbc khi ngh\u1ec9 vi\u1ec7c, b\u1ea1n n\u00ean n\u00f3i chuy\u1ec7n v\u1edbi lu\u1eadt s\u01b0, \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n ho\u1eb7c ESD v\u1ec1 vi\u1ec7c li\u1ec7u l\u00fd do ngh\u1ec9 vi\u1ec7c c\u1ee7a b\u1ea1n c\u00f3 \u0111\u01b0\u1ee3c coi l\u00e0 l\u00fd do ch\u00ednh \u0111\u00e1ng hay kh\u00f4ng.<\/p>\n<p>N\u1ebfu b\u1ea1n b\u1ecb sa th\u1ea3i kh\u00f4ng ph\u1ea3i do l\u1ed7i c\u1ee7a b\u1ea1n, ch\u1eb3ng h\u1ea1n nh\u01b0 kh\u00f4ng c\u00f3 k\u1ef9 n\u0103ng \u0111\u1ec3 th\u1ef1c hi\u1ec7n c\u00f4ng vi\u1ec7c, b\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p. N\u1ebfu ch\u00fang t\u00f4i quy\u1ebft \u0111\u1ecbnh r\u1eb1ng b\u1ea1n \u0111\u00e3 b\u1ecb sa th\u1ea3i ho\u1eb7c \u0111\u00ecnh ch\u1ec9 v\u00ec <em>h\u00e0nh vi sai tr\u00e1i<\/em> ho\u1eb7c <em>h\u00e0nh vi sai tr\u00e1i nghi\u00eam tr\u1ecdng<\/em> , b\u1ea1n s\u1ebd kh\u00f4ng \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p. Xem c\u00e1c quy t\u1eafc ESD t\u1ea1i \u0111\u00e2y: <u><a href=\"https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired\">https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired<\/a><\/u><\/p>\n<h5>Nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp<\/h5>\n<p>M\u1eb7c d\u00f9 c\u00e1c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp kh\u00f4ng \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 th\u1ea5t nghi\u1ec7p (b\u1ea1n c\u00f3 th\u1ec3 ch\u1ecdn tham gia), nh\u01b0ng ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 tr\u00e1nh ph\u1ea3i tr\u1ea3 ti\u1ec1n th\u1ea5t nghi\u1ec7p b\u1eb1ng c\u00e1ch d\u00e1n nh\u00e3n cho ng\u01b0\u1eddi lao \u0111\u1ed9ng l\u00e0 \u201cnh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp\u201d tr\u1eeb khi h\u1ecd \u0111\u00e1p \u1ee9ng c\u00e1c ti\u00eau chu\u1ea9n c\u1ee7a ESD v\u1ec1 m\u1ed9t nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp th\u1ef1c s\u1ef1. Xem trang th\u00f4ng tin ESD n\u00e0y: <u><a href=\"https:\/\/esd.wa.gov\/employer-taxes\/independent-contractors\">https:\/\/esd.wa.gov\/employer-taxes\/independence-contractors<\/a><\/u><\/p>\n<h5>N\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p b\u1ea3o hi\u1ec3m th\u1ea5t nghi\u1ec7p<em><br \/>\n<\/em><\/h5>\n<p>B\u1ea1n n\u00ean n\u1ed9p \u0111\u01a1n xin UI ngay khi b\u1ea1n b\u1ecb sa th\u1ea3i ho\u1eb7c b\u1ecb gi\u1ea3m gi\u1edd l\u00e0m. B\u1ea1n c\u00f3 th\u1ec3 \u0111\u0103ng k\u00fd b\u1eb1ng c\u00e1ch g\u1ecdi \u0111\u1ebfn Trung t\u00e2m Y\u00eau c\u1ea7u Th\u1ea5t nghi\u1ec7p theo s\u1ed1 (800) 318-6022 (TTY 800-365-8969). H\u01b0\u1edbng d\u1eabn s\u1ebd c\u00f3 s\u1eb5n b\u1eb1ng nhi\u1ec1u ng\u00f4n ng\u1eef kh\u00e1c nhau. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p tr\u1ef1c tuy\u1ebfn t\u1ea1i <u><a href=\"http:\/\/www.esd.wa.gov\/\">trang web ESD<\/a><\/u> . N\u1ebfu b\u1ea1n kh\u00f4ng c\u00f3 quy\u1ec1n truy c\u1eadp v\u00e0o m\u00e1y t\u00ednh ho\u1eb7c \u0111i\u1ec7n tho\u1ea1i, b\u1ea1n c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng \u0111i\u1ec7n tho\u1ea1i v\u00e0 m\u00e1y t\u00ednh c\u00f3 s\u1eb5n t\u1ea1i WorkSource Offices.<\/p>\n<p>\u0110\u1ed1i v\u1edbi m\u1ed7i tu\u1ea7n y\u00eau c\u1ea7u tr\u1ee3 c\u1ea5p, b\u1ea1n ph\u1ea3i n\u1ed9p \u0111\u01a1n xin \u00edt nh\u1ea5t ba c\u00f4ng vi\u1ec7c ho\u1eb7c tham d\u1ef1 m\u1ed9t h\u1ed9i th\u1ea3o WorkSource v\u00e0 l\u01b0u gi\u1eef h\u1ed3 s\u01a1 v\u1ec1 bu\u1ed5i h\u1ed9i th\u1ea3o \u0111\u00f3.<\/p>\n<h5>T\u00f4i s\u1ebd nh\u1eadn \u0111\u01b0\u1ee3c bao nhi\u00eau ti\u1ec1n?<\/h5>\n<p>S\u1ed1 ti\u1ec1n b\u1ea1n \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn kh\u00f4ng ph\u1ee5 thu\u1ed9c v\u00e0o nhu c\u1ea7u t\u00e0i ch\u00ednh. N\u00f3 ph\u1ee5 thu\u1ed9c v\u00e0o thu nh\u1eadp tr\u01b0\u1edbc \u0111\u00f3 c\u1ee7a b\u1ea1n. B\u1ea1n c\u00f3 th\u1ec3 y\u00eau c\u1ea7u \u01b0\u1edbc t\u00ednh b\u1eb1ng v\u0103n b\u1ea3n v\u1ec1 c\u00e1c kho\u1ea3n tr\u1ee3 c\u1ea5p c\u1ee7a m\u00ecnh b\u1eb1ng c\u00e1ch g\u1ecdi \u0111\u1ebfn Th\u1ea5t nghi\u1ec7p (800) 318-6022.<\/p>\n<p>Ngo\u00e0i ra c\u00f2n c\u00f3 m\u1ed9t <u><a href=\"https:\/\/esd.wa.gov\/unemployment\/calculate-your-benefit\">c\u00f4ng c\u1ee5 t\u00ednh to\u00e1n tr\u1ef1c tuy\u1ebfn<\/a><\/u> m\u00e0 b\u1ea1n c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng \u0111\u1ec3 t\u00ednh to\u00e1n c\u00e1c l\u1ee3i \u00edch c\u00f3 th\u1ec3 c\u00f3 c\u1ee7a m\u00ecnh. Tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p \u0111\u01b0\u1ee3c coi l\u00e0 thu nh\u1eadp ch\u1ecbu thu\u1ebf. B\u1ea1n c\u00f3 th\u1ec3 ch\u1ecdn kh\u1ea5u tr\u1eeb 10 ph\u1ea7n tr\u0103m l\u1ee3i \u00edch h\u00e0ng tu\u1ea7n c\u1ee7a m\u00ecnh cho m\u1ee5c \u0111\u00edch thu\u1ebf thu nh\u1eadp.<\/p>\n<h5>Nh\u1eefng b\u1ea5t \u0111\u1ed3ng v\u00e0 v\u1ea5n \u0111\u1ec1<\/h5>\n<p>N\u1ebfu b\u1ea1n v\u00e0 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng \u0111\u1ed3ng \u00fd v\u1ec1 vi\u1ec7c b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn b\u1ea3o hi\u1ec3m th\u1ea5t nghi\u1ec7p hay kh\u00f4ng, ESD s\u1ebd y\u00eau c\u1ea7u c\u1ea3 hai b\u1ea1n cung c\u1ea5p th\u00f4ng tin v\u1ec1 nh\u1eefng g\u00ec \u0111\u00e3 x\u1ea3y ra khi c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n k\u1ebft th\u00fac v\u00e0 quy\u1ebft \u0111\u1ecbnh xem b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n hay kh\u00f4ng. C\u00e1c quy \u0111\u1ecbnh v\u1ec1 t\u00ednh \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n r\u1ea5t ph\u1ee9c t\u1ea1p v\u00e0 b\u1ea1n n\u00ean li\u00ean h\u1ec7 v\u1edbi Th\u1ea5t nghi\u1ec7p theo s\u1ed1 (800) 318-6022 v\u1ec1 tr\u01b0\u1eddng h\u1ee3p c\u1ee7a m\u00ecnh.<\/p>\n<p>N\u1ebfu b\u1ea1n kh\u00f4ng \u0111\u1ed3ng \u00fd v\u1edbi b\u1ea5t k\u1ef3 quy\u1ebft \u0111\u1ecbnh n\u00e0o c\u1ee7a ESD v\u1ec1 tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p c\u1ee7a m\u00ecnh, b\u1ea1n c\u00f3 quy\u1ec1n kh\u00e1ng c\u00e1o d\u1ef1a tr\u00ean s\u1ef1 c\u00f4ng b\u1eb1ng. B\u1ea1n c\u00f3 th\u1ec3 kh\u00e1ng c\u00e1o b\u1eb1ng c\u00e1ch vi\u1ebft th\u01b0 cho ESD cho h\u1ecd bi\u1ebft b\u1ea1n mu\u1ed1n kh\u00e1ng c\u00e1o. B\u1ea1n c\u00f3 th\u1ec3 mong \u0111\u1ee3i r\u1eb1ng kh\u00e1ng c\u00e1o s\u1ebd m\u1ea5t nhi\u1ec1u th\u00e1ng \u0111\u1ec3 \u0111\u01b0\u1ee3c quy\u1ebft \u0111\u1ecbnh. <strong>H\u00e3y \u0111\u1ea3m b\u1ea3o r\u1eb1ng b\u1ea1n ti\u1ebfp t\u1ee5c n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng h\u00e0ng tu\u1ea7n trong qu\u00e1 tr\u00ecnh kh\u00e1ng c\u00e1o c\u1ee7a m\u00ecnh<\/strong> ! N\u1ebfu b\u1ea1n th\u1eafng ki\u1ec7n, b\u1ea1n s\u1ebd ch\u1ec9 \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n cho nh\u1eefng tu\u1ea7n b\u1ea1n n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u.<\/p>\n<h5>Ch\u01b0\u01a1ng tr\u00ecnh chia s\u1ebb c\u00f4ng vi\u1ec7c<\/h5>\n<p>Ch\u01b0\u01a1ng tr\u00ecnh SharedWork c\u1ee7a Washington cho ph\u00e9p doanh nghi\u1ec7p tr\u00e1nh b\u1ecb sa th\u1ea3i b\u1eb1ng c\u00e1ch gi\u1ea3m s\u1ed1 gi\u1edd l\u00e0m vi\u1ec7c c\u1ee7a nh\u00e2n vi\u00ean v\u00e0 nh\u00e2n vi\u00ean \u0111\u00f3 c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 \u0111\u01b0\u1ee3c thay th\u1ebf m\u1ed9t ph\u1ea7n l\u01b0\u01a1ng th\u00f4ng qua h\u1ec7 th\u1ed1ng th\u1ea5t nghi\u1ec7p c\u1ee7a ti\u1ec3u bang \u0111\u1ed1i v\u1edbi s\u1ed1 gi\u1edd \u0111\u00e3 gi\u1ea3m \u0111\u00f3. \u0110i\u1ec1u n\u00e0y gi\u00fap ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng gi\u1eef ch\u00e2n nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng \u0111\u00e3 qua \u0111\u00e0o t\u1ea1o, gi\u1ea3m bi\u00ean ch\u1ebf v\u00e0 cho ph\u00e9p ng\u01b0\u1eddi lao \u0111\u1ed9ng gi\u1eef \u0111\u01b0\u1ee3c c\u00f4ng vi\u1ec7c v\u00e0 ph\u00fac l\u1ee3i c\u1ee7a m\u00ecnh v\u1edbi m\u1ee9c m\u1ea5t thu nh\u1eadp t\u1ed1i thi\u1ec3u cho \u0111\u1ebfn khi n\u1ec1n kinh t\u1ebf ph\u1ee5c h\u1ed3i. SharedWork c\u0169ng c\u00f3 th\u1ec3 gi\u00fap nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u1ea7n gi\u1ea3m gi\u1edd l\u00e0m vi\u1ec7c c\u00f3 th\u1ec3 t\u1ea1m th\u1eddi ch\u0103m s\u00f3c tr\u1ebb em t\u1ea1i nh\u00e0. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp trang web <a href=\"https:\/\/www.esd.wa.gov\/SharedWork\">SharedWork<\/a> .<\/p>\n<h5>C\u00e1c ngu\u1ed3n l\u1ef1c kh\u00e1c<\/h5>\n<p>B\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi lu\u1eadt s\u01b0 \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap ho\u1eb7c <u><a href=\"http:\/\/unemploymentlawproject.org\/\">D\u1ef1 \u00e1n Lu\u1eadt Th\u1ea5t nghi\u1ec7p<\/a><\/u> \u2013 (206) 441-9178 ho\u1eb7c (888) 441-9178 \u2013 n\u1ebfu b\u1ea1n l\u00e0 c\u01b0 d\u00e2n Ti\u1ec3u bang Washington c\u00f3 thu nh\u1eadp th\u1ea5p v\u00e0 y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n b\u1ecb t\u1eeb ch\u1ed1i.<\/p>\n<p><em>C\u00f4ng nh\u00e2n b\u1ecb m\u1ea5t vi\u1ec7c v\u00e0 \u0111\u00e0o t\u1ea1o l\u1ea1i&nbsp;<\/em><\/p>\n<p>N\u1ebfu b\u1ea1n m\u1ea5t vi\u1ec7c, c\u00f3 nh\u1eefng ch\u01b0\u01a1ng tr\u00ecnh c\u00f3 th\u1ec3 gi\u00fap b\u1ea1n h\u1ecdc nh\u1eefng k\u1ef9 n\u0103ng m\u1edbi \u0111\u1ec3 b\u01b0\u1edbc v\u00e0o m\u1ed9t l\u0129nh v\u1ef1c kh\u00e1c. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh n\u00e0y c\u00f3 th\u1ec3 bao g\u1ed3m \u0111\u00e0o t\u1ea1o c\u00f3 tr\u1ea3 ph\u00ed ho\u1eb7c kh\u00f4ng tr\u1ea3 ph\u00ed cho m\u1ed9t c\u00f4ng vi\u1ec7c m\u1edbi, tr\u1ee3 gi\u00fap t\u00e0i ch\u00ednh khi di chuy\u1ec3n \u0111\u1ebfn khu v\u1ef1c c\u00f3 nhi\u1ec1u vi\u1ec7c l\u00e0m h\u01a1n v\u00e0 h\u1ed7 tr\u1ee3 t\u00ecm ki\u1ebfm vi\u1ec7c l\u00e0m c\u1ee7a b\u1ea1n.<\/p>\n<p>Ngu\u1ed3n c\u00f4ng vi\u1ec7c<\/p>\n<p>T\u00f9y thu\u1ed9c v\u00e0o lo\u1ea1i c\u00f4ng vi\u1ec7c b\u1ea1n c\u00f3 ho\u1eb7c n\u01a1i b\u1ea1n s\u1ed1ng, ngu\u1ed3n l\u1ef1c d\u00e0nh cho nh\u1eefng ng\u01b0\u1eddi \u0111ang t\u00ecm ki\u1ebfm c\u00f4ng vi\u1ec7c m\u1edbi s\u1ebd kh\u00e1c nhau. Sau khi n\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p, b\u1ea1n c\u00f3 th\u1ec3 t\u00ecm hi\u1ec3u th\u00eam v\u1ec1 c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh hi\u1ec7n c\u00f3 t\u1ea1i WorkSource. WorkSource c\u00f3 v\u0103n ph\u00f2ng kh\u1eafp ti\u1ec3u bang v\u00e0 c\u00f3 th\u1ec3 h\u1ed7 tr\u1ee3 b\u1ea1n t\u00ecm vi\u1ec7c l\u00e0m c\u0169ng nh\u01b0 gi\u00fap b\u1ea1n hi\u1ec3u v\u00e0 \u0111\u0103ng k\u00fd c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh \u0111\u00e0o t\u1ea1o l\u1ea1i.<\/p>\n<p>\u0110\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 c\u00e1c d\u1ecbch v\u1ee5 WorkSource v\u00e0 \u0111\u1ecba \u0111i\u1ec3m v\u0103n ph\u00f2ng, h\u00e3y truy c\u1eadp <u><a href=\"https:\/\/worksourcewa.com\/\">trang web WorkSource<\/a><\/u> ho\u1eb7c g\u1ecdi (888) 316-5627.<\/p>\n<p>\u0110\u00e0o t\u1ea1o c\u00f4ng nh\u00e2n trang tr\u1ea1i<\/p>\n<p>Trung t\u00e2m C\u00f4ng nghi\u1ec7p h\u00f3a C\u01a1 h\u1ed9i (OIC) cung c\u1ea5p c\u00e1c d\u1ecbch v\u1ee5 gi\u00fap c\u00e1c c\u00f4ng nh\u00e2n n\u00f4ng tr\u1ea1i \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u1edf Ellensburg, Moses Lake, Mount Vernon, Pasco, Sunnyside, Wenatchee v\u00e0 Yakima ph\u00e1t tri\u1ec3n k\u1ef9 n\u0103ng ho\u1eb7c \u0111\u00e0o t\u1ea1o \u0111\u1ec3 c\u00f3 vi\u1ec7c l\u00e0m l\u00e2u d\u00e0i quanh n\u0103m ngo\u00e0i l\u0129nh v\u1ef1c n\u00f4ng nghi\u1ec7p. Ch\u01b0\u01a1ng tr\u00ecnh n\u00e0y c\u0169ng cung c\u1ea5p c\u00e1c d\u1ecbch v\u1ee5 gi\u00e1o d\u1ee5c cho tr\u1ebb em \u1edf \u0111\u1ed9 tu\u1ed5i m\u1eabu gi\u00e1o. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y li\u00ean h\u1ec7 v\u1edbi v\u0103n ph\u00f2ng Yakima ho\u1eb7c truy c\u1eadp <u><a href=\"http:\/\/www.yvoic.org\/\">trang web OIC<\/a><\/u> \u0111\u1ec3 t\u00ecm th\u00eam \u0111\u1ecba \u0111i\u1ec3m v\u0103n ph\u00f2ng v\u00e0 th\u00f4ng tin li\u00ean h\u1ec7.<\/p>\n<p>Yakima OIC:&nbsp; (509) 248-6751 <em>\u0110\u1ecba ch\u1ec9 \u2013<\/em> 815 Fruitvale Blvd., Yakima, WA 98902<\/p>\n<p>H\u1ed7 tr\u1ee3 tr\u1ef1c ti\u1ebfp cho ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u1ee7a H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington<\/p>\n<p>H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington cung c\u1ea5p d\u1ecbch v\u1ee5 cho nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng b\u1ecb m\u1ea5t vi\u1ec7c l\u00e0m v\u00e0 th\u1ea5t nghi\u1ec7p theo \u0110\u1ea1o lu\u1eadt \u0110\u1ea7u t\u01b0 L\u1ef1c l\u01b0\u1ee3ng lao \u0111\u1ed9ng li\u00ean bang (WIA). H\u1ecd cung c\u1ea5p tr\u1ee3 gi\u00fap trong th\u1eddi gian \u0111\u00f3ng c\u1eeda nh\u00e0 m\u00e1y \u0111\u1ec3 \u0111\u1ea3m b\u1ea3o r\u1eb1ng ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 th\u1ec3 ti\u1ebfp c\u1eadn c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh \u0111\u00e0o t\u1ea1o l\u1ea1i vi\u1ec7c l\u00e0m v\u00e0 t\u00e1i tuy\u1ec3n d\u1ee5ng. H\u1ecd c\u0169ng gi\u00fap n\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p v\u00e0 c\u00e1c ph\u00fac l\u1ee3i kh\u00e1c cho c\u00e1c gia \u0111\u00ecnh lao \u0111\u1ed9ng. Truy c\u1eadp <u><a href=\"http:\/\/www.wslc.org\/services\">trang web D\u1ecbch v\u1ee5 Ng\u01b0\u1eddi lao \u0111\u1ed9ng Tr\u1ef1c ti\u1ebfp c\u1ee7a WSLC<\/a><\/u> ho\u1eb7c g\u1ecdi (360)-357-8736.[\/et_pb_text][et_pb_toggle title=&#8221;1.10 L\u1eadp k\u1ebf ho\u1ea1ch an to\u00e0n c\u1ee7a Seattle&#8211;N\u00e2ng cao ti\u00eau chu\u1ea9n!&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.10 Raising the Bar!  Seattle\u2019s Secure Scheduling&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;853&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Seattle\u2019s recent Secure Scheduling Law was written to encourage predictable schedules at work. Some aspects of the law require extra pay for workers who are asked to work more or fewer hours than they were scheduled for, or to work a \u201cclopening\u201d without sufficient rest between shifts.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The law applies to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Retail and food service establishments with 500+ employees worldwide<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Full service restaurants with 500+ employees and 40+ full-service restaurant locations worldwide<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you work for a qualifying business, your employer MUST:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Post your schedule 14 days in advance<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide extra pay for changes made to the posted schedule (except for shift swaps you request)\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Let you decline closing and opening shifts that are less than 10 hours apart, and if you choose to work it, they must pay you time-and-a-half for any hours worked that are separated by less than 10 hours.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Offer extra hours to current employees before hiring new employees\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide you with an estimated number of hours you can expect to work over the coming year<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Grant scheduling requests made before the work schedule is posted if it is for reasons related to a major life event (employee\u2019s transportation, housing, other job(s), education, caregiving, and self-care for serious health condition), unless it would cause the employer <\/span><span style=\"font-weight: 400;\">significant<\/span><span style=\"font-weight: 400;\"> cost or disruption (as defined in the ordinance).<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">To learn more about your right to Secure Scheduling in Seattle, go to the Office of Labor Standards website: <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling<\/span><\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;1.11 \u0110i\u1ec1u g\u00ec s\u1ebd x\u1ea3y ra n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i kh\u00f4ng tr\u1ea3 cho t\u00f4i s\u1ed1 ti\u1ec1n t\u00f4i n\u1ee3?&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;1.11 What If My Employer Did Not Pay Me What I&#8217;m Owed?&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2244&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><strong>Summary<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">When your employer does not pay you the correct amount that is called wage theft. <\/span><b>Wage theft is illegal.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Wage theft includes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you for all the hours you work<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you your last paycheck after you leave a job<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you overtime<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not allowing you to take your paid rest break paying you extra for missed breaks<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Forcing you to work \u201coff the clock\u201d<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying minimum wage<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you the amount you agreed upon<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Stealing your tips or your portion of a service charge<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Illegally deducting business expenses from your paycheck<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">Next Steps:<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">If you think it\u2019s possible that you have not been getting paid what you earned, here are some options:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Contact your Union Representative, the WA State Department of Labor and Industries (L&amp;I), or your local Wage &amp; Hour Enforcement Agency;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Talk with a Community Group;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Take Your Employer to Court for Unpaid Wages;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">File a Lien (a legal claim) against any property owned by your employer. <\/span><\/li>\n<\/ol>\n<p>For more details on next steps, see Learn More section below.<\/p>\n<h4>FAQs: Wage Theft<\/h4>\n<h5><span style=\"font-weight: 400;\">How do I prove my employer is stealing from me?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">It is important that you keep records about your employer and your work (schedule, tips earned, overtime, etc.). Your records are evidence in a claim for unpaid wages. If your employer doesn\u2019t keep a record of your work, a judge or government investigator will rely on the records you keep as evidence.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Wage Theft&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: Tr\u1ed9m c\u1eafp ti\u1ec1n l\u01b0\u01a1ng<\/h4>\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_4 et_pb_text_align_left et_pb_bg_layout_light\">\n<div class=\"et_pb_text_inner\">\n<h5 id=\"_am-_i-an-employee__003f1\">C\u00e1c tr\u01b0\u1eddng h\u1ee3p \u0111\u1eb7c bi\u1ec7t &#8211; T\u00f4i c\u00f3 ph\u1ea3i l\u00e0 nh\u00e2n vi\u00ean kh\u00f4ng?<\/h5>\n<\/div>\n<\/div>\n<div class=\"et_pb_module et_pb_text et_pb_text_5 et_pb_text_align_left et_pb_bg_layout_light\">\n<div class=\"et_pb_text_inner\">\n<p>Lu\u1eadt \u1ea3nh h\u01b0\u1edfng \u0111\u1ebfn b\u1ea1n&nbsp;<b>Quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n<\/b>&nbsp; ph\u1ee5 thu\u1ed9c v\u00e0o t\u00ecnh tr\u1ea1ng vi\u1ec7c l\u00e0m c\u1ee7a b\u1ea1n (b\u1ea1n c\u00f3 \u0111\u01b0\u1ee3c g\u1eafn nh\u00e3n l\u00e0 \u201cnh\u00e2n vi\u00ean\u201d hay kh\u00f4ng. Nh\u00ecn th\u1ea5y&nbsp;<a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-8__003a-_am-_i-an-_employee__003f1\" data-et-has-event-already=\"true\">Ch\u01b0\u01a1ng 8 T\u00f4i c\u00f3 ph\u1ea3i l\u00e0 nh\u00e2n vi\u00ean kh\u00f4ng?<\/a><\/p>\n<\/div>\n<\/div>\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_6 et_pb_text_align_left et_pb_bg_layout_light\">&nbsp;<\/div>\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_7 et_pb_text_align_left et_pb_bg_layout_light\">\n<div class=\"et_pb_text_inner\">\n<h4 id=\"_who-_can-_help__003f1\">Ai c\u00f3 th\u1ec3 gi\u00fap?<\/h4>\n<\/div>\n<\/div>\n<h5><span style=\"font-weight: 400;\">1. Li\u00ean h\u1ec7 v\u1edbi C\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 th\u00e0nh vi\u00ean c\u1ee7a c\u00f4ng \u0111o\u00e0n lao \u0111\u1ed9ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c, b\u01b0\u1edbc \u0111\u1ea7u ti\u00ean c\u1ee7a b\u1ea1n l\u00e0 li\u00ean h\u1ec7 v\u1edbi \u0110\u1ea1i di\u1ec7n C\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n \u0111\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 h\u00e0nh vi vi ph\u1ea1m ph\u00e1p lu\u1eadt\/h\u1ee3p \u0111\u1ed3ng.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">2. Th\u1ef1c hi\u1ec7n Quy tr\u00ecnh Khi\u1ebfu n\u1ea1i v\u1ec1 Lao \u0111\u1ed9ng v\u00e0 Ti\u1ec1n l\u01b0\u01a1ng C\u00f4ng nghi\u1ec7p&nbsp;<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt Thanh to\u00e1n Ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a Ti\u1ec3u bang Washington trao cho B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p (L&amp;I) quy\u1ec1n gi\u00fap b\u1ea1n \u0111\u01b0\u1ee3c tr\u1ea3 s\u1ed1 ti\u1ec1n b\u1ea1n c\u00f2n n\u1ee3. B\u1ea1n c\u00f3 th\u1ec3 g\u1eedi \u201cKhi\u1ebfu n\u1ea1i v\u1ec1 Quy\u1ec1n t\u1ea1i N\u01a1i l\u00e0m vi\u1ec7c\u201d cho L&amp;I v\u00e0 h\u1ecd s\u1ebd \u0111i\u1ec1u tra. N\u1ebfu h\u1ecd quy\u1ebft \u0111\u1ecbnh r\u1eb1ng ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n n\u1ee3 ti\u1ec1n b\u1ea1n, h\u1ecd c\u00f3 th\u1ec3 bu\u1ed9c h\u1ecd ph\u1ea3i tr\u1ea3 ti\u1ec1n cho b\u1ea1n. Quy tr\u00ecnh L&amp;I l\u00e0 mi\u1ec5n ph\u00ed v\u00e0 h\u1ea7u h\u1ebft c\u00e1c khi\u1ebfu n\u1ea1i \u0111\u1ec1u \u0111\u01b0\u1ee3c \u0111i\u1ec1u tra trong v\u00f2ng 60 ng\u00e0y ho\u1eb7c \u00edt h\u01a1n. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u00e0 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i, h\u00e3y xem:  <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\"><span style=\"font-weight: 400;\">www.lni.wa.gov\/Workers-rights\/workplace-complaints\/worker-rights-complaints<\/span><\/a><span style=\"font-weight: 400;\">. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 g\u1ecdi cho L&amp;I theo s\u1ed1  <\/span><b>(360)<\/b> <b>902-5316<\/b> <span style=\"font-weight: 400;\">ho\u1eb7c s\u1ed1 \u0111i\u1ec7n tho\u1ea1i mi\u1ec5n ph\u00ed<\/span> <b>(866) 219-7321<\/b><span style=\"font-weight: 400;\">  \u0111\u1ec3 b\u00e1o c\u00e1o ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ho\u1eb7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i. C\u00f3 s\u1eb5n d\u1ecbch v\u1ee5 th\u00f4ng d\u1ecbch vi\u00ean. Nh\u00e2n vi\u00ean \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 kh\u1ecfi b\u1ecb tr\u1ea3 th\u00f9 v\u00ec th\u1ef1c hi\u1ec7n c\u00e1c quy\u1ec1n c\u1ee7a m\u00ecnh theo \u0110\u1ea1o lu\u1eadt Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng v\u00e0 Y\u00eau c\u1ea7u v\u1ec1 M\u1ee9c l\u01b0\u01a1ng T\u1ed1i thi\u1ec3u. \u0110i\u1ec1u n\u00e0y bao g\u1ed3m vi\u1ec7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 s\u1ed1 ti\u1ec1n l\u01b0\u01a1ng c\u00f2n n\u1ee3 ho\u1eb7c th\u1ef1c hi\u1ec7n c\u00e1c quy\u1ec1n \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">3. \u0110\u01b0a ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ra t\u00f2a v\u00ec ch\u01b0a tr\u1ea3 l\u01b0\u01a1ng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 t\u1ef1 m\u00ecnh \u0111\u1ebfn t\u00f2a \u00e1n gi\u1ea3i quy\u1ebft c\u00e1c v\u1ee5 ki\u1ec7n nh\u1ecf ho\u1eb7c thu\u00ea lu\u1eadt s\u01b0 \u0111\u1ec3 gi\u00fap b\u1ea1n thu l\u1ea1i s\u1ed1 ti\u1ec1n b\u1ea1n \u0111ang n\u1ee3. T\u00f2a \u00e1n c\u00f3 th\u1ec3 x\u1eed l\u00fd kho\u1ea3n l\u01b0\u01a1ng ch\u01b0a thanh to\u00e1n c\u1ee7a b\u1ea1n v\u00e0 t\u00f2a \u00e1n c\u0169ng c\u00f3 th\u1ec3 y\u00eau c\u1ea7u ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i tr\u1ea3 ph\u00ed lu\u1eadt s\u01b0 cho b\u1ea1n. T\u1ea1i t\u00f2a, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 gi\u00e0nh \u0111\u01b0\u1ee3c g\u1ea5p \u0111\u00f4i s\u1ed1 ti\u1ec1n l\u01b0\u01a1ng c\u00f2n n\u1ee3 n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng c\u1ed1 t\u00ecnh tr\u1ea3 l\u01b0\u01a1ng cho b\u1ea1n. Th\u00f4ng tin v\u1ec1 vi\u1ec7c ra t\u00f2a x\u1eed c\u00e1c v\u1ee5 ki\u1ec7n nh\u1ecf c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c t\u00ecm th\u1ea5y t\u1eeb V\u0103n ph\u00f2ng B\u1ed9 tr\u01b0\u1edfng T\u01b0 ph\u00e1p:  <\/span><a href=\"https:\/\/www.atg.wa.gov\/small-claims-court-0\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/small-claims-court-0<\/span><\/a><\/p>\n<h5><span style=\"font-weight: 400;\">4. N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c \u1edf Seattle, Tacoma ho\u1eb7c SeaTac, h\u00e3y n\u1ed9p \u0111\u01a1n Khi\u1ebfu n\u1ea1i Th\u00e0nh ph\u1ed1<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c \u1edf Seattle v\u00e0 cho r\u1eb1ng ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a m\u00ecnh kh\u00f4ng ch\u00ednh x\u00e1c ho\u1eb7c b\u1ecb thi\u1ebfu, b\u1ea1n c\u00f3 th\u1ec3 truy c\u1eadp trang web ho\u1eb7c v\u0103n ph\u00f2ng c\u1ee7a V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1c quy\u1ec1n c\u1ee7a m\u00ecnh v\u00e0 g\u1eedi khi\u1ebfu n\u1ea1i \u1ea9n danh. C\u00e1c th\u00e0nh ph\u1ed1 c\u1ee7a  <\/span><a href=\"https:\/\/www.cityoftacoma.org\/cms\/One.aspx?portalId=169&amp;pageId=87944\"><span style=\"font-weight: 400;\">Tacoma<\/span><\/a> <span style=\"font-weight: 400;\">v\u00e0<\/span> <a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\"><span style=\"font-weight: 400;\">SeaTac<\/span><\/a> <span style=\"font-weight: 400;\">c\u0169ng th\u1ef1c thi lu\u1eadt l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u t\u1ea1i \u0111\u1ecba ph\u01b0\u01a1ng c\u1ee7a h\u1ecd.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">5. N\u00f3i chuy\u1ec7n v\u1edbi nh\u00f3m c\u1ed9ng \u0111\u1ed3ng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">M\u1ed9t s\u1ed1 nh\u00f3m c\u1ed9ng \u0111\u1ed3ng gi\u00fap ng\u01b0\u1eddi lao \u0111\u1ed9ng nh\u1eadn \u0111\u01b0\u1ee3c kho\u1ea3n l\u01b0\u01a1ng ch\u01b0a tr\u1ea3 th\u00f4ng qua h\u00e0nh \u0111\u1ed9ng tr\u1ef1c ti\u1ebfp. V\u00ed d\u1ee5 nh\u01b0 Casa Latina  <\/span><b>206-956-0779 ext.122<\/b> <span style=\"font-weight: 400;\">,<\/span> <a href=\"http:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">http:\/\/casa-latina.org\/<\/span><\/a> <span style=\"font-weight: 400;\">, Fair Work Center<\/span> <b>844-485-1195<\/b> <span style=\"font-weight: 400;\">,<\/span> <a href=\"http:\/\/fairworkcenter.org\"><span style=\"font-weight: 400;\">http:\/\/fairworkcenter.org<\/span><\/a> <span style=\"font-weight: 400;\">, ho\u1eb7c M\u1ea1ng l\u01b0\u1edbi \u0110o\u00e0n k\u1ebft Seattle<\/span> <b>206-350-8650<\/b> <span style=\"font-weight: 400;\">,<\/span> <a href=\"http:\/\/seasol.net\/\"><span style=\"font-weight: 400;\">http:\/ \/seasol.net\/<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span> <span style=\"font-weight: 400;\">&nbsp;<\/span><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c \u1edf Seattle, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 t\u00ecm ki\u1ebfm s\u1ef1 tr\u1ee3 gi\u00fap th\u00f4ng qua c\u00e1c t\u1ed5 ch\u1ee9c c\u1ed9ng \u0111\u1ed3ng h\u1ee3p t\u00e1c v\u1edbi ch\u01b0\u01a1ng tr\u00ecnh Ti\u1ebfp c\u1eadn v\u00e0 Gi\u00e1o d\u1ee5c C\u1ed9ng \u0111\u1ed3ng c\u1ee7a Seattle.<\/span> <a href=\"https:\/\/www.seattle.gov\/laborstandards\/funding\/community-outreach-and-education-fund\/coef-current-recipients\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/funding\/community-outreach-and-education-fund\/coef-current-recipients<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">6. N\u1ed9p \u0111\u01a1n th\u1ebf ch\u1ea5p \u0111\u1ed1i v\u1edbi t\u00e0i s\u1ea3n thu\u1ed9c s\u1edf h\u1eefu c\u1ee7a ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n<\/span><\/h5>\n<p>Bi\u1ec7n ph\u00e1p cu\u1ed1i c\u00f9ng l\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng \u1edf Washington c\u0169ng c\u00f3 quy\u1ec1n n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u th\u1ebf ch\u1ea5p \u0111\u1ed1i v\u1edbi ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a h\u1ecd. Quy\u1ec1n c\u1ea7m gi\u1eef l\u00e0 m\u1ed9t quy tr\u00ecnh ph\u00e1p l\u00fd nh\u1eb1m \u201cgi\u1eef\u201d t\u00e0i s\u1ea3n (bao g\u1ed3m c\u1ea3 c\u00e2y tr\u1ed3ng) cho \u0111\u1ebfn khi ch\u1ee7 lao \u0111\u1ed9ng tr\u1ea3 ti\u1ec1n cho b\u1ea1n. N\u1ebfu b\u1ea1n mu\u1ed1n n\u1ed9p \u0111\u01a1n xin th\u1ebf ch\u1ea5p, b\u1ea1n n\u00ean li\u00ean h\u1ec7 v\u1edbi lu\u1eadt s\u01b0 ngay l\u1eadp t\u1ee9c. \u0110\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 c\u00e1ch t\u00ecm lu\u1eadt s\u01b0, h\u00e3y xem ph\u1ea7n T\u00e0i nguy\u00ean \u1edf cu\u1ed1i s\u1ed5 tay n\u00e0y. V\u00e0o n\u0103m 2021, Washington \u0111\u00e3 th\u00f4ng qua lu\u1eadt m\u1edbi cho ph\u00e9p nh\u00e2n vi\u00ean n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i t\u00e0i s\u1ea3n thu\u1ed9c s\u1edf h\u1eefu c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u00ec ch\u01b0a tr\u1ea3 l\u01b0\u01a1ng. Xem n\u1ed9i dung c\u1ee7a <a href=\"https:\/\/lawfilesext.leg.wa.gov\/biennium\/2021-22\/Pdf\/Bills\/Session%20Laws\/Senate\/5355-S.SL.pdf#page=1\">\u0110\u1ea1o lu\u1eadt Thu h\u1ed3i Ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a Washington<\/a>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-take-care-of-family&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 2: Your Right to Care for Yourself and Family&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Ch\u01b0\u01a1ng 2: Quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh c\u1ee7a b\u1ea1n<\/strong><\/h2>\n<p><i>Ch\u01b0\u01a1ng n\u00e0y bao g\u1ed3m Ngh\u1ec9 \u1ed1m v\u00e0 ngh\u1ec9 ph\u00e9p an to\u00e0n, Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh, Mang thai v\u00e0 c\u00e1c ch\u1ebf \u0111\u1ed9 ngh\u1ec9 ph\u00e9p kh\u00e1c, B\u1ed3i th\u01b0\u1eddng v\u00e0 th\u01b0\u01a1ng t\u00edch khi l\u00e0m vi\u1ec7c, v\u00e0 c\u00e1c Ch\u01b0\u01a1ng tr\u00ecnh d\u00e0nh cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt.<\/i>[\/et_pb_text][et_pb_toggle title=&#8221;2.1 Ngh\u1ec9 \u1ed1m v\u00e0 an to\u00e0n c\u00f3 l\u01b0\u01a1ng&#8221; open=&#8221;on&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.1 Paid Sick and Safe Leave&#8221; _builder_version=&#8221;4.23.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2270&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">Most Washington employees including rideshare drivers (Lyft, Uber, etc) have the right to receive paid leave for sickness and safety needs. This includes part-time and seasonal workers. <\/span><b>Employees earn paid sick leave at a minimum rate of 1 hour for every 40 hours worked<\/b><span style=\"font-weight: 400;\">, and paid sick leave must be paid at the <span id=\"page3R_mcid29\" class=\"markedContent\"><span dir=\"ltr\" role=\"presentation\">hourly rate that the employee would have earned for the time during which the <\/span><span dir=\"ltr\" role=\"presentation\">employee used paid sick leave.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Workers can use earned sick leave after 90 days of employment (90 hours for rideshare drivers), and can carry over up to 40 hours of unused sick leave into the following year. Many employees have improved upon these minimums through organizing a union at their workplace so check your union contract if you have one. These rates are a minimum and employers are free to offer more hours and allow for a larger carryover.<\/span><\/p>\n<p><strong>When Can I Use Paid Sick and Safety Leave?<\/strong><\/p>\n<ul>\n<li>If you or a family members are sick, including mental health problems<\/li>\n<li>If you or a family member need to see a doctor, therapist or other healthcare provider<\/li>\n<li>If your child&#8217;s school or childcare is closed and you need to provide childcare<\/li>\n<li>If you or your family member is experiencing domestic violence, sexual assault or stalking (see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e5-_domestic-_violence-_leave1\">Chapter 2.5 for details<\/a>)<\/li>\n<li>If your place of work is shut down by government order<\/li>\n<li>During a deactivation or other &#8220;blocked&#8221; status that keeps you from driving on a rideshare platform unless this is due to a verified allegation of sexual or physical assault<\/li>\n<\/ul>\n<p>Family members include your: Spouse, Registered Domestic Partner, Grandparent, Grandchild, Sibling, Children and Parent. For children and parents this includes biological, adopted, foster, stepparent\/child, anyone you are legally responsible for, or someone who was your legal guardian or their spouse or registered domestic partner and anyone who was legally responsible for you when you were a minor.<\/p>\n<p><strong>Coronavirus and Paid Sick Leave<\/strong><\/p>\n<p>Washington&#8217;s Paid Sick Leave law allows employees to use their paid sick leave for most situations related to the Coronavirus, including:<\/p>\n<ul>\n<li>If you think you may have been exposed to Coronavirus, or are experiencing symptoms or feeling ill<\/li>\n<li>If you are caring for a family member with Coronavirus<\/li>\n<li>If you or a family member have an appointment to receive the Coronavirus vaccine<\/li>\n<\/ul>\n<p>Washington&#8217;s Paid Sick Leave law does not cover cases where the employer voluntarily closes the workplace (but the employer can voluntarily provide paid sick leave in this case). For more information, see\u00a0<u><a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/paid-sick-leave-and-coronavirus-covid-19-common-questions\"> L&amp;I&#8217;s Coronavirus Paid Sick Leave Q&amp;A page.<\/a><\/u><u><\/u><\/p>\n<h4><b><i>Raising the bar! Seattle&#8217;s Paid Sick and Safe Leave<br \/><\/i><\/b><\/h4>\n<p>Seattle has a stronger paid sick leave law that allows workers at larger employers (50+ employees) to carry over more leave into the next year, and the largest employers (250+ employees) must provide a leave hour for every 30 hours worked. See details at the City\u2019s website (<a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/paid-sick-and-safe-time\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/paid-sick-and-safe-time<\/a>).<\/p>\n<p>App-Based workers in Seattle who work for food delivery network companies with at least 250 app-based workers worldwide are also eligible for Paid Sick and Safe Time. Starting January 13, 2024, this will requirement will expand to all other app-based workers. Under this law drivers are eligible for one day of safe and sick leave for every 30 days worked in Seattle. See details here: <a href=\"https:\/\/www.seattle.gov\/documents\/Departments\/LaborStandards\/App-Based%20Worker%20Paid%20Sick%20and%20Safe%20Time.pdf\">https:\/\/www.seattle.gov\/documents\/Departments\/LaborStandards\/App-Based%20Worker%20Paid%20Sick%20and%20Safe%20Time.pdf<\/a><\/p>\n<p>The City of SeaTac also has a sick leave provision (<a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\">http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance<\/a>) in its minimum wage law providing most transportation and hospitality workers access to paid sick time as soon as it is earned, and requires that unused sick leave be paid out to employees at the end of each year.<\/p>\n<p>Tacoma has a paid sick leave law based on the state law (<a href=\"https:\/\/www.cityoftacoma.org\/cms\/one.aspx?pageId=75860\">https:\/\/www.cityoftacoma.org\/cms\/one.aspx?pageId=75860<\/a>) which includes salaried workers, rail workers and elected\/appointed public officials. The Tacoma law also allows employees to use their sick leave for bereavement.<\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Paid Sick Leave&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<strong>T\u00ecm hi\u1ec3u th\u00eam: Ngh\u1ec9 \u1ed1m c\u00f3 l\u01b0\u01a1ng<\/strong><\/p>\n<ul>\n<li>C\u00f4ng nh\u00e2n x\u00e2y d\u1ef1ng c\u00f3 c\u00f4ng \u0111o\u00e0n c\u00f3 quy\u1ec1n ngh\u1ec9 \u1ed1m t\u01b0\u01a1ng t\u1ef1 nh\u01b0ng \u0111\u01b0\u1ee3c th\u1ef1c thi th\u00f4ng qua h\u1ee3p \u0111\u1ed3ng c\u00f4ng \u0111o\u00e0n c\u1ee7a h\u1ecd.<\/li>\n<li>B\u1ea3o v\u1ec7 kh\u1ecfi b\u1ecb tr\u1ea3 th\u00f9: C\u1ea3 lu\u1eadt ngh\u1ec9 \u1ed1m v\u00e0 ngh\u1ec9 an to\u00e0n c\u1ee7a Ti\u1ec3u bang v\u00e0 \u0111\u1ecba ph\u01b0\u01a1ng c\u0169ng b\u1ea3o v\u1ec7 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 th\u1ec3 ph\u1ea3i \u0111\u1ed1i m\u1eb7t v\u1edbi s\u1ef1 tr\u1ea3 th\u00f9 n\u1ebfu n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 vi\u1ec7c s\u1eed d\u1ee5ng ch\u1ebf \u0111\u1ed9 ngh\u1ec9 \u1ed1m ho\u1eb7c ngh\u1ec9 an to\u00e0n.  <em>L\u01afU \u00dd: M\u1ed9t s\u1ed1 nh\u00e2n vi\u00ean c\u00f3 th\u1ec3 kh\u00f4ng c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c ngh\u1ec9 \u1ed1m c\u00f3 h\u01b0\u1edfng l\u01b0\u01a1ng v\u00ec c\u00f4ng vi\u1ec7c c\u1ee7a h\u1ecd \u0111\u01b0\u1ee3c mi\u1ec5n lu\u1eadt l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u. C\u00e1c tr\u01b0\u1eddng h\u1ee3p mi\u1ec5n tr\u1eeb bao g\u1ed3m b\u00e1c s\u0129, lu\u1eadt s\u01b0, nha s\u0129 v\u00e0 nhi\u1ec1u nh\u00e2n vi\u00ean \u0111i\u1ec1u h\u00e0nh, h\u00e0nh ch\u00ednh, chuy\u00ean m\u00f4n, m\u00e1y t\u00ednh ho\u1eb7c nh\u00e2n vi\u00ean b\u00e1n h\u00e0ng b\u00ean ngo\u00e0i \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng.<\/em>.<\/li>\n<li><i><em>\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 nh\u00e2n vi\u00ean \u0111\u01b0\u1ee3c mi\u1ec5n thu\u1ebf, vui l\u00f2ng xem Ch\u00ednh s\u00e1ch h\u00e0nh ch\u00ednh c\u1ee7a Ti\u1ec3u bang ES.A.1.<\/em> <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf\"><em>https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf<\/em><\/a><\/i><\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_toggle title=&#8221;2.2 Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh v\u00e0 y t\u1ebf c\u00f3 l\u01b0\u01a1ng&#8221; open=&#8221;on&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.2 Paid Family and Medical Leave&#8221; _builder_version=&#8221;4.23.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2274&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><strong>Summary<\/strong><\/h4>\n<p>Paid Family and Medical Leave is a new benefit for employees in Washington. It provides paid time off when a serious health condition prevents you from working or when workers need time to care for a family member or a new child. Paid Family and Medical Leave is available to almost everyone working in Washington.<\/p>\n<h4>FAQs: Paid Family and Medical Leave<\/h4>\n<h4 class=\"m-accordion__title\">Can I use Paid Leave if I am sick with COVID-19?<\/h4>\n<div class=\"m-accordion__body\">\n<p>As with any illness, to be eligible for paid medical leave, a healthcare provider must certify that you are unable to work due to a serious health condition. If your healthcare provider certifies your illness meets the definition of \u201cserious health condition\u201d and you are otherwise eligible, you can use Paid Family and Medical Leave for COVID-19 cases.<\/p>\n<\/div>\n<h4>Who Qualifies?<\/h4>\n<p>You are eligible if:<\/p>\n<ol>\n<li>You\u2019ve worked 820 hours (about 16 hours a week) in Washington during the qualifying period, which is about the last year.<\/li>\n<li>You\u2019ve experienced a qualifying event. Qualifying events include a serious health condition that prevents you from working, a new baby or child joining your family, and a family member\u2019s serious illness or medical event. Family members include anyone residing in your home who depends on you (the employee) for care. Here are some examples:<\/li>\n<\/ol>\n<ul>\n<li>You give birth to a baby, adopt a child or have a foster child placed with your family.<\/li>\n<li>You are recovering from a major surgery, serious illness or injury.<\/li>\n<li>You are receiving treatment for a chronic health condition like diabetes or epilepsy.<\/li>\n<li>You are receiving inpatient treatment for substance abuse or for mental health.<\/li>\n<li>You are taking care of a family member with a serious health condition.<\/li>\n<li>A family member is on active duty military service and you take time to join them during R&amp;R.<\/li>\n<\/ul>\n<ol start=\"3\">\n<li>You are <u>not<\/u> a federal employee, employed by an employer who has an approved exemption because paid family and medical leave benefits are provided through a voluntary plan, or covered by a collective bargaining agreement that hasn\u2019t been opened or renegotiated since before October 19, 2017. If you\u2019re self-employed or employed by a federally recognized tribe, you are not automatically eligible. Self-employed people and tribes need to opt in\u00a0to receive paid leave.<\/li>\n<\/ol>\n<h4>How much time can I take?<\/h4>\n<p>Most eligible employees can take up to 12 weeks of paid leave a year. If you give birth to a baby, you qualify for up to 16 weeks of paid leave. In some circumstances, you may qualify for up to 18 weeks. The leave does not have to be taken all at once.<\/p>\n<h4>What benefit do I receive?<\/h4>\n<p>While you\u2019re out, you will receive payments from the state based on a percentage of your typical weekly earnings, up to $1,000 a week. The Employment Security Dept. (ESD) will have an online benefit calculator to estimate how much you will receive. <a href=\"https:\/\/paidleave.wa.gov\/estimate-your-weekly-pay\/\">https:\/\/paidleave.wa.gov\/estimate-your-weekly-pay\/<\/a><\/p>\n<h4>Is my job protected when I use Paid Leave?<\/h4>\n<p>If you work for a company that employs more than 50 people in Washington, you have worked there for at least a year and for a total of 1,250 hours in the year immediately preceding leave, you are eligible for job protection. If you do not have job protection with Paid Family and Medical Leave there may be other local, state or federal laws that offer job protection or restoration for you. For pregnancy leaves, the Washington Law Against Discrimination (WLAD) provides disability leave and job protections if you work for an employer with 8 or more employees. See <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e4-_pregnancy-and-_parental-_leave1\"><strong>Section 2.4 Pregnancy and Parental Leave<\/strong><\/a> for more information. \u200b<\/p>\n<p>&nbsp;<\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: How Family Leave Differs from Paid Sick days&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh c\u00f3 l\u01b0\u01a1ng<\/h4>\n<h4>Ng\u00e0y ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng kh\u00e1c v\u1edbi nh\u1eefng ng\u00e0y ngh\u1ec9 \u1ed1m \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng nh\u01b0 th\u1ebf n\u00e0o<\/h4>\n<p>Ngh\u1ec9 ph\u00e9p v\u00ec l\u00fd do gia \u0111\u00ecnh v\u00e0 y t\u1ebf c\u00f3 l\u01b0\u01a1ng d\u00e0nh cho nh\u1eefng th\u1eddi \u0111i\u1ec3m m\u00e0 m\u1ed9t \u0111i\u1ec1u g\u00ec \u0111\u00f3 quan tr\u1ecdng khi\u1ebfn b\u1ea1n ph\u1ea3i ngh\u1ec9 l\u00e0m trong th\u1eddi gian d\u00e0i h\u01a1n. Nh\u1eefng ng\u00e0y ngh\u1ec9 \u1ed1m \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng d\u00e0nh cho t\u00ecnh tr\u1ea1ng s\u1ee9c kh\u1ecfe ng\u1eafn h\u1ea1n khi\u1ebfn b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c, th\u01b0\u1eddng l\u00e0 d\u01b0\u1edbi m\u1ed9t tu\u1ea7n.<\/p>\n<p>V\u1edbi ch\u1ebf \u0111\u1ed9 Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh v\u00e0 y t\u1ebf \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng, tr\u1eeb khi b\u1ea1n ch\u00e0o \u0111\u00f3n m\u1ed9t \u0111\u1ee9a con m\u1edbi v\u00e0o gia \u0111\u00ecnh m\u00ecnh, s\u1ebd c\u00f3 th\u1eddi gian ch\u1edd \u0111\u1ee3i b\u1ea3y ng\u00e0y tr\u01b0\u1edbc khi b\u1ea1n c\u00f3 th\u1ec3 b\u1eaft \u0111\u1ea7u nh\u1eadn tr\u1ee3 c\u1ea5p c\u1ee7a m\u00ecnh. Trong th\u1eddi gian n\u00e0y, b\u1ea1n c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng nh\u1eefng ng\u00e0y ngh\u1ec9 \u1ed1m \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng n\u1ebfu mu\u1ed1n.<\/p>\n<p>\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u00e0 \u0111\u0103ng k\u00fd, h\u00e3y truy c\u1eadp trang web Ngh\u1ec9 ph\u00e9p c\u00f3 l\u01b0\u01a1ng c\u1ee7a ESD: <a href=\"https:\/\/paidleave.wa.gov\/individuals-and-families\/\">https:\/\/payleave.wa.gov\/individuals-and-families\/<\/a><\/p>\n<h4>Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh c\u00f3 l\u01b0\u01a1ng v\u00e0 FMLA<\/h4>\n<p>Ngh\u1ec9 ph\u00e9p Gia \u0111\u00ecnh v\u00e0 Y t\u1ebf C\u00f3 l\u01b0\u01a1ng l\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh c\u1ee7a Ti\u1ec3u bang Washington. FMLA l\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh li\u00ean bang. N\u00f3i t\u00f3m l\u1ea1i, \u0111i\u1ec1u n\u00e0y kh\u00f4ng thay th\u1ebf FMLA. Vi\u1ec7c nh\u00e2n vi\u00ean s\u1eed d\u1ee5ng FMLA ho\u1eb7c c\u00e1c ch\u1ebf \u0111\u1ed9 ngh\u1ec9 ph\u00e9p s\u1eb5n c\u00f3 kh\u00e1c kh\u00f4ng l\u00e0m gi\u1ea3m ph\u00fac l\u1ee3i Ngh\u1ec9 ph\u00e9p Gia \u0111\u00ecnh v\u00e0 Ngh\u1ec9 ph\u00e9p Y t\u1ebf \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng hi\u1ec7n c\u00f3 c\u1ee7a h\u1ecd. M\u1ed9t nh\u00e2n vi\u00ean c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng nhi\u1ec1u l\u1ef1a ch\u1ecdn ngh\u1ec9 ph\u00e9p li\u00ean ti\u1ebfp.[\/et_pb_text][et_pb_toggle title=&#8221;2.3 Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh v\u00e0 y t\u1ebf kh\u00f4ng l\u01b0\u01a1ng&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.3 Unpaid Family and Medical Leave&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2288&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">The Federal Medical Leave Act (FMLA) gives any workers the right to take up to 12 weeks of unpaid, job-protected leave per year when:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to care for yourself when seriously ill or pregnant;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to give birth and\/or care for a newborn or newly placed child;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to care for an ill spouse, child or parent.<\/span><\/li>\n<\/ul>\n<h4>FAQs: FMLA<\/h4>\n<h5><span style=\"font-weight: 400;\">Who\u2019s Covered by the Family Medical Leave Act (FMLA)?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">You are eligible for unpaid family\/medical leave if you and your employer meet the following conditions:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you work for a public employer, or a private employer who has 50 or more employees for at least 20 workweeks a year.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have worked for your employer for at least 12 months.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have worked at least 1,250 hours (about 25 hours per week) during the 12 months before the start of your leave. Both civilian job hours and hours of military service count towards total hours worked.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Work at a location where your employer has at least 50 workers within a 75-mile radius.<\/span><\/li>\n<\/ol>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Family Leave, Your Benefits, Job Protections&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: Ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh, Ph\u00fac l\u1ee3i c\u1ee7a b\u1ea1n, B\u1ea3o v\u1ec7 C\u00f4ng vi\u1ec7c<\/h4>\n<p><b>Th\u1eddi gian ngh\u1ec9 ph\u00e9p, ngh\u1ec9 \u1ed1m, ngh\u1ec9 h\u01b0u v\u00e0 c\u00e1c ph\u00fac l\u1ee3i th\u00e2m ni\u00ean<\/b> <span style=\"font-weight: 400;\">m\u00e0 b\u1ea1n \u0111\u00e3 t\u00edch l\u0169y<\/span> <i><span style=\"font-weight: 400;\">tr\u01b0\u1edbc \u0111\u00f3<\/span><\/i><span style=\"font-weight: 400;\">  b\u1ea1n \u0111\u00e3 ngh\u1ec9 ph\u00e9p th\u01b0\u1eddng v\u1eabn c\u00f3 m\u1eb7t nh\u01b0ng th\u01b0\u1eddng kh\u00f4ng ti\u1ebfp t\u1ee5c t\u00edch l\u0169y trong th\u1eddi gian ngh\u1ec9 ph\u00e9p. Khi b\u1ea1n tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i cung c\u1ea5p b\u1ea5t k\u1ef3 quy\u1ec1n, l\u1ee3i \u00edch ho\u1eb7c v\u1ecb tr\u00ed n\u00e0o kh\u00e1c m\u00e0 b\u1ea1n s\u1ebd c\u00f3 n\u1ebfu b\u1ea1n ch\u01b0a ngh\u1ec9 ph\u00e9p.<\/span><\/p>\n<p><b>B\u1ea3o hi\u1ec3m y t\u1ebf:<\/b><span style=\"font-weight: 400;\">  N\u1ebfu b\u1ea1n c\u00f3 b\u1ea3o hi\u1ec3m y t\u1ebf do ch\u1ee7 lao \u0111\u1ed9ng chi tr\u1ea3 tr\u01b0\u1edbc khi b\u1ea1n ngh\u1ec9 ph\u00e9p, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i cung c\u1ea5p b\u1ea3o hi\u1ec3m \u0111\u00f3 theo c\u00e1c \u0111i\u1ec1u kho\u1ea3n v\u00e0 \u0111i\u1ec1u ki\u1ec7n t\u01b0\u01a1ng t\u1ef1. N\u1ebfu th\u1eddi gian ngh\u1ec9 ph\u00e9p c\u1ee7a b\u1ea1n k\u00e9o d\u00e0i h\u01a1n 12 tu\u1ea7n, b\u1ea1n c\u00f3 th\u1ec3 ti\u1ebfp t\u1ee5c thanh to\u00e1n tr\u1ef1c ti\u1ebfp cho c\u00f4ng ty b\u1ea3o hi\u1ec3m c\u00e1c quy\u1ec1n l\u1ee3i c\u1ee7a m\u00ecnh theo COBRA. Th\u00f4ng tin th\u00eam c\u00f3 s\u1eb5n t\u1ea1i V\u0103n ph\u00f2ng \u1ee6y vi\u00ean B\u1ea3o hi\u1ec3m Ti\u1ec3u bang,  <\/span><a href=\"http:\/\/www.insurance.wa.gov\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">www.insurance.wa.gov<\/span><\/a> <span style=\"font-weight: 400;\">ho\u1eb7c theo s\u1ed1<\/span> <b>(800) 562-6900<\/b> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i tr\u1ea3 l\u1ea1i c\u00f4ng vi\u1ec7c cho t\u00f4i khi t\u00f4i tr\u1edf v\u1ec1 sau k\u1ef3 ngh\u1ec9 FMLA kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">C\u00f3, nh\u01b0ng ch\u1ec9 khi T\u1ea4T C\u1ea2 ba tr\u01b0\u1eddng h\u1ee3p sau \u0111\u00e2y t\u1ed3n t\u1ea1i:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n quay tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c s\u1ebd g\u00e2y ra kh\u00f3 kh\u0103n kinh t\u1ebf c\u1ef1c \u0111\u1ed9 cho ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng; V\u00c0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n \u0111\u01b0\u1ee3c coi l\u00e0 nh\u00e2n vi\u00ean \u201cch\u1ee7 ch\u1ed1t\u201d; V\u00c0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea3o hi\u1ec3m ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c duy tr\u00ec trong su\u1ed1t th\u1eddi gian b\u1ea1n ngh\u1ec9 ph\u00e9p.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Nh\u00e2n vi\u00ean ch\u1ee7 ch\u1ed1t l\u00e0 nh\u00e2n vi\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng n\u1eb1m trong s\u1ed1 10% nh\u00e2n vi\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng cao nh\u1ea5t trong ph\u1ea1m vi 75 d\u1eb7m t\u00ednh t\u1eeb n\u01a1i l\u00e0m vi\u1ec7c. N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n tuy\u00ean b\u1ed1 r\u1eb1ng h\u1ecd c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i quay l\u1ea1i l\u00e0m vi\u1ec7c cho b\u1ea1n, h\u1ecd ph\u1ea3i th\u00f4ng b\u00e1o b\u1eb1ng v\u0103n b\u1ea3n cho b\u1ea1n khi b\u1ea1n xin ngh\u1ec9 ph\u00e9p ho\u1eb7c khi b\u1eaft \u0111\u1ea7u ngh\u1ec9 ph\u00e9p. Th\u00f4ng b\u00e1o b\u1eb1ng v\u0103n b\u1ea3n ph\u1ea3i bao g\u1ed3m l\u00fd do t\u1eeb ch\u1ed1i quay l\u1ea1i l\u00e0m vi\u1ec7c cho b\u1ea1n v\u00e0 cho b\u1ea1n c\u01a1 h\u1ed9i h\u1ee3p l\u00fd \u0111\u1ec3 quay l\u1ea1i l\u00e0m vi\u1ec7c.&nbsp;  N\u1ebfu b\u1ea1n ti\u1ebfp t\u1ee5c ngh\u1ec9 ph\u00e9p sau khi nh\u1eadn \u0111\u01b0\u1ee3c th\u00f4ng b\u00e1o, b\u1ea1n v\u1eabn c\u00f3 th\u1ec3 y\u00eau c\u1ea7u quay l\u1ea1i l\u00e0m vi\u1ec7c khi k\u1ebft th\u00fac th\u1eddi gian ngh\u1ec9 ph\u00e9p v\u00e0 ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n ph\u1ea3i quy\u1ebft \u0111\u1ecbnh l\u1ea1i xem vi\u1ec7c ph\u1ee5c h\u1ed3i vi\u1ec7c l\u00e0m c\u1ee7a b\u1ea1n c\u00f3 g\u00e2y ra kh\u00f3 kh\u0103n kinh t\u1ebf c\u1ef1c \u0111\u1ed9 hay kh\u00f4ng.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp:<\/span> <a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\"><span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/aggency\/whd\/fmla<\/span> <span style=\"font-weight: 400;\">.<\/span><\/a>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt Ch\u0103m s\u00f3c Gia \u0111\u00ecnh Ti\u1ec3u bang Washington&nbsp;<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt Ch\u0103m s\u00f3c Gia \u0111\u00ecnh Ti\u1ec3u bang Washington cho ph\u00e9p t\u1ea5t c\u1ea3 nh\u00e2n vi\u00ean s\u1eed d\u1ee5ng b\u1ea5t<\/span> <i><span style=\"font-weight: 400;\">k\u1ef3<\/span><\/i><span style=\"font-weight: 400;\">  ngh\u1ec9 \u1ed1m, th\u1eddi gian ngh\u1ec9 ph\u00e9p ho\u1eb7c th\u1eddi gian ngh\u1ec9 c\u00f3 l\u01b0\u01a1ng kh\u00e1c \u0111\u1ec3 ch\u0103m s\u00f3c th\u00e0nh vi\u00ean gia \u0111\u00ecnh. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 tr\u1eebng ph\u1ea1t b\u1ea1n v\u00ec \u0111\u00e3 ngh\u1ec9 ph\u00e9p theo lu\u1eadt n\u00e0y. Ch\u1ec9 c\u1ea7n b\u1ea1n \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 s\u1eed d\u1ee5ng ch\u1ebf \u0111\u1ed9 ngh\u1ec9 ph\u00e9p c\u00f3 l\u01b0\u01a1ng \u0111\u1ec3 ch\u1eefa b\u1ec7nh cho ch\u00ednh m\u00ecnh, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng ch\u1ebf \u0111\u1ed9 n\u00e0y cho th\u00e0nh vi\u00ean trong gia \u0111\u00ecnh.&nbsp;  Trong m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p nh\u1ea5t \u0111\u1ecbnh, lu\u1eadt c\u0169ng cho ph\u00e9p ngh\u1ec9 th\u00eam th\u1eddi gian \u0111\u1ec3 mang thai v\u00e0 nu\u00f4i d\u1ea1y con c\u00e1i v\u01b0\u1ee3t qu\u00e1 m\u1ee9c FMLA cho ph\u00e9p.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng th\u1eddi gian ngh\u1ec9 ph\u00e9p c\u00f3 l\u01b0\u01a1ng \u0111\u1ec3 ch\u0103m s\u00f3c cho:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Con<\/b> <span style=\"font-weight: 400;\">(d\u01b0\u1edbi 18 tu\u1ed5i) khi con b\u1ecb b\u1ec7nh ho\u1eb7c c\u1ea7n \u0111\u01b0\u1ee3c ch\u0103m s\u00f3c y t\u1ebf.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>V\u1ee3\/ch\u1ed3ng, b\u1ea1n \u0111\u1eddi \u0111\u00e3 \u0111\u0103ng k\u00fd, cha m\u1eb9, b\u1ed1 m\u1eb9 ch\u1ed3ng ho\u1eb7c \u00f4ng b\u00e0<\/b> <span style=\"font-weight: 400;\">c\u00f3<\/span> t\u00ecnh tr\u1ea1ng s\u1ee9c kh\u1ecfe <i><span style=\"font-weight: 400;\">nghi\u00eam tr\u1ecdng<\/span><\/i> <span style=\"font-weight: 400;\">ho\u1eb7c c\u1ea5p c\u1ee9u.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Con trai ho\u1eb7c con g\u00e1i tr\u01b0\u1edfng th\u00e0nh b\u1ecb khuy\u1ebft t\u1eadt<\/b> <span style=\"font-weight: 400;\">kh\u00f4ng c\u00f3 kh\u1ea3 n\u0103ng t\u1ef1 ch\u0103m s\u00f3c b\u1ea3n th\u00e2n.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem:<\/span> <a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/family-care-act\">https:\/\/lni.wa.gov\/workers-rights\/leave\/family-care-act<\/a>[\/et_pb_text][et_pb_toggle title=&#8221;2.4 Mang thai v\u00e0 ngh\u1ec9 ph\u00e9p nu\u00f4i con&#8221; open_toggle_text_color=&#8221;#7A152D&#8221; closed_toggle_text_color=&#8221;#F7F7F7&#8243; closed_toggle_background_color=&#8221;#7A152D&#8221; icon_color=&#8221;RGBA(0,0,0,0)&#8221; open_icon_color=&#8221;RGBA(0,0,0,0)&#8221; admin_label=&#8221;2.4 Pregnancy and Parental Leave&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; global_module=&#8221;2293&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Federal and state laws protect new parents\u2019 rights to take time off to care for a newly born or newly adopted or fostered child. Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.<\/span><\/p>\n<p><b>It is illegal for your employer to discriminate against you because you are pregnant!<\/b><span style=\"font-weight: 400;\"> In 2017, Washington State passed even stronger protections for pregnant employees. For more information on pregnancy discrimination, see <\/span><i><span style=\"font-weight: 400;\"><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Chapter 3: Your Right to be Free of Discrimination<\/a>.<\/span><\/i><\/p>\n<h4>FAQs: Parental Leave and Discrimination<\/h4>\n<h5>Where to File a Claim<\/h5>\n<p>If you feel like your leave rights are being violated \u2013 you can go to a government agency (see below) for help and file a claim.\u00a0 Or you can contact an employment lawyer and, in some cases, take your employer directly to court.<\/p>\n<p>Contact information for these organizations can be found in the Resources chapter of this manual.<\/p>\n<p><a href=\"https:\/\/www.dol.gov\/general\/topic\/benefits-leave\/fmla\"><strong>US Department of Labor<\/strong><\/a><\/p>\n<ul>\n<li>The Family Medical Leave Act<\/li>\n<\/ul>\n<p><strong><a href=\"https:\/\/paidleaveombuds.wa.gov\/\">Employment Security Department<\/a> <\/strong><\/p>\n<ul>\n<li>Paid Family and Medical Leave<\/li>\n<\/ul>\n<p><a href=\"https:\/\/secure.lni.wa.gov\/wagecomplaint\/#\/\"><strong>WA State Department of Labor and Industries<\/strong><\/a><\/p>\n<ul>\n<li>Washington Family Care<\/li>\n<li>Washington State Family Leave Act<\/li>\n<li>Domestic Violence Leave<\/li>\n<\/ul>\n<p><strong><a href=\"https:\/\/www.hum.wa.gov\/employment\/sexpregnancy-employment\"><span class=\"aCOpRe\">Washington State Human Rights Commission<\/span><\/a><\/strong><\/p>\n<ul>\n<li>Pregnancy Discrimination in Employment<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.eeoc.gov\/laws\/types\/pregnancy.cfm\"><b>Equal Employment Opportunity Commission (EEOC)<\/b><\/a><\/p>\n<ul>\n<li>Pregnancy Discrimination<\/li>\n<\/ul>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Additional Washington Parental Leave Protections&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: C\u00e1c bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 b\u1ed5 sung khi ngh\u1ec9 ph\u00e9p d\u00e0nh cho cha m\u1eb9 \u1edf Washington<\/h4>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt Ch\u1ed1ng Ph\u00e2n bi\u1ec7t \u0110\u1ed1i x\u1eed c\u1ee7a Ti\u1ec3u bang Washington (WLAD) cung c\u1ea5p c\u00e1c bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 b\u1ed5 sung cho ph\u1ee5 n\u1eef mang thai l\u00e0m vi\u1ec7c cho ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f3 \u00edt nh\u1ea5t<\/span> <span style=\"font-weight: 400;\">t\u00e1m<\/span><span style=\"font-weight: 400;\">  ng\u01b0\u1eddi lao \u0111\u1ed9ng. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i cho b\u1ea1n ngh\u1ec9 ph\u00e9p trong th\u1eddi gian b\u1ea1n b\u1ecb \u1ed1m ho\u1eb7c b\u1ecb t\u00e0n t\u1eadt t\u1ea1m th\u1eddi do c\u00e1c t\u00ecnh tr\u1ea1ng li\u00ean quan \u0111\u1ebfn mang thai ho\u1eb7c sinh con. H\u1ecd ph\u1ea3i \u0111\u1ed1i x\u1eed v\u1edbi b\u1ea1n gi\u1ed1ng nh\u01b0 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c \u0111ang ngh\u1ec9 ph\u00e9p v\u00ec \u1ed1m \u0111au ho\u1eb7c khuy\u1ebft t\u1eadt t\u1ea1m th\u1eddi. T\u00f9y thu\u1ed9c v\u00e0o ch\u00ednh s\u00e1ch c\u1ee7a ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n, kho\u1ea3n n\u00e0y c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 ho\u1eb7c kh\u00f4ng. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i tr\u1ea3 l\u1ea1i cho b\u1ea1n c\u00f4ng vi\u1ec7c c\u0169 ho\u1eb7c v\u1ecb tr\u00ed t\u01b0\u01a1ng t\u1ef1 sau khi b\u1ea1n ngh\u1ec9 ph\u00e9p.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe c\u1ee7a b\u1ea1n, t\u00f9y thu\u1ed9c v\u00e0o t\u00ecnh tr\u1ea1ng c\u1ee7a b\u1ea1n, s\u1ebd x\u00e1c \u0111\u1ecbnh th\u1eddi gian ngh\u1ec9 ph\u00e9p do khuy\u1ebft t\u1eadt khi mang thai m\u00e0 b\u1ea1n c\u00f3 th\u1ec3 th\u1ef1c hi\u1ec7n. WLAD \u0111\u01b0\u1ee3c th\u1ef1c thi b\u1edfi \u1ee6y ban Nh\u00e2n quy\u1ec1n Ti\u1ec3u bang Washington (WSHRC).&nbsp;  Th\u1eddi gian ngh\u1ec9 ph\u00e9p c\u1ee7a WSHRC kh\u00f4ng ph\u1ea3i \u0111\u1ec3 s\u1eafp x\u1ebfp m\u1ed9t \u0111\u1ee9a tr\u1ebb \u0111\u01b0\u1ee3c nh\u1eadn nu\u00f4i ho\u1eb7c nu\u00f4i d\u01b0\u1ee1ng, ho\u1eb7c \u0111\u1ec3 ch\u0103m s\u00f3c m\u1ed9t \u0111\u1ee9a tr\u1ebb; n\u00f3 ch\u1ec9 c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c th\u1ef1c hi\u1ec7n v\u00ec l\u00fd do li\u00ean quan \u0111\u1ebfn s\u1ee9c kh\u1ecfe c\u1ee7a ng\u01b0\u1eddi mang thai.  <\/span><span style=\"font-weight: 400;\">Xem n\u1ed9i dung lu\u1eadt ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed khi mang thai c\u1ee7a Washington t\u1ea1i \u0111\u00e2y: <a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Fapps.leg.wa.gov%2FWAC%2Fdefault.aspx%3Fcite%3D162-30-020&amp;data=04%7C01%7C%7Ca98d8f283ef04eea85c108d8720ad8ff%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637384738201768881%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&amp;sdata=yakXeJPj%2Fr5BSbUd3R%2BHqlh0Q82omjAk9phXbUQ%2B5hY%3D&amp;reserved=0\">https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020<\/a><\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ph\u1ea3i l\u00e0m g\u00ec n\u1ebfu b\u1ea1n cho r\u1eb1ng quy\u1ec1n c\u1ee7a m\u00ecnh \u0111\u00e3 b\u1ecb t\u1eeb ch\u1ed1i<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vi\u1ec7c ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng can thi\u1ec7p ho\u1eb7c t\u1eeb ch\u1ed1i quy\u1ec1n ngh\u1ec9 ph\u00e9p ho\u1eb7c quay l\u1ea1i l\u00e0m vi\u1ec7c sau khi ngh\u1ec9 ph\u00e9p c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vi\u1ec7c ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed ho\u1eb7c tr\u1ea3 th\u00f9 (tr\u1eebng ph\u1ea1t) b\u1ea5t k\u1ef3 ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00e0o \u0111\u00e3 ngh\u1ec9 ph\u00e9p, y\u00eau c\u1ea7u quay l\u1ea1i l\u00e0m vi\u1ec7c sau khi ngh\u1ec9 ph\u00e9p ho\u1eb7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 vi ph\u1ea1m lu\u1eadt ngh\u1ec9 ph\u00e9p l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vi\u1ec7c ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng s\u1eed d\u1ee5ng vi\u1ec7c ngh\u1ec9 ph\u00e9p y t\u1ebf \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 c\u1ee7a nh\u00e2n vi\u00ean l\u00e0m \u201cy\u1ebfu t\u1ed1 ti\u00eau c\u1ef1c\u201d trong c\u00e1c quy\u1ebft \u0111\u1ecbnh k\u1ef7 lu\u1eadt, gi\u00e1ng ch\u1ee9c, sa th\u1ea3i ho\u1eb7c ch\u1ea5m d\u1ee9t c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n ho\u1eb7c trong b\u1ea5t k\u1ef3 \u0111\u00e1nh gi\u00e1 n\u00e0o kh\u00e1c v\u1ec1 n\u01a1i l\u00e0m vi\u1ec7c l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt Ch\u1ed1ng Ph\u00e2n bi\u1ec7t \u0110\u1ed1i x\u1eed c\u1ee7a Washington v\u00e0 Ti\u00eau \u0111\u1ec1 VII c\u1ee7a \u0110\u1ea1o lu\u1eadt D\u00e2n quy\u1ec1n (lu\u1eadt li\u00ean bang) quy \u0111\u1ecbnh vi\u1ec7c ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u00ec mang thai ho\u1eb7c khuy\u1ebft t\u1eadt khi mang thai l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p. Lu\u1eadt ti\u1ec3u bang \u00e1p d\u1ee5ng cho ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f3 t\u1eeb 8 nh\u00e2n vi\u00ean tr\u1edf l\u00ean.&nbsp;  Lu\u1eadt li\u00ean bang \u00e1p d\u1ee5ng cho ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f3 t\u1eeb 15 nh\u00e2n vi\u00ean tr\u1edf l\u00ean.<\/span><\/p>\n<h4>C\u00e2u h\u1ecfi th\u01b0\u1eddng g\u1eb7p: Ngh\u1ec9 ph\u00e9p c\u1ee7a cha m\u1eb9<\/h4>\n<p><i><span style=\"font-weight: 400;\">L\u01b0u \u00fd: c\u00e1c c\u00e2u tr\u1ea3 l\u1eddi d\u01b0\u1edbi \u0111\u00e2y gi\u1ea3 s\u1eed ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 \u00edt nh\u1ea5t t\u00e1m nh\u00e2n vi\u00ean. C\u00e1c ch\u1ee7 s\u1eed d\u1ee5ng lao \u0111\u1ed9ng nh\u1ecf h\u01a1n v\u00e0 c\u00e1c t\u1ed5 ch\u1ee9c phi l\u1ee3i nhu\u1eadn t\u00f4n gi\u00e1o kh\u00f4ng n\u1eb1m trong ph\u1ea1m vi \u0111i\u1ec1u ch\u1ec9nh c\u1ee7a lu\u1eadt b\u1ea3o v\u1ec7 cha m\u1eb9\/ngh\u1ec9 thai s\u1ea3n c\u1ee7a ti\u1ec3u bang ho\u1eb7c li\u00ean bang.<\/span><\/i><\/p>\n<h5><span style=\"font-weight: 400;\">Ngh\u1ec9 ph\u00e9p ch\u0103m con c\u1ee7a t\u00f4i c\u00f3 ph\u1ea3i \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng kh\u00f4ng?<\/span><\/h5>\n<p><b>KH\u00d4NG.  <\/b><span style=\"font-weight: 400;\">Tuy nhi\u00ean, n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n cho ph\u00e9p ngh\u1ec9 c\u00f3 l\u01b0\u01a1ng v\u00ec c\u00e1c b\u1ec7nh kh\u00e1c ho\u1eb7c t\u00ecnh tr\u1ea1ng khuy\u1ebft t\u1eadt ng\u1eafn h\u1ea1n, h\u1ecd ph\u1ea3i cho ph\u00e9p b\u1ea1n s\u1eed d\u1ee5ng th\u1eddi gian \u0111\u00f3 \u0111\u1ec3 ch\u1eefa b\u1ec7nh mang thai ho\u1eb7c c\u00e1c t\u00ecnh tr\u1ea1ng li\u00ean quan \u0111\u1ebfn thai k\u1ef3.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">C\u00f4ng vi\u1ec7c c\u1ee7a t\u00f4i c\u00f3 \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 kh\u00f4ng? T\u00f4i c\u00f3 th\u1ec3 b\u1ecb sa th\u1ea3i ho\u1eb7c b\u1ecb sa th\u1ea3i khi \u0111ang mang thai ho\u1eb7c ngh\u1ec9 thai s\u1ea3n kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Kh\u00f4ng ph\u1ea3i v\u00ec b\u1ea1n mang thai ho\u1eb7c ngh\u1ec9 ph\u00e9p y t\u1ebf li\u00ean quan. Tuy nhi\u00ean, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 sa th\u1ea3i b\u1ea1n v\u00ec nh\u1eefng l\u00fd do kh\u00e1c.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">V\u00e0o th\u1eddi \u0111i\u1ec3m n\u00e0o trong thai k\u1ef3 t\u00f4i ph\u1ea3i ng\u1eebng l\u00e0m vi\u1ec7c?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n v\u00e0 nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 y t\u1ebf c\u1ee7a b\u1ea1n quy\u1ebft \u0111\u1ecbnh khi n\u00e0o b\u1ea1n ph\u1ea3i ng\u1eebng l\u00e0m vi\u1ec7c. Kh\u00f4ng c\u00f3 th\u1eddi gian ti\u00eau chu\u1ea9n khi nh\u00e2n vi\u00ean mang thai c\u1ea7n ng\u1eebng l\u00e0m vi\u1ec7c.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 c\u1ea7n cung c\u1ea5p b\u1ea3o hi\u1ec3m y t\u1ebf cho vi\u1ec7c mang thai, sinh con v\u00e0 c\u00e1c t\u00ecnh tr\u1ea1ng y t\u1ebf li\u00ean quan kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n cung c\u1ea5p b\u1ea3o hi\u1ec3m y t\u1ebf cho c\u00e1c t\u00ecnh tr\u1ea1ng y t\u1ebf t\u1ea1m th\u1eddi kh\u00e1c th\u00ec h\u1ecd c\u1ea7n cung c\u1ea5p b\u1ea3o hi\u1ec3m chi tr\u1ea3 cho vi\u1ec7c mang thai. N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng cung c\u1ea5p b\u1ea3o hi\u1ec3m y t\u1ebf n\u00f3i chung th\u00ec h\u1ecd kh\u00f4ng b\u1eaft bu\u1ed9c ph\u1ea3i l\u00e0m nh\u01b0 v\u1eady khi mang thai.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 th\u1ec3 mong \u0111\u1ee3i \u0111\u01b0\u1ee3c thay \u0111\u1ed5i nhi\u1ec7m v\u1ee5 c\u00f4ng vi\u1ec7c c\u1ee7a m\u00ecnh \u0111\u1ec3 ph\u00f9 h\u1ee3p v\u1edbi t\u00ecnh tr\u1ea1ng s\u1ee9c kh\u1ecfe c\u1ee7a m\u00ecnh v\u00ec t\u00f4i \u0111ang mang thai kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n n\u00ean cho ph\u00e9p nh\u1eefng thay \u0111\u1ed5i nh\u1ecf trong c\u00f4ng vi\u1ec7c \u0111\u1ec3 ph\u00f9 h\u1ee3p v\u1edbi m\u1ecdi t\u00ecnh tr\u1ea1ng b\u1ec7nh l\u00fd, bao g\u1ed3m c\u1ea3 vi\u1ec7c mang thai. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 ch\u1ed7 \u1edf h\u1ee3p l\u00fd cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt, h\u00e3y xem  <\/span><i><span style=\"font-weight: 400;\"><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Ch\u01b0\u01a1ng 3: Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed<\/a> .<\/span><\/i><\/p>\n<h5><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 gi\u1ea3m gi\u1edd l\u00e0m vi\u1ec7c c\u1ee7a t\u00f4i v\u00ec t\u00f4i \u0111ang mang thai kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u1ea3i \u0111\u1ed1i x\u1eed v\u1edbi ph\u1ee5 n\u1eef \u0111ang mang thai gi\u1ed1ng nh\u01b0 b\u1ea5t k\u1ef3 nh\u00e2n vi\u00ean n\u00e0o kh\u00e1c. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i c\u00f3 l\u00fd do kinh doanh \u0111\u1ec3 thay \u0111\u1ed5i l\u1ecbch l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ph\u1ea7n H\u1ecfi &amp; \u0110\u00e1p \u1edf tr\u00ean \u0111\u01b0\u1ee3c ph\u1ecfng theo th\u00f4ng tin \u0111\u01b0\u1ee3c cung c\u1ea5p tr\u00ean trang web c\u1ee7a \u1ee6y ban Nh\u00e2n quy\u1ec1n Ti\u1ec3u bang Washington: (<\/span> <a href=\"http:\/\/www.hum.wa.gov\/\"><span style=\"font-weight: 400;\">www.hum.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">). Washington L&amp;I c\u0169ng c\u00f3 th\u00eam th\u00f4ng tin v\u1ec1 lu\u1eadt ph\u00e1p ti\u1ec3u bang v\u00e0 li\u00ean bang li\u00ean quan \u0111\u1ebfn vi\u1ec7c mang thai v\u00e0 ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/pregnancy-parental-leave\">https:\/\/lni.wa.gov\/workers-rights\/leave\/pregnancy-parental-leave<\/a><\/span>[\/et_pb_text][et_pb_toggle title=&#8221;2.5 Ngh\u1ec9 ph\u00e9p v\u00ec b\u1ea1o l\u1ef1c gia \u0111\u00ecnh&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.5 Domestic Violence Leave&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2302&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Washington State law allows all employees to take (paid or unpaid) leave to deal with issues of domestic violence, sexual assault, or stalking for themselves or family members. You can take time off for:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Law-enforcement assistance<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Medical treatment or counseling at a domestic violence shelter or crisis program<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Relocation and safety issues<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You must give notice to your employer as soon as possible if you need this leave. When you are requesting leave for domestic violence, your employer may ask you to prove that either you or a family member is a victim of domestic violence, sexual assault, or stalking. Your employer must keep this information confidential.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For more information visit: <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/domestic-violence-leave\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/workers-rights\/leave\/domestic-violence-leave<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Learn more about paid leave in the Chapter 2.1 \u201cPaid Sick and Safe Leave.\u201d <\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;2.6 B\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng: Ch\u1ea5n th\u01b0\u01a1ng khi l\u00e0m vi\u1ec7c v\u00e0 b\u1ec7nh ngh\u1ec1 nghi\u1ec7p&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.6 On the Job Injury and Occupational Disease&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2350&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<h5><span style=\"font-weight: 400;\">Workers\u2019 Compensation\u00a0<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">If you are injured at work or develop an occupational (work-related) disease, you can apply for workers\u2019 compensation. If you need medical treatment for your injury or illness you may be entitled to help in paying for treatment. You may also be entitled to receive partial lost wages if illness or injury stopped you from being able to work. All employees have the right to receive workers\u2019 compensation, including undocumented workers and Transportation Network Company (TNC) drivers like Uber and Lyft.<\/span><\/p>\n<p><strong>Coronavirus and Workers&#8217; Compensation<\/strong><\/p>\n<p>Employees may also have a Workers&#8217; Compensation claim for Coronavirus cases if the virus resulted from a work exposure. For frontline workers with Coronavirus, exposure at work allows you to quality for Workers&#8217; Comp. Frontline includes health care (including any work in a health care facility), farm and agriculture work, food processing, distribution and sale, first responders, transit, child care, retail, hospitality, corrections, education and library work. Other claims that meet certain criteria for exposure will be considered on a case-by-case basis.<\/p>\n<p>See <u><a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/workers-compensation-coverage-and-coronavirus-covid-19-common-questions\">L&amp;I&#8217;s Coronavirus WC Q&amp;A here<\/a><\/u><\/p>\n<h4>Workers\u2019 Compensation State Fund vs. Self-Insurance Coverage<\/h4>\n<h5><span style=\"font-weight: 400;\">State Fund<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Most Washington employers purchase worker\u2019s compensation insurance from a pool called the State Fund. The State Fund is run by the Department of Labor and Industries (L&amp;I). Here is L&amp;I\u2019s workers&#8217; compensation claims website: (<\/span><a href=\"https:\/\/lni.wa.gov\/claims\/\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/claimsI<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Self-Insurance Coverage<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Some larger employers &#8220;self-insure&#8221; for injuries at work. If your employer is self-insured, see self-insured FAQs below.<\/span><\/p>\n<h4>For workers covered by the State-Fund insurance programs:<\/h4>\n<p><span style=\"font-weight: 400;\">If You Get Injured on the Job or Diagnosed with an Occupational Disease:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">1. Get First Aid and\/or See a Doctor\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you are injured on the job or realize you have an occupational disease you have some rights.\u00a0 You can:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Go to the doctor, healthcare provider, or emergency room of your choice,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Request an interpreter if you prefer to speak a language other than English, and<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Refuse to have an employer representative go with you.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">2. Report the Injury\u2026.<\/span><\/p>\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Doctor<\/span><\/i><\/h5>\n<p><b>Be sure to tell medical staff, including the doctor, that you were injured or made sick on the job.<\/b><span style=\"font-weight: 400;\"> They will help you file your initial workers\u2019 compensation paperwork, or file a claim. Explain to the doctor what caused your injury.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you can\u2019t work, or can\u2019t do all of the things you used to be able to do at work because of your injury, your doctor will also complete an Activity Prescription Form. This will tell your employer and L&amp;I how your work must be changed or how long you need to rest.\u00a0<\/span><\/p>\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Employer<\/span><\/i><\/h5>\n<p><span style=\"font-weight: 400;\">Let your employer know right away that you are injured so they know about your injuries when the L&amp;I paperwork arrives and can help you plan your return to work. If you don\u2019t let your employer know about your injury and you need to file a claim later, it may be denied.<\/span><\/p>\n<h5><i><span style=\"font-weight: 400;\">\u2026To the Department of Labor and Industries (L&amp;I)<\/span><\/i><\/h5>\n<p><span style=\"font-weight: 400;\">The Report of Industrial Injury or Occupational Disease is an accident report form available at hospitals, clinics or doctors\u2019 offices. You complete the worker portion of this form.\u00a0 Your doctor fills out the medical portion of this form and sends it to L&amp;I.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once L&amp;I receives your claim, they will assign a claim manager. If you are more comfortable speaking a language other than English, you have the right to an interpreter at all doctors\u2019 appointments and in all meetings with your L&amp;I case manager.\u00a0<\/span><\/p>\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Union, If You Have One<\/span><\/i><\/h5>\n<p><span style=\"font-weight: 400;\">If you are in a union workplace, let your union representative know that you are injured. Union reps may be able to help with this process and need to be kept informed of all job-related injuries to help correct the workplace problem. Your union contract may provide you with additional protection in case of an on-the-job injury.<\/span><\/p>\n<h4>FAQs:<\/h4>\n<h5><span style=\"font-weight: 400;\">What do I do if my employer is self-insured?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">About a third of Washington workers work for self-insured employers. If you work for a self-insured employer, your rights and benefits do not change, but you must file a claim through your employer. Your employer should have a notice on the safety bulletin board about how to file an accident report for a workplace injury or disease. You may also talk to your supervisor, union representative, or HR manager about how to do it.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&amp;I\u2019s self-insurance section will help you if you disagree with your employer. For more information you can contact L&amp;I\u2019s Self-Insurance Section in Olympia at <\/span><b>(360) 902-6901<\/b><span style=\"font-weight: 400;\">. There is also an Ombudsman (a representative) appointed to help self-insured injured workers with their claims, call <\/span><b>888-317-0493<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A guide to workers\u2019 compensation for employees of self-insured companies can be downloaded from the L&amp;I website here: <\/span><a href=\"https:\/\/lni.wa.gov\/insurance\/self-insurance\/about-self-insurance\/\">https:\/\/lni.wa.gov\/insurance\/self-insurance\/about-self-insurance\/<\/a><\/p>\n<h5><span style=\"font-weight: 400;\">What do I do if my employer tells me not to report the injury to the Department of Labor and Industries (L&amp;I), or tells me to lie and say it didn\u2019t happen on the job?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">This is illegal \u201cclaim suppression.\u201d You should contact L&amp;I right away at 1-888-811-5974, or submit a Claim Suppression Complaint Form: <a href=\"https:\/\/lni.wa.gov\/fraud\/claim-suppression\">https:\/\/lni.wa.gov\/fraud\/claim-suppression<\/a><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learn more here about: Status of Claim; Receiving Medical Care; Monetary Compensation and Getting Back to Work.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Injuries&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4>T\u00ecm hi\u1ec3u th\u00eam: Ch\u1ea5n th\u01b0\u01a1ng<\/h4>\n<h5><span style=\"font-weight: 400;\">T\u00ecnh tr\u1ea1ng y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Sau khi b\u1ea1n g\u1eedi y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng, L&amp;I s\u1ebd xem x\u00e9t tr\u01b0\u1eddng h\u1ee3p c\u1ee7a b\u1ea1n, quy\u1ebft \u0111\u1ecbnh ch\u1ea5p nh\u1eadn ho\u1eb7c t\u1eeb ch\u1ed1i y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n, \u0111\u1ed3ng th\u1eddi quy\u1ebft \u0111\u1ecbnh xem n\u00ean \u0111\u1ec3 m\u1edf hay \u0111\u00f3ng tr\u01b0\u1eddng h\u1ee3p c\u1ee7a b\u1ea1n. Khi y\u00eau c\u1ea7u c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c m\u1edf, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p m\u1ea5t th\u1eddi gian (ti\u1ec1n \u0111\u1ec3 thay th\u1ebf ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t), \u0111\u01b0\u1ee3c \u0111i\u1ec1u tr\u1ecb y t\u1ebf, n\u1ed9p \u0111\u01a1n xin thanh to\u00e1n th\u01b0\u01a1ng t\u1eadt v\u0129nh vi\u1ec5n v\u00e0 nh\u1eadn tr\u1ee3 gi\u00fap t\u1eeb c\u1ed1 v\u1ea5n ngh\u1ec1 nghi\u1ec7p \u0111\u1ec3 quay l\u1ea1i l\u00e0m vi\u1ec7c nhanh h\u01a1n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu L&amp;I quy\u1ebft \u0111\u1ecbnh r\u1eb1ng th\u01b0\u01a1ng t\u00edch c\u1ee7a b\u1ea1n kh\u00f4ng li\u00ean quan \u0111\u1ebfn c\u00f4ng vi\u1ec7c ho\u1eb7c n\u1ebfu b\u00e1c s\u0129 v\u00e0 L&amp;I quy\u1ebft \u0111\u1ecbnh r\u1eb1ng th\u01b0\u01a1ng t\u00edch c\u1ee7a b\u1ea1n s\u1ebd kh\u00f4ng c\u1ea3i thi\u1ec7n d\u00f9 \u0111\u01b0\u1ee3c ch\u0103m s\u00f3c y t\u1ebf nhi\u1ec1u h\u01a1n, L&amp;I s\u1ebd \u0111\u00f3ng y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n. \u0110i\u1ec1u n\u00e0y c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n kh\u00f4ng th\u1ec3 t\u00ecm ki\u1ebfm th\u00eam l\u1ee3i \u00edch, v\u1ec1 t\u00e0i ch\u00ednh ho\u1eb7c y t\u1ebf. B\u1ea1n c\u00f3 th\u1ec3 kh\u00e1ng c\u00e1o quy\u1ebft \u0111\u1ecbnh \u0111\u00f3ng y\u00eau c\u1ea7u c\u1ee7a m\u00ecnh. Trong m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 m\u1edf l\u1ea1i y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a m\u00ecnh n\u1ebfu th\u01b0\u01a1ng t\u00edch ho\u1eb7c b\u1ec7nh t\u1eadt c\u1ee7a b\u1ea1n t\u00e1i ph\u00e1t v\u00e0o m\u1ed9t ng\u00e0y sau \u0111\u00f3. N\u1ebfu b\u1ea1n mu\u1ed1n m\u1edf l\u1ea1i y\u00eau c\u1ea7u c\u1ee7a m\u00ecnh, h\u00e3y n\u00f3i chuy\u1ec7n v\u1edbi b\u00e1c s\u0129 c\u1ee7a b\u1ea1n.&nbsp;&nbsp;<\/span><\/p>\n<p id=\"tip\">M\u1eb8O: Washington l\u00e0 m\u1ed9t &#8220;ti\u1ec3u bang kh\u00f4ng c\u00f3 l\u1ed7i&#8221;, ngh\u0129a l\u00e0 th\u01b0\u01a1ng t\u00edch t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c b\u1ea3o hi\u1ec3m b\u1ea5t k\u1ec3 \u0111\u00f3 l\u00e0 &#8220;l\u1ed7i&#8221; c\u1ee7a ai.<\/p>\n<h5>&nbsp;<\/h5>\n<h5><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n kh\u00f4ng \u0111\u1ed3ng \u00fd v\u1edbi quy\u1ebft \u0111\u1ecbnh \u0111\u00f3ng y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a L&amp;I<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu c\u00f3 b\u1ea5t \u0111\u1ed3ng v\u1ec1 b\u1ea5t k\u1ef3 quy\u1ebft \u0111\u1ecbnh n\u00e0o m\u00e0 L&amp;I \u0111\u01b0a ra v\u1ec1 y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n, b\u1ea1n, b\u00e1c s\u0129 ho\u1eb7c ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 quy\u1ec1n ph\u1ea3n \u0111\u1ed1i quy\u1ebft \u0111\u1ecbnh \u0111\u00f3 v\u1edbi L&amp;I ho\u1eb7c kh\u00e1ng c\u00e1o quy\u1ebft \u0111\u1ecbnh tr\u1ef1c ti\u1ebfp l\u00ean Ban Khi\u1ebfu n\u1ea1i B\u1ea3o hi\u1ec3m C\u00f4ng nghi\u1ec7p (BIIA). Nhi\u1ec1u y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng b\u1ecb L&amp;I t\u1eeb ch\u1ed1i trong l\u1ea7n \u0111\u1ea7u ti\u00ean nh\u01b0ng \u0111\u01b0\u1ee3c ch\u1ea5p thu\u1eadn khi kh\u00e1ng c\u00e1o \u2013 v\u00ec v\u1eady, b\u1ea1n n\u00ean n\u1ed9p \u0111\u01a1n ph\u1ea3n \u0111\u1ed1i ho\u1eb7c kh\u00e1ng c\u00e1o quy\u1ebft \u0111\u1ecbnh \u0111\u00f3. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1ch ph\u1ea3n \u0111\u1ed1i m\u1ed9t quy\u1ebft \u0111\u1ecbnh, h\u00e3y truy c\u1eadp  <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/protest-or-appeal-a-claim-decision\/\"><span style=\"font-weight: 400;\">Trang web L&amp;I khi\u1ebfu n\u1ea1i trang web<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">Nh\u1eadn ch\u0103m s\u00f3c y t\u1ebf<\/span><\/h5>\n<h5><span style=\"font-weight: 400;\">Mi\u1ec5n ph\u00ed<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Trong khi y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n \u0111ang \u0111\u01b0\u1ee3c m\u1edf, b\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i t\u1ef1 b\u1ecf t\u00fai chi tr\u1ea3 cho b\u1ea5t k\u1ef3 d\u1ecbch v\u1ee5 ho\u1eb7c \u0111i\u1ec1u tr\u1ecb y t\u1ebf n\u00e0o. Sau khi y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c ch\u1ea5p nh\u1eadn, L&amp;I s\u1ebd g\u00e1n cho b\u1ea1n m\u1ed9t s\u1ed1 y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng v\u00e0 g\u1eedi cho b\u1ea1n th\u1ebb y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng qua \u0111\u01b0\u1eddng b\u01b0u \u0111i\u1ec7n. \u0110i\u1ec1u n\u00e0y ho\u1ea1t \u0111\u1ed9ng gi\u1ed1ng nh\u01b0 m\u1ed9t th\u1ebb b\u1ea3o hi\u1ec3m; b\u1ea1n \u0111\u01b0a n\u00f3 cho b\u1ea5t k\u1ef3 nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 y t\u1ebf n\u00e0o v\u00e0 b\u1ea1n s\u1ebd kh\u00f4ng b\u1ecb t\u00ednh ph\u00ed. N\u1ebfu nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 y t\u1ebf t\u00ednh ph\u00ed d\u1ecbch v\u1ee5 cho b\u1ea1n, h\u00e3y li\u00ean h\u1ec7 ngay v\u1edbi ng\u01b0\u1eddi qu\u1ea3n l\u00fd h\u1ed3 s\u01a1 c\u1ee7a b\u1ea1n.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u1ef1a ch\u1ecdn nh\u00e0 cung c\u1ea5p<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n \u0111\u1ebfn g\u1eb7p nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 y t\u1ebf g\u1ea7n b\u1ea1n, ngay c\u1ea3 khi b\u1ea1n kh\u00f4ng s\u1ed1ng \u1edf Ti\u1ec3u bang Washington. Trong l\u1ea7n th\u0103m kh\u00e1m \u0111\u1ea7u ti\u00ean, b\u1ea1n c\u00f3 th\u1ec3 ch\u1ecdn b\u1ea5t k\u1ef3 b\u00e1c s\u0129 ho\u1eb7c ph\u00f2ng c\u1ea5p c\u1ee9u n\u00e0o. Sau l\u1ea7n kh\u00e1m b\u1ec7nh \u0111\u1ea7u ti\u00ean, b\u1ea1n ph\u1ea3i nh\u1eadn m\u1ecdi s\u1ef1 \u0111i\u1ec1u tr\u1ecb t\u1eeb b\u00e1c s\u0129 trong M\u1ea1ng l\u01b0\u1edbi Nh\u00e0 cung c\u1ea5p Y t\u1ebf c\u1ee7a L&amp;I.&nbsp; B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm ki\u1ebfm c\u00e1c nh\u00e0 cung c\u1ea5p trong m\u1ea1ng l\u01b0\u1edbi g\u1ea7n b\u1ea1n t\u1ea1i \u0111\u00e2y: <a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/find-a-doctor\/\">https:\/\/lni.wa.gov\/claims\/for-workers\/find-a-doctor\/<\/a><\/span><\/p>\n<p id=\"tip\">M\u1eb8O: N\u1ebfu b\u1ea1n b\u1ecb th\u01b0\u01a1ng khi l\u00e0m vi\u1ec7c \u1edf Bang Washington, lu\u1eadt ph\u00e1p Washington s\u1ebd \u00e1p d\u1ee5ng cho y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n b\u1ea5t k\u1ec3 b\u1ea1n s\u1ed1ng \u1edf \u0111\u00e2u.<\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n thay \u0111\u1ed5i b\u00e1c s\u0129 b\u1ea5t c\u1ee9 l\u00fac n\u00e0o trong qu\u00e1 tr\u00ecnh \u0111i\u1ec1u tr\u1ecb li\u00ean t\u1ee5c c\u1ee7a m\u00ecnh, nh\u01b0ng b\u1ea1n ph\u1ea3i y\u00eau c\u1ea7u \u201cchuy\u1ec3n ch\u0103m s\u00f3c\u201d. B\u1ea1n c\u00f3 th\u1ec3 l\u00e0m \u0111i\u1ec1u n\u00e0y tr\u1ef1c tuy\u1ebfn ho\u1eb7c tr\u00ean gi\u1ea5y. Trong su\u1ed1t qu\u00e1 tr\u00ecnh \u0111i\u1ec1u tr\u1ecb, b\u1ea1n c\u00f3 quy\u1ec1n t\u1eeb ch\u1ed1i cho ph\u00e9p ng\u01b0\u1eddi qu\u1ea3n l\u00fd y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a L&amp;I ho\u1eb7c b\u1ea5t k\u1ef3 \u0111\u1ea1i di\u1ec7n ch\u1ee7 lao \u0111\u1ed9ng n\u00e0o \u0111\u1ebfn kh\u00e1m s\u1ee9c kh\u1ecfe c\u00f9ng b\u1ea1n.&nbsp;<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ed3i th\u01b0\u1eddng n\u1ebfu b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c v\u00e0 quay tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c<\/span><\/h5>\n<h5><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-831 alignnone size-full\" style=\"float: left; margin-right: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image4.png\" alt=\"\" width=\"194\" height=\"216\">N\u1ebfu b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c g\u00ec c\u1ea3<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u00e1c s\u0129 c\u1ee7a b\u1ea1n n\u00f3i r\u1eb1ng b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c do b\u1ecb th\u01b0\u01a1ng, L&amp;I c\u00f3 th\u1ec3 thanh to\u00e1n m\u1ed9t ph\u1ea7n ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t c\u1ee7a b\u1ea1n (m\u1ea5t th\u1eddi gian). Sau ba ng\u00e0y \u0111\u1ea7u ti\u00ean, L&amp;I tr\u1ea3 kho\u1ea3n ti\u1ec1n m\u1ea5t th\u1eddi gian cho nh\u1eefng ng\u00e0y l\u00e0m vi\u1ec7c m\u00e0 b\u1ea1n b\u1ecf l\u1ee1, n\u1ebfu b\u00e1c s\u0129 c\u1ee7a b\u1ea1n n\u00f3i r\u1eb1ng b\u1ea1n kh\u00f4ng n\u00ean l\u00e0m vi\u1ec7c. Th\u00f4ng tin th\u00eam c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c t\u00ecm th\u1ea5y t\u1ea1i  <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/claim-benefits\/wage-replacement\"><span style=\"font-weight: 400;\">Trang web Thay th\u1ebf Ti\u1ec1n l\u01b0\u01a1ng L&amp;I<\/span><\/a><\/p>\n<h5><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n c\u00f3 th\u1ec3 l\u00e0m m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Tr\u1edf l\u1ea1i c\u00f4ng vi\u1ec7c\/ch\u1ee7 lao \u0111\u1ed9ng n\u01a1i b\u1ea1n b\u1ecb th\u01b0\u01a1ng ngay khi th\u1ea5y an to\u00e0n.&nbsp;  Nhi\u1ec1u c\u00f4ng nh\u00e2n c\u00f3 th\u1ec3 tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c d\u1ea7n d\u1ea7n m\u00e0 v\u1eabn nh\u1eadn \u0111\u01b0\u1ee3c tr\u1ee3 c\u1ea5p y t\u1ebf. L&amp;I c\u0169ng c\u00f3 c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh gi\u00fap b\u1ea1n quay tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c v\u00e0 khuy\u1ebfn kh\u00edch ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng tuy\u1ec3n d\u1ee5ng b\u1ea1n. B\u1ea1n n\u00ean trao \u0111\u1ed5i v\u1edbi ng\u01b0\u1eddi qu\u1ea3n l\u00fd h\u1ed3 s\u01a1 L&amp;I c\u1ee7a m\u00ecnh v\u1ec1 c\u00e1c l\u1ef1a ch\u1ecdn v\u00e0 truy c\u1eadp trang  <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/getting-back-to-work\/\"><span style=\"font-weight: 400;\">Trang web L&amp;I Return to Work<\/span><\/a> <span style=\"font-weight: 400;\">\u0111\u1ec3 t\u00ecm hi\u1ec3u th\u00eam:<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">Khuy\u1ebft t\u1eadt v\u0129nh vi\u1ec5n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u1ea5n th\u01b0\u01a1ng ho\u1eb7c b\u1ec7nh li\u00ean quan \u0111\u1ebfn c\u00f4ng vi\u1ec7c g\u00e2y ra t\u1ed5n th\u01b0\u01a1ng v\u0129nh vi\u1ec5n cho c\u01a1 th\u1ec3 b\u1ea1n, b\u1ea1n c\u00f3 th\u1ec3 nh\u1eadn \u0111\u01b0\u1ee3c tr\u1ee3 c\u1ea5p khuy\u1ebft t\u1eadt b\u00ean c\u1ea1nh tr\u1ee3 c\u1ea5p b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng th\u00f4ng th\u01b0\u1eddng c\u1ee7a b\u1ea1n. C\u00f3 hai lo\u1ea1i tr\u1ee3 c\u1ea5p t\u00e0n t\u1eadt \u0111\u1ed1i v\u1edbi thi\u1ec7t h\u1ea1i v\u0129nh vi\u1ec5n: \u201cm\u1ed9t ph\u1ea7n\u201d v\u00e0 \u201cto\u00e0n b\u1ed9\u201d. S\u1ed1 ti\u1ec1n b\u1ea1n c\u00f3 th\u1ec3 nh\u1eadn \u0111\u01b0\u1ee3c do ph\u00e1p lu\u1eadt quy \u0111\u1ecbnh. B\u1ea1n ph\u1ea3i y\u00eau c\u1ea7u t\u00ecnh tr\u1ea1ng khuy\u1ebft t\u1eadt trong khi y\u00eau c\u1ea7u c\u1ee7a b\u1ea1n \u0111ang \u0111\u01b0\u1ee3c m\u1edf.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Khuy\u1ebft t\u1eadt v\u0129nh vi\u1ec5n m\u1ed9t ph\u1ea7n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110i\u1ec1u n\u00e0y c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n \u0111\u00e3 v\u0129nh vi\u1ec5n m\u1ea5t \u0111i m\u1ed9t s\u1ed1 kh\u1ea3 n\u0103ng m\u00e0 b\u1ea1n c\u00f3 tr\u01b0\u1edbc khi b\u1ecb th\u01b0\u01a1ng, nh\u01b0ng b\u1ea1n v\u1eabn c\u00f3 th\u1ec3 l\u00e0m \u0111\u01b0\u1ee3c m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Th\u01b0\u01a1ng t\u1eadt to\u00e0n b\u1ed9 v\u0129nh vi\u1ec5n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu v\u1ebft th\u01b0\u01a1ng c\u1ee7a b\u1ea1n nghi\u00eam tr\u1ecdng \u0111\u1ebfn m\u1ee9c b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c \u0111\u01b0\u1ee3c n\u1eefa, b\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn l\u01b0\u01a1ng h\u01b0u (thu nh\u1eadp) su\u1ed1t \u0111\u1eddi \u0111\u1ec3 b\u00f9 \u0111\u1eafp cho vi\u1ec7c b\u1ea1n kh\u00f4ng th\u1ec3 ki\u1ebfm s\u1ed1ng \u0111\u01b0\u1ee3c n\u1eefa.&nbsp;<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Gi\u1ea3i quy\u1ebft c\u00f3 c\u1ea5u tr\u00fac<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">M\u1ed9t s\u1ed1 c\u00f4ng nh\u00e2n t\u1eeb 55 tu\u1ed5i tr\u1edf l\u00ean c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n tham gia k\u1ebf ho\u1ea1ch \u0111\u1ecbnh c\u01b0 c\u00f3 c\u1ea5u tr\u00fac. M\u1ed9t th\u1ecfa thu\u1eadn d\u00e0n x\u1ebfp c\u00f3 c\u1ea5u tr\u00fac c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n, L&amp;I v\u00e0 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n \u0111\u1ed3ng \u00fd v\u1edbi s\u1ed1 ti\u1ec1n c\u1ed1 \u0111\u1ecbnh m\u00e0 b\u1ea1n s\u1ebd nh\u1eadn \u0111\u01b0\u1ee3c v\u00e0 m\u1ed9t k\u1ebf ho\u1ea1ch thanh to\u00e1n. Khi b\u1ea1n \u0111\u1ed3ng \u00fd, h\u1ecd s\u1ebd kh\u00f4ng n\u1ee3 b\u1ea1n th\u00eam b\u1ea5t k\u1ef3 kho\u1ea3n ti\u1ec1n n\u00e0o ngay c\u1ea3 khi s\u1ed1 ti\u1ec1n \u0111\u00f3 \u00edt h\u01a1n k\u1ebf ho\u1ea1ch tr\u1ee3 c\u1ea5p m\u1ea5t th\u1eddi gian truy\u1ec1n th\u1ed1ng. B\u1ea1n v\u1eabn c\u00f3 quy\u1ec1n nh\u1eadn c\u00e1c ph\u00fac l\u1ee3i y t\u1ebf trong t\u01b0\u01a1ng lai, ngay c\u1ea3 khi b\u1ea1n \u0111\u1ed3ng \u00fd ch\u1ea5p nh\u1eadn gi\u1ea3i quy\u1ebft kho\u1ea3n ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t c\u1ee7a m\u00ecnh. B\u1ea1n n\u00ean th\u1ea3o lu\u1eadn v\u1ec1 c\u00e1c th\u1ecfa thu\u1eadn d\u00e0n x\u1ebfp c\u00f3 c\u1ea5u tr\u00fac v\u1edbi lu\u1eadt s\u01b0 ho\u1eb7c nh\u00e0 t\u01b0 v\u1ea5n t\u00e0i ch\u00ednh. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 gi\u1ea3i quy\u1ebft c\u00f3 c\u1ea5u tr\u00fac, h\u00e3y g\u1ecdi cho c\u00e1c chuy\u00ean gia gi\u1ea3i quy\u1ebft L&amp;I t\u1ea1i  <\/span><b>360-902-6101<\/b> <span style=\"font-weight: 400;\">ho\u1eb7c truy c\u1eadp<\/span> <a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/claim-benefits\/settle-your-claim\"><span style=\"font-weight: 400;\">trang web D\u00e0n x\u1ebfp L&amp;I<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">Gi\u00e1m s\u00e1t v\u1ee5 vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n c\u1ea7n th\u00f4ng tin v\u1ec1 y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a m\u00ecnh, h\u00e3y g\u1ecdi cho L&amp;I theo s\u1ed1:&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i &#8211;<\/span> <b>800-547-8367<\/b> <span style=\"font-weight: 400;\">, TDD\/TTY &#8211;<\/span> <b>(360) 902-5797<\/b><span style=\"font-weight: 400;\">&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 g\u1ecdi<\/span> <b>800-831-5227<\/b><span style=\"font-weight: 400;\">  \u0111\u1ec3 c\u1eadp nh\u1eadt nhanh ch\u00f3ng, \u0111\u01b0\u1ee3c vi t\u00ednh h\u00f3a v\u1ec1 t\u00ecnh tr\u1ea1ng y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 xem l\u1ea1i khi\u1ebfu n\u1ea1i c\u1ee7a m\u00ecnh t\u1ea1i Trung t\u00e2m t\u00e0i kho\u1ea3n v\u00e0 khi\u1ebfu n\u1ea1i&nbsp;<\/span><span style=\"font-weight: 400;\"> <a href=\"https:\/\/secure.lni.wa.gov\/home\/\">https:\/\/secure.lni.wa.gov\/home\/<\/a><br \/>\n<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Tr\u1ea3 th\u00f9 v\u00e0 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed ho\u1eb7c tr\u1ea3 th\u00f9 b\u1ea1n v\u00ec \u0111\u00e3 n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng ho\u1eb7c t\u00ecm ki\u1ebfm c\u00e1c ph\u00fac l\u1ee3i m\u00e0 b\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng. \u0110i\u00eau nay bao g\u00f4m:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Sa th\u1ea3i ho\u1eb7c sa th\u1ea3i b\u1ea1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Giao cho b\u1ea1n m\u1ed9t c\u00f4ng vi\u1ec7c t\u1ed3i t\u1ec7 h\u01a1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Thay \u0111\u1ed5i nhi\u1ec7m v\u1ee5 c\u1ee7a b\u1ea1n th\u00e0nh m\u1ed9t ca l\u00e0m vi\u1ec7c kh\u00f4ng mong mu\u1ed1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">T\u1eeb ch\u1ed1i \u0111i\u1ec1u ch\u1ec9nh nhi\u1ec7m v\u1ee5 c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n theo nh\u1eefng h\u1ea1n ch\u1ebf v\u1ec1 c\u00f4ng vi\u1ec7c nh\u1eb9 nh\u00e0ng do b\u00e1c s\u0129 y\u00eau c\u1ea7u.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">T\u1eeb ch\u1ed1i th\u0103ng ch\u1ee9c cho b\u1ea1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Gi\u1ea3m ti\u1ec1n l\u01b0\u01a1ng\/ph\u00fac l\u1ee3i c\u1ee7a b\u1ea1n ho\u1eb7c khi\u1ebfn b\u1ea1n ph\u1ea3i ch\u1ecbu s\u1ef1 \u0111\u1ed1i x\u1eed ti\u00eau c\u1ef1c kh\u00e1c v\u00ec b\u1ea1n \u0111\u00e3 n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng.<\/span><\/li>\n<\/ul>\n<p id=\"tip\">M\u1eb8O: B\u1ea1n ch\u1ec9 c\u00f3 90 ng\u00e0y \u0111\u1ec3 b\u00e1o c\u00e1o h\u00e0nh vi ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed n\u00ean \u0111\u1eebng tr\u00ec ho\u00e3n!<\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n cho r\u1eb1ng m\u00ecnh \u0111ang b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed ho\u1eb7c ng\u01b0\u1ee3c \u0111\u00e3i khi n\u1ed9p \u0111\u01a1n y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng, ho\u1eb7c n\u1ebfu b\u1ea1n c\u00f3 th\u1eafc m\u1eafc, h\u00e3y g\u1ecdi cho ch\u01b0\u01a1ng tr\u00ecnh \u0111i\u1ec1u tra c\u1ee7a L&amp;I theo s\u1ed1 360-902-9155 ho\u1eb7c t\u1ea3i xu\u1ed1ng v\u00e0 n\u1ed9p \u0111\u01a1n Khi\u1ebfu n\u1ea1i Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed t\u1eeb trang web Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed c\u1ee7a L&amp;I (<\/span> <b>http<\/b> <span style=\"font-weight: 400;\">:<\/span> <a href=\"https:\/\/lni.wa.gov\/fraud\/\"><span style=\"font-weight: 400;\">\/\/ lni.wa.gov\/fraud<\/span><\/a> <span style=\"font-weight: 400;\"><a href=\"https:\/\/lni.wa.gov\/fraud\/\">)<\/a> .<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">Tr\u1ee3 gi\u00fap th\u00f4ng qua qu\u00e1 tr\u00ecnh c\u00f4ng nh\u00e2n b\u1ecb th\u01b0\u01a1ng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n c\u00f3 lu\u1eadt s\u01b0 \u0111\u1ea1i di\u1ec7n khi b\u1ea1n th\u1ef1c hi\u1ec7n quy tr\u00ecnh n\u1ed9p \u0111\u01a1n xin B\u1ed3i th\u01b0\u1eddng cho Ng\u01b0\u1eddi lao \u0111\u1ed9ng, nh\u01b0ng b\u1ea1n kh\u00f4ng b\u1eaft bu\u1ed9c ph\u1ea3i c\u00f3 lu\u1eadt s\u01b0. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 gh\u00e9 th\u0103m  <\/span><b>D\u1ef1 \u00e1n GI\u00daP \u0110\u1ee0<\/b> <span style=\"font-weight: 400;\">(<\/span> <a href=\"http:\/\/www.projecthelpwa.com\"><span style=\"font-weight: 400;\">http:\/\/www.projecthelpwa.com<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span>&nbsp; <span style=\"font-weight: 400;\">ho\u1eb7c g\u1ecdi<\/span> <b>800-255-9752<\/b> <span style=\"font-weight: 400;\">. Tr\u1ee3 gi\u00fap D\u1ef1 \u00e1n l\u00e0 n\u1ed7 l\u1ef1c h\u1ee3p t\u00e1c c\u1ee7a L&amp;I v\u00e0 H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington v\u00e0 c\u00f3 th\u1ec3 gi\u00fap b\u1ea1n gi\u1ea3i quy\u1ebft y\u00eau c\u1ea7u c\u1ee7a m\u00ecnh. Trang web C\u00f4ng nh\u00e2n b\u1ecb th\u01b0\u01a1ng c\u1ee7a L&amp;I c\u0169ng cung c\u1ea5p \u0111\u1ea7y \u0111\u1ee7 th\u00f4ng tin v\u1ec1 quy tr\u00ecnh cho c\u00f4ng nh\u00e2n b\u1ecb th\u01b0\u01a1ng. (<\/span> <a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/file-a-claim\/\"><span style=\"font-weight: 400;\">http:\/\/lni.wa.gov\/claims\/for-workers\/file-a-claim\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span>&nbsp; [\/et_pb_text][et_pb_toggle title=&#8221;2.7 C\u00e1c l\u1ef1a ch\u1ecdn ch\u0103m s\u00f3c d\u00e0i h\u1ea1n b\u1ec7nh t\u1eadt v\u00e0 khuy\u1ebft t\u1eadt&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;2.7 Social Security for Long-Term Disability, Illness and People in Need&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;339&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">If you become disabled for any reason and cannot work for at least 12 months, you may qualify for monthly cash payments and medical disability benefits from the federal Social Security Administration. These programs are called Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI). You must be a US-citizen or documented non-citizen to qualify for SSDI or SSI.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are injured on the job or diagnosed with an occupational disease, you can apply for Workers\u2019 Compensation as well &#8211; this is a state program run by Labor and Industries (L&amp;I) (see section on Workers&#8217; Comp above)<\/span><\/p>\n<p><b>Social Security Disability Insurance, Supplemental Security Income and Workers\u2019 Compensation are all separate.<\/b><span style=\"font-weight: 400;\"> In some cases, you can collect benefits from more than one of these programs at the same time.<\/span><\/p>\n<h5><b>What is Social Security Disability Insurance (SSDI)?<\/b><\/h5>\n<p><span style=\"font-weight: 400;\">SSDI, in most cases, is for people with disabilities who have a work history. You must have worked long enough and paid Social Security taxes. The amount of SSDI you get depends on your past earnings. You do not have to be low income to receive SSDI.<\/span><\/p>\n<h5>What Is Supplemental Security Income (SSI)?<\/h5>\n<p><span style=\"font-weight: 400;\">SSI is generally for people with disabilities of any age who have low incomes and assets less than $2,000. Low-income people 65 years and older with or without disabilities may also be able to receive SSI benefits. You can get SSI if you have never worked.<\/span><\/p>\n<h5>A Summary of Your SSI\/SSDI Rights<\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">There is no charge to apply for Social Security Disability Insurance or Supplemental Security Income.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You should apply as soon as possible after becoming disabled.\u00a0 Note: there is a five-month waiting period before you can begin to receive benefits.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to receive help from the Social Security Administration. If you do not speak English and need an interpreter, the Social Security Administration must provide one free of charge.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to see and copy your Social Security file upon request.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If Social Security denies your application, they must tell you in writing. The notice must explain how to appeal.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to appeal. If you are denied benefits, you have 60 days from the denial notice date to appeal.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to a representative or lawyer to help you in your appeal.<\/span><\/li>\n<\/ul>\n<h4>FAQs:<\/h4>\n<h5><span style=\"font-weight: 400;\">Do I Qualify for Social Security Disability Insurance (SSDI)?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">You must be \u201cdisabled\u201d and not able to work for at least 12 months. &#8220;Disability&#8221; under Social Security is based on how much you can work. Social Security will generally not consider you disabled and you will not qualify for benefits if you are working this calendar year AND your earnings average more than $1,220 a month (this figure is for 2019; this amount usually increases slightly every year).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You are considered disabled if:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The SSA recognizes your medical condition. See this list of qualifying medical conditions:<\/span><a href=\"http:\/\/www.ssa.gov\/compassionateallowances\/index.htm\"><span style=\"font-weight: 400;\"> www.ssa.gov\/compassionateallowances\/index.htm<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If your condition is not listed you may qualify if:<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot do the work you did before AND<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot adjust to other work because of your medical condition(s) AND<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Your disability has lasted or is expected to last for at least one year or to result in death.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You must meet some minimum work requirements:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have worked recently.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have worked, and paid taxes, for long enough in your life. See the Disability Benefits online handbook for more information on these rules:<\/span><a href=\"http:\/\/www.ssa.gov\/pubs\/EN-05-10029.pdf\"><span style=\"font-weight: 400;\"> http:\/\/www.ssa.gov\/pubs\/EN-05-10029.pdf<\/span><\/a><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">How Do I Qualify for Supplemental Security Income (SSI)?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Supplemental Security Income may be able to help you if you are blind, disabled or 65 years and older, and have little or no income. Disabled or blind children can also receive SSI. SSI provides money to meet basic needs for food, clothing, and shelter. It is not based on your previous work history.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be over age 65, or blind, or disabled.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be a US citizen, permanent resident, or US national who is, generally living in the US.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must also show that you have little-to-no income or other resources to qualify.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The Social Security Administration (SSA) may also consider your living situation if you live in housing like a shelter, halfway house, or other community housing.<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">What If My Claim Is Denied?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">If your claim is denied, appeal! You have 60 days from the date of the denial notice to appeal. Social Security often denies your first disability claim. Nationally, about 75% of all applicants are denied when they first apply. But many of these people ultimately get their benefits.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You may want to hire a lawyer who specializes in Social Security disability cases. <\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Learn More: Disability Programs&#8221; _builder_version=&#8221;4.19.2&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h4><strong>T\u00ecm hi\u1ec3u th\u00eam: C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh ch\u0103m s\u00f3c d\u00e0i h\u1ea1n v\u00e0 khuy\u1ebft t\u1eadt<\/strong><\/h4>\n<h5><strong>An Sinh X\u00e3 H\u1ed9i Khuy\u1ebft T\u1eadt (SSDI)<\/strong><\/h5>\n<h5><span style=\"font-weight: 400;\">T\u00f4i ho\u1eb7c gia \u0111\u00ecnh t\u00f4i s\u1ebd nh\u1eadn \u0111\u01b0\u1ee3c bao nhi\u00eau ti\u1ec1n?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">S\u1ed1 ti\u1ec1n (s\u1ed1 ti\u1ec1n tr\u1ee3 c\u1ea5p) b\u1ea1n s\u1ebd nh\u1eadn \u0111\u01b0\u1ee3c t\u00f9y thu\u1ed9c v\u00e0o qu\u00e1 tr\u00ecnh l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n v\u00e0 s\u1ed1 ti\u1ec1n b\u1ea1n \u0111\u00e3 n\u1ed9p cho C\u01a1 quan An sinh X\u00e3 h\u1ed9i. M\u1ed9t s\u1ed1 th\u00e0nh vi\u00ean trong gia \u0111\u00ecnh b\u1ea1n, ch\u1eb3ng h\u1ea1n nh\u01b0 v\u1ee3\/ch\u1ed3ng, con ch\u01b0a th\u00e0nh ni\u00ean ho\u1eb7c con tr\u01b0\u1edfng th\u00e0nh b\u1ecb khuy\u1ebft t\u1eadt, c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p c\u1ee7a ri\u00eang h\u1ecd d\u1ef1a tr\u00ean c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n, n\u1ebfu b\u1ea1n \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p SSDI.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 \u0111\u01b0\u1ee3c ch\u0103m s\u00f3c y t\u1ebf kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">V\u1edbi SSDI, b\u1ea1n s\u1ebd t\u1ef1 \u0111\u1ed9ng nh\u1eadn \u0111\u01b0\u1ee3c b\u1ea3o hi\u1ec3m Medicare sau khi b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c tr\u1ee3 c\u1ea5p khuy\u1ebft t\u1eadt trong hai n\u0103m. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Medicare, h\u00e3y li\u00ean h\u1ec7 v\u1edbi SSA ho\u1eb7c truy c\u1eadp trang web Medicare c\u1ee7a SSA: (<\/span><a href=\"http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm\"><span style=\"font-weight: 400;\">http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span> <a href=\"http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm\"><span style=\"font-weight: 400;\"> <\/span><\/a><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 th\u1ec3 quay l\u1ea1i l\u00e0m vi\u1ec7c kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">C\u00f3 nh\u1eefng quy \u0111\u1ecbnh \u0111\u1eb7c bi\u1ec7t gi\u00fap b\u1ea1n duy tr\u00ec ph\u00fac l\u1ee3i h\u00e0ng th\u00e1ng v\u00e0 Medicare trong khi ki\u1ec3m tra kh\u1ea3 n\u0103ng l\u00e0m vi\u1ec7c c\u1ee7a m\u00ecnh. Xem S\u1ed5 \u0111\u1ecf c\u1ee7a SSA v\u1ec1 vi\u1ec7c tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c (<\/span><a href=\"https:\/\/www.ssa.gov\/redbook\/eng\/returning-to-work.htm\"><span style=\"font-weight: 400;\">https:\/\/www.ssa.gov\/redbook\/eng\/returning-to-work.htm<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span> <\/p>\n<h5><span style=\"font-weight: 400;\">Quy tr\u00ecnh \u0111\u0103ng k\u00fd v\u00e0 \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 \u0111\u0103ng k\u00fd SSDI b\u1eb1ng c\u00e1ch g\u1ecdi \u0111\u1ebfn V\u0103n ph\u00f2ng An sinh X\u00e3 h\u1ed9i t\u1ea1i \u0111\u1ecba ph\u01b0\u01a1ng theo s\u1ed1 \u0111i\u1ec7n tho\u1ea1i mi\u1ec5n ph\u00ed<\/span> <b>(800) 772-1213<\/b> <span style=\"font-weight: 400;\">, TTY:<\/span> <b>1 (800) 325-0778<\/b><span style=\"font-weight: 400;\">. C\u01a1 quan An sinh X\u00e3 h\u1ed9i s\u1ebd g\u1eedi cho b\u1ea1n c\u00e1c m\u1eabu \u0111\u01a1n \u0111\u1ec3 \u0111i\u1ec1n v\u00e0 g\u1eedi l\u1ea1i. B\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n tr\u1ef1c tuy\u1ebfn t\u1ea1i trang web Tr\u1ee3 c\u1ea5p Khuy\u1ebft t\u1eadt c\u1ee7a An sinh X\u00e3 h\u1ed9i (<\/span><a href=\"http:\/\/www.ssa.gov\/pgm\/disability.htm\"><span style=\"font-weight: 400;\">http:\/\/www.ssa.gov\/pgm\/disability.htm<\/span><\/a><span style=\"font-weight: 400;\">). B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n tr\u1ef1c ti\u1ebfp t\u1ea1i V\u0103n ph\u00f2ng An sinh X\u00e3 h\u1ed9i \u0111\u1ecba ph\u01b0\u01a1ng. Nh\u1eefng ng\u01b0\u1eddi kh\u00f4ng ph\u1ea3i l\u00e0 c\u00f4ng d\u00e2n c\u00f3 gi\u1ea5y t\u1edd n\u00ean xem  <\/span><i><span style=\"font-weight: 400;\">B\u1ea3ng th\u00f4ng tin SSI d\u00e0nh cho ng\u01b0\u1eddi kh\u00f4ng ph\u1ea3i l\u00e0 c\u00f4ng d\u00e2n (<\/span><\/i> <a href=\"https:\/\/www.ssa.gov\/ssi\/spotlights\/spot-non-citizens.htm\"><span style=\"font-weight: 400;\">https:\/\/www.ssa.gov\/ssi\/spotlights\/spot-non-citizens.htm<\/span><\/a><i><\/i><i><span style=\"font-weight: 400;\">)<\/span><\/i> <span style=\"font-weight: 400;\">.<\/span> <a href=\"http:\/\/www.ssa.gov\/pubs\/11051.html#part1\"><span style=\"font-weight: 400;\"> <\/span><\/a><\/p>\n<h5><strong>Thu nh\u1eadp An sinh B\u1ed5 sung<\/strong><\/h5>\n<h5><span style=\"font-weight: 400;\">T\u00f4i s\u1ebd nh\u1eadn \u0111\u01b0\u1ee3c bao nhi\u00eau ti\u1ec1n?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">S\u1ed1 ti\u1ec1n b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c t\u00f9y thu\u1ed9c v\u00e0o ho\u00e0n c\u1ea3nh s\u1ed1ng, thu nh\u1eadp kh\u00e1c c\u1ee7a b\u1ea1n, b\u1ea1n \u0111\u0103ng k\u00fd v\u1edbi t\u01b0 c\u00e1ch c\u00e1 nh\u00e2n hay c\u1eb7p v\u1ee3 ch\u1ed3ng v\u00e0 b\u1ea1n c\u00f3 bao nhi\u00eau \u0111\u1ee9a con. V\u00e0o n\u0103m 2021, ph\u00fac l\u1ee3i SSI li\u00ean bang cho m\u1ed9t c\u00e1 nh\u00e2n s\u1ed1ng m\u1ed9t m\u00ecnh l\u00e0 $794 m\u1ed7i th\u00e1ng v\u00e0 \u0111\u1ed1i v\u1edbi m\u1ed9t c\u1eb7p v\u1ee3 ch\u1ed3ng l\u00e0 $1.191 m\u1ed7i th\u00e1ng. Th\u00f4ng th\u01b0\u1eddng ph\u1ea3i m\u1ea5t t\u1eeb \u200b\u200bba \u0111\u1ebfn n\u0103m th\u00e1ng \u0111\u1ec3 x\u1eed l\u00fd \u0111\u01a1n \u0111\u0103ng k\u00fd SSI.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ti\u1ec3u bang Washington c\u0169ng tr\u1ea3 th\u00eam m\u1ed9t kho\u1ea3n ti\u1ec1n nh\u1ecf cho ng\u01b0\u1eddi d\u00e2n. Truy c\u1eadp trang web n\u00e0y \u0111\u1ec3 t\u00ecm hi\u1ec3u th\u00eam:<\/span><a href=\"http:\/\/www.socialsecurity.gov\/ssi\/text-benefits-ussi.htm\"> <span style=\"font-weight: 400;\">www.socialsecurity.gov\/ssi\/text-benefits-ussi.htm<\/span> <span style=\"font-weight: 400;\">.<\/span> <\/a><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 nh\u1eadn \u0111\u01b0\u1ee3c tr\u1ee3 c\u1ea5p y t\u1ebf kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu \u0111\u01b0\u1ee3c ch\u1ea5p thu\u1eadn nh\u1eadn SSI, th\u00f4ng th\u01b0\u1eddng b\u1ea1n s\u1ebd \u0111\u01b0\u1ee3c ghi danh v\u00e0o Medicaid. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Medicaid, h\u00e3y li\u00ean h\u1ec7 v\u1edbi C\u01a1 quan An sinh X\u00e3 h\u1ed9i ho\u1eb7c truy c\u1eadp trang web Medicaid (<\/span><a href=\"http:\/\/www.medicaid.gov\/\"><span style=\"font-weight: 400;\">http:\/\/www.medicaid.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Quy tr\u00ecnh \u0111\u0103ng k\u00fd<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">G\u1ecdi S\u1edf An Sinh X\u00e3 H\u1ed9i theo s\u1ed1<\/span> <b>(800) 772-1213<\/b> <span style=\"font-weight: 400;\">, ho\u1eb7c<\/span> <b>TTY: (800) 325-0778<\/b><span style=\"font-weight: 400;\">. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n tr\u1ef1c tuy\u1ebfn t\u1ea1i C\u01a1 quan An sinh X\u00e3 h\u1ed9i (<\/span><a href=\"http:\/\/www.socialsecurity.gov\"><span style=\"font-weight: 400;\">http:\/\/www.socialsecurity.gov<\/span><\/a><span style=\"font-weight: 400;\">) ho\u1eb7c tr\u1ef1c ti\u1ebfp t\u1ea1i V\u0103n ph\u00f2ng An sinh X\u00e3 h\u1ed9i \u0111\u1ecba ph\u01b0\u01a1ng c\u1ee7a b\u1ea1n. Cha m\u1eb9 ho\u1eb7c ng\u01b0\u1eddi gi\u00e1m h\u1ed9 th\u01b0\u1eddng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n cho tr\u1ebb em m\u00f9 ho\u1eb7c khuy\u1ebft t\u1eadt d\u01b0\u1edbi 18 tu\u1ed5i.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">N\u1ebfu y\u00eau c\u1ea7u c\u1ee7a t\u00f4i b\u1ecb t\u1eeb ch\u1ed1i th\u00ec sao?<\/span><\/h5>\n<p><b>N\u1ebfu y\u00eau c\u1ea7u c\u1ee7a b\u1ea1n b\u1ecb t\u1eeb ch\u1ed1i, h\u00e3y kh\u00e1ng c\u00e1o!<\/b> <span style=\"font-weight: 400;\">B\u1ea1n c\u00f3<\/span> <b>60 ng\u00e0y<\/b> <span style=\"font-weight: 400;\">k\u1ec3 t\u1eeb ng\u00e0y nh\u1eadn \u0111\u01b0\u1ee3c th\u00f4ng b\u00e1o t\u1eeb ch\u1ed1i \u0111\u1ec3 kh\u00e1ng c\u00e1o.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An sinh x\u00e3 h\u1ed9i th\u01b0\u1eddng t\u1eeb ch\u1ed1i y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng khuy\u1ebft t\u1eadt \u0111\u1ea7u ti\u00ean c\u1ee7a b\u1ea1n. Tr\u00ean to\u00e0n qu\u1ed1c, kho\u1ea3ng 75% s\u1ed1 ng\u01b0\u1eddi n\u1ed9p \u0111\u01a1n b\u1ecb t\u1eeb ch\u1ed1i khi h\u1ecd n\u1ed9p \u0111\u01a1n l\u1ea7n \u0111\u1ea7u. Nh\u01b0ng nhi\u1ec1u ng\u01b0\u1eddi trong s\u1ed1 n\u00e0y cu\u1ed1i c\u00f9ng c\u0169ng nh\u1eadn \u0111\u01b0\u1ee3c l\u1ee3i \u00edch c\u1ee7a m\u00ecnh.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 mu\u1ed1n thu\u00ea m\u1ed9t lu\u1eadt s\u01b0 chuy\u00ean v\u1ec1 c\u00e1c tr\u01b0\u1eddng h\u1ee3p khuy\u1ebft t\u1eadt An Sinh X\u00e3 H\u1ed9i. \u0110\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 lu\u1eadt s\u01b0 mi\u1ec5n ph\u00ed ho\u1eb7c chi ph\u00ed th\u1ea5p, h\u00e3y xem danh s\u00e1ch c\u00e1c ngu\u1ed3n l\u1ef1c ph\u00e1p l\u00fd trong  <\/span>Ch\u01b0\u01a1ng <i><span style=\"font-weight: 400;\">t\u00e0i nguy\u00ean<\/span><\/i> <span style=\"font-weight: 400;\">\u1edf cu\u1ed1i s\u00e1ch h\u01b0\u1edbng d\u1eabn n\u00e0y.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f3m t\u1eaft c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Kh\u00f4ng m\u1ea5t ph\u00ed khi \u0111\u0103ng k\u00fd B\u1ea3o hi\u1ec3m Khuy\u1ebft t\u1eadt An sinh X\u00e3 h\u1ed9i ho\u1eb7c Thu nh\u1eadp An sinh B\u1ed5 sung.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n n\u00ean n\u1ed9p \u0111\u01a1n c\u00e0ng s\u1edbm c\u00e0ng t\u1ed1t sau khi b\u1ecb v\u00f4 hi\u1ec7u h\u00f3a. L\u01b0u \u00fd: c\u00f3 th\u1eddi gian ch\u1edd \u0111\u1ee3i n\u0103m th\u00e1ng tr\u01b0\u1edbc khi b\u1ea1n c\u00f3 th\u1ec3 b\u1eaft \u0111\u1ea7u nh\u1eadn tr\u1ee3 c\u1ea5p.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n nh\u1eadn tr\u1ee3 gi\u00fap t\u1eeb C\u01a1 quan An sinh X\u00e3 h\u1ed9i. N\u1ebfu b\u1ea1n kh\u00f4ng n\u00f3i \u0111\u01b0\u1ee3c ti\u1ebfng Anh v\u00e0 c\u1ea7n m\u1ed9t th\u00f4ng d\u1ecbch vi\u00ean, C\u01a1 quan An sinh X\u00e3 h\u1ed9i ph\u1ea3i cung c\u1ea5p mi\u1ec5n ph\u00ed m\u1ed9t th\u00f4ng d\u1ecbch vi\u00ean.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n xem v\u00e0 sao ch\u00e9p h\u1ed3 s\u01a1 An Sinh X\u00e3 H\u1ed9i c\u1ee7a m\u00ecnh theo y\u00eau c\u1ea7u.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu S\u1edf An sinh X\u00e3 h\u1ed9i t\u1eeb ch\u1ed1i \u0111\u01a1n \u0111\u0103ng k\u00fd c\u1ee7a b\u1ea1n, h\u1ecd ph\u1ea3i th\u00f4ng b\u00e1o cho b\u1ea1n b\u1eb1ng v\u0103n b\u1ea3n. Th\u00f4ng b\u00e1o ph\u1ea3i gi\u1ea3i th\u00edch c\u00e1ch kh\u00e1ng c\u00e1o.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n kh\u00e1ng c\u00e1o. N\u1ebfu b\u1ea1n b\u1ecb t\u1eeb ch\u1ed1i quy\u1ec1n l\u1ee3i, b\u1ea1n c\u00f3  <\/span><b>60 ng\u00e0y<\/b> <span style=\"font-weight: 400;\">k\u1ec3 t\u1eeb ng\u00e0y th\u00f4ng b\u00e1o t\u1eeb ch\u1ed1i \u0111\u01b0\u1ee3c khi\u1ebfu n\u1ea1i.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n c\u00f3 ng\u01b0\u1eddi \u0111\u1ea1i di\u1ec7n ho\u1eb7c lu\u1eadt s\u01b0 \u0111\u1ec3 gi\u00fap b\u1ea1n kh\u00e1ng c\u00e1o.<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">C\u00e1c Ch\u01b0\u01a1ng tr\u00ecnh c\u1ee7a Bang Washington<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Ngo\u00e0i c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh li\u00ean bang \u0111\u01b0\u1ee3c \u0111\u1ec1 c\u1eadp trong ch\u01b0\u01a1ng n\u00e0y, Bang Washington c\u00f2n c\u00f3 c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh tr\u1ee3 gi\u00fap t\u00e0i ch\u00ednh nh\u01b0 phi\u1ebfu th\u1ef1c ph\u1ea9m, h\u1ed7 tr\u1ee3 ti\u1ec1n m\u1eb7t, h\u1ed7 tr\u1ee3 gia \u0111\u00ecnh v\u00e0 h\u1ed7 tr\u1ee3 y t\u1ebf. B\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn nh\u1eefng kho\u1ea3n n\u00e0y ngay c\u1ea3 khi b\u1ea1n kh\u00f4ng nh\u1eadn \u0111\u01b0\u1ee3c SSI ho\u1eb7c SSDI ho\u1eb7c trong khi \u0111\u01a1n \u0111\u0103ng k\u00fd c\u1ee7a b\u1ea1n \u0111ang \u0111\u01b0\u1ee3c x\u1eed l\u00fd. Li\u00ean h\u1ec7 v\u1edbi B\u1ed9 D\u1ecbch v\u1ee5 Y t\u1ebf v\u00e0 X\u00e3 h\u1ed9i (DSHS) \u0111\u1ec3 bi\u1ebft th\u00f4ng tin: 1-877-501-2233, ho\u1eb7c truy c\u1eadp trang web DSHS Washington Connection ( <a href=\"https:\/\/www.washingtonconnection.org\/home\/home.go\">https:\/\/www.washingtonconnection.org\/home\/home.go<\/a><\/span><span style=\"font-weight: 400;\">).  <\/span><\/p>\n<p>[\/et_pb_text][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-be-free-of-discrimination&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; saved_tabs=&#8221;all&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 3: Your Right to be free of Discrimination&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; saved_tabs=&#8221;all&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>Ch\u01b0\u01a1ng 3: Quy\u1ec1n kh\u00f4ng b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed<\/h2>\n<p>Lu\u1eadt ph\u00e1p li\u00ean bang, Ti\u1ec3u bang Washington v\u00e0 \u0111\u1ecba ph\u01b0\u01a1ng b\u1ea3o v\u1ec7 b\u1ea1n kh\u1ecfi s\u1ef1 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c. &#8220;Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed&#8221; c\u00f3 ngh\u0129a l\u00e0 \u0111\u1ed1i x\u1eed v\u1edbi m\u1ed9t s\u1ed1 ng\u01b0\u1eddi t\u1ed1t h\u01a1n ho\u1eb7c t\u1ec7 h\u01a1n nh\u1eefng ng\u01b0\u1eddi kh\u00e1c v\u00ec m\u1ed9t \u0111\u1eb7c \u0111i\u1ec3m c\u1ee5 th\u1ec3.[\/et_pb_text][et_pb_text admin_label=&#8221;Summary&#8221; _builder_version=&#8221;4.8.1&#8243; _module_preset=&#8221;default&#8221; global_module=&#8221;2433&#8243; saved_tabs=&#8221;all&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h3>Summary<\/h3>\n<p>It is generally against the law for your employer to discriminate against you because of your:<\/p>\n<ul>\n<li>Age<\/li>\n<li>Race\/Color<\/li>\n<li>Sex, Gender and Pregnancy (see below for more on required pregnancy accommodations, and sexual harassment and assault)<\/li>\n<li>Religion\/Creed<\/li>\n<li>Disability<\/li>\n<li>Sexual Orientation<\/li>\n<li>National Origin\/Ancestry<\/li>\n<li>Union Membership or Activity<\/li>\n<li>Marital Status<\/li>\n<li>Citizenship or Immigration status (see details\/limits below)<\/li>\n<li>Veteran\/Military Status\/Honorable Discharge<\/li>\n<li>Gender Identity<\/li>\n<li>Genetic Information<\/li>\n<li>Political Ideology<\/li>\n<li>Criminal Background (WA State)<\/li>\n<\/ul>\n<h4>FAQs: Discrimination<\/h4>\n<h5>When is it Illegal to Discriminate?<\/h5>\n<p>It is illegal to discriminate in any area of employment, including:<\/p>\n<ul>\n<li>Job advertisements and applications<\/li>\n<li>Recruitment<\/li>\n<li>Job referrals<\/li>\n<li>Hiring and firing<\/li>\n<li>Wages<\/li>\n<li>Fringe benefits (for example, daycare or transportation provided by work)<\/li>\n<li>Transfer, layoff, promotion, or recall<\/li>\n<li>Retirement plans and disability leave<\/li>\n<li>Drug and other medical testing<\/li>\n<li>Use of company facilities<\/li>\n<li>Training and apprenticeship programs<\/li>\n<li>Work tasks you are given<\/li>\n<li>Other terms or conditions of employment<\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_toggle title=&#8221;3.1 C\u00e1c lo\u1ea1i ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.1 Types Of Discrimination&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2319&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Race<\/h4>\n<p>An employer cannot discriminate or harass you because of race or ethnicity. Ethnic slurs, racial &#8220;jokes,&#8221; insulting comments and\/or other verbal or physical actions based on race and\/or color may be illegal if they are severe and ongoing and\/or are part of a pattern of discriminatory actions.<\/p>\n<p>Also, your employer cannot hire, fire, or promote based on &#8220;stereotypes&#8221; (an overly simple idea held by one person or group about another). S\/he cannot make assumptions about your personality or what you can do based on your race. In addition, employers cannot decide not to hire you because you are married to or associate with someone of a certain race. Your employer also cannot discriminate against you because you go to schools or places of worship associated with a particular race.<\/p>\n<h4><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-839 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image20.png\" alt=\"\" width=\"214\" height=\"225\" \/>National Origin\/Ancestry<\/h4>\n<p>An employer cannot discriminate or harass you because you or your family are from another country; you have a name or accent associated with another country; you participate in customs associated with another country; or you are married to or spend time with people from another country.<\/p>\n<p>A rule that you speak only English at work might be against the law, unless the employer shows that the rule is necessary for business reasons. Your employer must let you speak other languages during non-work time, such as lunch and breaks.<\/p>\n<h4>Citizenship or Immigration Status<\/h4>\n<p>Discrimination based on citizenship or immigration status is an unfair practice and violates the Washington Law Against Discrimination (WLAD). A person or entity may make a distinction or treat someone differently based on citizenship or immigration status only if a state or federal law, regulation, or a government contract requires it.<\/p>\n<p><b>If you are an immigrant with documentation to work legally in the U.S.,<\/b> an employer generally may not discriminate against you for not being a citizen.<\/p>\n<p><b>Right to prevent Document Abuse:<\/b> Document abuse is when an employer requires you to present specific documents to prove that you can work, instead of allowing you to choose which documents to show them. As long as the documents you show meet the legal requirements, it\u2019s your choice which ones to use. It is also illegal for your employer to make you show more documents than the I-9 process requires. For example, if you show your Permanent Resident Card, your employer can\u2019t make you also show a birth certificate. For a list of the documents that satisfy I-9 requirements, see the last page on this link:<a href=\"https:\/\/www.uscis.gov\/i-9\"> http:\/\/www.uscis.gov\/i-9<\/a>.<\/p>\n<p><b>Right against Nationality or Citizenship Discrimination:<\/b> An employer is discriminating if they demand certain workers prove that they are legally allowed to work while others are not asked for the same proof. For example, if your employer requires workers of Chinese descent to provide documents but does not require this from workers of German descent, this is discrimination, probably because of race and national origin. However this does not protect undocumented workers.<\/p>\n<h4>Religion<\/h4>\n<p>An employer cannot discriminate or harass you for religious reasons. You cannot be required to participate in religious activities to keep your job, nor can you be banned from participating in religious activities.<\/p>\n<p>Your employer cannot hire, fire, promote, or demote you based on religious stereotypes about you or people you associate with.<\/p>\n<p>Your employer must make &#8220;reasonable accommodations\u201d for your religion. They may be required to make changes that will let you do your job and still practice your faith, unless it would make it difficult for your employer to do business.<\/p>\n<h4>Sex, Gender and Pregnancy<\/h4>\n<p>It is illegal for an employer to discriminate or harass you because of your sex or gender. There are a few different categories of gender discrimination in the workplace.<\/p>\n<h4>Discrimination in Hiring, Promotions, and Wages<\/h4>\n<p>It is illegal to discriminate on the basis of sex on wages or benefits where men and women do jobs of similar skill, effort, and responsibility for the same employer with similar working conditions.<\/p>\n<p>Gender discrimination also includes discrimination based on stereotypes about your responsibilities as a mother or father.<\/p>\n<h4>Sexual Harassment<\/h4>\n<p>There are two types of illegal sexual harassment: <b>hostile work environment<\/b> and <b>quid pro quo<\/b> harassment.<\/p>\n<p>A <b>hostile work environment<\/b> is when it is difficult or unsafe for you to do your job because of your gender.\u00a0 This includes directing unwelcome sexual words or actions at you. It is illegal harassment if these actions are severe and ongoing and\/or are part of a pattern of other discriminatory actions.<\/p>\n<p><b>Quid pro quo<\/b> sexual harassment is when a supervisor or other employee above you asks you for sexual favors in return for better treatment at work. This may be harassment, even if you agree to it.<\/p>\n<h4>Pregnancy and Pregnancy-Related Conditions<\/h4>\n<p>Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions. Employers can\u2019t make choices about hiring, firing, promotion, or demotion based on stereotypes of pregnant women, or an effort to protect pregnant women from the hazards of the job. The only exception is if an employer can demonstrate business necessity. For information on pregnancy leave, please see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e4-_pregnancy-and-_parental-_leave1\">Chapter 2.3: Pregnancy and Parental Leave<\/a>.<\/p>\n<h4>Sexual Orientation and Gender Identity<\/h4>\n<p>In Washington, it is illegal for your employer to discriminate or harass you because of perceived or actual sexual orientation, gender identity, or transgender status. Employers can\u2019t make choices about hiring, firing, promotion, or demotion based on sexual orientation and gender identity.<\/p>\n<h4>Age Discrimination (40+)<\/h4>\n<p>If you are over 39 years old, an employer cannot discriminate against you or harass you because of your age.<\/p>\n<p>It is illegal to:<\/p>\n<ul>\n<li>Use age to make choices about hiring, firing, promoting, and demoting<\/li>\n<li>Give age preferences\/limits in job notices and ads. Age limits are only allowed in limited situations<\/li>\n<li>Discriminate based on age in apprenticeship programs<\/li>\n<li>Give older employees fewer or worse benefits than younger employees.<\/li>\n<\/ul>\n<h4>Disability Discrimination<\/h4>\n<p>An employer cannot discriminate or harass you because of a disability or medical condition or a belief that you have a disability or medical condition. Use of a trained guide dog or service animal is also protected under Washington State law.<\/p>\n<p>If you have a disability, the employer has to make <i>reasonable accommodations <\/i>for you to work so long as you can do the essential parts of your job with these accommodations. This means working out a system that lets you do the job just as other employees do, or coming up with different tasks that you are able to perform. For information on taking leave for disability see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right to Care for Yourself and Family<\/a><i>.<\/i><\/p>\n<p>Your prospective employer cannot ask you to take a physical or medical test before offering you a job. Once you have been offered a job, your employer can ask you to take a physical or medical test, if all other workers doing similar tasks have to take the same test (you can\u2019t being singled out because of a disability, or if your employer <i>thinks<\/i> you have a disability) and the test is really necessary for the job. Your employer cannot discriminate against you based on genetic information that suggests you are more likely to get a disease.<\/p>\n<p><strong>New! Court Decision Rules Obesity an Impairment<\/strong><\/p>\n<p>In 2019, the Washington Supreme Court <a href=\"https:\/\/www.courts.wa.gov\/opinions\/pdf\/963355.pdf\">ruled<\/a> in <em>Taylor v. Burlington Northern Railroad Holdings, Inc. <\/em>that obesity qualifies as an impairment under Washington Law Against Discrimination (WLAD) and does not have to be caused by a separate disorder or condition in order to be a protected class under WLAD. Therefore, if an employer refuses to hire someone because the employer perceives the applicant to have obesity, and the applicant is able to properly perform the job in question, the employer violates this section of the WLAD.<\/p>\n<h4>Lifestyle Discrimination<\/h4>\n<p>There is current debate whether employers can make decisions about hiring, promotions, insurance rates, etc. based on employee lifestyle. For instance, employers have discriminated against people who smoke cigarettes, eat certain foods, or drink alcohol in their free time. It is not clear if this is legal or not.<\/p>\n<p>The Americans with Disabilities Act or the Washington State Human Rights Commission might protect you from this type of discrimination. Laws against disability discrimination may protect some people who have medical issues such as obesity or high cholesterol from employers who discriminate against them.<\/p>\n<h4>Union and Concerted Activity<\/h4>\n<p>Under the National Labor Relations Act, it is illegal for your employer to discriminate against you because you are in a union, because you support a union, or because you are joining with your coworkers to improve your working conditions, even if you are not in a union. Please see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\">Chapter 5<\/a> for more information.<\/p>\n<h4>Criminal Background<\/h4>\n<p>Washington\u2019s Fair Chance Act protects job applicants with a criminal record so they may fairly compete for job opportunities for which they are otherwise qualified. It covers job advertising, applications and hiring processes. It covers most employers, with exceptions for unsupervised access to vulnerable persons; law enforcement or criminal justice agencies; financial institutions, or employers who are permitted or required by law to ask about an applicant\u2019s criminal record for employment purposes; or employers seeking non-employee volunteers.See the Attorney General\u2019s information page on the Washington Fair Chance Act (<a href=\"https:\/\/www.atg.wa.gov\/fair-chance-act\">https:\/\/www.atg.wa.gov\/fair-chance-act<\/a>).<\/p>\n<p>Seattle has a Fair Chance Employment Ordinance similar to the state law, making it illegal for most employers in Seattle to advertise jobs that keep out applicants with a criminal history, ask criminal history questions or perform criminal background checks during the initial part of the hiring process. If you have already been hired and your employer performs a background check s\/he cannot take actions against you (fire, demote, etc.) because of a criminal background unless s\/he allows you to explain or correct the criminal history information, and s\/he can prove that there is a good business reason for their action. The law does not apply to jobs with unsupervised access to children under 16, individuals with developmental disabilities or vulnerable adults. For more information, visit the Seattle Office of Labor Standards (<a href=\"http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment\">http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment<\/a>.<\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;3.2 N\u1ebfu t\u00f4i b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed th\u00ec sao?&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.2 What if I have Experienced Discrimination?&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;1682&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">If you think your rights have been violated, keep track of what happened and when\u2014you will need that information later!<\/span><\/p>\n<p><b>Step 1: Report it to your employer. <\/b><span style=\"font-weight: 400;\">Unless your employer is the one who is harassing you, you must report harassment to your employer and give them a chance to fix the problem before filing a complaint. Many workplaces have an employee assigned to handle these issues, sometimes called an \u201cEEO Officer\u201d or Human Resources staff. If you are a union member, you can report the harassment to your union representative or steward.<\/span><\/p>\n<p><b>Step 2: Report it to a government agency. <\/b><span style=\"font-weight: 400;\">Any worker who believes that his or her employment rights have been violated may file a discrimination charge.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you think you have been illegally discriminated against, contact a government agency as soon as possible. Pay attention to timelines. Under most discrimination laws, you have only 6 months to one year after the act of discrimination to file a claim.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">FAQs<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">If I Report Discrimination, Can My Employer Fire Me?<\/span><\/h5>\n<p><b>It is against the law for an employer to retaliate against you for filing a discrimination charge, participating in an investigation, or opposing discriminatory practices!<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Retaliation means punishing employees because they reported (or helped report) a violation to the employer or the government, or cooperated with an investigation. If your employer fires, demotes, fails to promote, or takes other negative action that affects your job, it may be illegal retaliation. It is also illegal for your employer to encourage or allow coworkers to retaliate against you.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Where Do I File A Claim?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">You can file a discrimination claim with the local, state or federal agencies described below. Before filing a complaint, you may want to check with each agency to see how quickly they process claims and what help they provide. Not all agencies provide the same solutions, or cover the same laws. Knowing what an agency can offer may help you determine which one is best for your needs. Getting advice from a lawyer about your legal options may also be helpful.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To protect your right to go to court, you should always file a complaint with the federal EEOC or the Washington Human Rights Commission, even if you also file with the city or county.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For discrimination based on union activity or support, file a complaint with the National Labor Relations Board.\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">What If I Am A Public Employee?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">If you are a public employee, you must first file a complaint with the level of government employing you. For example, if you are a City of Seattle employee, you must file with the Seattle Office for Civil Rights, not the County. Similarly, if you are a federal employee, you must file with the federal EEOC, not with Washington State.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;3.3 Ti\u00eau \u0111i\u1ec3m &#8211; Qu\u1ea5y r\u1ed1i ho\u1eb7c t\u1ea5n c\u00f4ng t\u00ecnh d\u1ee5c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.3 Spotlight &#8211; Sexual Harassment or Assault&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;1684&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Washington\u2019s Attorney General defines two types of illegal sexual harassment: hostile work environment and quid pro quo harassment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A<em> hostile work environment<\/em> is when it is difficult or unsafe for you to do your job because of your gender.\u00a0 This can include unwelcome, sexually suggestive or gender based comments or jokes; unwelcome and repeated requests for dates; offensive gestures; inappropriate touching; or display of pornographic materials. It is illegal harassment if these actions are severe and ongoing and\/or are part of a pattern of other discriminatory .<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><em>Quid pro quo<\/em> sexual harassment is when a manager, supervisor or other employee above you asks you for sexual favors in return for employment benefits such as promotion, salary increase, career development opportunities, special projects, or other benefits related to your job. This may be harassment, even if you agree to it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you observe another employee being harassed, or experience harassment yourself, you should document the incident(s) including the date, time and names of witnesses, and do one or more of the following:\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Communicate to the harasser or their supervisor that the offensive behavior is unwelcome.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Immediately report the incident(s) to management or the human resources department, or your union representative.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report the harassment to these government agencies:\u00a0<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Washington Attorney General\u2019s Office, <\/span><a href=\"http:\/\/www.atg.wa.gov\/have-civil-rights-complaint\"><span style=\"font-weight: 400;\">www.atg.wa.gov\/have-civil-rights-complaint<\/span><\/a><span style=\"font-weight: 400;\">\u00a0 or call 1-800-551-4636\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Washington State Human Rights Commission, <a href=\"http:\/\/www.hum.wa.gov\/discrimination-complaint\">www.hum.wa.gov\/discrimination-complaint\u00a0<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">U.S. Equal Employment Opportunity Commission, <a href=\"http:\/\/www.eeoc.gov\/employees\/charge.cfm\">www.eeoc.gov\/employees\/charge.cfm<\/a><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your employer could be legally liable for the harassment if they fail to: provide employees experiencing harassment with procedures on how to file a complaint; promptly and thoroughly investigate the complaint; and take prompt and effective action to eliminate further sexual harassment in the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learn more at: <\/span><a href=\"https:\/\/www.atg.wa.gov\/sexual-harassment-law\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/sexual-harassment-law<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Sexual Assault is defined by the Rape Abuse &amp; Incest National Network (RAINN) as &#8220;sexual contact or behavior that occurs without explicit consent of the victim.&#8221; It can include rape or attempted rape, fondling or unwanted sexual touching, or forcing a victim to perform sexual acts. Sexual assault does not necessarily involve physical force; perpetrators may use emotional and psychological coercion, or manipulation, to force a victim into non-consensual sex.\u00a0 In addition to reporting sexual assault to the government agencies listed above, criminal charges can also be filed with the local police.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learn more about how to identify and respond to sexual harassment or assault at:\u00a0 <\/span><a href=\"http:\/\/www.workingwa.org\/sexual-harassment-resources\"><span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/sexual-harassment-resources<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">FAQs: Sexual Harassment<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">If I am sexually assaulted at work, what are my rights to paid medical care?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Employers are required by OSHA to provide a safe work environment for their employees. Workers\u2019 compensation laws require employers to pay for injuries suffered by an employee on the job. Learn more about workers\u2019 comp in <\/span><span style=\"font-weight: 400;\">Chapter 4: Your Right to a Safe Workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, Washington\u2019s Crime Victims Compensation Program (CVCP) assists crime victims who suffer bodily injury or severe emotional stress from a crime classified as a gross misdemeanor or felony, and who are providing reasonable cooperation with law enforcement in the investigation and prosecution of the offender. CVCP covers: medical\/dental benefits; lost wages; medication coverage; mental health treatment; grief counseling; and funeral expenses. CVCP is a last payor of benefits, you must use your primary insurance first. To learn more about the compensation program, go to <a href=\"https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/apply-for-crime-victim-benefits\/\">https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/apply-for-crime-victim-benefits\/<\/a><\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;3.4 Quy\u1ec1n l\u00e0m vi\u1ec7c \u0111\u1ed1i v\u1edbi c\u00f4ng d\u00e2n t\u1eebng b\u1ecb giam gi\u1eef\/tr\u1edf v\u1ec1&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.4 Employment Rights for Formerly Incarcerated \/ Returning Citizens&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2480&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<h5><span style=\"font-weight: 400;\">Statewide<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Washington\u2019s <\/span><b>Fair Chance Act<\/b><span style=\"font-weight: 400;\"> protects job applicants with a criminal record so they may fairly compete for job opportunities for which they are otherwise qualified. It covers job advertising, applications and hiring processes. It covers most employers, with exceptions for unsupervised access to vulnerable persons; law enforcement or criminal justice agencies; financial institutions, or employers who are permitted or required by law to ask about an applicant\u2019s criminal record for employment purposes; or employers seeking non-employee volunteers.See the Washington Attorney General\u2019s information page on the Washington Fair Chance Act (<\/span><a href=\"https:\/\/www.atg.wa.gov\/fair-chance-act\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/fair-chance-act<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Seattle<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Seattle has a <\/span><b>Fair Chance Employment<\/b><span style=\"font-weight: 400;\"> Ordinance similar to the state law, making it illegal for most employers in Seattle to advertise jobs that keep out applicants with a criminal history, ask criminal history questions or perform criminal background checks during the initial part of the hiring process. If you have already been hired and your employer performs a background check s\/he cannot take action against you (fire, demote, etc.) because of a criminal background unless s\/he allows you to explain or correct the criminal history information, and s\/he can prove that there is a good business reason for their action. The law does not apply to jobs with unsupervised access to children under 16, individuals with developmental disabilities or vulnerable adults. For more information, visit the\u00a0 Seattle Office of Labor Standards (<\/span><a href=\"http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment\"><span style=\"font-weight: 400;\">http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment<\/span><\/a><span style=\"font-weight: 400;\">). <\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;3.5 B\u1ea3o v\u1ec7 nh\u00e2n vi\u00ean mang thai&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.5 Protections for Pregnant Employees&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2489&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">In 2017, the Washington legislature strengthened civil rights protections for pregnant employees needing accommodations at work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These protections apply to an employee\u2019s pregnancy-related health conditions during pregnancy and after birth, such as the need to breastfeed or express milk. If a pregnant employee works for an employer with 15 employees or more, she has the right to the following accommodations:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Providing frequent, longer, or flexible restroom breaks;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Modifying a no food or drink policy;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Providing seating or allowing the employee to sit more frequently; and<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Refraining from lifting more than 17 pounds.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Employers may not ask for written certification from a healthcare professional for the accommodations in 1\u20134 above.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, a pregnant employee may have rights to other workplace accommodation(s), as long as there is no significant difficulty or expense to the employer.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To learn more about pregnant employees\u2019 rights, or to file a complaint, go to the Attorney General\u2019s Civil Rights Division website: \u00a0 <\/span><a href=\"https:\/\/www.atg.wa.gov\/pregnancy-accommodations\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/pregnancy-accommodations<\/span><\/a><\/p>\n<h5>Pregnancy-Relation Leave Protections<\/h5>\n<p>For pregnancy leaves, the Washington Law Against Discrimination (WLAD) provides disability leave and job protections if you work for an employer with 8 or more employees. View the text of Washington&#8217;s pregnancy discrimination law here: <a href=\"https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020\">https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020<\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;3.6 Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed c\u00f4ng b\u1eb1ng v\u1ec1 gi\u1edbi v\u00e0 l\u01b0\u01a1ng trong vi\u1ec7c l\u00e0m&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;3.6 Gender and Pay Equity Employment Discrimination&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2494&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p style=\"margin: 11.25pt 0in 11.25pt 0in;\"><span style=\"font-weight: 400;\">Washington&#8217;s\u00a0 Equal Pay and Opportunities Act (<a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Flnks.gd%2Fl%2FeyJhbGciOiJIUzI1NiJ9.eyJidWxsZXRpbl9saW5rX2lkIjoxMDEsInVyaSI6ImJwMjpjbGljayIsImJ1bGxldGluX2lkIjoiMjAyMTA4MjYuNDUwODA2NTEiLCJ1cmwiOiJodHRwczovL2FwcC5sZWcud2EuZ292L3Jjdy9kZWZhdWx0LmFzcHg_Y2l0ZT00OS41OCZ1dG1fbWVkaXVtPWVtYWlsJnV0bV9zb3VyY2U9Z292ZGVsaXZlcnkifQ.BI_li9cc0TbQandAUBbvwIxRMUL3hCzb3JA9rcQlQ2Q%2Fs%2F913701501%2Fbr%2F111464701753-l&amp;data=04%7C01%7C%7C25b14b257d6a41b016ae08d968a69323%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637655887092205412%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&amp;sdata=HdTAL0lZv8p%2B4EozhiWmoi%2B5RBoN%2FHy5nG%2FWdhDeick%3D&amp;reserved=0\">RCW 49.58<\/a>), prohibits gender pay discrimination and provides tools to promote gender pay equity for both employees and applicants.<br \/><\/span><\/p>\n<p>Employees:<\/p>\n<ul>\n<li>Employers must provide equal compensation to \u201csimilarly employed\u201d workers except for some specific reasons not related to gender.<\/li>\n<li>Equal career advancement opportunities: Employers must not limit or prevent career advancement opportunities to their employees based on gender.<\/li>\n<li>Open wage discussions: Employers cannot prohibit employees from discussing their wages with others or require employees to sign agreements that prevent wage discussions.<\/li>\n<li>Current employees who are offered an internal transfer, a new position or a promotion must now be shown the new job&#8217;s wage scale or salary range if they request it.<\/li>\n<li>If no wage scale or salary range exists, the employer must show the employee &#8220;the minimum wage or salary expectation&#8221; that was set before the job was posted or a transfer or promotion was offered.<\/li>\n<li>Employers cannot retaliate or discriminate, including terminating an employee, for exercising any of their protected rights under this law.<\/li>\n<\/ul>\n<p>Job Applicants<\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Employers cannot request an applicant\u2019s wage or salary history, except under certain circumstances.<br \/><\/span><\/li>\n<li>Employers with 15 or more employees must include in a job posting a wage scale or salary range along with a general description of all benefits and other compensation.<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">L&amp;I is tasked with enforcing the law and can accept complaints from employees and job applicants. To file a complaint, or for more information, go to <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/index\"><span style=\"font-weight: 400;\">https\/\/Lni.wa.gov\/workers-rights\/workplace-complaints\/index<\/span><\/a><span style=\"font-weight: 400;\">. More info about job posting requirements: <a href=\"https:\/\/lni.wa.gov\/forms-publications\/F700-225-000.pdf\">https:\/\/lni.wa.gov\/forms-publications\/F700-225-000.pdf<\/a>. For additional information, contact L&amp;I\u2019s Employment Standards Program at 1-866-219-7321.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner _builder_version=&#8221;4.16&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-be-safe-at-work&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 4: Your Right to a Safe Workplace&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Ch\u01b0\u01a1ng 4: Quy\u1ec1n c\u1ee7a b\u1ea1n c\u00f3 m\u1ed9t n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n<\/strong><\/h2>\n<p><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng n\u00e0y \u0111\u1ec1 c\u1eadp \u0111\u1ebfn c\u00e1c v\u1ea5n \u0111\u1ec1 an to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c, tr\u00e1ch nhi\u1ec7m v\u1ec1 an to\u00e0n c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u00e0 nh\u00e2n vi\u00ean c\u0169ng nh\u01b0 c\u00e1ch th\u1ef1c thi an to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c.<\/span><\/i>[\/et_pb_text][et_pb_toggle title=&#8221;4.1 Tr\u00e1ch nhi\u1ec7m c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u00e0 nh\u00e2n vi\u00ean&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.1 Employer and Employee Responsibilities&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2506&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">All workers have the right to a safe workplace, free from avoidable dangers that can cause injury or disease. Government agencies and labor unions work to enforce state and federal laws that help make your workplace safe.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Your employer must:\u00a0\u00a0<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide a safe and healthy workplace and follow all safety and health rules.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Begin and maintain an accident-prevention program. Both employers and workers must be involved in designing the program. The program should meet the particular needs of your workplace.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ban alcohol and narcotics from the workplace.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Prevent workers from using tools and equipment that are not safe.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Control chemicals.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Protect workers from the dangers of &#8220;biological agents&#8221; such as animals or animal waste, body fluids, biological agents in medical research labs (like bacteria), and mold or mildew.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Post the Job Safety and Health Law employer responsibility and worker rights notice (the WISHA poster), and safety violation citations and notices.<br \/><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide training about job health and safety.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep records of all job-related accidents<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.Hold either regular safety meetings or create an ongoing safety committee (see details below)\u00a0<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">You must:\u00a0<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Read the WISHA poster.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Follow your employer&#8217;s safety and health rules and wear or use all required gear and equipment.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Coordinate and cooperate with other workers in order to avoid accidents.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report dangerous conditions to a supervisor or safety committee.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report any dangerous condition that isn&#8217;t being fixed, in writing, to the Department of Occupational Safety and Health (DOSH)(see below).\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report any job-related injuries or illnesses to your employer and promptly seek treatment.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Cooperate with government inspectors.<\/span><\/li>\n<\/ul>\n<p>Safety Committees and Safety Meetings:<\/p>\n<p>Under state law, most workplaces must have either regular monthly safety meetings of all employees, or if your employer has eleven or more people working at the same time and the same location, it must set up a workplace safety committee that includes employee representatives and holds regular monthly meetings. See L&amp;I\u2019s page on safety committees: <a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Flni.wa.gov%2Fsafety-health%2Fpreventing-injuries-illnesses%2Fcreate-a-safety-program%2Fsafety-meetings-and-committees&amp;data=02%7C01%7C%7Cc42205e8e8364d88151508d83d625a8f%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637326839914171682&amp;sdata=V%2F7HEjU%2FyyIJia8fn5wBMz8PWTSrHEqLzA62Oy72sj8%3D&amp;reserved=0\">https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/create-a-safety-program\/safety-meetings-and-committees<\/a>. Agriculture and construction have different rules\u2014see information on those rules in Section 4.4.<\/p>\n<p>&nbsp;<\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.2 C\u01a1 quan Th\u1ef1c thi An to\u00e0n\/S\u1ee9c kh\u1ecfe  &#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.2 Safety\/Health Enforcement Agencies &#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2520&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">A range of state and federal laws are aimed at protecting worker health and safety. The following agencies can help if there is a health or safety problem at your workplace:<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Labor &amp; Industries Division of Occupational Safety and Health (DOSH)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/uploads\/2019\/07\/image11-300x130.png\" width=\"300\" height=\"130\" alt=\"\" class=\"wp-image-833 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" srcset=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image11-300x130.png 300w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image11.png 315w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>DOSH interprets and enforces state laws on workplace health and safety, and provides education and training. DOSH offers information on core health and safety rules in the workplace, as well as job-specific health and safety rules. DOSH representatives may visit a workplace to inspect unsafe working conditions in response to complaints. DOSH inspectors will look for unsafe machinery, electrical equipment, chemicals, gases or other hazards. The toll-free number for health and safety assistance at L&amp;I\/DOSH is 1 (800) 4BE-SAFE. L&amp;I complaint procedures are listed at the end of this chapter.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Occupational Safety &amp; Health Administration (OSHA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">OSHA is the federal government agency that creates workplace health and safety rules. It is a good place to turn if Washington State laws do not cover your particular issue. OSHA contact information is listed in the Resources chapter at the end of this manual.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.3 Y\u00eau c\u1ea7u chung v\u1ec1 an to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.3 General Workplace Safety Requirements&#8221; _builder_version=&#8221;4.23.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2523&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-840 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image21-300x168.png\" alt=\"\" width=\"300\" height=\"168\" srcset=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image21-300x168.png 300w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image21.png 384w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>First Aid Kits<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">All Washington businesses are required to have a first aid kit that is easily accessible to all employees at every worksite.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Ergonomics<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ergonomics is the science studying how people sit, stand or interact with desks or machines. Sitting, standing or stooping for long periods of time can cause serious injury sometimes called \u201crepetitive stress injuries.\u201d For more information on preventing repetitive stress and ergonomics health problems, visit: <a href=\"https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/sprains-strains\/ergonomics-process\">https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/sprains-strains\/ergonomics-process<\/a><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Hazardous Substances<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The Worker Right-to-Know law states that your employer must tell you about dangerous chemicals used in your work area and train you in their proper use. When you start your job and when new hazards come into your workplace, your employer must offer detailed information about the chemicals. For information on Worker Right-to-Know laws, contact DOSH or OSHA.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Heat and Water \u2013 Outdoor Heat Exposure Rules<\/span><\/h4>\n<\/li>\n<\/ul>\n<p>Whenever workers are exposed to outdoor heat (52\u00b0F when wearing non-breathable clothing and 80\u00b0F when wearing all other clothing), the employer must:<\/p>\n<ul>\n<li>Provide both a sufficient amount of cool drinking water to employees along with opportunities to drink the water.<\/li>\n<li>Provide adequate shade (or alternative cooling methods) at all times, to allow for access to prevent or respond to heat illness.<\/li>\n<li>Encourage and allow workers to take paid, preventative cool down rest periods so they don\u2019t overheat. When temperatures are 90\u00b0F or hotter, require workers to take additional paid, cool down rest periods of at least 10 minutes every 2 hours. Longer and more frequent breaks are indicated when temperatures continue to rise to 100\u00b0F.<\/li>\n<li>Closely observe employees not acclimatized to the heat, including new employees, those returning from absences, and all workers during a heat wave.<\/li>\n<li>Have emergency procedures to respond appropriately to any employee with symptoms of heat-related illness.<\/li>\n<li>Make sure supervisors and employees always have a way to communicate with each other so they can promptly report heat illness and get medical assistance.<\/li>\n<\/ul>\n<p>See the Department of Labor and Industries Permanent Changes to Outdoor Heat Exposure <a href=\"https:\/\/www.lni.wa.gov\/forms-publications\/F417-300-000.pdf\">fact sheet<\/a> for more information along with the<a href=\"https:\/\/www.lni.wa.gov\/rulemaking-activity\/AO21-33\/2133Adoption.pdf\"> complete rule text<\/a>.<\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Heat and Air Quality \u2013 Working Inside<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your employer must provide reasonable air quality that doesn\u2019t make you sick. Restaurants and warehouses, for example, must be air-conditioned or ventilated to be safe (usually 90\u00b0 F or cooler). Your employer must also ensure that chemicals released from new carpeting or other materials in the workplace won\u2019t make you sick. If you notice something that could be toxic, report it to your employer and DOSH. For more information, visit: <a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/offices\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/offices<\/a><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Transportation<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If your employer provides transportation to the job site, the vehicle must be safe, insured, and meet government standards. The number of people in a vehicle, often determined by how many seat belts are available, must be reasonable and safe.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Excessive Overtime<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your employer may have to pay you extra for overtime hours depending on your industry (see: Chapter 1: Your Right to be Paid). There is no legal limit to how much overtime your employer can make you work. But, if mandatory overtime is seriously harming your health or safety, you can ask for an L&amp;I investigation.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Fall Hazards<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Washington State requires employers to protect all workers from falls. Your employer must provide training, prevention and equipment based on the work you do. For more information, download this L&amp;I brochure: English\u00a0 <\/span><a href=\"https:\/\/lni.wa.gov\/forms-publications\/f414-154-000.pdf\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/forms-publications\/f414-154-000.pdf<\/span><\/a> Spanish <a href=\"https:\/\/lni.wa.gov\/forms-publications\/f414-154-999.pdf\">https:\/\/lni.wa.gov\/forms-publications\/f414-154-999.pdf<\/a><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Lock Out\/Tag Out Rule<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">&#8220;Lockout&#8221; devices, such as combination locks, must be placed on equipment or machinery that could be dangerous if accidentally started up. Your employer should only give the combination to workers that are trained to start and stop the machine. A tag or other eye-catching warning devices should also be put on the machine to show that it may not be operated until the &#8220;tag out&#8221; device is removed.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Breaks and Meals\u00a0<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You are entitled to regular breaks and meal periods at your workplace. Your employer cannot set unreasonable restrictions on bathroom use. <\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.4 Quy t\u1eafc an to\u00e0n \u0111\u1eb7c bi\u1ec7t cho m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c\/ng\u00e0nh c\u00f4ng nghi\u1ec7p&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.4 Special Safety Rules for Some Jobs\/Industries&#8221; _builder_version=&#8221;4.19.2&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2538&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span class=\"TextRun SCXW98810619 BCX9\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW98810619 BCX9\">Adult Entertain<\/span><span class=\"NormalTextRun SCXW98810619 BCX9\">ment<\/span><\/span><span class=\"EOP SCXW98810619 BCX9\" data-ccp-props=\"{}\">\u00a0<\/span><\/h4>\n<p><span data-contrast=\"auto\">All adult entertainment businesses must have an accident prevention program in place that is discussed at workplace meetings which entertainers can attend. In larger workplaces with 11 or more people working at the same time entertainers have the right to pick their own representatives at these meetings separately from supervisors or owners.<\/span><\/p>\n<p><span data-contrast=\"auto\">The businesses\u2019 accident prevention program must include:<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/p>\n<ul>\n<li><span data-contrast=\"auto\">Panic buttons: locations and how to use. The panic buttons must be in any room entertainers go alone with a customer, bathrooms, and dressing rooms. The alarm should be silent (see rule for exceptions) and alert a designated responder your location when you activate the alarm. The alarm system must be tested at least annually or more if recommended by the manufacturer, and the business must keep records of all testing, maintenance, problems, and repairs.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"auto\">Dangerous customers: how to report them to the complaint log\/blocklist. All businesses must keep records of all accusations that a customer has acted violently including assault, sexual assault, and sexual harassment. If an entertainer provides a statement against the customer supporting their claim, the customer must be banned for at least 3 years. Entertainers cannot be required to give statements \u2013 they are voluntary. Information about dangerous customers including names and descriptions must be kept in records and shared with any other adult entertainment businesses under common ownership.<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"auto\">Information on how entertainers can report other unsafe work situations<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"auto\">How to use and care for personal protective equipment (PPE)<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<li><span data-contrast=\"auto\">What to do in an emergency including how to leave the workplace<\/span><span data-ccp-props=\"{}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"auto\">Other workplace safety requirements also apply in adult entertainment workplaces including late night retail worker crime prevention protections as well as general workplace safety protections described in <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#4__002e3-_general-_workplace-_safety-_requirements1\">Chapter 4.3<\/a>.<\/span><\/p>\n<h4>Agricultural Work<\/h4>\n<p><span style=\"font-weight: 400;\">Agricultural work includes farming and ranching. Your employer must ensure that climbing or lifting to plant, maintain or harvest crops, or working with animals is done safely. In addition, there are rules regarding sanitation, safe drinking water, pesticides and insecticides, wildfire smoke, and the availability of medical care.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-837 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image15-300x202.jpg\" alt=\"\" width=\"300\" height=\"202\" srcset=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image15-300x202.jpg 300w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image15-768x518.jpg 768w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image15-1024x691.jpg 1024w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image15-1080x729.jpg 1080w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image15.jpg 1999w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>If you have housing at the farm where you work, your employer also has to make sure that living conditions are safe. There are different sets of rules for working and living conditions. If you have internet access you can also see all safety rules here:<a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/agriculture\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/agriculture<\/a> <\/span><\/p>\n<p><span style=\"font-weight: 400;\">For help with agriculture workplace pesticide issues, contact the WA Dept. of Agriculture Pesticide Management Division at <\/span><b>(877) 301-4555<\/b><span style=\"font-weight: 400;\"> or visit their website:<\/span><\/p>\n<h4>Construction Work<\/h4>\n<p>Construction sites are dangerous workplaces, so there are lots of rules and regulation to follow. Employees must be properly trained to operate equipment and machinery; equipment must comply with safety standards, often requiring safety guards and warning labels; and proper clothing and protective equipment must be worn and in some cases, provided by the employer.<\/p>\n<p>Washington courts have ruled that general contractors have a duty to ensure safety for \u201cevery employee on the jobsite,\u201d not just its own employees. This includes subcontractors and independent contractors.<\/p>\n<p>Information on health and safety topics for construction sites can be found online at: <a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/?chapter=155\">https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/?chapter=155<\/a><\/p>\n<h4>Raising the Bar! &#8211; Isolated Worker Protections for Janitors, Guards and Hotel Workers<\/h4>\n<p>Washington now provides protections for isolated workers. An isolated worker can be a <strong>janitor, security guard, hotel or motel housekeeper or room service attendant<\/strong> who spends a majority of their working hours alone without another coworker present. Employers in these industries\u00a0must take required precautions to prevent sexual harassment and assault. Under <a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=49.60.515\">RCW 49.60.515<\/a>, hotels, motels, retail employers, security guard entities, and property services contractors must:<\/p>\n<ul>\n<li>Adopt a sexual harassment policy.<\/li>\n<li>Provide training to managers, supervisors, and employees to prevent sexual harassment, assault, and discrimination, and protections for employees who report law violations.<\/li>\n<li>Provide a list of resources for employees to report harassment and assault.<\/li>\n<li>Provide a panic button to certain workers.<\/li>\n<\/ul>\n<h4>Additional Seattle Protections for Hotel Workers<\/h4>\n<p>Seattle&#8217;s new hotel worker protection rules cover harassment by guests, limits on workloads, health insurance and job retention.<\/p>\n<p><strong>The Hotel Employees Safety Protections Ordinance<\/strong> This law requires covered employers to take measures to prevent, address, and respond to guest conduct that is &#8220;violent or harassing,&#8221; which is defined as assault, harassment, non-consensual sexual contact, and indecent exposure. The law covers all hotels with at least 60 rooms. For more info: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance<\/a><br \/><strong>The Protecting Hotel Employees from Injury Ordinance<\/strong> \u2013 This law limits the workload of hourly employees who clean the guest rooms of a covered hotel or motel to prevent injuries for hotels with at least 100 rooms. For more info: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance<\/a><br \/><strong>The Improving Access to Medical Care for Hotel Employees Ordinance<\/strong> &#8211; The law requires covered employers to make monthly healthcare expenditures to, or on behalf of, covered employees to increase their access to medical care for hotels with at least 100 rooms. For more info:<a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/improving-access-to-medical-care-for-hotel-employees-ordinance\"> https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/improving-access-to-medical-care-for-hotel-employees-ordinance<\/a><br \/><strong>The Hotel Employees Job Retention Ordinance<\/strong> &#8211; This law requires covered employers to provide advanced notice to covered employees of changes in ownership and requires the incoming employer to retain covered employees for a certain time after the change in ownership. For more info:<a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/hotel-employees-job-retention-ordinance\"> https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/hotel-employees-job-retention-ordinance<\/a><\/p>\n<h4>Restaurant Work<\/h4>\n<p><span style=\"font-weight: 400;\">Restaurants contain potential hazards such as hot surfaces, sharp objects, dangerous kitchen equipment, flammable oils and slippery floors. Your employer must set up an <\/span><b>accident prevention program (APP) <\/b><span style=\"font-weight: 400;\">with employee representatives and follow it to make sure that your working conditions are as safe as possible. Your employer is required to tell you about all potentially dangerous equipment and ensure you are trained to competently use the equipment. In some cases, your employer must provide Personal Protective Equipment, such as gloves or masks. Your employer must also do a daily safety check of work areas to make sure there are no new hazards, and make sure employees are following safety rules. For more information on the safety and health rules for restaurants, see: <\/span><a href=\"http:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/restaurants\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/restaurantss<\/span><\/a><\/p>\n<h4>Temporary Work<\/h4>\n<p>In 2021, the Washington Legislature passed a new law on safety for temp workers. Both temp agencies and worksite employers have a joint responsibility to provide a safe workplace free of recognized hazards. Temp agencies are required to:<\/p>\n<ul>\n<li>inquire about <span dir=\"ltr\"> safety conditions, workers tasks, and the <\/span><span dir=\"ltr\">worksite employer&#8217;s safety program before assigning workers; <\/span><\/li>\n<li><span dir=\"ltr\">provide safety training for hazards the worker is likely to face at the worksite in the preferred language of the employee, and at no expense to the employee. <\/span><\/li>\n<\/ul>\n<p><span dir=\"ltr\">Employers using temp employees must:<\/span><\/p>\n<ul>\n<li><span dir=\"ltr\">document and inform temp agencies of hazards; <\/span><\/li>\n<li><span dir=\"ltr\">provide any specialized safety training necessary; <\/span><\/li>\n<li><span dir=\"ltr\">maintain records of training;<br \/><\/span><\/li>\n<li>Inform workers and temp agencies of any safety changes related to new tasks and provide appropriate training;<\/li>\n<li><span dir=\"ltr\"> An employee may refuse a new job task <\/span><span dir=\"ltr\"> if they have not been given<\/span><span dir=\"ltr\"> appropriate training to do the new task.<\/span><\/li>\n<\/ul>\n<h4>Other Kinds of Work<\/h4>\n<p><span style=\"font-weight: 400;\">Retail workers face the special safety concern of potential robbery. Office workers encounter ergonomics health issues. Health care workers face blood-borne dangers and exposure to dangerous chemicals. In addition, health care, transportation other specialized workers sometimes have limitations on work hours to ensure sufficient rest between shifts. Many workplaces also have rules concerning safe ventilation, lighting, safe entries and exits, fire hazards, crime and workplace violence. For more information on these issues visit the L&amp;I\/DOSH website: <\/span><a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/<\/span><\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.5. Vi-r\u00fat Corona, B\u1ec7nh l\u00e2y truy\u1ec1n qua \u0111\u01b0\u1eddng kh\u00f4ng kh\u00ed v\u00e0 An to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.5 Coronavirus and Safety&#8221; _builder_version=&#8221;4.23.1&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2625&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>A. Taking Steps to Prevent Infection<\/h4>\n<p><strong>COVID Free Workplace<\/strong>\u00a0\u2013\u00a0Employers\u00a0must\u00a0keep workers who have\u00a0COVID\u00a0or\u00a0are symptomatic out of the workplace for at least five days. As an alternative employers can\u00a0keep infected employees at work but must take\u00a0safety precautions like requiring the infected worker be masked,\u00a0keeping\u00a0them out of common\u00a0workspaces\u00a0for the first five days\u00a0of infection, physical\u00a0distancing\u00a0and\u00a0increased\u00a0ventilation.<\/p>\n<p><strong>Education<\/strong>\u00a0\u2013\u00a0Employers\u00a0must\u00a0educate workers about\u00a0COVID\u00a0and how to prevent transmission in the language workers understand best.<\/p>\n<p><strong>Prevention\u00a0<\/strong>\u2013 All\u00a0employers\u00a0are required to\u00a0assess COVID dangers in the workplace and address this in the company\u2019s safety program.\u00a0Part of this program must include providing hand washing facilities, supplies and to regularly clean and sanitize surfaces.<\/p>\n<p><strong>Masks<\/strong>\u00a0\u2013\u00a0Workers are allowed to provide and use their own respirators if it doesn\u2019t create a safety or security issue. Appropriate, fit-tested and NIOSH-approved respirators are still required for healthcare workers working near someone known or suspected to have COVID-19 or anytime the employer requires use of a respirator.<\/p>\n<h4>B. When Infection\/Outbreaks Strike<\/h4>\n<p><strong>Right to Vaccinate and Seek Treatment<\/strong>\u00a0\u2013 Businesses can\u2019t punish workers who take time off to get vaccinated or seek treatment for COVID-19. For more about your right to take care of yourself and your family, see Chapter 2.<\/p>\n<p><strong>Compensation\u00a0<\/strong>&#8211;\u00a0Frontline workers who contract COVID\u00a0or whose workplaces are shut down because of a COVID outbreak may be able to use a combination of sick leave, unemployment insurance and paid family and medical leave depending on the specifics.<\/p>\n<p><strong>Record Keeping<\/strong> \u2013 Employers must keep a log of all work-related COVID-19 cases and other outcomes and notify the Department of Safety and Health (DOSH) of any hospitalizations or fatalities.<\/p>\n<h4>C. Get Support<\/h4>\n<p><span class=\"TextRun MacChromeBold SCXW252904341 BCX9\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><strong><span class=\"NormalTextRun CommentStart SCXW252904341 BCX9\">30 to 90<\/span><span class=\"NormalTextRun SCXW252904341 BCX9\"> Days to File a Complaint <\/span><\/strong><span class=\"NormalTextRun SCXW252904341 BCX9\">\u2013<\/span> <\/span><span class=\"TextRun SCXW252904341 BCX9\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW252904341 BCX9\">Workers must file a safety <\/span><span class=\"NormalTextRun SCXW252904341 BCX9\">and health discrimination <\/span><span class=\"NormalTextRun SCXW252904341 BCX9\">complaint with <\/span><span class=\"NormalTextRun SCXW252904341 BCX9\">L&amp;I DOSH<\/span><span class=\"NormalTextRun SCXW252904341 BCX9\"> (state safety agency)<\/span> <span class=\"NormalTextRun SCXW252904341 BCX9\">within <\/span><span class=\"NormalTextRun AdvancedProofingIssueV2Themed SCXW252904341 BCX9\">9<\/span><span class=\"NormalTextRun AdvancedProofingIssueV2Themed SCXW252904341 BCX9\">0 days and 30 days for the federal agency (OSHA)<\/span><span class=\"NormalTextRun SCXW252904341 BCX9\">. See resources below for how to <\/span><span class=\"NormalTextRun SCXW252904341 BCX9\">contact L&amp;I DOSH or OSHA.<\/span><\/span><\/p>\n<p><strong>Protection from Retaliation for Filing Complaints<\/strong> &#8211; An employer cannot fire or discriminate against an employee for filing a Coronavirus (or any other) safety-related complaint or testifying against the employer in a safety case. Prohibited discrimination includes an action that would deter a reasonable employee from exercising their legal rights to a safe workplace. This protection includes the right to have their job or an equivalent job restored, back wages, and fines against the employer.<\/p>\n<p><strong>Check your union contract and\/or return to work agreement<\/strong> \u2013 If you have a union in your workplace, check your union contract and any return-to-work agreement for additional health and safety rights. State and Federal Law are a \u201cfloor\u201d below which employers can\u2019t go, and many of our unions have won significant health and safety rights beyond what is provided by the law.<\/p>\n<h4>D. More Information<\/h4>\n<p>L&amp;I Basic COVID-19 Requirements for All Workplaces (April 12, 2023) <a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/coronavirus\/requirements-and-guidance-for-preventing-covid-19\">English<\/a> \/\/ <a href=\"https:\/\/www.lni.wa.gov\/forms-publications\/F414-164-999.pdf\">Spanish<\/a><\/p>\n<p><a href=\"https:\/\/lni.wa.gov\/agency\/outreach\/coronavirus-outbreak-covid-19-resources-other-languages\">Coronavirus (COVID-19) Information in 36 Languages<\/a> (WA State Department of Labor &amp; Industries)<\/p>\n<p>Paid Sick Leave and Coronavirus (COVID-19) Common Questions <a href=\"https:\/\/lni.wa.gov\/agency\/outreach\/paid-sick-leave-and-coronavirus-covid-19-common-questions\">https:\/\/lni.wa.gov\/agency\/outreach\/paid-sick-leave-and-coronavirus-covid-19-common-questions<\/a><\/p>\n<p>COVID-19 information for workers (WA State Employment Security Department) <a href=\"https:\/\/esd.wa.gov\/newsroom\/covid-19-worker-information\">https:\/\/esd.wa.gov\/newsroom\/covid-19-worker-information<\/a> (available in Spanish by clicking through on the link and selecting the language)<\/p>\n<p>Advocating for COVID safety at your workplace? Check out the MAD+ policy guide (Masks, Air, Distance and more): <a href=\"https:\/\/georgetown.southseattle.edu\/sites\/georgetown.southseattle.edu\/files\/inline-files\/M.A.D.%2B%2BPolicy%2BGuide.pdf\">English <\/a>\/\/ <a href=\"https:\/\/georgetown.southseattle.edu\/sites\/georgetown.southseattle.edu\/files\/inline-files\/M.A.D.%2B%2Ben%2Bespan%CC%83ol.pdf\">Spanish<\/a><\/p>\n<p>Special rules for healthcare workers: The federal government (OSHA) issued a Healthcare Emergency Temporary Standard (ETS) that provides additional protections to healthcare workers: <a href=\"https:\/\/www.osha.gov\/sites\/default\/files\/publications\/OSHA4124.pdf\">English <\/a>\/\/ <a href=\"https:\/\/www.osha.gov\/sites\/default\/files\/publications\/OSHA4128.pdf\">Spanish<\/a><\/p>\n<h4>E. Resources<\/h4>\n<h4>WA Labor Center Resources:<\/h4>\n<p><strong>Voices of the Pandemic<\/strong> \u2013 In partnership with Remove the Gap Productions, we\u2019ve produced a series of short (3-6 min) videos lifting the voices of Washington workers and advocates through the pandemic. See the series on the <a href=\"https:\/\/georgetown.southseattle.edu\/blog\/voices-pandemic-video-series\">WA Labor Center<\/a> website.<\/p>\n<p><strong>COVID-19 Workers\u2019 Rights Webinars<\/strong> \u2013 This webinar series produced in the Spring of 2020 is meant to inform and educate our communities amidst the pandemic. See the series on the <a href=\"https:\/\/georgetown.southseattle.edu\/blog\/workers-rights-covid-19-era-webinar-series\">WA Labor Center<\/a> website.<\/p>\n<h4>Other COVID-19 Resources<\/h4>\n<p>Washington State Labor Council COVID-19 Resources for Workers website: <a href=\"https:\/\/www.wslc.org\/covid-19\/\">English<\/a> \/\/ <a href=\"https:\/\/www.wslc.org\/recursos-sobre-covid-19-para-los-trabajadores\/\">Spanish <\/a><\/p>\n<p>Help for Working Families: Hardship and Disaster relief. Assistance is not restricted to union members and their families through they are given priority: <a href=\"https:\/\/www.wslc.org\/ffwf\/\">English<\/a> \/\/ <a href=\"https:\/\/www.wslc.org\/recursos-sobre-covid-19-para-los-trabajadores\/\">Spanish<\/a><\/p>\n<p>Washington Department of Health COVID-19 Information: <a href=\"https:\/\/www.doh.wa.gov\/Emergencies\/COVID19\">English<\/a> \/\/ <a href=\"https:\/\/www.doh.wa.gov\/Emergencies\/COVID19\/Spanish\">Spanish<\/a><\/p>\n<p>Washington Department of Health <a href=\"https:\/\/www.doh.wa.gov\/Emergencies\/COVID19\/ResourcesandRecommendations#business\">COVID-19 Resources and Recommendations<\/a>: Includes general and industry-specific guidance, resources and recommendations. Some materials are in multiple languages.<\/p>\n<h4>National Health and Safety Resources<\/h4>\n<p>Natl. Council for Occupational Safety and Health (NCOSH) <a href=\"https:\/\/nationalcosh.org\/resources\">Coronavirus Resources<\/a><\/p>\n<p><a href=\"https:\/\/aflcio.org\/safe-at-work?link_id=0&amp;can_id=dd8914591af5b56b36d05a71d1cb6c3b&amp;source=email-are-you-safe-at-work-22&amp;email_referrer=email_907489&amp;email_subject=are-you-safe-at-work\">Am I Safe at Work<\/a> (AFL-CIO)<\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.6 Qu\u1ea5y r\u1ed1i, b\u1eaft n\u1ea1t v\u00e0 t\u1ea5n c\u00f4ng&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.6 Harassment, Bullying and Assault&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;984&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">Whether you&#8217;re being pressured to have sex with your boss or forced to listen to foul language or slurs, harassment and bullying of all types can create an unsafe, hostile work environment. While federal and state laws are limited in defining illegal behavior, that does not mean what you\u2019re experiencing is acceptable. This section will guide you in understanding your rights and how to navigate hostile workplace environments.<\/span><\/p>\n<p><b>Harassment: <\/b><span style=\"font-weight: 400;\">Under federal and WA state law it is illegal to harass a person in any aspect of employment because of that person\u2019s race, color, ethnicity, gender, religion, sexual orientation, or other legally protected status. Harassment can include slurs, offensive or derogatory remarks about a person\u2019s identity, or the display of offensive symbols. Harassment against someone because of their protected status can be illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim of the harassment being fired or demoted).See the Discrinination section to get a comprehensive list of protected statuses and guidance on how to defend your rights.\u00a0<\/span><\/p>\n<p><b>Workplace bullying<\/b><span style=\"font-weight: 400;\"> typically involves malicious behavior such as deliberate insults, threats, demeaning comments, constant criticism, overbearing supervision, profane outburst, blatant ostracism, being overworked, or simply not communicating with colleagues. More subtle forms of bullying can include withholding or supplying incorrect work-related information, sabotaging projects, passive-aggressive behavior, blocking promotions, providing unclear or contradictory instructions, or requesting unnecessary or menial work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Generally, it is not illegal for your boss to harass you unless it is done for an illegal reason. The law does not require that your boss be nice, kind or fair, only that your boss does not treat you differently because of your age, sex, race, religion, national origin, disability, or other protected status. However, if bullying starts as retaliation against an employee who has reported ethical concerns about the company, the employee may be protected under whistleblower statutes. Workers represented by a union can report the bullying to their Union Representative and seek support in addressing the behavior with workplace management. Learn more about bullying at: <\/span><a href=\"https:\/\/www.workplacefairness.org\/workplace-bullying\"><span style=\"font-weight: 400;\">https:\/\/www.workplacefairness.org\/workplace-bullying<\/span><\/a><\/p>\n<p><b>Assault\/Workplace Violence:<\/b><span style=\"font-weight: 400;\"> If you have experienced sexual assault or physical violence at work, report it immediately to your supervisor and\/or the police, and detail the incident in writing. If you have been threatened at your workplace and your supervisor or employer does not act, or the threat of further violence is serious, report it to the local police. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you feel that you were the victim of violence because your employer violated the general duty to provide a safe workplace, you can file a complaint with OSHA and the WA Department of Labor &amp; Industries. Employers are not automatically liable for violent acts committed by their employees. However, if your employer could have or should have known that one of their employees had violent tendencies, they may be liable for injuries caused by that employee. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Documenting and reporting threatening behavior when it happens will help you in holding your employer accountable if they fail to respond adequately to your concerns. Workers&#8217; compensation laws require employers to pay for injuries suffered by an employee on the job. Furthermore, employers are required by OSHA to provide a safe work environment for their employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Washington\u2019s Crime Victims Compensation Program (CVCP) assists crime victims who suffer bodily injury or severe emotional stress from a crime classified as a gross misdemeanor or felony, and who are providing reasonable cooperation with law enforcement in the investigation and prosecution of the offender. CVCP covers: medical\/dental benefits; lost wages; medication coverage; mental health treatment; grief counseling; and funeral expenses. CVCP is a last payer of benefits, you must use your primary insurance first. To learn more about the compensation program, go to <a href=\"https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/who-can-file-and-what-is-covered\/\">https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/who-can-file-and-what-is-covered\/<\/a><\/span><\/p>\n<p><strong>New for 2020! Workplace Violence Prevention in Health Care Settings<\/strong><\/p>\n<p>Beginning in 2020, Washington health care facilities, including mental health and home health services, must update their violence prevention plans regularly and provide updated training to employees (RCW Chapter 49.19). See the legislative summary here: <a href=\"https:\/\/lawfilesext.leg.wa.gov\/biennium\/2019-20\/Pdf\/Bill%20Reports\/House\/1931-S%20HBR%20FBR%2019.pdf\">https:\/\/lawfilesext.leg.wa.gov\/biennium\/2019-20\/Pdf\/Bill%20Reports\/House\/1931-S%20HBR%20FBR%2019.pdf<\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.7 N\u1ebfu b\u1ea1n ph\u00e1t hi\u1ec7n v\u1ea5n \u0111\u1ec1 v\u1ec1 s\u1ee9c kh\u1ecfe ho\u1eb7c an to\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.7 If You Find a Health or Safety Issue at Work&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2551&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">B\u1ed9 Lao \u0111\u1ed9ng &amp; C\u00f4ng nghi\u1ec7p Ti\u1ec3u bang Washington (L&amp;I), Ban An to\u00e0n v\u00e0 S\u1ee9c kh\u1ecfe Ngh\u1ec1 nghi\u1ec7p (DOSH) ch\u1ecbu tr\u00e1ch nhi\u1ec7m qu\u1ea3n l\u00fd c\u00e1c y\u00eau c\u1ea7u v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng t\u1ea1i Washington.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 1<\/b><\/h5>\n<\/td>\n<td>Nh\u00ecn, ng\u1eedi ho\u1eb7c nghe th\u1ea5y \u0111i\u1ec1u g\u00ec \u0111\u00f3 kh\u00f4ng an to\u00e0n.<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 2<\/b><\/h5>\n<\/td>\n<td>Vi\u1ebft l\u1ea1i nh\u1eefng g\u00ec \u0111\u00e3 x\u1ea3y ra, ng\u00e0y gi\u1edd, ch\u00ednh x\u00e1c \u1edf \u0111\u00e2u v\u00e0 ai c\u00f3 li\u00ean quan. H\u00e3y gi\u1eef h\u1ed3 s\u01a1 n\u00e0y.<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 3<\/b><\/h5>\n<\/td>\n<td>B\u00e1o c\u00e1o m\u1ed1i nguy hi\u1ec3m v\u1ec1 an to\u00e0n cho s\u1ebfp c\u1ee7a b\u1ea1n. (L\u01b0u \u00fd, n\u1ebfu b\u1ea1n kh\u00f4ng tho\u1ea3i m\u00e1i khi n\u00f3i tr\u1ef1c ti\u1ebfp v\u1edbi s\u1ebfp, b\u1ea1n c\u00f3 th\u1ec3 b\u1ecf qua b\u01b0\u1edbc 3-4 v\u00e0 tr\u1ef1c ti\u1ebfp g\u1eedi khi\u1ebfu n\u1ea1i DOSH \u1ea9n danh. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 b\u00e1o c\u00e1o vi\u1ec7c n\u00e0y v\u1edbi c\u00f4ng \u0111o\u00e0n ho\u1eb7c \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n.)<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 4<\/b><\/h5>\n<\/td>\n<td>N\u1ebfu s\u1ebfp kh\u00f4ng kh\u1eafc ph\u1ee5c \u0111\u01b0\u1ee3c s\u1ef1 c\u1ed1, b\u1ea1n c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i l\u00e0m c\u00f4ng vi\u1ec7c kh\u00f4ng an to\u00e0n nh\u01b0ng ph\u1ea3i \u1edf l\u1ea1i l\u00e0m vi\u1ec7c. N\u1ebfu b\u1ea1n t\u1eeb ch\u1ed1i l\u00e0m c\u00f4ng vi\u1ec7c kh\u00f4ng an to\u00e0n, h\u00e3y n\u00f3i v\u1edbi s\u1ebfp r\u1eb1ng b\u1ea1n \u0111\u1ecbnh b\u00e1o c\u00e1o h\u00e0nh vi vi ph\u1ea1m.<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 5<\/b><\/h5>\n<\/td>\n<td>N\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1edbi DOSH.<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 6<\/b><\/h5>\n<\/td>\n<td>DOSH c\u00f3 th\u1ec3 y\u00eau c\u1ea7u ki\u1ec3m tra n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n.<\/td>\n<\/tr>\n<tr>\n<td>\n<h5><b>B\u01b0\u1edbc 7<\/b><\/h5>\n<\/td>\n<td>DOSH s\u1ebd quy\u1ebft \u0111\u1ecbnh xem v\u1ea5n \u0111\u1ec1 c\u00f3 c\u1ea7n \u0111\u01b0\u1ee3c kh\u1eafc ph\u1ee5c hay kh\u00f4ng. B\u1ea1n c\u00f3 th\u1ec3 y\u00eau c\u1ea7u h\u1ecd xem l\u1ea1i quy\u1ebft \u0111\u1ecbnh n\u1ebfu b\u1ea1n kh\u00f4ng \u0111\u1ed3ng \u00fd.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h4> <\/h4>\n<p><b>N\u00f3i chung, b\u1ea1n c\u00f3 quy\u1ec1n t\u1eeb ch\u1ed1i l\u00e0m c\u00f4ng vi\u1ec7c kh\u00f4ng an to\u00e0n, nh\u01b0ng b\u1ea1n n\u00ean \u1edf l\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c v\u00e0 c\u1ed1 g\u1eafng t\u00ecm c\u00f4ng vi\u1ec7c an to\u00e0n \u0111\u1ec3 l\u00e0m cho \u0111\u1ebfn khi ca l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n k\u1ebft th\u00fac ho\u1eb7c b\u1ea1n \u0111\u01b0\u1ee3c y\u00eau c\u1ea7u r\u1eddi \u0111i.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n c\u00f3 \u1ee7y ban an to\u00e0n \u1edf n\u01a1i l\u00e0m vi\u1ec7c, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 th\u00f4ng b\u00e1o cho \u1ee7y ban \u0111\u00f3. Ch\u1ee7 nh\u00e2n c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 ch\u1ec9 c\u1ea7n kh\u1eafc ph\u1ee5c v\u1ea5n \u0111\u1ec1 v\u00e0 gi\u1ea3i quy\u1ebft v\u1ea5n \u0111\u1ec1. Nh\u01b0ng n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng kh\u1eafc ph\u1ee5c v\u00e0 b\u1ea1n v\u1eabn lo ng\u1ea1i v\u1ec1 v\u1ea5n \u0111\u1ec1 n\u00e0y, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean DOSH.  <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Th\u00f4ng tin d\u00e0nh cho nh\u00e2n vi\u00ean li\u00ean bang<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 nh\u00e2n vi\u00ean li\u00ean bang, nh\u00e2n vi\u00ean kh\u00f4ng thu\u1ed9c li\u00ean bang l\u00e0m vi\u1ec7c t\u1ea1i c\u00e1c khu b\u1ea3o t\u1ed3n li\u00ean bang ho\u1eb7c c\u0103n c\u1ee9 qu\u00e2n s\u1ef1, \u0111\u01b0\u1ee3c l\u00e0m vi\u1ec7c tr\u00ean m\u1ed9t \u0111\u1ecba \u0111i\u1ec3m l\u00e0m vi\u1ec7c n\u1ed5i (b\u1ebfn t\u00e0u kh\u00f4, t\u00e0u \u0111\u00e1nh c\u00e1 ho\u1eb7c s\u00e0 lan x\u00e2y d\u1ef1ng) ho\u1eb7c \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng b\u1edfi ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ed9 l\u1ea1c tr\u00ean v\u00f9ng \u0111\u1ea5t c\u1ee7a b\u1ed9 l\u1ea1c \u1edf Bang Washington, th\u00ec b\u1ea1n n\u00ean t\u1edbi c\u01a1 quan li\u00ean bang  <\/span><a href=\"http:\/\/www.osha.gov\"><span style=\"font-weight: 400;\">Trang web c\u1ee7a OSHA<\/span><\/a><span style=\"font-weight: 400;\">  ho\u1eb7c g\u1ecdi (800) 321-OSHA  [6742]<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">N\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Khi\u1ebfu n\u1ea1i ph\u1ea3i \u0111\u01b0\u1ee3c th\u1ef1c hi\u1ec7n b\u1eb1ng v\u0103n b\u1ea3n. B\u1ea1n c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng bi\u1ec3u m\u1eabu tr\u1ef1c tuy\u1ebfn c\u00f3 s\u1eb5n b\u1eb1ng ti\u1ebfng Anh ho\u1eb7c ti\u1ebfng T\u00e2y Ban Nha ho\u1eb7c b\u1ea1n ch\u1ec9 c\u1ea7n vi\u1ebft cho DOSH m\u1ed9t l\u00e1 th\u01b0 gi\u1ea3i th\u00edch b\u1ea1n l\u00e0 ai v\u00e0 m\u00f4 t\u1ea3 v\u1ea5n \u0111\u1ec1.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 g\u1ecdi DOSH \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1ch khi\u1ebfu n\u1ea1i v\u00e0 quy tr\u00ecnh khi\u1ebfu n\u1ea1i theo s\u1ed1 1 (800) 4BE-SAFE (c\u00f3 s\u1eb5n d\u1ecbch v\u1ee5 th\u00f4ng d\u1ecbch). B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 t\u00ecm th\u00f4ng tin tr\u1ef1c tuy\u1ebfn v\u00e0 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i t\u1ea1i  <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints\"><span style=\"font-weight: 400;\">Trang web Khi\u1ebfu n\u1ea1i DOSH<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.8 B\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng khi b\u1ecb th\u01b0\u01a1ng ho\u1eb7c b\u1ec7nh ngh\u1ec1 nghi\u1ec7p&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.8 Workers\u2019 Compensation for Injury or Occupational Disease&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;986&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">If you are injured at work or develop an occupational (work-related) disease, you can apply for workers\u2019 compensation. <\/span><span style=\"font-weight: 400;\">I<\/span><span style=\"font-weight: 400;\">f you need medical treatment for your injury or illness you may be entitled to help in paying for treatment. You may also be entitled to receive partial lost wages if illness or injury stopped you from being able to work. All employees have the right to receive workers\u2019 compensation, including undocumented workers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learn more in the On the Job Injury or Diagnosis of an Occupational Disease section under <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2:\u00a0Your Right to Care for Yourself and Family<\/a><span style=\"font-weight: 400;\">.<\/span><\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;4.9 ICE v\u00e0 C\u1ea3nh s\u00e1t &#8211; Ph\u1ea3i l\u00e0m g\u00ec n\u1ebfu ng\u01b0\u1eddi nh\u1eadp c\u01b0 \u0111\u1ebfn n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;4.9 ICE and the Police &#8211; What to do if Immigration Comes to Your Workplace&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;2556&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\">Immigration officers are not allowed to enter private (employee-only) areas of your workplace \u2014 whether it is a factory, store, farm, or orchard \u2014 without either the owner\u2019s permission or a <\/span><span style=\"font-weight: 400;\">judicial <\/span><span style=\"font-weight: 400;\">warrant signed by a judge. If an officer does get permission, the officer can ask you questions about your immigration status.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to keep silent. You don\u2019t even have to tell the agent your name.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to talk to a lawyer before answering any questions. You can tell the officer, &#8220;I wish to talk to a lawyer,&#8221; in answer to any question.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you hire an attorney, speak only through your attorney.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do not tell the immigration officer where you were born or your immigration status.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do not show the officer your papers or any immigration documents. If the officer asks you for your papers, tell the officer, &#8220;Please speak to my lawyer.&#8221;<\/span><\/li>\n<\/ul>\n<p><strong>The Washington Immigrant Solidarity Network (WAISN) has a Hotline (Call 844-724-3737) to find out more about what\u2019s going on in your community and to report ICE issues, or see the handout at their website: <\/strong><a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Fwww.waisn.org%2Fkeep-washington-working&amp;data=02%7C01%7C%7Cfeca86f38b5741ca549408d83b109023%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637324289603945714&amp;sdata=%2ByIjbjLwrI5nRsga%2BkbVvwKUX5Mu4rBjKR1ej3YdqZg%3D&amp;reserved=0\">https:\/\/www.waisn.org\/keep-washington-working<\/a><\/p>\n<h5><span style=\"font-weight: 400;\">If you are approached by Police on the Street While Waiting for Work<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">The police often approach day laborers while they are gathering for work on street corners. In some places, day laborers and organizers have formed a respectful relationship with the police. If you can, work with a trusted community group or worker center to learn about your rights and to make a plan of action for dealing with the police.\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Raising the Bar!\u00a0<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">City of Seattle Police Officers are not supposed to ask you about your immigration status. If they do, you do not have to answer.\u00a0<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">If You Are Approached By The Police:<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The most important thing to remember is to stay calm and do not run because you may not be in any trouble. Running may give the police a reason to hold you.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Never give a police officer false identification or immigration-related documents.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Regardless of your immigration status, you have the right to not answer the police officer\u2019s questions. However, refusing to speak with the police can make them suspicious.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You should ask if you are free to leave. If the officer answers, &#8220;yes,&#8221; then you should walk away from the street corner.\u00a0<\/span><\/li>\n<\/ul>\n<h4>FAQs:<\/h4>\n<h5><span style=\"font-weight: 400;\">Can the Police Ticket or Arrest Me for Looking for Work on a Street Corner or Other Public Space?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Most likely, yes. Many cities have laws that forbid loitering and blocking traffic. Some of these laws make it illegal to look for work in particular places. Day labor organizers in some areas have worked with police to identify places workers can wait for work or address traffic and neighborhood concerns without ticketing workers.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">What Should I do if Police Ticket or Arrest Me?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">You should remain silent and say, &#8220;I am asserting my right to remain silent. I want to speak to an attorney. I do not consent to a search.&#8221; Once a ticket is issued or you have been arrested, do not argue with the officer. The police can and will use anything you say against you. Carry a card that states you wish to exercise your right to remain silent. If the police start asking questions, present the card to the police and remain silent.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If possible, carry the name and contact information for an attorney or community organization who can give you advice in case you are arrested.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-organize&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 5: Your Right to Organize&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\">Ch\u01b0\u01a1ng 5: Quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n<\/h2>\n<p><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng n\u00e0y \u0111\u1ec1 c\u1eadp \u0111\u1ebfn nh\u1eefng g\u00ec x\u1ea3y ra khi ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f9ng nhau t\u1ed5 ch\u1ee9c \u0111\u1ec3 c\u1ea3i thi\u1ec7n \u0111i\u1ec1u ki\u1ec7n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c th\u00f4ng qua c\u00f4ng \u0111o\u00e0n ho\u1eb7c t\u1ed5 ch\u1ee9c kh\u00e1c.<\/span><\/i><\/p>\n<h4>B\u1ea3n t\u00f3m t\u1eaft<\/h4>\n<p><strong>Ti\u1ebfng n\u00f3i trong c\u00f4ng vi\u1ec7c d\u1eabn t\u1edbi c\u00f4ng vi\u1ec7c t\u1ed1t h\u01a1n. Khi ng\u01b0\u1eddi lao \u0111\u1ed9ng s\u00e1t c\u00e1nh c\u00f9ng nhau, h\u1ecd c\u00f3 nhi\u1ec1u kh\u1ea3 n\u0103ng \u0111\u1ea1t \u0111\u01b0\u1ee3c nh\u1eefng c\u1ea3i ti\u1ebfn v\u00e0 b\u1ea3o v\u1ec7 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c. C\u00f3 m\u1ed9t c\u00f4ng \u0111o\u00e0n \u0111\u01b0\u1ee3c th\u00e0nh l\u1eadp h\u1ee3p ph\u00e1p c\u00f3 ngh\u0129a l\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng B\u1eaeT BU\u1ed8C ph\u1ea3i th\u01b0\u01a1ng l\u01b0\u1ee3ng m\u1ed9t th\u1ecfa thu\u1eadn b\u1eb1ng v\u0103n b\u1ea3n v\u1ec1 c\u00e1c \u0111i\u1ec1u kho\u1ea3n v\u00e0 \u0111i\u1ec1u ki\u1ec7n c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n &#8211; bao g\u1ed3m ti\u1ec1n l\u01b0\u01a1ng, ph\u00fac l\u1ee3i, v.v. Nh\u01b0ng ngay c\u1ea3 khi kh\u00f4ng c\u00f3 c\u00f4ng \u0111o\u00e0n, khi m\u1ecdi ng\u01b0\u1eddi l\u00e0m vi\u1ec7c c\u00f9ng nhau h\u00e0nh \u0111\u1ed9ng, h\u1ecd c\u00f3 th\u1ec3 t\u1ea1o ra s\u1ee9c m\u1ea1nh c\u1ea7n thi\u1ebft \u0111\u1ec3 c\u00f3 \u0111\u01b0\u1ee3c ti\u1ebfng n\u00f3i t\u1eadp th\u1ec3 trong c\u00f4ng vi\u1ec7c.<\/strong>[\/et_pb_text][et_pb_toggle title=&#8221;5.1 C\u00e1c bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 li\u00ean bang \u0111\u1ec3 t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.1 Federal Protections to Organize a Union&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;990&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4>Summary<\/h4>\n<p><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-834 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image12.png\" alt=\"\" width=\"272\" height=\"204\" \/>The National Labor Relations Act protects the basic right to take action with coworkers to improve wages and working conditions in the private sector. This is called \u201cconcerted activity.\u201d The National Labor Relations Act protects most private sector workers\u2019 right to organize a union and collectively bargain with their employers.\u00a0<\/span><\/p>\n<p><b>As a worker covered by the National Labor Relations Act, you have the right to:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Talk about a union during breaks, or before or after work, but usually not during work time.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Distribute union literature to your coworkers. You can do this on your own time in non-working areas (for example the cafeteria or parking lot).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Attend union meetings.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Encourage your coworkers to form a union.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Wear union buttons, t-shirts, stickers, hats and other union items on the job as long as your dress code does not prohibit those kinds of things generally. If you are allowed to wear a Sierra Club or Rotary Club button at work, you should be allowed to wear a union button.<\/span><\/li>\n<\/ul>\n<p><b>It is against the law for your employer to:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Threaten to fire you for supporting the union.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Spy on you about your union activity.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Discriminate against you (treat you worse) when it comes to hiring, promotion, layoffs, benefits or other working conditions because you support the union.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Make threats or promises related to union activity. An example of an illegal threat is saying that the workplace will close if workers form a union. An example of a promise is that if workers\u2019 reject the union, the employer will raise wages.<\/span><\/li>\n<\/ul>\n<h4>FAQs:<\/h4>\n<h5><span style=\"font-weight: 400;\">Who Is Not Covered by The National Labor Relations Act?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">The National Labor Relations Act does not apply to farm workers, domestic workers, public sector workers (federal, state, county, and municipal employees), true independent contractors (see: Am I an Employee?), supervisors or managers who can hire or fire people, and confidential employees.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">What about public sector workers?<\/span><\/h5>\n<p><b>Workers in the railroad or airline industries<\/b><span style=\"font-weight: 400;\"> are covered by the Railway Labor Act. For more information go to the website of the National Mediation Board (<\/span><a href=\"http:\/\/nmb.gov\/\"><span style=\"font-weight: 400;\">http:\/\/nmb.gov\/<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/p>\n<p><b>Public Sector Workers<\/b><span style=\"font-weight: 400;\">: Most public sector workers do have the right to form unions under similar state and federal laws.<\/span><\/p>\n<p><b>State and local public sector workers<\/b><span style=\"font-weight: 400;\">:\u00a0 Public Employment Relations Commission<\/span><a href=\"http:\/\/www.perc.wa.gov\/\"><span style=\"font-weight: 400;\"> www.perc.wa.gov<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Federal workers: <\/b><span style=\"font-weight: 400;\">\u00a0Federal Labor Relations Authority<\/span><a href=\"http:\/\/www.flra.gov\/\"><span style=\"font-weight: 400;\"> www.flra.gov<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;5.2 C\u00f4ng \u0111o\u00e0n l\u00e0 g\u00ec?&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.2 What is a Union?&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;991&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">A union is a democratic organization of workers who join together to improve the terms and conditions of their employment by bargaining collectively (together) with their employer.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Union Members Have\u2026<\/span><\/h4>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\"><b>The right to<\/b> <b>collectively bargain<\/b><span style=\"font-weight: 400;\"> a contract guaranteeing the terms and conditions of employment.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>The<\/b> <b>right to vote<\/b><span style=\"font-weight: 400;\"> for some union leadership positions, on contracts, and on whether to strike.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Constitutions and bylaws<\/b><span style=\"font-weight: 400;\"> that explain how the union operates internally.<\/span><\/li>\n<li><b>Elected officers.<\/b><\/li>\n<li style=\"font-weight: 400;\"><b>To make a financial contribution: <\/b><span style=\"font-weight: 400;\">In most cases, everyone who benefits from a union contract puts in money (called \u201cdues,\u201d and usually paid through payroll deduction) to cover costs such as professional staff, legal advisors, etc. Employees who do not want to be union members are still covered under the union contract and pay fees to cover the cost of their union representation.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>The opportunity to<\/b> <b>be part of a larger labor organization<\/b><span style=\"font-weight: 400;\"> like a local, state, or national labor federation that works on behalf of all working people in the community.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h4><span style=\"font-weight: 400;\">FAQs: Unions<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Why Have a Union?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">The largest union benefit is having a stronger voice for employees on the job. Union members usually earn more than non-union workers doing similar work because they are able to bargain legally binding contracts (called collective bargaining agreements) with the employer. Union members also are more likely to have better employee benefits, including employer-provided healthcare, pensions, paid leave and job security.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Can My Union Protect Me from Being Fired?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">In Washington State, workers not covered by a union contract are considered to be &#8220;at-will&#8221; employees. This means an employer can hire and fire you for any reason or no reason at all. There are exceptions\u2014you cannot be hired or fired for discriminatory reasons (race, sex, national origin, etc.), in retaliation for defending your workplace rights, or for a limited set of other prohibited reasons (like whistleblowing).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Having a union usually means your employment is no longer \u201cat-will\u201d&#8211;an employer must prove that they have &#8220;just cause&#8221; (good reason) to fire you, suspend you, or otherwise punish you for misconduct.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">I Want a Union! Where Do I Start?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">A union organizing campaign is complex. Before beginning you should seek out resources and people who can help you. See the end of this chapter for some suggestions. Before starting you should consider the following things:<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;5.3 Th\u00f4ng tin th\u00eam v\u1ec1 C\u00f4ng \u0111o\u00e0n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.3 More About Unions&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Ai s\u1ebd l\u00e0 m\u1ed9t ph\u1ea7n c\u1ee7a Li\u00ean minh c\u1ee7a b\u1ea1n?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">L\u00fd t\u01b0\u1edfng nh\u1ea5t l\u00e0 b\u1ea1n n\u00ean tham gia c\u00f4ng \u0111o\u00e0n v\u1edbi nh\u1eefng c\u00f4ng nh\u00e2n l\u00e0m c\u00f4ng vi\u1ec7c t\u01b0\u01a1ng t\u1ef1 v\u1edbi b\u1ea1n v\u00e0\/ho\u1eb7c l\u00e0m vi\u1ec7c \u1edf c\u00f9ng m\u1ed9t n\u01a1i. H\u1ee3p \u0111\u1ed3ng m\u00e0 c\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n th\u01b0\u01a1ng l\u01b0\u1ee3ng s\u1ebd \u00e1p d\u1ee5ng cho nh\u00f3m c\u00f4ng nh\u00e2n c\u1ee5 th\u1ec3 \u0111\u00f3, \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 \u201c\u0111\u01a1n v\u1ecb th\u01b0\u01a1ng l\u01b0\u1ee3ng\u201d.<\/span><\/p>\n<p id=\"tip\">M\u1eb9o: Nh\u00f3m c\u1ee7a b\u1ea1n c\u00e0ng \u0111\u01b0\u1ee3c t\u1ed5 ch\u1ee9c t\u1ed1t th\u00ec c\u00e0ng \u00edt c\u00f3 kh\u1ea3 n\u0103ng b\u1ecb ai \u0111\u00f3 t\u1eeb ban qu\u1ea3n l\u00fd t\u1eeb ch\u1ed1i c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n!<\/p>\n<h4><span style=\"font-weight: 400;\">Ai c\u00f3 th\u1ec3 gi\u00fap b\u1ea1n?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">\u0110\u1ea7u ti\u00ean v\u00e0 quan tr\u1ecdng nh\u1ea5t, h\u00e3y ngh\u0129 v\u1ec1 \u0111\u1ed3ng nghi\u1ec7p c\u1ee7a b\u1ea1n. T\u00ecm hi\u1ec3u nh\u1eefng v\u1ea5n \u0111\u1ec1 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c m\u00e0 h\u1ecd quan t\u00e2m v\u00e0 m\u1ee9c \u0111\u1ed9 s\u1eb5n s\u00e0ng t\u1ed5 ch\u1ee9c c\u1ee7a h\u1ecd s\u1ebd l\u00e0 n\u1ec1n t\u1ea3ng cho chi\u1ebfn d\u1ecbch c\u1ee7a b\u1ea1n! N\u1ebfu b\u1ea1n mu\u1ed1n th\u1ea3o lu\u1eadn xem li\u1ec7u tr\u1ee3 gi\u00fap t\u1eeb b\u00ean ngo\u00e0i ho\u1eb7c l\u1eddi khuy\u00ean chuy\u00ean m\u00f4n c\u00f3 th\u1ec3 h\u1ed7 tr\u1ee3 n\u1ed7 l\u1ef1c c\u1ee7a b\u1ea1n hay kh\u00f4ng, b\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi nh\u00e2n vi\u00ean t\u1eeb v\u0103n ph\u00f2ng c\u00f4ng \u0111o\u00e0n \u0111\u1ecba ph\u01b0\u01a1ng b\u1ea5t k\u1ef3 l\u00fac n\u00e0o. Nh\u00e2n vi\u00ean c\u00f4ng \u0111o\u00e0n c\u00f3 th\u1ec3 cung c\u1ea5p ngu\u1ed3n l\u1ef1c, h\u01b0\u1edbng d\u1eabn, h\u1ed7 tr\u1ee3 ph\u00e1p l\u00fd v\u00e0 t\u01b0 v\u1ea5n chi\u1ebfn l\u01b0\u1ee3c. N\u01a1i kh\u1edfi \u0111\u1ea7u t\u1ed1t \u0111\u1ec3 \u0111\u01b0\u1ee3c gi\u00fap \u0111\u1ee1 l\u00e0 H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Ti\u1ec3u bang Washington ho\u1eb7c h\u1ed9i \u0111\u1ed3ng lao \u0111\u1ed9ng \u0111\u1ecba ph\u01b0\u01a1ng. H\u1ecd c\u00f3 th\u1ec3 h\u01b0\u1edbng d\u1eabn b\u1ea1n \u0111\u1ebfn m\u1ed9t hi\u1ec7p h\u1ed9i c\u00f3 th\u1ec3 gi\u00fap \u0111\u1ee1 b\u1ea1n trong n\u1ed7 l\u1ef1c c\u1ee7a m\u00ecnh. Th\u00f4ng tin li\u00ean l\u1ea1c c\u1ee7a h\u1ecd c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c t\u00ecm th\u1ea5y trong<\/span> Ph\u1ea7n <i><span style=\"font-weight: 400;\">T\u1ed5 ch\u1ee9c Lao \u0111\u1ed9ng<\/span><\/i> <span style=\"font-weight: 400;\">\u1edf cu\u1ed1i ch\u01b0\u01a1ng n\u00e0y.<\/span>&nbsp;<\/p>\n<p id=\"tip\">M\u1eb9o: T\u1ed1t nh\u1ea5t n\u00ean tham kh\u1ea3o \u00fd ki\u1ebfn \u200b\u200bc\u1ee7a ng\u01b0\u1eddi t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n ho\u1eb7c NLRB \u0111\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 \u0111i\u1ec1u g\u00ec l\u00e0 h\u1ee3p ph\u00e1p khi nh\u00e2n vi\u00ean c\u1ed1 g\u1eafng th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n!<\/p>\n<h4><span style=\"font-weight: 400;\">S\u1ef1 ph\u1ea3n kh\u00e1ng c\u1ee7a nh\u00e0 tuy\u1ec3n d\u1ee5ng<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">H\u1ea7u h\u1ebft ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng s\u1ebd ch\u1ed1ng l\u1ea1i n\u1ed7 l\u1ef1c th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n. Tr\u01b0\u1edbc khi b\u1eaft \u0111\u1ea7u chi\u1ebfn d\u1ecbch, b\u1ea1n n\u00ean t\u00ecm hi\u1ec3u v\u1ec1 quy\u1ec1n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n c\u1ee7a m\u00ecnh v\u00e0 \u0111\u1ea3m b\u1ea3o r\u1eb1ng m\u1ecdi ng\u01b0\u1eddi \u0111\u1ec1u hi\u1ec3u r\u1eb1ng h\u1ecd \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 v\u1ec1 m\u1eb7t ph\u00e1p l\u00fd. B\u1ea1n c\u0169ng n\u00ean t\u00ecm hi\u1ec3u v\u1ec1 c\u00e1c ho\u1ea1t \u0111\u1ed9ng ch\u1ed1ng c\u00f4ng \u0111o\u00e0n ph\u1ed5 bi\u1ebfn c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng. T\u00ecm hi\u1ec3u v\u1ec1 c\u00e1c chi\u1ebfn d\u1ecbch kh\u00e1c v\u00e0 n\u00f3i chuy\u1ec7n v\u1edbi nh\u1eefng ng\u01b0\u1eddi t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n c\u00f3 th\u1ec3 cho b\u1ea1n \u00fd t\u01b0\u1edfng v\u1ec1 nh\u1eefng g\u00ec s\u1ebd x\u1ea3y ra. B\u1ea1n n\u00ean mong \u0111\u1ee3i ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a m\u00ecnh s\u1ebd ch\u1ed1ng l\u1ea1i n\u1ed7 l\u1ef1c t\u1ed5 ch\u1ee9c v\u00e0 c\u00f3 th\u1ec3 m\u1ed9t s\u1ed1 \u0111\u1ed3ng nghi\u1ec7p c\u1ee7a b\u1ea1n c\u0169ng s\u1ebd kh\u00f4ng mu\u1ed1n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Nh\u1eefng h\u00e0nh \u0111\u1ed9ng ph\u1ed5 bi\u1ebfn m\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng th\u1ef1c hi\u1ec7n khi c\u00f4ng \u0111o\u00e0n \u0111\u01b0\u1ee3c th\u00e0nh l\u1eadp: H\u1ee3p ph\u00e1p v\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">H\u1ee3p ph\u00e1p<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">T\u1ed5 ch\u1ee9c m\u1ed9t cu\u1ed9c h\u1ecdp b\u1eaft bu\u1ed9c v\u1edbi t\u1ea5t c\u1ea3 nh\u00e2n vi\u00ean v\u1ec1 gi\u1edd l\u00e0m vi\u1ec7c \u0111\u1ec3 cho nh\u00e2n vi\u00ean bi\u1ebft l\u00fd do t\u1ea1i sao ban qu\u1ea3n l\u00fd cho r\u1eb1ng c\u00f4ng \u0111o\u00e0n s\u1ebd kh\u00f4ng t\u1ed1t cho c\u00f4ng ty v\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng. \u0110\u00e2y \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 \u201ccu\u1ed9c h\u1ecdp kh\u00e1n gi\u1ea3 b\u1ecb giam c\u1ea7m\u201d. \u0110\u00e2y l\u00e0  <\/span><i><span style=\"font-weight: 400;\">kh\u00f4ng<\/span><\/i> <span style=\"font-weight: 400;\">\u0111\u01b0\u1ee3c ph\u00e9p v\u00e0o ng\u00e0y b\u1ea7u c\u1eed c\u00f4ng \u0111o\u00e0n ho\u1eb7c ng\u00e0y h\u00f4m tr\u01b0\u1edbc.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">G\u1eb7p g\u1ee1 ri\u00eang (\u201cri\u00eang ng\u01b0\u1eddi\u201d) v\u1edbi nh\u00e2n vi\u00ean, \u0111\u1eb7c bi\u1ec7t l\u00e0 nh\u1eefng ng\u01b0\u1eddi m\u00e0 h\u1ecd cho r\u1eb1ng c\u00f3 th\u1ec3 s\u1ee3 h\u00e3i ho\u1eb7c s\u1eb5n s\u00e0ng ph\u1ea3n \u0111\u1ed1i c\u00f4ng \u0111o\u00e0n. \u0110\u00e2y l\u00e0  <\/span><i><span style=\"font-weight: 400;\">kh\u00f4ng<\/span><\/i> <span style=\"font-weight: 400;\">\u0111\u01b0\u1ee3c ph\u00e9p v\u00e0o ng\u00e0y b\u1ea7u c\u1eed c\u00f4ng \u0111o\u00e0n ho\u1eb7c ng\u00e0y h\u00f4m tr\u01b0\u1edbc.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Thu\u00ea m\u1ed9t nh\u00e0 t\u01b0 v\u1ea5n \u0111\u1ec3 gi\u00fap th\u1ef1c hi\u1ec7n m\u1ed9t chi\u1ebfn d\u1ecbch ch\u1ed1ng l\u1ea1i c\u00f4ng \u0111o\u00e0n.<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">B\u1ea5t h\u1ee3p ph\u00e1p<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Tr\u1eebng ph\u1ea1t ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00ec c\u1ed1 g\u1eafng th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n n\u1ebfu t\u1ed5 ch\u1ee9c c\u00e1c ho\u1ea1t \u0111\u1ed9ng ngo\u00e0i gi\u1edd.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110e d\u1ecda \u0111\u00f3ng c\u1eeda c\u00f4ng ty n\u1ebfu c\u00f4ng nh\u00e2n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n ho\u1eb7c h\u1ee9a c\u1ea3i thi\u1ec7n \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c n\u1ebfu c\u00f4ng nh\u00e2n t\u1eeb ch\u1ed1i th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Theo d\u00f5i ng\u01b0\u1eddi lao \u0111\u1ed9ng \u0111\u1ec3 theo d\u00f5i ho\u1eb7c ng\u0103n c\u1ea3n c\u00e1c ho\u1ea1t \u0111\u1ed9ng c\u00f4ng \u0111o\u00e0n<\/span><\/li>\n<\/ul>\n<h4><span style=\"font-weight: 400;\">Nh\u1eadn \u0111\u01b0\u1ee3c s\u1ef1 c\u00f4ng nh\u1eadn c\u1ee7a Li\u00ean minh c\u1ee7a b\u1ea1n<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Th\u1ebb \u1ee7y quy\u1ec1n c\u1ee7a c\u00f4ng \u0111o\u00e0n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u1ea7n \u00edt nh\u1ea5t 30% s\u1ed1 c\u00f4ng nh\u00e2n trong \u0111\u01a1n v\u1ecb th\u01b0\u01a1ng l\u01b0\u1ee3ng k\u00fd v\u00e0o \u201cth\u1ebb \u1ee7y quy\u1ec1n c\u00f4ng \u0111o\u00e0n\u201d ho\u1eb7c \u0111\u01a1n th\u1ec9nh c\u1ea7u tr\u01b0\u1edbc khi b\u1ea1n c\u00f3 th\u1ec3 b\u1ecf phi\u1ebfu. M\u1eb7c d\u00f9 30% l\u00e0 m\u1ee9c t\u1ed1i thi\u1ec3u theo quy \u0111\u1ecbnh c\u1ee7a ph\u00e1p lu\u1eadt, nh\u01b0ng \u0111\u1ec3 t\u1ef1 tin h\u01a1n v\u1ec1 chi\u1ebfn th\u1eafng, c\u1ea7n c\u00f3 \u00edt nh\u1ea5t 65% c\u00f4ng nh\u00e2n k\u00fd tr\u01b0\u1edbc khi ti\u1ebfn h\u00e0nh b\u01b0\u1edbc ti\u1ebfp theo: y\u00eau c\u1ea7u c\u00f4ng nh\u1eadn.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Y\u00eau c\u1ea7u c\u00f4ng nh\u1eadn c\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n &#8211; B\u1ea7u c\u1eed<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Sau khi ph\u1ea7n l\u1edbn nh\u00e2n vi\u00ean \u1edf n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n \u0111\u00e3 k\u00fd th\u1ebb ho\u1eb7c ki\u1ebfn \u200b\u200bngh\u1ecb \u1ee7ng h\u1ed9 vi\u1ec7c th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n, b\u1ea1n c\u00f3 th\u1ec3 tr\u1ef1c ti\u1ebfp y\u00eau c\u1ea7u ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f4ng nh\u1eadn c\u00f4ng \u0111o\u00e0n ho\u1eb7c b\u1ea1n c\u00f3 th\u1ec3 y\u00eau c\u1ea7u \u1ee6y ban Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia (ho\u1eb7c \u1ee6y ban Quan h\u1ec7 Vi\u1ec7c l\u00e0m C\u00f4ng trong khu v\u1ef1c c\u00f4ng) ) t\u1ed5 ch\u1ee9c b\u1ea7u c\u1eed k\u00edn \u0111\u1ec3 ng\u01b0\u1eddi lao \u0111\u1ed9ng b\u1ecf phi\u1ebfu th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n.  <\/span><\/p>\n<p><b>R\u1ea5t quan tr\u1ecdng!<\/b> <span style=\"font-weight: 400;\">Trong khi b\u1ea1n \u0111ang t\u1ed5 ch\u1ee9c,<\/span> <i><span style=\"font-weight: 400;\">\u0111\u1eebng t\u1ea1o ra l\u00fd do \u0111\u1ec3 ban qu\u1ea3n l\u00fd sa th\u1ea3i b\u1ea1n!<\/span><\/i><span style=\"font-weight: 400;\">  H\u00e3y ch\u1eafc ch\u1eafn c\u00f3 m\u1eb7t \u0111\u00fang gi\u1edd, l\u00e0m theo h\u01b0\u1edbng d\u1eabn b\u1ea1n \u0111\u01b0\u1ee3c \u0111\u01b0a ra, v.v. M\u1ed9t ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f3 th\u1ec3<\/span> sa th\u1ea3i <i><span style=\"font-weight: 400;\">h\u1ee3p ph\u00e1p<\/span><\/i> <span style=\"font-weight: 400;\">ai \u0111\u00f3 v\u00ec hi\u1ec7u su\u1ea5t c\u00f4ng vi\u1ec7c k\u00e9m ngay c\u1ea3 trong chi\u1ebfn d\u1ecbch t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">T\u00f4i Ph\u1ea3i L\u00e0m G\u00ec N\u1ebfu S\u1ebfp Kh\u00f4ng T\u00f4n Tr\u1ecdng Quy\u1ec1n C\u1ee7a T\u00f4i?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">H\u00e3y cho ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n bi\u1ebft r\u1eb1ng<\/span> <b>lu\u1eadt ph\u00e1p b\u1ea3o v\u1ec7 quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n<\/b><span style=\"font-weight: 400;\">. N\u1ebfu ai \u0111\u00f3 trong ban qu\u1ea3n l\u00fd h\u1ecfi b\u1ea1n v\u1ec1 ho\u1ea1t \u0111\u1ed9ng c\u00f4ng \u0111o\u00e0n, h\u00e3y ghi l\u1ea1i ng\u00e0y th\u00e1ng, ai \u0111\u00e3 n\u00f3i chuy\u1ec7n v\u1edbi b\u1ea1n v\u00e0 nh\u1eefng g\u00ec \u0111\u00e3 n\u00f3i. H\u00e3y b\u00e1o cho nh\u1eefng c\u00f4ng nh\u00e2n kh\u00e1c ho\u1eb7c nh\u00e2n vi\u00ean c\u00f4ng \u0111o\u00e0n chuy\u00ean nghi\u1ec7p v\u1ec1 nh\u1eefng g\u00ec \u0111\u00e3 x\u1ea3y ra ngay l\u1eadp t\u1ee9c!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng c\u00f3 ngh\u0129a v\u1ee5 ph\u00e1p l\u00fd ph\u1ea3i th\u00f4ng b\u00e1o cho ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u1ec1 c\u00e1c ho\u1ea1t \u0111\u1ed9ng t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n \u0111e d\u1ecda b\u1ea1n v\u00ec b\u1ea1n kh\u00f4ng th\u1ea3o lu\u1eadn v\u1ec1 vi\u1ec7c t\u1ed5 ch\u1ee9c c\u1ee7a m\u00ecnh, th\u00ec h\u1ecd \u0111ang vi ph\u1ea1m ph\u00e1p lu\u1eadt v\u00e0 b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n c\u00e1o bu\u1ed9c Th\u1ef1c h\u00e0nh Lao \u0111\u1ed9ng B\u1ea5t c\u00f4ng (ULP) ch\u1ed1ng l\u1ea1i h\u1ecd.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 \u0111\u01b0\u1ee3c h\u1ed7 tr\u1ee3 th\u00eam v\u1ec1 c\u00e1c quy \u0111\u1ecbnh v\u1ec1 t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n v\u00e0 n\u1ed9p \u0111\u01a1n c\u00e1o bu\u1ed9c Th\u1ef1c h\u00e0nh Lao \u0111\u1ed9ng Kh\u00f4ng c\u00f4ng b\u1eb1ng (ULP), h\u00e3y li\u00ean h\u1ec7 v\u1edbi:<\/span><\/p>\n<p><b>V\u0103n ph\u00f2ng Khu v\u1ef1c Ban Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia (d\u00e0nh cho nh\u00e2n vi\u00ean khu v\u1ef1c t\u01b0 nh\u00e2n)<\/b> <span style=\"font-weight: 400;\">:<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">915 2nd Ave Ph\u00f2ng 2948, Seattle WA 98174<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">(206) 220-6300, TTY &#8211; (206) 220-6292<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 web &#8211;<\/span><\/i>&nbsp;<a href=\"https:\/\/www.nlrb.gov\/region\/seattle\"> <span style=\"font-weight: 400;\">https:www.nlrb.gov\/khu v\u1ef1c\/seattle<\/span><\/a><\/p>\n<p><b>\u1ee6y ban Quan h\u1ec7 Vi\u1ec7c l\u00e0m C\u00f4ng c\u1ed9ng (d\u00e0nh cho vi\u00ean ch\u1ee9c)<\/b><\/p>\n<p><i><span style=\"font-weight: 400;\">S\u1ed1 \u0111i\u1ec7n tho\u1ea1i \u2013<\/span><\/i> <span style=\"font-weight: 400;\">(360) 570-7300<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 Qu\u1eadn King \u2013<\/span><\/i> <span style=\"font-weight: 400;\">9757 Juanita Drive NE, Suite 201, Kirkland, WA 98304<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 Web \u2013<\/span><\/i> <a href=\"http:\/\/www.perc.wa.gov\"><span style=\"font-weight: 400;\">www.perc.wa.gov<\/span><\/a>[\/et_pb_toggle][et_pb_toggle title=&#8221;5.4 Quy\u1ec1n v\u00e0 Tr\u00e1ch nhi\u1ec7m c\u1ee7a Th\u00e0nh vi\u00ean C\u00f4ng \u0111o\u00e0n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.4 Rights and Responsibilities of Union Members&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Khi \u0111\u00e3 c\u00f3 c\u00f4ng \u0111o\u00e0n, b\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng nhi\u1ec1u quy\u1ec1n m\u00e0 l\u1ebd ra b\u1ea1n kh\u00f4ng c\u00f3 \u0111\u01b0\u1ee3c \u1edf n\u01a1i l\u00e0m vi\u1ec7c.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Quy\u1ec1n \u0111\u1ea1i di\u1ec7n &#8211; Quy\u1ec1n Weingarten<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt li\u00ean bang cho b\u1ea1n quy\u1ec1n c\u00f3 ng\u01b0\u1eddi qu\u1ea3n l\u00fd c\u1eeda h\u00e0ng ho\u1eb7c \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n kh\u00e1c \u0111i c\u00f9ng b\u1ea1n trong &#8220;cu\u1ed9c ph\u1ecfng v\u1ea5n \u0111i\u1ec1u tra&#8221; c\u1ee7a ng\u01b0\u1eddi qu\u1ea3n l\u00fd m\u00e0 c\u00f3 th\u1ec3 d\u1eabn \u0111\u1ebfn k\u1ef7 lu\u1eadt &#8211; n\u00f3i c\u00e1ch kh\u00e1c, khi b\u1ea1n \u0111\u01b0\u1ee3c g\u1ecdi \u0111\u1ebfn \u0111\u1ec3 th\u1ea3o lu\u1eadn xem b\u1ea1n c\u00f3 l\u00e0m sai \u0111i\u1ec1u g\u00ec kh\u00f4ng. \u0110\u00e2y l\u00e0 nh\u1eefng g\u00ec \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 c\u1ee7a b\u1ea1n  <\/span><b>Quy\u1ec1n c\u1ee7a Weingarten<\/b><span style=\"font-weight: 400;\">. N\u1ebfu b\u1ea1n cho r\u1eb1ng ng\u01b0\u1eddi qu\u1ea3n l\u00fd c\u1ee7a b\u1ea1n y\u00eau c\u1ea7u g\u1eb7p m\u1eb7t v\u1ec1 m\u1ed9t v\u1ea5n \u0111\u1ec1 c\u00f3 th\u1ec3 d\u1eabn \u0111\u1ebfn k\u1ef7 lu\u1eadt, b\u1ea1n c\u00f3 quy\u1ec1n nh\u1eadn \u0111\u01b0\u1ee3c l\u1eddi khuy\u00ean v\u00e0 h\u1ed7 tr\u1ee3 trong cu\u1ed9c tr\u00f2 chuy\u1ec7n n\u00e0y.<\/span><\/p>\n<p id=\"tip\">N\u1ebfu ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n t\u1eeb ch\u1ed1i y\u00eau c\u1ea7u c\u00f3 \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n v\u00e0 v\u1eabn h\u1ecfi b\u1ea1n, b\u1ea1n c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i tr\u1ea3 l\u1eddi b\u1ea5t k\u1ef3 c\u00e2u h\u1ecfi n\u00e0o cho \u0111\u1ebfn khi c\u00f3 ng\u01b0\u1eddi \u0111\u1ea1i di\u1ec7n \u0111i c\u00f9ng. Tuy nhi\u00ean, b\u1ea1n kh\u00f4ng n\u00ean r\u1eddi kh\u1ecfi cu\u1ed9c h\u1ecdp cho \u0111\u1ebfn khi ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n cho ph\u00e9p!<\/p>\n<h4><span style=\"font-weight: 400;\">Th\u01b0\u01a1ng l\u01b0\u1ee3ng t\u1eadp th\u1ec3<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Th\u01b0\u01a1ng l\u01b0\u1ee3ng t\u1eadp th\u1ec3 l\u00e0 qu\u00e1 tr\u00ecnh khi \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u00e0m ph\u00e1n v\u1ec1 c\u00e1c \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c, bao g\u1ed3m l\u01b0\u01a1ng, ph\u00fac l\u1ee3i, gi\u1edd l\u00e0m, ch\u00ednh s\u00e1ch ngh\u1ec9 ph\u00e9p, s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n, v.v. V\u1ec1 m\u1eb7t ph\u00e1p l\u00fd, c\u1ea3 c\u00f4ng \u0111o\u00e0n v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u1ec1u \u0111\u01b0\u1ee3c y\u00eau c\u1ea7u ph\u1ea3i th\u01b0\u01a1ng l\u01b0\u1ee3ng m\u1ed9t c\u00e1ch \u201cthi\u1ec7n ch\u00ed\u201d, ngh\u0129a l\u00e0 n\u1ed7 l\u1ef1c nghi\u00eam t\u00fac \u0111\u1ec3 \u0111\u1ea1t \u0111\u01b0\u1ee3c th\u1ecfa thu\u1eadn.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">M\u1ed9t \u201cnh\u00f3m th\u01b0\u01a1ng l\u01b0\u1ee3ng\u201d \u0111\u01b0\u1ee3c ch\u1ec9 \u0111\u1ecbnh ho\u1eb7c b\u1ea7u ch\u1ecdn s\u1ebd \u0111\u1ea1i di\u1ec7n cho nh\u00e2n vi\u00ean trong vi\u1ec7c \u0111\u00e0m ph\u00e1n h\u1ee3p \u0111\u1ed3ng. N\u1ebfu b\u1ea1n \u0111\u00e3 gia nh\u1eadp m\u1ed9t c\u00f4ng \u0111o\u00e0n l\u1edbn h\u01a1n, b\u1ea1n c\u00f3 th\u1ec3 s\u1ebd c\u00f3 m\u1ed9t nh\u00e2n vi\u00ean chuy\u00ean nghi\u1ec7p ho\u1eb7c c\u00e1n b\u1ed9 c\u00f4ng \u0111o\u00e0n \u0111i c\u00f9ng. N\u1ebfu c\u1ea3 hai b\u00ean \u0111\u1ed3ng \u00fd v\u1edbi m\u1ed9t h\u1ee3p \u0111\u1ed3ng, c\u00e1c th\u00e0nh vi\u00ean c\u00f4ng \u0111o\u00e0n s\u1ebd b\u1ecf phi\u1ebfu ch\u1ea5p nh\u1eadn ho\u1eb7c t\u1eeb ch\u1ed1i n\u00f3 \u2013 theo nguy\u00ean t\u1eafc \u0111a s\u1ed1. N\u1ebfu b\u1ecb t\u1eeb ch\u1ed1i th\u00ec hai b\u00ean ph\u1ea3i th\u01b0\u01a1ng l\u01b0\u1ee3ng th\u00eam. N\u1ebfu \u0111\u01b0\u1ee3c ch\u1ea5p thu\u1eadn th\u00ec n\u00f3 c\u00f3 hi\u1ec7u l\u1ef1c. H\u1ee3p \u0111\u1ed3ng c\u00f4ng \u0111o\u00e0n c\u00f3 th\u1ec3 k\u00e9o d\u00e0i b\u1ea5t k\u1ef3 kho\u1ea3ng th\u1eddi gian n\u00e0o, nh\u01b0ng h\u1ea7u h\u1ebft \u0111\u1ec1u k\u00e9o d\u00e0i t\u1eeb hai \u0111\u1ebfn b\u1ed1n n\u0103m.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Kinh ph\u00ed c\u00f4ng \u0111o\u00e0n<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">H\u1ed9i ph\u00ed c\u00f4ng \u0111o\u00e0n cung c\u1ea5p ti\u1ec1n cho c\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n \u0111\u1ec3 ho\u1ea1t \u0111\u1ed9ng. C\u00e1c kho\u1ea3n ph\u00ed l\u00e0 ph\u1ea7n tr\u0103m thu nh\u1eadp c\u1ee7a b\u1ea1n ho\u1eb7c t\u1ef7 l\u1ec7 c\u1ed1 \u0111\u1ecbnh. L\u1ec7 ph\u00ed chi tr\u1ea3 cho nhi\u1ec1u th\u1ee9 kh\u00e1c nhau bao g\u1ed3m th\u01b0\u01a1ng l\u01b0\u1ee3ng, t\u1ed5 ch\u1ee9c, tr\u1ea3 l\u01b0\u01a1ng cho nh\u00e2n vi\u00ean, qu\u1ef9 \u0111\u00ecnh c\u00f4ng v\u00e0 \u0111\u00f3ng g\u00f3p cho c\u00e1c ho\u1ea1t \u0111\u1ed9ng c\u1ed9ng \u0111\u1ed3ng. Trong h\u1ea7u h\u1ebft c\u00e1c tr\u01b0\u1eddng h\u1ee3p, ph\u00ed c\u00f4ng \u0111o\u00e0n kh\u00f4ng th\u1ec3 \u0111\u01b0\u1ee3c chi cho c\u00e1c ho\u1ea1t \u0111\u1ed9ng ch\u00ednh tr\u1ecb. Nhi\u1ec1u c\u00f4ng \u0111o\u00e0n c\u00f3 c\u00e1c \u1ee7y ban h\u00e0nh \u0111\u1ed9ng ch\u00ednh tr\u1ecb (PAC) ri\u00eang bi\u1ec7t ho\u1ea1t \u0111\u1ed9ng v\u1edbi s\u1ef1 \u0111\u00f3ng g\u00f3p t\u1ef1 nguy\u1ec7n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nh\u1eefng nh\u00e2n vi\u00ean \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 b\u1edfi h\u1ee3p \u0111\u1ed3ng c\u00f4ng \u0111o\u00e0n nh\u01b0ng kh\u00f4ng mu\u1ed1n tr\u1edf th\u00e0nh th\u00e0nh vi\u00ean \u0111\u00f4i khi c\u00f3 th\u1ec3 l\u1ef1a ch\u1ecdn tr\u1ea3 m\u1ed9t kho\u1ea3n ph\u00ed \u201c\u0111\u1ea1i l\u00fd\u201d ho\u1eb7c \u201cc\u1ed5 ph\u1ea7n c\u00f4ng b\u1eb1ng\u201d gi\u1ea3m \u0111\u1ec3 trang tr\u1ea3i chi ph\u00ed \u0111\u1ea1i di\u1ec7n cho h\u1ecd. H\u00e3y nh\u1edb r\u1eb1ng nh\u1eefng ng\u01b0\u1eddi kh\u00f4ng ph\u1ea3i l\u00e0 th\u00e0nh vi\u00ean nh\u01b0ng \u0111\u01b0\u1ee3c gi\u1ea3m ph\u00ed c\u00f3 th\u1ec3 kh\u00f4ng c\u00f3 quy\u1ec1n b\u1ecf phi\u1ebfu v\u1ec1 c\u00e1c v\u1ea5n \u0111\u1ec1 c\u1ee7a c\u00f4ng \u0111o\u00e0n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ngh\u0129a v\u1ee5 \u0111\u1ea1i di\u1ec7n c\u00f4ng b\u1eb1ng<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Theo \u0110\u1ea1o lu\u1eadt Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia, m\u1ecdi c\u00f4ng \u0111o\u00e0n \u0111\u1ec1u c\u00f3 ngh\u0129a v\u1ee5 ph\u00e1p l\u00fd ph\u1ea3i \u0111\u1ea1i di\u1ec7n c\u00f4ng b\u1eb1ng cho t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng trong \u0111\u01a1n v\u1ecb th\u01b0\u01a1ng l\u01b0\u1ee3ng. C\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u1edbi ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00ec ch\u1ee7ng t\u1ed9c, gi\u1edbi t\u00ednh, gi\u1edbi t\u00ednh, tu\u1ed5i t\u00e1c, qu\u1ed1c t\u1ecbch, t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0, khuy\u1ebft t\u1eadt ho\u1eb7c t\u00ecnh tr\u1ea1ng c\u1ee7a h\u1ecd l\u00e0 th\u00e0nh vi\u00ean \u0111\u00f3ng h\u1ed9i ph\u00ed, kh\u00f4ng ph\u1ea3i th\u00e0nh vi\u00ean ho\u1eb7c ng\u01b0\u1eddi tr\u1ea3 ph\u00ed \u0111\u1ea1i l\u00fd.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u00fang ta c\u00f3 th\u1ec3 \u0111\u00ecnh c\u00f4ng kh\u00f4ng?&nbsp; <\/span><\/h4>\n<p><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia b\u1ea3o v\u1ec7 quy\u1ec1n \u0111\u00ecnh c\u00f4ng c\u1ee7a b\u1ea1n trong m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p. Vi\u1ec7c x\u00e1c \u0111\u1ecbnh xem cu\u1ed9c \u0111\u00ecnh c\u00f4ng c\u00f3 h\u1ee3p ph\u00e1p hay kh\u00f4ng v\u00e0 b\u1ea1n c\u00f3 nh\u1eefng bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 n\u00e0o t\u00f9y thu\u1ed9c v\u00e0o l\u00fd do \u0111\u00ecnh c\u00f4ng, c\u00e1ch c\u01b0 x\u1eed c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng, lo\u1ea1i h\u00ecnh n\u01a1i l\u00e0m vi\u1ec7c v\u00e0 c\u00e1c y\u1ebfu t\u1ed1 kh\u00e1c. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 nh\u1eefng cu\u1ed9c \u0111\u00ecnh c\u00f4ng n\u00e0o \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7, h\u00e3y truy c\u1eadp trang web c\u1ee7a \u1ee6y ban Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia:<\/span><a href=\"https:\/\/www.nlrb.gov\/strikes\"><span style=\"font-weight: 400;\">https:\/\/www.nlrb.gov\/strikes<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ed1i v\u1edbi nh\u00e2n vi\u00ean khu v\u1ef1c c\u00f4ng (li\u00ean bang, ti\u1ec3u bang, th\u00e0nh ph\u1ed1, v.v.) ho\u1eb7c ng\u01b0\u1eddi lao \u0111\u1ed9ng trong ng\u00e0nh v\u1eadn t\u1ea3i thu\u1ed9c ph\u1ea1m vi \u0111i\u1ec1u ch\u1ec9nh c\u1ee7a \u0110\u1ea1o lu\u1eadt Lao \u0111\u1ed9ng \u0110\u01b0\u1eddng s\u1eaft, quy\u1ec1n \u0111\u00ecnh c\u00f4ng b\u1ecb h\u1ea1n ch\u1ebf h\u01a1n. Lu\u1eadt ph\u00e1p Ti\u1ec3u bang Washington c\u1ea5m r\u00f5 r\u00e0ng h\u1ea7u h\u1ebft c\u00f4ng nh\u00e2n c\u1ee7a ti\u1ec3u bang, th\u00e0nh ph\u1ed1 v\u00e0 qu\u1eadn \u0111\u00ecnh c\u00f4ng, m\u1eb7c d\u00f9 quy\u1ec1n \u0111\u00ecnh c\u00f4ng c\u1ee7a gi\u00e1o vi\u00ean tr\u01b0\u1eddng c\u00f4ng l\u00e0 kh\u00f4ng r\u00f5 r\u00e0ng.&nbsp;  C\u00e1c cu\u1ed9c \u0111\u00ecnh c\u00f4ng c\u1ee7a c\u00f4ng nh\u00e2n li\u00ean bang n\u00f3i chung l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p. Tuy nhi\u00ean, khi c\u00e1c cu\u1ed9c \u0111\u00ecnh c\u00f4ng l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p th\u00ec c\u00e1c h\u00ecnh th\u1ee9c h\u00e0nh \u0111\u1ed9ng ph\u1ed1i h\u1ee3p kh\u00e1c c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c cho ph\u00e9p.<\/span>[\/et_pb_toggle][et_pb_toggle title=&#8221;5.5 C\u00e1c l\u1ef1a ch\u1ecdn thay th\u1ebf cho C\u00f4ng \u0111o\u00e0n &#8211; T\u1ed5 ch\u1ee9c Ng\u01b0\u1eddi lao \u0111\u1ed9ng&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.5 Alternatives to Unions &#8211; Workers\u2019 Organizations&#8221; _builder_version=&#8221;4.13.0&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; global_module=&#8221;992&#8243; saved_tabs=&#8221;all&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Some workers, including agricultural workers, domestic workers, and independent contractors do not have a legal right to collective bargaining, but they can still organize to improve their working conditions. They can form workers\u2019 organizations that look out for their well-being.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The steps to form a workers\u2019 organization that represents your interests are the same whether or not you have a legal right to collective bargaining.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Identify the issues that workers care about and the changes they want to make.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Build a leadership committee that can communicate with workers all over the workplace.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Find allies in the community \u2013 unions, community organizations, teachers, etc. \u2013 who understand how your workplace organizing will make a positive contribution in the community.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Use collective actions to ensure the employer follows all laws that protect workers even if they don\u2019t have a union.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Engage in grassroots fundraising from workers and your community to help create and maintain a strong organization.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Develop productive ways to discuss job issues with your employer. This might include a labor-management committee.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Find ways to protect each other if the employer tries to divide you.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep good records about what is happening on the job, and celebrate your victories!<\/span><\/li>\n<\/ul>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;5.6 T\u1ed5 ch\u1ee9c lao \u0111\u1ed9ng&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;5.6 Labor Organizations&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n quan t\u00e2m \u0111\u1ebfn vi\u1ec7c t\u1ed5 ch\u1ee9c \u0111\u1ec3 c\u1ea3i thi\u1ec7n m\u1ecdi vi\u1ec7c t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c th\u00ec \u0111\u00e2y l\u00e0 m\u1ed9t s\u1ed1 t\u1ed5 ch\u1ee9c c\u00f3 th\u1ec3 gi\u00fap b\u1ea1n b\u1eaft \u0111\u1ea7u.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington, AFL-CIO<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ebfn th\u0103m<\/span> <b>H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Ti\u1ec3u bang Washington<\/b><span style=\"font-weight: 400;\">  website \u0111\u1ec3 t\u00ecm danh s\u00e1ch c\u00e1c \u0111o\u00e0n th\u1ec3, tin t\u1ee9c v\u1ec1 phong tr\u00e0o lao \u0111\u1ed9ng ho\u1eb7c li\u00ean h\u1ec7 \u0111\u1ec3 \u0111\u01b0\u1ee3c h\u1ed7 tr\u1ee3. H\u1ecd l\u00e0 t\u1ed5 ch\u1ee9c lao \u0111\u1ed9ng l\u1edbn nh\u1ea5t trong bang. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh c\u1ed1t l\u00f5i c\u1ee7a WSLC l\u00e0 h\u1ed7 tr\u1ee3 ng\u01b0\u1eddi lao \u0111\u1ed9ng t\u1ed5 ch\u1ee9c c\u00e1c chi\u1ebfn d\u1ecbch, v\u1eadn \u0111\u1ed9ng c\u00e1c ch\u00ednh s\u00e1ch b\u1ea3o v\u1ec7 v\u00e0 mang l\u1ea1i l\u1ee3i \u00edch cho ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u0169ng nh\u01b0 gi\u00e1o d\u1ee5c v\u1ec1 c\u00e1c v\u1ea5n \u0111\u1ec1 c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng. H\u1ecd c\u0169ng c\u00f3 th\u1ec3 h\u01b0\u1edbng d\u1eabn b\u1ea1n \u0111\u1ebfn m\u1ed9t trong 15 h\u1ed9i \u0111\u1ed3ng lao \u0111\u1ed9ng \u0111\u1ecba ph\u01b0\u01a1ng tr\u00ean kh\u1eafp Bang Washington, bao g\u1ed3m c\u1ea3 Ph\u00f2ng Lao \u0111\u1ed9ng MLK (<\/span><a href=\"http:\/\/mlklabor.org\/\"><span style=\"font-weight: 400;\">http:\/\/mlklabor.org\/<\/span><\/a> <span style=\"font-weight: 400;\">) \u1edf Qu\u1eadn King.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">321 16th<\/span> <span style=\"font-weight: 400;\">Ave<\/span> <span style=\"font-weight: 400;\">S.<\/span> <span style=\"font-weight: 400;\">Seattle, WA<\/span>&nbsp; <span style=\"font-weight: 400;\">98144 (206) 281-8901<\/span>&nbsp; <span style=\"font-weight: 400;\">&nbsp;<\/span><a href=\"http:\/\/www.wslc.org\"><span style=\"font-weight: 400;\">www.wslc.org<\/span><\/a> <span style=\"font-weight: 400;\">&nbsp;<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Casa Latina<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Casa Latina trao quy\u1ec1n cho nh\u1eefng ng\u01b0\u1eddi nh\u1eadp c\u01b0 Latinx \u1edf metro Seattle b\u1eb1ng c\u00e1ch cung c\u1ea5p cho h\u1ecd c\u00e1c c\u01a1 h\u1ed9i gi\u00e1o d\u1ee5c v\u00e0 kinh t\u1ebf, cung c\u1ea5p cho m\u1ecdi ng\u01b0\u1eddi nh\u1eefng c\u00f4ng c\u1ee5 h\u1ecd c\u1ea7n \u0111\u1ec3 l\u00e0m vi\u1ec7c, sinh s\u1ed1ng, h\u1ed7 tr\u1ee3 gia \u0111\u00ecnh v\u00e0 \u0111\u00f3ng g\u00f3p cho c\u1ed9ng \u0111\u1ed3ng.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">317 17th Avenue South, Seattle, WA 98144 206.956.0779&nbsp; <\/span><a href=\"http:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">&nbsp;<\/span><span style=\"font-weight: 400;\">http:\/\/casa-latina.org\/<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Washington \u0111ang l\u00e0m vi\u1ec7c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Working Washington l\u00e0 m\u1ed9t t\u1ed5 ch\u1ee9c c\u00f4ng nh\u00e2n to\u00e0n ti\u1ec3u bang v\u1edbi s\u1ee9 m\u1ec7nh x\u00e2y d\u1ef1ng phong tr\u00e0o c\u1ea3i thi\u1ec7n ti\u1ec1n l\u01b0\u01a1ng v\u00e0 \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c, \u0111\u1ed3ng th\u1eddi \u1ee7ng h\u1ed9 vi\u1ec7c t\u0103ng l\u01b0\u01a1ng, c\u1ea3i thi\u1ec7n ti\u00eau chu\u1ea9n lao \u0111\u1ed9ng v\u00e0 thay \u0111\u1ed5i cu\u1ed9c tr\u00f2 chuy\u1ec7n v\u1ec1 s\u1ef1 gi\u00e0u c\u00f3, b\u1ea5t b\u00ecnh \u0111\u1eb3ng v\u00e0 gi\u00e1 tr\u1ecb c\u1ee7a c\u00f4ng vi\u1ec7c.&nbsp;  Truy c\u1eadp trang web c\u1ee7a h\u1ecd:<\/span><a href=\"http:\/\/www.workingwa.org\/\"> <span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/<\/span><\/a><span style=\"font-weight: 400;\">, ho\u1eb7c li\u00ean h\u1ec7 v\u1edbi h\u1ecd t\u1ea1i: info@workingwa.org | \u0110i\u1ec7n tho\u1ea1i:  <\/span><b>253-256-5176<\/b><\/p>\n<h4><span style=\"font-weight: 400;\">H\u1ed9i \u0111\u1ed3ng Th\u01b0\u01a1ng m\u1ea1i X\u00e2y d\u1ef1ng v\u00e0 X\u00e2y d\u1ef1ng WA<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">H\u1ed9i \u0111\u1ed3ng Th\u01b0\u01a1ng m\u1ea1i X\u00e2y d\u1ef1ng v\u00e0 X\u00e2y d\u1ef1ng Washington \u0111o\u00e0n k\u1ebft nhi\u1ec1u c\u00f4ng \u0111o\u00e0n x\u00e2y d\u1ef1ng v\u00e0 x\u00e2y d\u1ef1ng. Trang web c\u1ee7a h\u1ecd l\u00e0<\/span><a href=\"http:\/\/www.wabuildingtrades.org\"> <span style=\"font-weight: 400;\">www.wabuildingtrades.org<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng, Cao \u0111\u1eb3ng Nam Seattle<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n c\u1ea7n \u0111\u01b0\u1ee3c gi\u00e1o d\u1ee5c v\u1ec1 c\u00e1c quy\u1ec1n c\u1ee7a m\u00ecnh ho\u1eb7c c\u00e1ch ph\u00e1t tri\u1ec3n c\u00e1c k\u1ef9 n\u0103ng c\u1ea7n thi\u1ebft \u0111\u1ec3 t\u1ed5 ch\u1ee9c, h\u00e3y li\u00ean h\u1ec7 v\u1edbi Trung t\u00e2m Lao \u0111\u1ed9ng \u2013<\/span> <a href=\"http:\/\/georgetown.southseattle.edu\/lerc\/\"><span style=\"font-weight: 400;\">http:\/\/georgetown.southseattle.edu\/lerc\/<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-organize&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 6: Special Groups and Situations&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Ch\u01b0\u01a1ng 6: C\u00e1c nh\u00f3m v\u00e0 t\u00ecnh hu\u1ed1ng \u0111\u1eb7c bi\u1ec7t<\/strong><\/h2>\n<p><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng n\u00e0y bao g\u1ed3m c\u00e1c quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng \u0111\u1ed1i v\u1edbi c\u00e1c nh\u00f3m \u0111\u1eb7c bi\u1ec7t v\u00e0 c\u00e1c t\u00ecnh hu\u1ed1ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u0169ng nh\u01b0 c\u00e1c bi\u1ec7n ph\u00e1p kh\u1eafc ph\u1ee5c d\u00e0nh cho nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00e0y.<\/span><\/i>[\/et_pb_text][et_pb_toggle title=&#8221;6.1 H\u1ed9 gia \u0111\u00ecnh\/Ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.1 Household\/Domestic Workers&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh ho\u1eb7c gi\u00fap vi\u1ec7c gia \u0111\u00ecnh l\u00e0m vi\u1ec7c t\u1ea1i nh\u00e0 c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u1edbi t\u01b0 c\u00e1ch l\u00e0 ng\u01b0\u1eddi d\u1ecdn d\u1eb9p nh\u00e0 c\u1eeda v\u00e0 ng\u01b0\u1eddi ch\u0103m s\u00f3c tr\u1ebb em. H\u1ecd th\u01b0\u1eddng xuy\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng ng\u1ea7m v\u00e0 thi\u1ebfu nhi\u1ec1u quy\u1ec1n l\u1ee3i trong c\u00f4ng vi\u1ec7c. Tuy nhi\u00ean, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3:&nbsp;<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">L\u1ea5y \u0111i t\u00e0i s\u1ea3n c\u00e1 nh\u00e2n ho\u1eb7c t\u00e0i li\u1ec7u c\u1ee7a b\u1ea1n<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u00e1nh b\u1ea1n, \u0111e d\u1ecda b\u1ea1n ho\u1eb7c l\u1ea1m d\u1ee5ng b\u1ea1n d\u01b0\u1edbi b\u1ea5t k\u1ef3 h\u00ecnh th\u1ee9c n\u00e0o<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Qu\u1ea5y r\u1ed1i t\u00ecnh d\u1ee5c ho\u1eb7c t\u1ea5n c\u00f4ng b\u1ea1n d\u01b0\u1edbi b\u1ea5t k\u1ef3 h\u00ecnh th\u1ee9c n\u00e0o<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Gi\u1eef l\u1ea1i ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a b\u1ea1n; c\u0169ng kh\u00f4ng<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">L\u00e0m b\u1ea5t c\u1ee9 \u0111i\u1ec1u g\u00ec kh\u00e1c vi ph\u1ea1m quy\u1ec1n c\u00f4ng d\u00e2n c\u1ee7a b\u1ea1n v\u1edbi t\u01b0 c\u00e1ch l\u00e0 m\u1ed9t ng\u01b0\u1eddi s\u1ed1ng v\u00e0 l\u00e0m vi\u1ec7c t\u1ea1i \u0111\u1ea5t n\u01b0\u1edbc n\u00e0y.&nbsp;<\/span><\/li>\n<\/ul>\n<h4><span style=\"font-weight: 400;\">C\u00e1c quy\u1ec1n \u0111\u1eb7c bi\u1ec7t d\u00e0nh cho ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh \u1edf Seattle<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh \u1edf Seattle \u2013 v\u1edbi t\u01b0 c\u00e1ch l\u00e0 nh\u00e2n vi\u00ean ho\u1eb7c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp \u2013 l\u00e0m vi\u1ec7c t\u1ea1i nh\u00e0 ri\u00eang v\u1edbi t\u01b0 c\u00e1ch l\u00e0 b\u1ea3o m\u1eabu, ng\u01b0\u1eddi d\u1ecdn d\u1eb9p nh\u00e0 c\u1eeda, nh\u00e2n vi\u00ean ch\u0103m s\u00f3c nh\u00e0 c\u1eeda, ng\u01b0\u1eddi l\u00e0m v\u01b0\u1eddn, \u0111\u1ea7u b\u1ebfp v\u00e0\/ho\u1eb7c qu\u1ea3n l\u00fd h\u1ed9 gia \u0111\u00ecnh, b\u1ea1n c\u00f3 c\u00e1c quy\u1ec1n b\u1ed5 sung \u0111\u01b0\u1ee3c m\u00f4 t\u1ea3 b\u00ean d\u01b0\u1edbi<\/span> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh c\u00f3 ph\u1ea3i \u0111\u01b0\u1ee3c tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u200bH\u1ea7u h\u1ebft<\/span> t\u1ea5t c\u1ea3 ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh \u1edf Seattle \u0111\u1ec1u \u0111\u01b0\u1ee3c h\u01b0\u1edfng m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u cao h\u01a1n c\u1ee7a Seattle (Xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#1__002e1-_minimum-_wage1\">Ch\u01b0\u01a1ng 1.1 M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u<\/a> ). H\u1ea7u h\u1ebft ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh b\u00ean ngo\u00e0i Seattle \u0111\u1ec1u c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 \u00edt nh\u1ea5t m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u c\u1ee7a ti\u1ec3u bang <strong>($13,50 v\u00e0o n\u0103m 2020)<\/strong> tr\u1eeb khi b\u1ea1n l\u00e0m vi\u1ec7c cho ng\u01b0\u1eddi ch\u1ee7 kh\u00f4ng th\u01b0\u1eddng xuy\u00ean, d\u01b0\u1edbi 18 tu\u1ed5i ho\u1eb7c n\u1ebfu b\u1ea1n s\u1ed1ng \u1edf n\u01a1i b\u1ea1n l\u00e0m vi\u1ec7c.<\/p>\n<h5><span style=\"font-weight: 400;\">Ngh\u1ec9 gi\u1ea3i lao v\u00e0 ngh\u1ec9 ng\u01a1i<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Ngo\u1ea1i tr\u1eeb Seattle, ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh kh\u00f4ng c\u00f3 quy\u1ec1n ngh\u1ec9 ng\u01a1i trong gi\u1edd l\u00e0m vi\u1ec7c. Seattle y\u00eau c\u1ea7u ngh\u1ec9 gi\u1ea3i lao nh\u01b0 sau:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ngh\u1ec9 \u0103n 30 ph\u00fat kh\u00f4ng gi\u00e1n \u0111o\u1ea1n n\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c h\u01a1n 5 gi\u1edd trong m\u1ed9t ca t\u1ea1i c\u00f9ng m\u1ed9t nh\u00e0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ngh\u1ec9 gi\u1ea3i lao 10 ph\u00fat li\u00ean t\u1ee5c sau m\u1ed7i b\u1ed1n gi\u1edd l\u00e0m vi\u1ec7c t\u1ea1i c\u00f9ng m\u1ed9t nh\u00e0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n kh\u00f4ng th\u1ec3 ngh\u1ec9 gi\u1ea3i lao, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i tr\u1ea3 th\u00eam ti\u1ec1n cho th\u1eddi gian ngh\u1ec9 gi\u1ea3i lao b\u1ecb b\u1ecf l\u1ee1<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 ng\u01b0\u1eddi ch\u0103m s\u00f3c tr\u1ef1c ti\u1ebfp, b\u1ea1n ph\u1ea3i \u0111\u01b0\u1ee3c ngh\u1ec9 m\u1ed9t ng\u00e0y sau h\u01a1n s\u00e1u ng\u00e0y l\u00e0m vi\u1ec7c li\u00ean t\u1ee5c<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ngo\u00e0i ra, lu\u1eadt Lao \u0111\u1ed9ng gi\u00fap vi\u1ec7c gia \u0111\u00ecnh c\u1ee7a Seattle c\u1ea5m ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng gi\u1eef b\u1ea5t k\u1ef3 t\u00e0i s\u1ea3n ho\u1eb7c t\u00e0i li\u1ec7u n\u00e0o c\u1ee7a b\u1ea1n nh\u01b0 h\u1ed9 chi\u1ebfu ho\u1eb7c th\u1ecb th\u1ef1c.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt ti\u1ec3u bang b\u1ea3o v\u1ec7 b\u1ea1n kh\u1ecfi ph\u1ea3i l\u00e0m vi\u1ec7c h\u01a1n 60 gi\u1edd m\u1ed9t tu\u1ea7n tr\u1eeb khi c\u00f3 tr\u01b0\u1eddng h\u1ee3p kh\u1ea9n c\u1ea5p y\u00eau c\u1ea7u b\u1ea1n ph\u1ea3i l\u00e0m th\u00eam gi\u1edd. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c ph\u00e9p sa th\u1ea3i b\u1ea1n trong h\u1ea7u h\u1ebft c\u00e1c tr\u01b0\u1eddng h\u1ee3p n\u1ebfu b\u1ea1n kh\u00f4ng \u0111\u1ebfn l\u00e0m vi\u1ec7c, ngay c\u1ea3 khi b\u1ea1n b\u1ecb \u1ed1m ho\u1eb7c v\u1eeba m\u1edbi sinh con.  <\/span><i><span style=\"font-weight: 400;\">&nbsp;<\/span><\/i><\/p>\n<h4><span style=\"font-weight: 400;\">An to\u00e0n v\u00e0 th\u01b0\u01a1ng t\u00edch trong c\u00f4ng vi\u1ec7c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u01b0\u1ee3c y\u00eau c\u1ea7u cung c\u1ea5p \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c an to\u00e0n cho ng\u01b0\u1eddi lao \u0111\u1ed9ng trong gia \u0111\u00ecnh. \u0110i\u1ec1u n\u00e0y bao g\u1ed3m vi\u1ec7c cung c\u1ea5p c\u00e1c v\u1eadt li\u1ec7u l\u00e0m s\u1ea1ch an to\u00e0n nh\u1ea5t c\u00f3 th\u1ec3. Tuy nhi\u00ean, h\u1ea7u h\u1ebft ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh s\u1ebd kh\u00f4ng th\u1ec3 nh\u1eadn \u0111\u01b0\u1ee3c ti\u1ec1n b\u1ed3i th\u01b0\u1eddng n\u1ebfu b\u1ecb th\u01b0\u01a1ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c. B\u1ea1n v\u1eabn n\u00ean cho ng\u01b0\u1eddi ch\u1ee7 bi\u1ebft khi n\u00e0o b\u1ea1n b\u1ecb th\u01b0\u01a1ng v\u00e0 y\u00eau c\u1ea7u gi\u00fap \u0111\u1ee1. N\u1ebfu ng\u01b0\u1eddi ch\u1ee7 kh\u00f4ng \u0111\u1ed3ng \u00fd gi\u00fap b\u1ea1n, b\u1ea1n c\u00f3 quy\u1ec1n ki\u1ec7n ng\u01b0\u1eddi ch\u1ee7 \u0111\u1ec3 gi\u00fap b\u1ea1n thanh to\u00e1n c\u00e1c h\u00f3a \u0111\u01a1n y t\u1ebf v\u00e0 c\u00e1c thi\u1ec7t h\u1ea1i kh\u00e1c. N\u1ebfu s\u1ed1 ti\u1ec1n \u0111\u00f3 \u00edt h\u01a1n $5.000, b\u1ea1n c\u00f3 th\u1ec3 ki\u1ec7n ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a m\u00ecnh ra t\u00f2a \u00e1n x\u1eed l\u00fd c\u00e1c v\u1ee5 ki\u1ec7n nh\u1ecf. B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm th\u00f4ng tin v\u1ec1 t\u00f2a x\u1eed c\u00e1c v\u1ee5 ki\u1ec7n nh\u1ecf (c\u1ea3 b\u1eb1ng ti\u1ebfng T\u00e2y Ban Nha) t\u1ea1i Tr\u1ee3 gi\u00fap Lu\u1eadt Washington (<\/span><a href=\"http:\/\/www.washingtonlawhelp.org\"><span style=\"font-weight: 400;\">http:\/\/www.washingtonlawhelp.org<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span>&nbsp;<\/p>\n<h4><span style=\"font-weight: 400;\">N\u01a1i \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap: T\u1ed5 ch\u1ee9c v\u1edbi nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi lao \u0111\u1ed9ng trong gia \u0111\u00ecnh c\u00f3 th\u1ec3 li\u00ean k\u1ebft v\u1edbi nhau \u0111\u1ec3 gi\u00fap \u0111\u1ee1 l\u1eabn nhau nh\u01b0ng kh\u00f4ng c\u00f3 quy\u1ec1n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n. N\u00f3i c\u00e1ch kh\u00e1c, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng b\u1eaft bu\u1ed9c ph\u1ea3i \u0111\u00e0m ph\u00e1n ho\u1eb7c k\u00fd h\u1ee3p \u0111\u1ed3ng. T\u1ea1i Seattle, m\u1ed9t s\u1ed1 ng\u01b0\u1eddi gi\u00fap vi\u1ec7c gia \u0111\u00ecnh kh\u00f4ng th\u1ec3 th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n \u0111\u00e3 c\u00f9ng nhau t\u00ecm vi\u1ec7c l\u00e0m v\u00e0 gi\u00fap b\u1ea3o v\u1ec7 l\u1eabn nhau th\u00f4ng qua Trung t\u00e2m C\u00f4ng nh\u00e2n Casa Latina (<\/span><a href=\"http:\/\/casa-latina.org\"><span style=\"font-weight: 400;\">http:\/\/casa-latina.org<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nh\u1eefng ng\u01b0\u1eddi d\u1ecdn d\u1eb9p ho\u1eb7c nh\u1eefng ng\u01b0\u1eddi l\u00e0m d\u1ecbch v\u1ee5 gia \u0111\u00ecnh kh\u00e1c l\u00e0m vi\u1ec7c cho m\u1ed9t doanh nghi\u1ec7p ch\u1ee9 kh\u00f4ng ph\u1ea3i m\u1ed9t gia \u0111\u00ecnh t\u01b0 nh\u00e2n, c\u00f3 th\u1ec3<\/span> <i><span style=\"font-weight: 400;\">c\u00f3<\/span><\/i> <span style=\"font-weight: 400;\">quy\u1ec1n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n (xem<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 5 &#8211; Quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 th\u1ec3 l\u00e0m g\u00ec n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i vi ph\u1ea1m ph\u00e1p lu\u1eadt?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">T\u1ea1i Seattle, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng (<\/span> <a href=\"https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint<\/span><\/a><span style=\"font-weight: 400;\">). B\u00ean ngo\u00e0i Seattle, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c l\u00ean B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints<\/a><\/span><span style=\"font-weight: 400;\">).<\/span>&nbsp; <span style=\"font-weight: 400;\">C\u00e1c ngu\u1ed3n t\u00e0i nguy\u00ean kh\u00e1c bao g\u1ed3m Trung t\u00e2m Vi\u1ec7c l\u00e0m C\u00f4ng b\u1eb1ng (<\/span> <a href=\"https:\/\/www.fairworkcenter.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.fairworkcenter.org\/get-help\/<\/span><\/a> <span style=\"font-weight: 400;\">),<\/span>&nbsp; <span style=\"font-weight: 400;\">Ti\u1ebfng n\u00f3i Ph\u00e1p l\u00fd (<\/span> <a href=\"https:\/\/www.legalvoice.org\/domestic-worker-rights\"><span style=\"font-weight: 400;\">https:\/\/www.legalvoice.org\/domestic-worker-rights<\/span><\/a> <span style=\"font-weight: 400;\">) v\u00e0 Casa Latina, \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea \u1edf tr\u00ean.<\/span>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.2 Ng\u01b0\u1eddi lao \u0111\u1ed9ng theo ng\u00e0y&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.2 Day Laborers&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Ng\u01b0\u1eddi lao \u0111\u1ed9ng ban ng\u00e0y l\u00e0m c\u00e1c c\u00f4ng vi\u1ec7c t\u1ea1m th\u1eddi, th\u01b0\u1eddng l\u00e0 x\u00e2y d\u1ef1ng, c\u1ea3nh quan v\u00e0 s\u1ea3n xu\u1ea5t. H\u1ecd th\u01b0\u1eddng xuy\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 h\u1ebft s\u1ed5 s\u00e1ch v\u00e0 b\u1ecb ph\u00e2n lo\u1ea1i sai th\u00e0nh nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp. Ph\u1ea7n sau \u0111\u00e2y d\u00e0nh cho nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng ban ng\u00e0y l\u00e0 nh\u00e2n vi\u00ean th\u1ef1c s\u1ef1, ngay c\u1ea3 khi h\u1ecd b\u1ecb ph\u00e2n lo\u1ea1i sai th\u00e0nh nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 ph\u1ea3i tr\u1ea3 cho t\u00f4i m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u v\u00e0 l\u00e0m th\u00eam gi\u1edd kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi lao \u0111\u1ed9ng ban ng\u00e0y c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 \u00edt nh\u1ea5t m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ($12,00 m\u1ed9t gi\u1edd v\u00e0o n\u0103m 2019) v\u00e0 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng l\u00e0m th\u00eam gi\u1edd (th\u1eddi gian r\u01b0\u1ee1i) cho m\u1ed7i gi\u1edd l\u00e0m vi\u1ec7c tr\u00ean 40 gi\u1edd trong m\u1ed9t tu\u1ea7n \u0111\u1ed1i v\u1edbi m\u1ed9t ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng, cho d\u00f9 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u00f3 c\u00f3 m\u1ed9t c\u00e1 nh\u00e2n ho\u1eb7c m\u1ed9t c\u01a1 quan.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 ph\u1ea3i tr\u1ea3 ti\u1ec1n cho t\u00f4i v\u1ec1 th\u1eddi gian ch\u1edd \u0111\u1ee3i v\u00e0 v\u1eadn chuy\u1ec3n kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng cho th\u1eddi gian c\u1ea7n thi\u1ebft \u0111\u1ec3 \u0111i l\u00e0m tr\u1eeb khi b\u1ea1n \u0111ang l\u00e0m vi\u1ec7c tr\u00ean \u0111\u01b0\u1eddng \u0111\u1ebfn \u0111\u1ecba \u0111i\u1ec3m l\u00e0m vi\u1ec7c ho\u1eb7c \u0111\u01b0\u1ee3c \u0111\u01b0a \u0111\u1ebfn m\u1ed9t \u0111\u1ecba \u0111i\u1ec3m kh\u00e1c cho c\u00f9ng m\u1ed9t ch\u1ee7 lao \u0111\u1ed9ng. N\u1ebfu b\u1ea1n \u0111\u01b0\u1ee3c t\u1ef1 do r\u1eddi kh\u1ecfi n\u01a1i l\u00e0m vi\u1ec7c th\u00ec b\u1ea1n kh\u00f4ng ph\u1ea3i tr\u1ea3 ti\u1ec1n trong th\u1eddi gian ch\u1edd l\u00e0m vi\u1ec7c. Tuy nhi\u00ean, n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n y\u00eau c\u1ea7u b\u1ea1n ph\u1ea3i b\u00e1o c\u00e1o v\u00e0o m\u1ed9t th\u1eddi \u0111i\u1ec3m nh\u1ea5t \u0111\u1ecbnh th\u00ec b\u1ea1n s\u1ebd \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng b\u1eaft \u0111\u1ea7u t\u1eeb th\u1eddi \u0111i\u1ec3m \u0111\u00f3, cho d\u00f9 c\u00f4ng vi\u1ec7c \u0111\u00e3 b\u1eaft \u0111\u1ea7u hay ch\u01b0a.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 l\u1ea5y ti\u1ec1n t\u1eeb ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a t\u00f4i kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n cung c\u1ea5p cho b\u1ea1n th\u1ee9 g\u00ec \u0111\u00f3 m\u00e0 b\u1ea1n c\u00f3 th\u1ec3 t\u1ef1 do ch\u1ea5p nh\u1eadn (nh\u01b0 b\u1eefa \u0103n ho\u1eb7c ph\u01b0\u01a1ng ti\u1ec7n \u0111i l\u1ea1i) v\u00e0 b\u1ea1n ph\u1ea3i tr\u1ea3 ti\u1ec1n cho vi\u1ec7c \u0111\u00f3 th\u00ec ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 tr\u1eeb ti\u1ec1n t\u1eeb l\u01b0\u01a1ng c\u1ee7a b\u1ea1n mi\u1ec5n l\u00e0 l\u01b0\u01a1ng c\u1ee7a b\u1ea1n (sau khi kh\u1ea5u tr\u1eeb) \u00edt nh\u1ea5t \u1edf m\u1ee9c t\u1ed1i thi\u1ec3u. m\u1ee9c l\u01b0\u01a1ng v\u00e0 b\u1ea1n \u0111\u00e3 \u0111\u1ed3ng \u00fd tr\u01b0\u1edbc v\u1edbi n\u00f3. N\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng cho ph\u00e9p b\u1ea1n t\u1ef1 cung c\u1ea5p ph\u01b0\u01a1ng ti\u1ec7n \u0111i l\u1ea1i ho\u1eb7c b\u1eefa \u0103n, v\u00e0 s\u1ebfp c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng l\u1ee3i ho\u1eb7c l\u1ee3i nhu\u1eadn b\u1eb1ng c\u00e1ch t\u00ednh ph\u00ed c\u00e1c b\u1eefa \u0103n, ph\u01b0\u01a1ng ti\u1ec7n \u0111i l\u1ea1i, v.v., cho c\u00f4ng nh\u00e2n, th\u00ec b\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i tr\u1ea3 ti\u1ec1n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n gi\u1eef l\u1ea1i ti\u1ec1n l\u01b0\u01a1ng khi\u1ebfn l\u01b0\u01a1ng c\u1ee7a b\u1ea1n th\u1ea5p h\u01a1n m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ho\u1eb7c kh\u00f4ng \u0111\u01b0\u1ee3c tr\u1ea3 ch\u00fat n\u00e0o, th\u00ec \u0111\u00f3 l\u00e0 h\u00e0nh vi tr\u1ed9m c\u1eafp ti\u1ec1n l\u01b0\u01a1ng. B\u1ea1n n\u00ean li\u00ean h\u1ec7 v\u1edbi lu\u1eadt s\u01b0 ho\u1eb7c Casa Latina  <\/span><b>(206) 956-0779<\/b> <span style=\"font-weight: 400;\">\u0111\u1ec3 \u0111\u01b0\u1ee3c gi\u00fap \u0111\u1ee1.<\/span><\/p>\n<p><b>\u0110\u1ed3ng ph\u1ee5c v\u00e0 Thi\u1ebft b\u1ecb \u2013<\/b> <span style=\"font-weight: 400;\">Trong h\u1ea7u h\u1ebft c\u00e1c tr\u01b0\u1eddng h\u1ee3p, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 kh\u1ea5u tr\u1eeb ti\u1ec1n t\u1eeb ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a b\u1ea1n \u0111\u1ec3 mua \u0111\u1ed3ng ph\u1ee5c, d\u1ee5ng c\u1ee5, thi\u1ebft b\u1ecb an to\u00e0n ho\u1eb7c c\u00e1c v\u1eadt li\u1ec7u kh\u00e1c m\u00e0 b\u1ea1n c\u1ea7n \u0111\u1ec3 th\u1ef1c hi\u1ec7n c\u00f4ng vi\u1ec7c c\u1ee7a m\u00ecnh.<\/span><\/p>\n<p><b>Thi\u1ec7t h\u1ea1i t\u00e0i s\u1ea3n &#8211;<\/b><span style=\"font-weight: 400;\">  Ngo\u1ea1i tr\u1eeb m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p h\u1ea1n ch\u1ebf, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 kh\u1ea5u tr\u1eeb ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a b\u1ea1n \u0111\u1ec3 b\u1ed3i th\u01b0\u1eddng thi\u1ec7t h\u1ea1i cho t\u00e0i s\u1ea3n c\u1ee7a h\u1ecd, ngay c\u1ea3 khi \u0111\u00f3 l\u00e0 l\u1ed7i c\u1ee7a b\u1ea1n. Tuy nhi\u00ean, h\u1ecd c\u00f3 th\u1ec3 y\u00eau c\u1ea7u b\u1ea1n b\u1ed3i th\u01b0\u1eddng thi\u1ec7t h\u1ea1i ho\u1eb7c \u0111\u01b0a b\u1ea1n ra t\u00f2a \u0111\u1ec3 bu\u1ed9c b\u1ea1n ph\u1ea3i b\u1ed3i th\u01b0\u1eddng.<\/span><span style=\"font-weight: 400;\">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <\/span><\/p>\n<p><b>Ph\u00ed c\u01a1 quan lao \u0111\u1ed9ng ban ng\u00e0y \u0111\u1ec3 thanh to\u00e1n ti\u1ec1n l\u01b0\u01a1ng \u2013<\/b><span style=\"font-weight: 400;\">  \u0110i\u1ec1u n\u00e0y kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p n\u1ebfu kho\u1ea3n ph\u00ed n\u00e0y s\u1ebd l\u00e0m gi\u1ea3m ti\u1ec1n l\u01b0\u01a1ng c\u1ee7a b\u1ea1n xu\u1ed1ng d\u01b0\u1edbi m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u. Nh\u1eefng kho\u1ea3n ph\u00ed n\u00e0y c\u0169ng kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p n\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng thu l\u1ee3i t\u1eeb ph\u00ed ho\u1eb7c n\u1ebfu ch\u00fang kh\u00f4ng ch\u1ee7 y\u1ebfu mang l\u1ea1i l\u1ee3i \u00edch cho b\u1ea1n. C\u00e1c kho\u1ea3n ph\u00ed \u0111\u01b0\u1ee3c cho ph\u00e9p n\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng l\u00e0m  <\/span><i><span style=\"font-weight: 400;\">kh\u00f4ng<\/span><\/i> <span style=\"font-weight: 400;\">\u0111\u01b0\u1ee3c h\u01b0\u1edfng l\u1ee3i v\u1ec1 m\u1eb7t t\u00e0i ch\u00ednh v\u00e0 s\u1ef1 s\u1eafp x\u1ebfp n\u00e0y<\/span> ch\u1ee7 y\u1ebfu <i><span style=\"font-weight: 400;\">l\u00e0<\/span><\/i> <span style=\"font-weight: 400;\">v\u00ec l\u1ee3i \u00edch c\u1ee7a b\u1ea1n<\/span> <i><span style=\"font-weight: 400;\">v\u00e0<\/span><\/i> <span style=\"font-weight: 400;\">b\u1ea1n \u0111\u1ed3ng \u00fd tr\u01b0\u1edbc b\u1eb1ng v\u0103n b\u1ea3n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">An to\u00e0n v\u00e0 th\u01b0\u01a1ng t\u00edch trong c\u00f4ng vi\u1ec7c<\/span><\/h4>\n<p>N\u0103m 2021, C\u01a1 quan L\u1eadp ph\u00e1p Washington \u0111\u00e3 th\u00f4ng qua lu\u1eadt m\u1edbi v\u1ec1 an to\u00e0n cho ng\u01b0\u1eddi lao \u0111\u1ed9ng t\u1ea1m th\u1eddi. C\u1ea3 c\u01a1 quan t\u1ea1m th\u1eddi v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c \u0111\u1ec1u c\u00f3 tr\u00e1ch nhi\u1ec7m chung trong vi\u1ec7c cung c\u1ea5p m\u1ed9t n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n kh\u00f4ng c\u00f3 c\u00e1c m\u1ed1i nguy hi\u1ec3m \u0111\u00e3 \u0111\u01b0\u1ee3c nh\u1eadn bi\u1ebft. C\u00e1c c\u01a1 quan t\u1ea1m th\u1eddi \u0111\u01b0\u1ee3c y\u00eau c\u1ea7u:<\/p>\n<ul>\n<li>h\u1ecfi v\u1ec1 <span dir=\"ltr\">c\u00e1c \u0111i\u1ec1u ki\u1ec7n an to\u00e0n, nhi\u1ec7m v\u1ee5 c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00e0<\/span> <span dir=\"ltr\">ch\u01b0\u01a1ng tr\u00ecnh an to\u00e0n c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c tr\u01b0\u1edbc khi ph\u00e2n c\u00f4ng ng\u01b0\u1eddi lao \u0111\u1ed9ng;<\/span> <\/li>\n<li><span dir=\"ltr\">cung c\u1ea5p \u0111\u00e0o t\u1ea1o an to\u00e0n v\u1ec1 c\u00e1c m\u1ed1i nguy hi\u1ec3m m\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 th\u1ec3 g\u1eb7p ph\u1ea3i t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c b\u1eb1ng ng\u00f4n ng\u1eef \u01b0a th\u00edch c\u1ee7a nh\u00e2n vi\u00ean v\u00e0 nh\u00e2n vi\u00ean kh\u00f4ng ph\u1ea3i tr\u1ea3 chi ph\u00ed n\u00e0o.  <\/span><\/li>\n<\/ul>\n<p><span dir=\"ltr\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng s\u1eed d\u1ee5ng nh\u00e2n vi\u00ean t\u1ea1m th\u1eddi ph\u1ea3i:<\/span><\/p>\n<ul>\n<li><span dir=\"ltr\">l\u1eadp h\u1ed3 s\u01a1 v\u00e0 th\u00f4ng b\u00e1o cho c\u00e1c c\u01a1 quan t\u1ea1m th\u1eddi v\u1ec1 m\u1ed1i nguy hi\u1ec3m  <\/span><\/li>\n<li><span dir=\"ltr\">cung c\u1ea5p b\u1ea5t k\u1ef3 kh\u00f3a \u0111\u00e0o t\u1ea1o an to\u00e0n chuy\u00ean ng\u00e0nh n\u00e0o c\u1ea7n thi\u1ebft  <\/span><\/li>\n<li><span dir=\"ltr\">l\u01b0u gi\u1eef h\u1ed3 s\u01a1 \u0111\u00e0o t\u1ea1o<br \/>\n<\/span><\/li>\n<li>Th\u00f4ng b\u00e1o cho ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00e0 c\u01a1 quan t\u1ea1m th\u1eddi v\u1ec1 b\u1ea5t k\u1ef3 thay \u0111\u1ed5i an to\u00e0n n\u00e0o li\u00ean quan \u0111\u1ebfn nhi\u1ec7m v\u1ee5 m\u1edbi v\u00e0 cung c\u1ea5p ch\u01b0\u01a1ng tr\u00ecnh \u0111\u00e0o t\u1ea1o ph\u00f9 h\u1ee3p<\/li>\n<li> <span dir=\"ltr\">Nh\u00e2n vi\u00ean c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i nhi\u1ec7m v\u1ee5 c\u00f4ng vi\u1ec7c m\u1edbi<\/span> <span dir=\"ltr\">n\u1ebfu h\u1ecd ch\u01b0a \u0111\u01b0\u1ee3c<\/span> <span dir=\"ltr\">\u0111\u00e0o t\u1ea1o ph\u00f9 h\u1ee3p \u0111\u1ec3 th\u1ef1c hi\u1ec7n nhi\u1ec7m v\u1ee5 m\u1edbi.<\/span><\/li>\n<\/ul>\n<p><b>Lu\u1eadt an to\u00e0n v\u00e0 s\u1ee9c kh\u1ecfe b\u1ea3o v\u1ec7<\/b> <b><i>t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/i><\/b> <b>b\u1ea5t k\u1ec3 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a h\u1ecd hay b\u1ecb coi l\u00e0 nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp.<\/b><span style=\"font-weight: 400;\">  B\u1ea1n c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i c\u00f4ng vi\u1ec7c nguy hi\u1ec3m m\u1ed9t c\u00e1ch v\u00f4 l\u00fd m\u00e0 kh\u00f4ng b\u1ecb m\u1ea5t vi\u1ec7c. B\u1ea1n c\u0169ng c\u00f3 quy\u1ec1n n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n v\u1edbi B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p Ti\u1ec3u bang (L&amp;I). G\u1ecdi cho h\u1ecd theo s\u1ed1  <\/span><b>1 (800) 423-7233<\/b><span style=\"font-weight: 400;\">. C\u00f3 s\u1eb5n d\u1ecbch v\u1ee5 th\u00f4ng d\u1ecbch vi\u00ean.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n b\u1ecb th\u01b0\u01a1ng khi l\u00e0m vi\u1ec7c, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 tr\u00e1ch nhi\u1ec7m thanh to\u00e1n chi ph\u00ed \u0111i\u1ec1u tr\u1ecb y t\u1ebf cho b\u1ea1n. B\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, b\u1ea5t k\u1ec3 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n l\u00e0 g\u00ec. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 vi\u1ec7c thu ti\u1ec1n b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, h\u00e3y xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Ch\u01b0\u01a1ng 2: Quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh c\u1ee7a b\u1ea1n<\/a> .<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">\u0110i \u0111\u00e2u \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap: T\u1ed5 ch\u1ee9c v\u1edbi nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Casa Latina (<\/span> <a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">), Trung t\u00e2m C\u00f4ng nh\u00e2n c\u1ee7a Seattle, gi\u00fap ng\u01b0\u1eddi lao \u0111\u1ed9ng gi\u1ea3i quy\u1ebft c\u00e1c v\u1ea5n \u0111\u1ec1 nh\u01b0 tr\u1ed9m c\u1eafp ti\u1ec1n l\u01b0\u01a1ng v\u00e0 cung c\u1ea5p kh\u00f4ng gian an to\u00e0n cho ng\u01b0\u1eddi lao \u0111\u1ed9ng t\u1ee5 t\u1eadp v\u00e0 t\u00ecm vi\u1ec7c l\u00e0m. H\u1ecd cung c\u1ea5p d\u1ecbch v\u1ee5 \u0111i\u1ec1u \u0111\u1ed9ng c\u00f4ng vi\u1ec7c, n\u01a1i b\u1ea5t c\u1ee9 ai t\u00ecm ki\u1ebfm c\u00f4ng nh\u00e2n \u0111\u1ec1u c\u00f3 th\u1ec3 g\u1ecdi \u0111\u1ebfn v\u00e0 Trung t\u00e2m s\u1ebd c\u1eed c\u00f4ng nh\u00e2n \u0111i l\u00e0m. H\u1ecd c\u0169ng \u0111\u1eb7t ra m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u cho c\u00f4ng nh\u00e2n m\u00e0 h\u1ecd c\u1eed \u0111i, t\u00f9y thu\u1ed9c v\u00e0o k\u1ef9 n\u0103ng c\u1ea7n thi\u1ebft \u0111\u1ec3 th\u1ef1c hi\u1ec7n c\u00f4ng vi\u1ec7c.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng ban ng\u00e0y v\u00e0 nh\u1eefng g\u00ec b\u1ea1n c\u00f3 th\u1ec3 l\u00e0m \u0111\u1ec3 t\u1ef1 b\u1ea3o v\u1ec7 m\u00ecnh, h\u00e3y xem trang web M\u1ea1ng l\u01b0\u1edbi T\u1ed5 ch\u1ee9c Ng\u01b0\u1eddi lao \u0111\u1ed9ng Ng\u00e0y Qu\u1ed1c kh\u00e1nh (<\/span> <a href=\"https:\/\/ndlon.org\/\"><span style=\"font-weight: 400;\">https:\/\/ndlon.org\/<\/span><\/a><span style=\"font-weight: 400;\">). C\u00f4ng b\u1eb1ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c (<\/span><a href=\"https:\/\/www.workplacefairness.org\/day-laborers\"><span style=\"font-weight: 400;\">https:\/\/www.workplacefairness.org\/day-laborers<\/span><\/a> <span style=\"font-weight: 400;\">) c\u0169ng c\u00f3 m\u1ed9t ph\u1ea7n hay v\u1ec1 quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng ban ng\u00e0y.<\/span>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.3 C\u00f4ng nh\u00e2n d\u01b0\u1edbi b\u00e0n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.3 Under-the-Table Workers&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">C\u00f4ng vi\u1ec7c ng\u1ea7m l\u00e0 t\u1ea5t c\u1ea3 c\u00e1c c\u00f4ng vi\u1ec7c \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng kh\u00f4ng \u0111\u01b0\u1ee3c b\u00e1o c\u00e1o cho ch\u00ednh ph\u1ee7 ti\u1ec3u bang ho\u1eb7c li\u00ean bang. Nh\u1eefng ng\u01b0\u1eddi l\u00e0m vi\u1ec7c d\u01b0\u1edbi b\u00e0n th\u01b0\u1eddng \u0111\u01b0\u1ee3c tr\u1ea3 b\u1eb1ng ti\u1ec1n m\u1eb7t ho\u1eb7c th\u00f4ng qua s\u00e9c c\u00e1 nh\u00e2n. Th\u00f4ng th\u01b0\u1eddng, b\u1ea1n kh\u00f4ng k\u00fd h\u1ee3p \u0111\u1ed3ng b\u1eb1ng v\u0103n b\u1ea3n v\u1edbi ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a m\u00ecnh. N\u00f3i chung, vi\u1ec7c ng\u01b0\u1eddi ch\u1ee7 thu\u00ea b\u1ea1n d\u01b0\u1edbi b\u00e0n l\u00e0m vi\u1ec7c l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Quy\u1ec1n c\u1ee7a b\u1ea1n v\u1edbi t\u01b0 c\u00e1ch l\u00e0 m\u1ed9t nh\u00e2n vi\u00ean l\u00e0m vi\u1ec7c d\u01b0\u1edbi b\u00e0n<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111\u01b0\u1ee3c tr\u1ea3 b\u1eb1ng ti\u1ec1n m\u1eb7t, v\u1edbi t\u01b0 c\u00e1ch l\u00e0 m\u1ed9t ng\u01b0\u1eddi lao \u0111\u1ed9ng \u201cng\u1ea7m\u201d, b\u1ea1n c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng c\u00e1c quy\u1ec1n v\u00e0 l\u1ee3i \u00edch gi\u1ed1ng nh\u01b0 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c, nh\u01b0ng c\u00f3 th\u1ec3 kh\u00f3 ch\u1ee9ng minh r\u1eb1ng b\u1ea1n \u0111\u00e3 l\u00e0m vi\u1ec7c cho m\u1ed9t ng\u01b0\u1eddi ch\u1ee7 c\u1ee5 th\u1ec3. H\u1ecd c\u00f3 th\u1ec3 ph\u1ee7 nh\u1eadn r\u1eb1ng b\u1ea1n \u0111\u00e3 t\u1eebng l\u00e0m vi\u1ec7c cho h\u1ecd ho\u1eb7c n\u00f3i r\u1eb1ng b\u1ea1n l\u00e0 m\u1ed9t \u201cnh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp\u201d.<\/span><\/p>\n<p><b>H\u1ee3p \u0111\u1ed3ng mi\u1ec7ng<\/b><span style=\"font-weight: 400;\">  l\u00e0 th\u1ecfa thu\u1eadn kh\u00f4ng \u0111\u01b0\u1ee3c l\u1eadp th\u00e0nh v\u0103n b\u1ea3n nh\u01b0ng ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng v\u1eabn ph\u1ea3i tu\u00e2n theo. T\u1ed1t nh\u1ea5t l\u00e0 b\u1ea1n n\u00ean vi\u1ebft m\u1ecdi th\u1ee9 b\u1eb1ng v\u0103n b\u1ea3n \u0111\u1ec3 b\u1ea3o v\u1ec7 ch\u00ednh m\u00ecnh.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Nh\u1eefng nh\u00e2n vi\u00ean l\u00e0m vi\u1ec7c ng\u1ea7m c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ($15,74\/gi\u1edd v\u00e0o n\u0103m 2023, cao h\u01a1n \u1edf m\u1ed9t s\u1ed1 th\u00e0nh ph\u1ed1) v\u00e0 th\u01b0\u1eddng l\u00e0 l\u00e0m th\u00eam gi\u1edd. Theo d\u00f5i gi\u1edd v\u00e0 ng\u00e0y b\u1ea1n l\u00e0m vi\u1ec7c c\u0169ng nh\u01b0 t\u1ea5t c\u1ea3 th\u00f4ng tin b\u1ea1n c\u00f3 th\u1ec3 thu th\u1eadp v\u1ec1 ng\u01b0\u1eddi ho\u1eb7c c\u00f4ng ty m\u00e0 b\u1ea1n \u0111\u00e3 l\u00e0m vi\u1ec7c.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 tr\u00e1ch nhi\u1ec7m cung c\u1ea5p m\u1ed9t n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n cho t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng, ngay c\u1ea3 nh\u1eefng ng\u01b0\u1eddi \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng ng\u1ea7m. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 quy\u1ec1n c\u1ee7a b\u1ea1n c\u00f3 n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n v\u00e0 v\u1ec1 vi\u1ec7c b\u00e1o c\u00e1o n\u01a1i l\u00e0m vi\u1ec7c kh\u00f4ng an to\u00e0n, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 4: Quy\u1ec1n c\u1ee7a b\u1ea1n c\u00f3 m\u1ed9t n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n<\/span><\/a> <i><span style=\"font-weight: 400;\">.<\/span><\/i> <span style=\"font-weight: 400;\">Nh\u1eefng nh\u00e2n vi\u00ean ng\u1ea7m, ngay c\u1ea3 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd, c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u1ebfu b\u1ecb th\u01b0\u01a1ng trong c\u00f4ng vi\u1ec7c (xem<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#2__002e6-_workers-_comp__003a-_work-_injuries-and-_occupational-_disease1\">Ch\u01b0\u01a1ng 2.6: B\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng: Ch\u1ea5n th\u01b0\u01a1ng trong c\u00f4ng vi\u1ec7c v\u00e0 b\u1ec7nh ngh\u1ec1 nghi\u1ec7p<\/a> <span style=\"font-weight: 400;\">).<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">C\u1ea7n s\u1ef1 gi\u00fap \u0111\u1ee1 nhi\u1ec1u h\u01a1n?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n c\u1ea7n tr\u1ee3 gi\u00fap \u0111\u1ec3 hi\u1ec3u ho\u1eb7c y\u00eau c\u1ea7u nh\u1eefng quy\u1ec1n n\u00e0y, h\u00e3y li\u00ean h\u1ec7 v\u1edbi m\u1ed9t trong nh\u1eefng d\u1ecbch v\u1ee5 ph\u00e1p l\u00fd mi\u1ec5n ph\u00ed ho\u1eb7c gi\u1ea3m gi\u00e1 \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea trong ch\u01b0\u01a1ng T\u00e0i nguy\u00ean \u1edf cu\u1ed1i cu\u1ed1n s\u00e1ch n\u00e0y.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u1edf khu v\u1ef1c Seattle, b\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi Trung t\u00e2m Fair Work (<\/span> <a href=\"https:\/\/www.fairworkcenter.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.fairworkcenter.org\/get-help\/<\/span><\/a> <span style=\"font-weight: 400;\">) ho\u1eb7c g\u1ecdi<\/span> <b>844-485-1195<\/b><span style=\"font-weight: 400;\">  \u0111\u1ec3 \u0111\u01b0\u1ee3c h\u1ed7 tr\u1ee3. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi m\u1ed9t t\u1ed5 ch\u1ee9c c\u1ed9ng \u0111\u1ed3ng, ch\u1eb3ng h\u1ea1n nh\u01b0 Casa Latina (<\/span><a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a> <span style=\"font-weight: 400;\">) \u0111\u1ec3 gi\u00fap \u0111\u1ee1 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng d\u01b0\u1edbi b\u00e0n v\u00e0 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd, h\u00e3y xem<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#6__002e5-_undocumented-_workers1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 6.5<\/span><\/a> <span style=\"font-weight: 400;\">b\u00ean d\u01b0\u1edbi.<\/span><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.4 Lao \u0111\u1ed9ng tr\u1ebb, vi\u1ec7c l\u00e0m m\u1edbi&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.4 Young Workers, New Jobs&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">C\u00f4ng nh\u00e2n tu\u1ed5i teen<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">T\u00f4i ph\u1ea3i bao nhi\u00eau tu\u1ed5i \u0111\u1ec3 l\u00e0m vi\u1ec7c?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">T\u1ea1i Bang Washington, \u0111\u1ed9 tu\u1ed5i t\u1ed1i thi\u1ec3u \u0111\u1ed1i v\u1edbi lao \u0111\u1ed9ng v\u1ecb th\u00e0nh ni\u00ean l\u00e0 14 tu\u1ed5i. C\u00f3 m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p ngo\u1ea1i l\u1ec7 \u0111\u1ed1i v\u1edbi m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c n\u00f4ng nghi\u1ec7p ho\u1eb7c khi thanh thi\u1ebfu ni\u00ean \u0111ang l\u00e0m vi\u1ec7c cho doanh nghi\u1ec7p  <\/span><i><span style=\"font-weight: 400;\">ho\u00e0n to\u00e0n<\/span><\/i> <span style=\"font-weight: 400;\">thu\u1ed9c s\u1edf h\u1eefu c\u1ee7a cha m\u1eb9 ho\u1eb7c ng\u01b0\u1eddi gi\u00e1m h\u1ed9 c\u1ee7a h\u1ecd.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 thu\u00ea m\u1ed9t c\u00f4ng nh\u00e2n d\u01b0\u1edbi 18 tu\u1ed5i, ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u1ea3i c\u00f3<\/span> <b>Gi\u1ea5y ph\u00e9p lao \u0111\u1ed9ng d\u00e0nh cho tr\u1ebb v\u1ecb th\u00e0nh ni\u00ean<\/b> <span style=\"font-weight: 400;\">(<\/span> <a href=\"http:\/\/bls.dor.wa.gov\/minorworkpermit.aspx\"><span style=\"font-weight: 400;\">http:\/\/bls.dor.wa.gov\/minorworkpermit.aspx<\/span><\/a><span style=\"font-weight: 400;\">) t\u1eeb Ph\u00f2ng Doanh thu. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u0169ng ph\u1ea3i c\u00f3  <\/span><b>gi\u1ea5y \u1ee7y quy\u1ec1n<\/b> <span style=\"font-weight: 400;\">t\u1eeb ph\u1ee5 huynh v\u00e0\/ho\u1eb7c tr\u01b0\u1eddng h\u1ecdc c\u1ee7a b\u1ea1n. ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work<\/a><\/span> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<h5>M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u cho tr\u1ebb v\u1ecb th\u00e0nh ni\u00ean l\u00e0 g\u00ec?<\/h5>\n<p><span style=\"font-weight: 400;\">M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u \u1edf Bang Washington \u0111\u1ed1i v\u1edbi ng\u01b0\u1eddi lao \u0111\u1ed9ng 16 v\u00e0 17 tu\u1ed5i t\u01b0\u01a1ng \u0111\u01b0\u01a1ng v\u1edbi ng\u01b0\u1eddi l\u1edbn &#8211; 15,74 USD m\u1ed7i gi\u1edd v\u00e0o n\u0103m 2023. Thanh thi\u1ebfu ni\u00ean d\u01b0\u1edbi 16 tu\u1ed5i ph\u1ea3i \u0111\u01b0\u1ee3c tr\u1ea3 \u00edt nh\u1ea5t 85% m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u &#8211; 13,38 USD v\u00e0o n\u0103m 2023 v\u00e0 sinh vi\u00ean lao \u0111\u1ed9ng c\u00f3 ch\u1ee9ng ch\u1ec9 v\u00e0 sinh vi\u00ean h\u1ecdc t\u1eadp c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 75% m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ($11,81\/gi\u1edd).<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Gi\u1ea3i lao cho thanh thi\u1ebfu ni\u00ean<\/span><\/h5>\n<p><b>T\u1ea5t c\u1ea3 lao \u0111\u1ed9ng phi n\u00f4ng nghi\u1ec7p 14, 15 tu\u1ed5i<\/b><span style=\"font-weight: 400;\">  c\u00f3 quy\u1ec1n ngh\u1ec9 \u0103n 30 ph\u00fat li\u00ean t\u1ee5c sau m\u1ed7i b\u1ed1n gi\u1edd h\u1ecd l\u00e0m vi\u1ec7c m\u1ed7i ng\u00e0y. H\u1ecd c\u0169ng ph\u1ea3i \u0111\u01b0\u1ee3c ngh\u1ec9 gi\u1ea3i lao c\u00f3 l\u01b0\u01a1ng \u00edt nh\u1ea5t 10 ph\u00fat cho m\u1ed7i hai gi\u1edd l\u00e0m vi\u1ec7c.<\/span><\/p>\n<p><b>T\u1ea5t c\u1ea3 lao \u0111\u1ed9ng phi n\u00f4ng nghi\u1ec7p 16, 17 tu\u1ed5i v\u00e0 t\u1ea5t c\u1ea3 lao \u0111\u1ed9ng n\u00f4ng nghi\u1ec7p d\u01b0\u1edbi 18 tu\u1ed5i<\/b> <span style=\"font-weight: 400;\">c\u00f3 quy\u1ec1n b\u00ecnh \u0111\u1eb3ng nh\u01b0 ng\u01b0\u1eddi lao \u0111\u1ed9ng tr\u01b0\u1edfng th\u00e0nh. Nh\u00ecn th\u1ea5y  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#1__002e7-_agricultural-_workers-__002d-_special-_wage-and-_hour-_laws1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 1.7<\/span><\/a> <span style=\"font-weight: 400;\">\u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Khi n\u00e0o thanh thi\u1ebfu ni\u00ean \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m vi\u1ec7c?<\/span><\/h5>\n<p><b>H\u1ea7u h\u1ebft thanh thi\u1ebfu ni\u00ean d\u01b0\u1edbi 18 tu\u1ed5i c\u00f3 th\u1ec3 kh\u00f4ng l\u00e0m vi\u1ec7c trong gi\u1edd h\u1ecdc<\/b><span style=\"font-weight: 400;\">. Ngo\u00e0i ra c\u00f2n c\u00f3 gi\u1edbi h\u1ea1n v\u1ec1 s\u1ed1 gi\u1edd v\u00e0 m\u1ee9c \u0111\u1ed9 thanh thi\u1ebfu ni\u00ean c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c mu\u1ed9n ngo\u00e0i gi\u1edd h\u1ecdc. B\u1ea1n c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c trong bao l\u00e2u t\u00f9y thu\u1ed9c v\u00e0o \u0111\u1ed9 tu\u1ed5i, lo\u1ea1i c\u00f4ng vi\u1ec7c v\u00e0 \u0111\u00f3 l\u00e0 trong th\u1eddi gian ngh\u1ec9 h\u1ecdc hay trong tu\u1ea7n h\u1ecdc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ed1i v\u1edbi thanh thi\u1ebfu ni\u00ean kh\u00f4ng l\u00e0m c\u00f4ng vi\u1ec7c \u0111\u1ed3ng \u00e1ng, h\u00e3y xem:<\/span> <span style=\"font-weight: 400;\"><a href=\"https:\/\/Lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work\">https:\/\/Lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work<\/a><\/span><\/p>\n<p><span style=\"font-weight: 400;\">D\u00e0nh cho thanh thi\u1ebfu ni\u00ean l\u00e0m c\u00f4ng vi\u1ec7c n\u00f4ng nghi\u1ec7p:<\/span> <a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work#agricultural-jobs\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work#agricultural-jobs<\/span><\/a><\/p>\n<h5><span style=\"font-weight: 400;\">An to\u00e0n cho thanh thi\u1ebfu ni\u00ean t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">C\u00e1c lu\u1eadt v\u1ec1 an to\u00e0n v\u00e0 s\u1ee9c kh\u1ecfe b\u1ea3o v\u1ec7 ng\u01b0\u1eddi lao \u0111\u1ed9ng tr\u01b0\u1edfng th\u00e0nh c\u0169ng bao g\u1ed3m c\u1ea3 thanh thi\u1ebfu ni\u00ean. Xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Ch\u01b0\u01a1ng 2: Quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh c\u1ee7a b\u1ea1n<\/a><\/span><span style=\"font-weight: 400;\">.<\/span> <span style=\"font-weight: 400;\">Ngo\u00e0i ra, thanh thi\u1ebfu ni\u00ean kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p th\u1ef1c hi\u1ec7n nh\u1eefng c\u00f4ng vi\u1ec7c c\u00f3 th\u1ec3 g\u00e2y nguy hi\u1ec3m cho m\u00ecnh nh\u01b0 l\u00e1i xe, ti\u1ebfp x\u00fac v\u1edbi h\u00f3a ch\u1ea5t nguy hi\u1ec3m, l\u00e0m vi\u1ec7c tr\u00ean cao, s\u1eed d\u1ee5ng thi\u1ebft b\u1ecb nguy hi\u1ec3m ho\u1eb7c l\u00e0m vi\u1ec7c v\u1edbi ch\u1ea5t n\u1ed5, ngo\u1ea1i tr\u1eeb nh\u1eefng ng\u01b0\u1eddi t\u1eeb 16 tu\u1ed5i tr\u1edf l\u00ean trong ti\u1ec3u bang. &#8211; C\u00e1c Ch\u01b0\u01a1ng tr\u00ecnh H\u1ecdc t\u1eadp v\u00e0 Th\u1ef1c t\u1eadp t\u1ea1i N\u01a1i l\u00e0m vi\u1ec7c \u0111\u00e3 \u0111\u01b0\u1ee3c ph\u00ea duy\u1ec7t.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm th\u1ea5y danh s\u00e1ch \u0111\u1ea7y \u0111\u1ee7 c\u00e1c nhi\u1ec7m v\u1ee5 m\u00e0 thanh thi\u1ebfu ni\u00ean kh\u00f4ng th\u1ec3 th\u1ef1c hi\u1ec7n tr\u1ef1c tuy\u1ebfn. D\u00e0nh cho thanh thi\u1ebfu ni\u00ean l\u00e0m c\u00f4ng vi\u1ec7c phi n\u00f4ng nghi\u1ec7p: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties<\/a><\/span><\/p>\n<p><span style=\"font-weight: 400;\">D\u00e0nh cho thanh thi\u1ebfu ni\u00ean l\u00e0m c\u00f4ng vi\u1ec7c n\u00f4ng nghi\u1ec7p:<\/span> <a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties<\/span><\/a><\/p>\n<h5><span style=\"font-weight: 400;\">\u0110i \u0111\u00e2u \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Ng\u01b0\u1eddi lao \u0111\u1ed9ng thanh thi\u1ebfu ni\u00ean, h\u00e3y truy c\u1eadp<\/span> <a href=\"http:\/\/lni.wa.gov\/workers-rights\"><span style=\"font-weight: 400;\">http:\/\/lni.wa.gov\/workers-rights<\/span><\/a> , Nh\u1ea5p v\u00e0o quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng, sau \u0111\u00f3 nh\u1ea5p v\u00e0o Vi\u1ec7c l\u00e0m cho Thanh ni\u00ean<span style=\"font-weight: 400;\">. C\u00f4ng vi\u1ec7c c\u1ee7a thanh thi\u1ebfu ni\u00ean \u1edf Washington \u0111\u01b0\u1ee3c qu\u1ea3n l\u00fd b\u1edfi B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p (L&amp;I). N\u1ebfu b\u1ea1n cho r\u1eb1ng quy\u1ec1n c\u1ee7a m\u00ecnh \u0111ang b\u1ecb vi ph\u1ea1m, h\u00e3y li\u00ean h\u1ec7 v\u1edbi V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Vi\u1ec7c l\u00e0m c\u1ee7a L&amp;I theo \u0111\u1ecba ch\u1ec9 web tr\u00ean ho\u1eb7c g\u1ecdi:  <\/span><b>(866) 219-7321<\/b> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu c\u00f3 c\u00f4ng \u0111o\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n, b\u1ea1n s\u1ebd c\u00f3 th\u00eam l\u1ee3i \u00edch v\u00e0 \u0111\u01b0\u1ee3c ti\u1ebfp c\u1eadn s\u1ef1 tr\u1ee3 gi\u00fap th\u00f4ng qua h\u1ee3p \u0111\u1ed3ng th\u01b0\u01a1ng l\u01b0\u1ee3ng t\u1eadp th\u1ec3 v\u00e0 \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n. H\u00e3y ch\u1eafc ch\u1eafn r\u1eb1ng b\u1ea1n c\u00f3 m\u1ed9t b\u1ea3n sao h\u1ee3p \u0111\u1ed3ng th\u01b0\u01a1ng l\u01b0\u1ee3ng t\u1eadp th\u1ec3 v\u00e0 bi\u1ebft ph\u1ea3i li\u00ean h\u1ec7 v\u1edbi ai n\u1ebfu b\u1ea1n c\u1ea7n tr\u1ee3 gi\u00fap.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Th\u1ef1c t\u1eadp<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Th\u1ef1c t\u1eadp c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng ho\u1eb7c kh\u00f4ng \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng, t\u00f9y thu\u1ed9c v\u00e0o ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng. Nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 th\u1ef1c t\u1eadp c\u1ee7a b\u1ea1n ph\u1ea3i<\/span><span style=\"font-weight: 400;\">  cung c\u1ea5p m\u1ed9t m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c an to\u00e0n v\u00e0 tu\u00e2n th\u1ee7 t\u1ea5t c\u1ea3 c\u00e1c lu\u1eadt v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Ch\u01b0\u01a1ng 2: Quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh c\u1ee7a b\u1ea1n<\/a><\/span><i><span style=\"font-weight: 400;\">.<\/span><\/i><\/p>\n<h4><i><span style=\"font-weight: 400;\"> <\/span><\/i><span style=\"font-weight: 400;\">Th\u1ef1c t\u1eadp t\u1ea1i m\u1ed9t doanh nghi\u1ec7p v\u00ec l\u1ee3i nhu\u1eadn<\/span><\/h4>\n<p><b>Ngay c\u1ea3 khi b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c t\u00edn ch\u1ec9 c\u1ee7a tr\u01b0\u1eddng,<\/b> <span style=\"font-weight: 400;\">vi\u1ec7c th\u1ef1c t\u1eadp t\u1ea1i m\u1ed9t doanh nghi\u1ec7p v\u00ec l\u1ee3i nhu\u1eadn ch\u1ec9 c\u00f3 th\u1ec3 kh\u00f4ng \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng n\u1ebfu<\/span> \u0111\u00e1p \u1ee9ng <b>t\u1ea5t c\u1ea3<\/b> <span style=\"font-weight: 400;\">s\u00e1u ti\u00eau chu\u1ea9n sau:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vi\u1ec7c th\u1ef1c t\u1eadp n\u00ean ch\u1ee7 y\u1ebfu mang t\u00ednh gi\u00e1o d\u1ee5c. N\u00f3 c\u00f3 th\u1ec3 bao g\u1ed3m m\u1ed9t s\u1ed1 kinh nghi\u1ec7m l\u00e0m vi\u1ec7c th\u1ef1c t\u1ebf, nh\u01b0ng b\u1ea1n kh\u00f4ng n\u00ean l\u00fac n\u00e0o c\u0169ng th\u1ef1c hi\u1ec7n c\u00e1c c\u00f4ng vi\u1ec7c kinh doanh th\u01b0\u1eddng ng\u00e0y. M\u1ed9t k\u1ef3 th\u1ef1c t\u1eadp s\u1ebd gi\u00fap b\u1ea1n ph\u00e1t tri\u1ec3n m\u1ed9t lo\u1ea1t c\u00e1c k\u1ef9 n\u0103ng c\u00f3 th\u1ec3 gi\u00fap \u00edch cho b\u1ea1n trong m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c kh\u00e1c nhau.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vi\u1ec7c th\u1ef1c t\u1eadp ch\u1ee7 y\u1ebfu ph\u1ea3i mang l\u1ea1i l\u1ee3i \u00edch cho b\u1ea1n, th\u1ef1c t\u1eadp sinh.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng th\u1ec3 \u0111\u01b0\u1ee3c thu\u00ea<\/span> <i><span style=\"font-weight: 400;\">thay v\u00ec<\/span><\/i><span style=\"font-weight: 400;\">  ng\u01b0\u1eddi lao \u0111\u1ed9ng th\u01b0\u1eddng xuy\u00ean. \u0110i\u1ec1u n\u00e0y c\u00f3 ngh\u0129a l\u00e0 n\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng tr\u1ea3 ti\u1ec1n cho ng\u01b0\u1eddi kh\u00e1c \u0111\u1ec3 th\u1ef1c hi\u1ec7n c\u00f4ng vi\u1ec7c m\u00e0 b\u1ea1n \u0111ang l\u00e0m th\u00ec c\u00f3 l\u1ebd b\u1ea1n n\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng nh\u01b0 m\u1ed9t nh\u00e2n vi\u00ean h\u1ee3p ph\u00e1p.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng \u0111\u01b0\u1ee3c h\u01b0\u1edfng l\u1ee3i tr\u1ef1c ti\u1ebfp t\u1eeb c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c \u0111\u1ea3m b\u1ea3o c\u00f3 vi\u1ec7c l\u00e0m khi k\u1ebft th\u00fac th\u1eddi gian th\u1ef1c t\u1eadp. N\u1ebfu m\u1ecdi ng\u01b0\u1eddi hi\u1ec3u r\u1eb1ng b\u1ea1n c\u00f3 th\u1ec3 s\u1ebd \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng khi k\u1ebft th\u00fac th\u1eddi gian th\u1ef1c t\u1eadp, th\u00ec ngay t\u1eeb \u0111\u1ea7u b\u1ea1n n\u00ean \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng nh\u01b0 m\u1ed9t nh\u00e2n vi\u00ean b\u00ecnh th\u01b0\u1eddng.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n v\u00e0 nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 th\u1ef1c t\u1eadp ph\u1ea3i bi\u1ebft v\u00e0 \u0111\u1ed3ng \u00fd r\u1eb1ng c\u00f4ng vi\u1ec7c th\u1ef1c t\u1eadp s\u1ebd kh\u00f4ng \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u01b0\u01a1ng tr\u00ecnh th\u1ef1c t\u1eadp c\u1ee7a b\u1ea1n kh\u00f4ng \u0111\u00e1p \u1ee9ng \u0111\u01b0\u1ee3c nh\u1eefng nguy\u00ean t\u1eafc n\u00e0y th\u00ec b\u1ea1n c\u00f3 th\u1ec3 tr\u1edf th\u00e0nh nh\u00e2n vi\u00ean. L\u00e0 m\u1ed9t nh\u00e2n vi\u00ean, b\u1ea1n ph\u1ea3i nh\u1eadn \u0111\u01b0\u1ee3c \u00edt nh\u1ea5t m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u v\u00e0 l\u01b0\u01a1ng l\u00e0m th\u00eam gi\u1edd. \u0110\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap v\u00e0 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem trang web Th\u1ef1c t\u1eadp c\u1ee7a B\u1ed9 Lao \u0111\u1ed9ng Hoa K\u1ef3:<\/span><a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs71.htm\"> <span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs71.htm<\/span><\/a><span style=\"font-weight: 400;\">. B\u1ea1n c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n cho c\u00f4ng vi\u1ec7c tr\u01b0\u1edbc \u0111\u00e2y ngay c\u1ea3 khi b\u1ea1n \u0111\u00e3 ho\u00e0n th\u00e0nh ch\u01b0\u01a1ng tr\u00ecnh th\u1ef1c t\u1eadp ho\u1eb7c c\u00f3 t\u00edn ch\u1ec9 tr\u01b0\u1eddng h\u1ecdc\/\u0111\u1ea1i h\u1ecdc cho k\u1ef3 th\u1ef1c t\u1eadp.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Th\u1ef1c t\u1eadp t\u1ea1i c\u00e1c t\u1ed5 ch\u1ee9c phi l\u1ee3i nhu\u1eadn<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt li\u00ean bang cho ph\u00e9p th\u1ef1c t\u1eadp kh\u00f4ng l\u01b0\u01a1ng t\u1ea1i c\u00e1c doanh nghi\u1ec7p phi l\u1ee3i nhu\u1eadn (ch\u1eb3ng h\u1ea1n nh\u01b0 tr\u01b0\u1eddng h\u1ecdc, nh\u00e0 th\u1edd v\u00e0 c\u00e1c t\u1ed5 ch\u1ee9c ch\u00ednh ph\u1ee7). Trong tr\u01b0\u1eddng h\u1ee3p n\u00e0y, b\u1ea1n l\u00e0 t\u00ecnh nguy\u1ec7n vi\u00ean v\u00e0 b\u1ea1n kh\u00f4ng ph\u1ea3i tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ho\u1eb7c l\u00e0m th\u00eam gi\u1edd.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean cho c\u00e2u h\u1ecfi th\u1ef1c t\u1eadp<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi B\u1ed9 Lao \u0111\u1ed9ng Hoa K\u1ef3 \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 th\u1ef1c t\u1eadp c\u00f3 l\u01b0\u01a1ng v\u00e0 kh\u00f4ng l\u01b0\u01a1ng.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng Qu\u1eadn Seattle<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">300 Fifth Avenue, Suite 1130, Seattle, WA 98104<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">(206) 398-8039<\/span><\/p>\n<p><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng Qu\u1eadn Portland<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111\u1ebfn t\u1eeb c\u00e1c qu\u1eadn Wahkiakum, Cowlitz, Clark, Skamania ho\u1eb7c Klickitat, b\u1ea1n n\u00ean li\u00ean h\u1ec7 v\u1edbi v\u0103n ph\u00f2ng Qu\u1eadn WHD Portland.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">620 SW Main Street, Ph\u00f2ng 423, Portland, OR 97205<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">(503) 326-3057<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">H\u1ecdc ngh\u1ec1<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">X\u00e2y d\u1ef1ng v\u00e0 h\u1ecdc ngh\u1ec1 kh\u00e1c l\u00e0 m\u1ed9t l\u1ef1a ch\u1ecdn n\u1ebfu b\u1ea1n \u00edt nh\u1ea5t 16 tu\u1ed5i, \u0111\u00e3 h\u1ecdc xong trung h\u1ecdc ho\u1eb7c GED, kh\u00f4ng d\u00f9ng ma t\u00fay (b\u1ea1n c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c ki\u1ec3m tra) v\u00e0 mu\u1ed1n h\u1ecdc m\u1ed9t ngh\u1ec1 l\u00e0nh ngh\u1ec1 trong khi \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh h\u1ecdc ngh\u1ec1 \u1edf Bang Washington th\u01b0\u1eddng k\u00e9o d\u00e0i t\u1eeb 1-5 n\u0103m, ch\u1ee7 y\u1ebfu l\u00e0 \u0111\u00e0o t\u1ea1o t\u1ea1i ch\u1ed7. Ng\u01b0\u1eddi h\u1ecdc vi\u1ec7c c\u0169ng \u0111\u01b0\u1ee3c h\u01b0\u1edbng d\u1eabn trong l\u1edbp.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">C\u00f3 nh\u1eefng y\u00eau c\u1ea7u kh\u00e1c nhau \u0111\u1ed1i v\u1edbi c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh h\u1ecdc ngh\u1ec1 \u1edf c\u00e1c ng\u00e0nh ngh\u1ec1 kh\u00e1c nhau, ch\u1eb3ng h\u1ea1n nh\u01b0 c\u00f4ng vi\u1ec7c \u0111i\u1ec7n ho\u1eb7c h\u1ec7 th\u1ed1ng \u1ed1ng n\u01b0\u1edbc. Vi\u1ec7c tham gia v\u00e0o m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh h\u1ecdc ngh\u1ec1 c\u00f3 th\u1ec3 c\u00f3 t\u00ednh c\u1ea1nh tranh. Khi b\u1ea1n ho\u00e0n th\u00e0nh ch\u01b0\u01a1ng tr\u00ecnh h\u1ecdc vi\u1ec7c, b\u1ea1n tr\u1edf th\u00e0nh m\u1ed9t \u201cc\u00f4ng nh\u00e2n h\u00e0nh tr\u00ecnh\u201d, \u0111\u01b0\u1ee3c ch\u1ee9ng nh\u1eadn (v\u00e0 th\u01b0\u1eddng \u0111\u01b0\u1ee3c c\u1ea5p ph\u00e9p) l\u00e0 chuy\u00ean gia trong l\u0129nh v\u1ef1c c\u1ee7a b\u1ea1n.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u1ee3i \u00edch c\u1ee7a vi\u1ec7c h\u1ecdc ngh\u1ec1<\/span><\/h5>\n<p><b>H\u1ed7 tr\u1ee3 chi ph\u00ed h\u1ecdc \u0111\u1ea1i h\u1ecdc:<\/b> <span style=\"font-weight: 400;\">M\u1ed9t s\u1ed1 ch\u01b0\u01a1ng tr\u00ecnh h\u1ecdc ngh\u1ec1 gi\u00fap trang tr\u1ea3i chi ph\u00ed cho c\u00e1c l\u1edbp h\u1ecdc t\u1ea1i c\u00e1c tr\u01b0\u1eddng cao \u0111\u1eb3ng k\u1ef9 thu\u1eadt v\u00e0 c\u00f3 th\u1ec3 t\u00edch l\u0169y t\u00edn ch\u1ec9 \u0111\u1ec3 l\u1ea5y b\u1eb1ng Cao \u0111\u1eb3ng b\u00ean c\u1ea1nh gi\u1ea5y ph\u00e9p h\u00e0nh ngh\u1ec1.<\/span><\/p>\n<p><b>\u0110\u01b0\u1ee3c \u0111\u00e0o t\u1ea1o v\u00e0 c\u00f3 c\u01a1 h\u1ed9i l\u00e0m vi\u1ec7c t\u1ed1t:  <\/b><span style=\"font-weight: 400;\">C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh \u0111\u00e0o t\u1ea1o \u0111\u01b0\u1ee3c thi\u1ebft l\u1eadp t\u1ea1o ra nh\u1eefng c\u00f4ng nh\u00e2n c\u00f3 tay ngh\u1ec1 cao \u0111\u01b0\u1ee3c c\u00e1c nh\u00e0 tuy\u1ec3n d\u1ee5ng s\u0103n \u0111\u00f3n. M\u1ed9t s\u1ed1 c\u01a1 s\u1edf h\u1ecdc ngh\u1ec1 (\u0111\u1eb7c bi\u1ec7t l\u00e0 c\u00e1c c\u01a1 s\u1edf h\u1ecdc ngh\u1ec1 c\u1ee7a c\u00f4ng \u0111o\u00e0n) c\u0169ng cung c\u1ea5p d\u1ecbch v\u1ee5 gi\u1edbi thi\u1ec7u vi\u1ec7c l\u00e0m th\u00f4ng qua \u201cph\u00f2ng tuy\u1ec3n d\u1ee5ng\u201d c\u1ee7a h\u1ecd.<\/span><\/p>\n<p><b>\u0110\u1ea3m b\u1ea3o t\u0103ng l\u01b0\u01a1ng:<\/b><span style=\"font-weight: 400;\">  V\u1edbi t\u01b0 c\u00e1ch l\u00e0 ng\u01b0\u1eddi h\u1ecdc vi\u1ec7c, l\u01b0\u01a1ng c\u1ee7a b\u1ea1n s\u1ebd t\u0103ng theo t\u1ef7 l\u1ec7 ph\u1ea7n tr\u0103m trong l\u01b0\u01a1ng c\u1ee7a nh\u00e2n vi\u00ean h\u00e0nh tr\u00ecnh. Trong h\u1ea7u h\u1ebft c\u00e1c ng\u00e0nh ngh\u1ec1, c\u00e1c v\u1ecb tr\u00ed h\u00e0nh tr\u00ecnh l\u00e0 nh\u1eefng c\u00f4ng vi\u1ec7c c\u00f3 m\u1ee9c l\u01b0\u01a1ng \u0111\u1ee7 s\u1ed1ng v\u00e0 m\u1ee9c l\u01b0\u01a1ng h\u1ecdc vi\u1ec7c cao h\u01a1n nhi\u1ec1u so v\u1edbi c\u00e1c v\u1ecb tr\u00ed ph\u1ed5 th\u00f4ng.<\/span><\/p>\n<p><b>L\u1ee3i \u00edch gi\u00e1o d\u1ee5c c\u1ee7a VA:<\/b> <span style=\"font-weight: 400;\">C\u1ef1u chi\u1ebfn binh c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng c\u00e1c l\u1ee3i \u00edch gi\u00e1o d\u1ee5c c\u1ee7a VA trong qu\u00e1 tr\u00ecnh h\u1ecdc ngh\u1ec1.<\/span><\/p>\n<p><b>L\u00e0m vi\u1ec7c trong c\u00e1c d\u1ef1 \u00e1n li\u00ean bang:<\/b><span style=\"font-weight: 400;\">  Nh\u1eefng ng\u01b0\u1eddi h\u1ecdc ngh\u1ec1 \u0111\u00e3 \u0111\u0103ng k\u00fd \u0111\u01b0\u1ee3c s\u1eed d\u1ee5ng trong c\u00e1c d\u1ef1 \u00e1n x\u00e2y d\u1ef1ng do ti\u1ec3u bang v\u00e0 li\u00ean bang t\u00e0i tr\u1ee3. Th\u00f4ng th\u01b0\u1eddng, c\u00e1c d\u1ef1 \u00e1n nh\u01b0 v\u1eady \u0111\u01b0a ra m\u1ee9c l\u01b0\u01a1ng cao h\u01a1n so v\u1edbi c\u00e1c d\u1ef1 \u00e1n kh\u00f4ng thu\u1ed9c c\u00f4ng \u0111o\u00e0n, do t\u01b0 nh\u00e2n t\u00e0i tr\u1ee3.<\/span><\/p>\n<p><b>\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin<\/b> <span style=\"font-weight: 400;\">, h\u00e3y xem trang Th\u1ef1c t\u1eadp Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p:<\/span> <a href=\"https:\/\/lni.wa.gov\/licensing-permits\/apprenticeship\/apprenticeship-preparation\">https:\/\/lni.wa.gov\/licensing-permits\/apprenticeship\/apprenticeship-preparation<\/a><\/p>\n<h5><span style=\"font-weight: 400;\">S\u1ee9c kh\u1ecfe v\u00e0 An to\u00e0n c\u1ee7a Ng\u01b0\u1eddi h\u1ecdc vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Cho d\u00f9 b\u1ea1n b\u1ecb th\u01b0\u01a1ng trong qu\u00e1 tr\u00ecnh \u0111\u00e0o t\u1ea1o t\u1ea1i ch\u1ed7, trong l\u1edbp h\u1ecdc hay ph\u00f2ng th\u00ed nghi\u1ec7m, chi ph\u00ed y t\u1ebf v\u00e0 ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t c\u1ee7a b\u1ea1n \u0111\u1ec1u \u0111\u01b0\u1ee3c b\u1ea3o hi\u1ec3m chi tr\u1ea3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ed1i v\u1edbi b\u1ea5t k\u1ef3 th\u01b0\u01a1ng t\u00edch n\u00e0o, h\u00e3y b\u00e1o ngay cho ng\u01b0\u1eddi gi\u00e1m s\u00e1t ho\u1eb7c ng\u01b0\u1eddi h\u01b0\u1edbng d\u1eabn c\u1ee7a b\u1ea1n v\u00e0 t\u00ecm ki\u1ebfm s\u1ef1 ch\u0103m s\u00f3c y t\u1ebf.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 quy tr\u00ecnh y\u00eau c\u1ea7u chi tr\u1ea3 chi ph\u00ed y t\u1ebf v\u00e0 ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t, h\u00e3y xem<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 2<\/span><\/a><span style=\"font-weight: 400;\">  v\u00e0 h\u1ecfi ng\u01b0\u1eddi h\u01b0\u1edbng d\u1eabn ho\u1eb7c \u0111i\u1ec1u ph\u1ed1i vi\u00ean ch\u01b0\u01a1ng tr\u00ecnh c\u1ee7a b\u1ea1n. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1c lu\u1eadt v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n \u00e1p d\u1ee5ng cho t\u1ea5t c\u1ea3 n\u01a1i l\u00e0m vi\u1ec7c, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 4<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<h4><span style=\"font-weight: 400;\">C\u00f4ng nh\u00e2n sinh vi\u00ean \u0111\u1ea1i h\u1ecdc v\u00e0 cao \u0111\u1eb3ng<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng tr\u00ecnh v\u1eeba h\u1ecdc v\u1eeba l\u00e0m li\u00ean bang<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">M\u1ed9t s\u1ed1 sinh vi\u00ean lao \u0111\u1ed9ng c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n tham gia c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh v\u1eeba h\u1ecdc v\u1eeba l\u00e0m. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh n\u00e0y \u0111\u01b0\u1ee3c ch\u00ednh ph\u1ee7 ti\u1ec3u bang v\u00e0 li\u00ean bang t\u00e0i tr\u1ee3 v\u00e0 tr\u1ea3 m\u1ed9t ph\u1ea7n ti\u1ec1n l\u01b0\u01a1ng cho sinh vi\u00ean.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n kh\u00f4ng?<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">V\u1eeba h\u1ecdc v\u1eeba l\u00e0m d\u00e0nh cho sinh vi\u00ean c\u00f3 thu nh\u1eadp th\u1ea5p \u0111\u1ebfn trung b\u00ecnh. B\u1ea1n ph\u1ea3i ch\u1ee9ng minh r\u1eb1ng b\u1ea1n c\u1ea7n h\u1ed7 tr\u1ee3 t\u00e0i ch\u00ednh \u0111\u1ec3 theo h\u1ecdc \u0111\u1ea1i h\u1ecdc.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n ph\u1ea3i c\u00f3 gi\u1ea5y t\u1edd \u0111\u1ec3 l\u00e0m vi\u1ec7c h\u1ee3p ph\u00e1p t\u1ea1i M\u1ef9<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 nam, b\u1ea1n ph\u1ea3i \u0111\u0103ng k\u00fd v\u1edbi D\u1ecbch v\u1ee5 Ch\u1ecdn l\u1ecdc.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n ph\u1ea3i c\u00f3 b\u1eb1ng t\u1ed1t nghi\u1ec7p trung h\u1ecdc ho\u1eb7c t\u01b0\u01a1ng \u0111\u01b0\u01a1ng \u0111\u01b0\u1ee3c c\u00f4ng nh\u1eadn (GED).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n ph\u1ea3i \u0111\u0103ng k\u00fd v\u00e0o m\u1ed9t tr\u01b0\u1eddng \u0111\u1ea1i h\u1ecdc \u0111\u00e3 \u0111\u0103ng k\u00fd \u00edt nh\u1ea5t m\u1ed9t n\u1eeda th\u1eddi gian, \u0111ang n\u1ed7 l\u1ef1c \u0111\u1ec3 l\u1ea5y b\u1eb1ng ho\u1eb7c ch\u1ee9ng ch\u1ec9 v\u00e0 ch\u1ee9ng minh r\u1eb1ng b\u1ea1n \u0111ang \u0111\u1ea1t \u0111\u01b0\u1ee3c ti\u1ebfn b\u1ed9 h\u1ecdc t\u1eadp th\u1ecfa \u0111\u00e1ng.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng th\u1ec3 v\u1ee1 n\u1ee3 trong kho\u1ea3n vay sinh vi\u00ean li\u00ean bang ho\u1eb7c n\u1ee3 ti\u1ec1n tr\u1ee3 c\u1ea5p sinh vi\u00ean li\u00ean bang.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c l\u00e0m vi\u1ec7c cho m\u1ed9t ng\u01b0\u1eddi ch\u1ee7 c\u00f3 li\u00ean quan \u0111\u1ebfn ch\u00ednh tr\u1ecb.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c cho c\u00f4ng ty m\u00e0 b\u1ea1n s\u1edf h\u1eefu (ho\u1eb7c th\u1eadm ch\u00ed s\u1edf h\u1eefu m\u1ed9t ph\u1ea7n) v\u00e0 b\u1ea1n kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c cho m\u1ed9t c\u00f4ng ty n\u1ebfu ng\u01b0\u1eddi x\u00e1c minh gi\u1edd l\u00e0m c\u1ee7a b\u1ea1n l\u00e0 th\u00e0nh vi\u00ean trong gia \u0111\u00ecnh b\u1ea1n.<\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">\u0110\u1ed1i v\u1edbi ch\u01b0\u01a1ng tr\u00ecnh c\u1ee7a Bang Washington, t\u1ea5t c\u1ea3 nh\u1eefng \u0111i\u1ec1u tr\u00ean \u0111\u1ec1u \u0111\u00fang, c\u1ed9ng th\u00eam:<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n kh\u00f4ng th\u1ec3 h\u1ecdc \u0111\u1ec3 l\u1ea5y b\u1eb1ng th\u1ea7n h\u1ecdc ho\u1eb7c t\u00f4n gi\u00e1o. B\u1ea1n c\u0169ng kh\u00f4ng \u0111\u01b0\u1ee3c l\u00e0m vi\u1ec7c cho b\u1ea5t k\u1ef3 ch\u1ee7 lao \u0111\u1ed9ng n\u00e0o c\u00f3 li\u00ean quan \u0111\u1ebfn t\u00f4n gi\u00e1o, m\u1eb7c d\u00f9 m\u1ed9t s\u1ed1 b\u1ec7nh vi\u1ec7n l\u00e0 tr\u01b0\u1eddng h\u1ee3p ngo\u1ea1i l\u1ec7.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n ph\u1ea3i l\u00e0 c\u01b0 d\u00e2n c\u1ee7a Ti\u1ec3u bang Washington.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 \u0111\u0103ng k\u00fd, b\u1ea1n ph\u1ea3i \u0111i\u1ec1n tr\u1ef1c tuy\u1ebfn v\u00e0o \u0110\u01a1n xin H\u1ed7 tr\u1ee3 Sinh vi\u00ean Li\u00ean bang (FAFSA) mi\u1ec5n ph\u00ed t\u1ea1i <a href=\"https:\/\/studentaid.gov\/\">https:\/\/studentaid.gov\/<\/a> .  <\/span><span style=\"font-weight: 400;\">Sau khi n\u1ed9p \u0111\u01a1n, b\u1ea1n s\u1ebd \u0111\u01b0\u1ee3c xem x\u00e9t cho c\u1ea3 ch\u01b0\u01a1ng tr\u00ecnh Li\u00ean bang v\u00e0 Bang Washington. N\u1ebfu b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c gi\u1ea3i th\u01b0\u1edfng v\u1eeba h\u1ecdc v\u1eeba l\u00e0m, b\u1ea1n s\u1ebd ph\u1ea3i t\u1ef1 m\u00ecnh t\u00ecm vi\u1ec7c l\u00e0m v\u1edbi m\u1ed9t nh\u00e0 tuy\u1ec3n d\u1ee5ng tham gia ch\u01b0\u01a1ng tr\u00ecnh. V\u0103n ph\u00f2ng vi\u1ec7c l\u00e0m sinh vi\u00ean ho\u1eb7c trung t\u00e2m ngh\u1ec1 nghi\u1ec7p c\u1ee7a tr\u01b0\u1eddng b\u1ea1n c\u00f3 th\u1ec3 gi\u00fap t\u00ecm nh\u00e0 tuy\u1ec3n d\u1ee5ng v\u00e0 c\u0169ng s\u1ebd l\u00e0 \u0111\u1ea7u m\u1ed1i li\u00ean h\u1ec7 c\u1ee7a Ch\u01b0\u01a1ng tr\u00ecnh V\u1eeba h\u1ecdc v\u1eeba l\u00e0m Li\u00ean bang.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L\u00e0 m\u1ed9t nh\u00e2n vi\u00ean v\u1eeba h\u1ecdc v\u1eeba l\u00e0m, b\u1ea1n c\u00f3 t\u1ea5t c\u1ea3 c\u00e1c quy\u1ec1n gi\u1ed1ng nh\u01b0 m\u1ed9t nh\u00e2n vi\u00ean b\u00ecnh th\u01b0\u1eddng, ch\u1eb3ng h\u1ea1n nh\u01b0 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Ch\u01b0\u01a1ng tr\u00ecnh v\u1eeba h\u1ecdc v\u1eeba l\u00e0m li\u00ean bang<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Trung t\u00e2m th\u00f4ng tin h\u1ed7 tr\u1ee3 sinh vi\u00ean li\u00ean bang<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i &#8211;<\/span><\/i> <span style=\"font-weight: 400;\">(800) 433-3243 ho\u1eb7c (800) 4FED-AID<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u0110\u1ecba ch\u1ec9 Web &#8211;<\/span><\/i> <a href=\"https:\/\/studentaid.gov\/understand-aid\/types\/work-study\"><span style=\"font-weight: 400;\">https:\/\/studentaid.gov\/know-aid\/types\/work-study<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Th\u00f4ng tin th\u00eam v\u1ec1 Ch\u01b0\u01a1ng tr\u00ecnh V\u1eeba h\u1ecdc v\u1eeba l\u00e0m c\u1ee7a Bang Washington<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm th\u00eam th\u00f4ng tin v\u1ec1 ch\u01b0\u01a1ng tr\u00ecnh V\u1eeba h\u1ecdc v\u1eeba l\u00e0m c\u1ee7a Bang Washington t\u1ea1i trang web c\u1ee7a H\u1ed9i \u0111\u1ed3ng Th\u00e0nh t\u00edch Sinh vi\u00ean Bang Washington:<\/span> <a href=\"https:\/\/www.wsac.wa.gov\/state-work-study\"><span style=\"font-weight: 400;\">https:\/\/www.wsac.wa.gov\/state-work-study<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">C\u00f4ng nh\u00e2n sinh vi\u00ean qu\u1ed1c t\u1ebf<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Vi\u1ec7c l\u00e0m trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Sinh vi\u00ean \u1edf Hoa K\u1ef3 c\u00f3 th\u1ecb th\u1ef1c F-1 c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n l\u00e0m m\u1ed9t s\u1ed1 c\u00f4ng vi\u1ec7c nh\u1ea5t \u0111\u1ecbnh trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng ph\u1ee5c v\u1ee5 sinh vi\u00ean nh\u01b0 hi\u1ec7u s\u00e1ch ho\u1eb7c qu\u00e1n \u0103n t\u1ef1 ph\u1ee5c v\u1ee5 trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng. Sau m\u1ed9t n\u0103m h\u1ecdc, b\u1ea1n c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c \u1edf nh\u1eefng \u0111\u1ecba \u0111i\u1ec3m ngo\u00e0i khu\u00f4n vi\u00ean tr\u01b0\u1eddng c\u00f3 li\u00ean k\u1ebft v\u1edbi tr\u01b0\u1eddng nh\u01b0 ph\u00f2ng th\u00ed nghi\u1ec7m nghi\u00ean c\u1ee9u. Sinh vi\u00ean qu\u1ed1c t\u1ebf c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng 20 gi\u1edd m\u1ed7i tu\u1ea7n trong th\u1eddi gian h\u1ecdc v\u00e0 40 gi\u1edd m\u1ed7i tu\u1ea7n trong th\u1eddi gian ngh\u1ec9 gi\u1ea3i lao. B\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i c\u00f3 gi\u1ea5y ph\u00e9p l\u00e0m vi\u1ec7c ri\u00eang \u0111\u1ec3 l\u00e0m vi\u1ec7c trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng n\u1ebfu b\u1ea1n c\u00f3 th\u1ecb th\u1ef1c F-1.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm th\u00eam th\u00f4ng tin v\u1ec1 vi\u1ec7c nh\u1eadp c\u01b0 c\u1ee7a sinh vi\u00ean tr\u00ean trang web c\u1ee7a C\u01a1 quan Th\u1ef1c thi Di tr\u00fa v\u00e0 H\u1ea3i quan Hoa K\u1ef3 t\u1ea1i<\/span> <a href=\"http:\/\/www.ice.gov\/sevis\/students\/\"><span style=\"font-weight: 400;\">http:\/\/www.ice.gov\/sevis\/students\/<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<h5><span style=\"font-weight: 400;\">\u0110\u00e0o t\u1ea1o th\u1ef1c h\u00e0nh theo ch\u01b0\u01a1ng tr\u00ecnh ho\u1eb7c t\u00f9y ch\u1ecdn (CPT so v\u1edbi OPT)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh CPT v\u00e0 OPT cho ph\u00e9p sinh vi\u00ean qu\u1ed1c t\u1ebf t\u00edch l\u0169y kinh nghi\u1ec7m l\u00e0m vi\u1ec7c t\u1ea1i Hoa K\u1ef3. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh n\u00e0y y\u00eau c\u1ea7u b\u1ea1n ph\u1ea3i ho\u00e0n th\u00e0nh m\u1ed9t n\u0103m t\u1ea1i tr\u01b0\u1eddng \u0111\u1ea1i h\u1ecdc m\u00e0 b\u1ea1n s\u1eafp t\u1ed1t nghi\u1ec7p v\u00e0 y\u00eau c\u1ea7u c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n ph\u1ea3i li\u00ean quan \u0111\u1ebfn chuy\u00ean ng\u00e0nh c\u1ee7a b\u1ea1n. B\u1ea1n c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n cho CPT v\u00e0 OPT, v\u00e0 b\u1ea1n c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c trong n\u0103m h\u1ecdc. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin:  <\/span><a href=\"http:\/\/www.ice.gov\/sevis\/practical-training\/\"><span style=\"font-weight: 400;\">www.ice.gov\/sevis\/practical-training\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">M\u1edf r\u1ed9ng STEM<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111\u00e3 tham gia OPT, b\u1ea1n c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c Gia h\u1ea1n STEM m\u1ed9t l\u1ea7n trong 17 th\u00e1ng n\u1ebfu chuy\u00ean ng\u00e0nh v\u00e0 c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n li\u00ean quan \u0111\u1ebfn Khoa h\u1ecdc, C\u00f4ng ngh\u1ec7, K\u1ef9 thu\u1eadt ho\u1eb7c To\u00e1n h\u1ecdc v\u00e0 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n s\u1eed d\u1ee5ng E-Verify. H\u00e3y \u0111\u0103ng k\u00fd gia h\u1ea1n tr\u01b0\u1edbc khi h\u1ebft OPT.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u00e0m vi\u1ec7c t\u1ea1i T\u1ed5 ch\u1ee9c qu\u1ed1c t\u1ebf<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 l\u00e0m th\u1ef1c t\u1eadp sinh t\u1ea1i m\u1ed9t t\u1ed5 ch\u1ee9c qu\u1ed1c t\u1ebf \u0111\u00e3 \u0111\u01b0\u1ee3c C\u01a1 quan Di tr\u00fa v\u00e0 Nh\u1eadp t\u1ecbch Hoa K\u1ef3 (USCIS) ch\u1ea5p thu\u1eadn mi\u1ec5n l\u00e0 b\u1ea1n c\u00f3 t\u00ecnh tr\u1ea1ng F-1 v\u00e0 \u0111ang s\u1ed1ng \u1edf Hoa K\u1ef3. B\u1ea1n c\u00f3 th\u1ec3 t\u00ecm hi\u1ec3u th\u00eam v\u1ec1 Ch\u01b0\u01a1ng tr\u00ecnh Th\u1ef1c t\u1eadp T\u1ed5 ch\u1ee9c Qu\u1ed1c t\u1ebf tr\u1ef1c tuy\u1ebfn t\u1ea1i  <\/span><a href=\"http:\/\/www.ice.gov\/sevis\/employment#internship\"><span style=\"font-weight: 400;\">http:\/\/www.ice.gov\/sevis\/employment#internship<\/span><\/a><span style=\"font-weight: 400;\"><br \/><\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ngo\u1ea1i l\u1ec7 cho kh\u00f3 kh\u0103n kinh t\u1ebf nghi\u00eam tr\u1ecdng<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Sinh vi\u00ean qu\u1ed1c t\u1ebf F-1 g\u1eb7p kh\u00f3 kh\u0103n kinh t\u1ebf b\u1ea5t ng\u1edd c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c ngo\u00e0i tr\u01b0\u1eddng v\u1edbi c\u00f4ng vi\u1ec7c kh\u00f4ng li\u00ean quan \u0111\u1ebfn l\u0129nh v\u1ef1c c\u1ee7a h\u1ecd. \u0110\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn \u0111i\u1ec1u n\u00e0y, b\u1ea1n ph\u1ea3i h\u1ecdc gi\u1ecfi \u1edf tr\u01b0\u1eddng v\u00e0 ch\u1ee9ng minh v\u1edbi USCIS r\u1eb1ng vi\u1ec7c l\u00e0m trong khu\u00f4n vi\u00ean tr\u01b0\u1eddng kh\u00f4ng \u0111\u1ee7 \u0111\u1ec3 \u0111\u00e1p \u1ee9ng nhu c\u1ea7u t\u00e0i ch\u00ednh c\u1ee7a b\u1ea1n.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng tr\u1ebb v\u00e0 sinh vi\u00ean kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd<\/span><\/h5>\n<h4><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c \u1edf Hoa K\u1ef3 kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 thu\u00ea b\u1ea1n n\u1ebfu kh\u00f4ng c\u00f3 gi\u1ea5y ph\u00e9p lao \u0111\u1ed9ng. N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c \u1edf Hoa K\u1ef3, b\u1ea1n c\u00f3 quy\u1ec1n h\u01b0\u1edfng m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u v\u00e0 \u0111\u01b0\u1ee3c h\u01b0\u1edfng h\u1ea7u h\u1ebft c\u00e1c quy\u1ec1n kh\u00e1c \u0111\u01b0\u1ee3c n\u00eau trong s\u1ed5 tay h\u01b0\u1edbng d\u1eabn n\u00e0y. Vui l\u00f2ng xem ph\u1ea7n trong Ch\u01b0\u01a1ng n\u00e0y v\u1ec1 Ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">L\u00e0m th\u1ebf n\u00e0o \u0111\u1ec3 t\u00f4i \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m vi\u1ec7c t\u1ea1i Hoa K\u1ef3?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Theo USCIS, ch\u01b0\u01a1ng tr\u00ecnh Ho\u00e3n thi h\u00e0nh d\u00e0nh cho nh\u1eefng ng\u01b0\u1eddi nh\u1eadp c\u01b0 t\u1eeb tr\u1ebb em (DACA) kh\u00f4ng c\u00f2n ch\u1ea5p nh\u1eadn c\u00e1c y\u00eau c\u1ea7u m\u1edbi c\u1ee7a c\u00e1 nh\u00e2n v\u1ec1 vi\u1ec7c ho\u00e3n thi h\u00e0nh v\u00e0 V\u0103n b\u1ea3n c\u1ea5p ph\u00e9p l\u00e0m vi\u1ec7c (EAD). H\u1ecd \u0111ang ch\u1ea5p nh\u1eadn y\u00eau c\u1ea7u gia h\u1ea1n. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp trang web c\u1eadp nh\u1eadt USCIS DACA:<\/span><a href=\"https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca\">https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca<\/a><a href=\"https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca\"> <\/a><span style=\"font-weight: 400;\">,<\/span> <a href=\"https:\/\/www.nwirp.org\/\"><span style=\"font-weight: 400;\">D\u1ef1 \u00e1n Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi nh\u1eadp c\u01b0 T\u00e2y B\u1eafc<\/span><\/a> <span style=\"font-weight: 400;\">ho\u1eb7c tham kh\u1ea3o \u00fd ki\u1ebfn \u200b\u200bc\u1ee7a lu\u1eadt s\u01b0 di tr\u00fa.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam t\u00e0i nguy\u00ean d\u00e0nh cho lao \u0111\u1ed9ng sinh vi\u00ean kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd, h\u00e3y truy c\u1eadp trang web Ng\u01b0\u1eddi nh\u1eadp c\u01b0 \u0111ang gia t\u0103ng:<\/span><\/p>\n<p><a href=\"https:\/\/immigrantsrising.org\/resource\/overview\/\"><span style=\"font-weight: 400;\">https:\/\/immigrantsrising.org\/resource\/overview\/<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">D\u1ecbch v\u1ee5 c\u00f4ng c\u1ed9ng tha th\u1ee9 cho sinh vi\u00ean<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Theo<\/span> <span style=\"font-weight: 400;\">\u201c\u0110\u1ea1o lu\u1eadt ti\u1ebfp c\u1eadn v\u00e0 gi\u1ea3m chi ph\u00ed \u0111\u1ea1i h\u1ecdc n\u0103m 2007\u201d, n\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c trong c\u01a1 quan d\u1ecbch v\u1ee5 c\u00f4ng, b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 \u0111\u01b0\u1ee3c mi\u1ec5n t\u1ea5t c\u1ea3 c\u00e1c kho\u1ea3n vay tr\u1ef1c ti\u1ebfp d\u00e0nh cho sinh vi\u00ean li\u00ean bang c\u1ee7a m\u00ecnh, mi\u1ec5n thu\u1ebf.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n tham gia ch\u01b0\u01a1ng tr\u00ecnh, b\u1ea1n ph\u1ea3i \u0111\u0103ng k\u00fd, \u0111\u01b0\u1ee3c ch\u1ea5p nh\u1eadn v\u00e0 sau \u0111\u00f3 th\u1ef1c hi\u1ec7n thanh to\u00e1n \u0111\u00fang h\u1ea1n trong 10 n\u0103m (t\u1ed5ng c\u1ed9ng l\u00e0 120) \u0111\u1ed1i v\u1edbi kho\u1ea3n n\u1ee3 sinh vi\u00ean li\u00ean bang c\u1ee7a b\u1ea1n. B\u1ea1n ph\u1ea3i l\u00e0m vi\u1ec7c to\u00e0n th\u1eddi gian trong ng\u00e0nh d\u1ecbch v\u1ee5 c\u00f4ng \u00edt nh\u1ea5t 30 gi\u1edd m\u1ed9t tu\u1ea7n (b\u1ea1n c\u00f3 th\u1ec3 k\u1ebft h\u1ee3p nhi\u1ec1u c\u00f4ng vi\u1ec7c b\u00e1n th\u1eddi gian \u0111\u1ec3 \u0111\u00e1p \u1ee9ng y\u00eau c\u1ea7u n\u00e0y) b\u1eaft \u0111\u1ea7u sau ng\u00e0y 1 th\u00e1ng 10 n\u0103m 2007. Sau khi b\u1ea1n th\u1ef1c hi\u1ec7n 120 kho\u1ea3n thanh to\u00e1n \u0111\u00fang h\u1ea1n, B\u1ed9 Gi\u00e1o d\u1ee5c Hoa K\u1ef3 s\u1ebd x\u00f3a kho\u1ea3n n\u1ee3 vay sinh vi\u00ean li\u00ean bang c\u00f2n l\u1ea1i c\u1ee7a b\u1ea1n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tha th\u1ee9 cho kho\u1ea3n vay d\u1ecbch v\u1ee5 c\u00f4ng (PSLF) kh\u00f4ng ph\u1ea3i l\u00e0 m\u1ed9t k\u1ebf ho\u1ea1ch thanh to\u00e1n, nh\u01b0 Tr\u1ea3 n\u1ee3 d\u1ef1a tr\u00ean thu nh\u1eadp ho\u1eb7c Thanh to\u00e1n khi b\u1ea1n ki\u1ebfm \u0111\u01b0\u1ee3c; \u0111\u00f3 l\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh ri\u00eang bi\u1ec7t nh\u1eb1m khuy\u1ebfn kh\u00edch s\u1ef1 nghi\u1ec7p trong l\u0129nh v\u1ef1c d\u1ecbch v\u1ee5 c\u00f4ng.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ai \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea5t k\u1ef3 ai c\u00f3 th\u1ec3 tr\u1ea3 l\u1eddi \u201cc\u00f3\u201d cho 5 c\u00e2u h\u1ecfi sau \u0111\u1ec1u \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n tham gia PSLF:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 l\u00e0m vi\u1ec7c to\u00e0n th\u1eddi gian trong c\u01a1 quan d\u1ecbch v\u1ee5 c\u00f4ng kh\u00f4ng?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 l\u00e0m vi\u1ec7c to\u00e0n th\u1eddi gian kh\u00f4ng?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Kho\u1ea3n vay c\u1ee7a b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n kh\u00f4ng?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">K\u1ebf ho\u1ea1ch tr\u1ea3 n\u1ee3 c\u1ee7a b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n kh\u00f4ng?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">C\u00e1c kho\u1ea3n thanh to\u00e1n c\u1ee7a b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n kh\u00f4ng?<\/span><\/li>\n<\/ol>\n<h5><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean:<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp trang web c\u1ee7a B\u1ed9 Gi\u00e1o d\u1ee5c Hoa K\u1ef3: <a href=\"https:\/\/studentaid.gov\/manage-loans\/forgiveness-cancellation\/public-service\">https:\/\/studentaid.gov\/manage-loans\/forgiveness-cancellation\/public-service<\/a><\/span> <span style=\"font-weight: 400;\">ho\u1eb7c trang web Kh\u1ee7ng ho\u1ea3ng N\u1ee3 Sinh vi\u00ean:<\/span> <a href=\"https:\/\/studentdebtcrisis.org\/tools\/\"><span style=\"font-weight: 400;\">https:\/\/studentdebtcrisis.org\/tools\/<\/span><\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.5 Ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.5 Undocumented Workers&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<h4><span style=\"font-weight: 400;\">Quy\u1ec1n c\u1ee7a b\u1ea1n v\u1edbi t\u01b0 c\u00e1ch l\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd<\/span><\/h4>\n<p><b>Kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd t\u00f9y th\u00e2n kh\u00f4ng c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n kh\u00f4ng c\u00f3 quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c!<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Xin l\u01b0u \u00fd r\u1eb1ng lu\u1eadt nh\u1eadp c\u01b0 thay \u0111\u1ed5i nhanh ch\u00f3ng, v\u00ec v\u1eady b\u1ea1n c\u00f3 th\u1ec3 mu\u1ed1n ki\u1ec3m tra k\u1ef9 t\u00ednh ch\u00ednh x\u00e1c c\u1ee7a th\u00f4ng tin \u0111\u01b0\u1ee3c cung c\u1ea5p \u1edf \u0111\u00e2y.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-836 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image14-300x203.png\" alt=\"\" width=\"300\" height=\"203\" srcset=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image14-300x203.png 300w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image14.png 334w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/>B\u1ea1n c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u<\/span><\/h5>\n<p><b>Nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd c\u00f3<\/b> <b>c\u00f9ng<\/b> <b>m\u1ee9c l\u01b0\u01a1ng, gi\u1edd, th\u1eddi gian ngh\u1ec9 v\u00e0 c\u00e1c quy\u1ec1n ngh\u1ec9 ph\u00e9p kh\u00f4ng l\u01b0\u01a1ng nh\u01b0 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c.<\/b> <span style=\"font-weight: 400;\">Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng kh\u00f4ng th\u1ec3 t\u1eeb ch\u1ed1i tr\u1ea3 l\u01b0\u01a1ng cho b\u1ea1n b\u1eb1ng c\u00e1ch n\u00f3i r\u1eb1ng b\u1ea1n kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd. N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng tr\u1ea3 l\u01b0\u01a1ng cho t\u1ea5t c\u1ea3 s\u1ed1 gi\u1edd b\u1ea1n \u0111\u00e3 l\u00e0m, kh\u00f4ng cho b\u1ea1n ngh\u1ec9 gi\u1ea3i lao ho\u1eb7c kh\u00f4ng tr\u1ea3 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u ho\u1eb7c l\u00e0m th\u00eam gi\u1edd th\u00ec \u0111\u00f3 l\u00e0 h\u00e0nh vi tr\u1ed9m c\u1eafp ti\u1ec1n l\u01b0\u01a1ng b\u1ea5t h\u1ee3p ph\u00e1p. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n v\u00e0 c\u00e1ch n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i, vui l\u00f2ng xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-1__003a-_your-_right-to-_be-_paid1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 1: Quy\u1ec1n \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n c\u1ee7a b\u1ea1n<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n c\u00f3 m\u1ed9t m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c l\u00e0nh m\u1ea1nh v\u00e0 an to\u00e0n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Lu\u1eadt an to\u00e0n v\u00e0 s\u1ee9c kh\u1ecfe b\u1ea3o v\u1ec7<\/span> <b>t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/b> <span style=\"font-weight: 400;\">b\u1ea5t k\u1ec3 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0. B\u1ea1n c\u00f3 quy\u1ec1n n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n v\u1edbi B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints<\/a> )<\/span><span style=\"font-weight: 400;\">.<\/span>&nbsp; <span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 c\u00e1c quy\u1ec1n v\u1ec1 s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n c\u1ee7a b\u1ea1n c\u0169ng nh\u01b0 c\u00e1ch n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i, h\u00e3y xem<\/span> <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 4: Quy\u1ec1n c\u00f3 N\u01a1i l\u00e0m vi\u1ec7c An to\u00e0n c\u1ee7a B\u1ea1n<\/span><\/a> <i><span style=\"font-weight: 400;\">.<\/span><\/i><\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 quy\u1ec1n nh\u1eadn ti\u1ec1n b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u1ebfu b\u1ea1n b\u1ecb th\u01b0\u01a1ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">T\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng, k\u1ec3 c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd, \u0111\u1ec1u c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u1ebfu h\u1ecd b\u1ecb th\u01b0\u01a1ng trong khi l\u00e0m vi\u1ec7c ho\u1eb7c b\u1ecb \u1ed1m v\u00ec c\u00f4ng vi\u1ec7c c\u1ee7a m\u00ecnh. B\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng bao g\u1ed3m chi ph\u00ed \u0111i\u1ec1u tr\u1ecb y t\u1ebf v\u00e0 trong m\u1ed9t s\u1ed1 tr\u01b0\u1eddng h\u1ee3p b\u1ecb m\u1ea5t l\u01b0\u01a1ng. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng v\u00e0 c\u00e1ch n\u1ed9p \u0111\u01a1n, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#2__002e6-_workers-_comp__003a-_work-_injuries-and-_occupational-_disease1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 2.6: Ch\u1ea5n th\u01b0\u01a1ng khi l\u00e0m vi\u1ec7c v\u00e0 b\u1ec7nh ngh\u1ec1 nghi\u1ec7p<\/span><\/a> <i><span style=\"font-weight: 400;\">.<\/span><\/i><\/p>\n<h5><span style=\"font-weight: 400;\">H\u1ea7u h\u1ebft ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 quy\u1ec1n t\u1ed5 ch\u1ee9c v\u1edbi \u0111\u1ed3ng nghi\u1ec7p<\/span><\/h5>\n<p><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-842 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image23.png\" alt=\"\" width=\"204\" height=\"147\">\u0110\u1ea1o lu\u1eadt Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia (NLRA) b\u1ea3o v\u1ec7 quy\u1ec1n c\u1ee7a h\u1ea7u h\u1ebft ng\u01b0\u1eddi lao \u0111\u1ed9ng trong vi\u1ec7c t\u1ed5 ch\u1ee9c c\u00f4ng \u0111o\u00e0n v\u00e0 th\u01b0\u01a1ng l\u01b0\u1ee3ng t\u1eadp th\u1ec3 v\u1edbi ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng. Lu\u1eadt n\u00e0y c\u0169ng bao g\u1ed3m c\u1ea3 nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd. N\u00f3 c\u0169ng b\u1ea3o v\u1ec7 b\u1ea1n n\u1ebfu b\u1ea1n th\u1ef1c hi\u1ec7n \u201cn\u1ed7 l\u1ef1c t\u1eadp th\u1ec3\u201d \u0111\u1ec3 c\u1ea3i thi\u1ec7n \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c ngay c\u1ea3 khi b\u1ea1n kh\u00f4ng c\u00f3 c\u00f4ng \u0111o\u00e0n.<\/span><\/p>\n<p><b>Vi\u1ec7c ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u1edbi b\u1ea1n v\u00ec c\u1ed1 g\u1eafng t\u1ed5 ch\u1ee9c v\u1edbi \u0111\u1ed3ng nghi\u1ec7p c\u1ee7a b\u1ea1n l\u00e0 vi ph\u1ea1m ph\u00e1p lu\u1eadt.<\/b><span style=\"font-weight: 400;\">  Lu\u1eadt n\u00e0y kh\u00f4ng b\u1ea3o v\u1ec7 c\u00f4ng nh\u00e2n n\u00f4ng tr\u1ea1i, nh\u00e2n vi\u00ean ph\u1ee5c v\u1ee5 gia \u0111\u00ecnh, nh\u00e2n vi\u00ean li\u00ean bang, nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp, ng\u01b0\u1eddi gi\u00e1m s\u00e1t v\u00e0 nh\u00e2n vi\u00ean b\u00ed m\u1eadt. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 5: Quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n<\/span><\/a> <i><span style=\"font-weight: 400;\">.<\/span><\/i><\/p>\n<h4><span style=\"font-weight: 400;\">Ph\u1ea3i l\u00e0m g\u00ec n\u1ebfu ng\u01b0\u1eddi nh\u1eadp c\u01b0 \u0111\u1ebfn n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Nh\u00e2n vi\u00ean xu\u1ea5t nh\u1eadp c\u1ea3nh kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p v\u00e0o n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n &#8211; cho d\u00f9 \u0111\u00f3 l\u00e0 nh\u00e0 m\u00e1y, c\u1eeda h\u00e0ng, trang tr\u1ea1i hay v\u01b0\u1eddn c\u00e2y \u0103n qu\u1ea3 &#8211; m\u00e0 kh\u00f4ng c\u00f3 s\u1ef1 cho ph\u00e9p ho\u1eb7c l\u1ec7nh c\u1ee7a ch\u1ee7 s\u1edf h\u1eefu. N\u1ebfu m\u1ed9t vi\u00ean ch\u1ee9c \u0111\u01b0\u1ee3c ph\u00e9p, vi\u00ean ch\u1ee9c \u0111\u00f3 c\u00f3 th\u1ec3 h\u1ecfi b\u1ea1n nh\u1eefng c\u00e2u h\u1ecfi v\u1ec1 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n. Xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#4__002e9-_i_c_e-and-the-_police-__002d-_what-to-do-if-_immigration-_comes-to-_your-_workplace1\">Ph\u1ea7n ICE trong Ch\u01b0\u01a1ng 4: Quy\u1ec1n c\u00f3 n\u01a1i l\u00e0m vi\u1ec7c an to\u00e0n c\u1ee7a b\u1ea1n<\/a> .<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00e1c c\u00f3 th\u1ec3 l\u00e0m g\u00ec tr\u01b0\u1edbc c\u00e1c cu\u1ed9c t\u1ea5n c\u00f4ng nh\u1eadp c\u01b0 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">C\u00e1c \u0111\u1ed3ng minh v\u00e0 th\u00e0nh vi\u00ean c\u00f4ng \u0111o\u00e0n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u00f3 th\u1ec3 \u0111\u00f3ng vai tr\u00f2 \u1ee9ng ph\u00f3 v\u1edbi m\u1ed1i \u0111e d\u1ecda \u0111\u1ed9t k\u00edch t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c. N\u1ebfu b\u1ea1n c\u00f3 th\u1ec3 l\u00e0m nh\u01b0 v\u1eady m\u1ed9t c\u00e1ch an to\u00e0n, h\u00e3y ch\u1ee5p \u1ea3nh, quay video, ghi ch\u00e9p v\u00e0 b\u00e1o c\u00e1o c\u00e1c cu\u1ed9c \u0111\u1ed9t k\u00edch v\u00e0 b\u1eaft gi\u1eef.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">L\u1ea5y t\u00ean v\u00e0 s\u1ed1 \u0111i\u1ec7n tho\u1ea1i c\u1ee7a b\u1ea5t k\u1ef3 nh\u00e2n ch\u1ee9ng n\u00e0o.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Chia s\u1ebb th\u00f4ng tin v\u1ec1 cu\u1ed9c \u0111\u1ed9t k\u00edch v\u1edbi \u0111\u1ed3ng nghi\u1ec7p c\u1ee7a b\u1ea1n. N\u1ebfu c\u00f3 m\u1ed9t c\u00f4ng \u0111o\u00e0n trong  <\/span><span style=\"font-weight: 400;\">n\u01a1i l\u00e0m vi\u1ec7c, h\u00e3y li\u00ean h\u1ec7 v\u1edbi m\u1ed9t quan ch\u1ee9c c\u00f4ng \u0111o\u00e0n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu nh\u00e2n vi\u00ean ICE ho\u1eb7c c\u1ea3nh s\u00e1t v\u00e0o m\u00e0 kh\u00f4ng c\u00f3 l\u1ec7nh th\u00edch h\u1ee3p, h\u00e3y h\u1ecfi t\u00ean h\u1ecd v\u00e0\/ho\u1eb7c ghi l\u1ea1i s\u1ed1 th\u1ebb c\u1ee7a h\u1ecd.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u00e1o c\u00e1o cu\u1ed9c \u0111\u1ed9t k\u00edch t\u1edbi \u0110\u01b0\u1eddng d\u00e2y n\u00f3ng c\u1ee7a M\u1ea1ng l\u01b0\u1edbi \u0110o\u00e0n k\u1ebft Ng\u01b0\u1eddi nh\u1eadp c\u01b0 Washington (WAISN) (G\u1ecdi<\/span> <b>844-724-3737<\/b> <span style=\"font-weight: 400;\">).<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">AFL-CIO v\u00e0 c\u00e1c t\u1ed5 ch\u1ee9c d\u00e2n quy\u1ec1n kh\u00e1c cung c\u1ea5p c\u00e1c ngu\u1ed3n l\u1ef1c v\u00e0 h\u01b0\u1edbng d\u1eabn v\u1ec1 c\u00e1ch chu\u1ea9n b\u1ecb v\u00e0 \u1ee9ng ph\u00f3 v\u1edbi m\u1ed9t cu\u1ed9c \u0111\u1ed9t k\u00edch ho\u1eb7c ki\u1ec3m to\u00e1n. Li\u00ean h\u1ec7 v\u1edbi AFL-CIO \u0111\u1ec3 \u0111\u1eb7t mua m\u1ed9t b\u1ea3n sao B\u1ed9 c\u00f4ng c\u1ee5 c\u0169ng nh\u01b0 c\u00e1c cu\u1ed9c \u0111\u1ed9t k\u00edch v\u00e0 ki\u1ec3m tra t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a h\u1ecd:  <\/span><a href=\"https:\/\/actionnetwork.org\/forms\/defend-and-resist-workplace-raid-and-action-toolkit?source=website\"><span style=\"font-weight: 400;\">https:\/\/actionnetwork.org\/forms\/defend-and-resist-workplace-raid-and-action-toolkit?source=website<\/span><\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u00e0 tr\u1ea3 th\u00f9<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Vi\u1ec7c ch\u1ee7 lao \u0111\u1ed9ng thu\u00ea b\u1ea1n n\u1ebfu b\u1ea1n kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd h\u1ee3p ph\u00e1p l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p,  <\/span><span style=\"font-weight: 400;\">v\u00e0 h\u1ecd c\u00f3 th\u1ec3 t\u1eeb ch\u1ed1i thu\u00ea b\u1ea1n ho\u1eb7c c\u00f3 th\u1ec3 sa th\u1ea3i b\u1ea1n v\u00ec b\u1ea1n kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd h\u1ee3p l\u1ec7. Tuy nhi\u00ean, khi b\u1ea1n c\u00f3 vi\u1ec7c l\u00e0m, b\u1ea1n s\u1ebd c\u00f3 m\u1ed9t s\u1ed1 bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u1edbi b\u1ea1n d\u1ef1a tr\u00ean ch\u1ee7ng t\u1ed9c, gi\u1edbi t\u00ednh, mang thai, ngu\u1ed3n g\u1ed1c qu\u1ed1c gia, khuynh h\u01b0\u1edbng t\u00ecnh d\u1ee5c, nh\u1eadn d\u1ea1ng gi\u1edbi t\u00ednh, t\u00f4n gi\u00e1o, tu\u1ed5i t\u00e1c, khuy\u1ebft t\u1eadt ho\u1eb7c m\u1ed9t s\u1ed1 danh m\u1ee5c kh\u00e1c. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, vui l\u00f2ng xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Ch\u01b0\u01a1ng 3: Quy\u1ec1n kh\u00f4ng b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed c\u1ee7a b\u1ea1n<\/a><\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Quy\u1ec1n c\u1ee7a b\u1ea1n ch\u1ed1ng l\u1ea1i s\u1ef1 tr\u1ea3 th\u00f9 v\u00e0 sa th\u1ea3i b\u1ea5t h\u1ee3p ph\u00e1p:<\/b><span style=\"font-weight: 400;\">  Tr\u1ea3 th\u00f9 c\u00f3 ngh\u0129a l\u00e0 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n sa th\u1ea3i b\u1ea1n, giao cho b\u1ea1n m\u1ed9t c\u00f4ng vi\u1ec7c t\u1ed3i t\u1ec7 h\u01a1n ho\u1eb7c b\u00e1o c\u00e1o b\u1ea1n v\u1edbi C\u01a1 quan Th\u1ef1c thi Di tr\u00fa v\u00e0 H\u1ea3i quan (ICE) v\u00ec b\u1ea1n \u0111\u00e3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean ch\u00ednh ph\u1ee7 v\u1ec1 \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c c\u1ee7a m\u00ecnh. \u0110\u00f3 c\u0169ng l\u00e0 s\u1ef1 tr\u1ea3 th\u00f9 n\u1ebfu ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n  <\/span><i><span style=\"font-weight: 400;\">d\u1ecda<\/span><\/i> <span style=\"font-weight: 400;\">tr\u1ea3 \u0111\u0169a nh\u01b0 \u0111\u00e3 n\u00eau \u1edf tr\u00ean.<\/span> <b>Tr\u1ea3 th\u00f9 l\u00e0 vi ph\u1ea1m ph\u00e1p lu\u1eadt<\/b> <span style=\"font-weight: 400;\">v\u00e0 b\u1ea1n n\u00ean t\u00ecm ki\u1ebfm s\u1ef1 gi\u00fap \u0111\u1ee1 t\u1eeb lu\u1eadt s\u01b0.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ea3o hi\u1ec3m Th\u1ea5t nghi\u1ec7p, B\u1ea3o hi\u1ec3m Khuy\u1ebft t\u1eadt An sinh X\u00e3 h\u1ed9i (SSDI) v\u00e0\/ho\u1eb7c Thu nh\u1eadp An sinh B\u1ed5 sung (SSI)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd, b\u1ea1n<\/span> <b>kh\u00f4ng th\u1ec3<\/b> <span style=\"font-weight: 400;\">thu b\u1ea3o hi\u1ec3m th\u1ea5t nghi\u1ec7p, B\u1ea3o hi\u1ec3m Khuy\u1ebft t\u1eadt An sinh X\u00e3 h\u1ed9i (SSDI) ho\u1eb7c Thu nh\u1eadp An sinh B\u1ed5 sung (SSI). Tuy nhi\u00ean, n\u1ebfu b\u1ea1n \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 l\u00e0m vi\u1ec7c theo Tr\u00ec ho\u00e3n h\u00e0nh \u0111\u1ed9ng d\u00e0nh cho ng\u01b0\u1eddi nh\u1eadp c\u01b0 t\u1eeb nh\u1ecf (DACA), b\u1ea1n  <\/span><i><span style=\"font-weight: 400;\">c\u00f3 th\u1ec3<\/span><\/i><span style=\"font-weight: 400;\">  \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n h\u01b0\u1edfng b\u1ea3o hi\u1ec3m th\u1ea5t nghi\u1ec7p. Xem ph\u1ea7n  <\/span><i><span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng tr\u1ebb v\u00e0 sinh vi\u00ean kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd<\/span><\/i> <span style=\"font-weight: 400;\">d\u01b0\u1edbi \u0111\u00e2y \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 DACA.<\/span>&nbsp;<\/p>\n<h4><span style=\"font-weight: 400;\">N\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 quy\u1ec1n n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n ch\u1ecdn n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c v\u1edbi b\u1ea5t k\u1ef3 c\u01a1 quan n\u00e0o \u0111\u01b0\u1ee3c m\u00f4 t\u1ea3 trong s\u1ed5 tay n\u00e0y, b\u1ea1n n\u00ean l\u01b0u \u00fd m\u1ed9t s\u1ed1 \u0111i\u1ec1u.<\/span><\/p>\n<p id=\"tip\">M\u1eb8O: C\u00e1c c\u01a1 quan ch\u00ednh ph\u1ee7 th\u1ef1c thi quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c th\u01b0\u1eddng kh\u00f4ng n\u00ean h\u1ecfi v\u1ec1 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0. N\u1ebfu h\u1ecd l\u00e0m v\u1eady, b\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i tr\u1ea3 l\u1eddi tr\u01b0\u1edbc khi n\u00f3i chuy\u1ec7n v\u1edbi lu\u1eadt s\u01b0 ho\u1eb7c ng\u01b0\u1eddi \u0111\u1ea1i di\u1ec7n h\u1ee3p ph\u00e1p!<\/p>\n<h5><span style=\"font-weight: 400;\">R\u1ee7i ro khi n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i &#8211; ICE<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">R\u1ee7i ro l\u1edbn nh\u1ea5t khi n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1edbi t\u01b0 c\u00e1ch l\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd l\u00e0 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 &#8220;tr\u1ea3 \u0111\u0169a&#8221; b\u1ea1n m\u1ed9t c\u00e1ch b\u1ea5t h\u1ee3p ph\u00e1p b\u1eb1ng c\u00e1ch b\u00e1o c\u00e1o b\u1ea1n v\u1edbi ICE. N\u1ebfu ICE theo d\u00f5i, h\u1ecd c\u00f3 th\u1ec3 c\u1ed1 tr\u1ee5c xu\u1ea5t b\u1ea1n. T\u1ec7 h\u01a1n n\u1eefa, n\u1ebfu b\u1ea1n s\u1eed d\u1ee5ng gi\u1ea5y t\u1edd gi\u1ea3 khi n\u1ed9p \u0111\u01a1n xin vi\u1ec7c, b\u1ea1n c\u00f3 th\u1ec3 b\u1ecb bu\u1ed9c t\u1ed9i tr\u01b0\u1edbc t\u00f2a, b\u1ecb ph\u1ea1t, tr\u1ee5c xu\u1ea5t v\u00e0\/ho\u1eb7c b\u1ecb ng\u0103n c\u1ea3n quay l\u1ea1i s\u1ed1ng v\u00e0 l\u00e0m vi\u1ec7c t\u1ea1i Hoa K\u1ef3. Nh\u1eefng h\u00ecnh ph\u1ea1t n\u00e0y c\u00f3 th\u1ec3 \u00e1p d\u1ee5ng ngay c\u1ea3 khi b\u1ea1n \u0111\u00e3 k\u1ebft h\u00f4n v\u1edbi m\u1ed9t ng\u01b0\u1eddi C\u00f4ng d\u00e2n Hoa K\u1ef3, c\u00f3 con l\u00e0 c\u00f4ng d\u00e2n Hoa K\u1ef3 ho\u1eb7c \u0111\u00e3 s\u1ed1ng \u1edf Hoa K\u1ef3 nhi\u1ec1u n\u0103m.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Nh\u1eefng c\u00e1ch \u0111\u1ec3 b\u1ea3o v\u1ec7 b\u1ea3n th\u00e2n<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Cho d\u00f9 b\u1ea1n ch\u1ecdn n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i hay y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng hay kh\u00f4ng, d\u01b0\u1edbi \u0111\u00e2y l\u00e0 m\u1ed9t s\u1ed1 c\u00e1ch b\u1ea1n c\u00f3 th\u1ec3 t\u1ef1 b\u1ea3o v\u1ec7 m\u00ecnh:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>H\u00e3y c\u00e2n nh\u1eafc vi\u1ec7c xin U Visa n\u1ebfu b\u1ea1n \u0111ang n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i.<\/b> <span style=\"font-weight: 400;\">AU Visa mang l\u1ea1i cho b\u1ea1n<\/span> <i><span style=\"font-weight: 400;\">s\u1ef1 t\u1ea1m tr\u00fa<\/span><\/i><span style=\"font-weight: 400;\">  t\u00ecnh tr\u1ea1ng ph\u00e1p l\u00fd n\u1ebfu b\u1ea1n l\u00e0 n\u1ea1n nh\u00e2n c\u1ee7a t\u1ed9i ph\u1ea1m. N\u1ebfu b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c Visa U, b\u1ea1n s\u1ebd kh\u00f4ng b\u1ecb tr\u1ee5c xu\u1ea5t trong th\u1eddi gian gi\u1ea3i quy\u1ebft v\u1ee5 vi\u1ec7c c\u1ee7a m\u00ecnh; b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n xin th\u01b0\u1eddng tr\u00fa. N\u1ebfu b\u1ea1n cho r\u1eb1ng m\u00ecnh l\u00e0 n\u1ea1n nh\u00e2n c\u1ee7a t\u1ed9i ph\u1ea1m, h\u00e3y li\u00ean h\u1ec7 v\u1edbi D\u1ef1 \u00e1n Lu\u1eadt Vi\u1ec7c l\u00e0m Qu\u1ed1c gia (<\/span><a href=\"https:\/\/www.nelp.org\/\"><span style=\"font-weight: 400;\">https:\/\/www.nelp.org\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span>&nbsp; <span style=\"font-weight: 400;\">(NELP) ho\u1eb7c d\u1ecbch v\u1ee5 ph\u00e1p l\u00fd \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea trong<\/span> ch\u01b0\u01a1ng <i><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean<\/span><\/i> <span style=\"font-weight: 400;\">\u1edf cu\u1ed1i s\u1ed5 tay h\u01b0\u1edbng d\u1eabn n\u00e0y \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ee3 gi\u00fap xin Visa U.<\/span> <b>&nbsp;<\/b><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu ICE tham gia, h\u00e3y y\u00eau c\u1ea7u h\u1ecd s\u1eed d\u1ee5ng quy\u1ec1n t\u1ef1 quy\u1ebft <b>c\u1ee7a c\u00f4ng t\u1ed1 vi\u00ean<\/b> . ICE c\u00f3 th\u1ec3 ch\u1ecdn kh\u00f4ng theo \u0111u\u1ed5i v\u1ee5 ki\u1ec7n c\u1ee7a b\u1ea1n n\u1ebfu b\u1ea1n \u0111ang theo \u0111u\u1ed5i quy\u1ec1n l\u1ee3i t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c ho\u1eb7c c\u00e1c quy\u1ec1n kh\u00e1c. B\u1eb1ng c\u00e1ch y\u00eau c\u1ea7u c\u00f4ng t\u1ed1 vi\u00ean c\u00f3 quy\u1ec1n quy\u1ebft \u0111\u1ecbnh, b\u1ea1n \u0111ang y\u00eau c\u1ea7u h\u1ecd kh\u00f4ng tr\u1ee5c xu\u1ea5t b\u1ea1n trong khi y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng c\u1ee7a b\u1ea1n \u0111ang ch\u1edd x\u1eed l\u00fd. \u0110i\u1ec1u n\u00e0y kh\u00f4ng c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m vi\u1ec7c h\u1ee3p ph\u00e1p, m\u00e0 ch\u1ec9 c\u00f3 ngh\u0129a l\u00e0 ICE c\u00f3 th\u1ec3 quy\u1ebft \u0111\u1ecbnh ng\u1eebng \u0111i\u1ec1u tra t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n trong khi y\u00eau c\u1ea7u b\u1ed3i th\u01b0\u1eddng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n \u0111ang di\u1ec5n ra. N\u00f3i chuy\u1ec7n v\u1edbi lu\u1eadt s\u01b0 v\u1ec1 vi\u1ec7c y\u00eau c\u1ea7u c\u00f4ng t\u1ed1 vi\u00ean c\u00f3 quy\u1ec1n quy\u1ebft \u0111\u1ecbnh.&nbsp;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">T\u00ecm ki\u1ebfm s\u1ef1 tr\u1ee3 gi\u00fap t\u1eeb m\u1ed9t nh\u00f3m c\u1ed9ng \u0111\u1ed3ng h\u1ed7 tr\u1ee3 ng\u01b0\u1eddi lao \u0111\u1ed9ng ho\u1eb7c ng\u01b0\u1eddi nh\u1eadp c\u01b0, ch\u1eb3ng h\u1ea1n nh\u01b0 Casa Latina (<\/span> <a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a> <span style=\"font-weight: 400;\">) \u1edf Seattle; li\u00ean h\u1ec7 v\u1edbi h\u1ecd theo s\u1ed1<\/span> <b>(206)<\/b> <b><i>956-0779<\/i><\/b> <span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">L\u01b0u gi\u1eef h\u1ed3 s\u01a1 v\u00e0 thu th\u1eadp th\u00f4ng tin v\u1ec1 c\u00f4ng vi\u1ec7c v\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n. N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng cung c\u1ea5p phi\u1ebfu l\u01b0\u01a1ng v\u1ec1 s\u1ed1 gi\u1edd l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n ho\u1eb7c b\u1ea1n cho r\u1eb1ng h\u1ed3 s\u01a1 ghi ch\u00e9p kh\u00f4ng ch\u00ednh x\u00e1c, h\u00e3y theo d\u00f5i s\u1ed1 gi\u1edd l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n v\u00e0 c\u00e1c th\u00f4ng tin kh\u00e1c v\u1ec1 ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n. \u0110i\u1ec1u n\u00e0y bao g\u1ed3m t\u00ean \u0111\u1ea7y \u0111\u1ee7, th\u00f4ng tin li\u00ean h\u1ec7 c\u1ee7a anh \u1ea5y\/c\u00f4 \u1ea5y v\u00e0 b\u1ea5t k\u1ef3 th\u00f4ng tin n\u00e0o kh\u00e1c s\u1ebd h\u1ed7 tr\u1ee3 vi\u1ec7c theo d\u00f5i ch\u1ee7 nh\u00e2n c\u1ee7a b\u1ea1n.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">T\u00ecm ki\u1ebfm s\u1ef1 gi\u00fap \u0111\u1ee1. N\u1ebfu b\u1ea1n c\u00f3 c\u00f4ng \u0111o\u00e0n, h\u00e3y n\u00f3i chuy\u1ec7n v\u1edbi \u0111\u1ea1i di\u1ec7n c\u00f4ng \u0111o\u00e0n c\u1ee7a b\u1ea1n. Ngo\u00e0i ra, h\u00e3y t\u00ecm m\u1ed9t lu\u1eadt s\u01b0 chuy\u00ean v\u1ec1 c\u00e1c v\u1ea5n \u0111\u1ec1 nh\u1eadp c\u01b0 h\u1ee3p ph\u00e1p t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c ho\u1eb7c t\u00ecm ki\u1ebfm s\u1ef1 tr\u1ee3 gi\u00fap t\u1eeb m\u1ed9t t\u1ed5 ch\u1ee9c t\u00e0i nguy\u00ean\/h\u1ed7 tr\u1ee3 nh\u01b0 NELP ho\u1eb7c D\u1ef1 \u00e1n Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi nh\u1eadp c\u01b0 T\u00e2y B\u1eafc (NWIRP)(<\/span><a href=\"https:\/\/www.nwirp.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.nwirp.org\/get-help\/<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span>&nbsp;<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u1eebng th\u1ea3o lu\u1eadn v\u1ec1 t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n v\u1edbi b\u1ea5t k\u1ef3 ai cho \u0111\u1ebfn khi b\u1ea1n t\u00ecm ki\u1ebfm tr\u1ee3 gi\u00fap ph\u00e1p l\u00fd.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u1eebng n\u1ed9p l\u1ea1i gi\u1ea5y t\u1edd nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n cho s\u1ebfp c\u1ee7a b\u1ea1n. V\u00ec l\u1ebd ra s\u1ebfp c\u1ee7a b\u1ea1n ph\u1ea3i ki\u1ec3m tra gi\u1ea5y t\u1edd nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n khi b\u1ea1n \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng n\u00ean b\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i xu\u1ea5t tr\u00ecnh l\u1ea1i m\u00e0 kh\u00f4ng c\u00f3 l\u00fd do ch\u00ednh \u0111\u00e1ng.&nbsp;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">H\u00e3y nh\u1edb r\u1eb1ng &#8211; c\u00f3 s\u1ee9c m\u1ea1nh v\u1ec1 s\u1ed1 l\u01b0\u1ee3ng. N\u1ebfu s\u1ebfp t\u1eeb ch\u1ed1i quy\u1ec1n l\u1ee3i c\u1ee7a b\u1ea1n, c\u00f3 th\u1ec3 b\u1ea1n kh\u00f4ng \u0111\u01a1n \u0111\u1ed9c. T\u1ed1t nh\u1ea5t b\u1ea1n n\u00ean mang theo m\u1ed9t nh\u00f3m \u0111\u1ed3ng nghi\u1ec7p ho\u1eb7c \u00edt nh\u1ea5t m\u1ed9t \u0111\u1ed3ng nghi\u1ec7p kh\u00e1c \u0111i c\u00f9ng \u0111\u1ec3 khi\u1ebfu n\u1ea1i. B\u1eb1ng c\u00e1ch \u0111\u00f3 c\u00e1c b\u1ea1n c\u00f3 th\u1ec3 h\u1ed7 tr\u1ee3 l\u1eabn nhau v\u00e0 \u0111\u01b0\u1ee3c ph\u00e1p lu\u1eadt b\u1ea3o v\u1ec7 nhi\u1ec1u h\u01a1n. \u0110\u00e2y \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 quy\u1ec1n \u0111\u01b0\u1ee3c \u201cho\u1ea1t \u0111\u1ed9ng ph\u1ed1i h\u1ee3p, \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7\u201d theo lu\u1eadt lao \u0111\u1ed9ng li\u00ean bang. Xin vui l\u00f2ng xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 5: Quy\u1ec1n t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n<\/span><\/a> <span style=\"font-weight: 400;\">\u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">L\u01b0u \u00fd quan tr\u1ecdng<\/span><span style=\"font-weight: 400;\">: Hi\u1ec7n t\u1ea1i, trong h\u1ea7u h\u1ebft c\u00e1c tr\u01b0\u1eddng h\u1ee3p, c\u01a1 quan ch\u00ednh ph\u1ee7 n\u00ean th\u1ef1c thi c\u00e1c quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n m\u00e0 kh\u00f4ng xem x\u00e9t t\u00ecnh tr\u1ea1ng nh\u1eadp c\u01b0 c\u1ee7a b\u1ea1n. Tuy nhi\u00ean, c\u00f3 m\u1ed9t s\u1ed1 r\u1ee7i ro n\u1ebfu b\u1ea1n kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd. \u0110i\u1ec1u r\u1ea5t quan tr\u1ecdng l\u00e0 t\u00ecm ki\u1ebfm s\u1ef1 tr\u1ee3 gi\u00fap ph\u00e1p l\u00fd t\u1eeb m\u1ed9t chuy\u00ean gia\u2014lu\u1eadt s\u01b0 ho\u1eb7c t\u1ed5 ch\u1ee9c c\u1ed9ng \u0111\u1ed3ng c\u00f3 kinh nghi\u1ec7m gi\u00fap \u0111\u1ee1 ng\u01b0\u1eddi lao \u0111\u1ed9ng nh\u1eadp c\u01b0 v\u1ec1 c\u00e1c v\u1ea5n \u0111\u1ec1 lao \u0111\u1ed9ng ho\u1eb7c vi\u1ec7c l\u00e0m.&nbsp; <\/span><i><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n thu\u00ea lu\u1eadt s\u01b0, h\u00e3y cho ph\u00e9p lu\u1eadt s\u01b0 n\u00f3i thay b\u1ea1n\u2014kh\u00f4ng<\/span><\/i> <i><span style=\"font-weight: 400;\">li\u00ean<\/span><\/i> <i><span style=\"font-weight: 400;\">l\u1ea1c tr\u1ef1c ti\u1ebfp v\u1edbi ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ho\u1eb7c v\u1edbi c\u00e1c quan ch\u1ee9c ch\u00ednh ph\u1ee7.<\/span><\/i><\/p>\n<h4><span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng tr\u1ebb v\u00e0 sinh vi\u00ean kh\u00f4ng c\u00f3 gi\u1ea5y t\u1edd<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Tr\u00ec ho\u00e3n h\u00e0nh \u0111\u1ed9ng \u0111\u1ed1i v\u1edbi ng\u01b0\u1eddi nh\u1eadp c\u01b0 t\u1eeb nh\u1ecf (DACA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Theo USCIS, k\u1ec3 t\u1eeb n\u0103m 2018, ch\u01b0\u01a1ng tr\u00ecnh Ho\u00e3n thi h\u00e0nh d\u00e0nh cho nh\u1eefng ng\u01b0\u1eddi nh\u1eadp c\u01b0 t\u1eeb tr\u1ebb em (DACA) kh\u00f4ng c\u00f2n ch\u1ea5p nh\u1eadn c\u00e1c y\u00eau c\u1ea7u m\u1edbi c\u1ee7a c\u00e1 nh\u00e2n v\u1ec1 vi\u1ec7c ho\u00e3n thi h\u00e0nh v\u00e0 V\u0103n b\u1ea3n c\u1ea5p ph\u00e9p l\u00e0m vi\u1ec7c (EAD). H\u1ecd \u0111ang ch\u1ea5p nh\u1eadn y\u00eau c\u1ea7u gia h\u1ea1n. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 DACA, h\u00e3y truy c\u1eadp  <\/span><a href=\"https:\/\/www.uscis.gov\/humanitarian\/deferred-action-childhood-arrivals-response-january-2018-preliminary-injunction\"><span style=\"font-weight: 400;\">Trang web c\u1eadp nh\u1eadt USCIS DACA<\/span><\/a><span style=\"font-weight: 400;\">. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n, h\u00e3y li\u00ean h\u1ec7 v\u1edbi v\u0103n ph\u00f2ng g\u1ea7n nh\u1ea5t c\u1ee7a<\/span> <a href=\"https:\/\/www.nwirp.org\/\"><span style=\"font-weight: 400;\">D\u1ef1 \u00e1n Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi nh\u1eadp c\u01b0 T\u00e2y B\u1eafc<\/span><\/a> <span style=\"font-weight: 400;\">ho\u1eb7c<\/span> <span style=\"font-weight: 400;\">tham kh\u1ea3o \u00fd ki\u1ebfn \u200b\u200bc\u1ee7a lu\u1eadt s\u01b0 nh\u1eadp c\u01b0.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Th\u01b0 x\u00e1c minh \u0111i\u1ec7n t\u1eed v\u00e0 an sinh x\u00e3 h\u1ed9i kh\u00f4ng kh\u1edbp<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">X\u00e1c minh \u0111i\u1ec7n t\u1eed<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">E-Verify l\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh li\u00ean bang so s\u00e1nh th\u00f4ng tin t\u1eeb m\u1eabu I-9 c\u1ee7a nh\u00e2n vi\u00ean v\u1edbi th\u00f4ng tin c\u1ee7a ch\u00ednh ph\u1ee7 \u0111\u1ec3 x\u00e1c \u0111\u1ecbnh xem b\u1ea1n c\u00f3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c hay kh\u00f4ng. N\u1ebfu c\u00f3 s\u1ef1 kh\u00f4ng ph\u00f9 h\u1ee3p, nh\u00e0 tuy\u1ec3n d\u1ee5ng s\u1ebd \u0111\u01b0\u1ee3c th\u00f4ng b\u00e1o. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ch\u1ec9 c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng E-Verify sau khi h\u1ecd thu\u00ea b\u1ea1n; ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 s\u1eed d\u1ee5ng E-Verify \u0111\u1ed1i v\u1edbi ng\u01b0\u1eddi xin vi\u1ec7c ho\u1eb7c theo c\u00e1ch ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed.&nbsp;<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">D\u1ef1 ki\u1ebfn \u200b\u200bkh\u00f4ng x\u00e1c nh\u1eadn (TNC) l\u00e0 g\u00ec?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Khi c\u00f3 s\u1ef1 kh\u00f4ng kh\u1edbp trong m\u1eabu I-9 c\u1ee7a b\u1ea1n, ch\u00ednh ph\u1ee7 s\u1ebd \u0111\u01b0a ra c\u00e1i \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 \u201ckh\u00f4ng x\u00e1c nh\u1eadn d\u1ef1 ki\u1ebfn\u201d (TNC). TNC kh\u00f4ng nh\u1ea5t thi\u1ebft c\u00f3 ngh\u0129a l\u00e0 b\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m vi\u1ec7c t\u1ea1i Hoa K\u1ef3; n\u00f3 ch\u1ec9 c\u00f3 ngh\u0129a l\u00e0 c\u00f3 s\u1ef1 kh\u00f4ng kh\u1edbp v\u1ec1 th\u00f4ng tin. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 E-Verify, h\u00e3y truy c\u1eadp D\u1ecbch v\u1ee5 Di tr\u00fa v\u00e0 Nh\u1eadp t\u1ecbch Hoa K\u1ef3(<\/span><a href=\"http:\/\/www.uscis.gov\/\"><span style=\"font-weight: 400;\">http:\/\/www.uscis.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span>&nbsp;<\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i ph\u1ea3i l\u00e0m g\u00ec n\u1ebfu nh\u1eadn \u0111\u01b0\u1ee3c TNC?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n nh\u1eadn \u0111\u01b0\u1ee3c TNC, b\u1ea1n c\u00f3 quy\u1ec1n<\/span> <i><span style=\"font-weight: 400;\">tranh ch\u1ea5p<\/span><\/i> <span style=\"font-weight: 400;\">ho\u1eb7c<\/span> <i><span style=\"font-weight: 400;\">kh\u00f4ng tranh ch\u1ea5p<\/span><\/i> <span style=\"font-weight: 400;\">TNC.<\/span><\/p>\n<p><b>N\u1ebfu b\u1ea1n ch\u1ecdn kh\u00f4ng tham gia TNC<\/b><span style=\"font-weight: 400;\">: h\u00e3y n\u00f3i v\u1edbi ch\u1ee7 c\u1ee7a b\u1ea1n\u2014h\u1ecd c\u00f3 th\u1ec3 sa th\u1ea3i b\u1ea1n. B\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i l\u00e0m b\u1ea5t c\u1ee9 \u0111i\u1ec1u g\u00ec kh\u00e1c \u0111\u1ec3 ph\u1ea3n h\u1ed3i l\u1ea1i s\u1ef1 kh\u00f4ng ph\u00f9 h\u1ee3p.&nbsp;<\/span><\/p>\n<p><b>N\u1ebfu b\u1ea1n ch\u1ecdn tranh gi\u00e0nh TNC<\/b><span style=\"font-weight: 400;\">: n\u00f3i v\u1edbi ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n r\u1eb1ng b\u1ea1n \u0111ang ph\u1ea3n \u0111\u1ed1i TNC v\u00e0 h\u1ecd s\u1ebd cung c\u1ea5p cho b\u1ea1n th\u00f4ng tin b\u1eb1ng v\u0103n b\u1ea3n v\u1ec1 c\u00e1ch ph\u1ea3n \u0111\u1ed1i TNC. Ch\u00ednh ph\u1ee7 s\u1ebd \u0111\u01b0a ra quy\u1ebft \u0111\u1ecbnh cu\u1ed1i c\u00f9ng v\u1ec1 tr\u01b0\u1eddng h\u1ee3p c\u1ee7a b\u1ea1n. N\u1ebfu quy\u1ebft \u0111\u1ecbnh cu\u1ed1i c\u00f9ng c\u1ee7a E-Verify kh\u00f4ng ph\u00f9 h\u1ee3p, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 sa th\u1ea3i b\u1ea1n.<\/span><\/p>\n<p><b>Vi\u1ec7c ch\u1ee7 lao \u0111\u1ed9ng sa th\u1ea3i b\u1ea1n ho\u1eb7c thay \u0111\u1ed5i \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n v\u00ec b\u1ea1n ch\u1ecdn ph\u1ea3n \u0111\u1ed1i TNC l\u00e0 vi ph\u1ea1m ph\u00e1p lu\u1eadt.<\/b><\/p>\n<h5><span style=\"font-weight: 400;\">E-Verify s\u1ebd b\u00e1o c\u00e1o t\u00f4i cho ICE kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ed9 An ninh N\u1ed9i \u0111\u1ecba (DHS) v\u00e0 C\u01a1 quan An sinh X\u00e3 h\u1ed9i \u0111i\u1ec1u h\u00e0nh E-Verify. ICE c\u0169ng l\u00e0 m\u1ed9t ph\u1ea7n c\u1ee7a DHS. Ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 nguy c\u01a1 b\u1ecb b\u00e1o c\u00e1o cho ICE v\u00ec E-Verify \u0111\u01b0\u1ee3c k\u1ebft n\u1ed1i v\u1edbi DHS.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Th\u01b0 kh\u00f4ng kh\u1edbp t\u1eeb C\u01a1 quan Qu\u1ea3n l\u00fd An sinh X\u00e3 h\u1ed9i (SSA)&nbsp;<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Th\u01b0 &#8220;kh\u00f4ng kh\u1edbp&#8221; c\u1ee7a SSA cho nh\u00e0 tuy\u1ec3n d\u1ee5ng bi\u1ebft r\u1eb1ng c\u00e1c bi\u1ec3u m\u1eabu \u0111\u00e3 g\u1eedi c\u00f3 ch\u1ee9a t\u00ean v\u00e0 s\u1ed1 An sinh x\u00e3 h\u1ed9i kh\u00f4ng kh\u1edbp v\u1edbi h\u1ed3 s\u01a1 SSA. B\u1ee9c th\u01b0 li\u1ec7t k\u00ea t\u00ean v\u00e0\/ho\u1eb7c s\u1ed1 An sinh x\u00e3 h\u1ed9i kh\u00f4ng kh\u1edbp. SSA<\/span> <span style=\"font-weight: 400;\">Th\u01b0 kh\u00f4ng kh\u1edbp CH\u1ec8 nh\u1eb1m m\u1ee5c \u0111\u00edch gi\u00fap SSA \u0111\u1ea3m b\u1ea3o h\u1ed3 s\u01a1 v\u00e0 c\u01a1 s\u1edf d\u1eef li\u1ec7u c\u1ee7a SSA l\u00e0 ch\u00ednh x\u00e1c v\u00e0 SSA c\u00f3 h\u1ed3 s\u01a1 thu nh\u1eadp ph\u00f9 h\u1ee3p cho m\u1ed7i nh\u00e2n vi\u00ean.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea3n th\u00e2n l\u00e1 th\u01b0 kh\u00f4ng kh\u1edbp kh\u00f4ng cho ch\u1ee7 lao \u0111\u1ed9ng bi\u1ebft r\u1eb1ng b\u1ea1n kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p l\u00e0m vi\u1ec7c v\u00e0 h\u1ecd kh\u00f4ng b\u1eaft bu\u1ed9c ph\u1ea3i y\u00eau c\u1ea7u nh\u00e2n vi\u00ean cung c\u1ea5p th\u1ebb An sinh x\u00e3 h\u1ed9i ho\u1eb7c c\u00e1c t\u00e0i li\u1ec7u li\u00ean quan \u0111\u1ebfn nh\u1eadp c\u01b0 kh\u00e1c. Ch\u00fang t\u00f4i khuy\u1ebfn kh\u00edch b\u1ea1n li\u00ean h\u1ec7 v\u1edbi lu\u1eadt s\u01b0 n\u1ebfu \u0111i\u1ec1u n\u00e0y x\u1ea3y ra v\u1edbi b\u1ea1n.<\/span>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.6 Th\u00e0nh vi\u00ean ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1 v\u00e0 gia \u0111\u00ecnh&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.6 Military Service Members and Families&#8221; _builder_version=&#8221;4.19.2&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<div style=\"float: right; margin-left: 20px; margin-bottom: 20px;\">\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-841 alignnone size-medium\" src=\"\/wp-content\/uploads\/2019\/07\/image22-300x185.png\" alt=\"\" width=\"379\" height=\"234\" srcset=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image22-300x185.png 300w, https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2019\/07\/image22.png 343w\" sizes=\"(max-width: 379px) 100vw, 379px\" \/><\/p>\n<p>(Phi c\u00f4ng cao c\u1ea5p Kayla Newman, \u1ea2nh Kh\u00f4ng qu\u00e2n Hoa K\u1ef3)<\/p>\n<\/div>\n<h4><span style=\"font-weight: 400;\">Quy\u1ec1n c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1 c\u1ee7a b\u1ea1n<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">L\u00e0 m\u1ed9t c\u1ef1u chi\u1ebfn binh ho\u1eb7c th\u00e0nh vi\u00ean c\u1ee7a L\u1ef1c l\u01b0\u1ee3ng V\u0169 trang, b\u1ea1n c\u00f3 quy\u1ec1n l\u00e0m vi\u1ec7c theo lu\u1eadt li\u00ean bang \u0111\u1ec3 b\u1ea3o v\u1ec7 c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1 c\u1ee7a m\u00ecnh khi b\u1ea1n tr\u00ecnh di\u1ec7n \u0111\u1ec3 l\u00e0m nhi\u1ec7m v\u1ee5 v\u00e0 khi b\u1ea1n tr\u1edf v\u1ec1.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt v\u1ec1 Quy\u1ec1n Vi\u1ec7c l\u00e0m v\u00e0 T\u00e1i tuy\u1ec3n d\u1ee5ng c\u1ee7a D\u1ecbch v\u1ee5 \u0110\u1ed3ng ph\u1ee5c (USERRA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n r\u1eddi b\u1ecf c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1 \u0111\u1ec3 tham gia ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1, c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n s\u1ebd \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 b\u1edfi \u0110\u1ea1o lu\u1eadt v\u1ec1 Quy\u1ec1n L\u00e0m vi\u1ec7c v\u00e0 Vi\u1ec7c l\u00e0m c\u1ee7a Qu\u00e2n ph\u1ee5c (USERRA.) Li\u00ean bang. N\u00f3i chung, USERRA \u0111\u1ea3m b\u1ea3o r\u1eb1ng sau khi b\u1ea1n tr\u1edf l\u1ea1i ph\u1ee5c v\u1ee5, b\u1ea1n s\u1ebd l\u1ea5y l\u1ea1i \u0111\u01b0\u1ee3c c\u00f4ng vi\u1ec7c c\u0169. B\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng c\u00e1c quy\u1ec1n l\u1ee3i v\u00e0 l\u1ee3i \u00edch d\u1ef1a tr\u00ean th\u00e2m ni\u00ean gi\u1ed1ng nh\u01b0 khi b\u1ea1n l\u00e0m c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1 trong su\u1ed1t th\u1eddi gian \u0111\u00f3. USERRA c\u0169ng b\u1ea3o v\u1ec7 b\u1ea1n kh\u1ecfi s\u1ef1 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed trong vi\u1ec7c l\u00e0m do ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1 trong qu\u00e1 kh\u1ee9, hi\u1ec7n t\u1ea1i ho\u1eb7c t\u01b0\u01a1ng lai. USERRA \u00e1p d\u1ee5ng cho m\u1ecdi lo\u1ea1i h\u00ecnh d\u1ecbch v\u1ee5 t\u1ef1 nguy\u1ec7n c\u0169ng nh\u01b0 kh\u00f4ng t\u1ef1 nguy\u1ec7n, trong th\u1eddi b\u00ecnh c\u0169ng nh\u01b0 th\u1eddi chi\u1ebfn.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i \u0111\u01b0\u1ee3c h\u01b0\u1edfng nh\u1eefng g\u00ec khi t\u00e1i tuy\u1ec3n d\u1ee5ng?<\/span><\/h5>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ph\u1ee5c h\u1ed3i nhanh ch\u00f3ng, th\u01b0\u1eddng l\u00e0 v\u00e0i ng\u00e0y ch\u1ee9 kh\u00f4ng ph\u1ea3i v\u00e0i tu\u1ea7n, t\u00f9y thu\u1ed9c v\u00e0o th\u1eddi gian ph\u1ee5c v\u1ee5.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Quy\u1ec1n v\u00e0 l\u1ee3i \u00edch d\u1ef1a tr\u00ean th\u00e2m ni\u00ean.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u00e0o t\u1ea1o ho\u1eb7c \u0111\u00e0o t\u1ea1o l\u1ea1i v\u00e0 c\u00e1c h\u1ed7 tr\u1ee3 kh\u00e1c. \u0110i\u1ec1u n\u00e0y c\u0169ng s\u1ebd \u00e1p d\u1ee5ng trong tr\u01b0\u1eddng h\u1ee3p v\u1eafng m\u1eb7t ho\u1eb7c khuy\u1ebft t\u1eadt trong th\u1eddi gian d\u00e0i.  <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111\u00e3 ph\u1ee5c v\u1ee5 trong qu\u00e2n \u0111\u1ed9i t\u1eeb 30 ng\u00e0y \u0111\u1ebfn s\u00e1u th\u00e1ng, b\u1ea1n kh\u00f4ng th\u1ec3 b\u1ecb sa th\u1ea3i v\u00f4 c\u1edb trong s\u00e1u th\u00e1ng sau khi \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng l\u1ea1i. N\u1ebfu b\u1ea1n \u0111\u00e3 ph\u1ee5c v\u1ee5 t\u1eeb 181 ng\u00e0y tr\u1edf l\u00ean, b\u1ea1n kh\u00f4ng th\u1ec3 b\u1ecb sa th\u1ea3i v\u00f4 c\u1edb trong m\u1ed9t n\u0103m sau khi \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng l\u1ea1i.  <\/span><\/li>\n<\/ul>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 quy\u1ec1n nh\u1eadn c\u00e1c ph\u00fac l\u1ee3i ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe v\u00e0 l\u01b0\u01a1ng h\u01b0u t\u1eeb ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a m\u00ecnh trong th\u1eddi gian th\u1ef1c hi\u1ec7n ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1 kh\u00f4ng?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u00fang. B\u1ea1n c\u00f3 quy\u1ec1n ti\u1ebfp t\u1ee5c b\u1ea3o hi\u1ec3m y t\u1ebf c\u1ee7a ch\u1ee7 lao \u0111\u1ed9ng cho b\u1ea1n v\u00e0 b\u1ea5t k\u1ef3 ng\u01b0\u1eddi ph\u1ee5 thu\u1ed9c n\u00e0o trong t\u1ed1i \u0111a 24 th\u00e1ng, tuy nhi\u00ean b\u1ea1n c\u00f3 th\u1ec3 ph\u1ea3i tr\u1ea3 to\u00e0n b\u1ed9 chi ph\u00ed b\u1ea3o hi\u1ec3m. N\u1ebfu b\u1ea1n c\u00f3 ch\u01b0\u01a1ng tr\u00ecnh l\u01b0\u01a1ng h\u01b0u ho\u1eb7c h\u01b0u tr\u00ed, ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i ti\u1ebfp t\u1ee5c tham gia v\u00e0 \u0111\u00f3ng g\u00f3p nh\u01b0 th\u1ec3 b\u1ea1n v\u1eabn \u0111ang l\u00e0m vi\u1ec7c.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u1ee3i \u00edch kh\u00e1c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n ph\u1ea3i \u0111\u01b0\u1ee3c \u0111\u1ed1i x\u1eed nh\u01b0 th\u1ec3 b\u1ea1n \u0111ang ngh\u1ec9 ph\u00e9p. Trong th\u1eddi gian b\u1ea1n \u0111i v\u1eafng, b\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng b\u1ea5t k\u1ef3 quy\u1ec1n v\u00e0 l\u1ee3i \u00edch n\u00e0o d\u00e0nh cho b\u1ea5t k\u1ef3 ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00e0o theo ch\u00ednh s\u00e1ch ngh\u1ec9 ph\u00e9p h\u00e0o ph\u00f3ng nh\u1ea5t c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng. B\u1ea1n c\u00f3 quy\u1ec1n, nh\u01b0ng kh\u00f4ng b\u1eaft bu\u1ed9c, s\u1eed d\u1ee5ng k\u1ef3 ngh\u1ec9 ph\u00e9p ho\u1eb7c ng\u00e0y ph\u00e9p h\u00e0ng n\u0103m ki\u1ebfm \u0111\u01b0\u1ee3c trong th\u1eddi gian th\u1ef1c hi\u1ec7n ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">T\u00f4i c\u00f3 th\u1ec3 n\u00f3i chuy\u1ec7n v\u1edbi ai n\u1ebfu t\u00f4i cho r\u1eb1ng Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a m\u00ecnh \u0111ang vi ph\u1ea1m Quy\u1ec1n USERRA c\u1ee7a t\u00f4i?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean D\u1ecbch v\u1ee5 Vi\u1ec7c l\u00e0m v\u00e0 \u0110\u00e0o t\u1ea1o C\u1ef1u chi\u1ebfn binh (VETS). Nh\u00e2n vi\u00ean VETS gi\u00fap \u0111\u1ee1 c\u00e1c c\u1ef1u chi\u1ebfn binh v\u00e0 qu\u00e2n nh\u00e2n gi\u1ea3i quy\u1ebft c\u00e1c v\u1ea5n \u0111\u1ec1 v\u1ec1 c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1 li\u00ean quan \u0111\u1ebfn ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y li\u00ean h\u1ec7 v\u1edbi D\u1ecbch v\u1ee5 Vi\u1ec7c l\u00e0m v\u00e0 \u0110\u00e0o t\u1ea1o C\u1ef1u chi\u1ebfn binh,  <\/span><b>(360) 507-9739<\/b> <span style=\"font-weight: 400;\">ho\u1eb7c \u0111\u1ebfn v\u0103n ph\u00f2ng DOL Vets Washington c\u1ee7a Hoa K\u1ef3 \u1edf Lacey, WA<\/span> <\/p>\n<h5><span style=\"font-weight: 400;\">Ch\u1ed7 \u1edf d\u00e0nh cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n b\u1ecb khuy\u1ebft t\u1eadt ho\u1eb7c b\u1ecb th\u01b0\u01a1ng n\u1eb7ng trong khi ph\u1ee5c v\u1ee5, ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n ph\u1ea3i n\u1ed7 l\u1ef1c h\u1ee3p l\u00fd \u0111\u1ec3 h\u1ed7 tr\u1ee3 t\u00ecnh tr\u1ea1ng khuy\u1ebft t\u1eadt c\u1ee7a b\u1ea1n. \u0110i\u1ec1u n\u00e0y c\u00f3 th\u1ec3 bao g\u1ed3m vi\u1ec7c \u0111\u01b0a b\u1ea1n v\u00e0o m\u1ed9t v\u1ecb tr\u00ed c\u00f4ng vi\u1ec7c m\u1edbi trong c\u00f4ng ty ho\u1eb7c thay \u0111\u1ed5i c\u00f4ng vi\u1ec7c c\u0169 c\u1ee7a b\u1ea1n. V\u00ed d\u1ee5, n\u1ebfu b\u1ea1n b\u1ecb g\u00e3y ch\u00e2n trong \u0111\u1ee3t hu\u1ea5n luy\u1ec7n h\u00e0ng n\u0103m, ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i n\u1ed7 l\u1ef1c h\u1ee3p l\u00fd \u0111\u1ec3 \u0111i\u1ec1u ch\u1ec9nh ch\u00e2n b\u1ecb g\u00e3y ho\u1eb7c \u0111\u1eb7t b\u1ea1n \u1edf m\u1ed9t v\u1ecb tr\u00ed kh\u00e1c cho \u0111\u1ebfn khi ch\u00e2n l\u00e0nh l\u1ea1i. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 \u0111i\u1ec1u ch\u1ec9nh d\u00e0nh cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt, h\u00e3y xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Ch\u01b0\u01a1ng 3: Quy\u1ec1n kh\u00f4ng b\u1ecb ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed c\u1ee7a b\u1ea1n<\/a><\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n b\u1ecb khuy\u1ebft t\u1eadt trong th\u1eddi gian ph\u1ee5c v\u1ee5, b\u1ea1n c\u0169ng c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn c\u00e1c ph\u00fac l\u1ee3i ph\u1ee5c h\u1ed3i ngh\u1ec1 nghi\u1ec7p, \u0111\u00e0o t\u1ea1o l\u1ea1i v\u00e0 t\u00e1i tuy\u1ec3n d\u1ee5ng th\u00f4ng qua B\u1ed9 C\u1ef1u chi\u1ebfn binh Hoa K\u1ef3 ( https:\/\/www.va.gov\/<\/span> <a href=\"https:\/\/www.va.gov\/\"><span style=\"font-weight: 400;\">)<\/span><\/a> <span style=\"font-weight: 400;\">ho\u1eb7c g\u1ecdi<\/span> <b>(844) 698 -2311<\/b> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<h4><span style=\"font-weight: 400;\">Ngh\u1ec9 vi\u1ec7c<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">Ngh\u1ec9 ph\u00e9p ng\u1eafn h\u1ea1n cho qu\u00e2n nh\u00e2n  <\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Khi \u0111\u01b0\u1ee3c \u0111i\u1ec1u \u0111\u1ed9ng, b\u1ea1n \u0111\u01b0\u1ee3c h\u01b0\u1edfng t\u1ea5t c\u1ea3 c\u00e1c quy\u1ec1n v\u00e0 l\u1ee3i \u00edch m\u00e0 l\u1ebd ra b\u1ea1n c\u00f3 \u0111\u01b0\u1ee3c n\u1ebfu l\u00e0m vi\u1ec7c li\u00ean t\u1ee5c, bao g\u1ed3m c\u1ea3 quy\u1ec1n \u0111\u01b0\u1ee3c ngh\u1ec9 l\u00e0m. C\u1ea3 s\u1ed1 gi\u1edd l\u00e0m vi\u1ec7c trong qu\u00e2n \u0111\u1ed9i v\u00e0 d\u00e2n s\u1ef1 c\u1ee7a b\u1ea1n \u0111\u1ec1u \u0111\u01b0\u1ee3c t\u00ednh l\u00e0 s\u1ed1 gi\u1edd l\u00e0m vi\u1ec7c \u0111\u1ec3 k\u00edch ho\u1ea1t quy\u1ec1n ngh\u1ec9 ph\u00e9p theo lu\u1eadt li\u00ean bang v\u00e0 ti\u1ec3u bang. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Ngh\u1ec9 ph\u00e9p Y t\u1ebf Gia \u0111\u00ecnh, h\u00e3y xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Ch\u01b0\u01a1ng 2: Quy\u1ec1n ch\u0103m s\u00f3c b\u1ea3n th\u00e2n v\u00e0 gia \u0111\u00ecnh c\u1ee7a b\u1ea1n<\/a> .<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ph\u00fac l\u1ee3i Ngh\u1ec9 ph\u00e9p D\u00e0i h\u1ea1n v\u00e0 Th\u01b0\u01a1ng t\u1eadt cho Th\u00e0nh vi\u00ean D\u1ecbch v\u1ee5<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n kh\u00f4ng th\u1ec3 tr\u1edf l\u1ea1i l\u00e0m vi\u1ec7c v\u00ec th\u01b0\u01a1ng t\u00edch nghi\u00eam tr\u1ecdng ho\u1eb7c khuy\u1ebft t\u1eadt, b\u1ea1n c\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p khuy\u1ebft t\u1eadt an sinh x\u00e3 h\u1ed9i. \u0110\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n nh\u1eadn tr\u1ee3 c\u1ea5p an sinh x\u00e3 h\u1ed9i, b\u1ea1n ph\u1ea3i kh\u00f4ng th\u1ec3 l\u00e0m vi\u1ec7c v\u00ec t\u00ecnh tr\u1ea1ng s\u1ee9c kh\u1ecfe c\u1ee7a m\u00ecnh, nh\u01b0ng th\u01b0\u01a1ng t\u00edch c\u1ee7a b\u1ea1n kh\u00f4ng nh\u1ea5t thi\u1ebft ph\u1ea3i x\u1ea3y ra trong th\u1eddi gian th\u1ef1c hi\u1ec7n ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#2__002e7-_social-_security-for-_long__002d_term-_disability__002c-_illness-and-_people-in-_need1\">Ch\u01b0\u01a1ng 2.7: An sinh x\u00e3 h\u1ed9i d\u00e0nh cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt, b\u1ec7nh t\u1eadt v\u00e0 ng\u01b0\u1eddi c\u1ea7n gi\u00fap \u0111\u1ee1 l\u00e2u d\u00e0i<\/a> .  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ngo\u00e0i th\u1eddi gian ngh\u1ec9 ph\u00e9p d\u00e0nh cho ng\u01b0\u1eddi khuy\u1ebft t\u1eadt li\u00ean bang th\u00f4ng th\u01b0\u1eddng, c\u00e1c c\u1ef1u chi\u1ebfn binh b\u1ecb khuy\u1ebft t\u1eadt m\u1ed9t ph\u1ea7n ho\u1eb7c to\u00e0n b\u1ed9 trong th\u1eddi gian th\u1ef1c hi\u1ec7n ngh\u0129a v\u1ee5 qu\u00e2n s\u1ef1 c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c nh\u1eadn tr\u1ee3 c\u1ea5p khuy\u1ebft t\u1eadt qu\u00e2n s\u1ef1. T\u00ecnh tr\u1ea1ng khuy\u1ebft t\u1eadt c\u00f3 th\u1ec3 \u00e1p d\u1ee5ng cho t\u00ecnh tr\u1ea1ng s\u1ee9c kh\u1ecfe t\u00e2m th\u1ea7n, ch\u1eb3ng h\u1ea1n nh\u01b0 h\u1ed9i ch\u1ee9ng c\u0103ng th\u1eb3ng sau ch\u1ea5n th\u01b0\u01a1ng (PTSD) c\u0169ng nh\u01b0 t\u00ecnh tr\u1ea1ng th\u1ec3 ch\u1ea5t. S\u1ed1 ti\u1ec1n tr\u1ea3 \u0111\u01b0\u1ee3c x\u00e1c \u0111\u1ecbnh t\u00f9y theo m\u1ee9c \u0111\u1ed9 nghi\u00eam tr\u1ecdng c\u1ee7a t\u00ecnh tr\u1ea1ng khuy\u1ebft t\u1eadt v\u00e0 vi\u1ec7c b\u1ea1n c\u00f3 con hay ng\u01b0\u1eddi ph\u1ee5 thu\u1ed9c kh\u00e1c hay kh\u00f4ng. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp trang web B\u1ed3i th\u01b0\u1eddng Khuy\u1ebft t\u1eadt VA.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u1ee3i \u00edch d\u00e0nh cho gia \u0111\u00ecnh qu\u00e2n nh\u00e2n, v\u1ee3 ch\u1ed3ng, con c\u00e1i v\u00e0 ng\u01b0\u1eddi ch\u0103m s\u00f3c<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Khi m\u1ed9t ng\u01b0\u1eddi nh\u1eadp ng\u0169 th\u00ec gia \u0111\u00ecnh ng\u01b0\u1eddi \u0111\u00f3 c\u0169ng b\u1ecb \u1ea3nh h\u01b0\u1edfng. Gia \u0111\u00ecnh c\u1ee7a c\u00e1c qu\u00e2n nh\u00e2n c\u00f3 th\u1ec3 c\u00f3 quy\u1ec1n gi\u00fap \u0111\u1ee1 c\u00e1c tr\u00e1ch nhi\u1ec7m tr\u1edf th\u00e0nh th\u00e0nh vi\u00ean c\u1ee7a gia \u0111\u00ecnh qu\u00e2n nh\u00e2n.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ngh\u1ec9 ph\u00e9p Gia \u0111\u00ecnh Qu\u00e2n nh\u00e2n theo \u0110\u1ea1o lu\u1eadt Ngh\u1ec9 ph\u00e9p Gia \u0111\u00ecnh v\u00e0 Y t\u1ebf (FMLA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n l\u00e0 v\u1ee3\/ch\u1ed3ng, cha m\u1eb9, con trai, con g\u00e1i, b\u1ea1n \u0111\u1eddi ho\u1eb7c ng\u01b0\u1eddi th\u00e2n c\u1ee7a m\u1ed9t qu\u00e2n nh\u00e2n \u0111\u01b0\u1ee3c b\u1ea3o hi\u1ec3m \u0111ang l\u00e0m nhi\u1ec7m v\u1ee5 t\u1ea1i ng\u0169, b\u1ea1n c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c h\u01b0\u1edfng ch\u1ebf \u0111\u1ed9 \u201cngh\u1ec9 ph\u00e9p ch\u0103m s\u00f3c qu\u00e2n nh\u00e2n\u201d theo \u0110\u1ea1o lu\u1eadt ngh\u1ec9 ph\u00e9p v\u00ec l\u00fd do gia \u0111\u00ecnh v\u00e0 y t\u1ebf. Vi\u1ec7c ngh\u1ec9 ph\u00e9p n\u00e0y c\u00f3 th\u1ec3 cung c\u1ea5p t\u1eeb 12 \u0111\u1ebfn 26 tu\u1ea7n l\u00e0m vi\u1ec7c ngh\u1ec9 ph\u00e9p kh\u00f4ng l\u01b0\u01a1ng, \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 c\u00f4ng vi\u1ec7c trong c\u00e1c tr\u01b0\u1eddng h\u1ee3p sau:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ch\u0103m s\u00f3c m\u1ed9t th\u00e0nh vi\u00ean d\u1ecbch v\u1ee5 b\u1ecb th\u01b0\u01a1ng<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Tri\u1ec3n khai th\u00f4ng b\u00e1o ng\u1eafn<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">S\u1ef1 ki\u1ec7n qu\u00e2n s\u1ef1 v\u00e0 c\u00e1c ho\u1ea1t \u0111\u1ed9ng li\u00ean quan<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ch\u0103m s\u00f3c tr\u1ebb em v\u00e0 c\u00e1c ho\u1ea1t \u0111\u1ed9ng li\u00ean quan<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ch\u0103m s\u00f3c cha m\u1eb9 c\u1ee7a th\u00e0nh vi\u00ean d\u1ecbch v\u1ee5<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">C\u00e1c th\u1ecfa thu\u1eadn v\u1ec1 t\u00e0i ch\u00ednh v\u00e0 ph\u00e1p l\u00fd<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">t\u01b0 v\u1ea5n<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ngh\u1ec9 ng\u01a1i v\u00e0 h\u1ed3i ph\u1ee5c<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ho\u1ea1t \u0111\u1ed9ng sau tri\u1ec3n khai<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y t\u1ea3i xu\u1ed1ng \u201cH\u01b0\u1edbng d\u1eabn v\u1ec1 ch\u1ebf \u0111\u1ed9 ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh trong qu\u00e2n \u0111\u1ed9i d\u00e0nh cho nh\u00e2n vi\u00ean\u201d (<\/span> <a href=\"https:\/\/www.dol.gov\/whd\/fmla\/2013rule\/FMLA_Military_Guide_ENGLISH.pdf\"><span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/whd\/fmla\/2013rule\/FMLA_Military_Guide_ENGLISH.pdf<\/span><\/a> <span style=\"font-weight: 400;\">), ho\u1eb7c g\u1ecdi cho B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 y\u00eau c\u1ea7u cu\u1ed1n s\u00e1ch nh\u1ecf n\u00e0y theo s\u1ed1<\/span> <b>866-4 -USA-DOL<\/b><span style=\"font-weight: 400;\">. \u0110\u1ec3 bi\u1ebft th\u00f4ng tin chung v\u1ec1 \u0110\u1ea1o lu\u1eadt ngh\u1ec9 ph\u00e9p y t\u1ebf gia \u0111\u00ecnh, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 2<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">\u0110\u1ea1o lu\u1eadt ngh\u1ec9 ph\u00e9p gia \u0111\u00ecnh trong qu\u00e2n \u0111\u1ed9i c\u1ee7a bang Washington (MFLA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">Washington MFLA kh\u00e1c v\u1edbi FMLA li\u00ean bang v\u00e0 cung c\u1ea5p cho v\u1ee3\/ch\u1ed3ng v\u00e0 b\u1ea1n \u0111\u1eddi \u0111\u00e3 \u0111\u0103ng k\u00fd c\u1ee7a c\u00e1c qu\u00e2n nh\u00e2n quy\u1ec1n \u0111\u01b0\u1ee3c ngh\u1ec9 l\u00e0m \u0111\u1ec3 d\u00e0nh th\u1eddi gian cho b\u1ea1n \u0111\u1eddi c\u1ee7a h\u1ecd tr\u01b0\u1edbc khi tri\u1ec3n khai. N\u1ebfu b\u1ea1n l\u00e0m vi\u1ec7c trung b\u00ecnh 20 gi\u1edd m\u1ed9t tu\u1ea7n ho\u1eb7c h\u01a1n v\u00e0 b\u1ea1n l\u00e0 v\u1ee3\/ch\u1ed3ng ho\u1eb7c b\u1ea1n \u0111\u1eddi \u0111\u00e3 \u0111\u0103ng k\u00fd c\u1ee7a m\u1ed9t qu\u00e2n nh\u00e2n, b\u1ea1n c\u00f3 th\u1ec3 ngh\u1ec9 l\u00e0m kh\u00f4ng l\u01b0\u01a1ng t\u1ed1i \u0111a 15 ng\u00e0y ngay tr\u01b0\u1edbc khi tri\u1ec3n khai ho\u1eb7c khi v\u1ee3\/ch\u1ed3ng c\u1ee7a b\u1ea1n ngh\u1ec9 l\u00e0m vi\u1ec7c cho th\u1eddi gian c\u00e1 nh\u00e2n. V\u1ee3 ch\u1ed3ng c\u1ee7a c\u1ea3 L\u1ef1c l\u01b0\u1ee3ng V\u0169 trang Ch\u00ednh quy v\u00e0 L\u1ef1c l\u01b0\u1ee3ng V\u1ec7 binh Qu\u1ed1c gia ho\u1eb7c L\u1ef1c l\u01b0\u1ee3ng D\u1ef1 b\u1ecb \u0111\u1ec1u \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y t\u1ea3i xu\u1ed1ng H\u01b0\u1edbng d\u1eabn MFLA t\u1eeb Ph\u00f2ng Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p. ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/leave-for-military-spouses-and-certain-emergency-personnel\">https:\/\/lni.wa.gov\/workers-rights\/leave\/leave-for-military-spouses-and-certain-emergency-personnel<\/a><\/span> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<h5><span style=\"font-weight: 400;\">Th\u00f4ng tin kh\u00e1c d\u00e0nh cho gia \u0111\u00ecnh qu\u00e2n nh\u00e2n<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh h\u1ed7 tr\u1ee3 gia \u0111\u00ecnh qu\u00e2n nh\u00e2n, bao g\u1ed3m t\u00ecm vi\u1ec7c l\u00e0m m\u1edbi n\u1ebfu gia \u0111\u00ecnh b\u1ea1n chuy\u1ec3n tr\u01b0\u1eddng, chuy\u1ec3n tr\u01b0\u1eddng cho con c\u00e1i, ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe, h\u1ed7 tr\u1ee3 t\u00e0i ch\u00ednh, v.v., h\u00e3y truy c\u1eadp trang web c\u1ee7a Hi\u1ec7p h\u1ed9i Gia \u0111\u00ecnh Qu\u00e2n nh\u00e2n Qu\u1ed1c gia.  <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng tr\u00ecnh ph\u1ee5c h\u1ed3i c\u00f4ng vi\u1ec7c d\u00e2n s\u1ef1<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">C\u00f3 m\u1ed9t s\u1ed1 ch\u01b0\u01a1ng tr\u00ecnh d\u00e0nh cho c\u1ef1u chi\u1ebfn binh \u0111\u1ec3 h\u1ed7 tr\u1ee3 b\u1ea1n \u0111\u1ea1t \u0111\u01b0\u1ee3c tr\u00ecnh \u0111\u1ed9 h\u1ecdc v\u1ea5n, kinh nghi\u1ec7m v\u00e0 k\u1ef9 n\u0103ng c\u1ea7n thi\u1ebft \u0111\u1ec3 c\u1ea1nh tranh tr\u00ean th\u1ecb tr\u01b0\u1eddng vi\u1ec7c l\u00e0m d\u00e2n s\u1ef1.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">H\u1ed7 tr\u1ee3 Gi\u00e1o d\u1ee5c \u0110\u1ea1i h\u1ecdc &#8211; D\u1ef1 lu\u1eadt GI<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">D\u1ef1 lu\u1eadt GI cung c\u1ea5p h\u1ed7 tr\u1ee3 t\u00e0i ch\u00ednh v\u1ec1 gi\u00e1o d\u1ee5c v\u00e0 nh\u00e0 \u1edf cho c\u00e1c c\u1ef1u chi\u1ebfn binh \u0111\u00e3 xu\u1ea5t ng\u0169 trong danh d\u1ef1. C\u00e1c l\u1ee3i \u00edch ti\u1ec1m n\u0103ng bao g\u1ed3m h\u1ecdc ph\u00ed v\u00e0 l\u1ec7 ph\u00ed cho c\u00e1c tr\u01b0\u1eddng cao \u0111\u1eb3ng c\u00f4ng l\u1eadp trong ti\u1ec3u bang, b\u1ed5 sung nh\u00e0 \u1edf v\u00e0 v\u1eadt t\u01b0. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem trang web GI-Bill.  <\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng tr\u00ecnh tr\u1ecb li\u1ec7u l\u00e0m vi\u1ec7c \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng (CWT)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">VA cung c\u1ea5p d\u1ecbch v\u1ee5 ph\u1ee5c h\u1ed3i ngh\u1ec1 nghi\u1ec7p th\u00f4ng qua c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh Tr\u1ecb li\u1ec7u b\u1eb1ng lao \u0111\u1ed9ng \u0111\u01b0\u1ee3c \u0111\u1ec1n b\u00f9 (CWT). C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh n\u00e0y h\u1ed7 tr\u1ee3 c\u00e1c c\u1ef1u chi\u1ebfn binh b\u1ecb khuy\u1ebft t\u1eadt v\u1ec1 th\u1ec3 ch\u1ea5t v\u00e0 tinh th\u1ea7n t\u00ecm c\u01a1 h\u1ed9i l\u00e0m vi\u1ec7c c\u00f3 t\u00ednh c\u1ea1nh tranh. C\u00e1c k\u1ebf ho\u1ea1ch ph\u1ee5c h\u1ed3i CWT \u0111\u01b0\u1ee3c ph\u00e1t tri\u1ec3n ri\u00eang cho t\u1eebng c\u1ef1u chi\u1ebfn binh.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00f4ng tin v\u1ec1 c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh CWT, h\u00e3y xem trang web CWT c\u1ee7a C\u01a1 quan Qu\u1ea3n l\u00fd Y t\u1ebf C\u1ef1u chi\u1ebfn binh ho\u1eb7c g\u1ecdi \u0111\u1ebfn m\u1ed9t trong c\u00e1c v\u0103n ph\u00f2ng c\u1ee7a Bang Washington \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea tr\u00ean trang web CWT.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean c\u1ef1u chi\u1ebfn binh<\/span><\/h4>\n<h5><span style=\"font-weight: 400;\">\u0110\u01b0\u1eddng d\u00e2y Kh\u1ee7ng ho\u1ea3ng C\u1ef1u chi\u1ebfn binh<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u01b0\u1eddng d\u00e2y Kh\u1ee7ng ho\u1ea3ng C\u1ef1u chi\u1ebfn binh k\u1ebft n\u1ed1i c\u00e1c c\u1ef1u chi\u1ebfn binh \u0111ang g\u1eb7p kh\u1ee7ng ho\u1ea3ng, gia \u0111\u00ecnh v\u00e0 b\u1ea1n b\u00e8 c\u1ee7a h\u1ecd v\u1edbi nh\u1eefng ng\u01b0\u1eddi \u1ee9ng ph\u00f3 VA c\u00f3 tr\u00ecnh \u0111\u1ed9 v\u00e0 chu \u0111\u00e1o th\u00f4ng qua \u0111\u01b0\u1eddng d\u00e2y n\u00f3ng, tr\u00f2 chuy\u1ec7n tr\u1ef1c tuy\u1ebfn ho\u1eb7c tin nh\u1eafn b\u00ed m\u1eadt. C\u1ef1u chi\u1ebfn binh v\u00e0 ng\u01b0\u1eddi th\u00e2n c\u1ee7a h\u1ecd c\u00f3 th\u1ec3 g\u1ecdi  <\/span><b>800-273-8255<\/b> <span style=\"font-weight: 400;\">v\u00e0<\/span> <b>nh\u1ea5n ph\u00edm 1<\/b> <span style=\"font-weight: 400;\">, tr\u00f2 chuy\u1ec7n tr\u1ef1c tuy\u1ebfn t\u1ea1i trang web c\u1ee7a h\u1ecd \u1edf tr\u00ean ho\u1eb7c g\u1eedi<\/span> <b>tin nh\u1eafn v\u0103n b\u1ea3n t\u1edbi 838255<\/b><span style=\"font-weight: 400;\">  \u0111\u1ec3 nh\u1eadn \u0111\u01b0\u1ee3c h\u1ed7 tr\u1ee3 b\u00ed m\u1eadt 24 gi\u1edd m\u1ed9t ng\u00e0y, 7 ng\u00e0y m\u1ed9t tu\u1ea7n, 365 ng\u00e0y m\u1ed9t n\u0103m. H\u1ed7 tr\u1ee3 TTY c\u00f3 s\u1eb5n t\u1ea1i  <\/span><b>1-800-799-4889<\/b> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<h5><span style=\"font-weight: 400;\">\u0110\u01b0\u1eddng d\u00e2y n\u00f3ng v\u1ec1 quy\u1ec1n GI  <\/span><\/h5>\n<p><span style=\"font-weight: 400;\">\u0110\u01b0\u1eddng d\u00e2y n\u00f3ng v\u1ec1 Quy\u1ec1n GI cung c\u1ea5p th\u00f4ng tin v\u00e0 t\u01b0 v\u1ea5n ch\u00ednh x\u00e1c, h\u1eefu \u00edch v\u1ec1 vi\u1ec7c xu\u1ea5t ng\u0169, AWOL v\u00e0 UA (V\u1eafng m\u1eb7t kh\u00f4ng ph\u00e9p) v\u00e0 Quy\u1ec1n GI. G\u1ecdi \u0111i\u1ec7n tho\u1ea1i mi\u1ec5n ph\u00ed t\u1ea1i  <\/span><b>877-447-4487<\/b> ho\u1eb7c truy c\u1eadp trang web c\u1ee7a h\u1ecd t\u1ea1i <a href=\"https:\/\/girightshotline.org\/\">https:\/\/girightshotline.org\/<\/a> .<\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ed9 C\u1ef1u chi\u1ebfn binh Ti\u1ec3u bang Washington (WDVA)<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ed9 C\u1ef1u chi\u1ebfn binh l\u00e0 m\u1ed9t c\u01a1 quan nh\u00e0 n\u01b0\u1edbc c\u00f3 \u0111\u1ea7y \u0111\u1ee7 d\u1ecbch v\u1ee5 nh\u1eb1m h\u1ed7 tr\u1ee3 c\u00e1c c\u1ef1u chi\u1ebfn binh, th\u00e0nh vi\u00ean gia \u0111\u00ecnh h\u1ecd v\u00e0 nh\u1eefng ng\u01b0\u1eddi s\u1ed1ng s\u00f3t. WDVA t\u00edch c\u1ef1c theo \u0111u\u1ed5i m\u1ecdi l\u1ee3i \u00edch c\u1ee7a li\u00ean bang v\u00e0 ti\u1ec3u bang thay m\u1eb7t cho c\u1ef1u chi\u1ebfn binh. WDVA cung c\u1ea5p h\u1ed7 tr\u1ee3 li\u00ean quan \u0111\u1ebfn vi\u1ec7c l\u00e0m cho c\u1ef1u chi\u1ebfn binh v\u00e0 nh\u1eefng ng\u01b0\u1eddi \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n kh\u00e1c, bao g\u1ed3m t\u01b0 v\u1ea5n vi\u1ec7c l\u00e0m, h\u1ed7 tr\u1ee3 t\u00ecm ki\u1ebfm vi\u1ec7c l\u00e0m, gi\u1edbi thi\u1ec7u vi\u1ec7c l\u00e0m v\u00e0 b\u1ed1 tr\u00ed vi\u1ec7c l\u00e0m. N\u1ebfu b\u1ea1n kh\u00f4ng s\u1ed1ng g\u1ea7n v\u0103n ph\u00f2ng Olympia c\u1ee7a h\u1ecd, b\u1ea1n c\u00f3 th\u1ec3 g\u1ecdi \u0111\u1ebfn s\u1ed1 \u0111i\u1ec7n tho\u1ea1i to\u00e0n ti\u1ec3u bang \u0111\u1ec3 t\u00ecm nh\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 cho c\u1ef1u chi\u1ebfn binh trong khu v\u1ef1c c\u1ee7a b\u1ea1n. 1-800-562-2308<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">Trung t\u00e2m D\u1ecbch v\u1ee5 C\u1ef1u chi\u1ebfn binh WDVA  <\/span><\/h5>\n<p><span style=\"font-weight: 400;\">H\u00e3y \u0111\u1ebfn Trung t\u00e2m D\u1ecbch v\u1ee5 C\u1ef1u chi\u1ebfn binh WDVA (<\/span> <a href=\"http:\/\/www.dva.wa.gov\/about-wdva\/contact-us\"><span style=\"font-weight: 400;\">http:\/\/www.dva.wa.gov\/about-wdva\/contact-us<\/span><\/a> <span style=\"font-weight: 400;\">), g\u1ecdi<\/span> <b>1-800-562-2308<\/b> <span style=\"font-weight: 400;\">ho\u1eb7c \u0111\u1ebfn v\u0103n ph\u00f2ng t\u1ea1i 1102 Quince St SE, Olympia, WA 98504- 1105<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">B\u1ed9 C\u1ef1u chi\u1ebfn binh Hoa K\u1ef3<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">B\u1ed9 C\u1ef1u chi\u1ebfn binh Hoa K\u1ef3 (USDVA) cung c\u1ea5p c\u00e1c ph\u00fac l\u1ee3i bao g\u1ed3m ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe, khuy\u1ebft t\u1eadt, gi\u00e1o d\u1ee5c v\u00e0 h\u1ed3 s\u01a1. B\u1ea1n c\u00f3 th\u1ec3 li\u00ean h\u1ec7 v\u1edbi h\u1ecd t\u1ea1i<\/span> <b>(844) 698-2311<\/b> <span style=\"font-weight: 400;\">.<\/span> <\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.7 Tr\u00ecnh \u0111i\u1ec1u khi\u1ec3n \u0111i chung&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.7 Rideshare Drivers&#8221; _builder_version=&#8221;4.19.4&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p>K\u1ec3 t\u1eeb ng\u00e0y 1 th\u00e1ng 1 n\u0103m 2023, nh\u1eefng ng\u01b0\u1eddi l\u00e1i xe \u0111i chung \u1edf Ti\u1ec3u bang Washington c\u00f3 c\u00e1c quy\u1ec1n v\u00e0 bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 m\u1edbi, bao g\u1ed3m:<\/p>\n<ul>\n<li>T\u1ed1i thi\u1ec3u m\u1ed7i d\u1eb7m c\u1ed9ng v\u1edbi ph\u00ed chuy\u1ebfn \u0111i m\u1ed7i ph\u00fat v\u00e0 t\u1ed5ng ph\u00ed chuy\u1ebfn \u0111i t\u1ed1i thi\u1ec3u (xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#1__002e1-_minimum-_wage1\">Ch\u01b0\u01a1ng 1.1<\/a> )<\/li>\n<li>Ngh\u1ec9 \u1ed1m v\u00e0 ngh\u1ec9 ph\u00e9p an to\u00e0n \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng (xem <a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#2__002e1-_paid-_sick-and-_safe-_leave1\">Ch\u01b0\u01a1ng 2.1<\/a> )<\/li>\n<li>\u0110\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng trong tr\u01b0\u1eddng h\u1ee3p b\u1ea1n b\u1ecb th\u01b0\u01a1ng khi l\u00e0m vi\u1ec7c. Xin l\u01b0u \u00fd r\u1eb1ng \u0111i\u1ec1u n\u00e0y ch\u1ec9 bao g\u1ed3m c\u00e1c th\u01b0\u01a1ng t\u00edch khi b\u1ea1n c\u00f3 h\u00e0nh kh\u00e1ch ho\u1eb7c khi b\u1ea1n \u0111\u00e3 ch\u1ea5p nh\u1eadn \u0111i xe v\u00e0 \u0111ang tr\u00ean \u0111\u01b0\u1eddng \u0111\u00f3n ai \u0111\u00f3.<\/li>\n<li>B\u1ea3o v\u1ec7 kh\u1ecfi b\u1ecb tr\u1ea3 th\u00f9 v\u00ec \u0111\u1ee9ng l\u00ean b\u1ea3o v\u1ec7 c\u00e1c quy\u1ec1n tr\u00ean<\/li>\n<\/ul>\n<p>Ti\u1ec3u bang Washington \u0111\u00e3 k\u00fd h\u1ee3p \u0111\u1ed3ng v\u1edbi <a href=\"https:\/\/www.driversunionwa.org\/\">Hi\u1ec7p h\u1ed9i L\u00e1i xe<\/a> \u0111\u1ec3 cung c\u1ea5p h\u1ed7 tr\u1ee3 cho nh\u1eefng ng\u01b0\u1eddi l\u00e1i xe \u0111\u00e3 ng\u1eebng ho\u1ea1t \u0111\u1ed9ng ho\u1eb7c \u0111ang g\u1eb7p ph\u1ea3i c\u00e1c v\u1ea5n \u0111\u1ec1 kh\u00e1c. Li\u00ean h\u1ec7 v\u1edbi h\u1ecd t\u1ea1i <a href=\"mailto:support@driversunionwa.org\">support@driversunionwa.org<\/a> ho\u1eb7c 206-812-0829.<\/p>\n<p>Th\u00f4ng tin b\u1ed5 sung v\u1ec1 quy\u1ec1n c\u1ee7a ng\u01b0\u1eddi l\u00e1i xe c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c t\u00ecm th\u1ea5y tr\u00ean trang web c\u1ee7a B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p Ti\u1ec3u bang Washington: <a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/workplace-policies\/transportation-network-company-drivers-rights\/\">https:\/\/www.lni.wa.gov\/workers-rights\/workplace-policies\/transportation-network-company-drivers-rights\/<\/a><\/p>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;6.8 N\u00e2ng t\u1ea7m! B\u1ea3o v\u1ec7 nh\u00e2n vi\u00ean c\u1ea7n sa c\u1ee7a Seattle&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;6.8 Raising the Bar! Seattle Cannabis Employee Protections&#8221; _builder_version=&#8221;4.23&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<\/p>\n<p>Nh\u00e2n vi\u00ean <span class=\"markji86raqpa\" data-markjs=\"true\" data-ogac=\"\" data-ogab=\"\" data-ogsc=\"\" data-ogsb=\"\">c\u1ea7n sa<\/span> l\u00e0m vi\u1ec7c t\u1ea1i Seattle trong \u00edt nh\u1ea5t 30 ng\u00e0y, c\u00f3 quy\u1ec1n (1) th\u00f4ng tin v\u1ec1 nh\u1eefng thay \u0111\u1ed5i quy\u1ec1n s\u1edf h\u1eefu n\u01a1i h\u1ecd l\u00e0m vi\u1ec7c v\u00e0 (2) \u01b0u \u0111\u00e3i tuy\u1ec3n d\u1ee5ng c\u1ee7a ch\u1ee7 s\u1edf h\u1eefu m\u1edbi. C\u00e1c bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 n\u00e0y \u00e1p d\u1ee5ng t\u1eeb ng\u00e0y 29 th\u00e1ng 7 n\u0103m 2023 tr\u1edf \u0111i.<\/p>\n<p><strong>Trong v\u00f2ng 180 ng\u00e0y, k\u1ec3 t\u1eeb khi qu\u00e1n \u0111\u1ed5i ch\u1ee7 v\u00e0 m\u1edf c\u1eeda tr\u1edf l\u1ea1i:<\/strong><\/p>\n<ul>\n<li>Nh\u00e2n vi\u00ean hi\u1ec7n t\u1ea1i c\u00f3 quy\u1ec1n \u0111\u01b0\u1ee3c tuy\u1ec3n d\u1ee5ng tr\u01b0\u1edbc, theo th\u1ee9 t\u1ef1 th\u1eddi gian h\u1ecd \u0111\u00e3 l\u00e0m vi\u1ec7c \u1edf \u0111\u00f3 (C\u00f2n g\u1ecdi l\u00e0 th\u00e2m ni\u00ean)<\/li>\n<li>Ch\u1ee7 s\u1edf h\u1eefu m\u1edbi kh\u00f4ng th\u1ec3 thu\u00ea b\u1ea5t k\u1ef3 ai m\u1edbi cho \u0111\u1ebfn khi m\u1ecdi nh\u00e2n vi\u00ean hi\u1ec7n t\u1ea1i \u0111\u01b0\u1ee3c thu\u00ea l\u1ea1i<\/li>\n<\/ul>\n<p><strong>Trong v\u00f2ng 90 ng\u00e0y k\u1ec3 t\u1eeb ng\u00e0y m\u1edf c\u1eeda tr\u1edf l\u1ea1i, ch\u1ee7 s\u1edf h\u1eefu m\u1edbi:<\/strong><\/p>\n<ul type=\"disc\">\n<li>Ph\u1ea3i c\u00f3 &#8216; <b>l\u00fd do ch\u00ednh \u0111\u00e1ng&#8217;<\/b> (xem b\u00ean d\u01b0\u1edbi) \u0111\u1ec3 sa th\u1ea3i nh\u00e2n vi\u00ean \u0111\u00e3 \u0111\u01b0\u1ee3c thu\u00ea l\u1ea1i<\/li>\n<li>Ph\u1ea3i \u0111\u01b0a ra \u0111\u00e1nh gi\u00e1 hi\u1ec7u su\u1ea5t b\u1eb1ng v\u0103n b\u1ea3n cho t\u1ea5t c\u1ea3 nh\u00e2n vi\u00ean<\/li>\n<li>Ph\u1ea3i c\u00e2n nh\u1eafc vi\u1ec7c gi\u1eef t\u1ea5t c\u1ea3 nh\u00e2n vi\u00ean l\u00e0m bi\u00ean ch\u1ebf sau 90 ng\u00e0y \u0111\u1ea7u ti\u00ean<\/li>\n<\/ul>\n<p><strong>Trong v\u00f2ng 5 ng\u00e0y k\u1ec3 t\u1eeb ng\u00e0y b\u00e1n qu\u00e1n, ch\u1ee7 c\u0169:<\/strong><\/p>\n<ul type=\"disc\">\n<li>Ph\u1ea3i \u0111\u01b0a ra th\u00f4ng b\u00e1o b\u1eb1ng v\u0103n b\u1ea3n, d\u1ec5 xem, d\u1ec5 \u0111\u1ecdc, cho nh\u00e2n vi\u00ean bi\u1ebft c\u1eeda h\u00e0ng \u0111\u00e3 b\u00e1n\n<ul type=\"circle\">\n<li>Th\u00f4ng b\u00e1o n\u00e0y c\u1ea7n c\u00f3 t\u00ean v\u00e0 th\u00f4ng tin li\u00ean h\u1ec7 c\u1ee7a ch\u1ee7 s\u1edf h\u1eefu c\u0169 v\u00e0 m\u1edbi v\u00e0 ng\u00e0y thay \u0111\u1ed5i ch\u1ee7 s\u1edf h\u1eefu<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><b>Nguy\u00ean nh\u00e2n ch\u1ec9<\/b> l\u00e0 g\u00ec?<\/p>\n<p>\u201cSa th\u1ea3i nh\u00e2n vi\u00ean v\u00ec <b>l\u00fd do ch\u00ednh \u0111\u00e1ng<\/b>  y\u00eau c\u1ea7u m\u1ed9t cu\u1ed9c \u0111i\u1ec1u tra c\u00f4ng b\u1eb1ng v\u00e0 kh\u00e1ch quan \u0111\u01b0a ra b\u1eb1ng ch\u1ee9ng cho th\u1ea5y nh\u00e2n vi\u00ean \u0111\u00e3 vi ph\u1ea1m ti\u00eau chu\u1ea9n n\u01a1i l\u00e0m vi\u1ec7c h\u1ee3p l\u00fd v\u00e0 \u0111\u01b0\u1ee3c \u00e1p d\u1ee5ng nh\u1ea5t qu\u00e1n m\u00e0 nh\u00e2n vi\u00ean bi\u1ebft ho\u1eb7c \u0111\u00e1ng l\u1ebd ph\u1ea3i bi\u1ebft, v\u00e0 vi\u1ec7c sa th\u1ea3i \u0111\u00f3 c\u00f3 li\u00ean quan h\u1ee3p l\u00fd \u0111\u1ebfn m\u1ee9c \u0111\u1ed9 nghi\u00eam tr\u1ecdng trong h\u00e0nh vi c\u1ee7a nh\u00e2n vi\u00ean v\u00e0 l\u00e0 h\u00ecnh ph\u1ea1t \u0111\u01b0\u1ee3c \u00e1p d\u1ee5ng nh\u1ea5t qu\u00e1n v\u00ec vi ph\u1ea1m ti\u00eau chu\u1ea9n n\u01a1i l\u00e0m vi\u1ec7c \u0111\u00f3.\u201d (Quy t\u1eafc cu\u1ed1i c\u00f9ng, B\u1ed9 lu\u1eadt th\u00e0nh ph\u1ed1 Seattle 8.38)<\/p>\n<p>Xem th\u00eam th\u00f4ng tin trong <a href=\"https:\/\/www.seattle.gov\/documents\/Departments\/LaborStandards\/Cannabis_NOR_2023_Accessible_PDF.v2.pdf\">th\u00f4ng b\u00e1o v\u1ec1 quy\u1ec1n<\/a> n\u00e0y t\u1eeb V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng Seattle. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n ph\u1ea3i \u0111\u0103ng th\u00f4ng b\u00e1o n\u00e0y t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n b\u1eb1ng t\u1ea5t c\u1ea3 c\u00e1c ng\u00f4n ng\u1eef m\u00e0 nh\u00e2n vi\u00ean s\u1eed d\u1ee5ng. C\u00e1c quy t\u1eafc \u0111\u1ea7y \u0111\u1ee7 \u1edf \u0111\u00e2y: &#8221; <a href=\"https:\/\/www.seattle.gov\/documents\/Departments\/LaborStandards\/Filing%20SHRR%20230_CEJR.pdf\">Th\u1ef1c ti\u1ec5n qu\u1ea3n l\u00fd c\u00e1c y\u00eau c\u1ea7u v\u1ec1 Ph\u00e1p l\u1ec7nh gi\u1eef ch\u00e2n nh\u00e2n vi\u00ean c\u1ea7n sa theo B\u1ed9 lu\u1eadt Th\u00e0nh ph\u1ed1 Seattle 8.38<\/a> &#8220;. Xem <a href=\"https:\/\/ufcw3000.org\/cannabis\">United For Cannabis Workers<\/a> \u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 chi\u1ebfn d\u1ecbch T\u0103ng tr\u01b0\u1edfng c\u00f4ng nh\u00e2n c\u1ea7n sa.<\/p>\n<p>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-organize&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 7: Defend Your Workplace Rights&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\">Ch\u01b0\u01a1ng 7: B\u1ea3o v\u1ec7 quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n<\/h2>\n<p><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng n\u00e0y bao g\u1ed3m c\u00e1ch \u1ee9ng ph\u00f3 v\u1edbi h\u00e0nh vi vi ph\u1ea1m quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n, ph\u1ea3i l\u00e0m g\u00ec n\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng tr\u1ea3 th\u00f9 khi b\u1ea1n n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u00e0 quy\u1ec1n ri\u00eang t\u01b0 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c.<\/span><\/i>[\/et_pb_text][et_pb_toggle title=&#8221;7.1 C\u00e1ch b\u1ea3o v\u1ec7 quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;7.1 How to Defend Your Workplace Rights&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n kh\u00f4ng th\u1ec3 tr\u1ea3 th\u00f9 b\u1ea1n v\u00ec \u0111\u00e3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u1ec1 vi\u1ec7c vi ph\u1ea1m c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c ho\u1eb7c th\u1ef1c hi\u1ec7n c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n theo lu\u1eadt ti\u1ec3u bang ho\u1eb7c \u0111\u1ecba ph\u01b0\u01a1ng. \u0110i\u1ec1u n\u00e0y bao g\u1ed3m c\u00e1c khi\u1ebfu n\u1ea1i v\u1ec1 m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u, l\u00e0m th\u00eam gi\u1edd, an to\u00e0n (bao g\u1ed3m c\u1ea3 vi-r\u00fat Corona), ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed ho\u1eb7c b\u1ea5t k\u1ef3 quy\u1ec1n n\u00e0o kh\u00e1c \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea trong h\u01b0\u1edbng d\u1eabn n\u00e0y.&nbsp;<\/span><\/p>\n<p><b>Tr\u1ea3 th\u00f9<\/b> <span style=\"font-weight: 400;\">l\u00e0 b\u1ea5t k\u1ef3 h\u00e0nh \u0111\u1ed9ng ti\u00eau c\u1ef1c n\u00e0o m\u00e0 ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n th\u1ef1c hi\u1ec7n \u0111\u1ec3 tr\u1eebng ph\u1ea1t b\u1ea1n v\u00ec \u0111\u00e3 \u0111\u1ee9ng l\u00ean b\u1ea3o v\u1ec7 quy\u1ec1n l\u1ee3i t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n<\/span> <b>.<\/b> <span style=\"font-weight: 400;\">\u0110i\u1ec1u n\u00e0y c\u00f3 th\u1ec3 bao g\u1ed3m vi\u1ec7c c\u1eaft gi\u1ea3m gi\u1edd l\u00e0m, thay \u0111\u1ed5i ca l\u00e0m vi\u1ec7c, giao cho b\u1ea1n c\u00f4ng vi\u1ec7c t\u1ed3i t\u1ec7 h\u01a1n ho\u1eb7c nhi\u1ec1u h\u00e0nh \u0111\u1ed9ng kh\u00e1c.<\/span> <b>Tr\u1ea3 th\u00f9 l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p.<\/b>&nbsp;&nbsp;&nbsp;&nbsp; <\/p>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng tr\u1ea3 th\u00f9 b\u1ea1n, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean B\u1ed9 Lao \u0111\u1ed9ng &amp; C\u00f4ng nghi\u1ec7p ( <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints<\/a><\/span> <span style=\"font-weight: 400;\">)<\/span>&nbsp; <span style=\"font-weight: 400;\">ho\u1eb7c V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng Seattle (<\/span> <span style=\"font-weight: 400;\"><a href=\"https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint\">https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint<\/a><\/span> <span style=\"font-weight: 400;\">) .<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">N\u1ebfu v\u1ea5n \u0111\u1ec1 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c \u1ea3nh h\u01b0\u1edfng \u0111\u1ebfn nhi\u1ec1u nh\u00e2n vi\u00ean<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng vi ph\u1ea1m quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a nhi\u1ec1u ng\u01b0\u1eddi lao \u0111\u1ed9ng th\u00ec vi\u1ec7c t\u1ed5 ch\u1ee9c m\u1ed9t ph\u1ea3n \u1ee9ng chung, ch\u1eb3ng h\u1ea1n nh\u01b0 m\u1ed9t c\u00f4ng \u0111o\u00e0n \u0111\u1ec3 \u0111\u1ea1i di\u1ec7n cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, c\u00f3 th\u1ec3 hi\u1ec7u qu\u1ea3 h\u01a1n vi\u1ec7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i c\u00e1 nh\u00e2n. M\u1ed9t nh\u00f3m nh\u00e2n vi\u00ean c\u00f3 t\u1ed5 ch\u1ee9c th\u01b0\u1eddng c\u00f3 th\u1ec3 nh\u1eadn \u0111\u01b0\u1ee3c ph\u1ea3n h\u1ed3i nhanh h\u01a1n t\u1eeb ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng so v\u1edbi vi\u1ec7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i c\u00e1 nh\u00e2n th\u00f4ng qua c\u00e1c c\u01a1 quan. C\u00f3 m\u1ed9t th\u1ecfa thu\u1eadn c\u00f4ng \u0111o\u00e0n th\u01b0\u1eddng c\u00f3 ngh\u0129a l\u00e0  <\/span><span style=\"font-weight: 400;\">c\u00e1i \u0111\u00f3  <\/span><span style=\"font-weight: 400;\">c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n kh\u00f4ng c\u00f2n \u201ctheo \u00fd mu\u1ed1n\u201d&#8211;ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u1ea3i ch\u1ee9ng minh r\u1eb1ng h\u1ecd c\u00f3 &#8220;l\u00fd do ch\u00ednh \u0111\u00e1ng&#8221; (l\u00fd do ch\u00ednh \u0111\u00e1ng) \u0111\u1ec3 h\u00e0nh \u0111\u1ed9ng ch\u1ed1ng l\u1ea1i b\u1ea1n n\u1ebfu v\u1ea5n \u0111\u1ec1 ti\u1ebfp t\u1ee5c x\u1ea3y ra trong t\u01b0\u01a1ng lai. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 t\u1ed5 ch\u1ee9c t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a b\u1ea1n, h\u00e3y xem  <\/span><a href=\"https:\/\/rightsatworkwa.org\/vi\/huong-dan-day-du-ve-quyen-cua-nguoi-lao-dong-tieu-bang-washington\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 5<\/span><\/a> <i><span style=\"font-weight: 400;\">.<\/span><\/i><\/p>\n<h4><span style=\"font-weight: 400;\">Lu\u1eadt b\u1ea3o v\u1ec7 ng\u01b0\u1eddi t\u1ed1 gi\u00e1c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi t\u1ed1 c\u00e1o l\u00e0 ng\u01b0\u1eddi n\u00f3i v\u1edbi ng\u01b0\u1eddi c\u00f3 th\u1ea9m quy\u1ec1n ho\u1eb7c c\u00f4ng ch\u00fang v\u1ec1 c\u00e1c ho\u1ea1t \u0111\u1ed9ng kh\u00f4ng trung th\u1ef1c ho\u1eb7c b\u1ea5t h\u1ee3p ph\u00e1p x\u1ea3y ra trong m\u1ed9t c\u01a1 quan ch\u00ednh ph\u1ee7 ho\u1eb7c ng\u01b0\u1eddi b\u00e1o c\u00e1o h\u00e0nh vi vi ph\u1ea1m ph\u00e1p lu\u1eadt c\u1ee7a m\u1ed9t t\u1ed5 ch\u1ee9c t\u01b0 nh\u00e2n. H\u00e0nh vi sai tr\u00e1i c\u00f3 th\u1ec3 l\u00e0 gian l\u1eadn, tham nh\u0169ng ho\u1eb7c vi ph\u1ea1m s\u1ee9c kh\u1ecfe v\u00e0 an to\u00e0n.<\/span><\/p>\n<h5><span style=\"font-weight: 400;\">L\u00e0m c\u00e1ch n\u00e0o \u0111\u1ec3 b\u00e1o c\u00e1o h\u00e0nh vi kh\u00f4ng \u0111\u00fang?<\/span><\/h5>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n \u0111ang b\u00e1o c\u00e1o h\u00e0nh vi vi ph\u1ea1m ph\u00e1p lu\u1eadt c\u1ee7a m\u1ed9t c\u00f4ng ty t\u01b0 nh\u00e2n, b\u1ea1n n\u00ean t\u00ecm m\u1ed9t lu\u1eadt s\u01b0 \u0111\u1ec3 h\u1ed7 tr\u1ee3 b\u1ea1n trong m\u1ed9t v\u1ee5 ki\u1ec7n \u201cqui tam\u201d ho\u1eb7c \u201c\u0110\u1ea1o lu\u1eadt Khi\u1ebfu n\u1ea1i Sai\u201d.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea5t k\u1ef3 nh\u00e2n vi\u00ean n\u00e0o c\u1ee7a Ti\u1ec3u bang Washington \u0111\u1ec1u c\u00f3 th\u1ec3 b\u00e1o c\u00e1o h\u00e0nh \u0111\u1ed9ng kh\u00f4ng \u0111\u00fang \u0111\u1eafn c\u1ee7a ch\u00ednh ph\u1ee7 th\u00f4ng qua ch\u01b0\u01a1ng tr\u00ecnh t\u1ed1 gi\u00e1c. \u0110i\u1ec1u n\u00e0y bao g\u1ed3m nh\u00e2n vi\u00ean t\u1ea1m th\u1eddi, nh\u00e2n vi\u00ean c\u00f4ng ch\u1ee9c \u0111\u01b0\u1ee3c ph\u00e2n lo\u1ea1i v\u00e0 mi\u1ec5n tr\u1eeb v\u00e0 c\u00e1c quan ch\u1ee9c \u0111\u01b0\u1ee3c b\u1ea7u. Khi\u1ebfu n\u1ea1i c\u1ee7a ng\u01b0\u1eddi t\u1ed1 c\u00e1o c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c g\u1eedi \u1ea9n danh trong v\u00f2ng m\u1ed9t n\u0103m k\u1ec3 t\u1eeb khi c\u00f3 h\u00e0nh \u0111\u1ed9ng. B\u1ea5t c\u1ee9 \u0111i\u1ec1u g\u00ec do ng\u01b0\u1eddi t\u1ed1 c\u00e1o vi\u1ebft ra v\u00e0 g\u1eedi \u0111\u1ebfn v\u0103n ph\u00f2ng ki\u1ec3m to\u00e1n nh\u00e0 n\u01b0\u1edbc \u0111\u1ec1u ph\u1ea3i \u0111\u01b0\u1ee3c \u0111\u00e1nh d\u1ea5u l\u00e0 \u201cb\u00ed m\u1eadt\u201d. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y truy c\u1eadp trang web B\u00e1o c\u00e1o c\u1ee7a Ki\u1ec3m to\u00e1n Nh\u00e0 n\u01b0\u1edbc:<\/span><\/p>\n<p><a href=\"https:\/\/www.sao.wa.gov\/report-a-concern\/how-to-report-a-concern\/\"><span style=\"font-weight: 400;\">https:\/\/www.sao.wa.gov\/report-a-concern\/how-to-report-a-concern\/<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">&nbsp;L\u01b0u \u00fd: N\u1ebfu b\u1ea1n l\u00e0 nh\u00e2n vi\u00ean li\u00ean bang, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean V\u0103n ph\u00f2ng Lu\u1eadt s\u01b0 \u0110\u1eb7c bi\u1ec7t Hoa K\u1ef3. M\u1eabu \u0111\u01a1n khi\u1ebfu n\u1ea1i \u1edf \u0111\u00e2y:<\/span><a href=\"https:\/\/osc.gov\/pages\/file-complaint.aspx\"> <span style=\"font-weight: 400;\">https:\/\/osc.gov\/pages\/file-complaint.aspx<\/span><\/a><\/p>\n<p><b>&nbsp;<\/b><\/p>\n<p><b>Th\u00eam th\u00f4ng tin c\u00f3 s\u1eb5n t\u1ea1i:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">D\u1ef1 \u00e1n Tr\u00e1ch nhi\u1ec7m Ch\u00ednh ph\u1ee7<\/span><\/p>\n<p><span style=\"font-weight: 400;\">1612 \u0110\u01b0\u1eddng K, T\u00e2y B\u1eafc Suite #1100<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Washington, DC 20006<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i:&nbsp; 202-457-0034<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trang web:<\/span> <a href=\"http:\/\/www.whistleblower.org\/\"><span style=\"font-weight: 400;\">www.whistlebutter.org\/<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Trung t\u00e2m t\u1ed1 c\u00e1o qu\u1ed1c gia<\/span><\/p>\n<p><span style=\"font-weight: 400;\">H\u1ed9p th\u01b0 b\u01b0u \u0111i\u1ec7n 25074<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Washington, DC 20027<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110i\u1ec7n tho\u1ea1i: 202-342-1903<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trang web:<\/span> <a href=\"http:\/\/www.whistleblowers.org\/\"><span style=\"font-weight: 400;\">www.whistlebutters.org\/<\/span><\/a><\/p>\n<p><b>Li\u00ean quan \u0111\u1ebfn t\u1ea5t c\u1ea3 c\u00e1c quy\u1ec1n c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c th\u1ea3o lu\u1eadn trong s\u1ed5 tay n\u00e0y, h\u00e3y lu\u00f4n nh\u1edb r\u1eb1ng vi\u1ec7c ghi l\u1ea1i (vi\u1ebft ra) t\u1ea5t c\u1ea3 c\u00e1c cu\u1ed9c tr\u00f2 chuy\u1ec7n v\u1edbi ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng n\u1ebfu b\u1ea1n c\u00f3 th\u1eafc m\u1eafc ho\u1eb7c quan ng\u1ea1i l\u00e0 r\u1ea5t quan tr\u1ecdng. \u0110i\u1ec1u n\u00e0y nh\u1eb1m b\u1ea3o v\u1ec7 b\u1ea1n trong tr\u01b0\u1eddng h\u1ee3p b\u1ea1n ph\u1ea3i n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i ch\u00ednh th\u1ee9c, n\u1ebfu m\u1ed9t c\u00f4ng \u0111o\u00e0n \u0111\u1ea1i di\u1ec7n cho b\u1ea1n ho\u1eb7c n\u1ebfu b\u1ea1n g\u1eb7p lu\u1eadt s\u01b0.<\/b>[\/et_pb_toggle][et_pb_toggle title=&#8221;7.2 Quy\u1ec1n ri\u00eang t\u01b0 t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;7.2 Privacy in the Workplace&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Internet \u0111\u00e3 c\u00f4ng khai r\u1ea5t nhi\u1ec1u th\u00f4ng tin c\u00e1 nh\u00e2n v\u00e0 c\u00f3 s\u1eb5n cho t\u1ea5t c\u1ea3 m\u1ecdi ng\u01b0\u1eddi, k\u1ec3 c\u1ea3 nh\u00e0 tuy\u1ec3n d\u1ee5ng. T\u00f2a \u00e1n \u0111ang b\u1eaft \u0111\u1ea7u \u0111\u1eb7t ra gi\u1edbi h\u1ea1n v\u1ec1 nh\u1eefng th\u00f4ng tin m\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng \u0111\u1ec3 ch\u1ed1ng l\u1ea1i nh\u00e2n vi\u00ean. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin chi ti\u1ebft v\u1ec1 quy\u1ec1n ri\u00eang t\u01b0 c\u1ee7a b\u1ea1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c, h\u00e3y truy c\u1eadp trang web:<\/span><a href=\"http:\/\/www.workplacefairness.org\/\"><span style=\"font-weight: 400;\">www.workplacefairness.org\/<\/span><\/a><span style=\"font-weight: 400;\">&nbsp;<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a t\u00f4i c\u00f3 \u0111\u01b0\u1ee3c ph\u00e9p kh\u00e1m x\u00e9t \u0111\u1ed3 \u0111\u1ea1c c\u1ee7a t\u00f4i ho\u1eb7c t\u00f4i t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c kh\u00f4ng?<\/span><\/h4>\n<p><b>N\u00f3 ph\u1ee5 thu\u1ed9c.<\/b><span style=\"font-weight: 400;\">  N\u00f3i chung, ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ch\u1ec9 c\u00f3 th\u1ec3 kh\u00e1m x\u00e9t ng\u01b0\u1eddi, b\u00e0n l\u00e0m vi\u1ec7c v\u00e0 t\u00e0i s\u1ea3n c\u1ee7a nh\u00e2n vi\u00ean khi h\u1ecd c\u00f3 l\u00fd do ch\u00ednh \u0111\u00e1ng \u0111\u1ec3 nghi ng\u1edd v\u1ec1 h\u00e0nh vi sai tr\u00e1i. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng t\u01b0 nh\u00e2n c\u00f3 \u00edt h\u1ea1n ch\u1ebf h\u01a1n. N\u1ebfu ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 ch\u00ednh s\u00e1ch quy \u0111\u1ecbnh r\u1eb1ng h\u1ecd c\u00f3 th\u1ec3 ti\u1ebfn h\u00e0nh kh\u00e1m x\u00e9t b\u1ea1n ho\u1eb7c \u0111\u1ed3 \u0111\u1ea1c c\u1ee7a b\u1ea1n th\u00ec h\u1ecd c\u00f3 th\u1ec3 c\u00f3 quy\u1ec1n l\u00e0m nh\u01b0 v\u1eady. Tuy nhi\u00ean, n\u1ebfu h\u1ecd kh\u00f4ng c\u00f3 ch\u00ednh s\u00e1ch nh\u01b0 v\u1eady v\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 th\u1ec3 ch\u1ee9ng minh r\u1eb1ng c\u00f3 \u201ck\u1ef3 v\u1ecdng h\u1ee3p l\u00fd v\u1ec1 quy\u1ec1n ri\u00eang t\u01b0\u201d trong m\u1ed9t s\u1ed1 t\u00ecnh hu\u1ed1ng l\u00e0m vi\u1ec7c nh\u1ea5t \u0111\u1ecbnh th\u00ec vi\u1ec7c ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ti\u1ebfn h\u00e0nh t\u00ecm ki\u1ebfm nh\u01b0 v\u1eady c\u00f3 th\u1ec3 l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p. Ngo\u00e0i ra, n\u1ebfu b\u1ea1n c\u00f3 h\u1ee3p \u0111\u1ed3ng c\u00f4ng \u0111o\u00e0n, h\u1ee3p \u0111\u1ed3ng \u0111\u00f3 c\u00f3 th\u1ec3 \u0111\u1eb7t ra nh\u1eefng gi\u1edbi h\u1ea1n v\u1ec1 kh\u1ea3 n\u0103ng ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng t\u00ecm ki\u1ebfm v\u00e0 gi\u00e1m s\u00e1t b\u1ea1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">S\u1ebfp c\u1ee7a t\u00f4i c\u00f3 \u0111\u01b0\u1ee3c ph\u00e9p quay video ho\u1eb7c ghi \u00e2m t\u00f4i t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c kh\u00f4ng?<\/span><\/h4>\n<p><b>\u0110\u00fang.<\/b><span style=\"font-weight: 400;\">  Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u01b0\u1ee3c ph\u00e9p quay video ho\u1eb7c ghi \u00e2m v\u1ec1 nh\u00e2n vi\u00ean c\u1ee7a m\u00ecnh khi h\u1ecd \u1edf trong khu\u00f4n vi\u00ean c\u00f4ng ty. Tuy nhi\u00ean, h\u1ecd l\u00e0  <\/span><i><span style=\"font-weight: 400;\">kh\u00f4ng<\/span><\/i> <span style=\"font-weight: 400;\">\u0111\u01b0\u1ee3c ph\u00e9p quay phim \u1edf nh\u1eefng n\u01a1i m\u00e0 h\u1ea7u h\u1ebft m\u1ecdi ng\u01b0\u1eddi mong \u0111\u1ee3i s\u1ef1 ri\u00eang t\u01b0 nh\u01b0 ph\u00f2ng v\u1ec7 sinh, khu v\u1ef1c cho con b\u00fa ho\u1eb7c ph\u00f2ng thay \u0111\u1ed3.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">S\u1ebfp c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 gi\u00e1m s\u00e1t \u0111i\u1ec7n tho\u1ea1i, email, m\u00e1y t\u00ednh ho\u1eb7c \u00f4 t\u00f4 n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a t\u00f4i kh\u00f4ng?<\/span><\/h4>\n<p><b>\u0110\u00fang.<\/b><span style=\"font-weight: 400;\">  Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n c\u00f3 th\u1ec3 xem, theo d\u00f5i v\u00e0 ghi l\u1ea1i m\u1ed9t c\u00e1ch h\u1ee3p ph\u00e1p t\u1ea5t c\u1ea3 d\u1eef li\u1ec7u \u0111i qua t\u00e0i s\u1ea3n thu\u1ed9c s\u1edf h\u1eefu c\u1ee7a c\u00f4ng ty. Nhi\u1ec1u nh\u00e0 tuy\u1ec3n d\u1ee5ng theo d\u00f5i \u0111i\u1ec7n tho\u1ea1i, email, m\u00e1y t\u00ednh, th\u01b0 b\u01b0u \u0111i\u1ec7n v\u00e0 xe c\u1ed9 c\u1ee7a c\u00f4ng ty.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">S\u1ebfp c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 xem t\u00e0i kho\u1ea3n truy\u1ec1n th\u00f4ng x\u00e3 h\u1ed9i c\u1ee7a t\u00f4i (EG Facebook, Twitter) kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n \u0111\u01b0\u1ee3c ph\u00e9p xem b\u1ea5t k\u1ef3 n\u1ed9i dung n\u00e0o c\u00f3 th\u1ec3 truy c\u1eadp c\u00f4ng khai tr\u1ef1c tuy\u1ebfn. C\u00e2u h\u1ecfi li\u1ec7u nh\u00e0 tuy\u1ec3n d\u1ee5ng c\u00f3 th\u1ec3 s\u1eed d\u1ee5ng th\u00f4ng tin \u0111\u00f3 \u0111\u1ec3 ch\u1ed1ng l\u1ea1i b\u1ea1n hay kh\u00f4ng v\u1eabn ch\u01b0a r\u00f5 r\u00e0ng. Nh\u00e2n vi\u00ean c\u1ee7a b\u1ea1n  <\/span><b>kh\u00f4ng th\u1ec3<\/b> <span style=\"font-weight: 400;\">y\u00eau c\u1ea7u b\u1ea1n cung c\u1ea5p cho c\u00f4 \u1ea5y\/anh \u1ea5y m\u1eadt kh\u1ea9u c\u1ee7a b\u1ea1n ho\u1eb7c \u201ck\u1ebft b\u1ea1n\u201d v\u1edbi c\u00f4 \u1ea5y\/anh \u1ea5y tr\u00ean t\u00e0i kho\u1ea3n m\u1ea1ng x\u00e3 h\u1ed9i c\u00e1 nh\u00e2n c\u1ee7a b\u1ea1n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">S\u1ebfp c\u1ee7a t\u00f4i c\u00f3 th\u1ec3 sa th\u1ea3i t\u00f4i v\u00ec n\u00f3i nh\u1eefng \u0111i\u1ec1u kh\u00f4ng hay v\u1ec1 c\u00f4ng ty tr\u00ean m\u1ea1ng kh\u00f4ng?<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu m\u1ed9t nh\u00f3m g\u1ed3m hai \u0111\u1ed3ng nghi\u1ec7p tr\u1edf l\u00ean \u0111ang n\u00f3i chuy\u1ec7n tr\u1ef1c tuy\u1ebfn v\u1ec1 vi\u1ec7c mu\u1ed1n c\u1ea3i thi\u1ec7n ti\u1ec1n l\u01b0\u01a1ng ho\u1eb7c \u0111i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c c\u1ee7a h\u1ecd th\u00ec \u0111i\u1ec1u \u0111\u00f3 c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 l\u00e0 \u201cho\u1ea1t \u0111\u1ed9ng ph\u1ed1i h\u1ee3p\u201d theo \u0110\u1ea1o lu\u1eadt Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia. Vi\u1ec7c s\u1ebfp sa th\u1ea3i ho\u1eb7c tr\u1eebng ph\u1ea1t b\u1ea1n v\u00ec \u0111i\u1ec1u \u0111\u00f3 c\u00f3 th\u1ec3 l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p. Tuy nhi\u00ean, n\u1ebfu b\u1ea1n ph\u00e0n n\u00e0n v\u1ec1 s\u1ea3n ph\u1ea9m c\u1ee7a c\u00f4ng ty ho\u1eb7c n\u00f3i chung l\u00e0 b\u1ea1n kh\u00f4ng th\u00edch ng\u01b0\u1eddi gi\u00e1m s\u00e1t ho\u1eb7c \u0111\u1ed3ng nghi\u1ec7p v\u00e0 t\u1ecf ra kh\u00f4ng quan t\u00e2m \u0111\u1ebfn vi\u1ec7c c\u1ea3i thi\u1ec7n m\u1ecdi vi\u1ec7c, b\u1ea1n c\u00f3 th\u1ec3 b\u1ecb sa th\u1ea3i v\u1ec1 m\u1eb7t ph\u00e1p l\u00fd v\u00ec \u0111i\u1ec1u \u0111\u00f3. Xin vui l\u00f2ng xem  <\/span><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng 12: T\u1ed5 ch\u1ee9c \u0111\u1ec3 c\u1ea3i thi\u1ec7n m\u1ecdi vi\u1ec7c t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/i> <span style=\"font-weight: 400;\">\u0111\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 ho\u1ea1t \u0111\u1ed9ng ph\u1ed1i h\u1ee3p.<\/span><\/p>\n<h4>T\u00f4i c\u00f3 th\u1ec3 \u0111eo n\u00fat Black Lives Matter t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c kh\u00f4ng?<\/h4>\n<p>Washington b\u1ea3o v\u1ec7 nh\u00e2n vi\u00ean ch\u1ed1ng l\u1ea1i s\u1ef1 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed d\u1ef1a tr\u00ean &#8220;t\u00edn ng\u01b0\u1ee1ng&#8221;, bao g\u1ed3m c\u00e1c quan \u0111i\u1ec3m ch\u00ednh tr\u1ecb m\u00e0 b\u1ea1n c\u00f3 th\u1ec3 b\u00e0y t\u1ecf tr\u00ean m\u1ea1ng x\u00e3 h\u1ed9i nh\u01b0ng vi\u1ec7c c\u00e0i c\u00fac ho\u1eb7c \u00e1o ph\u00f4ng c\u00f3 th\u00f4ng \u0111i\u1ec7p ch\u00ednh tr\u1ecb t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c v\u1eabn ch\u01b0a \u0111\u01b0\u1ee3c gi\u1ea3i quy\u1ebft. N\u1ebfu ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng cho ph\u00e9p nh\u00e2n vi\u00ean th\u1ec3 hi\u1ec7n m\u1ed9t s\u1ed1 th\u00f4ng \u0111i\u1ec7p nh\u01b0ng kh\u00f4ng cho ph\u00e9p nh\u1eefng th\u00f4ng \u0111i\u1ec7p kh\u00e1c th\u00ec vi\u1ec7c th\u1ef1c thi kh\u00f4ng nh\u1ea5t qu\u00e1n n\u00e0y c\u00f3 th\u1ec3 kh\u00f4ng c\u00f3 hi\u1ec7u l\u1ef1c ph\u00e1p l\u00fd.<\/p>\n<h4><span style=\"font-weight: 400;\">H\u1ed3 s\u01a1 s\u1ee9c kh\u1ecfe, th\u00f4ng tin di truy\u1ec1n v\u00e0 x\u00e9t nghi\u1ec7m thu\u1ed1c<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Nhi\u1ec1u nh\u00e0 tuy\u1ec3n d\u1ee5ng s\u1ebd c\u00f3 quy\u1ec1n truy c\u1eadp v\u00e0o m\u1ed9t s\u1ed1 th\u00f4ng tin y t\u1ebf c\u1ee7a b\u1ea1n. Ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n n\u00f3i chung  <\/span><b>C\u00f3 th\u1ec3:<\/b><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">  Y\u00eau c\u1ea7u b\u1ea1n cung c\u1ea5p gi\u1ea5y ch\u1ee9ng nh\u1eadn c\u1ee7a b\u00e1c s\u0129 ho\u1eb7c th\u00f4ng tin kh\u00e1c v\u1ec1 s\u1ee9c kh\u1ecfe c\u1ee7a b\u1ea1n n\u1ebfu h\u1ecd c\u1ea7n v\u00ec l\u00fd do c\u00f4ng vi\u1ec7c, ch\u1eb3ng h\u1ea1n nh\u01b0 cung c\u1ea5p cho b\u1ea1n ch\u1ed7 \u1edf khi b\u1ecb khuy\u1ebft t\u1eadt, ngh\u1ec9 \u1ed1m, b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, b\u1ea3o hi\u1ec3m y t\u1ebf ho\u1eb7c c\u00e1c ch\u01b0\u01a1ng tr\u00ecnh ch\u0103m s\u00f3c s\u1ee9c kh\u1ecfe.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Y\u00eau c\u1ea7u b\u1ea1n ph\u1ea3i v\u01b0\u1ee3t qua cu\u1ed9c ki\u1ec3m tra y t\u1ebf sau khi \u0111\u01b0\u1ee3c m\u1eddi l\u00e0m vi\u1ec7c n\u1ebfu m\u1ecdi ng\u01b0\u1eddi \u0111\u1ec1u ph\u1ea3i l\u00e0m vi\u1ec7c \u0111\u00f3 v\u00e0 c\u00f3 l\u00fd do li\u00ean quan \u0111\u1ebfn c\u00f4ng vi\u1ec7c.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">  Y\u00eau c\u1ea7u b\u1ea1n th\u1ef1c hi\u1ec7n c\u00e1c x\u00e9t nghi\u1ec7m ma t\u00fay b\u1ea5t c\u1ee9 l\u00fac n\u00e0o mi\u1ec5n l\u00e0 vi\u1ec7c \u0111\u00f3 kh\u00f4ng \u0111\u01b0\u1ee3c th\u1ef1c hi\u1ec7n theo c\u00e1ch ph\u00e2n bi\u1ec7t m\u1ecdi ng\u01b0\u1eddi d\u1ef1a tr\u00ean ch\u1ee7ng t\u1ed9c, tu\u1ed5i t\u00e1c, gi\u1edbi t\u00ednh, khuy\u1ebft t\u1eadt ho\u1eb7c t\u00ecnh tr\u1ea1ng \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 kh\u00e1c.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">N\u00f3i chung, ch\u1ee7 nh\u00e2n c\u1ee7a b\u1ea1n<\/span> <b>kh\u00f4ng \u0111\u01b0\u1ee3c ph\u00e9p<\/b><span style=\"font-weight: 400;\">  chia s\u1ebb th\u00f4ng tin n\u00e0y v\u1edbi b\u1ea5t k\u1ef3 ai, ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u1edbi b\u1ea1n d\u1ef1a tr\u00ean th\u00f4ng tin n\u00e0y ho\u1eb7c y\u00eau c\u1ea7u nhi\u1ec1u th\u00f4ng tin h\u01a1n m\u1ee9c h\u1ecd c\u1ea7n. \u0110\u1ec3 c\u00f3 c\u00e1i nh\u00ecn s\u00e2u h\u01a1n v\u1ec1 ch\u1ee7 \u0111\u1ec1 quan tr\u1ecdng n\u00e0y, h\u00e3y truy c\u1eadp trang web<\/span> <a href=\"http:\/\/www.workplacefairness.org\/\"><span style=\"font-weight: 400;\">www.workplacefairness.org\/<\/span><\/a> <span style=\"font-weight: 400;\">.<\/span>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-organize&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Chapter 8: Am I an Employee?&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Ch\u01b0\u01a1ng 8: T\u00f4i c\u00f3 ph\u1ea3i l\u00e0 nh\u00e2n vi\u00ean kh\u00f4ng?<\/strong><\/h2>\n<p><i><span style=\"font-weight: 400;\">Ch\u01b0\u01a1ng n\u00e0y cung c\u1ea5p th\u00f4ng tin chuy\u00ean s\u00e2u v\u1ec1 c\u00e1c nh\u00e3n m\u00e0 ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng s\u1eed d\u1ee5ng \u0111\u1ec3 ph\u00e2n lo\u1ea1i nh\u00e2n vi\u00ean v\u00e0 nh\u1eefng vi\u1ec7c c\u1ea7n l\u00e0m n\u1ebfu b\u1ea1n cho r\u1eb1ng m\u00ecnh b\u1ecb ph\u00e2n lo\u1ea1i sai.<\/span><\/i><\/p>\n<div style=\"float: right; margin-left: 20px; margin-bottom: 20px;\">\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-841 alignnone size-medium\" src=\"\/wp-content\/uploads\/2019\/07\/image13.png\" alt=\"\" width=\"379\" height=\"234\"><\/p>\n<p>(Dawn Arlotta\/Cade Martin, Trung t\u00e2m Ki\u1ec3m so\u00e1t D\u1ecbch b\u1ec7nh)<\/p>\n<\/div>\n<p><span style=\"font-weight: 400;\">Nhi\u1ec1u ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng c\u00f3 c\u00e1c quy\u1ec1n v\u00e0 bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 nh\u01b0 \u0111\u00e3 n\u00eau trong c\u00e1c ch\u01b0\u01a1ng tr\u00ean. \u0110\u1ec3 \u0111\u01b0\u1ee3c b\u1ea3o v\u1ec7 theo h\u1ea7u h\u1ebft c\u00e1c lu\u1eadt lao \u0111\u1ed9ng v\u00e0 vi\u1ec7c l\u00e0m, b\u1ea1n ph\u1ea3i l\u00e0 nh\u00e2n vi\u00ean. N\u1ebfu c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n ph\u00f9 h\u1ee3p v\u1edbi \u0111\u1ecbnh ngh\u0129a v\u1ec1 nh\u00e2n vi\u00ean nh\u01b0ng ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n l\u1ea1i d\u00e1n nh\u00e3n cho b\u1ea1n theo c\u00e1ch kh\u00e1c, th\u00ec \u0111i\u1ec1u n\u00e0y \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 \u201cph\u00e2n lo\u1ea1i sai\u201d.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Vi\u1ec7c ph\u00e2n lo\u1ea1i sai nh\u00e2n vi\u00ean l\u00e0 \u201cnh\u00e0 th\u1ea7u\u201d ho\u1eb7c \u201cng\u01b0\u1eddi l\u00e0m vi\u1ec7c t\u1ef1 do\u201d ho\u1eb7c nh\u00e3n hi\u1ec7u kh\u00e1c l\u00e0 b\u1ea5t h\u1ee3p ph\u00e1p theo lu\u1eadt li\u00ean bang v\u00e0 ti\u1ec3u bang. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng th\u01b0\u1eddng ph\u00e2n lo\u1ea1i sai ng\u01b0\u1eddi lao \u0111\u1ed9ng \u0111\u1ec3 tr\u00e1nh ph\u1ea3i \u0111\u00f3ng thu\u1ebf v\u00e0 ph\u00fac l\u1ee3i c\u0169ng nh\u01b0 tr\u00e1nh vi\u1ec7c tu\u00e2n th\u1ee7 c\u00e1c quy\u1ec1n v\u00e0 bi\u1ec7n ph\u00e1p b\u1ea3o v\u1ec7 ng\u01b0\u1eddi lao \u0111\u1ed9ng. \u0110i\u1ec1u quan tr\u1ecdng kh\u00f4ng ph\u1ea3i l\u00e0 b\u1ea1n \u0111\u01b0\u1ee3c g\u1eafn m\u00e1c nh\u01b0 th\u1ebf n\u00e0o &#8211; m\u00e0 l\u00e0 s\u1ef1 th\u1eadt v\u1ec1 t\u00ecnh h\u00ecnh vi\u1ec7c l\u00e0m c\u1ee7a b\u1ea1n. Ch\u1ec9 v\u00ec s\u1ebfp g\u1ecdi b\u1ea1n l\u00e0 nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp kh\u00f4ng nh\u1ea5t thi\u1ebft khi\u1ebfn b\u1ea1n tr\u1edf th\u00e0nh nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp!<\/span>[\/et_pb_text][et_pb_toggle title=&#8221;8.1 Nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;8.1 Independent Contractors&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp l\u00e0 ng\u01b0\u1eddi b\u00e1n d\u1ecbch v\u1ee5 c\u1ee7a m\u00ecnh tr\u1ef1c ti\u1ebfp cho nhi\u1ec1u ng\u01b0\u1eddi ti\u00eau d\u00f9ng ho\u1eb7c doanh nghi\u1ec7p thay v\u00ec l\u00e0m vi\u1ec7c cho ng\u01b0\u1eddi kh\u00e1c. C\u00e1c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp c\u00f3 tr\u00e1ch nhi\u1ec7m \u0111\u0103ng k\u00fd v\u00e0 c\u1ea5p ph\u00e9p kinh doanh, t\u1ef1 theo d\u00f5i chi ph\u00ed v\u00e0 t\u1ef1 n\u1ed9p thu\u1ebf.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">\u01afu \u0111i\u1ec3m c\u1ee7a vi\u1ec7c tr\u1edf th\u00e0nh nh\u00e2n vi\u00ean<\/span><\/h4>\n<p><b>Ng\u01b0\u1eddi lao \u0111\u1ed9ng:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">C\u00f3 th\u1ec3 \u0111\u1ee7 \u0111i\u1ec1u ki\u1ec7n \u0111\u1ec3 \u0111\u01b0\u1ee3c b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u1ebfu h\u1ecd b\u1ecb th\u01b0\u01a1ng trong c\u00f4ng vi\u1ec7c. (Xem Ch\u01b0\u01a1ng 2).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">C\u00f3 th\u1ec3 nh\u1eadn tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p n\u1ebfu b\u1ecb m\u1ea5t vi\u1ec7c ho\u1eb7c b\u1ecb c\u1eaft gi\u1ea3m gi\u1edd l\u00e0m (Xem Ch\u01b0\u01a1ng 1).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ph\u1ea3i \u0111\u01b0\u1ee3c tr\u1ea3 \u00edt nh\u1ea5t b\u1eb1ng m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u theo gi\u1edd ($12,00 m\u1ed7i gi\u1edd v\u00e0o n\u0103m 2019 t\u1ea1i Washington).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Th\u01b0\u1eddng \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng ngo\u00e0i gi\u1edd n\u1ebfu h\u1ecd l\u00e0m vi\u1ec7c h\u01a1n 40 gi\u1edd m\u1ed9t tu\u1ea7n (Xem Ch\u01b0\u01a1ng 1).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Tr\u1ea3 \u00edt h\u01a1n thu\u1ebf bi\u00ean ch\u1ebf Medicare v\u00e0 An sinh x\u00e3 h\u1ed9i.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Th\u01b0\u1eddng c\u00f3 quy\u1ec1n th\u00e0nh l\u1eadp c\u00f4ng \u0111o\u00e0n v\u00e0 th\u01b0\u01a1ng l\u01b0\u1ee3ng \u0111\u1ec3 \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng v\u00e0 ph\u00fac l\u1ee3i t\u1ed1t h\u01a1n (Xem Ch\u01b0\u01a1ng 5).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u01b0\u1ee3c b\u1ea3o v\u1ec7 ch\u1ed1ng l\u1ea1i s\u1ef1 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed t\u1eeb ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng (Xem Ch\u01b0\u01a1ng 3).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">C\u00f3 quy\u1ec1n ngh\u1ec9 vi\u1ec7c \u0111\u1ec3 ch\u0103m s\u00f3c b\u1ea3n th\u00e2n ho\u1eb7c ng\u01b0\u1eddi th\u00e2n trong gia \u0111\u00ecnh (Xem Ch\u01b0\u01a1ng 2).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u01b0\u1ee3c b\u1ea3o v\u1ec7 kh\u1ecfi b\u1ecb tr\u1ea3 th\u00f9 n\u1ebfu h\u1ecd th\u1ef1c hi\u1ec7n c\u00e1c quy\u1ec1n c\u1ee7a m\u00ecnh (Xem Ch\u01b0\u01a1ng 7).<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u00f3i chung kh\u00f4ng thanh to\u00e1n c\u00e1c chi ph\u00ed li\u00ean quan \u0111\u1ebfn c\u00f4ng vi\u1ec7c, ch\u1eb3ng h\u1ea1n nh\u01b0 gi\u1ea5y ph\u00e9p ho\u1eb7c \u0111\u1ed3ng ph\u1ee5c.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">S\u1ebd t\u1ed1t h\u01a1n n\u1ebfu ch\u1ee9ng minh h\u1ecd \u0111\u00e3 l\u00e0m vi\u1ec7c n\u1ebfu lu\u1eadt nh\u1eadp c\u01b0 m\u1edbi y\u00eau c\u1ea7u b\u1eb1ng ch\u1ee9ng t\u1eeb nh\u1eefng ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u1ed9p \u0111\u01a1n xin t\u01b0 c\u00e1ch ph\u00e1p nh\u00e2n.<\/span><\/li>\n<\/ul>\n<h4><i><span style=\"font-weight: 400;\">&nbsp;<\/span><\/i><span style=\"font-weight: 400;\">\u01afu \u0111i\u1ec3m c\u1ee7a vi\u1ec7c tr\u1edf th\u00e0nh \u201cNh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp\u201d<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c cho nhi\u1ec1u kh\u00e1ch h\u00e0ng ho\u1eb7c kh\u00e1ch h\u00e0ng.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 nhi\u1ec1u quy\u1ec1n ki\u1ec3m so\u00e1t h\u01a1n v\u1ec1 th\u1eddi gian v\u00e0 \u0111\u1ecba \u0111i\u1ec3m l\u00e0m vi\u1ec7c, mi\u1ec5n l\u00e0 b\u1ea1n ho\u00e0n th\u00e0nh c\u00f4ng vi\u1ec7c m\u00e0 b\u1ea1n \u0111\u00e3 h\u1ee9a.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 kh\u00f4ng c\u1ea7n xu\u1ea5t tr\u00ecnh gi\u1ea5y t\u1edd nh\u1eadp c\u01b0 \u0111\u1ec3 c\u00f3 \u0111\u01b0\u1ee3c vi\u1ec7c l\u00e0m.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea1n c\u00f3 th\u1ec3 th\u01b0\u01a1ng l\u01b0\u1ee3ng gi\u00e1 c\u1ea3 cho c\u00f4ng vi\u1ec7c c\u1ee7a m\u00ecnh.<\/span><\/li>\n<\/ul>\n<p>[\/et_pb_toggle][et_pb_toggle title=&#8221;8.2 L\u00e0m sao t\u00f4i bi\u1ebft \u0111\u01b0\u1ee3c m\u00ecnh l\u00e0 nh\u00e2n vi\u00ean?&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;8.2 How Do I Know If I Am An Employee?&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">\u0110\u1ed1i v\u1edbi m\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u v\u00e0 l\u00e0m th\u00eam gi\u1edd, th\u1ea5t nghi\u1ec7p v\u00e0 b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, m\u1ee9c \u0111\u1ed9 ki\u1ec3m so\u00e1t c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u1ed1i v\u1edbi c\u00f4ng vi\u1ec7c c\u1ee7a b\u1ea1n s\u1ebd quy\u1ebft \u0111\u1ecbnh t\u00ecnh tr\u1ea1ng nh\u00e2n vi\u00ean c\u1ee7a b\u1ea1n m\u1ed9t c\u00e1ch h\u1ee3p ph\u00e1p. Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00e0ng c\u00f3 nhi\u1ec1u quy\u1ec1n ki\u1ec3m so\u00e1t th\u00ec b\u1ea1n c\u00e0ng c\u00f3 nhi\u1ec1u kh\u1ea3 n\u0103ng \u0111\u01b0\u1ee3c coi l\u00e0 nh\u00e2n vi\u00ean theo lu\u1eadt. D\u01b0\u1edbi \u0111\u00e2y l\u00e0 m\u1ed9t s\u1ed1 y\u1ebfu t\u1ed1 c\u00f3 th\u1ec3  <\/span>c\u01a1 quan <span style=\"font-weight: 400;\">nh\u00e0 n\u01b0\u1edbc<\/span> <span style=\"font-weight: 400;\">xem x\u00e9t trong vi\u1ec7c x\u00e1c \u0111\u1ecbnh t\u01b0 c\u00e1ch nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp.<\/span>&nbsp;&nbsp;<\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ng\u01b0\u1eddi lao \u0111\u1ed9ng kh\u00f4ng ch\u1ecbu s\u1ef1 ch\u1ec9 \u0111\u1ea1o v\u00e0 ki\u1ec3m so\u00e1t c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u1ed1i v\u1edbi vi\u1ec7c th\u1ef1c hi\u1ec7n d\u1ecbch v\u1ee5.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu c\u00e1c d\u1ecbch v\u1ee5 \u0111\u01b0\u1ee3c cung c\u1ea5p kh\u00f4ng ph\u1ea3i l\u00e0 m\u1ed9t ph\u1ea7n thi\u1ebft y\u1ebfu trong ho\u1ea1t \u0111\u1ed9ng kinh doanh c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 \u0111\u1ecba \u0111i\u1ec3m kinh doanh ri\u00eang bi\u1ec7t ngo\u00e0i ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 t\u00e0i kho\u1ea3n doanh nghi\u1ec7p v\u00e0 n\u1ed9p h\u1ed3 s\u01a1 v\u1edbi Ph\u00f2ng Doanh thu v\u00e0 IRS.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">N\u1ebfu ng\u01b0\u1eddi lao \u0111\u1ed9ng duy tr\u00ec m\u1ed9t b\u1ed9 s\u1ed5 s\u00e1ch v\u00e0 h\u1ed3 s\u01a1 thu nh\u1eadp v\u00e0 chi ph\u00ed ri\u00eang bi\u1ec7t.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin, h\u00e3y xem c\u00e1c t\u1edd th\u00f4ng tin n\u00e0y t\u1eeb Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p (<\/span> <span style=\"font-weight: 400;\"><a href=\"https:\/\/lni.wa.gov\/forms-publications\/F101-063-000.pdf\">https:\/lni.wa.gov\/forms-publications\/F101-063-000.pdf<\/a> ) ho\u1eb7c t\u1edd th\u00f4ng tin n\u00e0y t\u1eeb<\/span>&nbsp; <span style=\"font-weight: 400;\">An ninh Vi\u1ec7c l\u00e0m (<\/span> <a href=\"https:\/\/www.esd.wa.gov\/employer-taxes\/independent-contractors\"><span style=\"font-weight: 400;\">https:\/\/www.esd.wa.gov\/employer-taxes\/independence-contractors<\/span><\/a> <span style=\"font-weight: 400;\">).<\/span>&nbsp;&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1ec3 x\u00e1c \u0111\u1ecbnh ai ph\u1ea3i n\u1ed9p<\/span> thu\u1ebf kh\u1ea5u tr\u1eeb <span style=\"font-weight: 400;\">li\u00ean bang<\/span> <span style=\"font-weight: 400;\">, IRS s\u1eed d\u1ee5ng ba y\u1ebfu t\u1ed1 \u0111\u1ec3 x\u00e1c \u0111\u1ecbnh m\u1ee9c \u0111\u1ed9 ki\u1ec3m so\u00e1t v\u00e0 t\u00ednh \u0111\u1ed9c l\u1eadp c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng\u2014ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u00e0ng c\u00f3 nhi\u1ec1u quy\u1ec1n ki\u1ec3m so\u00e1t th\u00ec ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00e0ng c\u00f3 nhi\u1ec1u kh\u1ea3 n\u0103ng l\u00e0 nh\u00e2n vi\u00ean.<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><b>H\u00e0nh vi<\/b> <span style=\"font-weight: 400;\">: C\u00f4ng ty c\u00f3 ki\u1ec3m so\u00e1t ho\u1eb7c c\u00f3 quy\u1ec1n ki\u1ec3m so\u00e1t nh\u1eefng g\u00ec ng\u01b0\u1eddi lao \u0111\u1ed9ng l\u00e0m v\u00e0 c\u00e1ch th\u1ee9c ng\u01b0\u1eddi lao \u0111\u1ed9ng th\u1ef1c hi\u1ec7n c\u00f4ng vi\u1ec7c c\u1ee7a m\u00ecnh kh\u00f4ng?<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>T\u00e0i ch\u00ednh<\/b><span style=\"font-weight: 400;\">: C\u00e1c kh\u00eda c\u1ea1nh kinh doanh trong c\u00f4ng vi\u1ec7c c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 \u0111\u01b0\u1ee3c ki\u1ec3m so\u00e1t b\u1edfi ng\u01b0\u1eddi tr\u1ea3 ti\u1ec1n kh\u00f4ng? (nh\u1eefng \u0111i\u1ec1u n\u00e0y bao g\u1ed3m nh\u1eefng th\u1ee9 nh\u01b0 c\u00e1ch tr\u1ea3 l\u01b0\u01a1ng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng, chi ph\u00ed c\u00f3 \u0111\u01b0\u1ee3c ho\u00e0n tr\u1ea3 hay kh\u00f4ng, ai cung c\u1ea5p c\u00f4ng c\u1ee5\/v\u1eadt t\u01b0, v.v.)<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>C\u00e1c ki\u1ec3u quan h\u1ec7<\/b><span style=\"font-weight: 400;\">: C\u00f3 h\u1ee3p \u0111\u1ed3ng b\u1eb1ng v\u0103n b\u1ea3n ho\u1eb7c ph\u00fac l\u1ee3i d\u00e0nh cho nh\u00e2n vi\u00ean kh\u00f4ng (v\u00ed d\u1ee5: k\u1ebf ho\u1ea1ch l\u01b0\u01a1ng h\u01b0u, b\u1ea3o hi\u1ec3m, ti\u1ec1n ngh\u1ec9 h\u00e8, v.v.)? Li\u1ec7u m\u1ed1i quan h\u1ec7 c\u00f3 ti\u1ebfp t\u1ee5c kh\u00f4ng v\u00e0 c\u00f4ng vi\u1ec7c c\u00f3 \u0111\u01b0\u1ee3c th\u1ef1c hi\u1ec7n nh\u01b0 m\u1ed9t kh\u00eda c\u1ea1nh quan tr\u1ecdng c\u1ee7a doanh nghi\u1ec7p kh\u00f4ng?<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Theo trang web Nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp c\u1ee7a IRS (<\/span> <a href=\"http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee\"><span style=\"font-weight: 400;\">http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independence-contractor-self-employed-or-employee<\/span><\/a><span style=\"font-weight: 400;\">), kh\u00f4ng c\u00f3 y\u1ebfu t\u1ed1 \u201cma thu\u1eadt\u201d hay s\u1ed1 l\u01b0\u1ee3ng y\u1ebfu t\u1ed1 n\u00e0o \u201ckhi\u1ebfn\u201d ng\u01b0\u1eddi c\u00f4ng nh\u00e2n tr\u1edf th\u00e0nh nh\u00e2n vi\u00ean ho\u1eb7c nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp v\u00e0 kh\u00f4ng c\u00f3 y\u1ebfu t\u1ed1 n\u00e0o \u0111\u1ee9ng ri\u00eang l\u1ebb trong vi\u1ec7c \u0111\u01b0a ra quy\u1ebft \u0111\u1ecbnh n\u00e0y. L\u01b0u \u00fd r\u1eb1ng c\u00f3 th\u1ec3 \u0111\u01b0\u1ee3c g\u1eafn m\u00e1c nh\u00e2n vi\u00ean theo m\u1ed9t ph\u1ea7n c\u1ee7a lu\u1eadt ti\u1ec3u bang ho\u1eb7c li\u00ean bang v\u00e0 l\u00e0 nh\u00e0 th\u1ea7u \u0111\u1ed9c l\u1eadp theo ph\u1ea7n lu\u1eadt kh\u00e1c trong khi th\u1ef1c hi\u1ec7n c\u00f9ng m\u1ed9t c\u00f4ng vi\u1ec7c.<\/span><\/p>\n<h4>Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng chung<\/h4>\n<p>M\u1ed9t s\u1ed1 c\u00f4ng nh\u00e2n c\u00f3 hai ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng h\u1ee3p ph\u00e1p, t\u00ecnh tr\u1ea1ng n\u00e0y \u0111\u01b0\u1ee3c g\u1ecdi l\u00e0 &#8220;Vi\u1ec7c l\u00e0m chung&#8221;. M\u1ed9t v\u00ed d\u1ee5 l\u00e0 m\u1ed9t c\u00f4ng nh\u00e2n \u0111\u01b0\u1ee3c c\u01a1 quan nh\u00e2n s\u1ef1 tr\u1ea3 l\u01b0\u01a1ng, ng\u01b0\u1eddi \u0111\u01b0\u1ee3c ph\u00e2n c\u00f4ng l\u00e0m vi\u1ec7c t\u1ea1i m\u1ed9t c\u00f4ng ty c\u00f4ng ngh\u1ec7, n\u01a1i c\u00f4ng ty c\u00f4ng ngh\u1ec7 gi\u00e1m s\u00e1t ng\u01b0\u1eddi lao \u0111\u1ed9ng h\u00e0ng ng\u00e0y. Trong tr\u01b0\u1eddng h\u1ee3p n\u00e0y, c\u00f4ng ty c\u00f4ng ngh\u1ec7 v\u00e0 c\u01a1 quan tuy\u1ec3n d\u1ee5ng l\u00e0 &#8220;ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng chung&#8221; v\u00e0 c\u1ea3 hai \u0111\u1ec1u ch\u1ecbu tr\u00e1ch nhi\u1ec7m th\u1ef1c hi\u1ec7n c\u00e1c ngh\u0129a v\u1ee5 ph\u00e1p l\u00fd c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng \u0111\u1ed1i v\u1edbi ng\u01b0\u1eddi lao \u0111\u1ed9ng. \u0110\u1ec3 bi\u1ebft th\u00eam th\u00f4ng tin v\u1ec1 Vi\u1ec7c l\u00e0m Chung, h\u00e3y xem <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa14.pdf?utm_medium=email&amp;utm_source=govdelivery\">Ch\u00ednh s\u00e1ch H\u00e0nh ch\u00ednh L&amp;I<\/a> n\u00e0y.[\/et_pb_toggle][et_pb_toggle title=&#8221;8.3 T\u00f4i ngh\u0129 m\u00ecnh \u0111\u00e3 b\u1ecb ph\u00e2n lo\u1ea1i sai. G\u00ec b\u00e2y gi\u1edd?&#8221; open_toggle_text_color=&#8221;#7a152d&#8221; open_toggle_background_color=&#8221;#f7f7f7&#8243; closed_toggle_text_color=&#8221;#f7f7f7&#8243; closed_toggle_background_color=&#8221;#7a152d&#8221; icon_color=&#8221;#dd0e3b&#8221; open_icon_color=&#8221;#dd0e3b&#8221; admin_label=&#8221;8.3 I Think I Have Been Misclassified. What now?&#8221; _builder_version=&#8221;4.16&#8243; title_level=&#8221;h3&#8243; title_font=&#8221;||||||||&#8221; title_font_size=&#8221;25px&#8221; title_line_height=&#8221;1.3em&#8221; body_font=&#8221;||||||||&#8221; body_text_color=&#8221;#7a152d&#8221; border_width_all=&#8221;0px&#8221; icon_color__hover=&#8221;&#8221; icon_color__hover_enabled=&#8221;on&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; open_icon_color__hover_enabled=&#8221;on&#8221; open_icon_color__hover=&#8221;#dd0e3b&#8221;]<span style=\"font-weight: 400;\">Nh\u1eefng g\u00ec b\u1ea1n l\u00e0m ti\u1ebfp theo ph\u1ee5 thu\u1ed9c v\u00e0o nh\u1eefng g\u00ec b\u1ea1n mu\u1ed1n x\u1ea3y ra. H\u00e3y \u0111\u1ecdc ti\u1ebfp \u0111\u1ec3 bi\u1ebft m\u1ed9t s\u1ed1 l\u1ef1a ch\u1ecdn v\u00e0 nh\u1eadn l\u1eddi khuy\u00ean ph\u00e1p l\u00fd t\u1eeb lu\u1eadt s\u01b0 vi\u1ec7c l\u00e0m v\u1ec1 t\u00ecnh hu\u1ed1ng c\u1ee5 th\u1ec3 c\u1ee7a b\u1ea1n. N\u1ebfu b\u1ea1n kh\u00f4ng \u0111\u1ee7 kh\u1ea3 n\u0103ng thu\u00ea lu\u1eadt s\u01b0, h\u00e3y li\u00ean h\u1ec7 v\u1edbi m\u1ed9t trong nh\u1eefng d\u1ecbch v\u1ee5 ph\u00e1p l\u00fd mi\u1ec5n ph\u00ed ho\u1eb7c gi\u1ea3m gi\u00e1 \u0111\u01b0\u1ee3c li\u1ec7t k\u00ea trong ch\u01b0\u01a1ng T\u00e0i nguy\u00ean \u1edf cu\u1ed1i cu\u1ed1n s\u00e1ch n\u00e0y.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n v\u1eabn c\u00f2n vi\u1ec7c l\u00e0m v\u00e0 mu\u1ed1n \u0111\u01b0\u1ee3c ph\u00e2n lo\u1ea1i l\u1ea1i:&nbsp;<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n cho r\u1eb1ng m\u00ecnh \u0111\u00e3 b\u1ecb ph\u00e2n lo\u1ea1i sai do nh\u1ea7m l\u1eabn, b\u1ea1n c\u00f3 th\u1ec3 y\u00eau c\u1ea7u ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ph\u00e2n lo\u1ea1i l\u1ea1i th\u00e0nh nh\u00e2n vi\u00ean. N\u1ebfu c\u00f3 nh\u1eefng nh\u00e2n vi\u00ean kh\u00e1c g\u1eb7p t\u00ecnh hu\u1ed1ng t\u01b0\u01a1ng t\u1ef1, h\u00e3y c\u00f9ng g\u1eb7p ng\u01b0\u1eddi ch\u1ee7 c\u1ee7a b\u1ea1n. \u0110i\u1ec1u n\u00e0y mang l\u1ea1i cho b\u1ea1n s\u1ef1 b\u1ea3o v\u1ec7 nhi\u1ec1u h\u01a1n.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n mu\u1ed1n l\u1ea5y l\u1ea1i ti\u1ec1n l\u01b0\u01a1ng ho\u1eb7c ph\u00fac l\u1ee3i b\u1ecb thi\u1ebfu:<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">N\u1ebfu b\u1ea1n cho r\u1eb1ng m\u00ecnh \u0111\u00e3 b\u1ecb ph\u00e2n lo\u1ea1i sai v\u00e0 mu\u1ed1n xin tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p, b\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng sau khi b\u1ecb th\u01b0\u01a1ng t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c, ti\u1ec1n l\u01b0\u01a1ng ch\u01b0a \u0111\u01b0\u1ee3c tr\u1ea3 ho\u1eb7c ti\u1ec1n cho c\u00e1c chi ph\u00ed li\u00ean quan \u0111\u1ebfn c\u00f4ng vi\u1ec7c ho\u1eb7c n\u1ebfu b\u1ea1n mu\u1ed1n \u0111\u1ea3m b\u1ea3o r\u1eb1ng ch\u1ee7 lao \u0111\u1ed9ng c\u1ee7a b\u1ea1n tr\u1ea3 \u0111\u00fang thu\u1ebf, b\u1ea1n c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i v\u00e0\/ho\u1eb7c khi\u1ebfu n\u1ea1i t\u1ea1i c\u01a1 quan th\u00edch h\u1ee3p. B\u1ea1n s\u1ebd c\u1ea7n phi\u1ebfu l\u01b0\u01a1ng ho\u1eb7c b\u1eb1ng ch\u1ee9ng v\u1ec1 ng\u00e0y v\u00e0 gi\u1edd l\u00e0m vi\u1ec7c.<\/span><\/p>\n<p><b>Th\u1ea5t nghi\u1ec7p:<\/b> <span style=\"font-weight: 400;\">N\u1ed9p \u0111\u01a1n xin tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p (<\/span> <a href=\"https:\/\/esd.wa.gov\/unemployment\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/unemployment<\/span><\/a><span style=\"font-weight: 400;\">) ngay khi b\u1ea1n c\u00f3 th\u1ec3 v\u00e0 C\u1ee5c An ninh Vi\u1ec7c l\u00e0m (ESD) s\u1ebd \u0111i\u1ec1u tra. B\u1ea1n c\u0169ng c\u00f3 th\u1ec3 n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i l\u00ean ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a m\u00ecnh t\u1ea1i Ph\u00f2ng Gian l\u1eadn Thu\u1ebf Ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng c\u1ee7a ESD (<\/span><a href=\"https:\/\/esd.wa.gov\/employer-taxes\/employer-tax-fraud\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/employer-taxes\/employer-tax-fraud<\/span><\/a> <span style=\"font-weight: 400;\">) ho\u1eb7c g\u1ecdi \u0111\u1ebfn s\u1ed1<\/span> <b>(360) 902-9450<\/b> <span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>B\u1ed3i th\u01b0\u1eddng cho ng\u01b0\u1eddi lao \u0111\u1ed9ng\/Ti\u1ec1n l\u01b0\u01a1ng b\u1ecb m\u1ea5t:<\/b> <span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng &amp; C\u00f4ng nghi\u1ec7p, Gian l\u1eadn c\u1ee7a ng\u01b0\u1eddi s\u1eed d\u1ee5ng lao \u0111\u1ed9ng ( <a href=\"https:\/\/lni.wa.gov\/fraud\/\">https:\/\/lni.wa.gov\/fraud\/<\/a><\/span> <span style=\"font-weight: 400;\">),<\/span>&nbsp; <span style=\"font-weight: 400;\">ho\u1eb7c g\u1ecdi<\/span> <b>888-811-5974.<\/b><\/p>\n<p><b>Kh\u1ea5u l\u01b0u thu\u1ebf An sinh x\u00e3 h\u1ed9i\/Medicare:<\/b><span style=\"font-weight: 400;\">  S\u1edf Thu\u1ebf V\u1ee5 1 (800) 829-3676. H\u1ecfi v\u1ec1 vi\u1ec7c n\u1ed9p bi\u1ec3u m\u1eabu X\u00e1c \u0111\u1ecbnh T\u00ecnh tr\u1ea1ng Ng\u01b0\u1eddi lao \u0111\u1ed9ng SS-8: (<\/span><a href=\"http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee\"><span style=\"font-weight: 400;\">http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independence-contractor-self-employed-or-employee<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span>[\/et_pb_toggle][et_pb_text admin_label=&#8221;Divider&#8221; _builder_version=&#8221;4.16&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;20px&#8221; text_line_height=&#8221;1.5em&#8221; custom_margin=&#8221;||20px&#8221; custom_padding=&#8221;0px||&#8221; border_width_bottom=&#8221;1px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=&#8221;your-right-to-organize&#8221; module_class=&#8221;lerc-page-contents&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0|0px|29.6875px|0px|false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column_inner saved_specialty_column_type=&#8221;3_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Resources&#8221; _builder_version=&#8221;4.22.1&#8243; text_font=&#8221;||||||||&#8221; text_font_size=&#8221;18px&#8221; text_line_height=&#8221;1.5em&#8221; header_font=&#8221;||||||||&#8221; header_line_height=&#8221;1.4em&#8221; header_2_font=&#8221;||||||||&#8221; header_2_font_size=&#8221;35px&#8221; header_2_line_height=&#8221;1.2em&#8221; custom_margin=&#8221;|||20px&#8221; border_color_bottom=&#8221;#d1d1d1&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2>T\u00e0i nguy\u00ean<\/h2>\n<h3><strong>Ngu\u1ed3n l\u1ef1c ph\u00e1p l\u00fd<\/strong><\/h3>\n<p><strong>Tr\u1ee3 gi\u00fap ph\u00e1p l\u00fd mi\u1ec5n ph\u00ed ho\u1eb7c chi ph\u00ed th\u1ea5p<\/strong><\/p>\n<p><span style=\"font-weight: 400;\"><strong>D\u1ef1 \u00e1n T\u01b0 ph\u00e1p T\u00e2y B\u1eafc<\/strong> &#8211; (<\/span> <a href=\"https:\/\/nwjustice.org\/get-legal-help\"><span style=\"font-weight: 400;\">https:\/\/nwjustice.org\/get-legal-help<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><strong>Hi\u1ec7p h\u1ed9i Lu\u1eadt s\u01b0 Bang Washington &#8211; Ch\u01b0\u01a1ng tr\u00ecnh Ph\u01b0\u01a1ng ti\u1ec7n \u00d4n h\u00f2a<\/strong> <span style=\"font-weight: 400;\">(<\/span> <a href=\"https:\/\/www.wsba.org\/connect-serve\/volunteer-opportunities\/mmp\/mmpclients\"><span style=\"font-weight: 400;\">https:\/\/www.wsba.org\/connect-serve\/volunteer-opportunities\/mmp\/mmpclients<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><strong>D\u1ef1 \u00e1n Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi nh\u1eadp c\u01b0 T\u00e2y B\u1eafc<\/strong> <span style=\"font-weight: 400;\">(<\/span> <a href=\"https:\/\/www.nwirp.org\/\"><span style=\"font-weight: 400;\">https:\/\/www.nwirp.org\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><strong>D\u1ecbch v\u1ee5 ph\u00e1p l\u00fd Columbia<\/strong> <a href=\"https:\/\/columbialegal.org\">(https:\/\/columbialegal.org)<\/a><\/p>\n<h4><strong>T\u00ecm lu\u1eadt s\u01b0<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">M\u1ed9t s\u1ed1 ngu\u1ed3n l\u1ef1c \u0111\u1ec3 t\u00ecm m\u1ed9t lu\u1eadt s\u01b0 vi\u1ec7c l\u00e0m:<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>Hi\u1ec7p h\u1ed9i Lu\u1eadt s\u01b0 Vi\u1ec7c l\u00e0m Washington<\/strong> (<\/span> <a href=\"https:\/\/welalaw.org\/\"><span style=\"font-weight: 400;\">https:\/\/welalaw.org\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\"><strong>Hi\u1ec7p h\u1ed9i C\u00f4ng l\u00fd Bang Washington &#8211; T\u00ecm Lu\u1eadt s\u01b0<\/strong> (<\/span> <a href=\"https:\/\/www.washingtonjustice.org\/index.cfm?pg=FindAnAttorney\"><span style=\"font-weight: 400;\">https:\/\/www.washingtonjustice.org\/index.cfm?pg=FindAnAttorney<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\"><strong>Hi\u1ec7p h\u1ed9i Lu\u1eadt s\u01b0 Ti\u1ec3u bang Washington &#8211; T\u00ecm Tr\u1ee3 gi\u00fap Ph\u00e1p l\u00fd<\/strong> (<\/span> <a href=\"https:\/\/www.wsba.org\/for-the-public\/find-legal-help\"><span style=\"font-weight: 400;\">https:\/\/www.wsba.org\/for-the-public\/find-legal-help<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<h3><strong>C\u01a1 quan \u0111\u1ecba ph\u01b0\u01a1ng<\/strong><\/h3>\n<h4><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng Ti\u00eau chu\u1ea9n Lao \u0111\u1ed9ng Seattle<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Th\u1ef1c hi\u1ec7n c\u00e1c ti\u00eau chu\u1ea9n lao \u0111\u1ed9ng c\u1ee7a Seattle bao g\u1ed3m M\u1ee9c l\u01b0\u01a1ng t\u1ed1i thi\u1ec3u, Th\u1eddi gian an to\u00e0n v\u00e0 ngh\u1ec9 \u1ed1m \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng, Tr\u1ed9m c\u1eafp ti\u1ec1n l\u01b0\u01a1ng, b\u1ea3o v\u1ec7 t\u00e0i x\u1ebf TNC (Uber v\u00e0 Lyft) v\u00e0 Vi\u1ec7c l\u00e0m C\u01a1 h\u1ed9i C\u00f4ng b\u1eb1ng (s\u1eed d\u1ee5ng h\u1ed3 s\u01a1 k\u1ebft \u00e1n\/b\u1eaft gi\u1eef trong c\u00f4ng vi\u1ec7c).<\/span><span style=\"font-weight: 400;\"> <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u0110\u1eb7t c\u00e2u h\u1ecfi ho\u1eb7c n\u1ed9p \u0111\u01a1n khi\u1ebfu n\u1ea1i:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">G\u1ecdi (206) 256-5297, Gi\u1edd: Th\u1ee9 Hai \u0111\u1ebfn Th\u1ee9 S\u00e1u, 8 gi\u1edd s\u00e1ng \u0111\u1ebfn 5 gi\u1edd chi\u1ec1u<br \/><\/span><\/p>\n<p><span style=\"font-weight: 400;\">810 \u0110\u1ea1i l\u1ed9 s\u1ed1 3, Suite 375,<\/span> <span style=\"font-weight: 400;\">Seattle, WA 98104-1627<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trang web:<\/span> <a href=\"https:\/\/www.seattle.gov\/laborstandards\">https:\/\/www.seattle.gov\/laborstandards<\/a> <span style=\"font-weight: 400;\">G\u1eedi tin nh\u1eafn qua<\/span> <a href=\"https:\/\/laborinquiry.seattle.gov\/employee-inquiry\/\"><span style=\"font-weight: 400;\">M\u1eabu Web<\/span><\/a> c\u1ee7a ch\u00fang t\u00f4i<\/p>\n<h4><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng D\u00e2n quy\u1ec1n Seattle (OCR)<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">OCR th\u1ef1c thi lu\u1eadt ch\u1ed1ng ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed b\u1ea5t h\u1ee3p ph\u00e1p trong vi\u1ec7c l\u00e0m, nh\u00e0 \u1edf, ch\u1ed7 \u1edf c\u00f4ng c\u1ed9ng v\u00e0 h\u1ee3p \u0111\u1ed3ng trong ph\u1ea1m vi th\u00e0nh ph\u1ed1 Seattle.<br \/><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><a href=\"http:\/\/www.seattle.gov\/civilrights\">http:\/\/www.seattle.gov\/civilrights<\/a> ho\u1eb7c g\u1ecdi (206) 684-4500<br \/><\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ti\u00eau chu\u1ea9n Vi\u1ec7c l\u00e0m c\u1ee7a Th\u00e0nh ph\u1ed1 SeaTac<\/span><\/h4>\n<p><a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\"><span style=\"font-weight: 400;\">http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Ti\u00eau chu\u1ea9n Vi\u1ec7c l\u00e0m c\u1ee7a Th\u00e0nh ph\u1ed1 Tacoma<\/span><\/h4>\n<p><a href=\"https:\/\/www.cityoftacoma.org\/cms\/one.aspx?portalId=169&amp;pageId=93477\">https:\/\/www.cityoftacoma.org\/cms\/one.aspx?portalId=169&amp;pageId=93477<\/a><\/p>\n<h4><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng C\u01a1 h\u1ed9i Vi\u1ec7c l\u00e0m B\u00ecnh \u0111\u1eb3ng Th\u00e0nh ph\u1ed1 Tacoma<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng C\u01a1 h\u1ed9i Vi\u1ec7c l\u00e0m B\u00ecnh \u0111\u1eb3ng (EEO) c\u1ee7a Tacoma t\u1ea1o c\u01a1 h\u1ed9i cho nh\u00e2n vi\u00ean v\u00e0 ng\u01b0\u1eddi n\u1ed9p \u0111\u01a1n xin vi\u1ec7c trong gi\u1edbi h\u1ea1n c\u1ee7a Th\u00e0nh ph\u1ed1 Tacoma khi\u1ebfu n\u1ea1i v\u1ec1 s\u1ef1 ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed v\u00e0 c\u0169ng b\u1ea3o v\u1ec7 h\u1ecd kh\u1ecfi b\u1ecb tr\u1ea3 th\u00f9 khi h\u1ecd khi\u1ebfu n\u1ea1i EEO ho\u1eb7c h\u1ee3p t\u00e1c trong c\u00e1c cu\u1ed9c \u0111i\u1ec1u tra v\u1ec1 EEO.<\/span> <a href=\"https:\/\/www.cityoftacoma.org\/government\/city_departments\/human_resources\/equal_employment_opportunity\"><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng EEO c\u1ee7a Th\u00e0nh ph\u1ed1 Tacoma<\/span><\/a> <span style=\"font-weight: 400;\">G\u1ecdi (253) 591-5420<\/span><\/p>\n<h3><strong>C\u01a1 quan nh\u00e0 n\u01b0\u1edbc<\/strong><\/h3>\n<p>&nbsp;<\/p>\n<h4><span style=\"font-weight: 400;\">B\u1ed9 Lao \u0111\u1ed9ng v\u00e0 C\u00f4ng nghi\u1ec7p (L&amp;I)<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea3o v\u1ec7 s\u1ee9c kh\u1ecfe v\u00e0 s\u1ef1 an to\u00e0n c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">\u0110\u1ea3m b\u1ea3o ch\u0103m s\u00f3c y t\u1ebf v\u00e0 h\u1ed7 tr\u1ee3 t\u00e0i ch\u00ednh cho ng\u01b0\u1eddi lao \u0111\u1ed9ng b\u1ecb th\u01b0\u01a1ng<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">B\u1ea3o v\u1ec7 ti\u1ec1n l\u01b0\u01a1ng, gi\u1edd l\u00e0m, th\u1eddi gian ngh\u1ec9 gi\u1ea3i lao v\u00e0 h\u01a1n th\u1ebf n\u1eefa c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">T\u00e0i nguy\u00ean tr\u1ef1c tuy\u1ebfn c\u1ee7a L&amp;I:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ph\u1ea7n Quy\u1ec1n t\u1ea1i N\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a L&amp;I (<\/span> <a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">) Ch\u1ecdn Tab Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng<\/span> <span style=\"font-weight: 400;\"><br \/><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ph\u1ea7n An to\u00e0n v\u00e0 S\u1ee9c kh\u1ecfe L&amp;I<\/span> <span style=\"font-weight: 400;\">(<\/span> <a href=\"https:\/\/www.lni.wa.gov\/safety-health\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">) Ch\u1ecdn Tab An to\u00e0n v\u00e0 S\u1ee9c kh\u1ecfe<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ph\u1ea7n B\u1ed3i th\u01b0\u1eddng cho C\u00f4ng nh\u00e2n L&amp;I (C\u00f4ng nh\u00e2n b\u1ecb th\u01b0\u01a1ng)<\/span> <span style=\"font-weight: 400;\">(<\/span> <a href=\"https:\/\/lni.wa.gov\/claims\/for-employers\/injured-worker-what-you-need-to-know\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">B\u1ea3n \u0111\u1ed3 \u0110\u1ecba \u0111i\u1ec3m V\u0103n ph\u00f2ng L&amp;I (t\u1ea3i xu\u1ed1ng b\u1ea3n PDF) ( <a href=\"https:\/\/lni.wa.gov\/agency\/contact\/#office-locations\">https:\/\/lni.wa.gov\/agency\/contact\/#office-locations<\/a> )<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&amp;I C\u00e1c s\u1ed1 th\u01b0\u1eddng g\u1ecdi:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng Th\u00f4ng tin v\u00e0 H\u1ed7 tr\u1ee3 L&amp;I (khi\u1ebfu n\u1ea1i)<\/span><\/td>\n<td>\n<h5><b>800-547-8367 (800-LISTEN<\/b><\/h5>\n<\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Worker&#8217; Comp &#8211; th\u00f4ng tin y\u00eau c\u1ea7u t\u1ef1 \u0111\u1ed9ng<\/span><\/td>\n<td><b>1-800-831-5227<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Quy\u1ec1n c\u00f4ng d\u00e2n<\/span><\/td>\n<td><b>1-855-682-0778<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">B\u1ed3i th\u01b0\u1eddng n\u1ea1n nh\u00e2n t\u1ed9i ph\u1ea1m<\/span><\/td>\n<td><b>1-800-762-3716<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Ti\u00eau chu\u1ea9n vi\u1ec7c l\u00e0m\/quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c<\/span><\/td>\n<td><b>1-866-219-7321<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">L\u01b0\u01a1ng hi\u1ec7n h\u00e0nh<\/span><\/td>\n<td><b>1-855-545-8163<\/b><\/td>\n<\/tr>\n<tr>\n<td>B\u00e1o c\u00e1o tr\u01b0\u1eddng h\u1ee3p t\u1eed vong v\u00e0 th\u01b0\u01a1ng t\u00edch nghi\u00eam tr\u1ecdng <span style=\"font-weight: 400;\">c\u1ea7n nh\u1eadp vi\u1ec7n trong v\u00f2ng<\/span> 8 gi\u1edd<\/td>\n<td><b>1-800-423-7233, L\u1ef1a ch\u1ecdn 1<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">An toan va kho\u0309e ma\u0323nh<\/span><\/td>\n<td><b>1-800-423-7233<\/b><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">C\u1ee5c An ninh Vi\u1ec7c l\u00e0m WA (ESD) &#8211; th\u1ea5t nghi\u1ec7p (<\/span> <a href=\"https:\/\/esd.wa.gov\/unemployment\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/unemployment<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\">\u1ee6y ban Nh\u00e2n quy\u1ec1n WA &#8211; ph\u00e2n bi\u1ec7t \u0111\u1ed1i x\u1eed (<\/span> <a href=\"https:\/\/www.hum.wa.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.hum.wa.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\">\u1ee6y ban Quan h\u1ec7 Vi\u1ec7c l\u00e0m C\u00f4ng c\u1ed9ng WA (PERC) (<\/span> <a href=\"https:\/\/perc.wa.gov\/\"><span style=\"font-weight: 400;\">https:\/\/perc.wa.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <b> <\/b><\/p>\n<p><span style=\"font-weight: 400;\">WorkSource Washington (<\/span> <a href=\"https:\/\/worksourcewa.com\/\"><span style=\"font-weight: 400;\">https:\/\/worksourcewa.com\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\">V\u0103n ph\u00f2ng B\u1ed9 tr\u01b0\u1edfng T\u01b0 ph\u00e1p Ti\u1ec3u bang WA, Ph\u00f2ng D\u00e2n quy\u1ec1n (<\/span> <a href=\"https:\/\/www.atg.wa.gov\/wing-luke-civil-rights-division\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/wing-luke-civil-rights-division<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<h3><strong>C\u00e1c c\u01a1 quan li\u00ean bang<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">B\u1ed9 Lao \u0111\u1ed9ng\u2013 ti\u1ec1n l\u01b0\u01a1ng &amp; gi\u1edd, ngh\u1ec9 ph\u00e9p y t\u1ebf (<\/span> <a href=\"https:\/\/www.dol.gov\/WHD\/workers.htm#complaint\"><span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/WHD\/workers.htm#complaint<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\">\u1ee6y ban Quan h\u1ec7 Lao \u0111\u1ed9ng Qu\u1ed1c gia \u2013 c\u00e1c v\u1ea5n \u0111\u1ec1 v\u1ec1 c\u00f4ng \u0111o\u00e0n<\/span> <span style=\"font-weight: 400;\">(<\/span> <a href=\"https:\/\/www.nlrb.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.nlrb.gov\/<\/span><\/a> <span style=\"font-weight: 400;\">)<\/span> <\/p>\n<p><span style=\"font-weight: 400;\">C\u01a1 quan Quan h\u1ec7 Lao \u0111\u1ed9ng Li\u00ean bang \u2013 c\u00e1c v\u1ea5n \u0111\u1ec1 c\u1ee7a nh\u00e2n vi\u00ean li\u00ean bang<\/span> <a href=\"https:\/\/www.flra.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.flra.gov\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<p><span style=\"font-weight: 400;\">C\u01a1 quan Qu\u1ea3n l\u00fd An to\u00e0n v\u00e0 S\u1ee9c kh\u1ecfe Ngh\u1ec1 nghi\u1ec7p (OSHA)<\/span> <a href=\"https:\/\/www.osha.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.osha.gov\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u1ee6y ban C\u01a1 h\u1ed9i Vi\u1ec7c l\u00e0m B\u00ecnh \u0111\u1eb3ng (EEOC)<\/span> <a href=\"https:\/\/www.eeoc.gov\/\">https:\/\/www.eeoc.gov\/<\/a><\/p>\n<p><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h3><strong>C\u1ed9ng \u0111\u1ed3ng \/ Lao \u0111\u1ed9ng \/ T\u1ed5 ch\u1ee9c phi l\u1ee3i nhu\u1eadn<\/strong><\/h3>\n<h4><span style=\"font-weight: 400;\">Casa Latina<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Trung t\u00e2m lao \u0111\u1ed9ng ban ng\u00e0y v\u00e0 ng\u01b0\u1eddi lao \u0111\u1ed9ng, gi\u00e1o d\u1ee5c v\u00e0 b\u1ea3o v\u1ec7 quy\u1ec1n l\u1ee3i c\u1ee7a ng\u01b0\u1eddi lao \u0111\u1ed9ng c\u00f3 tr\u1ee5 s\u1edf t\u1ea1i Seattle.  <\/span><a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Li\u00ean \u0111o\u00e0n t\u00e0i x\u1ebf<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Hi\u1ec7p h\u1ed9i t\u00e0i x\u1ebf cho c\u00e1c c\u00f4ng ty d\u1ef1a tr\u00ean \u1ee9ng d\u1ee5ng kh\u00e1c nhau nh\u1eb1m th\u00fac \u0111\u1ea9y s\u1ef1 c\u00f4ng b\u1eb1ng, c\u00f4ng b\u1eb1ng v\u00e0 minh b\u1ea1ch trong ng\u00e0nh v\u1eadn t\u1ea3i c\u00e1 nh\u00e2n c\u1ee7a Washington.  <\/span><a href=\"https:\/\/www.driversunionwa.org\/\">https:\/\/www.driversunionwa.org\/<\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Ban t\u1ed5 ch\u1ee9c n\u01a1i l\u00e0m vi\u1ec7c kh\u1ea9n c\u1ea5p (EWOC)<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">B\u1ea1n mu\u1ed1n t\u1ed5 ch\u1ee9c n\u01a1i l\u00e0m vi\u1ec7c c\u1ee7a m\u00ecnh nh\u01b0ng kh\u00f4ng bi\u1ebft b\u1eaft \u0111\u1ea7u t\u1eeb \u0111\u00e2u? H\u00e3y xem d\u1ef1 \u00e1n chung n\u00e0y c\u1ee7a \u0110\u1ea3ng X\u00e3 h\u1ed9i D\u00e2n ch\u1ee7 Hoa K\u1ef3 (DSA) v\u00e0 Hi\u1ec7p h\u1ed9i C\u00f4ng nh\u00e2n \u0110i\u1ec7n, V\u00f4 tuy\u1ebfn v\u00e0 M\u00e1y m\u00f3c Hoa K\u1ef3 (UE) \u0111\u1ec3 x\u00e2y d\u1ef1ng m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh t\u1ed5 ch\u1ee9c c\u1ea5p c\u01a1 s\u1edf, ph\u00e2n t\u00e1n nh\u1eb1m h\u1ed7 tr\u1ee3 m\u1ecdi ng\u01b0\u1eddi t\u1ed5 ch\u1ee9c t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c.  <a href=\"https:\/\/workerorganizing.org\/\">https:\/\/workerorganizing.org\/<\/a><\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Gia \u0111\u00ecnh Unidas b\u1edfi La Justicia (FUJ)<br \/><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">M\u1ed9t c\u00f4ng \u0111o\u00e0n t\u1ed5 ch\u1ee9c c\u00e1c c\u00f4ng nh\u00e2n n\u00f4ng tr\u1ea1i \u1edf Bang Washington v\u00e0 l\u00e0 c\u00f4ng \u0111o\u00e0n \u0111\u1ea7u ti\u00ean do c\u00f4ng nh\u00e2n b\u1ea3n \u0111\u1ecba \u1edf Washington l\u00e3nh \u0111\u1ea1o. FUJ l\u00e0 m\u1ed9t ch\u01b0\u01a1ng tr\u00ecnh c\u1ee7a C\u1ed9ng \u0111\u1ed3ng v\u1edbi c\u1ed9ng \u0111\u1ed3ng (C2C), m\u1ed9t t\u1ed5 ch\u1ee9c x\u00e2y d\u1ef1ng c\u1ed9ng \u0111\u1ed3ng v\u00e0 c\u00f4ng b\u1eb1ng th\u1ef1c ph\u1ea9m c\u00f3 tr\u1ee5 s\u1edf t\u1ea1i Bellingham, WA.  <\/span><a href=\"https:\/\/familiasunidasjusticia.com\/\">https:\/\/familiasunidasjusticia.com\/<\/a><\/p>\n<h4><span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng MLK<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Lao \u0111\u1ed9ng MLK (tr\u01b0\u1edbc \u0111\u00e2y l\u00e0 H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Qu\u1eadn Martin Luther King) l\u00e0 c\u01a1 quan trung \u01b0\u01a1ng c\u1ee7a c\u00e1c t\u1ed5 ch\u1ee9c lao \u0111\u1ed9ng \u1edf Qu\u1eadn King, Washington v\u00e0 \u0111\u01b0\u1ee3c li\u00ean k\u1ebft v\u1edbi AFL-CIO qu\u1ed1c gia. S\u1ee9 m\u1ec7nh c\u1ee7a MLK Labour l\u00e0 h\u1ee3p nh\u1ea5t c\u00e1c t\u1ed5 ch\u1ee9c lao \u0111\u1ed9ng \u1edf Qu\u1eadn King \u0111\u1ec3 x\u00e2y d\u1ef1ng quy\u1ec1n l\u1ef1c v\u00e0 s\u1ee9c m\u1ea1nh cho t\u1ea5t c\u1ea3 ng\u01b0\u1eddi lao \u0111\u1ed9ng.  <\/span><a href=\"http:\/\/mlklabor.org\/\"><span style=\"font-weight: 400;\">http:\/\/mlklabor.org\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">M\u1ea1ng l\u01b0\u1edbi \u0110o\u00e0n k\u1ebft Ng\u01b0\u1eddi nh\u1eadp c\u01b0 Washington (WAISN)<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">S\u1ee9 m\u1ec7nh c\u1ee7a WAISN l\u00e0 b\u1ea3o v\u1ec7 v\u00e0 n\u00e2ng cao s\u1ee9c m\u1ea1nh c\u1ee7a c\u1ed9ng \u0111\u1ed3ng ng\u01b0\u1eddi nh\u1eadp c\u01b0 v\u00e0 ng\u01b0\u1eddi t\u1ecb n\u1ea1n. WAISN gi\u00e1o d\u1ee5c v\u00e0 huy \u0111\u1ed9ng tr\u00ean to\u00e0n ti\u1ec3u bang \u0111\u1ec3 \u1ee7ng h\u1ed9 v\u00e0 b\u1ea3o v\u1ec7 quy\u1ec1n v\u00e0 ph\u1ea9m gi\u00e1 c\u1ee7a t\u1ea5t c\u1ea3 ng\u01b0\u1eddi nh\u1eadp c\u01b0 v\u00e0 ng\u01b0\u1eddi t\u1ecb n\u1ea1n.  <\/span><a href=\"https:\/\/waimmigrantsolidaritynetwork.org\/\"><span style=\"font-weight: 400;\">https:\/\/waimmigrantsolidaritynetwork.org\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington (WSLC)<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">H\u1ed9i \u0111\u1ed3ng Lao \u0111\u1ed9ng Bang Washington, AFL-CIO, \u0111\u1ea1i di\u1ec7n v\u00e0 cung c\u1ea5p d\u1ecbch v\u1ee5 cho h\u00e0ng tr\u0103m c\u00f4ng \u0111o\u00e0n \u0111\u1ecba ph\u01b0\u01a1ng tr\u00ean kh\u1eafp bang Washington. C\u00e1c ch\u01b0\u01a1ng tr\u00ecnh c\u1ed1t l\u00f5i c\u1ee7a WSLC l\u00e0 v\u1eadn \u0111\u1ed9ng l\u1eadp ph\u00e1p, h\u00e0nh \u0111\u1ed9ng ch\u00ednh tr\u1ecb, truy\u1ec1n th\u00f4ng v\u00e0 quan h\u1ec7 truy\u1ec1n th\u00f4ng, c\u00f9ng v\u1edbi vi\u1ec7c h\u1ed7 tr\u1ee3 t\u1ed5 ch\u1ee9c c\u00e1c chi\u1ebfn d\u1ecbch.  <\/span><a href=\"http:\/\/www.wslc.org\/\"><span style=\"font-weight: 400;\">http:\/\/www.wslc.org\/<\/span><\/a><span style=\"font-weight: 400;\"> <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">\u0110ang l\u00e0m vi\u1ec7c \u1edf Washington<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Working Washington l\u00e0 m\u1ed9t t\u1ed5 ch\u1ee9c c\u00f4ng nh\u00e2n to\u00e0n ti\u1ec3u bang \u0111\u1ea5u tranh \u0111\u1ec3 t\u0103ng l\u01b0\u01a1ng, c\u1ea3i thi\u1ec7n ti\u00eau chu\u1ea9n lao \u0111\u1ed9ng v\u00e0 thay \u0111\u1ed5i cu\u1ed9c tr\u00f2 chuy\u1ec7n v\u1ec1 s\u1ef1 gi\u00e0u c\u00f3, b\u1ea5t b\u00ecnh \u0111\u1eb3ng v\u00e0 gi\u00e1 tr\u1ecb c\u1ee7a c\u00f4ng vi\u1ec7c.<\/span> <a href=\"http:\/\/www.workingwa.org\/\"><span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/<\/span><\/a><\/p>\n<p>[\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][\/et_pb_column][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>C\u1ea9m nang v\u1ec1 Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng Ti\u1ec3u bang Washington Phi\u00ean b\u1ea3n th\u1ee9 5 &#8211; C\u1eadp nh\u1eadt n\u0103m 2023 \u1ea4n b\u1ea3n th\u1ee9 5 Bi\u00ean t\u1eadp b\u1edfi: David West v\u00e0 Elena Perez. \u0110\u01b0\u1ee3c c\u1eadp nh\u1eadt v\u00e0o n\u0103m 2023 b\u1edfi Alex Bacon.M\u1ee5c l\u1ee5c<div id=\"lerc-table-of-contents\"><\/div>Gi\u1edbi thi\u1ec7u v\u1ec1 Trung t\u00e2m Nghi\u00ean c\u1ee9u v\u00e0 Gi\u00e1o d\u1ee5c Lao \u0111\u1ed9ng WashingtonS\u1ee9 m\u1ec7nh [&hellip;]<\/p>\n","protected":false},"author":13,"featured_media":5603,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"open","template":"","meta":{"_acf_changed":false,"nf_dc_page":"","_et_pb_use_builder":"on","_et_pb_old_content":"[et_pb_section fb_built=\"1\" custom_padding_last_edited=\"on|phone\" _builder_version=\"3.24\" background_color=\"#dd0e3b\" custom_margin_tablet=\"\" custom_margin_phone=\"0px||\" custom_margin_last_edited=\"on|phone\" custom_padding_tablet=\"\" custom_padding_phone=\"30px||80px\" hover_enabled=\"0\" global_colors_info=\"{}\" sticky_enabled=\"0\"][et_pb_row _builder_version=\"3.25\" custom_padding=\"||0px|||\" hover_enabled=\"0\" global_colors_info=\"{}\" sticky_enabled=\"0\"][et_pb_column type=\"4_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Text\" _builder_version=\"4.7.5\" text_font=\"||||||||\" text_text_color=\"#eeeeee\" header_font=\"||||||||\" header_text_align=\"center\" header_text_color=\"#f7f7f7\" header_font_size=\"45px\" header_line_height=\"1.2em\" header_5_font=\"||||||||\" header_5_text_align=\"center\" header_5_text_color=\"#ff8a93\" header_5_font_size=\"25px\" text_orientation=\"center\" hover_enabled=\"0\" header_font_size_tablet=\"\" header_font_size_phone=\"35px\" header_font_size_last_edited=\"on|phone\" text_text_align=\"center\" global_colors_info=\"{}\" sticky_enabled=\"0\"]\r\n<h1>Washington State Workers' Rights Manual<\/h1>\r\n<h5>5th Edition - Updated for 2021<\/h5>\r\n5th Edition Edited and Updated By: David West and Elena Perez\r\n\r\n[\/et_pb_text][et_pb_code disabled_on=\"off|off|off\" module_class=\"lerc-buttons-code\" _builder_version=\"4.5.1\" text_orientation=\"center\" global_colors_info=\"{}\"]\r\n<div class=\"et_pb_button_module_wrapper\"><button id=\"print-page\" class=\"et_pb_button\">Print The Manual<\/button><\/div>\r\n<!-- [et_pb_line_break_holder] -->\r\n<div class=\"et_pb_button_module_wrapper\"><a class=\"et_pb_button\" href=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2020\/07\/Manual-de-derechos-de-los-trabajadores-de-Washington-2020.19.06.pdf\">Download PDF in Spanish<\/a><\/div>\r\n<!-- [et_pb_line_break_holder] -->\r\n<div class=\"et_pb_button_module_wrapper\"><a class=\"et_pb_button\" href=\"https:\/\/rightsatworkwa.org\/wp-content\/uploads\/2020\/07\/Washington-Workers-Rights-Manual-2020.06.19.pdf\">Download PDF in English<\/a><\/div>\r\n<!-- [et_pb_line_break_holder] --><script><!-- [et_pb_line_break_holder] -->function myFunction() {<!-- [et_pb_line_break_holder] --> window.print();<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><\/script>[\/et_pb_code][et_pb_code disabled_on=\"on|on|on\" _builder_version=\"4.5.1\" text_orientation=\"center\" disabled=\"on\" global_colors_info=\"{}\"]\r\n<div class=\"et_pb_button_module_wrapper\"><button id=\"print-page\" class=\"et_pb_button\">Print The Manual<\/button><\/div>\r\n<!-- [et_pb_line_break_holder] --><script><!-- [et_pb_line_break_holder] -->function myFunction() {<!-- [et_pb_line_break_holder] --> window.print();<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] --><\/script>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\"1\" specialty=\"on\" padding_top_1=\"0px\" module_id_2=\"lerc-page-contents\" module_class_1=\"lerc-toc-desktop-wrapper\" custom_css_main_1=\"background-color: #eeeeee;||box-shadow: 6px 6px 18px 0px rgba(0,0,0,0.3);||min-height: 500px;||position: sticky;||top: 140px;\" _builder_version=\"3.24\" background_color=\"#f7f7f7\" inner_max_width=\"80%\" custom_padding=\"60px|0px|54px|0px|false|false\" use_custom_width=\"on\" width_unit=\"off\" global_colors_info=\"{}\"][et_pb_column type=\"1_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" header_4_font=\"||||||||\" header_4_text_color=\"#f7f7f7\" background_color=\"#7a152d\" custom_margin=\"||0px\" custom_padding=\"20px|20px|10px|20px\" hover_enabled=\"0\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\" sticky_enabled=\"0\"]\r\n<h4>Table of Contents<\/h4>\r\n[\/et_pb_text][et_pb_code admin_label=\"TOC Code\" _builder_version=\"3.24\" custom_padding=\"|||10px\" global_colors_info=\"{}\"][lerc_show_toc_outline][\/et_pb_code][\/et_pb_column][et_pb_column type=\"3_4\" specialty_columns=\"3\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_row_inner module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_image src=\"\/wp-content\/uploads\/2019\/07\/LERC-SSC-Logo.png\" align=\"center\" admin_label=\"LERC logo\" _builder_version=\"3.24\" width=\"200px\" animation_direction=\"bottom\" global_colors_info=\"{}\"][\/et_pb_image][et_pb_text admin_label=\"About LERC\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2>About the Washington Labor Education and Research Center<\/h2>\r\n[\/et_pb_text][et_pb_text admin_label=\"About LERC Body\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The mission of the Washington State Labor Education and Research Center is to deliver high-quality education and training programs for the working women and men of Washington State. In addition to publishing this manual\/website, the Labor Center builds the skills, confidence and knowledge workers need to improve their work lives and their communities, and promote a just economy through collective action. As a unique program within higher education in the state, we use the best practices of adult education to serve our dynamic and diverse labor force.<\/span><\/p>\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The Washington State Labor Education and Research Center<\/span><\/p>\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">SCC Georgetown Campus<\/span><\/p>\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">6737 Corson Ave S, Seattle, WA 98108, Building B Room 106<\/span><\/p>\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Phone: <a href=\"tel:206-934-6671\">206.934.6671<\/a><\/span><\/p>\r\n<p style=\"text-align: left;\">Website: <a href=\"http:\/\/WaLaborCenter.org\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">http:\/\/WaLaborCenter.org\/<\/span><\/a><\/p>\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Acknowledgements\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2>Acknowledgements<\/h2>\r\n[\/et_pb_text][et_pb_text admin_label=\"Acknowledgements Body\" _builder_version=\"4.0.9\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">This manual is truly the work of many dedicated individuals and organizations. Thank you to Elena Perez, who conceived and developed the new basic rights framework used in this manual for the <\/span><b>RightsAtWorkWA<\/b><span style=\"font-weight: 400;\"> project. A big thank you to Andra Kranzler at <a href=\"https:\/\/www.fairworkcenter.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Fair Work Center<\/a>, Charlie Lapham at <a href=\"http:\/\/mlklabor.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">MLK Labor<\/a>, David Groves at the <a href=\"http:\/\/www.wslc.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">WA State Labor Council<\/a>, Marcos Martinez at <a href=\"https:\/\/casa-latina.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Casa Latina<\/a>, and Sage Wilson at <a href=\"http:\/\/www.workingwa.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Working Washington<\/a>, who all contributed ideas and suggestions to the process. Thanks to the <a href=\"http:\/\/www.story2designs.com\" target=\"_blank\" rel=\"noopener noreferrer\">Story 2 Designs<\/a> team who wrestled with and successfully integrated online and mobile versions with this manual. <\/span>This project grew out of Professors Sarah Ryan and Arleen Sandifer\u2019s class <em>Justice at Work, <\/em>taught at Evergreen State College in 2005. Their students researched the information for the manual\u2019s first edition in 2007. Thanks to all the work done by former Labor Center staff, including Nina Triffleman, who produced the first two editions, and Kia Sanger, who carried the concept forward and produced revised editions in 2014 and 2015. This 5th edition is current as of January 2021.<\/p>\r\n\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Preface\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2>Preface<\/h2>\r\n[\/et_pb_text][et_pb_text admin_label=\"Preface Body\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n\r\n<span style=\"font-weight: 400;\">This online version of the Workers\u2019 Rights Manual is written to be an easy-to-use reference guide to workplace rights covered by federal, state and local laws. However, this is not a substitute for legal advice. If you need practical legal assistance, please contact an attorney or one of the community services listed in the resources chapter at the end of the manual.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you want a copy of this manual, and are unable to download and print it from the website, or if you want your organization added to the resource section, please contact us at the Labor Center. The Labor Center takes no responsibility for any content in the linked materials.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">We hope this latest online guide is useful--please give us feedback using the comment form at <\/span><a href=\"https:\/\/rightsatworkwa.org\/\"><b><i>RightsAtWorkWA.org<\/i><\/b><\/a><span style=\"font-weight: 400;\">.\u00a0\u00a0\u00a0<\/span>\r\n<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">David West\u00a0<\/span><\/p>\r\n<span style=\"font-weight: 400;\">Washington State Labor Education and Research Center<\/span>\r\n\r\n<span style=\"font-weight: 400;\">South Seattle College<\/span>\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-be-paid\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Introduction\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2>Introduction<\/h2>\r\n[\/et_pb_text][et_pb_text admin_label=\"Introduction Body\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n\r\n<span style=\"font-weight: 400;\">The labor movement and its community allies are constantly working to strengthen and build on our rights at work \u2013 fighting and winning protections at the local, state and federal levels. We at the Labor Center teach workers about the rights that have been won.\u00a0 One of our goals is to ensure that each worker has access to good tools to learn about their rights at work, how to protect those rights, and what resources are available to help.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">This 5th Edition of the Workers Rights Manual<\/span><span style=\"font-weight: 400;\"> has a new focus--the five basic rights that all workers should enjoy at their workplaces. There are literally hundreds of laws affecting employment and work, enforced (or not enforced) by local, state and federal government agencies. \u00a0 Most of them fall under one of the five categories this manual highlights:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">the right to be paid<\/span><\/em><\/li>\r\n \t<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">the right to care for yourself and your family<\/span><\/em><\/li>\r\n \t<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">the right to be free of discrimination<\/span><\/em><\/li>\r\n \t<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">the right to be safe at work<\/span><\/em><\/li>\r\n \t<li style=\"font-weight: 400;\"><em><span style=\"font-weight: 400;\">the right to organize<\/span><\/em><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">In addition, we have tried to make information on workers\u2019 rights easier to access and easier to use.\u00a0 By using this new framework, and by moving the manual to a mobile- friendly website, we can help ensure that this information travels far and wide\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">On behalf of the Labor Center and our community and labor partners, we thank working people worldwide and throughout history who fight and sacrifice for the rights of us all.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Adair Dammann, Director<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Washington State Labor Education and Research Center<\/span>\r\n\r\n<span style=\"font-weight: 400;\">South Seattle College<\/span>\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-be-paid\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 1: Your Right to Be Paid\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2>Chapter 1: Your Right to Be Paid<\/h2>\r\n<i>This Chapter covers the minimum wage, tips, prevailing wage, overtime, rest breaks, benefits, firing and unemployment, and laws covering special groups and situations.<\/i>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"1.1 Minimum Wage\" open=\"on\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.1 Minimum Wage\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2189\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\nSummary\r\n\r\n<span style=\"font-weight: 400;\"><strong>Washington\u2019s 2021 minimum wage is $13.69 per hour.<\/strong>\u00a0<\/span>14- and 15-year-olds may be paid 85% of the minimum wage - $11.64 in 2021, and certificated student workers and student learners may be paid 75% of minimum wage ($10.27\/hr.)\r\n\r\n<span style=\"font-weight: 400;\">The minimum wage is the minimum amount an employer can pay you for each hour that you work, are being trained, are required to stay at the worksite, or commute between worksites on a single job. Washington\u2019s minimum wage law covers <\/span><i><span style=\"font-weight: 400;\">almost all<\/span><\/i><span style=\"font-weight: 400;\"> workers in both agricultural and non-agricultural jobs, and covers both documented and undocumented workers.\u00a0<\/span>\r\n<h4><i>Raising the Bar! <\/i><span style=\"font-weight: 400;\">\u00a0These two cities offer higher minimum wages under certain circumstances:<\/span><\/h4>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><b>SeaTac<\/b><span style=\"font-weight: 400;\"> - The living wage rate in effect for hospitality and transportation industry employees within the City of SeaTac, including SEA Airport, is <\/span><a href=\"https:\/\/www.seatacwa.gov\/home\/showdocument?id=27671\"><span style=\"font-weight: 400;\">$16.57 per hour in 2021<\/span><\/a><span style=\"font-weight: 400;\">, and will be adjusted each year for inflation.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Seattle<\/b><span style=\"font-weight: 400;\"> -<\/span>Seattle\u2019s minimum wage law is being phased in under a two-part schedule for large and small employers. The 2021 minimum wage rates, which cover all workers working in the City of Seattle are shown below. Get details here<span style=\"font-weight: 400;\"> from Seattle\u2019s Office of Labor Standards (<\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/minimum-wage\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/minimum-wage<\/span><\/a><span style=\"font-weight: 400;\">).<\/span><\/li>\r\n<\/ul>\r\n<table style=\"height: 379px; width: 80% !important; margin: auto;\">\r\n<tbody>\r\n<tr>\r\n<td colspan=\"2\">\r\n<p style=\"text-align: center;\"><strong>Seattle Minimum Wage - 2021<\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td colspan=\"2\">\r\n<p style=\"text-align: center;\"><strong>Large Employers (500 or more employees) - $16.69\/hour<\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td colspan=\"2\"><strong>\u00a0<\/strong><\/td>\r\n<\/tr>\r\n<tr>\r\n<td colspan=\"2\">\r\n<p style=\"text-align: center;\"><strong>Small Employers (fewer than 500 employees)<\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td style=\"text-align: center;\" colspan=\"2\">Does employer pay toward medical benefits and\/or does employee earn tips?<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p style=\"text-align: center;\">No<\/p>\r\n<\/td>\r\n<td>\r\n<p style=\"text-align: center;\">Yes<\/p>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<p style=\"text-align: center;\"><strong>$16.69\/hour<\/strong><\/p>\r\n<\/td>\r\n<td>\r\n<p style=\"text-align: center;\"><strong>$15.00\/hour<\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<h4>Seattle Minimum Wage for Uber and Lyft Drivers<\/h4>\r\nSeattle\u2019s new TNC (Transportation Network Company) Driver Minimum Compensation law became law on January 1, 2021. The law requires TNCs like Uber and Lyft to pay a minimum per mile and per minute rate and provide certain other protections, like tip protection and a right to be provided personal protective equipment during the pandemic.\r\nAs of April 1, 2021, the minimum per mile rate is $1.33 and the minimum per minute amount is $0.57. For all trips, including if the customer or TNC cancels the trip, the driver must be paid a minimum of $5 per trip. Read more about the minimum compensation law at the City of Seattle's <a href=\"http:\/\/www.seattle.gov\/laborstandards\/ordinances\/tnc-legislation\/minimum-compensation-ordinance?utm_medium=email&utm_source=govdelivery\">website. <\/a>\r\n<h3>FAQs: Minimum Wage<\/h3>\r\n<h5><span style=\"font-weight: 400;\">My employer says they only have to pay me the federal minimum wage. Is that true?<\/span><\/h5>\r\n<b>No.<\/b><span style=\"font-weight: 400;\"> If there are differences between federal, state, or city minimum wages, your employer must pay you the highest wage that applies.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">If my employer changes my shift at the last minute, do they have to pay me extra?<\/span><\/h5>\r\n<b>Depends on what city you work in<\/b><span style=\"font-weight: 400;\">. In Seattle, very large retail and food businesses <\/span><span style=\"font-weight: 400;\">must provide extra pay for schedule changes or to work shifts less than 10 hours apart (see the <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling\"><i><span style=\"font-weight: 400;\">Secure Scheduling<\/span><\/i><\/a><span style=\"font-weight: 400;\"> section of the Seattle Labor Standards ordinance). <\/span><span style=\"font-weight: 400;\">Outside of Seattle, an employer is not required by law to give you advance notice about your shift changing, or pay extra if they make your shift longer or shorter.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Can my employer ask me to work off the clock?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">It is illegal for your employer to not pay you the minimum wage, or ask you to work \u201coff-the-clock\u201d (without pay). Employers must pay employees for all \u201chours worked.\u201d \u201cHours worked\u201d means all work requested, permitted, or allowed while on duty at the workplace, and includes travel time, training and meeting time, wait time, on-call time, preparatory and concluding time, and may include meal periods.\u00a0<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Minimum Wage\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Minimum Wage<\/h4>\r\n<span style=\"font-weight: 400;\">For general information on the state minimum wage, see WA Labor and Industries Minimum Wage page (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/minimum-wage\/index\">https:\/\/lni.wa.gov\/workers-rights\/wages\/minimum-wage\/index<\/a>).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The minimum wage does not cover true independent contractors, but employers can\u2019t avoid paying minimum wage by labeling a worker as an \"independent contractor\" unless they meet all the legal tests. <\/span>There are also minimum wage exemptions for some types of workers, including some workers with disabilities, those in on-the-job training programs, student workers and students in job training and apprentices.\u00a0 For more details on who's covered by the minimum wage, see L&I's policy on Minimum Wage Applicability <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf?utm_medium=email&utm_source=govdelivery\">https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf?utm_medium=email&utm_source=govdelivery<\/a>\r\n\r\n<span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">Minimum Wage Resources:<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If your employer does not pay you the correct minimum wage, you can contact the Washington State Department of Labor and Industries\u2019 (L&I) employment standards office at (360) 902-5316 or toll-free at 1 (866) 219-7321 to report your employer or file a complaint. Interpreter services are available.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you work in the City of Seattle and believe that your wages are not correct, visit the Office of Labor Standards(<\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/contact\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/contact<\/span><\/a><span style=\"font-weight: 400;\">) or office to get more information and to file an anonymous claim. The City of SeaTac also enforces its own minimum wage law.<\/span>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"1.2 Tips & Service Charges\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.2 Tips & Service Charges\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2198\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">In Washington State, employers must pay employees all tips, gratuities and service charges added to the customer\u2019s bill, unless the bill says otherwise. Your employer is not allowed to count tips and service charges as part of your minimum wage payment. A valid tip pool cannot include an owner or manager. For more details, see Washington\u2019s Department of Labor and Industries (L&I) \u201cTips, Gratuities and Service Charges, (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/tips-and-service-charges\">https:\/\/lni.wa.gov\/workers-rights\/wages\/tips-and-service-charges<\/a><\/span><span style=\"font-weight: 400;\">).<\/span>\r\n<h4>FAQs: Tips and Service Charges<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Are mandatory tip pools (required by the employer) allowed?<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">State law does not prohibit a tip pool amongst employees established by an employer. A tip pool established by an employer may not include individuals who are exempt from the definition of \u201cemployee\u201d under Washington Statute RCW 49.46.010(3), such as managerial or supervisory workers, executive, administrative, or professional employees.<\/span>\r\n<h5><span style=\"font-weight: 400;\">What are the requirements for service charges?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Service charges are a type of automatic charge added to a customer\u2019s bill for services related to food, beverages, entertainment, or porterage. <\/span><b>Employers must disclose the percentage of the service charge that is paid to the employee or employees serving the customer. <\/b><span style=\"font-weight: 400;\">This information must appear in an itemized receipt and in any menu provided to the customer. If any portion of a service charge is not clearly designated as being retained by the employer, it is due to the employee or employees serving the customer.<\/span>\r\n<h5><span style=\"font-weight: 400;\">How soon after they are received must the employer pay tips, gratuities, and the employee portion of a service charge to their employees?<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Cash tips and gratuities (or the share of tips and gratuities due to the employee from a pool), or the employee portion of a service charge received in cash, may be retained by the employee. If received by the employer (for instance, tips paid by credit card), the employer must pay tips, gratuities, and the employee portion of a service charge to the employee no later than wages earned in the same period are paid.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.3 Overtime\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.3 Overtime\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"253\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">In most industries, you must be paid 1.5 times your regular rate of pay for all hours that you work over 40 in a seven-day workweek. For example, if you regularly earn $20 per hour and work 45 hours in one week, your pay rate would be $30 per hour for 5 hours of overtime.\u00a0<\/span>\r\n<h4>FAQs: Overtime<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Do all workers qualify for overtime?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">There are some types of workers who do not have the right to overtime pay. These include workers who live at their workplace, certain salaried employees, and true independent contractors. See new rules covering farm workers below. Sometimes, employers use the words \u201cexempt\u201d and \u201cnon-exempt\u201d when referring to whether an employee is entitled to overtime. For more information call the Department of Labor and Industries at: <\/span><b>(866)219-7321<\/b><span style=\"font-weight: 400;\">, or see:<\/span><span style=\"font-weight: 400;\">\u200b <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/<\/a><\/span>\r\n<h5><span style=\"font-weight: 400;\">Do I Still Get Overtime If I Choose To Take An Extra Shift?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Yes. Even if you volunteer to take an extra shift or trade a shift, your employer still has to pay you overtime for all hours that you work over 40 in a week. Your employer can\u2019t have a policy that says you don\u2019t get paid overtime unless it is approved or scheduled in advance.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Can My Employer Make Me Work Overtime?\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Yes. Most employers can make you work overtime even if you don\u2019t want to, and even on a day that you usually have off. <\/span>\r\n<h5><span style=\"font-weight: 400;\">What About Agreements To Take Time Off Later Instead Of Overtime Pay?<\/span><\/h5>\r\nIf you work for a public agency, you can request time off at a later time instead of being paid overtime wages in the pay period when you worked the overtime hours. This is sometimes called \"comp time\" or \"exchange time.\"\r\n<ul>\r\n \t<li>When you take the time off, it must be at the rate of at least 1.5 hours for each overtime hour worked.<\/li>\r\n \t<li>Comp or exchange time must be at your request<\/li>\r\n \t<li>If you do not use your comp time within the year, it must be paid out (cashed out) at the overtime rate.<\/li>\r\n<\/ul>\r\n<h4>Health Care Workers Overtime<\/h4>\r\nAs of January 1, 2020, Washington has changed the nurses\u2019 mandatory overtime law. Certain employees of health care facilities may not be required to work overtime, and cannot be compelled or forced to work beyond their regularly scheduled shift. Employees who work more than 12 consecutive hours must be given the option to have at least eight consecutive hours of uninterrupted time off. For more details on which employees and which hospitals will be covered as the law phases in, visit L&I webpage on Mandatory Nurse\u2019s Overtime: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime<\/a>.\r\n<h4><strong>Raising the Bar!<\/strong>\u00a0 Farm\/Agricultural Workers Overtime<\/h4>\r\nFarm workers won a historic victory in 2021 with passage of a law phasing in overtime pay in Washington over the next three years. When the law is fully phased-in in 2024, Washington will become the first state in the nation to provide all farm workers the right to overtime after a 40-hour workweek. Dairy workers are eligible for overtime as of July 25, 2021. Here is the phase-in schedule for all other farm workers:\r\n<ul>\r\n \t<li><span dir=\"ltr\">Beginning January 1, 2022, agricultural employees will be paid overtime (time and half) <\/span><span dir=\"ltr\">for more than 55 hours in any one workweek<\/span><\/li>\r\n \t<li><span dir=\"ltr\">Beginning January 1, 2023, agricultural employees <\/span><span dir=\"ltr\">will be paid overtime (time and half) <\/span><span dir=\"ltr\">for more than 48 hours in any one workweek<\/span><\/li>\r\n \t<li><span dir=\"ltr\">Beginning January 1, 2024, agricultural employees <\/span><span dir=\"ltr\">will be paid overtime (time and half) <\/span><span dir=\"ltr\">for more than 40 hours in any one workweek<\/span><\/li>\r\n<\/ul>\r\n<h4>Workers in Executive, Administrative and Professional Roles<\/h4>\r\nWashington State is raising the minimum wage and overtime threshhold (salary level) for workers who primarily perform \u201cexecutive, administrative, and professional\u201d (EAP) duties each year for the next 8 years. You must earn more than the following threshold to be denied overtime pay: if you work for an employer with 50 or less employees, the 2021 overtime salary threshold is $821.40\/week ($42,712.80\/year). For large businesses (51 or more employees) the 2021 overtime salary threshold is $958.30\/week ($49,831.60\/year) If you earn less than these thresholds, you are covered by state minimum wage and overtime rules. There are also changes in the thresholds for exempt computer professionals paid by the hour.\r\n\r\nFind more information on the Washington State EAP changes here<strong>: <\/strong><strong><a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/wages\/overtime\/changes-to-overtime-rules\">https:\/\/www.lni.wa.gov\/workers-rights\/wages\/overtime\/changes-to-overtime-rules<\/a><\/strong>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Overtime\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Overtime<\/h4>\r\n<span style=\"font-weight: 400;\">Your employer is not required by law to pay you overtime to work on a holiday or weekend, but some employment and union contracts do include that.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Overtime laws do not cover true independent contractors, but employers can\u2019t avoid paying overtime by labeling a worker as an \"independent contractor\" unless they meet all the legal tests.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you are called an \u201cexempt\u201d employee, it means that your employer has determined that you are not entitled to overtime.<\/span>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"1.4 Prevailing Wage\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.4 Prevailing Wage\" _builder_version=\"4.7.5\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"254\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Prevailing wage is the hourly wage, expected benefits and overtime rates paid to the majority of workers employed on government construction projects in the largest city in each county in Washington State. Prevailing wage laws say that if the federal government or Washington State is funding your construction job, you must be paid the prevailing wage. You can look up the prevailing wage for your county and trade at: <a href=\"https:\/\/lni.wa.gov\/licensing-permits\/public-works-projects\/workers\">https:\/\/lni.wa.gov\/licensing-permits\/public-works-projects\/workers<\/a><\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.5 Rest Breaks\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.5 Rest Breaks\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"255\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">In Washington, most workers are entitled to rest breaks.\u00a0<\/span>\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td>\u00a0<\/td>\r\n<td><span style=\"font-weight: 400;\">Rest Break<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Meal Break: Paid or Unpaid<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Breast-<\/span><span style=\"font-weight: 400;\">feeding Break<\/span><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">How long?<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">10 min.<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">30 min.<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">As long as needed<\/span><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">How often?<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Every 4 hours worked<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">1 for less than 11 hours total worked. 2 for more than 11 hours worked.<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">As frequently as needed<\/span><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Is it paid?<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Employer\u2019s choice<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Can it be split up?<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Sometimes<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Paid: yes<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Unpaid: No<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">N\/A<\/span><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Can you choose not to take it?<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\r\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<h4>Domestic Workers rest rights in Seattle:<\/h4>\r\nDomestic workers in Seattle, both employees and independent contractors \u2013 working in private homes as a nanny, house cleaner, home care worker, gardener, cook, and\/or household manager, have the following rights to rest breaks:\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 30-minute uninterrupted meal break if you work for more than five hours in a shift in the same home\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 10-minute uninterrupted rest break for every four hours of work in the same home\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you can\u2019t take a break, your employer must provide additional pay for the missed break\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you are a live-in caregiver, you must receive a day of rest after working more than six days in a row <\/span><\/li>\r\n<\/ul>\r\n<h4>Raising the Bar ! New Meal and rest period rules for healthcare facility workers<\/h4>\r\nA recent Washington law gives many health care facility employees more certain rules on meal and rest periods. The law covers most hourly and union employees involved in direct patient care.\r\n<ul>\r\n \t<li>Meal and rest periods must be scheduled and uninterrupted unless there is an unforeseeable emergent circumstance, or a situation that could lead to an adverse effect on a patient.<\/li>\r\n \t<li>Interrupted rest breaks must include an additional 10 minutes of uninterrupted time and be given as early as possible.<\/li>\r\n \t<li>Employer must record all missed meal or rest periods and keep these records on file.<\/li>\r\n<\/ul>\r\nFor more details visit L&I webpage on Mandatory Nurse\u2019s Overtime and Rest Breaks: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime\">https:\/\/lni.wa.gov\/workers-rights\/wages\/overtime\/mandatory-nurses-overtime<\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.6 Pay Periods, Pay Statements, Paycheck Deductions and Benefits\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.6 Pay Periods, Pay Statements, Paycheck Deductions and Benefits\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2209\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">You must be paid <\/span><i><span style=\"font-weight: 400;\">at least once a month<\/span><\/i><span style=\"font-weight: 400;\"> on a regularly scheduled payday. When you leave your job, your employer must pay you for all unpaid wages no later than the end of the next regular pay period. Each time you are paid, you must receive a written statement from your employer (usually a paycheck stub) that includes information about the pay period, hours of work, rate of pay and any deductions.\u00a0<\/span>\r\n\r\nWashington requires employers to keep payroll records for at least three years, and employees have the right to request copies of these records. For more info on payroll records and pay stubs, see the L&I Payroll and Personnel Records webpage: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/payroll-and-personnel-records\"><strong>https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/payroll-and-personnel-records<\/strong><\/a>\r\n\r\n<b>Deductions<\/b><span style=\"font-weight: 400;\"> from your pay are only legal if they are required or permitted by federal or state law or if you agree to them in advance. All deductions from your paycheck must be listed and explained on your paycheck stub. These deductions can include things like taxes, Social Security and Medicare, insurance, garnishments and union dues. <\/span>\r\n\r\n<b>Your employer cannot deduct:<\/b>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payments for loans, housing, transportation, tools or food <\/span><i><span style=\"font-weight: 400;\">without your permission.<\/span><\/i><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payments, even with your permission, if they reduce your wages to below the minimum wage, or if the company makes a profit from selling you these things.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money for unemployment compensation.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money to pay for equipment that you accidentally lost or broke.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Money to cover a cash register shortage \u2013 except during your <\/span><i><span style=\"font-weight: 400;\">final<\/span><\/i><span style=\"font-weight: 400;\"> pay period and only if your employer can prove that you participated in counting the register before and after your shift and you were the only person using it.\u00a0<\/span><\/li>\r\n<\/ul>\r\n<p id=\"tip\"><b>TIP:<\/b> You should keep your own records of the hours you have worked and what you believe you should be paid. This can help you if you ever need to file a wage theft claim.<\/p>\r\n<strong>Benefits<\/strong>\r\n\r\nCommon benefits include health insurance, pension, 401K and other retirement plans, vacation leave, paid sick leave, paid maternity leave, childcare, club memberships and bonuses. An employer offers these in addition to wages or salary. Paid sick leave is now required under Washington state and Seattle laws. Otherwise, benefits are usually optional unless your employment contract requires them or a city ordinance requires them.<strong>\u00a0<\/strong>\r\n\r\n<strong>New! Seattle Transit Benefit<\/strong> - Seattle businesses with more than 20 employees must offer all employees a pre-tax payroll deduction for transit or van-pool expenses. The ordinance encourages commuters to use transit to reduce traffic and carbon emissions. Because the deduction is pre-tax, the law has the added benefit of lowering the tax bills for both workers and businesses. Employers offering full or partially-paid transit passes are exempt from this requirement. For more info, see Seattle OLS\u2019s Commuter Benefits webpage: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/commuter-benefits\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/commuter-benefits<\/a>\r\n<h4>FAQs: Pay Deductions<\/h4>\r\n<h5><span style=\"font-weight: 400;\">What About Uniforms and Personal Protection Equipment and Clothing? What Does My Employer Have To Pay For?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Clothing that has an uncommon color, function, style or has a logo \u2013 i.e. is unusual in some way (like a cowboy hat, for instance), is usually considered a uniform and your employer has to pay for them. Your employer may not take money from your wages or require a deposit from you for your uniform. Some required clothing is not considered a uniform and you might have to pay for it. For instance, it is not considered a uniform if you are required to wear common colors for tops and bottoms, like a white top and black pants. For more information see this L&I website: <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-policies\/uniforms\"><span style=\"font-weight: 400;\">www.lni.wa.gov\/workers-rights\/workplace-policies\/uniforms <\/span><\/a><span style=\"font-weight: 400;\">For jobs where you could be injured, your employer is generally required to provide, free of cost to you, safety equipment such as protective gloves, helmets, goggles, and other clothing to protect you from injury or sickness on the job.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.7 Agricultural Workers - Special Wage and Hour Laws\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.7 Agricultural Workers - Special Wage and Hour Laws\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"856\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Agricultural work includes growing, producing and harvesting farm, nursery, or forest products as well as working with livestock, bees, sheep, goats, poultry or wildlife. It could be migrant or seasonal work, or it may be year-round.\u00a0<\/span>\r\n<h4>Minimum Wage and Agricultural Workers<\/h4>\r\nIf you are an agricultural worker your employer may pay you on a piece rate basis or salary basis, but that rate must equal the minimum hourly wage of <strong>$13.69 <\/strong>in Washington State in<strong> 2021.\u00a0<\/strong>\r\n\r\n<span style=\"font-weight: 400;\">There are a few limited exceptions when agricultural workers do not have to be paid the minimum wage. For information on these exceptions and other agricultural workers rights see:<a href=\"https:\/\/lni.wa.gov\/workers-rights\/agriculture-policies\/wages\"> https:\/\/lni.wa.gov\/workers-rights\/agriculture-policies\/wages<\/a><\/span>\r\n\r\nA new 2021 law expands overtime pay protections to all agriculture workers and will be phased in starting in 2022. See Overtime section 1.3 above.\r\n<h4>Breaks<\/h4>\r\n<span style=\"font-weight: 400;\">Agricultural workers have the right to the same breaks as non-agricultural workers:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One 10-minute paid rest break for every four hours worked.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One paid or unpaid 30-minute meal break if working more than five hours in a day.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">One additional 30-minute meal break if working 11 or more hours in a day.<\/span><\/li>\r\n<\/ul>\r\n<h4>Agricultural Work Recruiting Rights (Migrant & Seasonal Workers)<\/h4>\r\n<span style=\"font-weight: 400;\">If you are recruited (hired) to do seasonal agricultural work away from home, you have rights guaranteed by the federal Migrant and Seasonal Agricultural Worker Protection Act. As soon as you agree to work for your employer, s\/he must give you written information in your native language about your workplace, wage, crop, duration of job, housing, transportation, benefits, and whether there is a strike or work stoppage at the farm where you will work.\u00a0<\/span>\r\n<h4>Agricultural Workers under Age 18<\/h4>\r\n<span style=\"font-weight: 400;\">To protect agricultural workers under age 18, there are special rules about work hours and what tasks you can perform. Please see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#6__002e4-_young-_workers__002c-_new-_jobs1\"><span style=\"font-weight: 400;\">Chapter 6.4<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span>\r\n<h4>Legal Resources<\/h4>\r\nIf you are a low income agricultural worker and need legal help, contact Columbia Legal Services (<a href=\"https:\/\/columbialegal.org\">https:\/\/columbialegal.org<\/a>\/) or call 888-201-1014.\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.8 Firing and Other Terminations\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.8 Firing and Other Terminations\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2218\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\r\nIf you\u2019ve been fired, was it for a legal reason? Most non-union private sector workers are employed \u201cat-will,\u201d meaning that the employer can fire you for almost any, or no reason at all. However, most public sector (government agency) employees and most union workers cannot be fired unless their employer has followed certain procedures and\/or can show they have a good reason to fire you.\r\n\r\nWhether you are employed \u201cat-will\u201d or not, you cannot be fired for <strong>discriminatory reasons, retaliation for whistleblowing or filing a formal claim defending your workplace rights<\/strong>, or for <strong>concerted activity<\/strong>.\r\n\r\nThere are some important exceptions to these rules. Organizing and forming a union are <strong>not<\/strong> protected rights for all farm workers, domestic workers, independent contractors, supervisors (if they have the power to hire and fire employees), and confidential workers.\r\n<h5 id=\"_did-_my-_boss-_have-_the-_right-_to-_fire-_me__003f1\">Did My Boss Have The Right To Fire Me?<\/h5>\r\n<img class=\"wp-image-838 size-full alignright\" src=\"\/wp-content\/uploads\/2019\/07\/image16.png\" alt=\"\" width=\"258\" height=\"196\">In general, it is illegal to fire you:\r\n<ul>\r\n \t<li>For organizing with other workers to try to improve working conditions, in person or online.<\/li>\r\n \t<li>For joining or forming a union with your co-workers, or for union membership or support.<\/li>\r\n \t<li>For filing a health, safety or other official complaint or advocating for other workplace rights.<\/li>\r\n \t<li>In Washington State because of your age, ancestry, citizenship status (if you are legally allowed to work in the United States), color, creed, disability, gender identity, genetic information, military status, national origin, political ideology, race, religion, sex, pregnancy, or sexual orientation.<\/li>\r\n \t<li>For refusing to give your employer your username and\/or password to social media sites.<\/li>\r\n<\/ul>\r\nIf you think your employer discriminated when firing you, you should file a complaint as soon as possible. Please see\u00a0<a href=\"https:\/\/rightsatworkwa.org\/know-your-rights\/your-right-to-be-free-of-discrimination\/\">Chapter 3: Discrimination\u00a0<\/a>for information on filing a complaint. If you are in a union, check with your steward or representative about the discipline and dismissal process. If you work in the public sector, check with an attorney or your employer\u2019s human resources department about dismissal rules.\r\n<h5>FAQ's: Firing<\/h5>\r\nWhen should I receive my final paycheck?\r\n\r\nYour employer must pay you for all unpaid work hours in your last paycheck on your next regularly scheduled payday. Your employer <strong>cannot<\/strong> withhold your paycheck, for example, until you turn in your keys or uniform. If your employer does not pay you for any hours that you have worked, they are breaking the law.\r\n<h4 id=\"_learn-_more__003a-_firing-and-_terminations1\">Learn More: Firing and Terminations<\/h4>\r\n<h5 id=\"_more-on-_good-_cause1\">More on Good Cause<\/h5>\r\nIf you quit because your working conditions were beyond what any reasonable person would tolerate, it may be considered a good cause. Before you quit, it\u2019s a good idea to talk to an attorney, your union representative, or the ESD about whether your reason for quitting might qualify as good cause.\r\n\r\nIf you were fired through no fault of your own, such as not having the skills to do the job, you may be eligible for unemployment benefits. If we decide you were fired or suspended for\u00a0<i>misconduct<\/i>\u00a0or\u00a0<i>gross misconduct<\/i>, you will not qualify for unemployment benefits. See ESD rules here:<a href=\"https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired\">\u00a0https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired<\/a>\r\n<h5>Non-Compete Clauses in Employment Agreements<\/h5>\r\n\"Non-compete\u201d agreements prohibit workers from joining or starting competing businesses, usually within set time periods or regions.\u00a0 These agreements currently cover approximately one out of every five workers, including 14% of workers earning less than $40,000 a year. While they are more common in high-skill jobs, they can be found across all occupations, industries, and income levels, including retail, hair styling and fast food.\r\n\r\nAs of January 1, 2020, a non-compete clause or non-compete agreement is only enforceable in Washington where the employee is earning more than $100,000 per year ($250,000 for independent contractors).\r\n\r\nThe minimum salary thresholds are also tied to inflation with new levels calculated each year. After January 1, 2020, any worker with a current non-compete agreement earning less than the limit is not bound and the agreement is not enforceable. Employers must disclose the terms of the non-compete in writing prior to or at the same time the employee accepts an offer.\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.9 Unemployment\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.9 Unemployment\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2235\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<strong>Unemployment Insurance (UI)<\/strong> is a program managed by WA State that gives payments to qualified people who lose their jobs through no fault of their own. These payments should help you pay your bills until you find a new job. To receive UI payments, you must file a weekly claim. For detailed information on Unemployment Insurance, read on and visit the Washington State Employment Security Department\u2019s homepage:<u><a href=\"https:\/\/esd.wa.gov\/unemployment\"> https:\/\/esd.wa.gov\/unemployment<\/a><\/u>\r\n<h5>Coronavirus and Unemployment<\/h5>\r\nIf you have Coronavirus or have been quarantined for Coronavirus exposure and do not have paid sick leave (see Chapter 2), you may qualify for unemployment under a Washington Employment Security Emergency Rule (March 2020).\u00a0 Under this rule, the employer may offer you work that you can do at home or while in isolation. In March 2021, the federal government announced that workers whose UI benefits were denied because they refused to return to unsafe workplaces, or turned down positions because of those concerns, would be eligible for unemployment through the Pandemic Unemployment Assistance (PUA) program. Unemployed independent contractors and Gig Workers can also quality for special pandemic unemployment benefits. See ESD's COVID-19 Information page <a href=\"https:\/\/esd.wa.gov\/newsroom\/covid-19\">https:\/\/esd.wa.gov\/newsroom\/covid-19.<\/a>\r\n<h4>FAQ's Unemployment<em>\r\n<\/em><\/h4>\r\n<h5>Do I qualify for Unemployment Insurance (UI)?<\/h5>\r\nGenerally, you qualify for unemployment benefits if:\r\n<ul>\r\n \t<li>You lose your job through no fault of your own.<\/li>\r\n \t<li>You worked at least 680 hours (about 1\/3 of a year, full time) the previous year.<\/li>\r\n \t<li>You have documentation that allows you to work legally in the USA.<\/li>\r\n \t<li>You were laid off or your hours were reduced due to lack of work.<\/li>\r\n \t<li>You are physically and mentally able to work.<\/li>\r\n \t<li>You are available for and actively seeking a new job.<\/li>\r\n<\/ul>\r\nSpecial circumstances may also qualify a person for unemployment insurance benefits. These include: domestic violence or stalking victims who voluntarily quit to protect themselves or their families; some situations where people voluntarily quit because their spouses are transferred; and union workers who are not working because of a lockout during contract negotiations.\r\n<h5>What if I quit my job?<\/h5>\r\nYou still may be able to receive unemployment insurance if you had a legally recognized \"good cause\" reason to quit under extremely difficult circumstances. There is also a list of \u201cgood-cause\u201d reasons in the Handbook for Unemployed workers from the Washington State Employment Security Department (ESD).<u><a href=\"https:\/\/esd.wa.gov\/unemployment\"> https:\/\/esd.wa.gov\/unemployment<\/a><\/u>\r\n<h5>Who Does Not Qualify for Unemployment Benefits?<\/h5>\r\nPeople working in these situations are probably not eligible for benefits:\r\n<ul>\r\n \t<li>Independent contractors (See Learn More section for details)<\/li>\r\n \t<li>Independent salespeople who work on commission away from their employer\u2019s office location.<\/li>\r\n \t<li>School employees in between terms.<\/li>\r\n \t<li>Union members on strike, or union members honoring another union\u2019s strike.<\/li>\r\n \t<li>Elected government officials.<\/li>\r\n \t<li>Church employees.<\/li>\r\n \t<li>Amateur sports officials, like umpires and referees.<\/li>\r\n \t<li>Work-study students.<\/li>\r\n \t<li>Licensed real-estate agents, brokers and investment company agents.<\/li>\r\n \t<li>Travel agents paid on commission.<\/li>\r\n<\/ul>\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Unemployment\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Unemployment<\/h4>\r\n<h5>Good Cause<\/h5>\r\nIf you quit because your working conditions were beyond what any reasonable person would tolerate, it may be considered a good cause. Before you quit, it\u2019s a good idea to talk to an attorney, your union representative, or the ESD about whether your reason for quitting might qualify as good cause.\r\n\r\nIf you were fired through no fault of your own, such as not having the skills to do the job, you may be eligible for unemployment benefits. If we decide you were fired or suspended for <em>misconduct<\/em> or <em>gross misconduct<\/em>, you will not qualify for unemployment benefits. See ESD rules here:<u><a href=\"https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired\"> https:\/\/esd.wa.gov\/unemployment\/laid-off-or-fired<\/a><\/u>\r\n<h5>Independent Contractors<\/h5>\r\nWhile independent contractors do not quality for unemployment (you may be able to opt-in), employers can\u2019t avoid paying unemployment by labeling a worker as an \u201cindependent contractor\u201d unless they meet ESD\u2019s tests of a true independent contractor. See this ESD information page: <u><a href=\"https:\/\/esd.wa.gov\/employer-taxes\/independent-contractors\">https:\/\/esd.wa.gov\/employer-taxes\/independent-contractors<\/a><\/u>\r\n<h5>Applying For Unemployment Insurance Benefits<em>\r\n<\/em><\/h5>\r\nYou should apply for UI as soon as you are laid off or your hours are reduced. You can apply by calling the Unemployment Claims Center at (800) 318-6022 (TTY 800-365-8969). Instructions will be available in many different languages. You can also apply for benefits online at the <u><a href=\"http:\/\/www.esd.wa.gov\/\">ESD website<\/a><\/u>. If you do not have access to a computer or telephone, you can use the telephones and computers available at WorkSource Offices.\r\n\r\nFor every week that you claim benefits, you must apply for at least three jobs or attend one WorkSource workshop and keep a record of it.\r\n<h5>How Much Money Will I Receive?<\/h5>\r\nThe amount you are eligible to receive does not depend on financial need. It depends on your previous earnings. You can ask for a written estimate of your benefits by calling Unemployment (800) 318-6022.\r\n\r\nThere is also an <u><a href=\"https:\/\/esd.wa.gov\/unemployment\/calculate-your-benefit\">online calculator tool<\/a><\/u> that you can use to calculate your possible benefits. Unemployment benefits are considered taxable income. You may choose to have 10 percent of your weekly benefits deducted for income taxes purposes.\r\n<h5>Disagreements and Problems<\/h5>\r\nIf you and your employer disagree over whether you qualify for unemployment insurance, the ESD will ask for information from both of you about what happened when your job ended and decides whether you qualify. The eligibility rules are complicated, and you should contact Unemployment at (800) 318-6022 about your situation.\r\n\r\nIf you disagree with any ESD decision on your unemployment benefits, you have the right to appeal based on fairness. You can appeal by writing a letter to the ESD telling them you would like to appeal. You can expect that an appeal will take months to be decided. <strong>Make sure you continue to file weekly claims during your appeal<\/strong>! If you win your appeal, you will only be paid for the weeks that you filed a claim.\r\n<h5>SharedWork Program<\/h5>\r\nWashington's SharedWork program allows a business to avoid layoffs by reducing an employee\u2019s hours and the employee can qualify for partial wage replacement through the state unemployment system for those reduced hours. This helps employers retain trained workers reduce payroll, and enables employees to keep their jobs and benefits with minimal loss of income until the economy recovers. SharedWork can also help workers who need reduced work hours to care for children temporarily at home. For more info, visit the <a href=\"https:\/\/www.esd.wa.gov\/SharedWork\">SharedWork<\/a> website.\r\n<h5>Other Resources<\/h5>\r\nYou can contact an attorney for help or the <u><a href=\"http:\/\/unemploymentlawproject.org\/\">Unemployment Law Project<\/a><\/u> \u2013 (206) 441-9178 or (888) 441-9178 \u2013 if you are a low-income Washington State resident and your claim is denied.\r\n\r\n<em>Dislocated Workers and Retraining\u00a0<\/em>\r\n\r\nIf you lose your job, there are programs that can help you learn new skills to enter a different field. These programs may include paid or unpaid training for a new job, financial help with relocation to an area where there are more jobs, and assistance in your job search.\r\n\r\nWorkSource\r\n\r\nDepending on the type of job you had or where you live, resources for people who are searching for a new job will be different. After you apply for unemployment benefits, you can find out more about available programs at WorkSource. WorkSource has offices all around the state and can assist with your job search and help you understand and apply for retraining programs.\r\n\r\nFor information on WorkSource services and office locations visit the <u><a href=\"https:\/\/worksourcewa.com\/\">WorkSource website <\/a><\/u>or call (888) 316-5627.\r\n\r\nFarm Worker Job Training\r\n\r\nThe Opportunities Industrialization Center (OIC) offers services to help eligible farm workers in Ellensburg, Moses Lake, Mount Vernon, Pasco, Sunnyside, Wenatchee and Yakima develop skills, or train for permanent year-round employment outside agriculture. This program also provides educational services for preschool-aged children. For more information contact the Yakima office or visit the <u><a href=\"http:\/\/www.yvoic.org\/\">OIC website <\/a><\/u>to find more office locations and contact information.\r\n\r\nYakima OIC:\u00a0 (509) 248-6751 <em>Address \u2013<\/em> 815 Fruitvale Blvd., Yakima, WA 98902\r\n\r\nWashington State Labor Council Direct Worker Assistance\r\n\r\nThe Washington State Labor Council offers services to dislocated and unemployed workers under the federal Workforce Investment Act (WIA). They offer help during plant closures to make sure that workers have access to job re-training and re-employment programs. They also help with applying for unemployment and other benefits for working families. Visit the <u><a href=\"http:\/\/www.wslc.org\/services\">WSLC\u2019s Direct Worker Service website<\/a><\/u> or call (360)-357-8736.\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"1.10 Seattle\u2019s Secure Scheduling--Raising the Bar!\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.10 Raising the Bar! Seattle\u2019s Secure Scheduling\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"853\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Seattle\u2019s recent Secure Scheduling Law was written to encourage predictable schedules at work. Some aspects of the law require extra pay for workers who are asked to work more or fewer hours than they were scheduled for, or to work a \u201cclopening\u201d without sufficient rest between shifts.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The law applies to:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Retail and food service establishments with 500+ employees worldwide<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Full service restaurants with 500+ employees and 40+ full-service restaurant locations worldwide<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">If you work for a qualifying business, your employer MUST:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Post your schedule 14 days in advance<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide extra pay for changes made to the posted schedule (except for shift swaps you request)\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Let you decline closing and opening shifts that are less than 10 hours apart, and if you choose to work it, they must pay you time-and-a-half for any hours worked that are separated by less than 10 hours.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Offer extra hours to current employees before hiring new employees\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide you with an estimated number of hours you can expect to work over the coming year<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Grant scheduling requests made before the work schedule is posted if it is for reasons related to a major life event (employee\u2019s transportation, housing, other job(s), education, caregiving, and self-care for serious health condition), unless it would cause the employer <\/span><span style=\"font-weight: 400;\">significant<\/span><span style=\"font-weight: 400;\"> cost or disruption (as defined in the ordinance).<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">To learn more about your right to Secure Scheduling in Seattle, go to the Office of Labor Standards website: <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/secure-scheduling<\/span><\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"1.11 What If My Employer Did Not Pay Me What I'm Owed?\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"1.11 What If My Employer Did Not Pay Me What I'm Owed?\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2244\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><strong>Summary<\/strong><\/h4>\r\n<span style=\"font-weight: 400;\">When your employer does not pay you the correct amount that is called wage theft. <\/span><b>Wage theft is illegal.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Wage theft includes:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you for all the hours you work<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you your last paycheck after you leave a job<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you overtime<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not allowing you to take your paid rest break paying you extra for missed breaks<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Forcing you to work \u201coff the clock\u201d<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying minimum wage<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not paying you the amount you agreed upon<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Stealing your tips or your portion of a service charge<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Illegally deducting business expenses from your paycheck<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">Next Steps:<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you think it\u2019s possible that you have not been getting paid what you earned, here are some options:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Contact your Union Representative, the WA State Department of Labor and Industries (L&I), or your local Wage & Hour Enforcement Agency;\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Talk with a Community Group;<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Take Your Employer to Court for Unpaid Wages;\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">File a Lien (a legal claim) against any property owned by your employer. <\/span><\/li>\r\n<\/ol>\r\nFor more details on next steps, see Learn More section below.\r\n<h4>FAQs: Wage Theft<\/h4>\r\n<h5><span style=\"font-weight: 400;\">How do I prove my employer is stealing from me?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">It is important that you keep records about your employer and your work (schedule, tips earned, overtime, etc.). Your records are evidence in a claim for unpaid wages. If your employer doesn\u2019t keep a record of your work, a judge or government investigator will rely on the records you keep as evidence.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Wage Theft\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Wage Theft<\/h4>\r\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_4 et_pb_text_align_left et_pb_bg_layout_light\">\r\n<div class=\"et_pb_text_inner\">\r\n<h5 id=\"_am-_i-an-employee__003f1\">Special Cases - Am I an employee?<\/h5>\r\n<\/div>\r\n<\/div>\r\n<div class=\"et_pb_module et_pb_text et_pb_text_5 et_pb_text_align_left et_pb_bg_layout_light\">\r\n<div class=\"et_pb_text_inner\">\r\n\r\nLaws affecting your\u00a0<b>Right to be Paid<\/b>\u00a0depend on your employment status (whether you are labeled as an \u201cemployee.\u201d See\u00a0<a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-8__003a-_am-_i-an-_employee__003f1\" data-et-has-event-already=\"true\">Chapter 8 Am I an Employee?<\/a>\r\n\r\n<\/div>\r\n<\/div>\r\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_6 et_pb_text_align_left et_pb_bg_layout_light\">\u00a0<\/div>\r\n<div class=\"et_pb_with_border et_pb_module et_pb_text et_pb_text_7 et_pb_text_align_left et_pb_bg_layout_light\">\r\n<div class=\"et_pb_text_inner\">\r\n<h4 id=\"_who-_can-_help__003f1\">Who Can Help?<\/h4>\r\n<\/div>\r\n<\/div>\r\n<h5><span style=\"font-weight: 400;\">1. Contact Your Union<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are a member of a labor union at work, your first step should be to contact your Union Representative to file a grievance for the legal\/contract violation.<\/span>\r\n<h5><span style=\"font-weight: 400;\">2. Go through the Labor and Industries Wage Complaint Process\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Washington State Wage Payment Act gives Labor and Industries (L&I) the power to help you get paid what you are owed. You can file a \u201cWorkplace Rights Complaint\u201d with L&I, and they will investigate. If they decide that your employer owes you money, they can make him\/her pay you. The L&I process is free and most complaints are investigated in 60 days or fewer. For more information and to file a complaint, see: <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\"><span style=\"font-weight: 400;\">www.lni.wa.gov\/Workers-rights\/workplace-complaints\/worker-rights-complaints<\/span><\/a><span style=\"font-weight: 400;\">. You can also call the L&I at <\/span><b>(360)<\/b> <b>902-5316<\/b><span style=\"font-weight: 400;\"> or toll-free at <\/span><b>(866) 219-7321<\/b><span style=\"font-weight: 400;\"> to report your employer or file a complaint. Interpreter services are available. Employees are protected from retaliation for exercising their rights under the Minimum Wage Requirements and Labor Standards Act. This includes filing a complaint for wages owed or exercising protected rights.<\/span>\r\n<h5><span style=\"font-weight: 400;\">3. Take Your Employer to Court for Unpaid Wages<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You can go to small claims court yourself, or hire a lawyer to help you collect the money you are owed. A court can award you your unpaid wages, and the court may also order your employer to pay your lawyer\u2019s fees. In court, you also may be able to win double the amount of wages owed if your employer failed to pay you on purpose. Information on going to small claims court can be found from the Attorney General\u2019s Office: <\/span><a href=\"https:\/\/www.atg.wa.gov\/small-claims-court-0\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/small-claims-court-0<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">4. If you work in Seattle, Tacoma or SeaTac, file a City Complaint<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you work in Seattle and believe that your wages are not correct or missing, you can visit the Office of Labor Standards website or office to get more information on your rights and to file an anonymous claim. The Cities of <\/span><a href=\"https:\/\/www.cityoftacoma.org\/cms\/One.aspx?portalId=169&pageId=87944\"><span style=\"font-weight: 400;\">Tacoma<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\"><span style=\"font-weight: 400;\">SeaTac<\/span><\/a><span style=\"font-weight: 400;\"> also enforce their local minimum wage laws.<\/span>\r\n<h5><span style=\"font-weight: 400;\">5. Talk with a Community Group<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Some community groups help workers get unpaid wages through direct action. Examples are Casa Latina <\/span><b>206-956-0779 ext.122<\/b><span style=\"font-weight: 400;\">, <\/span><a href=\"http:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">http:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">, Fair Work Center <\/span><b>844-485-1195<\/b><span style=\"font-weight: 400;\">,<\/span><a href=\"http:\/\/fairworkcenter.org\"><span style=\"font-weight: 400;\"> http:\/\/fairworkcenter.org<\/span><\/a><span style=\"font-weight: 400;\">, or Seattle Solidarity Network <\/span><b>206-350-8650<\/b><span style=\"font-weight: 400;\">, <\/span><a href=\"http:\/\/seasol.net\/\"><span style=\"font-weight: 400;\">http:\/\/seasol.net\/<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">If you work in Seattle, you can also seek help through community-based organizations that partner with Seattle\u2019s Community Education and Outreach program. <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/funding\/community-outreach-and-education-fund\/coef-current-recipients\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/funding\/community-outreach-and-education-fund\/coef-current-recipients<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">6. File a Lien against Property Owned by Your Employer<\/span><\/h5>\r\nAs a last resort, Washington workers also have the option of filing a lien against their employer. A lien is a legal process that puts a \u201chold\u201d on property (including crops) until your employer pays you. If you want to file a lien, you should contact a lawyer right away. For information on how to find a lawyer see the Resources section at the end of this manual. In 2021, Washington passed a new law allowing employees to file claims against property owned by employers for unpaid wages. View the text of the <a href=\"https:\/\/lawfilesext.leg.wa.gov\/biennium\/2021-22\/Pdf\/Bills\/Session%20Laws\/Senate\/5355-S.SL.pdf#page=1\">Washington Wage Recovery Act<\/a>\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-take-care-of-family\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 2: Your Right to Care for Yourself and Family\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" border_color_bottom=\"#d1d1d1\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Chapter 2: Your Right to Care for Yourself and Family<\/strong><\/h2>\r\n<i>This Chapter covers Sick and Safe Leave, Family, Pregnancy and other Leaves, Work Injuries and Compensation, and Disability Programs.<\/i>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"2.1 Paid Sick and Safe Leave\" open=\"on\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.1 Paid Sick and Safe Leave\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2270\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">Most Washington employees are now eligible to receive paid leave for sickness and safety needs. This includes part-time and seasonal workers. <\/span><b>Employees earn paid sick leave at a minimum rate of 1 hour for every 40 hours worked<\/b><span style=\"font-weight: 400;\">, and paid sick leave must be paid at the <span id=\"page3R_mcid29\" class=\"markedContent\"><span dir=\"ltr\" role=\"presentation\">hourly rate that the employee would have earned for the time during which the <\/span><span dir=\"ltr\" role=\"presentation\">employee used paid sick leave.<\/span><\/span> Workers can use earned sick leave after 90 days of employment, and can carry over up to 40 hours of unused sick leave into the following year. Many employers offer more generous sick leave policies.\u00a0<\/span>\r\n\r\n<strong>Coronavirus and Paid Sick Leave\r\n<\/strong>\r\n\r\nWashington's Paid Sick Leave law allows employees to use their paid sick leave for most situations related to the Coronavirus, including:\r\n<ul>\r\n \t<li>If your place of work is shut down by government order<\/li>\r\n \t<li>If your child's school or childcare is closed and you need to provide childcare<\/li>\r\n \t<li>If you think you may have been exposed to Coronavirus, or are experiencing symptoms or feeling ill<\/li>\r\n \t<li>If you are caring for a family member with Coronavirus<\/li>\r\n \t<li>If you or a family member have an appointment to receive the Coronavirus vaccine<\/li>\r\n<\/ul>\r\nWashington's Paid Sick Leave law does not cover cases where the employer voluntarily closes the workplace (but the employer can voluntarily provide paid sick leave in this case). For more information, see\u00a0<u><a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/paid-sick-leave-and-coronavirus-covid-19-common-questions\"> L&I's Coronavirus Paid Sick Leave Q&A page.<\/a><\/u>\r\n\r\n<strong>Other Coronavirus Leave Options: <\/strong>For an excellent summary of all the different leave benefits available for Coronavirus see:\u00a0 <u><a href=\"https:\/\/esdorchardstorage.blob.core.windows.net\/esdwa\/Default\/ESDWAGOV\/newsroom\/COVID-19\/covid-19-scenarios-and-benefits.pdf\">Employment Security's COVID Fact Sheet<\/a>.\u00a0<\/u> In many cases, workers can use any available unemployment benefits. Front-line and essential employees will likely qualify for Workers' Compensation if there was exposure at work. <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e6-_workers-_comp__003a-_work-_injuries-and-_occupational-_disease1\">See Chapter 2.6<\/a> for basic info on Worker's Comp insurance, and see: <u><a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/workers-compensation-coverage-and-coronavirus-covid-19-common-questions\">L&I's Coronavirus WC Q&A here<\/a><\/u>\r\n\r\n<strong>\"High-Risk\" Employee Rights and Options:<\/strong> Employees at \"high-risk\" of contracting COVID-19 can seek alternative work arrangements from their employer. If no alternatives are available, they can use any leave options open to them. An employer cannot\u00a0<span dir=\"ltr\">discharge, permanently replace, or in any manner discriminate against <\/span><span dir=\"ltr\">a high-risk employee who is uses one of these options above. <\/span>\r\n<h4><b><i>Raising the bar! Seattle's Paid Sick and Safe Leave\r\n<\/i><\/b><\/h4>\r\n<b><i> <\/i><\/b><span style=\"font-weight: 400;\">Seattle has a stronger paid sick leave law that allows workers at larger employers (50+ employees) to carry over more leave into the next year, and the largest employers (250+ employees) must provide a leave hour for every 30 hours worked. See details at the City\u2019s website (<\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/paid-sick-and-safe-time\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/paid-sick-and-safe-time<\/span><\/a><span style=\"font-weight: 400;\">). The City of SeaTac also has a sick leave provision (<\/span><a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\"><span style=\"font-weight: 400;\">http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance<\/span><\/a><span style=\"font-weight: 400;\">) in its minimum wage law providing most transportation and hospitality workers access to paid sick time as soon as it is earned, and requires that unused sick leave be paid out to employees at the end of each year. Tacoma has a paid sick leave law based on the state law (<\/span><a href=\"https:\/\/www.cityoftacoma.org\/cms\/one.aspx?pageId=75860\"><span style=\"font-weight: 400;\">https:\/\/www.cityoftacoma.org\/cms\/one.aspx?pageId=75860<\/span><\/a><span style=\"font-weight: 400;\">).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Paid sick leave can be used for:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Employee health needs or family health needs.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If their workplace or child's school or day care has been closed for health-related reason by a public official.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">For reasons related to domestic violence, sexual assault, or stalking for a personal, family or household member.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Any other leave allowed by employers.<\/span><\/li>\r\n<\/ul>\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Paid Sick Leave\" _builder_version=\"4.0.9\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n\r\n<strong>Learn More: Paid Sick Leave<\/strong>\r\n<ul>\r\n \t<li>Unionized construction workers get the same sick leave rights, but enforced through their union contracts.<\/li>\r\n \t<li>Retaliation Protection: Both State and local sick and safe leave laws also protect workers who might face retaliation for filing a complaint about using sick or safe leave. <em>NOTE: Some employees may not have a right to paid sick leave because their jobs are exempt from the minimum wage law. Exemptions include doctors, lawyers, and dentists, and many salaried executive, administrative, professional, computer or outside sales workers<\/em>.<\/li>\r\n \t<li><i><em>For more info on exempt employees, please see the State\u2019s Administrative Policy ES.A.1.<\/em> <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf\"><em>https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa1.pdf<\/em><\/a><\/i><\/li>\r\n<\/ul>\r\n[\/et_pb_text][et_pb_toggle title=\"2.2 Paid Family and Medical Leave\" open=\"on\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.2 Paid Family and Medical Leave\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2274\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><strong>Summary<\/strong><\/h4>\r\nPaid Family and Medical Leave is a new benefit for employees in Washington. It provides paid time off when a serious health condition prevents you from working or when workers need time to care for a family member or a new child. Paid Family and Medical Leave is available to almost everyone working in Washington.\r\n<h4>FAQs: Paid Family and Medical Leave<\/h4>\r\n<h4 class=\"m-accordion__title\">Can I use Paid Leave if I am sick with COVID-19?<\/h4>\r\n<div class=\"m-accordion__body\">\r\n\r\nAs with any illness, to be eligible for paid medical leave, a healthcare provider must certify that you are unable to work due to a serious health condition. If your healthcare provider certifies your illness meets the definition of \u201cserious health condition\u201d and you are otherwise eligible, you can use Paid Family and Medical Leave for COVID-19 cases.\r\n\r\n<\/div>\r\n<em><strong>NOTE: COVID-19 EMERGENCY PAID LEAVE BENEFIT - <\/strong><\/em>Washington is providing pandemic leave employee assistance grants to workers who need to use Paid Family and Medical Leave, but have been unable to accumulate the hours needed to qualify for the program due to the pandemic. For more information, contact WA Employment Security Dept. by email at <a href=\"mailto:paidleave@esd.wa.gov\">paidleave@esd.wa.gov<\/a> or by phone at (833) 717-2273.\r\n<h4>Who Qualifies?<\/h4>\r\nYou are eligible if:\r\n<ol>\r\n \t<li>You\u2019ve worked 820 hours (about 16 hours a week) in Washington during the qualifying period, which is about the last year.<\/li>\r\n \t<li>You\u2019ve experienced a qualifying event. Qualifying events include a serious health condition that prevents you from working, a new baby or child joining your family, and a family member\u2019s serious illness or medical event. Family members include anyone residing in your home who depends on you (the employee) for care. Here are some examples:<\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li>You give birth to a baby, adopt a child or have a foster child placed with your family.<\/li>\r\n \t<li>You are recovering from a major surgery, serious illness or injury.<\/li>\r\n \t<li>You are receiving treatment for a chronic health condition like diabetes or epilepsy.<\/li>\r\n \t<li>You are receiving inpatient treatment for substance abuse or for mental health.<\/li>\r\n \t<li>You are taking care of a family member with a serious health condition.<\/li>\r\n \t<li>A family member is on active duty military service and you take time to join them during R&R.<\/li>\r\n<\/ul>\r\n<ol start=\"3\">\r\n \t<li>You are <u>not<\/u> a federal employee, employed by an employer who has an approved exemption because paid family and medical leave benefits are provided through a voluntary plan, or covered by a collective bargaining agreement that hasn\u2019t been opened or renegotiated since before October 19, 2017. If you\u2019re self-employed or employed by a federally recognized tribe, you are not automatically eligible. Self-employed people and tribes need to opt in\u00a0to receive paid leave.<\/li>\r\n<\/ol>\r\n<h4>How much time can I take?<\/h4>\r\nMost eligible employees can take up to 12 weeks of paid leave a year. If you give birth to a baby, you qualify for up to 16 weeks of paid leave. In some circumstances, you may qualify for up to 18 weeks. The leave does not have to be taken all at once.\r\n<h4>What benefit do I receive?<\/h4>\r\nWhile you\u2019re out, you will receive payments from the state based on a percentage of your typical weekly earnings, up to $1,000 a week. The Employment Security Dept. (ESD) will have an online benefit calculator to estimate how much you will receive. <a href=\"https:\/\/paidleave.wa.gov\/estimate-your-weekly-pay\/\">https:\/\/paidleave.wa.gov\/estimate-your-weekly-pay\/<\/a>\r\n<h4>Is my job protected when I use Paid Leave?<\/h4>\r\nIf you work for a company that employs more than 50 people in Washington, you have worked there for at least a year and for a total of 1,250 hours in the year immediately preceding leave, you are eligible for job protection. If you do not have job protection with Paid Family and Medical Leave there may be other local, state or federal laws that offer job protection or restoration for you. For pregnancy leaves, the Washington Law Against Discrimination (WLAD) provides disability leave and job protections if you work for an employer with 8 or more employees. See <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e4-_pregnancy-and-_parental-_leave1\"><strong>Section 2.4 Pregnancy and Parental Leave<\/strong><\/a> for more information. \u200b\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: How Family Leave Differs from Paid Sick days\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Paid Family Leave<\/h4>\r\n<h4>How Paid Family Leave Differs from Paid Sick days<\/h4>\r\nPaid Family and Medical Leave is for times when something major keeps you away from work for a longer period of time. Paid sick days are for short-term health conditions that keep you from working, typically for less than a week.\r\n\r\nWith Paid Family and Medical Leave, unless you welcomed a new child into your family, there is a seven-day waiting period before you can begin receiving your benefit. During this time, you can use paid sick days if you choose to.\r\n\r\nFor more information and to apply, visit the ESD Paid Leave website: <a href=\"https:\/\/paidleave.wa.gov\/individuals-and-families\/\">https:\/\/paidleave.wa.gov\/individuals-and-families\/<\/a>\r\n<h4>Paid Family Leave and FMLA<\/h4>\r\nPaid Family and Medical Leave is a Washington State program. FMLA is a federal program. In short, this does not replace FMLA. An employee\u2019s use of FMLA, or other available leave, does not diminish their available Paid Family and Medical Leave benefit. It is possible for an employee to use multiple leave options consecutively.\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"2.3 Unpaid Family and Medical Leave\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.3 Unpaid Family and Medical Leave\" _builder_version=\"4.0.9\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2288\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">The Federal Medical Leave Act (FMLA) gives any workers the right to take up to 12 weeks of unpaid, job-protected leave per year when:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to care for yourself when seriously ill or pregnant;<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to give birth and\/or care for a newborn or newly placed child;<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">to care for an ill spouse, child or parent.<\/span><\/li>\r\n<\/ul>\r\n<h4>FAQs: FMLA<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Who\u2019s Covered by the Family Medical Leave Act (FMLA)?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You are eligible for unpaid family\/medical leave if you and your employer meet the following conditions:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you work for a public employer, or a private employer who has 50 or more employees for at least 20 workweeks a year.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have worked for your employer for at least 12 months.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have worked at least 1,250 hours (about 25 hours per week) during the 12 months before the start of your leave. Both civilian job hours and hours of military service count towards total hours worked.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Work at a location where your employer has at least 50 workers within a 75-mile radius.<\/span><\/li>\r\n<\/ol>\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Family Leave, Your Benefits, Job Protections\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Family Leave, Your Benefits, Job Protections<\/h4>\r\n<b>Vacation time, sick leave, retirement, and seniority benefits<\/b><span style=\"font-weight: 400;\"> you built up <\/span><i><span style=\"font-weight: 400;\">before<\/span><\/i><span style=\"font-weight: 400;\"> you took your leave generally remain available, but usually do not continue to build up while on leave. When you return to work, your employer must provide any other right, benefit, or position that you would have if you had not taken the leave.<\/span>\r\n\r\n<b>Health Insurance:<\/b><span style=\"font-weight: 400;\"> If you had health insurance paid by your employer before you took leave, your employer must provide it under similar terms and conditions. If your leave lasts longer than 12 weeks, you can continue paying the insurer directly for your benefits under COBRA. More information is available at the State Insurance Commissioner's Office, <\/span><a href=\"http:\/\/www.insurance.wa.gov\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-weight: 400;\">www.insurance.wa.gov<\/span><\/a><span style=\"font-weight: 400;\">, or at <\/span><b>(800) 562-6900<\/b><span style=\"font-weight: 400;\">.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Can My Employer Refuse to Give Me My Job Back When I Return from FMLA Leave?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Yes, but only if ALL three of the following circumstances exist:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You returning to your job would cause extreme economic hardship for the employer; AND<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You are considered a \u201ckey\u201d employee; AND<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Your health care coverage was maintained throughout your leave.<\/span><\/li>\r\n<\/ol>\r\n<span style=\"font-weight: 400;\">A key employee is a salaried employee who is among the highest paid 10% of employees within 75 miles of the work site. If your employer states that they may deny you your job back, they must give you written notice when you request your leave or at the start of your leave. The written notice must include the reasons for denying you your job back and give you a reasonable chance to return to work.\u00a0 If you go ahead with the leave after receiving the notice, you can still request your job back at the end of the leave period, and your employer must decide again whether your reinstatement would cause extreme economic hardship.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information visit:<\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/fmla\"> <span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/agencies\/whd\/fmla<\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">The Washington State Family Care Act\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Washington State Family Care Act allows all employees to use any <\/span><i><span style=\"font-weight: 400;\">available<\/span><\/i><span style=\"font-weight: 400;\"> sick leave, vacation time, or other paid time off to care for a family member. An employer cannot punish you for taking leave under this law. As long as you are qualified to use paid leave for your own illness, you can also use it for a family member.\u00a0 In certain cases, the law also gives additional time off for pregnancy and parenting over and above what the FMLA allows.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You can use your paid leave to care for your:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><b>Child<\/b><span style=\"font-weight: 400;\"> (under age 18) when the child is sick or needs medical care.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Spouse, registered domestic partner, parent, parent-in-law, or grandparent<\/b><span style=\"font-weight: 400;\"> who has a <\/span><i><span style=\"font-weight: 400;\">serious <\/span><\/i><span style=\"font-weight: 400;\">or emergency health condition.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Disabled adult son or daughter<\/b><span style=\"font-weight: 400;\"> who is not able to take care of him\/herself.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">For more information, see:<\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/family-care-act\"> https:\/\/lni.wa.gov\/workers-rights\/leave\/family-care-act<\/a>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"2.4 Pregnancy and Parental Leave\" open_toggle_text_color=\"#7A152D\" closed_toggle_text_color=\"#F7F7F7\" closed_toggle_background_color=\"#7A152D\" icon_color=\"RGBA(0,0,0,0)\" admin_label=\"2.4 Pregnancy and Parental Leave\" _builder_version=\"4.8.1\" title_level=\"h3\" global_module=\"2293\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\"]\r\n\r\n<span style=\"font-weight: 400;\">Federal and state laws protect new parents\u2019 rights to take time off to care for a newly born or newly adopted or fostered child. Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.<\/span>\r\n\r\n<b>It is illegal for your employer to discriminate against you because you are pregnant!<\/b><span style=\"font-weight: 400;\"> In 2017, Washington State passed even stronger protections for pregnant employees. For more information on pregnancy discrimination, see <\/span><i><span style=\"font-weight: 400;\"><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Chapter 3: Your Right to be Free of Discrimination<\/a>.<\/span><\/i>\r\n<h4>FAQs: Parental Leave and Discrimination<\/h4>\r\n<h5>Where to File a Claim<\/h5>\r\nIf you feel like your leave rights are being violated \u2013 you can go to a government agency (see below) for help and file a claim.\u00a0 Or you can contact an employment lawyer and, in some cases, take your employer directly to court.\r\n\r\nContact information for these organizations can be found in the Resources chapter of this manual.\r\n\r\n<a href=\"https:\/\/www.dol.gov\/general\/topic\/benefits-leave\/fmla\"><strong>US Department of Labor<\/strong><\/a>\r\n<ul>\r\n \t<li>The Family Medical Leave Act<\/li>\r\n<\/ul>\r\n<strong><a href=\"https:\/\/paidleaveombuds.wa.gov\/\">Employment Security Department<\/a> <\/strong>\r\n<ul>\r\n \t<li>Paid Family and Medical Leave<\/li>\r\n<\/ul>\r\n<a href=\"https:\/\/secure.lni.wa.gov\/wagecomplaint\/#\/\"><strong>WA State Department of Labor and Industries<\/strong><\/a>\r\n<ul>\r\n \t<li>Washington Family Care<\/li>\r\n \t<li>Washington State Family Leave Act<\/li>\r\n \t<li>Domestic Violence Leave<\/li>\r\n<\/ul>\r\n<strong><a href=\"https:\/\/www.hum.wa.gov\/employment\/sexpregnancy-employment\"><span class=\"aCOpRe\">Washington State Human Rights Commission<\/span><\/a><\/strong>\r\n<ul>\r\n \t<li>Pregnancy Discrimination in Employment<\/li>\r\n<\/ul>\r\n<a href=\"https:\/\/www.eeoc.gov\/laws\/types\/pregnancy.cfm\"><b>Equal Employment Opportunity Commission (EEOC)<\/b><\/a>\r\n<ul>\r\n \t<li>Pregnancy Discrimination<\/li>\r\n<\/ul>\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Additional Washington Parental Leave Protections\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Additional Washington Parental Leave Protections<\/h4>\r\n<span style=\"font-weight: 400;\">The Washington State Law Against Discrimination (WLAD) offers additional protections for pregnant women who work for employers with at least <\/span><span style=\"font-weight: 400;\">eight<\/span><span style=\"font-weight: 400;\"> employees. Your employer has to give you time off while you are sick or temporarily disabled due to pregnancy-related conditions or childbirth. S\/he must treat you the same as other workers on leave for sickness or temporary disabilities. Depending on your employer\u2019s policy, this may or may not be paid. Your employer is required to give you either your old job back or a similar position after your leave is over.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Your healthcare provider, depending on your condition, determines the amount of pregnancy disability leave you can take. The WLAD is enforced by the Washington State Human Rights Commission (WSHRC).\u00a0 WSHRC leave is not for placement of an adopted or fostered child, or to care for a child; it can only be taken for the pregnant person\u2019s health-related reasons. <\/span><span style=\"font-weight: 400;\">View the text of Washington\u2019s pregnancy discrimination law here: <a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Fapps.leg.wa.gov%2FWAC%2Fdefault.aspx%3Fcite%3D162-30-020&data=04%7C01%7C%7Ca98d8f283ef04eea85c108d8720ad8ff%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637384738201768881%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=yakXeJPj%2Fr5BSbUd3R%2BHqlh0Q82omjAk9phXbUQ%2B5hY%3D&reserved=0\">https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020<\/a><\/span>\r\n<h5><span style=\"font-weight: 400;\">What to Do If You Think Your Rights Have Been Denied<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It is illegal for an employer to interfere with or refuse workers the right to take leave or return to work after taking leave.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It is illegal for an employer to discriminate or retaliate against (punish) any worker for taking leave, requesting to return to work after taking leave, or filing a complaint about violations of leave laws.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It is illegal for an employer to use an employee\u2019s use of protected medical leave as a \u201cnegative factor\u201d in decisions to discipline, demote, lay off, or terminate your employment or in any other workplace evaluation.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Washington\u2019s Anti-Discrimination laws and Title VII of the Civil Rights Act (federal law) make it illegal for your employer to discriminate because of pregnancy or pregnancy disability. The state law applies to employers with eight or more employees.\u00a0 The federal law applies to employers with 15 or more employees.<\/span>\r\n<h4>FAQs: Parental Leave<\/h4>\r\n<i><span style=\"font-weight: 400;\">Note: the answers below assume your employer has at least eight employees. Smaller employers and religious nonprofits are not covered by state or federal parental\/pregnancy leave protection laws.<\/span><\/i>\r\n<h5><span style=\"font-weight: 400;\">Does My Parental Leave Have To Be Paid?<\/span><\/h5>\r\n<b>No. <\/b><span style=\"font-weight: 400;\">However, if your employer offers paid time off for other illnesses or short-term disabilities, they must allow you to use that time for pregnancy or pregnancy-related conditions.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Is My Job Protected? Can I Be Laid Off or Fired While Pregnant or on Maternity Leave?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Not because of your pregnancy or related medical leave. However, your employer could fire you for other reasons.<\/span>\r\n<h5><span style=\"font-weight: 400;\">At What Time in The Pregnancy Do I Have to Stop Working?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You and your medical provider decide when you must stop working. There is no standard time when a pregnant employee needs to stop working.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Does My Employer Need to Provide Health Insurance Coverage for Pregnancy, Childbirth and Related Medical Conditions?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If your employer offers health insurance for other temporary medical conditions, then s\/he needs to provide insurance that covers pregnancy. If your employer doesn\u2019t provide health insurance generally, s\/he is not required to do so for pregnancy.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Can I Expect to Have My Job Duties Altered to Accommodate My Medical Condition Because I Am Pregnant?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Your employer should allow for minor job changes to reasonably accommodate any medical condition, including pregnancy. For more information on reasonable accommodation for disability see <\/span><i><span style=\"font-weight: 400;\"><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Chapter 3: Discrimination<\/a>.<\/span><\/i>\r\n<h5><span style=\"font-weight: 400;\">Can My Employer Decrease My Work Hours Because I Am Pregnant?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">An employer must treat a woman who is pregnant the same as any other employee. Your employer must have a business reason for changing your work schedule.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The Q & A above are adapted from information provided on the Washington State Human Rights Commission\u2019s website: (<\/span><a href=\"http:\/\/www.hum.wa.gov\/\"><span style=\"font-weight: 400;\">www.hum.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">). Washington L&I also has more information on state and federal laws covering pregnancy and family leave: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/pregnancy-parental-leave\">https:\/\/lni.wa.gov\/workers-rights\/leave\/pregnancy-parental-leave<\/a><\/span>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"2.5 Domestic Violence Leave\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.5 Domestic Violence Leave\" _builder_version=\"4.6.6\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2302\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Washington State law allows all employees to take (paid or unpaid) leave to deal with issues of domestic violence, sexual assault, or stalking for themselves or family members. You can take time off for:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Law-enforcement assistance<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Medical treatment or counseling at a domestic violence shelter or crisis program<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Relocation and safety issues<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">You must give notice to your employer as soon as possible if you need this leave. When you are requesting leave for domestic violence, your employer may ask you to prove that either you or a family member is a victim of domestic violence, sexual assault, or stalking. Your employer must keep this information confidential.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information visit: <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/domestic-violence-leave\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/workers-rights\/leave\/domestic-violence-leave<\/span><\/a>\r\n\r\n<span style=\"font-weight: 400;\">Learn more about paid leave in the Chapter 2.1 \u201cPaid Sick and Safe Leave.\u201d <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"2.6 Workers Comp: Work Injuries and Occupational Disease\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.6 On the Job Injury and Occupational Disease\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2350\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Workers\u2019 Compensation\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are injured at work or develop an occupational (work-related) disease, you can apply for workers\u2019 compensation. If you need medical treatment for your injury or illness you may be entitled to help in paying for treatment. You may also be entitled to receive partial lost wages if illness or injury stopped you from being able to work. All employees have the right to receive workers\u2019 compensation, including undocumented workers.\u00a0<\/span>\r\n\r\n<strong>Coronavirus and Workers' Compensation<\/strong>\r\n\r\nEmployees may also have a Workers' Compensation claim for Coronavirus cases if the virus resulted from a work exposure. For frontline workers with Coronavirus, exposure at work allows you to quality for Workers' Comp. Frontline includes health care (including any work in a health care facility), farm and agriculture work, food processing, distribution and sale, first responders, transit, child care, retail, hospitality, corrections, education and library work. Other claims that meet certain criteria for exposure will be considered on a case-by-case basis.\r\n\r\nSee <u><a href=\"https:\/\/www.lni.wa.gov\/agency\/outreach\/workers-compensation-coverage-and-coronavirus-covid-19-common-questions\">L&I's Coronavirus WC Q&A here<\/a><\/u>\r\n<h4>Workers\u2019 Compensation State Fund vs. Self-Insurance Coverage<\/h4>\r\n<h5><span style=\"font-weight: 400;\">State Fund<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Most Washington employers purchase worker\u2019s compensation insurance from a pool called the State Fund. The State Fund is run by the Department of Labor and Industries (L&I). Here is L&I\u2019s workers' compensation claims website: (<\/span><a href=\"https:\/\/lni.wa.gov\/claims\/\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/claimsI<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Self-Insurance Coverage<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Some larger employers \"self-insure\" for injuries at work. If your employer is self-insured, see self-insured FAQs below.<\/span>\r\n<h4>For workers covered by the State-Fund insurance programs:<\/h4>\r\n<span style=\"font-weight: 400;\">If You Get Injured on the Job or Diagnosed with an Occupational Disease:<\/span>\r\n\r\n<span style=\"font-weight: 400;\">1. Get First Aid and\/or See a Doctor\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">When you are injured on the job or realize you have an occupational disease you have some rights.\u00a0 You can:\u00a0<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Go to the doctor, healthcare provider, or emergency room of your choice,<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Request an interpreter if you prefer to speak a language other than English, and<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Refuse to have an employer representative go with you.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">2. Report the Injury\u2026.<\/span>\r\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Doctor<\/span><\/i><\/h5>\r\n<b>Be sure to tell medical staff, including the doctor, that you were injured or made sick on the job.<\/b><span style=\"font-weight: 400;\"> They will help you file your initial workers\u2019 compensation paperwork, or file a claim. Explain to the doctor what caused your injury.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you can\u2019t work, or can\u2019t do all of the things you used to be able to do at work because of your injury, your doctor will also complete an Activity Prescription Form. This will tell your employer and L&I how your work must be changed or how long you need to rest.\u00a0<\/span>\r\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Employer<\/span><\/i><\/h5>\r\n<span style=\"font-weight: 400;\">Let your employer know right away that you are injured so they know about your injuries when the L&I paperwork arrives and can help you plan your return to work. If you don\u2019t let your employer know about your injury and you need to file a claim later, it may be denied.<\/span>\r\n<h5><i><span style=\"font-weight: 400;\">\u2026To the Department of Labor and Industries (L&I)<\/span><\/i><\/h5>\r\n<span style=\"font-weight: 400;\">The Report of Industrial Injury or Occupational Disease is an accident report form available at hospitals, clinics or doctors\u2019 offices. You complete the worker portion of this form.\u00a0 Your doctor fills out the medical portion of this form and sends it to L&I.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Once L&I receives your claim, they will assign a claim manager. If you are more comfortable speaking a language other than English, you have the right to an interpreter at all doctors\u2019 appointments and in all meetings with your L&I case manager.\u00a0<\/span>\r\n<h5><i><span style=\"font-weight: 400;\">\u2026To Your Union, If You Have One<\/span><\/i><\/h5>\r\n<span style=\"font-weight: 400;\">If you are in a union workplace, let your union representative know that you are injured. Union reps may be able to help with this process and need to be kept informed of all job-related injuries to help correct the workplace problem. Your union contract may provide you with additional protection in case of an on-the-job injury.<\/span>\r\n<h4>FAQs:<\/h4>\r\n<h5><span style=\"font-weight: 400;\">What do I do if my employer is self-insured?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">About a third of Washington workers work for self-insured employers. If you work for a self-insured employer, your rights and benefits do not change, but you must file a claim through your employer. Your employer should have a notice on the safety bulletin board about how to file an accident report for a workplace injury or disease. You may also talk to your supervisor, union representative, or HR manager about how to do it.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I\u2019s self-insurance section will help you if you disagree with your employer. For more information you can contact L&I\u2019s Self-Insurance Section in Olympia at <\/span><b>(360) 902-6901<\/b><span style=\"font-weight: 400;\">. There is also an Ombudsman (a representative) appointed to help self-insured injured workers with their claims, call <\/span><b>888-317-0493<\/b><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">A guide to workers\u2019 compensation for employees of self-insured companies can be downloaded from the L&I website here: <\/span><a href=\"https:\/\/lni.wa.gov\/insurance\/self-insurance\/about-self-insurance\/\">https:\/\/lni.wa.gov\/insurance\/self-insurance\/about-self-insurance\/<\/a>\r\n<h5><span style=\"font-weight: 400;\">What do I do if my employer tells me not to report the injury to the Department of Labor and Industries (L&I), or tells me to lie and say it didn\u2019t happen on the job?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">This is illegal \u201cclaim suppression.\u201d You should contact L&I right away at 1-888-811-5974, or submit a Claim Suppression Complaint Form: <a href=\"https:\/\/lni.wa.gov\/fraud\/claim-suppression\">https:\/\/lni.wa.gov\/fraud\/claim-suppression<\/a><\/span>\r\n\r\n<span style=\"font-weight: 400;\">Learn more here about: Status of Claim; Receiving Medical Care; Monetary Compensation and Getting Back to Work.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Injuries\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4>Learn More: Injuries<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Status of Claim<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Once you file your claim, L&I will review your case, decide to accept or reject your claim, and also decide whether to leave your case open or close it. When your claim is open, you can apply for time- loss (money to replace lost wages), receive medical treatment, apply for payment for permanent disability, and receive help from a vocational counselor to get back to work quicker.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If L&I decides that your injury is not work-related, or if your doctor and L&I decide that your injury won\u2019t improve with more medical care, L&I will close your claim. This means you cannot seek more benefits, either financial or medical. You can appeal a decision to close your claim. In some cases, you may also reopen your claim if your injury or illness returns at a later date. If you would like to reopen your claim, speak with your doctor.\u00a0\u00a0<\/span>\r\n<p id=\"tip\">TIP: Washington is a \"no-fault state,\" meaning that a workplace injury can be covered no matter whose \u201cfault\u201d it was.<\/p>\r\n\r\n<h5>\u00a0<\/h5>\r\n<h5><span style=\"font-weight: 400;\">If You Do Not Agree With L&I\u2019s Decision to Close Your Claim<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If there are disagreements about any decision L&I makes about your claim, you, your doctor, or your employer have the right to protest the decision to L&I or appeal the decision directly to the Board of Industrial Insurance Appeals (BIIA). Many claims are denied by L&I the first time, but get approved when appealed \u2013 so it is worth filing a protest or appeal to the decision. For more information on how to protest a decision, visit the <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/protest-or-appeal-a-claim-decision\/\"><span style=\"font-weight: 400;\">L&I website appeals website<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Receiving Medical Care<\/span><\/h5>\r\n<h5><span style=\"font-weight: 400;\">Free<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">While your claim is open, you should not have to pay for any medical treatment or service out of your pocket. Once your claim is accepted, L&I assigns you a claim number and mails you a claim card. This works like an insurance card; you show it to any medical provider, and you should not be charged. If a medical provider charges you for services, contact your case manager right away.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Choice of Provider<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You have the right to visit a medical provider near you, even if you do not live in Washington State. For your initial visit, you may choose any doctor or emergency room. After your first medical visit, you must receive all treatment from a doctor in L&I\u2019s Medical Provider Network. \u00a0You can search for network providers near you here: <a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/find-a-doctor\/\">https:\/\/lni.wa.gov\/claims\/for-workers\/find-a-doctor\/<\/a><\/span>\r\n<p id=\"tip\">TIP: If you were injured on the job in Washington State, Washington laws will apply to your claim no matter where you live.<\/p>\r\n<span style=\"font-weight: 400;\">You have the right to change doctors at any time during your ongoing treatment, but you must request a \u201ctransfer of care\u201d. You can do this online or on paper. Throughout the treatment, you have the right to refuse to allow an L&I claim manager or any employer representative to come into your medical exams with you.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Compensation if You Can\u2019t Work, and Getting Back to Work<\/span><\/h5>\r\n<h5><span style=\"font-weight: 400;\"><img class=\"wp-image-831 alignnone size-full\" style=\"float: left; margin-right: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image4.png\" alt=\"\" width=\"194\" height=\"216\">If You Cannot Work at All<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If your doctor says that you are unable to work due to your injury, L&I may pay for part of your lost wages (time-loss). After the first three days, L&I pays time-loss for days of work you miss, if your doctor says you should not work. More information can be found at the <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/claim-benefits\/wage-replacement\"><span style=\"font-weight: 400;\">L&I Wage Replacement website<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">If You Can Do Some Work<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Return to your job\/employer where you were injured as soon as it\u2019s safe for you to do so.\u00a0 Many workers can return to work gradually, while still receiving medical benefits. L&I also has programs to help you get back to work and encourage employers to hire you. You should talk with your L&I case manager about options and visit the <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/getting-back-to-work\/\"><span style=\"font-weight: 400;\">L&I Return to Work website<\/span><\/a><span style=\"font-weight: 400;\"> to learn more:\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Permanent Disabilities<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If your injury or work-related disease caused permanent damage to your body, you may receive a disability award in addition to your regular workers\u2019 compensation award. There are two kinds of disability awards for permanent damage: \u201cpartial\u201d and \u201ctotal.\u201d The amount you can receive is set by law. You must request a disability status while your claim is open.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Partial Permanent Disabilities<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">This means that you have permanently lost some ability you had before the injury, but you are still able to do some work.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Total Permanent Disabilities<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If your injury is so serious that you can never work again, you may be eligible for a life-long pension (income) to make up for the fact that you can no longer earn a living.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Structured Settlement<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Some workers who are age 55 or older may qualify for a structured settlement plan. A structured settlement means that you, L&I and your employer agree to a fixed amount of money you will receive and a payment plan. Once you agree, they will not owe you any more money even if that amount is less than the traditional time-loss benefit plan. You still have the right to future medical benefits, even if you agree to accept a settlement for your lost wages. You should discuss structured settlements with an attorney or financial consultant. For more information about structured settlement call the L&I settlement specialists at <\/span><b>360-902-6101<\/b><span style=\"font-weight: 400;\"> or visit the <\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/claim-benefits\/settle-your-claim\"><span style=\"font-weight: 400;\">L&I Settlement website<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Monitoring the Case<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you need information about your claim call L&I at:\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Phone - <\/span><b>800-547-8367<\/b><span style=\"font-weight: 400;\">, TDD\/TTY - <\/span><b>(360) 902-5797<\/b><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You can also call <\/span><b>800-831-5227<\/b><span style=\"font-weight: 400;\"> for a fast, computerized update on claim status. You can also review your claim at the Claim and Account Center\u00a0<\/span><span style=\"font-weight: 400;\"> <a href=\"https:\/\/secure.lni.wa.gov\/home\/\">https:\/\/secure.lni.wa.gov\/home\/<\/a>\r\n<\/span>\r\n<h5><span style=\"font-weight: 400;\">Retaliation and Discrimination<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Your employer may not discriminate or retaliate against you for filing a claim or seeking benefits you are entitled to. This includes:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Firing or laying you off.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Giving you a worse job.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Changing your assignment to an undesirable shift.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Refusing to adjust your job duties to the light-duty restrictions ordered by your doctor.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Denying you a promotion.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Reducing your wages\/benefits, or make you suffer other negative treatment because you filed a claim.<\/span><\/li>\r\n<\/ul>\r\n<p id=\"tip\">TIP: You only have 90 days to report discrimination so don\u2019t delay!<\/p>\r\n<span style=\"font-weight: 400;\">If you think that you are being discriminated against or mistreated for filing a claim, or if you have questions, call L&I\u2019s investigation program at <\/span><b>360-902-9155<\/b><span style=\"font-weight: 400;\"> or download and file a Discrimination Complaint form from the L&I Discrimination website (<\/span><a href=\"https:\/\/lni.wa.gov\/fraud\/\"><span style=\"font-weight: 400;\">http:\/\/lni.wa.gov\/fraud<\/span><\/a><span style=\"font-weight: 400;\"><a href=\"https:\/\/lni.wa.gov\/fraud\/\">)<\/a>.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Help Through the Injured Worker Process<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You have the right to be represented by an attorney as you go through the process of applying for Workers\u2019 Compensation, but you are not required to have one. You can also visit <\/span><b>Project HELP<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"http:\/\/www.projecthelpwa.com\"><span style=\"font-weight: 400;\">http:\/\/www.projecthelpwa.com<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0 or call <\/span><b>800-255-9752<\/b><span style=\"font-weight: 400;\">. Project Help is a cooperative effort of L&I and the Washington State Labor Council, and can help you with your claim. The L&I Injured Worker website also provides full information on the injured worker process. (<\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-workers\/file-a-claim\/\"><span style=\"font-weight: 400;\">http:\/\/lni.wa.gov\/claims\/for-workers\/file-a-claim\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0 <\/span>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"2.7 Long-Term Care Illness and Disability Options\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"2.7 Social Security for Long-Term Disability, Illness and People in Need\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"339\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">If you become disabled for any reason and cannot work for at least 12 months, you may qualify for monthly cash payments and medical disability benefits from the federal Social Security Administration. These programs are called Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI). You must be a US-citizen or documented non-citizen to qualify for SSDI or SSI.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you are injured on the job or diagnosed with an occupational disease, you can apply for Workers\u2019 Compensation as well - this is a state program run by Labor and Industries (L&I) (see section on Workers' Comp above)<\/span>\r\n\r\n<strong>Washington is also starting the first state long-term care insurance plan in 2022. The <a href=\"http:\/\/www.wacaresfund.wa.gov\/\" target=\"_blank\" rel=\"noopener\">WA Cares Fund<\/a> will initially provide eligible workers and retirees up to $36,500 in benefits, from in-home care to nursing home care, beginning in 2025.<\/strong>\r\n\r\n<b>Social Security Disability Insurance, Supplemental Security Income, Workers\u2019 Compensation and the WA Cares Fund are all separate.<\/b><span style=\"font-weight: 400;\"> In some cases, you can collect benefits from more than one of these programs at the same time.<\/span>\r\n<h5><b>What is Social Security Disability Insurance (SSDI)?<\/b><\/h5>\r\n<span style=\"font-weight: 400;\">SSDI, in most cases, is for people with disabilities who have a work history. You must have worked long enough and paid Social Security taxes. The amount of SSDI you get depends on your past earnings. You do not have to be low income to receive SSDI.<\/span>\r\n<h5>What Is Supplemental Security Income (SSI)?<\/h5>\r\n<span style=\"font-weight: 400;\">SSI is generally for people with disabilities of any age who have low incomes and assets less than $2,000. Low-income people 65 years and older with or without disabilities may also be able to receive SSI benefits. You can get SSI if you have never worked.<\/span>\r\n<h5>A Summary of Your SSI\/SSDI Rights<\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">There is no charge to apply for Social Security Disability Insurance or Supplemental Security Income.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You should apply as soon as possible after becoming disabled.\u00a0 Note: there is a five-month waiting period before you can begin to receive benefits.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to receive help from the Social Security Administration. If you do not speak English and need an interpreter, the Social Security Administration must provide one free of charge.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to see and copy your Social Security file upon request.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If Social Security denies your application, they must tell you in writing. The notice must explain how to appeal.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to appeal. If you are denied benefits, you have 60 days from the denial notice date to appeal.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to a representative or lawyer to help you in your appeal.<\/span><\/li>\r\n<\/ul>\r\n<h5>What is the WA Cares Fund?<\/h5>\r\nThe Legislature created the WA Cares Fund to help pay for the long-term care (LTC) expenses of retirees who don\u2019t have private long-term care insurance. Medicare doesn\u2019t cover nursing home or home care expenses. Retirees currently must rely on family members for care or use their savings up to qualify for Medicaid LTC coverage.\r\n\r\nThe WA Cares Fund is paid for by a small payroll tax on all Washington workers, which begins January 2022. Workers who already have private LTC insurance can ask to be exempted from the payroll tax. For details, visit the <a href=\"https:\/\/wacaresfund.wa.gov\/\">WA Cares Fund<\/a> website.\r\n<h4>FAQs:<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Do I Qualify for Social Security Disability Insurance (SSDI)?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You must be \u201cdisabled\u201d and not able to work for at least 12 months. \"Disability\" under Social Security is based on how much you can work. Social Security will generally not consider you disabled and you will not qualify for benefits if you are working this calendar year AND your earnings average more than $1,220 a month (this figure is for 2019; this amount usually increases slightly every year).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You are considered disabled if:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The SSA recognizes your medical condition. See this list of qualifying medical conditions:<\/span><a href=\"http:\/\/www.ssa.gov\/compassionateallowances\/index.htm\"><span style=\"font-weight: 400;\"> www.ssa.gov\/compassionateallowances\/index.htm<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If your condition is not listed you may qualify if:<\/span><\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot do the work you did before AND<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot adjust to other work because of your medical condition(s) AND<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Your disability has lasted or is expected to last for at least one year or to result in death.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">You must meet some minimum work requirements:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have worked recently.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have worked, and paid taxes, for long enough in your life. See the Disability Benefits online handbook for more information on these rules:<\/span><a href=\"http:\/\/www.ssa.gov\/pubs\/EN-05-10029.pdf\"><span style=\"font-weight: 400;\"> http:\/\/www.ssa.gov\/pubs\/EN-05-10029.pdf<\/span><\/a><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">How Do I Qualify for Supplemental Security Income (SSI)?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Supplemental Security Income may be able to help you if you are blind, disabled or 65 years and older, and have little or no income. Disabled or blind children can also receive SSI. SSI provides money to meet basic needs for food, clothing, and shelter. It is not based on your previous work history.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be over age 65, or blind, or disabled.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be a US citizen, permanent resident, or US national who is, generally living in the US.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must also show that you have little-to-no income or other resources to qualify.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The Social Security Administration (SSA) may also consider your living situation if you live in housing like a shelter, halfway house, or other community housing.<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">What If My Claim Is Denied?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If your claim is denied, appeal! You have 60 days from the date of the denial notice to appeal. Social Security often denies your first disability claim. Nationally, about 75% of all applicants are denied when they first apply. But many of these people ultimately get their benefits.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You may want to hire a lawyer who specializes in Social Security disability cases. <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Learn More: Disability Programs\" _builder_version=\"4.10.3\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h4><strong>Learn More: Disability and Long-Term Care Programs<\/strong><\/h4>\r\n<h5><strong>Social Security Disability (SSDI)<\/strong><\/h5>\r\n<h5><span style=\"font-weight: 400;\">How Much Money Will I, Or My Family, Receive?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The amount of money (benefit amount) you will receive depends on your work history and the amount of money you have paid to the Social Security Administration. Certain members of your family, such as your spouse, minor child, or disabled adult child, may qualify for benefits of their own based on your work, if you qualify for SSDI benefits.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Will I Receive Medical Care?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">With SSDI, you will get Medicare coverage automatically after you have received disability benefits for two years. For more information on Medicare, contact the SSA or visit the SSA\u2019s Medicare website: (<\/span><a href=\"http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm\"><span style=\"font-weight: 400;\">http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm<\/span><\/a><span style=\"font-weight: 400;\">). <\/span><a href=\"http:\/\/www.socialsecurity.gov\/pgm\/medicare.htm\"><span style=\"font-weight: 400;\">\u00a0<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">Can I Go Back To Work?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">There are special rules that help you keep your monthly benefits and Medicare while you test your ability to work. See SSA\u2019s Red Book on Returning to Work (<\/span><a href=\"https:\/\/www.ssa.gov\/redbook\/eng\/returning-to-work.htm\"><span style=\"font-weight: 400;\">https:\/\/www.ssa.gov\/redbook\/eng\/returning-to-work.htm<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Application Process and for More Information<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You can apply for SSDI by calling your local Social Security Office toll-free at <\/span><b>(800) 772-1213<\/b><span style=\"font-weight: 400;\">, TTY: <\/span><b>1 (800) 325-0778<\/b><span style=\"font-weight: 400;\">. The Social Security Administration will send you forms to fill out and return. You can apply online at Social Security\u2019s Disability Benefits website (<\/span><a href=\"http:\/\/www.ssa.gov\/pgm\/disability.htm\"><span style=\"font-weight: 400;\">http:\/\/www.ssa.gov\/pgm\/disability.htm<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0 You can also apply in person at your local Social Security Office. \u00a0 Documented non-citizens should see the <\/span><i><span style=\"font-weight: 400;\">SSI For Non-Citizens info sheet (<\/span><\/i><a href=\"http:\/\/www.ssa.gov\/pubs\/11051.html#part1\"><i><span style=\"font-weight: 400;\">http:\/\/www.ssa.gov\/pubs\/11051.html#part1<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">)<\/span><\/i><span style=\"font-weight: 400;\">.\u00a0 <\/span><a href=\"http:\/\/www.ssa.gov\/pubs\/11051.html#part1\"><span style=\"font-weight: 400;\">\u00a0<\/span><\/a>\r\n<h5><strong>Supplemental Security Income<\/strong><\/h5>\r\n<h5><span style=\"font-weight: 400;\">How Much Money Will I Receive?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The amount that you receive depends on your living situation, other income, if you are applying as an individual or a couple and how many children you have. In 2021, the federal SSI benefit for an individual living alone is $794 per month, and for a couple it is $1,191 per month. It generally takes three to five months to process a SSI application.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The State of Washington also pays an additional small amount to residents. Visit this website to find out more:<\/span><a href=\"http:\/\/www.socialsecurity.gov\/ssi\/text-benefits-ussi.htm\"> <span style=\"font-weight: 400;\">www.socialsecurity.gov\/ssi\/text-benefits-ussi.htm<\/span><span style=\"font-weight: 400;\">.\u00a0<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">Will I Get Medical Benefits?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are approved for SSI, you will usually be enrolled in Medicaid. For more information on Medicaid, contact the Social Security Administration or visit the Medicaid website (<\/span><a href=\"http:\/\/www.medicaid.gov\/\"><span style=\"font-weight: 400;\">http:\/\/www.medicaid.gov\/<\/span><\/a><span style=\"font-weight: 400;\">).<\/span>\r\n<h5><span style=\"font-weight: 400;\">Application Process<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Call Social Security at <\/span><b>(800) 772-1213<\/b><span style=\"font-weight: 400;\">, or <\/span><b>TTY: (800) 325-0778<\/b><span style=\"font-weight: 400;\">. You can also apply online at the Social Security Administration (<\/span><a href=\"http:\/\/www.socialsecurity.gov\"><span style=\"font-weight: 400;\">http:\/\/www.socialsecurity.gov<\/span><\/a><span style=\"font-weight: 400;\">) or in person at your local Social Security Office. Parents or guardians can usually apply for blind or disabled children under age 18.<\/span>\r\n<h5><span style=\"font-weight: 400;\">What If My Claim Is Denied?<\/span><\/h5>\r\n<b>If your claim is denied, appeal!<\/b><span style=\"font-weight: 400;\"> You have <\/span><b>60 days<\/b><span style=\"font-weight: 400;\"> from the date of the denial notice to appeal.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Social Security often denies your first disability claim. Nationally, about 75% of all applicants are denied when they first apply. But many of these people ultimately get their benefits.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You may want to hire a lawyer who specializes in Social Security disability cases. For information on free or low-cost lawyers, see the list of legal resources in the <\/span><i><span style=\"font-weight: 400;\">Resources<\/span><\/i><span style=\"font-weight: 400;\"> chapter at the end of this manual.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Summary of Your Rights<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">There is no charge to apply for Social Security Disability Insurance or Supplemental Security Income.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You should apply as soon as possible after becoming disabled.\u00a0 Note: there is a five-month waiting period before you can begin to receive benefits.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to receive help from the Social Security Administration. If you do not speak English and need an interpreter, the Social Security Administration must provide one free of charge.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to see and copy your Social Security file upon request.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If Social Security denies your application, they must tell you in writing. The notice must explain how to appeal.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to appeal. If you are denied benefits, you have <\/span><b>60 days<\/b><span style=\"font-weight: 400;\"> from the denial notice date to appeal.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to a representative or lawyer to help you in your appeal.<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">Washington State Programs<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">In addition to the federal programs that are mentioned in this chapter, Washington State also has programs that offer financial help such as food stamps, cash assistance, family assistance and medical assistance. You may be eligible for these even if you are not receiving SSI or SSDI or while your application is being processed. Contact the Department of Social and Health Services (DSHS) for information: 1-877-501-2233, or visit the DSHS Washington Connection website (<a href=\"https:\/\/www.washingtonconnection.org\/home\/home.go\">https:\/\/www.washingtonconnection.org\/home\/home.go<\/a><\/span><span style=\"font-weight: 400;\">). <\/span>\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-be-free-of-discrimination\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" saved_tabs=\"all\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 3: Your Right to be free of Discrimination\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" saved_tabs=\"all\" global_colors_info=\"{}\"]\r\n<h2>Chapter 3: Your Right to be free of Discrimination<\/h2>\r\nFederal, Washington State and local laws protect you from discrimination at work. \"Discrimination\" means treating certain people better or worse than others because of a particular trait.\r\n\r\n[\/et_pb_text][et_pb_text admin_label=\"Summary\" _builder_version=\"4.8.1\" _module_preset=\"default\" global_module=\"2433\" saved_tabs=\"all\" global_colors_info=\"{}\"]\r\n<h3>Summary<\/h3>\r\nIt is generally against the law for your employer to discriminate against you because of your:\r\n<ul>\r\n \t<li>Age<\/li>\r\n \t<li>Race\/Color<\/li>\r\n \t<li>Sex, Gender and Pregnancy (see below for more on required pregnancy accommodations, and sexual harassment and assault)<\/li>\r\n \t<li>Religion\/Creed<\/li>\r\n \t<li>Disability<\/li>\r\n \t<li>Sexual Orientation<\/li>\r\n \t<li>National Origin\/Ancestry<\/li>\r\n \t<li>Union Membership or Activity<\/li>\r\n \t<li>Marital Status<\/li>\r\n \t<li>Citizenship or Immigration status (see details\/limits below)<\/li>\r\n \t<li>Veteran\/Military Status\/Honorable Discharge<\/li>\r\n \t<li>Gender Identity<\/li>\r\n \t<li>Genetic Information<\/li>\r\n \t<li>Political Ideology<\/li>\r\n \t<li>Criminal Background (WA State)<\/li>\r\n<\/ul>\r\n<h4>FAQs: Discrimination<\/h4>\r\n<h5>When is it Illegal to Discriminate?<\/h5>\r\nIt is illegal to discriminate in any area of employment, including:\r\n<ul>\r\n \t<li>Job advertisements and applications<\/li>\r\n \t<li>Recruitment<\/li>\r\n \t<li>Job referrals<\/li>\r\n \t<li>Hiring and firing<\/li>\r\n \t<li>Wages<\/li>\r\n \t<li>Fringe benefits (for example, daycare or transportation provided by work)<\/li>\r\n \t<li>Transfer, layoff, promotion, or recall<\/li>\r\n \t<li>Retirement plans and disability leave<\/li>\r\n \t<li>Drug and other medical testing<\/li>\r\n \t<li>Use of company facilities<\/li>\r\n \t<li>Training and apprenticeship programs<\/li>\r\n \t<li>Work tasks you are given<\/li>\r\n \t<li>Other terms or conditions of employment<\/li>\r\n<\/ul>\r\n[\/et_pb_text][et_pb_toggle title=\"3.1 Types Of Discrimination\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.1 Types Of Discrimination\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2319\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Race<\/h4>\r\nAn employer cannot discriminate or harass you because of race or ethnicity. Ethnic slurs, racial \"jokes,\" insulting comments and\/or other verbal or physical actions based on race and\/or color may be illegal if they are severe and ongoing and\/or are part of a pattern of discriminatory actions.\r\n\r\nAlso, your employer cannot hire, fire, or promote based on \"stereotypes\" (an overly simple idea held by one person or group about another). S\/he cannot make assumptions about your personality or what you can do based on your race. In addition, employers cannot decide not to hire you because you are married to or associate with someone of a certain race. Your employer also cannot discriminate against you because you go to schools or places of worship associated with a particular race.\r\n<h4><img class=\"wp-image-839 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image20.png\" alt=\"\" width=\"214\" height=\"225\">National Origin\/Ancestry<\/h4>\r\nAn employer cannot discriminate or harass you because you or your family are from another country; you have a name or accent associated with another country; you participate in customs associated with another country; or you are married to or spend time with people from another country.\r\n\r\nA rule that you speak only English at work might be against the law, unless the employer shows that the rule is necessary for business reasons. Your employer must let you speak other languages during non-work time, such as lunch and breaks.\r\n<h4>Citizenship or Immigration Status<\/h4>\r\nDiscrimination based on citizenship or immigration status is an unfair practice and violates the Washington Law Against Discrimination (WLAD). A person or entity may make a distinction or treat someone differently based on citizenship or immigration status only if a state or federal law, regulation, or a government contract requires it.\r\n\r\n<b>If you are an immigrant with documentation to work legally in the U.S.,<\/b> an employer generally may not discriminate against you for not being a citizen.\r\n\r\n<b>Right to prevent Document Abuse:<\/b> Document abuse is when an employer requires you to present specific documents to prove that you can work, instead of allowing you to choose which documents to show them. As long as the documents you show meet the legal requirements, it\u2019s your choice which ones to use. It is also illegal for your employer to make you show more documents than the I-9 process requires. For example, if you show your Permanent Resident Card, your employer can\u2019t make you also show a birth certificate. For a list of the documents that satisfy I-9 requirements, see the last page on this link:<a href=\"https:\/\/www.uscis.gov\/i-9\"> http:\/\/www.uscis.gov\/i-9<\/a>.\r\n\r\n<b>Right against Nationality or Citizenship Discrimination:<\/b> An employer is discriminating if they demand certain workers prove that they are legally allowed to work while others are not asked for the same proof. For example, if your employer requires workers of Chinese descent to provide documents but does not require this from workers of German descent, this is discrimination, probably because of race and national origin. However this does not protect undocumented workers.\r\n<h4>Religion<\/h4>\r\nAn employer cannot discriminate or harass you for religious reasons. You cannot be required to participate in religious activities to keep your job, nor can you be banned from participating in religious activities.\r\n\r\nYour employer cannot hire, fire, promote, or demote you based on religious stereotypes about you or people you associate with.\r\n\r\nYour employer must make \"reasonable accommodations\u201d for your religion. They may be required to make changes that will let you do your job and still practice your faith, unless it would make it difficult for your employer to do business.\r\n<h4>Sex, Gender and Pregnancy<\/h4>\r\nIt is illegal for an employer to discriminate or harass you because of your sex or gender. There are a few different categories of gender discrimination in the workplace.\r\n<h4>Discrimination in Hiring, Promotions, and Wages<\/h4>\r\nIt is illegal to discriminate on the basis of sex on wages or benefits where men and women do jobs of similar skill, effort, and responsibility for the same employer with similar working conditions.\r\n\r\nGender discrimination also includes discrimination based on stereotypes about your responsibilities as a mother or father.\r\n<h4>Sexual Harassment<\/h4>\r\nThere are two types of illegal sexual harassment: <b>hostile work environment<\/b> and <b>quid pro quo<\/b> harassment.\r\n\r\nA <b>hostile work environment<\/b> is when it is difficult or unsafe for you to do your job because of your gender.\u00a0 This includes directing unwelcome sexual words or actions at you. It is illegal harassment if these actions are severe and ongoing and\/or are part of a pattern of other discriminatory actions.\r\n\r\n<b>Quid pro quo<\/b> sexual harassment is when a supervisor or other employee above you asks you for sexual favors in return for better treatment at work. This may be harassment, even if you agree to it.\r\n<h4>Pregnancy and Pregnancy-Related Conditions<\/h4>\r\nPregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions. Employers can\u2019t make choices about hiring, firing, promotion, or demotion based on stereotypes of pregnant women, or an effort to protect pregnant women from the hazards of the job. The only exception is if an employer can demonstrate business necessity. For information on pregnancy leave, please see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e4-_pregnancy-and-_parental-_leave1\">Chapter 2.3: Pregnancy and Parental Leave<\/a>.\r\n<h4>Sexual Orientation and Gender Identity<\/h4>\r\nIn Washington, it is illegal for your employer to discriminate or harass you because of perceived or actual sexual orientation, gender identity, or transgender status. Employers can\u2019t make choices about hiring, firing, promotion, or demotion based on sexual orientation and gender identity.\r\n<h4>Age Discrimination (40+)<\/h4>\r\nIf you are over 39 years old, an employer cannot discriminate against you or harass you because of your age.\r\n\r\nIt is illegal to:\r\n<ul>\r\n \t<li>Use age to make choices about hiring, firing, promoting, and demoting<\/li>\r\n \t<li>Give age preferences\/limits in job notices and ads. Age limits are only allowed in limited situations<\/li>\r\n \t<li>Discriminate based on age in apprenticeship programs<\/li>\r\n \t<li>Give older employees fewer or worse benefits than younger employees.<\/li>\r\n<\/ul>\r\n<h4>Disability Discrimination<\/h4>\r\nAn employer cannot discriminate or harass you because of a disability or medical condition or a belief that you have a disability or medical condition. Use of a trained guide dog or service animal is also protected under Washington State law.\r\n\r\nIf you have a disability, the employer has to make <i>reasonable accommodations <\/i>for you to work so long as you can do the essential parts of your job with these accommodations. This means working out a system that lets you do the job just as other employees do, or coming up with different tasks that you are able to perform. For information on taking leave for disability see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right to Care for Yourself and Family<\/a><i>.<\/i>\r\n\r\nYour prospective employer cannot ask you to take a physical or medical test before offering you a job. Once you have been offered a job, your employer can ask you to take a physical or medical test, if all other workers doing similar tasks have to take the same test (you can\u2019t being singled out because of a disability, or if your employer <i>thinks<\/i> you have a disability) and the test is really necessary for the job. Your employer cannot discriminate against you based on genetic information that suggests you are more likely to get a disease.\r\n\r\n<strong>New! Court Decision Rules Obesity an Impairment<\/strong>\r\n\r\nIn 2019, the Washington Supreme Court <a href=\"https:\/\/www.courts.wa.gov\/opinions\/pdf\/963355.pdf\">ruled<\/a> in <em>Taylor v. Burlington Northern Railroad Holdings, Inc. <\/em>that obesity qualifies as an impairment under Washington Law Against Discrimination (WLAD) and does not have to be caused by a separate disorder or condition in order to be a protected class under WLAD. Therefore, if an employer refuses to hire someone because the employer perceives the applicant to have obesity, and the applicant is able to properly perform the job in question, the employer violates this section of the WLAD.\r\n<h4>Lifestyle Discrimination<\/h4>\r\nThere is current debate whether employers can make decisions about hiring, promotions, insurance rates, etc. based on employee lifestyle. For instance, employers have discriminated against people who smoke cigarettes, eat certain foods, or drink alcohol in their free time. It is not clear if this is legal or not.\r\n\r\nThe Americans with Disabilities Act or the Washington State Human Rights Commission might protect you from this type of discrimination. Laws against disability discrimination may protect some people who have medical issues such as obesity or high cholesterol from employers who discriminate against them.\r\n<h4>Union and Concerted Activity<\/h4>\r\nUnder the National Labor Relations Act, it is illegal for your employer to discriminate against you because you are in a union, because you support a union, or because you are joining with your coworkers to improve your working conditions, even if you are not in a union. Please see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\">Chapter 5<\/a> for more information.\r\n<h4>Criminal Background<\/h4>\r\nWashington\u2019s Fair Chance Act protects job applicants with a criminal record so they may fairly compete for job opportunities for which they are otherwise qualified. It covers job advertising, applications and hiring processes. It covers most employers, with exceptions for unsupervised access to vulnerable persons; law enforcement or criminal justice agencies; financial institutions, or employers who are permitted or required by law to ask about an applicant\u2019s criminal record for employment purposes; or employers seeking non-employee volunteers.See the Attorney General\u2019s information page on the Washington Fair Chance Act (<a href=\"https:\/\/www.atg.wa.gov\/fair-chance-act\">https:\/\/www.atg.wa.gov\/fair-chance-act<\/a>).\r\n\r\nSeattle has a Fair Chance Employment Ordinance similar to the state law, making it illegal for most employers in Seattle to advertise jobs that keep out applicants with a criminal history, ask criminal history questions or perform criminal background checks during the initial part of the hiring process. If you have already been hired and your employer performs a background check s\/he cannot take actions against you (fire, demote, etc.) because of a criminal background unless s\/he allows you to explain or correct the criminal history information, and s\/he can prove that there is a good business reason for their action. The law does not apply to jobs with unsupervised access to children under 16, individuals with developmental disabilities or vulnerable adults. For more information, visit the Seattle Office of Labor Standards (<a href=\"http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment\">http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment<\/a>.\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"3.2 What if I have Experienced Discrimination?\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.2 What if I have Experienced Discrimination?\" _builder_version=\"4.0.9\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"1682\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you think your rights have been violated, keep track of what happened and when\u2014you will need that information later!<\/span>\r\n\r\n<b>Step 1: Report it to your employer. <\/b><span style=\"font-weight: 400;\">Unless your employer is the one who is harassing you, you must report harassment to your employer and give them a chance to fix the problem before filing a complaint. Many workplaces have an employee assigned to handle these issues, sometimes called an \u201cEEO Officer\u201d or Human Resources staff. If you are a union member, you can report the harassment to your union representative or steward.<\/span>\r\n\r\n<b>Step 2: Report it to a government agency. <\/b><span style=\"font-weight: 400;\">Any worker who believes that his or her employment rights have been violated may file a discrimination charge.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you think you have been illegally discriminated against, contact a government agency as soon as possible. Pay attention to timelines. Under most discrimination laws, you have only 6 months to one year after the act of discrimination to file a claim.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">FAQs<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">If I Report Discrimination, Can My Employer Fire Me?<\/span><\/h5>\r\n<b>It is against the law for an employer to retaliate against you for filing a discrimination charge, participating in an investigation, or opposing discriminatory practices!<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Retaliation means punishing employees because they reported (or helped report) a violation to the employer or the government, or cooperated with an investigation. If your employer fires, demotes, fails to promote, or takes other negative action that affects your job, it may be illegal retaliation. It is also illegal for your employer to encourage or allow coworkers to retaliate against you.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Where Do I File A Claim?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You can file a discrimination claim with the local, state or federal agencies described below. Before filing a complaint, you may want to check with each agency to see how quickly they process claims and what help they provide. Not all agencies provide the same solutions, or cover the same laws. Knowing what an agency can offer may help you determine which one is best for your needs. Getting advice from a lawyer about your legal options may also be helpful.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">To protect your right to go to court, you should always file a complaint with the federal EEOC or the Washington Human Rights Commission, even if you also file with the city or county.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For discrimination based on union activity or support, file a complaint with the National Labor Relations Board.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">What If I Am A Public Employee?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are a public employee, you must first file a complaint with the level of government employing you. For example, if you are a City of Seattle employee, you must file with the Seattle Office for Civil Rights, not the County. Similarly, if you are a federal employee, you must file with the federal EEOC, not with Washington State.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"3.3 Spotlight - Sexual Harassment or Assault\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.3 Spotlight - Sexual Harassment or Assault\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"1684\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Summary<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Washington\u2019s Attorney General defines two types of illegal sexual harassment: hostile work environment and quid pro quo harassment.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">A<em> hostile work environment<\/em> is when it is difficult or unsafe for you to do your job because of your gender.\u00a0 This can include unwelcome, sexually suggestive or gender based comments or jokes; unwelcome and repeated requests for dates; offensive gestures; inappropriate touching; or display of pornographic materials. It is illegal harassment if these actions are severe and ongoing and\/or are part of a pattern of other discriminatory .<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><em>Quid pro quo<\/em> sexual harassment is when a manager, supervisor or other employee above you asks you for sexual favors in return for employment benefits such as promotion, salary increase, career development opportunities, special projects, or other benefits related to your job. This may be harassment, even if you agree to it.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you observe another employee being harassed, or experience harassment yourself, you should document the incident(s) including the date, time and names of witnesses, and do one or more of the following:\u00a0<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Communicate to the harasser or their supervisor that the offensive behavior is unwelcome.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Immediately report the incident(s) to management or the human resources department, or your union representative.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report the harassment to these government agencies:\u00a0<\/span><\/li>\r\n<\/ol>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Washington Attorney General\u2019s Office, <\/span><a href=\"http:\/\/www.atg.wa.gov\/have-civil-rights-complaint\"><span style=\"font-weight: 400;\">www.atg.wa.gov\/have-civil-rights-complaint<\/span><\/a><span style=\"font-weight: 400;\">\u00a0 or call 1-800-551-4636\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Washington State Human Rights Commission, <a href=\"http:\/\/www.hum.wa.gov\/discrimination-complaint\">www.hum.wa.gov\/discrimination-complaint\u00a0<\/a><\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">U.S. Equal Employment Opportunity Commission, <a href=\"http:\/\/www.eeoc.gov\/employees\/charge.cfm\">www.eeoc.gov\/employees\/charge.cfm<\/a><\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Your employer could be legally liable for the harassment if they fail to: provide employees experiencing harassment with procedures on how to file a complaint; promptly and thoroughly investigate the complaint; and take prompt and effective action to eliminate further sexual harassment in the workplace.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Learn more at: <\/span><a href=\"https:\/\/www.atg.wa.gov\/sexual-harassment-law\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/sexual-harassment-law<\/span><\/a>\r\n\r\n<span style=\"font-weight: 400;\">Sexual Assault is defined by the Rape Abuse & Incest National Network (RAINN) as \"sexual contact or behavior that occurs without explicit consent of the victim.\" It can include rape or attempted rape, fondling or unwanted sexual touching, or forcing a victim to perform sexual acts. Sexual assault does not necessarily involve physical force; perpetrators may use emotional and psychological coercion, or manipulation, to force a victim into non-consensual sex.\u00a0 In addition to reporting sexual assault to the government agencies listed above, criminal charges can also be filed with the local police.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Learn more about how to identify and respond to sexual harassment or assault at:\u00a0 <\/span><a href=\"http:\/\/www.workingwa.org\/sexual-harassment-resources\"><span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/sexual-harassment-resources<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">FAQs: Sexual Harassment<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">If I am sexually assaulted at work, what are my rights to paid medical care?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Employers are required by OSHA to provide a safe work environment for their employees. Workers\u2019 compensation laws require employers to pay for injuries suffered by an employee on the job. Learn more about workers\u2019 comp in <\/span><span style=\"font-weight: 400;\">Chapter 4: Your Right to a Safe Workplace.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">In addition, Washington\u2019s Crime Victims Compensation Program (CVCP) assists crime victims who suffer bodily injury or severe emotional stress from a crime classified as a gross misdemeanor or felony, and who are providing reasonable cooperation with law enforcement in the investigation and prosecution of the offender. CVCP covers: medical\/dental benefits; lost wages; medication coverage; mental health treatment; grief counseling; and funeral expenses. CVCP is a last payor of benefits, you must use your primary insurance first. To learn more about the compensation program, go to <a href=\"https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/apply-for-crime-victim-benefits\/\">https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/apply-for-crime-victim-benefits\/<\/a><\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"3.4 Employment Rights for Formerly Incarcerated \/ Returning Citizens\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.4 Employment Rights for Formerly Incarcerated \/ Returning Citizens\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2480\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Statewide<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Washington\u2019s <\/span><b>Fair Chance Act<\/b><span style=\"font-weight: 400;\"> protects job applicants with a criminal record so they may fairly compete for job opportunities for which they are otherwise qualified. It covers job advertising, applications and hiring processes. It covers most employers, with exceptions for unsupervised access to vulnerable persons; law enforcement or criminal justice agencies; financial institutions, or employers who are permitted or required by law to ask about an applicant\u2019s criminal record for employment purposes; or employers seeking non-employee volunteers.See the Washington Attorney General\u2019s information page on the Washington Fair Chance Act (<\/span><a href=\"https:\/\/www.atg.wa.gov\/fair-chance-act\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/fair-chance-act<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Seattle<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Seattle has a <\/span><b>Fair Chance Employment<\/b><span style=\"font-weight: 400;\"> Ordinance similar to the state law, making it illegal for most employers in Seattle to advertise jobs that keep out applicants with a criminal history, ask criminal history questions or perform criminal background checks during the initial part of the hiring process. If you have already been hired and your employer performs a background check s\/he cannot take action against you (fire, demote, etc.) because of a criminal background unless s\/he allows you to explain or correct the criminal history information, and s\/he can prove that there is a good business reason for their action. The law does not apply to jobs with unsupervised access to children under 16, individuals with developmental disabilities or vulnerable adults. For more information, visit the\u00a0 Seattle Office of Labor Standards (<\/span><a href=\"http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment\"><span style=\"font-weight: 400;\">http:\/\/www.seattle.gov\/laborstandards\/ordinances\/fair-chance-employment<\/span><\/a><span style=\"font-weight: 400;\">). <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"3.5 Protections for Pregnant Employees\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.5 Protections for Pregnant Employees\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2489\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">In 2017, the Washington legislature strengthened civil rights protections for pregnant employees needing accommodations at work.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">These protections apply to an employee\u2019s pregnancy-related health conditions during pregnancy and after birth, such as the need to breastfeed or express milk. If a pregnant employee works for an employer with 15 employees or more, she has the right to the following accommodations:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Providing frequent, longer, or flexible restroom breaks;<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Modifying a no food or drink policy;<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Providing seating or allowing the employee to sit more frequently; and<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Refraining from lifting more than 17 pounds.<\/span><\/li>\r\n<\/ol>\r\n<span style=\"font-weight: 400;\">Employers may not ask for written certification from a healthcare professional for the accommodations in 1\u20134 above.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">In addition, a pregnant employee may have rights to other workplace accommodation(s), as long as there is no significant difficulty or expense to the employer.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">To learn more about pregnant employees\u2019 rights, or to file a complaint, go to the Attorney General\u2019s Civil Rights Division website: \u00a0 <\/span><a href=\"https:\/\/www.atg.wa.gov\/pregnancy-accommodations\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/pregnancy-accommodations<\/span><\/a>\r\n<h5>Pregnancy-Relation Leave Protections<\/h5>\r\nFor pregnancy leaves, the Washington Law Against Discrimination (WLAD) provides disability leave and job protections if you work for an employer with 8 or more employees. View the text of Washington's pregnancy discrimination law here: <a href=\"https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020\">https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=162-30-020<\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"3.6 Gender and Pay Equity Discrimination in Employment\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"3.6 Gender and Pay Equity Employment Discrimination\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2494\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<p style=\"margin: 11.25pt 0in 11.25pt 0in;\"><span style=\"font-weight: 400;\">Washington's\u00a0 Equal Pay and Opportunities Act (<a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Flnks.gd%2Fl%2FeyJhbGciOiJIUzI1NiJ9.eyJidWxsZXRpbl9saW5rX2lkIjoxMDEsInVyaSI6ImJwMjpjbGljayIsImJ1bGxldGluX2lkIjoiMjAyMTA4MjYuNDUwODA2NTEiLCJ1cmwiOiJodHRwczovL2FwcC5sZWcud2EuZ292L3Jjdy9kZWZhdWx0LmFzcHg_Y2l0ZT00OS41OCZ1dG1fbWVkaXVtPWVtYWlsJnV0bV9zb3VyY2U9Z292ZGVsaXZlcnkifQ.BI_li9cc0TbQandAUBbvwIxRMUL3hCzb3JA9rcQlQ2Q%2Fs%2F913701501%2Fbr%2F111464701753-l&data=04%7C01%7C%7C25b14b257d6a41b016ae08d968a69323%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637655887092205412%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=HdTAL0lZv8p%2B4EozhiWmoi%2B5RBoN%2FHy5nG%2FWdhDeick%3D&reserved=0\">RCW 49.58<\/a>), prohibits gender pay discrimination and provides tools to promote gender pay equity for both employees and applicants.\r\n<\/span><\/p>\r\nEmployees:\r\n<ul>\r\n \t<li>Employers must provide equal compensation to \u201csimilarly employed\u201d workers except for some specific reasons not related to gender.<\/li>\r\n \t<li>Equal career advancement opportunities: Employers must not limit or prevent career advancement opportunities to their employees based on gender.<\/li>\r\n \t<li>Open wage discussions: Employers cannot prohibit employees from discussing their wages with others or require employees to sign agreements that prevent wage discussions.<\/li>\r\n \t<li>Current employees who are offered an internal transfer, a new position or a promotion must now be shown the new job's wage scale or salary range if they request it.<\/li>\r\n \t<li>If no wage scale or salary range exists, the employer must show the employee \"the minimum wage or salary expectation\" that was set before the job was posted or a transfer or promotion was offered.<\/li>\r\n \t<li>Employers cannot retaliate or discriminate, including terminating an employee, for exercising any of their protected rights under this law.<\/li>\r\n<\/ul>\r\nJob Applicants\r\n<ul>\r\n \t<li><span style=\"font-weight: 400;\">Employers cannot request an applicant\u2019s wage or salary history, except under certain circumstances.\r\n<\/span><\/li>\r\n \t<li>Employers with 15 or more employees must provide an applicant who is offered a position with the minimum wage or salary of the position, if requested.<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">The ban on requesting salary history applies to all Washington employers, regardless of size. The requirement to disclose salary information to certain applicants and employees applies only to Washington employers with 15 or more employees.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I is tasked with enforcing the law and can accept complaints from employees and job applicants. To file a complaint, or for more information, go to <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/index\"><span style=\"font-weight: 400;\">https\/\/Lni.wa.gov\/workers-rights\/workplace-complaints\/index<\/span><\/a><span style=\"font-weight: 400;\">. For additional information, contact L&I\u2019s Employment Standards Program at 1-866-219-7321.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner _builder_version=\"4.8.1\" _module_preset=\"default\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"4.8.1\" _module_preset=\"default\" global_colors_info=\"{}\"][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-be-safe-at-work\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 4: Your Right to a Safe Workplace\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Chapter 4: Your Right to a Safe Workplace<\/strong><\/h2>\r\n<i><span style=\"font-weight: 400;\">This Chapter covers safety issues in the workplace, employer and employee safety responsibilities, and how to enforce workplace safety.<\/span><\/i>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"4.1 Employer and Employee Responsibilities\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.1 Employer and Employee Responsibilities\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2506\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">All workers have the right to a safe workplace, free from avoidable dangers that can cause injury or disease. Government agencies and labor unions work to enforce state and federal laws that help make your workplace safe.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Your employer must:\u00a0\u00a0<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide a safe and healthy workplace and follow all safety and health rules.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Begin and maintain an accident-prevention program. Both employers and workers must be involved in designing the program. The program should meet the particular needs of your workplace.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ban alcohol and narcotics from the workplace.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Prevent workers from using tools and equipment that are not safe.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Control chemicals.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Protect workers from the dangers of \"biological agents\" such as animals or animal waste, body fluids, biological agents in medical research labs (like bacteria), and mold or mildew.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Post the Job Safety and Health Law employer responsibility and worker rights notice (the WISHA poster), and safety violation citations and notices.\r\n<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide training about job health and safety.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep records of all job-related accidents<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.Hold either regular safety meetings or create an ongoing safety committee (see details below)\u00a0<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">You must:\u00a0<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Read the WISHA poster.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Follow your employer's safety and health rules and wear or use all required gear and equipment.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Coordinate and cooperate with other workers in order to avoid accidents.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report dangerous conditions to a supervisor or safety committee.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report any dangerous condition that isn't being fixed, in writing, to the Department of Occupational Safety and Health (DOSH)(see below).\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report any job-related injuries or illnesses to your employer and promptly seek treatment.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Cooperate with government inspectors.<\/span><\/li>\r\n<\/ul>\r\nSafety Committees and Safety Meetings:\r\n\r\nUnder state law, most workplaces must have either regular monthly safety meetings of all employees, or if your employer has eleven or more people working at the same time and the same location, it must set up a workplace safety committee that includes employee representatives and holds regular monthly meetings. See L&I\u2019s page on safety committees: <a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Flni.wa.gov%2Fsafety-health%2Fpreventing-injuries-illnesses%2Fcreate-a-safety-program%2Fsafety-meetings-and-committees&data=02%7C01%7C%7Cc42205e8e8364d88151508d83d625a8f%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637326839914171682&sdata=V%2F7HEjU%2FyyIJia8fn5wBMz8PWTSrHEqLzA62Oy72sj8%3D&reserved=0\">https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/create-a-safety-program\/safety-meetings-and-committees<\/a>. Agriculture and construction have different rules\u2014see information on those rules in Section 4.4.\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.2 Safety\/Health Enforcement Agencies \" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.2 Safety\/Health Enforcement Agencies \" _builder_version=\"3.24\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2520\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">A range of state and federal laws are aimed at protecting worker health and safety. The following agencies can help if there is a health or safety problem at your workplace:<\/span>\r\n<h5><span style=\"font-weight: 400;\">Labor & Industries Division of Occupational Safety and Health (DOSH)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\"><img class=\"wp-image-833 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image11-300x130.png\" alt=\"\" width=\"300\" height=\"130\">DOSH interprets and enforces state laws on workplace health and safety, and provides education and training. DOSH offers information on core health and safety rules in the workplace, as well as job-specific health and safety rules. DOSH representatives may visit a workplace to inspect unsafe working conditions in response to complaints. DOSH inspectors will look for unsafe machinery, electrical equipment, chemicals, gases or other hazards. The toll-free number for health and safety assistance at L&I\/DOSH is 1 (800) 4BE-SAFE. L&I complaint procedures are listed at the end of this chapter.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Occupational Safety & Health Administration (OSHA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">OSHA is the federal government agency that creates workplace health and safety rules. It is a good place to turn if Washington State laws do not cover your particular issue. OSHA contact information is listed in the Resources chapter at the end of this manual.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.3 General Workplace Safety Requirements\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.3 General Workplace Safety Requirements\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2523\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\"><img class=\"wp-image-840 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image21-300x168.png\" alt=\"\" width=\"300\" height=\"168\">First Aid Kits<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">All Washington businesses are required to have a first aid kit that is easily accessible to all employees at every worksite.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Ergonomics<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Ergonomics is the science studying how people sit, stand or interact with desks or machines. Sitting, standing or stooping for long periods of time can cause serious injury sometimes called \u201crepetitive stress injuries.\u201d For more information on preventing repetitive stress and ergonomics health problems, visit: <a href=\"https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/sprains-strains\/ergonomics-process\">https:\/\/lni.wa.gov\/safety-health\/preventing-injuries-illnesses\/sprains-strains\/ergonomics-process<\/a><\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Hazardous Substances<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">The Worker Right-to-Know law states that your employer must tell you about dangerous chemicals used in your work area and train you in their proper use. When you start your job and when new hazards come into your workplace, your employer must offer detailed information about the chemicals. For information on Worker Right-to-Know laws, contact DOSH or OSHA.\u00a0<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Heat and Water \u2013 Working Outside<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">From May through September employers must have a written heat safety and training plan and protect workers from heat stress. This includes monitoring workers for heat stress, relieving stressed workers from duty, cool drinking water, and offering preventive cool-down rest periods. For temperatures above 100 degrees F, employers must provide shade or other cool-down areas and mandatory preventive cool-down rest periods.\r\n<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Heat and Air Quality \u2013 Working Inside<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Your employer must provide reasonable air quality that doesn\u2019t make you sick. Restaurants and warehouses, for example, must be air-conditioned or ventilated to be safe (usually 90\u00b0 F or cooler). Your employer must also ensure that chemicals released from new carpeting or other materials in the workplace won\u2019t make you sick. If you notice something that could be toxic, report it to your employer and DOSH. For more information, visit: <a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/offices\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/offices<\/a><\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Transportation<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">If your employer provides transportation to the job site, the vehicle must be safe, insured, and meet government standards. The number of people in a vehicle, often determined by how many seat belts are available, must be reasonable and safe.\u00a0<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Excessive Overtime<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Your employer may have to pay you extra for overtime hours depending on your industry (see: Chapter 1: Your Right to be Paid). There is no legal limit to how much overtime your employer can make you work. But, if mandatory overtime is seriously harming your health or safety, you can ask for an L&I investigation.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Fall Hazards<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Washington State requires employers to protect all workers from falls. Your employer must provide training, prevention and equipment based on the work you do. For more information, download this L&I brochure: English\u00a0 <\/span><a href=\"https:\/\/lni.wa.gov\/forms-publications\/f414-154-000.pdf\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/forms-publications\/f414-154-000.pdf<\/span><\/a> Spanish <a href=\"https:\/\/lni.wa.gov\/forms-publications\/f414-154-999.pdf\">https:\/\/lni.wa.gov\/forms-publications\/f414-154-999.pdf<\/a>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Lock Out\/Tag Out Rule<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">\"Lockout\" devices, such as combination locks, must be placed on equipment or machinery that could be dangerous if accidentally started up. Your employer should only give the combination to workers that are trained to start and stop the machine. A tag or other eye-catching warning devices should also be put on the machine to show that it may not be operated until the \"tag out\" device is removed.\u00a0<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">\r\n<h4><span style=\"font-weight: 400;\">Breaks and Meals\u00a0<\/span><\/h4>\r\n<\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">You are entitled to regular breaks and meal periods at your workplace. Your employer cannot set unreasonable restrictions on bathroom use. <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.4 Special Safety Rules for Some Jobs\/Industries\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.4 Special Safety Rules for Some Jobs\/Industries\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2538\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Agricultural Work<\/h4>\r\n<span style=\"font-weight: 400;\">Agricultural work includes farming and ranching. Your employer must ensure that climbing or lifting to plant, maintain or harvest crops, or working with animals is done safely. In addition, there are rules regarding sanitation, safe drinking water, pesticides and insecticides, wildfire smoke, and the availability of medical care.<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><img class=\"wp-image-837 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image15-300x202.jpg\" alt=\"\" width=\"300\" height=\"202\">If you have housing at the farm where you work, your employer also has to make sure that living conditions are safe. There are different sets of rules for working and living conditions. If you have internet access you can also see all safety rules here:<a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/agriculture\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/agriculture<\/a> <\/span>\r\n\r\n<span style=\"font-weight: 400;\">For help with agriculture workplace pesticide issues, contact the WA Dept. of Agriculture Pesticide Management Division at <\/span><b>(877) 301-4555<\/b><span style=\"font-weight: 400;\"> or visit their website:<\/span>\r\n<h4>Construction Work<\/h4>\r\nConstruction sites are dangerous workplaces, so there are lots of rules and regulation to follow. Employees must be properly trained to operate equipment and machinery; equipment must comply with safety standards, often requiring safety guards and warning labels; and proper clothing and protective equipment must be worn and in some cases, provided by the employer.\r\n\r\nWashington courts have ruled that general contractors have a duty to ensure safety for \u201cevery employee on the jobsite,\u201d not just its own employees. This includes subcontractors and independent contractors.\r\n\r\nInformation on health and safety topics for construction sites can be found online at: <a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/?chapter=155\">https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/?chapter=155<\/a>\r\n<h4>Raising the Bar! - Isolated Worker Protections for Janitors, Guards and Hotel Workers<\/h4>\r\nWashington now provides protections for isolated workers. An isolated worker can be a <strong>janitor, security guard, hotel or motel housekeeper or room service attendant<\/strong> who spends a majority of their working hours alone without another coworker present. Employers in these industries\u00a0must take required precautions to prevent sexual harassment and assault. Under <a href=\"https:\/\/app.leg.wa.gov\/RCW\/default.aspx?cite=49.60.515\">RCW 49.60.515<\/a>, hotels, motels, retail employers, security guard entities, and property services contractors must:\r\n<ul>\r\n \t<li>Adopt a sexual harassment policy.<\/li>\r\n \t<li>Provide training to managers, supervisors, and employees to prevent sexual harassment, assault, and discrimination, and protections for employees who report law violations.<\/li>\r\n \t<li>Provide a list of resources for employees to report harassment and assault.<\/li>\r\n \t<li>Provide a panic button to certain workers.<\/li>\r\n<\/ul>\r\n<h4>Additional Seattle Protections for Hotel Workers<\/h4>\r\nSeattle's new hotel worker protection rules cover harassment by guests, limits on workloads, health insurance and job retention.\r\n\r\n<strong>The Hotel Employees Safety Protections Ordinance<\/strong> This law requires covered employers to take measures to prevent, address, and respond to guest conduct that is \"violent or harassing,\" which is defined as assault, harassment, non-consensual sexual contact, and indecent exposure. The law covers all hotels with at least 60 rooms. For more info: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance<\/a>\r\n<strong>The Protecting Hotel Employees from Injury Ordinance<\/strong> \u2013 This law limits the workload of hourly employees who clean the guest rooms of a covered hotel or motel to prevent injuries for hotels with at least 100 rooms. For more info: <a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance\">https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/protecting-hotel-employees-from-injury-ordinance<\/a>\r\n<strong>The Improving Access to Medical Care for Hotel Employees Ordinance<\/strong> - The law requires covered employers to make monthly healthcare expenditures to, or on behalf of, covered employees to increase their access to medical care for hotels with at least 100 rooms. For more info:<a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/improving-access-to-medical-care-for-hotel-employees-ordinance\"> https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/improving-access-to-medical-care-for-hotel-employees-ordinance<\/a>\r\n<strong>The Hotel Employees Job Retention Ordinance<\/strong> - This law requires covered employers to provide advanced notice to covered employees of changes in ownership and requires the incoming employer to retain covered employees for a certain time after the change in ownership. For more info:<a href=\"https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/hotel-employees-job-retention-ordinance\"> https:\/\/www.seattle.gov\/laborstandards\/ordinances\/hotel-employee-protections\/hotel-employees-job-retention-ordinance<\/a>\r\n<h4>Restaurant Work<\/h4>\r\n<span style=\"font-weight: 400;\">Restaurants contain potential hazards such as hot surfaces, sharp objects, dangerous kitchen equipment, flammable oils and slippery floors. Your employer must set up an <\/span><b>accident prevention program (APP) <\/b><span style=\"font-weight: 400;\">with employee representatives and follow it to make sure that your working conditions are as safe as possible. Your employer is required to tell you about all potentially dangerous equipment and ensure you are trained to competently use the equipment. In some cases, your employer must provide Personal Protective Equipment, such as gloves or masks. Your employer must also do a daily safety check of work areas to make sure there are no new hazards, and make sure employees are following safety rules. For more information on the safety and health rules for restaurants, see: <\/span><a href=\"http:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/restaurants\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/safety-health\/safety-topics\/industry\/restaurantss<\/span><\/a>\r\n<h4>Temporary Work<\/h4>\r\nIn 2021, the Washington Legislature passed a new law on safety for temp workers. Both temp agencies and worksite employers have a joint responsibility to provide a safe workplace free of recognized hazards. Temp agencies are required to:\r\n<ul>\r\n \t<li>inquire about <span dir=\"ltr\"> safety conditions, workers tasks, and the <\/span><span dir=\"ltr\">worksite employer's safety program before assigning workers; <\/span><\/li>\r\n \t<li><span dir=\"ltr\">provide safety training for hazards the worker is likely to face at the worksite in the preferred language of the employee, and at no expense to the employee. <\/span><\/li>\r\n<\/ul>\r\n<span dir=\"ltr\">Employers using temp employees must:<\/span>\r\n<ul>\r\n \t<li><span dir=\"ltr\">document and inform temp agencies of hazards; <\/span><\/li>\r\n \t<li><span dir=\"ltr\">provide any specialized safety training necessary; <\/span><\/li>\r\n \t<li><span dir=\"ltr\">maintain records of training;\r\n<\/span><\/li>\r\n \t<li>Inform workers and temp agencies of any safety changes related to new tasks and provide appropriate training;<\/li>\r\n \t<li><span dir=\"ltr\"> An employee may refuse a new job task <\/span><span dir=\"ltr\"> if they have not been given<\/span><span dir=\"ltr\"> appropriate training to do the new task.<\/span><\/li>\r\n<\/ul>\r\n<h4>Other Kinds of Work<\/h4>\r\n<span style=\"font-weight: 400;\">Retail workers face the special safety concern of potential robbery. Office workers encounter ergonomics health issues. Health care workers face blood-borne dangers and exposure to dangerous chemicals. In addition, health care, transportation other specialized workers sometimes have limitations on work hours to ensure sufficient rest between shifts. Many workplaces also have rules concerning safe ventilation, lighting, safe entries and exits, fire hazards, crime and workplace violence. For more information on these issues visit the L&I\/DOSH website: <\/span><a href=\"https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/safety-health\/safety-rules\/rules-by-chapter\/<\/span><\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.5. Coronavirus and Safety\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.5 Coronavirus and Safety\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2625\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Special Coronavirus Safety Rules<\/h4>\r\n<strong>Providing Employees Notice of Exposure<\/strong> - Once an employer has been notified of a Coronavirus case at a workplace, the employer must provide employees and subcontracted employees at the workplace with written notice within one business day. For health care facilities, such notice must be made to all employees on the premises within 24 hours (not a business day).\r\n\r\n<strong>Providing Notice to Dept. of Labor and Industries <\/strong>- Employers with 50 or more employees at a worksite must provide notice within 24 hours to the WA Dept. of Labor and Industries (L&I) if 1<span dir=\"ltr\">0 or more of their <\/span><span dir=\"ltr\">employees at the workplace or worksite in this state have tested <\/span><span dir=\"ltr\">positive for Coronavirus<\/span>.\r\n\r\n<strong>Right to Use Personal Protection Equipment (PPE) -<\/strong>\u00a0 Every employer that does not require specialized PPE must allow employees or onsite contractors to voluntarily use any PPE<span dir=\"ltr\"> they want to use, including gloves, <\/span><span dir=\"ltr\">goggles, face shields, and face masks.<\/span>\r\n\r\n<strong>Protection from Retaliation for Filing Complaints - <\/strong>An employer cannot fire or discriminate against an employee for filing a Coronavirus (or any other) safety-related complaint or testifying against the employer in a safety case. <span dir=\"ltr\">Prohibited discrimination includes an action that would deter a <\/span><span dir=\"ltr\">reasonable employee from exercising their legal rights to a safe workplace. This protection includes the right to have their job or an equivalent job restored, back wages, and fines against the employer.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.6 Harassment, Bullying and Assault\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.6 Harassment, Bullying and Assault\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"984\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">Whether you're being pressured to have sex with your boss or forced to listen to foul language or slurs, harassment and bullying of all types can create an unsafe, hostile work environment. While federal and state laws are limited in defining illegal behavior, that does not mean what you\u2019re experiencing is acceptable. This section will guide you in understanding your rights and how to navigate hostile workplace environments.<\/span>\r\n\r\n<b>Harassment: <\/b><span style=\"font-weight: 400;\">Under federal and WA state law it is illegal to harass a person in any aspect of employment because of that person\u2019s race, color, ethnicity, gender, religion, sexual orientation, or other legally protected status. Harassment can include slurs, offensive or derogatory remarks about a person\u2019s identity, or the display of offensive symbols. Harassment against someone because of their protected status can be illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim of the harassment being fired or demoted).See the Discrinination section to get a comprehensive list of protected statuses and guidance on how to defend your rights.\u00a0<\/span>\r\n\r\n<b>Workplace bullying<\/b><span style=\"font-weight: 400;\"> typically involves malicious behavior such as deliberate insults, threats, demeaning comments, constant criticism, overbearing supervision, profane outburst, blatant ostracism, being overworked, or simply not communicating with colleagues. More subtle forms of bullying can include withholding or supplying incorrect work-related information, sabotaging projects, passive-aggressive behavior, blocking promotions, providing unclear or contradictory instructions, or requesting unnecessary or menial work.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Generally, it is not illegal for your boss to harass you unless it is done for an illegal reason. The law does not require that your boss be nice, kind or fair, only that your boss does not treat you differently because of your age, sex, race, religion, national origin, disability, or other protected status. However, if bullying starts as retaliation against an employee who has reported ethical concerns about the company, the employee may be protected under whistleblower statutes. Workers represented by a union can report the bullying to their Union Representative and seek support in addressing the behavior with workplace management. Learn more about bullying at: <\/span><a href=\"https:\/\/www.workplacefairness.org\/workplace-bullying\"><span style=\"font-weight: 400;\">https:\/\/www.workplacefairness.org\/workplace-bullying<\/span><\/a>\r\n\r\n<b>Assault\/Workplace Violence:<\/b><span style=\"font-weight: 400;\"> If you have experienced sexual assault or physical violence at work, report it immediately to your supervisor and\/or the police, and detail the incident in writing. If you have been threatened at your workplace and your supervisor or employer does not act, or the threat of further violence is serious, report it to the local police. <\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you feel that you were the victim of violence because your employer violated the general duty to provide a safe workplace, you can file a complaint with OSHA and the WA Department of Labor & Industries. Employers are not automatically liable for violent acts committed by their employees. However, if your employer could have or should have known that one of their employees had violent tendencies, they may be liable for injuries caused by that employee. <\/span>\r\n\r\n<span style=\"font-weight: 400;\">Documenting and reporting threatening behavior when it happens will help you in holding your employer accountable if they fail to respond adequately to your concerns. Workers' compensation laws require employers to pay for injuries suffered by an employee on the job. Furthermore, employers are required by OSHA to provide a safe work environment for their employees.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Washington\u2019s Crime Victims Compensation Program (CVCP) assists crime victims who suffer bodily injury or severe emotional stress from a crime classified as a gross misdemeanor or felony, and who are providing reasonable cooperation with law enforcement in the investigation and prosecution of the offender. CVCP covers: medical\/dental benefits; lost wages; medication coverage; mental health treatment; grief counseling; and funeral expenses. CVCP is a last payer of benefits, you must use your primary insurance first. To learn more about the compensation program, go to <a href=\"https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/who-can-file-and-what-is-covered\/\">https:\/\/lni.wa.gov\/claims\/crime-victim-claims\/who-can-file-and-what-is-covered\/<\/a><\/span>\r\n\r\n<strong>New for 2020! Workplace Violence Prevention in Health Care Settings<\/strong>\r\n\r\nBeginning in 2020, Washington health care facilities, including mental health and home health services, must update their violence prevention plans regularly and provide updated training to employees (RCW Chapter 49.19). See the legislative summary here: <a href=\"https:\/\/lawfilesext.leg.wa.gov\/biennium\/2019-20\/Pdf\/Bill%20Reports\/House\/1931-S%20HBR%20FBR%2019.pdf\">https:\/\/lawfilesext.leg.wa.gov\/biennium\/2019-20\/Pdf\/Bill%20Reports\/House\/1931-S%20HBR%20FBR%2019.pdf<\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.7 If You Find a Health or Safety Issue at Work\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.7 If You Find a Health or Safety Issue at Work\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2551\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">The Washington State Department of Labor & Industries (L&I), Division of Occupational Safety and Health (DOSH) is responsible for administering the requirements for worker health and safety in Washington.<\/span>\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td>\r\n<h5><b>Step 1<\/b><\/h5>\r\n<\/td>\r\n<td>See, smell, or hear something unsafe.<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 2<\/b><\/h5>\r\n<\/td>\r\n<td>Write down what happened, the time and date, exactly where, and who was involved. Keep this record.<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 3<\/b><\/h5>\r\n<\/td>\r\n<td>Report the safety hazard to your boss. (Note, if you are uncomfortable telling your boss directly, you can skip steps 3-4, and directly file an anonymous DOSH complaint.\u00a0 You can also report it to a labor union or union representative.)<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 4<\/b><\/h5>\r\n<\/td>\r\n<td>If your boss does not fix the problem you can refuse to do the unsafe work, but you must stay at work. If you refuse to do unsafe work, tell your boss that you plan to report the violation.<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 5<\/b><\/h5>\r\n<\/td>\r\n<td>File a complaint with DOSH.<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 6<\/b><\/h5>\r\n<\/td>\r\n<td>DOSH could require an inspection of your workplace.<\/td>\r\n<\/tr>\r\n<tr>\r\n<td>\r\n<h5><b>Step 7<\/b><\/h5>\r\n<\/td>\r\n<td>DOSH will decide whether or not the problem has to be fixed. You can request that they look over the decision again if you disagree.<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<h4>\u00a0<\/h4>\r\n<b>Generally speaking, you have the right to refuse to do unsafe work, but you should stay at the jobsite and try to find safe work to do until your shift ends or you are asked to leave.<\/b>\r\n\r\n<span style=\"font-weight: 400;\">If you have a safety committee in your workplace, you can also tell the committee. Your employer might simply correct the issue and solve the problem. But if your employer doesn\u2019t fix it and you are still concerned about the issue, you can file a complaint with DOSH.\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Information for Federal Employees<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you are a federal employee, a non-federal employee working on federal reservations or military bases, employed on a floating worksite (dry docks, fishing boats or construction barges), or employed by a tribal employer on tribal lands in Washington State, then you should visit the\u00a0 federal agency <\/span><a href=\"http:\/\/www.osha.gov\"><span style=\"font-weight: 400;\">OSHA\u2019s website<\/span><\/a><span style=\"font-weight: 400;\"> or call (800) 321-OSHA [6742]<\/span>\r\n<h4><span style=\"font-weight: 400;\">Filing a Complaint<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Complaints must be made in writing. You can use an online form available in English or Spanish, or you can just write DOSH a letter explaining who you are and describing the problem.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You can call DOSH for more information about how to make your complaint and about the complaint process at 1 (800) 4BE-SAFE (interpreter services are available). You can also find information online and file complaints at the <\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints\"><span style=\"font-weight: 400;\">DOSH Complaints website<\/span><\/a><span style=\"font-weight: 400;\">. <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.8 Workers\u2019 Compensation for Injury or Occupational Disease\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.8 Workers\u2019 Compensation for Injury or Occupational Disease\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"986\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">If you are injured at work or develop an occupational (work-related) disease, you can apply for workers\u2019 compensation. <\/span><span style=\"font-weight: 400;\">I<\/span><span style=\"font-weight: 400;\">f you need medical treatment for your injury or illness you may be entitled to help in paying for treatment. You may also be entitled to receive partial lost wages if illness or injury stopped you from being able to work. All employees have the right to receive workers\u2019 compensation, including undocumented workers.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Learn more in the On the Job Injury or Diagnosis of an Occupational Disease section under <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2:\u00a0Your Right to Care for Yourself and Family<\/a><span style=\"font-weight: 400;\">.<\/span><\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"4.9 ICE and the Police - What to do if Immigration Comes to Your Workplace\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"4.9 ICE and the Police - What to do if Immigration Comes to Your Workplace\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"2556\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\">Immigration officers are not allowed to enter private (employee-only) areas of your workplace \u2014 whether it is a factory, store, farm, or orchard \u2014 without either the owner\u2019s permission or a <\/span><span style=\"font-weight: 400;\">judicial <\/span><span style=\"font-weight: 400;\">warrant signed by a judge. If an officer does get permission, the officer can ask you questions about your immigration status.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to keep silent. You don\u2019t even have to tell the agent your name.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have the right to talk to a lawyer before answering any questions. You can tell the officer, \"I wish to talk to a lawyer,\" in answer to any question.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you hire an attorney, speak only through your attorney.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do not tell the immigration officer where you were born or your immigration status.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do not show the officer your papers or any immigration documents. If the officer asks you for your papers, tell the officer, \"Please speak to my lawyer.\"<\/span><\/li>\r\n<\/ul>\r\n<strong>The Washington Immigrant Solidarity Network (WAISN) has a Hotline (Call 844-724-3737) to find out more about what\u2019s going on in your community and to report ICE issues, or see the handout at their website: <\/strong><a href=\"https:\/\/nam04.safelinks.protection.outlook.com\/?url=https%3A%2F%2Fwww.waisn.org%2Fkeep-washington-working&data=02%7C01%7C%7Cfeca86f38b5741ca549408d83b109023%7C02d8ff38d7114e31a9156cb5cff788df%7C0%7C0%7C637324289603945714&sdata=%2ByIjbjLwrI5nRsga%2BkbVvwKUX5Mu4rBjKR1ej3YdqZg%3D&reserved=0\">https:\/\/www.waisn.org\/keep-washington-working<\/a>\r\n<h5><span style=\"font-weight: 400;\">If you are approached by Police on the Street While Waiting for Work<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The police often approach day laborers while they are gathering for work on street corners. In some places, day laborers and organizers have formed a respectful relationship with the police. If you can, work with a trusted community group or worker center to learn about your rights and to make a plan of action for dealing with the police.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Raising the Bar!\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">City of Seattle Police Officers are not supposed to ask you about your immigration status. If they do, you do not have to answer.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">If You Are Approached By The Police:<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The most important thing to remember is to stay calm and do not run because you may not be in any trouble. Running may give the police a reason to hold you.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Never give a police officer false identification or immigration-related documents.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Regardless of your immigration status, you have the right to not answer the police officer\u2019s questions. However, refusing to speak with the police can make them suspicious.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You should ask if you are free to leave. If the officer answers, \"yes,\" then you should walk away from the street corner.\u00a0<\/span><\/li>\r\n<\/ul>\r\n<h4>FAQs:<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Can the Police Ticket or Arrest Me for Looking for Work on a Street Corner or Other Public Space?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Most likely, yes. Many cities have laws that forbid loitering and blocking traffic. Some of these laws make it illegal to look for work in particular places. Day labor organizers in some areas have worked with police to identify places workers can wait for work or address traffic and neighborhood concerns without ticketing workers.<\/span>\r\n<h5><span style=\"font-weight: 400;\">What Should I do if Police Ticket or Arrest Me?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You should remain silent and say, \"I am asserting my right to remain silent. I want to speak to an attorney. I do not consent to a search.\" Once a ticket is issued or you have been arrested, do not argue with the officer. The police can and will use anything you say against you. Carry a card that states you wish to exercise your right to remain silent. If the police start asking questions, present the card to the police and remain silent.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If possible, carry the name and contact information for an attorney or community organization who can give you advice in case you are arrested.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-organize\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 5: Your Right to Organize\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\">Chapter 5: Your Right to Organize<\/h2>\r\n<i><span style=\"font-weight: 400;\">This Chapter covers what happens when workers organize together to improve conditions at work through a union or other organization.<\/span><\/i>\r\n<h4>Summary<\/h4>\r\n<strong>A Voice on the Job Leads to a Better Job. When workers stand together they are more likely to win improvements and protections at work. Having a legally established union means that the employer is REQUIRED to negotiate a written agreement about the terms and conditions of your job \u2013 that includes wages, benefits, and much more. But even without a union, when working people act together they can create the power they need to have a collective voice on the job.<\/strong>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"5.1 Federal Protections to Organize a Union\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.1 Federal Protections to Organize a Union\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"990\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4>Summary<\/h4>\r\n<span style=\"font-weight: 400;\"><img class=\"wp-image-834 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image12.png\" alt=\"\" width=\"272\" height=\"204\">The National Labor Relations Act protects the basic right to take action with coworkers to improve wages and working conditions in the private sector. This is called \u201cconcerted activity.\u201d The National Labor Relations Act protects most private sector workers\u2019 right to organize a union and collectively bargain with their employers.\u00a0<\/span>\r\n\r\n<b>As a worker covered by the National Labor Relations Act, you have the right to:<\/b>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Talk about a union during breaks, or before or after work, but usually not during work time.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Distribute union literature to your coworkers. You can do this on your own time in non-working areas (for example the cafeteria or parking lot).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Attend union meetings.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Encourage your coworkers to form a union.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Wear union buttons, t-shirts, stickers, hats and other union items on the job as long as your dress code does not prohibit those kinds of things generally. If you are allowed to wear a Sierra Club or Rotary Club button at work, you should be allowed to wear a union button.<\/span><\/li>\r\n<\/ul>\r\n<b>It is against the law for your employer to:<\/b>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Threaten to fire you for supporting the union.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Spy on you about your union activity.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Discriminate against you (treat you worse) when it comes to hiring, promotion, layoffs, benefits or other working conditions because you support the union.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Make threats or promises related to union activity. An example of an illegal threat is saying that the workplace will close if workers form a union. An example of a promise is that if workers\u2019 reject the union, the employer will raise wages.<\/span><\/li>\r\n<\/ul>\r\n<h4>FAQs:<\/h4>\r\n<h5><span style=\"font-weight: 400;\">Who Is Not Covered by The National Labor Relations Act?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The National Labor Relations Act does not apply to farm workers, domestic workers, public sector workers (federal, state, county, and municipal employees), true independent contractors (see: Am I an Employee?), supervisors or managers who can hire or fire people, and confidential employees.<\/span>\r\n<h5><span style=\"font-weight: 400;\">What about public sector workers?<\/span><\/h5>\r\n<b>Workers in the railroad or airline industries<\/b><span style=\"font-weight: 400;\"> are covered by the Railway Labor Act. For more information go to the website of the National Mediation Board (<\/span><a href=\"http:\/\/nmb.gov\/\"><span style=\"font-weight: 400;\">http:\/\/nmb.gov\/<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n\r\n<b>Public Sector Workers<\/b><span style=\"font-weight: 400;\">: Most public sector workers do have the right to form unions under similar state and federal laws.<\/span>\r\n\r\n<b>State and local public sector workers<\/b><span style=\"font-weight: 400;\">:\u00a0 Public Employment Relations Commission<\/span><a href=\"http:\/\/www.perc.wa.gov\/\"><span style=\"font-weight: 400;\"> www.perc.wa.gov<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<b>Federal workers: <\/b><span style=\"font-weight: 400;\">\u00a0Federal Labor Relations Authority<\/span><a href=\"http:\/\/www.flra.gov\/\"><span style=\"font-weight: 400;\"> www.flra.gov<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"5.2 What is a Union?\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.2 What is a Union?\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"991\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">A union is a democratic organization of workers who join together to improve the terms and conditions of their employment by bargaining collectively (together) with their employer.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Union Members Have\u2026<\/span><\/h4>\r\n<ul>\r\n \t<li style=\"list-style-type: none;\">\r\n<ul>\r\n \t<li style=\"list-style-type: none;\">\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><b>The right to<\/b> <b>collectively bargain<\/b><span style=\"font-weight: 400;\"> a contract guaranteeing the terms and conditions of employment.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>The<\/b> <b>right to vote<\/b><span style=\"font-weight: 400;\"> for some union leadership positions, on contracts, and on whether to strike.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Constitutions and bylaws<\/b><span style=\"font-weight: 400;\"> that explain how the union operates internally.<\/span><\/li>\r\n \t<li><b>Elected officers.<\/b><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>To make a financial contribution: <\/b><span style=\"font-weight: 400;\">In most cases, everyone who benefits from a union contract puts in money (called \u201cdues,\u201d and usually paid through payroll deduction) to cover costs such as professional staff, legal advisors, etc. Employees who do not want to be union members are still covered under the union contract and pay fees to cover the cost of their union representation.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>The opportunity to<\/b> <b>be part of a larger labor organization<\/b><span style=\"font-weight: 400;\"> like a local, state, or national labor federation that works on behalf of all working people in the community.<\/span><\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<h4><span style=\"font-weight: 400;\">FAQs: Unions<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Why Have a Union?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The largest union benefit is having a stronger voice for employees on the job. Union members usually earn more than non-union workers doing similar work because they are able to bargain legally binding contracts (called collective bargaining agreements) with the employer. Union members also are more likely to have better employee benefits, including employer-provided healthcare, pensions, paid leave and job security.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Can My Union Protect Me from Being Fired?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">In Washington State, workers not covered by a union contract are considered to be \"at-will\" employees. This means an employer can hire and fire you for any reason or no reason at all. There are exceptions\u2014you cannot be hired or fired for discriminatory reasons (race, sex, national origin, etc.), in retaliation for defending your workplace rights, or for a limited set of other prohibited reasons (like whistleblowing).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Having a union usually means your employment is no longer \u201cat-will\u201d--an employer must prove that they have \"just cause\" (good reason) to fire you, suspend you, or otherwise punish you for misconduct.<\/span>\r\n<h5><span style=\"font-weight: 400;\">I Want a Union! Where Do I Start?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">A union organizing campaign is complex. Before beginning you should seek out resources and people who can help you. See the end of this chapter for some suggestions. Before starting you should consider the following things:<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"5.3 More About Unions\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.3 More About Unions\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Who Will Be a Part of Your Union?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Ideally, you should be in a union with workers who do similar work to you and\/or work at the same place. The contract your union bargains will apply to that specific group of workers, called a \u201cbargaining unit.\u201d<\/span>\r\n<p id=\"tip\">Tip: The better organized your group is, the less likely it is that someone from management will deny you your rights!<\/p>\r\n\r\n<h4><span style=\"font-weight: 400;\">Who Can Help You?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">First and foremost, think about your coworkers. Getting to know what workplace issues they care about, and how willing they are to organize will form the basis of your campaign! If you would like to discuss whether outside help or professional advice could aid your efforts, you can contact staff from a local union office at any point. Union staff can provide resources, guidance, legal support and strategic advice. A good starting place for help is the Washington State Labor Council or a local labor council. They can direct you to a union that could help you in your effort. Their contact information can be found in the<\/span><i><span style=\"font-weight: 400;\"> Labor Organizations<\/span><\/i><span style=\"font-weight: 400;\"> section at the end of this chapter.\u00a0<\/span>\r\n<p id=\"tip\">Tip: It is best to consult a union organizer or the NLRB for information on what is legal when employees try to form a union!<\/p>\r\n\r\n<h4><span style=\"font-weight: 400;\">Employer Resistance<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Most employers will fight a unionization effort. Before starting a campaign, you should learn about your right to unionize and make sure everyone understands that they are legally protected. You should also learn about employers\u2019 common anti-union activities. Learning about other campaigns and talking to union organizers can give you an idea of what to expect. You should expect your employer to fight the organizing drive, and it is probable that some of your coworkers won\u2019t want a union either.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Common Actions Employers Take When a Union is formed: Legal and Illegal<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Legal<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Call a mandatory meeting of all employees on work time to tell employees why management thinks a union would be bad for the company and the workers. This is called a \u201ccaptive audience meeting.\u201d This is <\/span><i><span style=\"font-weight: 400;\">not<\/span><\/i><span style=\"font-weight: 400;\"> allowed on union election day or the day before.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Meet individually (\u201cone-on-one\u201d) with employees, especially those that they think might be scared or willing to resist a union. This is <\/span><i><span style=\"font-weight: 400;\">not<\/span><\/i><span style=\"font-weight: 400;\"> allowed on union election day or the day before.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hire a consultant to help run a campaign against the union.<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">Illegal<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Punish workers for trying to form a union if organizing activities are off-the-clock.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Threaten to close the company if workers form a union or promise to improve working conditions if workers reject a union.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Spy on workers to monitor or discourage union activities<\/span><\/li>\r\n<\/ul>\r\n<h4><span style=\"font-weight: 400;\">Getting Recognition of Your Union<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Union Authorization Cards<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You need at least 30% of the workers in the bargaining unit to sign \u201cunion authorization cards\u201d or a petition before you can take a vote. Although 30% is the legal minimum, to be more confident of winning, it is wise to have at least 65% of workers sign before proceeding to the next step: demanding recognition.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Demanding Recognition of Your Union - Elections<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Once a significant majority of employees in your workplace have signed cards or petition in favor of unionizing, you can ask the employer directly to recognize the union, or you can ask the National Labor Relations Board (or the Public Employment Relations Commission in the public sector) to hold a secret ballot election for employees to vote on a union. <\/span>\r\n\r\n<b>Very Important!<\/b><span style=\"font-weight: 400;\"> While you are organizing, <\/span><i><span style=\"font-weight: 400;\">do not give management a reason to fire you!<\/span><\/i><span style=\"font-weight: 400;\"> Be sure to show up on time, follow the instructions you are given, etc. An employer can<\/span> <i><span style=\"font-weight: 400;\">legally<\/span><\/i><span style=\"font-weight: 400;\"> fire someone for poor job performance even during a union organizing campaign.<\/span>\r\n<h4><span style=\"font-weight: 400;\">What Do I Do If My Boss Does Not Respect My Rights?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Let your employer know that <\/span><b>the law protects your right to organize<\/b><span style=\"font-weight: 400;\">. If someone in management questions you about union activity, make a note of the date, who spoke to you, and what was said. Tell other workers or professional union staff about what happened immediately!<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You do not have a legal obligation to tell the employer about your organizing activities.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If your employer threatens you because you will not discuss your organizing, they are breaking the law and you can file an Unfair Labor Practice (ULP) charge against them.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For further assistance on the rules about unionizing and on filing an Unfair Labor Practice (ULP) charge, contact the:<\/span>\r\n\r\n<b>National Labor Relations Board Regional Office (for private sector employees)<\/b><span style=\"font-weight: 400;\">:<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Address -<\/span><\/i><span style=\"font-weight: 400;\"> 915 2nd Ave Room 2948, Seattle WA 98174<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Phone -<\/span><\/i><span style=\"font-weight: 400;\"> (206) 220-6300, TTY - (206) 220-6292<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Web Address -<\/span><\/i>\u00a0<a href=\"https:\/\/www.nlrb.gov\/region\/seattle\"> <span style=\"font-weight: 400;\">https:www.nlrb.gov\/region\/seattle<\/span><\/a>\r\n\r\n<b>Public Employment Relations Commission (for public employees)<\/b>\r\n\r\n<i><span style=\"font-weight: 400;\">Phone Number \u2013<\/span><\/i><span style=\"font-weight: 400;\"> (360) 570-7300<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">King County Address \u2013<\/span><\/i><span style=\"font-weight: 400;\"> 9757 Juanita Drive NE, Suite 201, Kirkland, WA 98304<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Web Address \u2013<\/span><\/i><a href=\"http:\/\/www.perc.wa.gov\"> <span style=\"font-weight: 400;\">www.perc.wa.gov<\/span><\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"5.4 Rights and Responsibilities of Union Members\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.4 Rights and Responsibilities of Union Members\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Once you have a union, you are entitled to many rights you would not otherwise have in the workplace.<\/span>\r\n<h4><span style=\"font-weight: 400;\">The Right to Representation - Weingarten Rights<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Federal law gives you the right to have a shop steward or other union representative with you during an \"investigative interview\" by a manager that could result in discipline \u2013 in other words, when you are called in to discuss if you have done something wrong. This is what is known as your <\/span><b>Weingarten Rights<\/b><span style=\"font-weight: 400;\">. If you think that your manager is asking to meet about an issue that could lead to discipline, you have a right to advice and assistance during this conversation.<\/span>\r\n<p id=\"tip\">If your employer denies the request for union representation and questions you anyway, you can refuse to answer any questions until you have a representative with you. However, you should not leave the meeting until your employer says you can!<\/p>\r\n\r\n<h4><span style=\"font-weight: 400;\">Collective Bargaining<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Collective bargaining is the process when union representatives and an employer negotiate over the conditions of employment, including pay, benefits, hours, leave, health and safety policies, and more. Both the union and the employer are legally required to bargain in \u201cgood-faith,\u201d that is, make a serious effort to reach an agreement.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">An appointed or elected \u201cbargaining team\u201d will represent employees in negotiations for a contract. If you have joined a larger union you will likely have a professional staff person or union officer with you as well. If both sides agree to a contract, union members will vote to either accept or reject it \u2013 majority rule. If it is rejected, then both sides have to negotiate some more. If it is approved, it takes effect. A union contract can last for any length of time, but most run two to four years.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Union Dues<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Union dues provide your union with money to operate. Dues are either a percentage of your income or a flat rate. Dues pay for many different things including bargaining, organizing, staff salaries, strike-funds and contributions to community causes. In most cases, union dues cannot be spent on political activities. Many unions have separate political action committees (PACs) that operate with voluntary contributions.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Employees who are covered by a union contract but do not want to be members sometimes have the option to pay a reduced \u201cagency\u201d or \u201cfair share\u201d fee to cover the cost of representing them. Remember that non-members who pay reduced fees probably don\u2019t have the right to vote on union matters.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Duty of Fair Representation<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Under the National Labor Relations Act, every union has a legal obligation to fairly represent all workers in the bargaining unit. Your union cannot discriminate against workers because of their race, gender, sexuality, age, nationality, immigration status, disability or their status as a dues-paying member, non-member, or agency fee payer.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Can We Go on Strike?\u00a0 <\/span><\/h4>\r\n<span style=\"font-weight: 400;\">The National Labor Relations Act protects your right to strike in some situations. Determining whether or not a strike is legal and what protections you have depends on the reason for the strike, how the workers and employer behaves, the type of workplace, and other factors. For more information on which strikes are protected visit the National Labor Relations Board website:<\/span><a href=\"https:\/\/www.nlrb.gov\/strikes\">https:\/\/<span style=\"font-weight: 400;\">www.nlrb.gov\/strikes<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For public sector employees (federal, state, city, etc.), or workers in the transportation industry covered by the Railway Labor Act, the right to strike is more limited. Washington State law explicitly bars most state, municipal, and county workers from striking, although public school teachers\u2019 right to strike is unclear.\u00a0 Strikes by federal workers are generally illegal. When strikes are illegal, however, other types of concerted action by workers may be permitted.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"5.5 Alternatives to Unions - Workers\u2019 Organizations\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.5 Alternatives to Unions - Workers\u2019 Organizations\" _builder_version=\"3.24\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" global_module=\"992\" saved_tabs=\"all\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Some workers, including agricultural workers, domestic workers, and independent contractors do not have a legal right to collective bargaining, but they can still organize to improve their working conditions. They can form workers\u2019 organizations that look out for their well-being.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">The steps to form a workers\u2019 organization that represents your interests are the same whether or not you have a legal right to collective bargaining.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Identify the issues that workers care about and the changes they want to make.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Build a leadership committee that can communicate with workers all over the workplace.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Find allies in the community \u2013 unions, community organizations, teachers, etc. \u2013 who understand how your workplace organizing will make a positive contribution in the community.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Use collective actions to ensure the employer follows all laws that protect workers even if they don\u2019t have a union.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Engage in grassroots fundraising from workers and your community to help create and maintain a strong organization.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Develop productive ways to discuss job issues with your employer. This might include a labor-management committee.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Find ways to protect each other if the employer tries to divide you.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep good records about what is happening on the job, and celebrate your victories!<\/span><\/li>\r\n<\/ul>\r\n[\/et_pb_toggle][et_pb_toggle title=\"5.6 Labor Organizations\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"5.6 Labor Organizations\" _builder_version=\"3.24\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">If you are interested in organizing to make things better at work, here are a few organizations that can help you get started.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Washington State Labor Council, AFL-CIO<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">You can visit the <\/span><b>Washington State Labor Council's<\/b><span style=\"font-weight: 400;\"> website to find a list of unions, news about the labor movement, or contact them for support. They are the largest labor organization in the state. The WSLC's core programs are to assist workers with organizing campaigns, advocate for policies protecting and benefitting workers, and education on worker issues. They can also direct you to one of 15 local labor councils across Washington State, including MLK Labor (<\/span><a href=\"http:\/\/mlklabor.org\/\"><span style=\"font-weight: 400;\">http:\/\/mlklabor.org\/<\/span><\/a><span style=\"font-weight: 400;\">) in King County.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">321 16<\/span><span style=\"font-weight: 400;\">th<\/span><span style=\"font-weight: 400;\"> Ave S.<\/span> <span style=\"font-weight: 400;\">Seattle, WA\u00a0 98144 (206) 281-8901\u00a0 <\/span><span style=\"font-weight: 400;\">\u00a0<\/span><a href=\"http:\/\/www.wslc.org\"><span style=\"font-weight: 400;\">www.wslc.org<\/span><\/a> <span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Casa Latina<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Casa Latina empowers metro Seattle\u2019s Latinx immigrants by providing them with educational and economic opportunities, giving people tools they need to work, live, support their families and contribute to the community.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">317 17th Avenue South, Seattle, WA 98144 206.956.0779\u00a0 <\/span><a href=\"http:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">http:\/\/casa-latina.org\/<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">Working Washington<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Working Washington is a statewide workers organization with a mission of building a movement to improve wages and working conditions, and advocating for raising wages, improving labor standards, and changing the conversation about wealth, inequality, and the value of work.\u00a0 Visit their website:<\/span><a href=\"http:\/\/www.workingwa.org\/\"> <span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/<\/span><\/a><span style=\"font-weight: 400;\">, or reach them at: info@workingwa.org | Phone: <\/span><b>253-256-5176<\/b>\r\n<h4><span style=\"font-weight: 400;\">WA Building and Construction Trades Council<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">The Washington Building and Construction Trades Council unites many building and construction trade unions. Their website is<\/span><a href=\"http:\/\/www.wabuildingtrades.org\"> <span style=\"font-weight: 400;\">www.wabuildingtrades.org<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">Labor Education and Research Center, South Seattle College<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you need education on your rights or how to develop the skills you need to organize, contact the Labor Center \u2013<\/span><a href=\"http:\/\/georgetown.southseattle.edu\/lerc\/\"> <span style=\"font-weight: 400;\">http:\/\/georgetown.southseattle.edu\/lerc\/<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-organize\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 6: Special Groups and Situations\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Chapter 6: Special Groups and Situations<\/strong><\/h2>\r\n<i><span style=\"font-weight: 400;\">This Chapter covers workers\u2019 rights for special groups and workplace situations and remedies for these workers.<\/span><\/i>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"6.1 Household\/Domestic Workers\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.1 Household\/Domestic Workers\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Household or domestic workers work in the employer\u2019s home as housecleaners and childcare providers. They are frequently paid under-the-table and lack many rights on the job. However, your employer cannot:\u00a0<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Take away your personal property or documents<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hit you, threaten you, nor abuse you in any way<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Sexually harass or assault you in any way<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Withhold your pay; nor<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do anything else that violates your civil rights as a person living and working in this country.\u00a0<\/span><\/li>\r\n<\/ul>\r\n<h4><span style=\"font-weight: 400;\">Special Rights for Domestic Workers in Seattle<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you are a domestic worker in Seattle \u2013 as an employee or independent contractor \u2013 working in private homes as a nanny, house cleaner, home care worker, gardener, cook, and\/or household manager,<\/span> <span style=\"font-weight: 400;\">you have additional rights described below.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Do Household Workers have to be Paid Minimum Wage?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">\u200b<\/span>Almost all domestic workers in Seattle are covered by Seattle\u2019s higher minimum wage (See <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#1__002e1-_minimum-_wage1\">Chapter 1.1 Minimum Wage<\/a>). Most household workers outside Seattle do have the right to be paid at least the state minimum wage <strong>($13.50 in 2020)<\/strong> unless you work for an employer irregularly, are younger than 18, or if you live where you work.\r\n<h5><span style=\"font-weight: 400;\">Taking Breaks and Taking Time Off<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Except for Seattle, household workers do not have a right to rest breaks during work. Seattle requires the following breaks:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 30-minute uninterrupted meal break if you work for more than five hours in a shift in the same home<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A 10-minute uninterrupted rest break for every four hours of work in the same home<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you can\u2019t take a break, your employer must provide additional pay for the missed break<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you are a live-in caregiver, you must receive a day of rest after more than six days of work in a row<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">In addition, Seattle\u2019s Domestic Worker law prevents employers from keeping any of your possessions or documents such as passports or visas.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">State law protects you from having to work more than 60 hours a week unless there is an emergency requiring you work the extra time. Your employer is allowed to fire you in most cases if you do not come to work, even if you are sick or just had a baby. <\/span><i><span style=\"font-weight: 400;\">\u00a0<\/span><\/i>\r\n<h4><span style=\"font-weight: 400;\">Safety and Injury on the Job<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Employers are required to provide safe working conditions for household workers. This includes providing cleaning materials that are as safe as possible. However, most household workers will not be able to get workers\u2019 compensation if injured at work. You should still let your employer know when you are injured and ask for help. If the employer does not agree to help you, you have the right to sue your employer to help you pay your medical bills and other damages. If that amount is less than $5,000, you can take your employer to small claims court. You can find information on small claims court (in Spanish as well) at Washington Law Help (<\/span><a href=\"http:\/\/www.washingtonlawhelp.org\"><span style=\"font-weight: 400;\">http:\/\/www.washingtonlawhelp.org<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Where to go for Help: Organizing with Other Workers<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Household workers can join together to help each other, but do not have a right to unionize. In other words, your employer is not required to negotiate or sign a contract. In Seattle, some domestic workers who cannot form a union join together to find work and help protect each other through Casa Latina Workers Center (<\/span><a href=\"http:\/\/casa-latina.org\"><span style=\"font-weight: 400;\">http:\/\/casa-latina.org<\/span><\/a><span style=\"font-weight: 400;\">).<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Cleaners or other household services workers who are employed by a business, not a private family, probably <\/span><i><span style=\"font-weight: 400;\">do<\/span><\/i><span style=\"font-weight: 400;\"> have the right to form a labor union (see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Chapter 5 - Your Right to Organize<\/span><\/a><span style=\"font-weight: 400;\">).<\/span>\r\n<h5><span style=\"font-weight: 400;\">What Can I Do If My Employer Is Breaking The Law?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">In Seattle, you can file a complaint with the Office of Labor Standards (<\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint\"><span style=\"font-weight: 400;\">https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint<\/span><\/a><span style=\"font-weight: 400;\">). Outside Seattle, you can file a workplace rights complaint with the Department of Labor and Industries (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints<\/a><\/span><span style=\"font-weight: 400;\">).\u00a0 Other resources include Fair Work Center (<\/span><a href=\"https:\/\/www.fairworkcenter.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.fairworkcenter.org\/get-help\/<\/span><\/a><span style=\"font-weight: 400;\">),\u00a0 Legal Voice (<\/span><a href=\"https:\/\/www.legalvoice.org\/domestic-worker-rights\"><span style=\"font-weight: 400;\">https:\/\/www.legalvoice.org\/domestic-worker-rights<\/span><\/a><span style=\"font-weight: 400;\">) and Casa Latina, listed above.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"6.2 Day Laborers\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.2 Day Laborers\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]<span style=\"font-weight: 400;\">Day laborers do temporary jobs, often in construction, landscaping and manufacturing. They are frequently paid off the books and misclassified as independent contractors. The following section is for day laborers who are true employees, even if they are misclassified as independent contractors.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Does My Employer Have to Pay Me Minimum Wage and Overtime?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Day laborers have a right to be paid at least the minimum wage ($12.00 an hour in 2019) and the right to paid overtime (time and a half) for every hour worked over 40 in a week for a single employer, whether that employer is an individual or an agency.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Does My Employer Have to Pay Me for Waiting and Transportation Time?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">You do not have to be paid for the time it takes to get to work unless you are working along the way to a job site or are being taken to a different site for the same employer. If you are free to leave the job site, then you do not have to be paid while you wait for work. However, if your employer says that you must report at a certain time you should be paid starting at that time, whether the work has begun or not.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Can My Employer Take Money Out of My Paycheck?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If your employer offers you something that you are free to accept (like meals or transportation), and you are expected to pay for it, your employer can take money out of your pay as long as your pay (after deductions) is at least minimum wage and you have agreed to it in advance. If the employer does not allow you to provide your own transportation or meals, and your boss benefits or profits by charging workers for meals, transportation, etc., arrangement, then you should not have to pay.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If your employer withholds wages resulting in your pay being below the minimum wage, or not being paid at all, that is wage-theft. You should contact an attorney or Casa Latina <\/span><b>(206) 956-0779<\/b> <span style=\"font-weight: 400;\">for help.<\/span>\r\n\r\n<b>Uniforms and Equipment \u2013<\/b><span style=\"font-weight: 400;\"> In most cases, your employer cannot deduct money from your paycheck for a uniform, tools, safety equipment or other materials that you need to do your job.<\/span>\r\n\r\n<b>Property Damage \u2013<\/b><span style=\"font-weight: 400;\"> Except in limited circumstances, your employer cannot deduct money out of your paycheck to pay for damage to their property, even if it was your fault. However, they can ask you to pay for the damage or take you to court to force you to pay for it.<\/span><span style=\"font-weight: 400;\">\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/span>\r\n\r\n<b>Day Labor Agency Fees for Cashing Paychecks \u2013<\/b><span style=\"font-weight: 400;\"> This is not allowed if the fee would reduce your paycheck to below the minimum wage. These fees are also not allowed if the employer profits from the fees or if it they are not mostly for your benefit. The fees are allowed if the employer does <\/span><i><span style=\"font-weight: 400;\">not<\/span><\/i><span style=\"font-weight: 400;\"> benefit financially, and the arrangement <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> mostly for your benefit, <\/span><i><span style=\"font-weight: 400;\">and<\/span><\/i><span style=\"font-weight: 400;\"> you agree in advance and in writing.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Safety and Injury on the Job<\/span><\/h4>\r\nIn 2021, the Washington Legislature passed a new law on safety for temp workers. Both temp agencies and worksite employers have a joint responsibility to provide a safe workplace free of recognized hazards. Temp agencies are required to:\r\n<ul>\r\n \t<li>inquire about <span dir=\"ltr\"> safety conditions, workers tasks, and the <\/span><span dir=\"ltr\">worksite employer's safety program before assigning workers; <\/span><\/li>\r\n \t<li><span dir=\"ltr\">provide safety training for hazards the worker is likely to face at the worksite in the preferred language of the employee, and at no expense to the employee. <\/span><\/li>\r\n<\/ul>\r\n<span dir=\"ltr\">Employers using temp employees must:<\/span>\r\n<ul>\r\n \t<li><span dir=\"ltr\">document and inform temp agencies of hazard <\/span><\/li>\r\n \t<li><span dir=\"ltr\">provide any specialized safety training necessary <\/span><\/li>\r\n \t<li><span dir=\"ltr\">maintain records of training\r\n<\/span><\/li>\r\n \t<li>Inform workers and temp agencies of any safety changes related to new tasks and provide appropriate training<\/li>\r\n \t<li><span dir=\"ltr\"> An employee may refuse a new job task <\/span><span dir=\"ltr\"> if they have not been given<\/span><span dir=\"ltr\"> appropriate training to do the new task.<\/span><\/li>\r\n<\/ul>\r\n<b>Health and safety laws protect <\/b><b><i>all workers <\/i><\/b><b>regardless of their immigration status or being labeled as an independent contractor.<\/b><span style=\"font-weight: 400;\"> You can refuse unreasonably dangerous work and not lose your job. You also have the right to file health and safety complaints with the State Department of Labor and Industries (L&I). Call them at <\/span><b>1 (800) 423-7233<\/b><span style=\"font-weight: 400;\">. Interpreter services are available.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you are injured on the job, your employer is responsible for covering the cost of your medical treatment. You may qualify for workers\u2019 compensation, no matter what your immigration status is. For more information on collecting workers\u2019 compensation see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right to Care for Yourself and Your Family<\/a>.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Where to Go for Help: Organizing with Other Workers<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Casa Latina (<\/span><a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">), Seattle\u2019s Worker Center, helps workers with issues such as wage theft and provides a safe space for workers to gather and look for work. They provide a work dispatch service where anyone looking for workers can call in and the Center will send them out workers. They also set a minimum pay scale for the workers they send out, depending on the skills required to do the work.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information on the rights of day laborers and what you can do to protect yourself, see the National Day Laborers Organizing Network website (<\/span><a href=\"https:\/\/ndlon.org\/\"><span style=\"font-weight: 400;\">https:\/\/ndlon.org\/<\/span><\/a><span style=\"font-weight: 400;\">). Workplace Fairness (<\/span><a href=\"https:\/\/www.workplacefairness.org\/day-laborers\"><span style=\"font-weight: 400;\">https:\/\/www.workplacefairness.org\/day-laborers<\/span><\/a><span style=\"font-weight: 400;\">) also has a good section on the rights of day laborers.<\/span>[\/et_pb_toggle][et_pb_toggle title=\"6.3 Under-the-Table Workers\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.3 Under-the-Table Workers\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Under-the-table work is all paid work that is not reported to the state or federal government. Under-the-table workers are generally paid in cash or through a personal check. Usually, you do not sign a written contract with your employer. It is generally illegal for an employer to hire you under-the-table.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Your Rights as an Under-the-Table Worker<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you are paid in cash, as an \u201cunder-the-table\u201d worker, you are entitled to the same rights and benefits as other workers, but it may be difficult to prove that you worked for a particular employer. They may deny that you ever worked for them, or say that you were an \u201cindependent contractor.\u201d<\/span>\r\n\r\n<b>A verbal contract<\/b><span style=\"font-weight: 400;\"> is an agreement that is not written down, but workers and employers are still required to follow it. It is best to get everything in writing to protect yourself.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Employees who work under-the-table have the right to be paid minimum wage ($13.69\/hour in 2021, higher in some cities) and usually overtime. Keep track of the hours and days that you work and all information you can gather about the person or company you worked for.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Your employer is responsible for providing a safe workplace for all workers, even those getting paid under-the-table. For more information on your rights to a safe workplace and on reporting an unsafe workplace, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Chapter 4: Your Right to a Safe Workplace<\/span><\/a><i><span style=\"font-weight: 400;\">.<\/span><\/i><span style=\"font-weight: 400;\"> Under-the-table employees, even undocumented workers, have the right to workers\u2019 compensation if injured on the job (see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e6-_workers-_comp__003a-_work-_injuries-and-_occupational-_disease1\">Chapter 2.6: Workers Comp: Work Injuries and Occupational Disease<\/a><span style=\"font-weight: 400;\">).<\/span>\r\n<h4><span style=\"font-weight: 400;\">Need More Help?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you need help understanding or claiming these rights, contact one of the free or reduced-price legal services listed in the Resources chapter at the end of this book.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you are in the Seattle area, you can contact the Fair Work Center (<\/span><a href=\"https:\/\/www.fairworkcenter.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.fairworkcenter.org\/get-help\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0 or call <\/span><b>844-485-1195<\/b><span style=\"font-weight: 400;\"> for assistance. You can also contact a community organization, such as Casa Latina (<\/span><a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0 that helps under-the-table workers and undocumented workers.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information on undocumented workers\u2019 rights, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#6__002e5-_undocumented-_workers1\"><span style=\"font-weight: 400;\">Chapter 6.5<\/span><\/a><span style=\"font-weight: 400;\">\u00a0below.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"6.4 Young Workers, New Jobs\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.4 Young Workers, New Jobs\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Teen Workers<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">How old do I have to be to work?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">In Washington State, the minimum age for teen workers is 14 years old. There are a few exceptions for some agricultural work or when a teen is working for a business <\/span><i><span style=\"font-weight: 400;\">entirely<\/span><\/i><span style=\"font-weight: 400;\"> owned by their parent or guardian.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">To hire a worker under age 18, an employer must have a <\/span><b>Minor Work Permit<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"http:\/\/bls.dor.wa.gov\/minorworkpermit.aspx\"><span style=\"font-weight: 400;\">http:\/\/bls.dor.wa.gov\/minorworkpermit.aspx<\/span><\/a><span style=\"font-weight: 400;\">) from the Dept. of Revenue. Your employer must also have an <\/span><b>authorization form<\/b><span style=\"font-weight: 400;\"> from your parent and\/or your school. (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work<\/a><\/span><span style=\"font-weight: 400;\">) <\/span>\r\n<h5>What Is the Minimum Wage for Minors?<\/h5>\r\n<span style=\"font-weight: 400;\">The minimum wage in Washington State for 16- and 17-year-old workers is the same as for adults \u2014 $13.69 per hour in 2020. Teens under age 16 must be paid at least 85 percent of the minimum wage - $11.64 in 2021 and certificated student workers and student learners may be paid 75% of minimum wage ($10.27\/hr.). The minimum wage <\/span><b>exceptions<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/lni.wa.gov\/workers-rights\/agriculture-policies\/wages\"><span style=\"font-weight: 400;\">http:\/\/www.lni.wa.gov\/WorkplaceRights\/files\/policies\/esa1.pdf<\/span><\/a><span style=\"font-weight: 400;\">) for farm workers also apply to teens.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Breaks for Teens<\/span><\/h5>\r\n<b>All 14- and 15-year-old non-agricultural workers<\/b><span style=\"font-weight: 400;\"> have the right to a 30-minute, uninterrupted meal break for every four hours they work each day.\u00a0 They must also have a paid rest break of at least 10 minutes for every two hours worked.<\/span>\r\n\r\n<b>All 16- and 17-year-old non-agricultural workers and all agricultural workers under 18<\/b> <span style=\"font-weight: 400;\">have the same rights as adult workers. See <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#1__002e7-_agricultural-_workers-__002d-_special-_wage-and-_hour-_laws1\"><span style=\"font-weight: 400;\">Chapter 1.7<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span>\r\n<h5><span style=\"font-weight: 400;\">When Are Teens Allowed to Work?<\/span><\/h5>\r\n<b>Most teens under 18 may not work during school hours<\/b><span style=\"font-weight: 400;\">. There are also limits on hours and how late teens may work during non-school hours. How long you can work depends on age, the type of work and whether it is during school break or during school-week.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For teens not in farm work see:<\/span><span style=\"font-weight: 400;\"> <a href=\"https:\/\/Lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work\">https:\/\/Lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work<\/a><\/span>\r\n\r\n<span style=\"font-weight: 400;\">For teens in agricultural work:<\/span><a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work#agricultural-jobs\"><span style=\"font-weight: 400;\"> https:\/\/www.lni.wa.gov\/workers-rights\/youth-employment\/hours-of-work#agricultural-jobs<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">Safety for Teens on the Job<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The safety and health laws that protect adult workers also cover teens. See <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right To Care For Yourself And Family<\/a><\/span><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">In addition, teens cannot perform work that could be potentially hazardous for them such as driving vehicles, exposure to dangerous chemicals, working high above the ground, using dangerous equipment, or working with explosives, with the exception of those 16 years and older in state-approved Worksite Learning Programs and Apprenticeships.\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You can find complete lists of tasks that teens cannot perform online. For teens in non-farm jobs: <a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties<\/a><\/span>\r\n\r\n<span style=\"font-weight: 400;\">For teens in agricultural jobs:<\/span> <a href=\"https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties\"><span style=\"font-weight: 400;\">https:\/\/lni.wa.gov\/workers-rights\/youth-employment\/prohibited-duties<\/span><\/a>\r\n<h5><span style=\"font-weight: 400;\">Where to Go for Help<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">For more information on Teen Workers, go to<\/span><a href=\"http:\/\/lni.wa.gov\/workers-rights\"> <span style=\"font-weight: 400;\">http:\/lni.wa.gov\/workers-rights<\/span><\/a>, Click workers' rights, then Youth Employment<span style=\"font-weight: 400;\">. Teen work in Washington is regulated by the Department of Labor and Industries (L&I). If you believe your rights are being violated, contact L&I\u2019s Employment Standards Office at the above web address or call: <\/span><b>(866) 219-7321<\/b><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If there is a union in your workplace, you will have additional benefits and access to help through your collective bargaining contract and union representatives. Be sure you have a copy of your collective bargaining contract and know whom to contact if you need help.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Internships<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Internships can be paid or unpaid, depending on the employer. Your internship provider must<\/span><span style=\"font-weight: 400;\"> provide a safe working environment and follow all health and safety laws. For more information, see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right To Care For Yourself And Family<\/a><\/span><i><span style=\"font-weight: 400;\">.<\/span><\/i>\r\n<h4><i><span style=\"font-weight: 400;\">\u00a0<\/span><\/i><span style=\"font-weight: 400;\">Internships at a For-Profit Business<\/span><\/h4>\r\n<b>Even if you receive school credit, <\/b><span style=\"font-weight: 400;\">an internship at a for-profit business can only be unpaid if <\/span><b>all <\/b><span style=\"font-weight: 400;\">the following six standards are met:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The internship should be mostly educational. It can include some actual work experience, but you should not be doing routine business tasks all the time. An internship should help you develop a range of skills that could help you in several different jobs.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The internship must primarily benefit you, the intern.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot be hired <\/span><i><span style=\"font-weight: 400;\">instead of<\/span><\/i><span style=\"font-weight: 400;\"> regular workers. This means, that if the employer would have paid someone else to do the tasks that you are doing, then you should probably be paid as a legal employee.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The employer should not directly benefit from your work.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You are not guaranteed a job at the end of the internship. If there is an understanding that you will probably be hired at the end of the internship, then you should be paid like a regular employee from the outset.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You and the internship provider must both know and agree that the internship will be unpaid.<\/span><\/li>\r\n<\/ol>\r\n<span style=\"font-weight: 400;\">If your internship does not meet these guidelines, then you may be an employee. As an employee, you should get at least minimum wage and overtime pay. For help and more information, see the US Department of Labor\u2019s Internship webpage:<\/span><a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs71.htm\"> <span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs71.htm<\/span><\/a><span style=\"font-weight: 400;\">. You may be able to get paid for past work even if you finished the internship or got school\/college credit for the internship.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Internships at Non-Profit Organizations<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Federal law allows unpaid internships at non-profit businesses (such as schools, churches, and government organizations).\u00a0 In this case, you are a volunteer and you do not have to be paid minimum wage or overtime.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Resources for Internship Questions<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You can contact the US Department of Labor for more information about paid and unpaid internships.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Seattle District Office<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Address -<\/span><\/i><span style=\"font-weight: 400;\"> 300 Fifth Avenue, Suite 1130, Seattle, WA 98104<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Phone -<\/span><\/i> <span style=\"font-weight: 400;\">(206) 398-8039<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Portland District Office<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you are from Wahkiakum, Cowlitz, Clark, Skamania or Klickitat counties, you should contact the Portland WHD District office.<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Address -<\/span><\/i><span style=\"font-weight: 400;\"> 620 SW Main Street, Room 423, Portland, OR 97205<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Phone -<\/span><\/i> <span style=\"font-weight: 400;\">(503) 326-3057<\/span>\r\n<h4><span style=\"font-weight: 400;\">Apprenticeships<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Construction and other apprenticeships are an option if you are at least 16, have finished high school or their GED, are drug-free (you can be tested), and would like to learn a skilled trade while getting paid. Apprenticeship programs in Washington State usually take 1-5 years of mostly on-the-job training. Apprentices also get classroom instruction.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">There are different requirements for apprenticeship programs in different trades, such as electrical or plumbing work. Getting into an apprenticeship program can be competitive. When you complete an apprenticeship program you become a \u201cjourney worker,\u201d certified (and usually licensed) as an expert in your field.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Benefits of Apprenticeship<\/span><\/h5>\r\n<b>Help with the cost of college: <\/b><span style=\"font-weight: 400;\">Some apprenticeship programs help pay for classes at technical colleges, and may earn credits towards an Associate\u2019s degree in addition to a license in the trade.<\/span>\r\n\r\n<b>Excellent training and chances at getting work: <\/b><span style=\"font-weight: 400;\">Established training programs produce highly skilled workers who are sought after by employers. Some apprenticeships (especially union apprenticeships) also offer job placement services through their \u201chiring halls.\u201d<\/span>\r\n\r\n<b>Guaranteed pay raises:<\/b><span style=\"font-weight: 400;\"> As an apprentice your pay is an increasing percentage of a journey worker\u2019s pay. In most trades, journey positions are living wage jobs, and apprentice wages well above unskilled positions.<\/span>\r\n\r\n<b>VA educational benefits: <\/b><span style=\"font-weight: 400;\">Veterans may be able to use VA educational benefits during apprenticeships.<\/span>\r\n\r\n<b>Work on federal projects:<\/b><span style=\"font-weight: 400;\"> Registered apprentices are used on state and federally funded construction projects. Typically, such projects offer a higher rate of pay than privately funded, non-union projects.<\/span>\r\n\r\n<b>For more information<\/b><span style=\"font-weight: 400;\">, see Labor and Industries\u2019 Apprenticeship page:<\/span> <a href=\"https:\/\/lni.wa.gov\/licensing-permits\/apprenticeship\/apprenticeship-preparation\">https:\/\/lni.wa.gov\/licensing-permits\/apprenticeship\/apprenticeship-preparation<\/a>\r\n<h5><span style=\"font-weight: 400;\">Apprentice Health and Safety<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Whether you are injured during on-the-job training, in the classroom or lab, your medical expenses and lost wages are covered by insurance.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For any injury, tell your supervisor or instructor right away and seek medical attention.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information on the process to get your medical costs and lost wages covered, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\"><span style=\"font-weight: 400;\">Chapter 2<\/span><\/a><span style=\"font-weight: 400;\"> and ask your instructor or program coordinator. For more information on the health and safety laws that cover all workplaces see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Chapter 4<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">University and College Student Workers<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Federal Work-Study Programs<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Some student workers may qualify for Work-Study programs. These programs are funded by the state and federal governments and pay part of a student wages.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Am I Eligible?<\/span><\/h4>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Work study is for low-to-middle income students. You must show that you need financial aid to attend college.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have the documentation to work legally in the U.S.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you are male, you must be registered with Selective Service.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must have a high school diploma or recognized equivalent (GED).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be enrolled in a registered college at least half time, be working towards a degree or certificate, and show that you are making satisfactory academic progress.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot be in default on a federal student-loan or owe money on a federal student grant.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You may not work for an employer that is involved in politics.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot work for a company that you own (or even partly own), and you cannot work for a company if the person who will verify your hours is part of your family.<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">For the Washington State program, all the above are true, plus:<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You cannot be studying towards a theology or religion degree. You also may not work for any employer that is associated with a religion, though some hospitals are exceptions.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You must be a Washington State resident.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">To apply, you must fill out the Free Application for Federal Student Aid (FAFSA) online at <\/span><a href=\"http:\/\/www.fafsa.ed.gov\"><span style=\"font-weight: 400;\">www.fafsa.ed.gov<\/span><\/a><span style=\"font-weight: 400;\">. After you submit your application, you will be considered for both Federal and Washington State programs. If you get a work-study award, you will have to find a job on your own with an employer who participates in the program. Your college\u2019s student employment office or career center can help find employers and will also be a contact for the Federal Work Study Program.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">As a work-study employee, you have all the same rights as a regular employee, for instance, the right to be paid minimum wage.<\/span>\r\n<h4><span style=\"font-weight: 400;\">For More Information on the Federal Work-Study Program<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Federal Student Aid Information Center<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Phone -<\/span><\/i><span style=\"font-weight: 400;\"> (800) 433-3243 or (800) 4FED-AID<\/span>\r\n\r\n<i><span style=\"font-weight: 400;\">Web Address -<\/span><\/i><a href=\"http:\/\/studentaid.ed.gov\/understand-aid\/types\/work-study\/\"> <span style=\"font-weight: 400;\">http:\/\/studentaid.ed.gov\/understand-aid\/types\/work-study\/<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">More Information on the Washington State Work Study Program<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">You can find more information on Washington State\u2019s Work Study program at the Washington State Student Achievement Council webpage:<\/span><a href=\"https:\/\/www.wsac.wa.gov\/state-work-study\"> <span style=\"font-weight: 400;\">https:\/\/www.wsac.wa.gov\/state-work-study<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">International Student Workers<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">On-Campus Employment<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Students in the U.S. who hold F-1 visas can qualify to work certain on-campus jobs that serve students like campus bookstores or cafeterias. After one school year, you can work in off-campus locations connected to the school such as research labs.\u00a0 International students can work on-campus for 20 hours per week while school is in session and 40 hours per week during breaks. You do not have to get a separate work authorization for on-campus employment if you have an F-1 visa.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">You can find more information about student immigration on the US Immigrations and Customs Enforcement website at <\/span><a href=\"http:\/\/www.ice.gov\/sevis\/students\/\"><span style=\"font-weight: 400;\">http:\/\/www.ice.gov\/sevis\/students\/<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Curricular or Optional Practical Training (CPT Vs. OPT)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The CPT and OPT programs allow international students to gain United States work experience. These programs require completion of one year at the college you are going to graduate from, and require that your job relates to your major. You may be paid for CPT and OPT, and you can work during the school year. For more information: <\/span><a href=\"http:\/\/www.ice.gov\/sevis\/practical-training\/\"><span style=\"font-weight: 400;\">www.ice.gov\/sevis\/practical-training\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">STEM Extension<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you participated in an OPT, you may be able to get a one-time STEM Extension of 17 months if your major and job are related to Science, Technology, Engineering, or Math, and your employer uses E-Verify. Apply for the extension before your OPT runs out.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Working at an International Organization<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You can work as an intern at an international organization that has been approved by US Citizenship and Immigration Services (USCIS) as long as you have F-1 status and are living in the US. You can find more about the International Organization Internship Program online at <\/span><a href=\"http:\/\/www.ice.gov\/sevis\/employment#internship\"><span style=\"font-weight: 400;\">http:\/\/www.ice.gov\/sevis\/employment#internship<\/span><\/a><span style=\"font-weight: 400;\">\r\n<\/span>\r\n<h5><span style=\"font-weight: 400;\">Exception for Severe Economic Hardship<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">International F-1 students who experience unexpected economic hardship may work off-campus in a job unrelated to their field. To qualify for this, you must be doing well in school and prove to USCIS that on-campus employment isn\u2019t enough to meet your financial needs.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Undocumented Young And Student Workers<\/span><\/h5>\r\n<h4><span style=\"font-weight: 400;\">Can I Work in the United States?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">An employer cannot hire you without a work permit. If you work in the US, you are entitled to earn minimum wage and are covered by most other rights covered in this manual. Please see section in this Chapter on Undocumented Workers for more information.<\/span>\r\n<h4><span style=\"font-weight: 400;\">How Do I Get Authorized to Work in the United States?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">According to the USCIS, the Deferred Action for Childhood Arrivals (DACA) program is no longer accepting new individual requests for deferred action and Employment Authorization Documents (EAD). They are accepting renewal requests. For more information, visit the USCIS DACA update webpage:<\/span><a href=\"https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca\">https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca<\/a><a href=\"https:\/\/www.uscis.gov\/humanitarian\/consideration-of-deferred-action-for-childhood-arrivals-daca\">\u00a0<\/a><span style=\"font-weight: 400;\">, the<\/span><a href=\"https:\/\/www.nwirp.org\/\"> <span style=\"font-weight: 400;\">Northwest Immigrant Rights Project<\/span><\/a><span style=\"font-weight: 400;\">, or consult an immigration attorney.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Resources<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">For more resources for undocumented student workers, visit Immigrants Rising webpage:<\/span>\r\n\r\n<a href=\"https:\/\/immigrantsrising.org\/resource\/overview\/\"><span style=\"font-weight: 400;\">https:\/\/immigrantsrising.org\/resource\/overview\/<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">Public Service Student Loan Forgiveness<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">As a result of<\/span> <span style=\"font-weight: 400;\">the \u201cCollege Cost Reduction and Access Act of 2007,\u201d if you work in the public service, you are eligible to have all of your direct federal student loans forgiven, tax free.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">To qualify for the program, you must apply to enroll, get accepted and then make 10 years of qualifying on-time payments (120 in total) toward your federal student debt. You must be working full-time in the public service at least 30 hours a week (you can combine multiple part-time jobs to meet this requirement) beginning after October 1, 2007. After you make your 120 on-time payments, the US Department of Education forgives your remaining federal student loan debt.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Public Service Loan Forgiveness (PSLF) isn\u2019t a payment plan, like Income-Based Repayment or Pay as You Earn; it\u2019s a separate program that incentivizes a career in the public service.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Who is eligible?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Anyone who can answer \u201cyes\u201d to the following 5 questions is eligible for PSLF:<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do you work full-time in the public service?<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do you work full-time?<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does your loan qualify?<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Does your repayment plan qualify?<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Do your payments qualify?<\/span><\/li>\r\n<\/ol>\r\n<h5><span style=\"font-weight: 400;\">Resources:<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">For more information go to the US Department of Education\u2019s webpage:<\/span><a href=\"https:\/\/studentaid.ed.gov\/sa\/repay-loans\/forgiveness-cancellation\/public-service\"> <span style=\"font-weight: 400;\">https:\/\/studentaid.ed.gov\/sa\/repay-loans\/forgiveness-cancellation\/public-service<\/span><\/a><span style=\"font-weight: 400;\">, or Student Debt Crisis webpage:<\/span><a href=\"https:\/\/studentdebtcrisis.org\/tools\/\"> <span style=\"font-weight: 400;\">https:\/\/studentdebtcrisis.org\/tools\/<\/span><\/a>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"6.5 Undocumented Workers\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.5 Undocumented Workers\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<h4><span style=\"font-weight: 400;\">Your Rights As An Undocumented Worker<\/span><\/h4>\r\n<b>Being undocumented does not mean that you have no rights at work!<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Please be aware that immigration law changes rapidly, so you may want to double-check the accuracy of the information provided here.<\/span>\r\n<h5><span style=\"font-weight: 400;\"><img class=\"wp-image-836 alignnone size-medium\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image14-300x203.png\" alt=\"\" width=\"300\" height=\"203\">You Have the Right to be Paid Minimum Wage<\/span><\/h5>\r\n<b>Undocumented workers have the <\/b><b>same<\/b><b> wage, hour, breaks and unpaid leave rights as other workers.<\/b> <span style=\"font-weight: 400;\">An employer cannot refuse to pay you by saying that you because you have no papers. If your employer does not pay you for all hours you have worked, does not give rest breaks, or does not pay minimum wage or overtime, which is illegal wage theft. For more information on your rights and how to file a complaint, please see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-1__003a-_your-_right-to-_be-_paid1\"><span style=\"font-weight: 400;\">Chapter 1: Your Right to be Paid<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n<h5><span style=\"font-weight: 400;\">You Have the Right to a Healthy and Safe Work Environment<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Health and safety laws protect <\/span><b>all workers<\/b> <span style=\"font-weight: 400;\">regardless of immigration status. You have the right to file health and safety complaints with the Department of Labor and Industries (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/safety-complaints<\/a>)<\/span><span style=\"font-weight: 400;\">.\u00a0 For information on your health and safety rights and how to file a complaint see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-4__003a-_your-_right-to-a-_safe-_workplace1\"><span style=\"font-weight: 400;\">Chapter 4: Your Right to a Safe Workplace<\/span><\/a><i><span style=\"font-weight: 400;\">.<\/span><\/i>\r\n<h5><span style=\"font-weight: 400;\">You Have the Right to Receive Workers\u2019 Compensation if You Are Injured at Work<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">All workers, including undocumented workers, can qualify for workers\u2019 compensation benefits if they are injured on the job, or become sick because of their job. Workers\u2019 compensation covers the cost of medical treatment, and in some cases lost wages. For more information on workers\u2019 compensation and how to apply, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e6-_workers-_comp__003a-_work-_injuries-and-_occupational-_disease1\"><span style=\"font-weight: 400;\">Chapter 2.6: On the Job Injury and Occupational Disease<\/span><\/a><i><span style=\"font-weight: 400;\">.<\/span><\/i>\r\n<h5><span style=\"font-weight: 400;\">Most Workers Have the Right to Organize with Coworkers<\/span><\/h5>\r\n<span style=\"font-weight: 400;\"><img class=\"wp-image-842 alignnone size-full\" style=\"float: right; margin-left: 20px; margin-bottom: 20px;\" src=\"\/wp-content\/uploads\/2019\/07\/image23.png\" alt=\"\" width=\"204\" height=\"147\">The National Labor Relations Act (NLRA) protects most workers\u2019 right to organize a union and collectively bargain with employers. This law covers undocumented workers as well. It also protects you if you make a \"group effort\" to improve working conditions even if you don\u2019t have a union.<\/span>\r\n\r\n<b>It is against the law for an employer to discriminate against you for trying to organize with your co-workers.<\/b><span style=\"font-weight: 400;\"> This law does not protect farm workers, domestic service workers, federal employees, independent contractors, supervisors, and confidential employees. For more information on your right to organize, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Chapter 5: Your Right to Organize<\/span><\/a><i><span style=\"font-weight: 400;\">.<\/span><\/i>\r\n<h4><span style=\"font-weight: 400;\">What to do if Immigration Comes to Your Workplace<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Immigration officers are not allowed to enter your workplace \u2014 whether it is a factory, store, farm, or orchard \u2014 without either the owner\u2019s permission or a warrant. If an officer does get permission, the officer can ask you questions about your immigration status. See <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#4__002e9-_i_c_e-and-the-_police-__002d-_what-to-do-if-_immigration-_comes-to-_your-_workplace1\">ICE Section in Chapter 4: Your Right to a Safe Workplace<\/a>.<\/span>\r\n<h5><span style=\"font-weight: 400;\">What Other Workers Can Do About Workplace Immigration Raids<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Allies and union members in the workplace can play a role in responding to the threat of workplace raids. If you can do so safely, take photos of, video record, document and report raids and arrests.<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Obtain the names and phone numbers of any witnesses.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Share information about the raid with your co-\u00adworkers. If there is a union in your <\/span><span style=\"font-weight: 400;\">workplace, contact a union official.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If ICE agents or police officers enter without a proper warrant, ask for their names and\/or write down their badge numbers.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Report the raid to the Washington Immigrant Solidarity Network (WAISN) Hotline (Call <\/span><b>844-724-3737<\/b><span style=\"font-weight: 400;\">).<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">The AFL-CIO and other civil rights organizations provide resources and guidance on how to prepare for and respond to a raid or audit. Contact the AFL-CIO to order a copy of their Toolkit and Workplace Raids and Audits: <\/span><a href=\"https:\/\/actionnetwork.org\/forms\/defend-and-resist-workplace-raid-and-action-toolkit?source=website\"><span style=\"font-weight: 400;\">https:\/\/actionnetwork.org\/forms\/defend-and-resist-workplace-raid-and-action-toolkit?source=website<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">Discrimination and Retaliation<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">It is illegal for an employer to hire you if you are undocumented, <\/span><span style=\"font-weight: 400;\">and they can refuse to hire you, or can fire you because you are undocumented. Once you have a job, however, you do have some protections. Your employer cannot discriminate against you based on race, sex, pregnancy, national origin, sexual orientation, gender identification, religion, age, disability or several other categories. For more information, please see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Chapter 3: Your Right to Be Free From Discrimination<\/a><\/span><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<b>Your Right against Retaliation and Illegal Firing:<\/b><span style=\"font-weight: 400;\"> Retaliation means that your employer fires you, gives you a worse job, or reports you to Immigration and Customs Enforcement (ICE) because you filed a government complaint about your working conditions. It is also retaliation if your employer <\/span><i><span style=\"font-weight: 400;\">threatens<\/span><\/i><span style=\"font-weight: 400;\"> to retaliate as listed above. <\/span><b>Retaliation is against the law<\/b><span style=\"font-weight: 400;\">, and you should seek help from a lawyer.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Unemployment Insurance, Social Security Disability Insurance (SSDI) and\/or Supplemental Security Income (SSI)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are undocumented, you <\/span><b>cannot <\/b><span style=\"font-weight: 400;\">collect unemployment insurance, Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI). However, if you qualify to work under Deferred Action for Childhood Arrivals (DACA), you <\/span><i><span style=\"font-weight: 400;\">may<\/span><\/i><span style=\"font-weight: 400;\"> be eligible for unemployment insurance. See the section <\/span><i><span style=\"font-weight: 400;\">Undocumented Young and Student Workers<\/span><\/i><span style=\"font-weight: 400;\"> below for more information on DACA.\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Filing A Workplace Rights Complaint<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you choose to file a workplace rights complaint with any of the agencies that are described in this manual, there are some things you should keep in mind.<\/span>\r\n<p id=\"tip\">TIP: Government agencies enforcing workplace rights generally should not ask about immigration status. If they do, you do not have to answer before speaking with an attorney or legal representative!<\/p>\r\n\r\n<h5><span style=\"font-weight: 400;\">Risks of Filing a Complaint - ICE<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The greatest risk in filing a complaint as an undocumented worker is that your employer may illegally \"retaliate\" against you by reporting you to ICE. If ICE does follow up, they could try to deport you. Worse, if you used fake papers when you applied for your job, you may be charged in court, fined, deported, and\/or prevented from ever returning to live and work in the U.S. These penalties may apply even if you are married to a U.S. citizen, have U.S. citizen children, or have lived in the U.S. for many years.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Ways to Protect Yourself<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Whether or not you choose to file a complaint or a workers\u2019 compensation claim, here are some ways you can protect yourself:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><b>Consider applying for a U Visa if you are filing a complaint. <\/b><span style=\"font-weight: 400;\">A U Visa gives you <\/span><i><span style=\"font-weight: 400;\">temporary<\/span><\/i><span style=\"font-weight: 400;\"> legal status if you are a crime victim. If you get a U Visa, you will not be deported during the time that it takes to resolve your case; you may also be able to file for permanent residency. If you think you have been the victim of a crime, then contact the National Employment Law Project (<\/span><a href=\"https:\/\/www.nelp.org\/\"><span style=\"font-weight: 400;\">https:\/\/www.nelp.org\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0 (NELP) or a legal service listed in the <\/span><i><span style=\"font-weight: 400;\">Resources<\/span><\/i><span style=\"font-weight: 400;\"> chapter at the end of this manual for help with getting a U Visa. <\/span><b>\u00a0<\/b><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If ICE gets involved, request that they use <b>prosecutor<\/b> discretion. ICE can choose not to pursue your case if you are pursuing workplace or other rights. By asking for prosecutor discretion, you are asking them to not deport you while your claim is pending. This does not mean that you are legally allowed to work, it only means that ICE may decide to stop investigating your immigration status while your workplace claim is ongoing. Talk with an attorney about requesting prosecutor discretion.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Seek help from a community group that aids workers or immigrants, such as Casa Latina (<\/span><a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">) in Seattle; contact them at <\/span><b>(206)<\/b><b><i> 956-0779<\/i><\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep records and collect information about your work and employer. If your employer does not provide pay stubs with your hours, or you think that the records are wrong, keep track of your hours and other information about your employer. This includes his\/her full name, contact information, and any other information that will assist in tracking down your employer.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Seek help. If you have a union, talk to your union representative. Also, look for an attorney who specializes in workplace legal immigration issues, or seek help from a resource\/aid organization such as NELP, or the Northwest Immigrant Rights Project (NWIRP)(<\/span><a href=\"https:\/\/www.nwirp.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.nwirp.org\/get-help\/<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Don\u2019t discuss your immigration status with anyone until you seek legal help.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Don\u2019t re-submit your immigration papers to your boss. Since your boss should have checked your immigration papers when you were hired, you don\u2019t need to show them again without good reason.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Remember - there is strength in numbers. If your boss is denying your rights, it is likely that you are not alone. It is always best to bring a group of co-workers, or at least one other co-worker with you to complain. That way you can support each other and you are more protected by the law. This is called the right to \u201cprotected, concerted activity\u201d under federal labor law. Please see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Chapter 5: Your Right to Organize<\/span><\/a><span style=\"font-weight: 400;\"> for more information.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Important Note<\/span><span style=\"font-weight: 400;\">: Currently, in most situations, a government agency should enforce your workplace rights without considering your immigration status. However, there is some risk if you are undocumented. It is very important to seek legal help from a specialist\u2014 an attorney or a community organization with experience helping immigrant workers with labor or employment issues.\u00a0 <\/span><i><span style=\"font-weight: 400;\">If you hire an attorney, allow the attorney to speak for you\u2014do <\/span><\/i><i><span style=\"font-weight: 400;\">not<\/span><\/i><i><span style=\"font-weight: 400;\"> communicate directly with your employer or with government officials.<\/span><\/i>\r\n<h4><span style=\"font-weight: 400;\">Undocumented Young and Student Workers<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Deferred Action for Childhood Arrivals (DACA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">According to the USCIS, as of 2018, the Deferred Action for Childhood Arrivals (DACA) program is no longer accepting new individual requests for deferred action and Employment Authorization Documents (EAD). They are accepting renewal requests. For more information on DACA, visit the <\/span><a href=\"https:\/\/www.uscis.gov\/humanitarian\/deferred-action-childhood-arrivals-response-january-2018-preliminary-injunction\"><span style=\"font-weight: 400;\">USCIS DACA update webpage<\/span><\/a><span style=\"font-weight: 400;\">. For more information on your rights, contact the nearest office of the<\/span><a href=\"https:\/\/www.nwirp.org\/\"> <span style=\"font-weight: 400;\">Northwest Immigrant Rights Project<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><span style=\"font-weight: 400;\">or consult an immigration attorney.<\/span>\r\n<h4><span style=\"font-weight: 400;\">E-Verify and Social Security No-Match Letter<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">E-Verify<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">E-Verify is a federal program that compares information from employees\u2019 I-9 forms to government information to determine if you are eligible to work. If there is a mismatch, the employer is notified. Your employer can only use E-Verify after they hire you; your employer cannot use E-Verify on job applicants or in a discriminatory way.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">What is a Tentative Non-Confirmation (TNC)?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">When there is a mismatch on your I-9 form, the government will issue what is called a \u201ctentative non-confirmation\u201d (TNC). A TNC does not necessarily mean that you are not authorized to work in the United States; it only means that there is a mismatch in information. For more information on E-Verify visit the U.S. Citizenship and Immigration Services(<\/span><a href=\"http:\/\/www.uscis.gov\/\"><span style=\"font-weight: 400;\">http:\/\/www.uscis.gov\/<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">What Do I Do If I Get a TNC?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you get a TNC, you have the right to either <\/span><i><span style=\"font-weight: 400;\">contest<\/span><\/i><span style=\"font-weight: 400;\"> or <\/span><i><span style=\"font-weight: 400;\">not contest<\/span><\/i><span style=\"font-weight: 400;\"> the TNC.<\/span>\r\n\r\n<b>If you choose not to contest the TNC<\/b><span style=\"font-weight: 400;\">: tell your employer\u2014they may fire you. You do not have to do anything else to respond to the mismatch.\u00a0<\/span>\r\n\r\n<b>If you choose to contest the TNC<\/b><span style=\"font-weight: 400;\">: tell your employer that you are contesting the TNC and they will give you written information on how to contest it. The government will make a final decision on your case. If E-Verify\u2019s final decision is a mismatch, your employer may fire you.<\/span>\r\n\r\n<b>It is against the law for your employer to fire you or otherwise change your working conditions because you choose to contest the TNC.<\/b>\r\n<h5><span style=\"font-weight: 400;\">Will E-Verify Report Me to ICE?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Department of Homeland Security (DHS) and the Social Security Administration run E-Verify. ICE is also part of DHS. Workers are at risk of being reported to ICE because E-Verify is connected to DHS.<\/span>\r\n<h4><span style=\"font-weight: 400;\">No-Match Letter from Social Security Administration (SSA)\u00a0<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">A SSA \u201cno-match\u201d letter tells an employer that submitted forms contain names and Social Security numbers that do not match SSA records. The letter lists the names and\/or Social Security numbers that do not match. SSA<\/span> <span style=\"font-weight: 400;\">no-match letters are intended ONLY to help the SSA make sure its records and database are correct and that the SSA has the right earnings record for each employee.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">A no-match letter by itself does not tell your employer that you are not authorized to work, and they are not required to ask employees to provide their Social Security cards or other immigration-related documentation. We encourage you to contact a lawyer if this happens to you.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"6.6 Military Service Members and Families\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"6.6 Military Service Members and Families\" _builder_version=\"4.10.3\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n<div style=\"float: right; margin-left: 20px; margin-bottom: 20px;\">\r\n\r\n<img class=\"wp-image-841 alignnone size-medium\" src=\"\/wp-content\/uploads\/2019\/07\/image22-300x185.png\" alt=\"\" width=\"379\" height=\"234\">\r\n\r\n(Senior Airman Kayla Newman, U.S. Air Force Photo)\r\n\r\n<\/div>\r\n<h4><span style=\"font-weight: 400;\">Your Civilian Job Rights<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">As a veteran or member of the Armed Forces, you have federal law employment rights to protect your civilian job when you report for duty and when you return.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Uniformed Services Employment and Reemployment Rights Act (USERRA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you leave a civilian job for military service, your job is protected by the federal Uniformed Services Employment and Reemployment Rights Act (USERRA.) In general, USERRA guarantees that after you return from service, you will get your old job back. You are entitled to the same rights and seniority-based benefits as if you were working at the civilian job that whole time. USERRA also protects you from employment discrimination due to past, present, or future military service. USERRA applies to voluntary as well as involuntary service of all kinds, in peacetime as well as wartime.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">What am I Entitled to Upon Re-Employment?<\/span><\/h5>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Prompt reinstatement, which is generally a matter of days, not weeks, depending on length of service.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Seniority-based rights and benefits.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Training or retraining and other accommodations. This would also apply in case of a long period of absence or disability.\u00a0<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If you served between 30 days and six months in the uniformed services, you cannot be fired without cause for six months following reemployment. If you served 181 days or more, you cannot be fired without cause for one year following reemployment.\u00a0\u00a0<\/span><\/li>\r\n<\/ul>\r\n<h5><span style=\"font-weight: 400;\">Do I Have the Right to Health Care Benefits and Pension from my Employer During Military Service?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Yes. You have the right to continue your employer\u2019s health insurance coverage for you and any dependents for up to 24 months, however you may have to pay the full cost of the coverage. If you had a pension or retirement plan, your employer must continue your participation and contributions as if you were still working.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Other Benefits<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You must be treated as if you are on a leave of absence. While you are away, you are entitled to any rights and benefits that are available to any worker on the employer\u2019s most generous leave of absence policy. You are entitled, but not required, to use your earned vacation or annual leave during your period of military duty.\u00a0\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Who Can I talk to if I think my Employer is violating my USERRA Rights?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">You may file a complaint with the Veterans\u2019 Employment and Training Service (VETS). The VETS staff helps veterans and service members with their civilian jobs problems related to military service. For more information, contact Veterans Employment and Training Service, <\/span><b>(360) 507-9739<\/b><span style=\"font-weight: 400;\">, or visit the U. S. DOL Vets Washington office in Lacey, WA\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Disability Accommodations<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are disabled or seriously injured while serving, your employer must make reasonable efforts to accommodate your disability. This could include placing you in a new job position within the company or changing your old job. For example, if you break your leg during annual training, your employer has to make reasonable efforts to accommodate the broken leg,or place you in another position until the leg has healed. For more information on disability accommodations, see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-3__003a-_your-_right-to-be-free-of-_discrimination1\">Chapter 3: Your Right To Be Free From Discrimination<\/a><\/span><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">If you become disabled during service, you may also be eligible for vocational rehabilitation, re-training, and re-employment benefits through the U.S. Department of Veterans Affairs (<\/span><a href=\"https:\/\/www.va.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.va.gov\/<\/span><\/a><span style=\"font-weight: 400;\">) or call <\/span><b>(844) 698-2311<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Leave From Employment<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">Short-Term Leave for Service Members\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">When you are deployed, you are entitled to all rights and benefits you would have had if you were continuously employed, including the right to take leave from work. Both your military service and your civilian work hours count as hours worked to trigger leave rights under federal and state law. For more information on Family Medical Leave see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\">Chapter 2: Your Right To Care For Yourself And Family<\/a>.<\/span>\r\n<h5><span style=\"font-weight: 400;\">Long-Term Leave and Disability Benefits for Service Members<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are unable to return to work because of a serious injury or disability you may qualify for social security disability benefits. To qualify for social security benefits you must be unable to work because of your medical condition, but your injury need not have occurred during military service. For more information see <a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#2__002e7-_social-_security-for-_long__002d_term-_disability__002c-_illness-and-_people-in-_need1\">Chapter 2.7: Social Security for Long-Term Disability, Illness and People in Need<\/a>.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">In addition to the regular federal disability leave, veterans who are partially or fully disabled from their military service can receive military disability pay. A disability can apply to mental health conditions, such as post-traumatic stress syndrome (PTSD) as well as physical conditions. The amount of pay is determined by the severity of the disability and whether you have children or other dependents. For more information, visit the VA Disability Compensation website.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Benefits for Military Families, Spouses, Children, and Caretakers<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">When a person enlists in the military, his\/her family is also affected. Families of service members may have rights to help with the responsibilities of being part of a military family.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Military Family Leave under the Family and Medical Leave Act (FMLA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are the spouse, parent, son, daughter, domestic partner, or next-of-kin of a covered service member on active duty you may be entitled to \u201cmilitary caregiver leave\u201d under the Family and Medical Leave Act. This leave may provide between 12 and 26 workweeks of unpaid, job-protected leave in the following situations:<\/span>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Care of an injured service member<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Short notice deployment<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Military events and related activities<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Childcare and related activities<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Care of the service member\u2019s parent<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Financial and legal arrangements<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Counseling<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Rest and recuperation<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Post-deployment activities<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">For more information download the \u201cEmployees\u2019 Guide to Military Family Leave\u201d (<\/span><a href=\"https:\/\/www.dol.gov\/whd\/fmla\/2013rule\/FMLA_Military_Guide_ENGLISH.pdf\"><span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/whd\/fmla\/2013rule\/FMLA_Military_Guide_ENGLISH.pdf<\/span><\/a><span style=\"font-weight: 400;\">), or call the Department of Labor and request this pamphlet at <\/span><b>866-4-USA-DOL<\/b><span style=\"font-weight: 400;\">. For general information about the Family Medical Leave Act, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-2__003a-_your-_right-to-_care-for-_yourself-and-_family1\"><span style=\"font-weight: 400;\">Chapter 2<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n<h5><span style=\"font-weight: 400;\">The Washington State Military Family Leave Act (MFLA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Washington MFLA is different than the federal FMLA and gives spouses and registered domestic partners of service members the right to take time off work to spend with their partners before deployment. If you work an average of 20 hours a week or more and you are the spouse or registered domestic partner of a service member, you may take up to fifteen days of unpaid leave from work right before deployment or when your spouse is on leave from deployment for personal time. Spouses of both the Regular Armed Forces and the National Guard or Reserves are eligible.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For more information, download the MFLA Guide from Labor and Industries. (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/leave\/leave-for-military-spouses-and-certain-emergency-personnel\">https:\/\/lni.wa.gov\/workers-rights\/leave\/leave-for-military-spouses-and-certain-emergency-personnel<\/a><\/span><span style=\"font-weight: 400;\">)\u00a0\u00a0\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Other Information for Military Families<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">For more information on programs that support military families, including finding a new job if your family is transferred, changing schools for your children, health care, financial assistance and more, visit the website of the National Military Family Association.\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Civilian Work Restoration Programs<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">There are several veterans' programs to assist you in gaining the education, experience and skills you need to be competitive on the civilian job market.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Support for College Education - the GI-Bill<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The GI Bill provides financial support for education and housing to honorably discharged veterans. Potential benefits include tuition and fees for public in-state colleges, housing and supplies supplements. For more information, see the GI-Bill website.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Compensated Work Therapy Programs (CWT)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The VA offers vocational rehabilitation through the Compensated Work Therapy (CWT) programs. These programs support veterans who have physical and mental disabilities find opportunities for competitive jobs. CWT rehabilitation plans are individually developed for each veteran.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For information on CWT programs, see the Veteran Health Administration CWT website, or call one of the Washington State offices listed on the CWT website.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Veterans Resources<\/span><\/h4>\r\n<h5><span style=\"font-weight: 400;\">The Veterans Crisis Line<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Veterans Crisis Line connects veterans in crisis, their families and friends with qualified, caring VA responders through a confidential hotline, online chat, or text. Veterans and their loved ones can call <\/span><b>800-273-8255<\/b><span style=\"font-weight: 400;\"> and <\/span><b>Press 1<\/b><span style=\"font-weight: 400;\">, chat online at their website above, or send a<\/span><b> text message to 838255<\/b><span style=\"font-weight: 400;\"> to receive confidential support 24 hours a day, 7 days a week, 365 days a year. TTY Support is available at <\/span><b>1-800-799-4889<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">G.I. Rights Hotline\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The GI Rights Hotline provides accurate, helpful counseling and information on military discharges, AWOL and UA (Unexcused Absence), and GI Rights. <\/span><b>877-447-4487<\/b><span style=\"font-weight: 400;\">\u00a0\u00a0<\/span>\r\n<h5><span style=\"font-weight: 400;\">Washington State Department of Veterans Affairs (WDVA)<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The Department of Veterans Affairs is a full-service state agency that assists veterans, their family members and survivors. WDVA aggressively pursues all federal and state benefits on veterans\u2019 behalf. WDVA provides employment-related assistance to veterans and other eligible persons, including job counseling, job search assistance, job referral and placement. If you do not live near their Olympia office, you can call the statewide number to find veterans service providers in your area. 1-800-562-2308<\/span>\r\n<h5><span style=\"font-weight: 400;\">WDVA Veterans Service Center\u00a0<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">Visit WDVA Veterans Service Center (<\/span><a href=\"http:\/\/www.dva.wa.gov\/about-wdva\/contact-us\"><span style=\"font-weight: 400;\">http:\/\/www.dva.wa.gov\/about-wdva\/contact-us<\/span><\/a><span style=\"font-weight: 400;\">),\u00a0 call <\/span><b>1-800-562-2308<\/b><span style=\"font-weight: 400;\"> or visit the office at 1102 Quince St SE, Olympia, WA 98504-1105<\/span>\r\n<h5><span style=\"font-weight: 400;\">US Department of Veteran Affairs<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">The US Department of Veterans Affairs (USDVA) provides benefits including health care, disability, education and records. You can contact them at<\/span><b> (844) 698-2311<\/b><span style=\"font-weight: 400;\">. <\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-organize\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 7: Defend Your Workplace Rights\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\">Chapter 7: Defend Your Workplace Rights<\/h2>\r\n<i><span style=\"font-weight: 400;\">This Chapter covers how to respond to violations of your workplace rights, what to do if an employer retaliates when you file a complaint, and workplace privacy rights.<\/span><\/i>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"7.1 How to Defend Your Workplace Rights\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"7.1 How to Defend Your Workplace Rights\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">Your employer cannot retaliate against you for filing complaints about violations of your workplace rights or exercising your rights under the state or local laws. This includes complaints on minimum wage, overtime, safety (including Coronavirus), discrimination or any other rights listed in this guide.\u00a0<\/span>\r\n\r\n<b>Retaliation <\/b><span style=\"font-weight: 400;\">is any negative action that your employer takes to punish you for standing up for your workplace rights<\/span><b>. <\/b><span style=\"font-weight: 400;\">This could include cutting your hours, changing your shift, giving you worse work to do, or many other actions.<\/span><b> Retaliation is illegal. \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\r\n\r\n<span style=\"font-weight: 400;\">If your employer retaliates against you, you can file a complaint with Labor & Industries (<a href=\"https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints\">https:\/\/lni.wa.gov\/workers-rights\/workplace-complaints\/worker-rights-complaints<\/a><\/span><span style=\"font-weight: 400;\">)\u00a0 or Seattle Office of Labor Standards (<\/span><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint\">https:\/\/www.seattle.gov\/laborstandards\/investigations\/file-a-complaint<\/a><\/span><span style=\"font-weight: 400;\">) .<\/span>\r\n<h4><span style=\"font-weight: 400;\">If Workplace Issues Affect Multiple Employees<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If the employer is violating the workplace rights of multiple workers, then organizing a common response, such as a union to represent employees, can be more effective than filing individual complaints. An organized employee group can often win a faster response from the employer than filing individual complaints through agencies. Having a union agreement usually means <\/span><span style=\"font-weight: 400;\">that <\/span><span style=\"font-weight: 400;\">your employment is no longer \u201cat-will\u201d--an employer must prove that they have \"just cause\" (good reason) to take action against you if problems continue in the future. For more information on organizing in your workplace, see <\/span><a href=\"https:\/\/rightsatworkwa.org\/full-manual\/#_chapter-5__003a-_your-_right-to-_organize1\"><span style=\"font-weight: 400;\">Chapter 5<\/span><\/a><i><span style=\"font-weight: 400;\">.<\/span><\/i>\r\n<h4><span style=\"font-weight: 400;\">Whistleblower Protection Laws<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">A whistleblower is a person who tells someone in authority or the public about dishonest or illegal activities occurring in a government agency, or someone who reports violations of law by a private organization. The misconduct may be fraud, corruption or health and safety violations.<\/span>\r\n<h5><span style=\"font-weight: 400;\">How Do I Report Improper Conduct?<\/span><\/h5>\r\n<span style=\"font-weight: 400;\">If you are reporting violations of law by a private company, you should find an attorney to assist you with a \u201cqui tam\u201d or a \u201cFalse Claims Act\u201d lawsuit.\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Any Washington State employee may report an improper governmental action through the whistleblower program. This includes temporary employees, classified and exempt civil service employees and elected officials. Whistleblower complaints may be filed anonymously within one year of the act. Anything written by a whistleblower and sent to the state auditor\u2019s office should be marked \u201cconfidential\u201d. For more information, visit the State Auditor\u2019s Reporting website:<\/span>\r\n\r\n<a href=\"https:\/\/www.sao.wa.gov\/report-a-concern\/how-to-report-a-concern\/\"><span style=\"font-weight: 400;\">https:\/\/www.sao.wa.gov\/report-a-concern\/how-to-report-a-concern\/<\/span><\/a>\r\n\r\n<span style=\"font-weight: 400;\">\u00a0Note: If you are a federal employee, you can file a complaint with the U.S. Office of Special Counsel. A complaint form is here:<\/span><a href=\"https:\/\/osc.gov\/pages\/file-complaint.aspx\"> <span style=\"font-weight: 400;\">https:\/\/osc.gov\/pages\/file-complaint.aspx<\/span><\/a>\r\n\r\n<b>\u00a0<\/b>\r\n\r\n<b>More information is available at:<\/b>\r\n\r\n<span style=\"font-weight: 400;\">Government Accountability Project<\/span>\r\n\r\n<span style=\"font-weight: 400;\">1612 K Street, NW Suite #1100<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Washington, D.C. 20006<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Phone:\u00a0 202-457-0034<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Website:<\/span><a href=\"http:\/\/www.whistleblower.org\/\"> <span style=\"font-weight: 400;\">www.whistleblower.org\/<\/span><\/a>\r\n\r\n<span style=\"font-weight: 400;\">National Whistleblower Center<\/span>\r\n\r\n<span style=\"font-weight: 400;\">P.O. Box 25074<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Washington, D.C. 20027<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Phone: 202-342-1903<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Website:<\/span><a href=\"http:\/\/www.whistleblowers.org\/\"> <span style=\"font-weight: 400;\">www.whistleblowers.org\/<\/span><\/a>\r\n\r\n<b>In relation to all your rights discussed in this manual, always remember it is very important to document (write down) all conversations with an employer if you have a question or concern. This is for your protection in case you ever have to file a formal complaint, if a union represents you, or if you meet with an attorney.<\/b>\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"7.2 Privacy in the Workplace\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"7.2 Privacy in the Workplace\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">The internet has made a lot of personal information public and available to everyone, including employers. Courts are beginning to place limits on what information employers can use against employees. For more detailed information about your privacy rights at work visit the website:<\/span><a href=\"http:\/\/www.workplacefairness.org\/\"><span style=\"font-weight: 400;\">www.workplacefairness.org\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Is My Employer Allowed to Search My Belongings or Me at Work?<\/span><\/h4>\r\n<b>It depends.<\/b><span style=\"font-weight: 400;\"> Generally, public employers can only search their employees\u2019 persons, desks and property when they have a reasonable suspicion of wrongdoing. Private employers have fewer limitations. If your employer has a policy that states that they may conduct searches of you or your belongings, then they may have the right to do so. However, if they do not have such a policy and workers can prove that there is a \u201creasonable expectation of privacy\u201d in certain work situations, then it may be illegal for the employer to conduct such searches. In addition, if you have a union contract, the contract may place limits on the employer\u2019s ability to search and monitor you at work.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Is My Boss Allowed to Video or Audio Tape Me at Work?<\/span><\/h4>\r\n<b>Yes.<\/b><span style=\"font-weight: 400;\"> Employers are allowed to make video or audio recordings of their employees while they are on company property. However, they are <\/span><i><span style=\"font-weight: 400;\">not<\/span><\/i><span style=\"font-weight: 400;\"> allowed to film in places where most people expect privacy such as restrooms, designated breast-feeding areas or changing rooms.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Can My Boss Monitor My Work Phone, Email, Computer or Car?<\/span><\/h4>\r\n<b>Yes.<\/b><span style=\"font-weight: 400;\"> Your employer can legally view, trace, and record all data that goes through company-owned property. Many employers keep tabs on telephones, email, computers, postal mail, and company-owned vehicles.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Can My Boss Look at My Social Media (E.G. Facebook, Twitter) Accounts?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Your employer is allowed to look at anything that is publicly accessible online. The question of whether or not the employer can use that information against you is still unclear. Your employer <\/span><b>cannot<\/b><span style=\"font-weight: 400;\"> require you to give her\/him your password or \u201cfriend\u201d her\/him on your personal social media account.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Can My Boss Fire Me for Saying Bad Things About the Company Online?<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If a group of two or more co-workers is talking on-line about wanting to improve their wages or working conditions, that is probably protected as \u201cconcerted activity\u201d under the National Labor Relations Act. It could be illegal for your boss to fire or punish you for it. However, if you are complaining about the company\u2019s products or your general dislike of a supervisor or coworker, and you show no interest in making things better, you could probably be legally fired for that. Please see <\/span><i><span style=\"font-weight: 400;\">Chapter 12: Organizing to Make Things Better at Work<\/span><\/i><span style=\"font-weight: 400;\"> for more information on concerted activity.<\/span>\r\n<h4>Can I wear a Black Lives Matter button at work?<\/h4>\r\nWashington protects employees against discrimination based on \"creed,\" which includes political positions you might express on social media but wearing buttons or t-shirts with a political message at work is unresolved. If the employer permits employees to express some messages but not others, this inconsistent enforcement might not legally be enforceable.\r\n<h4><span style=\"font-weight: 400;\">Health Records, Genetic Information and Drug Testing<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Many employers will have access to some of your medical information. Your employer generally <\/span><b>can:<\/b>\r\n<ul>\r\n \t<li><span style=\"font-weight: 400;\"> Ask you to provide a doctor\u2019s note or other information about your health if s\/he needs it for business reasons such as to give you an accommodation for a disability, sick leave, workers\u2019 compensation, health insurance or wellness programs.<\/span><\/li>\r\n \t<li><span style=\"font-weight: 400;\"> Require you to pass a medical examination after you have been offered the job if everyone must do it and there is a work-related reason for it.<\/span><\/li>\r\n \t<li><span style=\"font-weight: 400;\"> Require you to take drug tests at any time as long as it is not done in a way that singles people out based on race, age, gender, disability or another protected status.<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">In general, your employer is <\/span><b>not allowed<\/b><span style=\"font-weight: 400;\"> to share this information with anyone, discriminate against you based on this information, or request more information than s\/he needs. For a more in depth look at this important topic, visit the website<\/span><a href=\"http:\/\/www.workplacefairness.org\/\"> <span style=\"font-weight: 400;\">www.workplacefairness.org\/<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-organize\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Chapter 8: Am I an Employee?\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2 id=\"_your-_right-to-_take-_care-of-_yourself-__0026-_your-_family\" class=\"entry-title\"><strong>Chapter 8: Am I an Employee?<\/strong><\/h2>\r\n<i><span style=\"font-weight: 400;\">This Chapter provides in-depth information about labels that employers use to classify employees and what to do if you think you have been misclassified.<\/span><\/i>\r\n<div style=\"float: right; margin-left: 20px; margin-bottom: 20px;\">\r\n\r\n<img class=\"wp-image-841 alignnone size-medium\" src=\"\/wp-content\/uploads\/2019\/07\/image13.png\" alt=\"\" width=\"379\" height=\"234\">\r\n\r\n(Dawn Arlotta\/Cade Martin, Center for Disease Control)\r\n\r\n<\/div>\r\n<span style=\"font-weight: 400;\">Many workers do not have the same rights and protections outlined in the chapters above. In order to be covered under most labor and employment laws, you must be an employee. If your work fits the definition of an employee but your employer labels you differently, this is called \u201cmisclassification.\u201d\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Misclassifying employees as \u201ccontractors\u201d or \u201cfreelancers\u201d or another label is illegal under federal and state law. Employers often misclassify workers to avoid paying taxes and benefits and avoid compliance with employee rights and protections. It\u2019s not how you are labeled that matters\u2014it\u2019s the facts of your employment situation. Just because your boss calls you an independent contractor does not necessarily make you one!<\/span>\r\n\r\n[\/et_pb_text][et_pb_toggle title=\"8.1 Independent Contractors\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"8.1 Independent Contractors\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">An independent contractor is a person who sells his\/her services directly to multiple consumers or businesses rather than working for someone else. Independent contractors are responsible for registering and licensing their businesses, tracking their own expenses, and filing taxes on their own.<\/span>\r\n<h4><span style=\"font-weight: 400;\">Advantages of Being an Employee<\/span><\/h4>\r\n<b>Employees:<\/b>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">May be eligible for workers\u2019 compensation if they are injured on the job. (See Chapter 2).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">May be able to receive unemployment if they lose their job or have hours cut (See Chapter 1).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Must be paid at least the hourly minimum wage ($12.00 per hour in 2019 in Washington).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Usually earn overtime if they work more than 40 hours a week (See Chapter 1).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Pay less in Medicare and Social Security payroll taxes.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Usually have the right to unionize and bargain for better pay and benefits (See Chapter 5).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are protected against discrimination from employers (See Chapter 3).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have the right to take time off to care for self or family members (See Chapter 2).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are protected from retaliation if they exercise their rights (See Chapter 7).<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Generally do not pay for work-related costs, such as permits or uniforms.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Would be better able to prove they have been working if a new immigration law were to require proof from workers applying for legal status.<\/span><\/li>\r\n<\/ul>\r\n<h4><i><span style=\"font-weight: 400;\">\u00a0<\/span><\/i><span style=\"font-weight: 400;\">Advantages of Being an \"Independent Contractor\"<\/span><\/h4>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You can work for multiple clients or customers.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You have more control over when and where you work, as long as you complete the work you said you would do.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You might not need to show immigration documents to get a job.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">You can negotiate the price for your work.<\/span><\/li>\r\n<\/ul>\r\n[\/et_pb_toggle][et_pb_toggle title=\"8.2 How Do I Know If I Am An Employee?\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"8.2 How Do I Know If I Am An Employee?\" _builder_version=\"4.8.1\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">For minimum wage and overtime, unemployment and workers compensation, how much control the employer has over your work legally determines your employee status. The more control the employer has, the more likely it is that you would be considered an employee by law. Below are some of the factors that <\/span><span style=\"font-weight: 400;\">state<\/span><span style=\"font-weight: 400;\"> agencies consider in determining independent contractor status.\u00a0\u00a0<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The worker is free of the employer\u2019s direction and control over the performance of the service.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If the services provided are not an essential part of the employer\u2019s business.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If the worker has a separate place of business apart from the employer.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If the worker has business accounts and files with the Dept. of Revenue and the IRS.<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">If the worker maintains a separate set of income and expenses books and records.<\/span><\/li>\r\n<\/ol>\r\n<span style=\"font-weight: 400;\">For more information, see these fact sheets from Labor and Industries (<\/span><span style=\"font-weight: 400;\"><a href=\"https:\/\/lni.wa.gov\/forms-publications\/F101-063-000.pdf\">https:\/lni.wa.gov\/forms-publications\/F101-063-000.pdf<\/a>) or this fact sheet from\u00a0<\/span><span style=\"font-weight: 400;\"> Employment Security (<\/span><a href=\"https:\/\/www.esd.wa.gov\/employer-taxes\/independent-contractors\"><span style=\"font-weight: 400;\">https:\/\/www.esd.wa.gov\/employer-taxes\/independent-contractors<\/span><\/a><span style=\"font-weight: 400;\">).\u00a0\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">For determining who has to pay <\/span><span style=\"font-weight: 400;\">federal<\/span><span style=\"font-weight: 400;\"> withholding taxes, the IRS uses three factors to determine the degree of control and independence the worker has\u2014the more control the employer has, the more likely the worker is an employee.<\/span>\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><b>Behavioral<\/b><span style=\"font-weight: 400;\">: Does the company control or have the right to control what the worker does and how the worker does his or her job?<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Financial<\/b><span style=\"font-weight: 400;\">: Are the business aspects of the worker\u2019s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools\/supplies, etc.)<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><b>Type of Relationship<\/b><span style=\"font-weight: 400;\">: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?<\/span><\/li>\r\n<\/ol>\r\n<span style=\"font-weight: 400;\">According to the IRS\u2019s Independent Contractor website (<\/span><a href=\"http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee\"><span style=\"font-weight: 400;\">http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee<\/span><\/a><span style=\"font-weight: 400;\">), there is no \u201cmagic\u201d or set number of factors that \u201cmakes\u201d the worker an employee or an independent contractor, and no one factor stands alone in making this determination. Note that it is possible to be labeled an employee under one part of state or federal law, and an independent contractor under another section of laws while doing exactly the same work.<\/span>\r\n<h4>Joint Employers<\/h4>\r\nSome workers have two legal employers, a situation known as \"Joint Employment.\" An example would be a worker paid by a staffing agency who is assigned to work at a tech company, where the tech company supervises the worker on a daily basis. In this case, the tech company and the staffing agency are \"joint employers,\" and are both responsible for fulfilling the employer's legal obligations to the worker. For more information about Joint Employment, see this <a href=\"https:\/\/lni.wa.gov\/workers-rights\/_docs\/esa14.pdf?utm_medium=email&utm_source=govdelivery\">L&I Administrative Policy<\/a>.\r\n\r\n[\/et_pb_toggle][et_pb_toggle title=\"8.3 I Think I Have Been Misclassified. What now?\" open_toggle_text_color=\"#7a152d\" open_toggle_background_color=\"#f7f7f7\" closed_toggle_text_color=\"#f7f7f7\" closed_toggle_background_color=\"#7a152d\" icon_color=\"#dd0e3b\" admin_label=\"8.3 I Think I Have Been Misclassified. What now?\" _builder_version=\"4.0.6\" title_level=\"h3\" title_font=\"||||||||\" title_font_size=\"25px\" title_line_height=\"1.3em\" body_font=\"||||||||\" body_text_color=\"#7a152d\" border_width_all=\"0px\" locked=\"off\" global_colors_info=\"{}\" icon_color__hover_enabled=\"on\"]\r\n\r\n<span style=\"font-weight: 400;\">What you do next depends on what you want to happen. Read on for some options, and get legal advice from an employment lawyer about your specific situation. If you can\u2019t afford a lawyer contact one of the free or reduced-price legal services listed in the Resources chapter at the end of this book.<\/span>\r\n<h4><span style=\"font-weight: 400;\">If You Still Have Your Job, and Would Like to be Reclassified:\u00a0<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you think that you have been misclassified by mistake, you might want to ask your employer to reclassify as an employee. If there are other employees in a similar situation, meet with your employer together. This gives you more protection.<\/span>\r\n<h4><span style=\"font-weight: 400;\">If You Want to Recover Missing Wages or Benefits:<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">If you believe you have been misclassified and want to seek unemployment benefits, worker\u2019s compensation after an injury at work, wages that weren\u2019t paid or money for job-related expenses, or if you want to make sure your employer pays the right taxes, you can file claims and\/or complaints at the appropriate agency. You will need pay stubs or evidence of dates and hours worked.<\/span>\r\n\r\n<b>Unemployment:<\/b><span style=\"font-weight: 400;\"> File an unemployment claim (<\/span><a href=\"https:\/\/esd.wa.gov\/unemployment\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/unemployment<\/span><\/a><span style=\"font-weight: 400;\">) as soon as you can, and the Employment Security Department (ESD) will investigate. You can also file a complaint on your employer at ESD\u2019s Employer Tax Fraud (<\/span><a href=\"https:\/\/esd.wa.gov\/employer-taxes\/employer-tax-fraud\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/employer-taxes\/employer-tax-fraud<\/span><\/a><span style=\"font-weight: 400;\">) website or call <\/span><b>(360) 902-9450<\/b><span style=\"font-weight: 400;\">.<\/span>\r\n\r\n<b>Workers\u2019 Compensation\/Lost Wages:<\/b><span style=\"font-weight: 400;\"> Labor & Industries, Employer Fraud (<a href=\"https:\/\/lni.wa.gov\/fraud\/\">https:\/\/lni.wa.gov\/fraud\/<\/a><\/span><span style=\"font-weight: 400;\">),\u00a0 or call <\/span><b>888-811-5974.<\/b>\r\n\r\n<b>Social Security\/Medicare Tax Withholding:<\/b><span style=\"font-weight: 400;\"> Internal Revenue Service 1 (800) 829-3676. Ask about filing an SS-8 Determination of Worker Status form: (<\/span><a href=\"http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee\"><span style=\"font-weight: 400;\">http:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee<\/span><\/a><span style=\"font-weight: 400;\">)<\/span>\r\n\r\n[\/et_pb_toggle][et_pb_text admin_label=\"Divider\" _builder_version=\"3.27.4\" text_font=\"||||||||\" text_font_size=\"20px\" text_line_height=\"1.5em\" custom_margin=\"||20px\" custom_padding=\"0px||\" border_width_bottom=\"1px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"][\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner module_id=\"your-right-to-organize\" module_class=\"lerc-page-contents\" _builder_version=\"3.25\" custom_padding=\"0|0px|29.6875px|0px|false|false\" global_colors_info=\"{}\"][et_pb_column_inner saved_specialty_column_type=\"3_4\" _builder_version=\"3.25\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"Resources\" _builder_version=\"4.8.1\" text_font=\"||||||||\" text_font_size=\"18px\" text_line_height=\"1.5em\" header_font=\"||||||||\" header_line_height=\"1.4em\" header_2_font=\"||||||||\" header_2_font_size=\"35px\" header_2_line_height=\"1.2em\" custom_margin=\"|||20px\" border_color_bottom=\"#d1d1d1\" locked=\"off\" global_colors_info=\"{}\"]\r\n<h2>Resources<\/h2>\r\n<h3><strong>Legal Resources<\/strong><\/h3>\r\n<strong>Low Cost or Free Legal Help\r\n<\/strong>\r\n\r\n<strong>Fair Work Center (Seattle)<\/strong>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provides resources outlining employee rights in various languages<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Conducts know your rights and workplace health & safety workshops in various languages<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Helps workers navigate city, state, and federal government agencies<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provides free legal clinics for workers to seek advice about potential workplace violations<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">Have a question about your rights? Contact information: <\/span>\r\n<ul>\r\n \t<li><span style=\"font-weight: 400;\">Hotline: 1-844-485-1195, Address: 116 Warren Ave N., Suite A, Seattle WA 98109\r\n<\/span><\/li>\r\n \t<li><span style=\"font-weight: 400;\">Online form: <\/span><a href=\"https:\/\/www.fairworkcenter.org\/get-help\/\"><span style=\"font-weight: 400;\">https:\/\/www.fairworkcenter.org\/get-help\/<\/span><\/a><span style=\"font-weight: 400;\"> Email: <\/span><a href=\"mailto:help@fairworkcenter.org\"><span style=\"font-weight: 400;\">help@fairworkcenter.org<\/span><\/a><\/li>\r\n \t<li><span style=\"font-weight: 400;\">Address: 116 Warren Ave N., Suite A, Seattle WA 98109<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\"><strong>Northwest Justice Project<\/strong> - (<\/span><a href=\"https:\/\/nwjustice.org\/get-legal-help\"><span style=\"font-weight: 400;\">https:\/\/nwjustice.org\/get-legal-help<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<strong>Washington State Bar Association \u2013 Moderate Means Program<\/strong><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.wsba.org\/connect-serve\/volunteer-opportunities\/mmp\/mmpclients\"><span style=\"font-weight: 400;\">https:\/\/www.wsba.org\/connect-serve\/volunteer-opportunities\/mmp\/mmpclients<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<strong>Northwest Immigrant Rights Project <\/strong><span style=\"font-weight: 400;\">(<\/span><a href=\"https:\/\/www.nwirp.org\/\"><span style=\"font-weight: 400;\">https:\/\/www.nwirp.org\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<strong>Columbia Legal Services<\/strong> <a href=\"https:\/\/columbialegal.org\">(https:\/\/columbialegal.org)<\/a>\r\n<h4><strong>Finding a lawyer<\/strong><\/h4>\r\n<span style=\"font-weight: 400;\">Some resources for finding an employment lawyer:<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><strong>Washington Employment Lawyers Association<\/strong> (<\/span><a href=\"https:\/\/welalaw.org\/\"><span style=\"font-weight: 400;\">https:\/\/welalaw.org\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><strong>Washington State Association for Justice - Find a Lawyer<\/strong> (<\/span><a href=\"https:\/\/www.washingtonjustice.org\/index.cfm?pg=FindAnAttorney\"><span style=\"font-weight: 400;\">https:\/\/www.washingtonjustice.org\/index.cfm?pg=FindAnAttorney<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><strong>Washington State Bar Association - Find Legal Help<\/strong> (<\/span><a href=\"https:\/\/www.wsba.org\/for-the-public\/find-legal-help\"><span style=\"font-weight: 400;\">https:\/\/www.wsba.org\/for-the-public\/find-legal-help<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n<h3><strong>Local Agencies<\/strong><\/h3>\r\n<h4><span style=\"font-weight: 400;\">Seattle Office of Labor Standards<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Implements Seattle\u2019s labor standards including Minimum Wage, Paid Sick and Safe Time, Wage Theft, TNC (Uber and Lyft) driver protections and Fair Chance Employment (use of conviction\/arrest records in employment).<\/span><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Ask a question or file a complaint:<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Call (206) 256-5297, Hours: Monday to Friday, 8 am to 5 pm\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\">810 3rd Avenue, Suite 375, <\/span><span style=\"font-weight: 400;\">Seattle, WA 98104-1627<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Website: <\/span><a href=\"https:\/\/www.seattle.gov\/laborstandards\">https:\/\/www.seattle.gov\/laborstandards<\/a>\u00a0 <span style=\"font-weight: 400;\">Send a message through our<\/span><a href=\"https:\/\/laborinquiry.seattle.gov\/employee-inquiry\/\"> <span style=\"font-weight: 400;\">Web Form<\/span><\/a>\r\n<h4><span style=\"font-weight: 400;\">Seattle Office for Civil Rights (OCR)<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">OCR enforces laws against illegal discrimination in employment, housing, public accommodations and contracting within Seattle city limits.\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><a href=\"http:\/\/www.seattle.gov\/civilrights\">http:\/\/www.seattle.gov\/civilrights<\/a> or call (206) 684-4500\r\n<\/span>\r\n<h4><span style=\"font-weight: 400;\">City of SeaTac Employment Standards<\/span><\/h4>\r\n<a href=\"http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance\"><span style=\"font-weight: 400;\">http:\/\/www.seatacwa.gov\/our-city\/employment-standards-ordinance<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">City of Tacoma Employment Standards<\/span><\/h4>\r\n<a href=\"https:\/\/www.cityoftacoma.org\/cms\/one.aspx?portalId=169&pageId=93477\">https:\/\/www.cityoftacoma.org\/cms\/one.aspx?portalId=169&pageId=93477<\/a>\r\n<h4><span style=\"font-weight: 400;\">City of Tacoma Equal Employment Opportunity Office<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Tacoma's Equal Employment Opportunity (EEO) Office provides an opportunity for employees and applicants for employment within Tacoma City limits to complain about discrimination and also protects them from retaliation when they make EEO complaints or cooperate in EEO investigations. <\/span><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.cityoftacoma.org\/government\/city_departments\/equity_and_human_rights\/equal_employment_opportunity_office\">City of Tacoma EEO Office<\/a> <\/span><span style=\"font-weight: 400;\">Call (253) 591-5420\r\n<\/span>\r\n<h3><strong>State Agencies<\/strong><\/h3>\r\n<h4><span style=\"font-weight: 400;\">WA State Labor Education and Research Center (LERC)\r\n<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Provides high-quality education and training programs for the working women and men of Washington State, including labor union education and training.<\/span>\r\n\r\n<span style=\"font-weight: 400;\">6737 Corson Ave. S, Seattle, WA 98108-3450<\/span>\r\n\r\n<span style=\"font-weight: 400;\">(206) 934-6671<\/span>\r\n\r\n<a href=\"http:\/\/georgetown.southseattle.edu\/LERC\/\"><span style=\"font-weight: 400;\">http:\/\/georgetown.southseattle.edu\/LERC\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Department of Labor and Industries (L&I)<\/span><\/h4>\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Protects the health and safety of workers<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ensures medical care and financial help for injured workers<\/span><\/li>\r\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Protects workers\u2019 wages, hours, breaks, and more<\/span><\/li>\r\n<\/ul>\r\n<span style=\"font-weight: 400;\">L&I Online Resources:<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I Workplace Rights Section (<\/span><a href=\"https:\/\/www.lni.wa.gov\/workers-rights\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">) Select Workers' Rights Tab\u00a0 <\/span><span style=\"font-weight: 400;\">\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I Safety and Health Section<\/span> <span style=\"font-weight: 400;\">(<\/span><a href=\"https:\/\/www.lni.wa.gov\/safety-health\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">) Select Safety and Health Tab\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I Workers\u2019 Comp (Injured Workers) Section <\/span><span style=\"font-weight: 400;\">(<\/span><a href=\"https:\/\/lni.wa.gov\/claims\/for-employers\/injured-worker-what-you-need-to-know\/\"><span style=\"font-weight: 400;\">https:\/\/www.lni.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">)\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I Office Locations Map (download PDF) (<a href=\"https:\/\/lni.wa.gov\/agency\/contact\/#office-locations\">https:\/\/lni.wa.gov\/agency\/contact\/#office-locations<\/a>)<\/span>\r\n\r\n<span style=\"font-weight: 400;\">L&I Frequently called numbers:<\/span>\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">L&I Office of Information and Assistance (claims)<\/span><\/td>\r\n<td>\r\n<h5><b>800-547-8367 (800-LISTENS<\/b><\/h5>\r\n<\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Workers\u2019 Comp - automated claims info<\/span><\/td>\r\n<td><b>1-800-831-5227<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Civil rights<\/span><\/td>\r\n<td><b>1-855-682-0778<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Crime victims compensation<\/span><\/td>\r\n<td><b>1-800-762-3716<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Employment standards\/workplace rights<\/span><\/td>\r\n<td><b>1-866-219-7321<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Prevailing wage<\/span><\/td>\r\n<td><b>1-855-545-8163<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><a href=\"https:\/\/www.lni.wa.gov\/Safety\/TrainingPrevention\/Help\/ReportFatalityHospitalization.asp\"><b>Report fatalities and serious injuries<\/b><\/a><span style=\"font-weight: 400;\"> requiring hospitalization within <\/span><b>8 hours<\/b><\/td>\r\n<td><b>1-800-423-7233<\/b><\/td>\r\n<\/tr>\r\n<tr>\r\n<td><span style=\"font-weight: 400;\">Safety and health<\/span><\/td>\r\n<td><b>1-800-423-7233<\/b><\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<span style=\"font-weight: 400;\">WA Employment Security Dept. (ESD) \u2013 unemployment (<\/span><a href=\"https:\/\/esd.wa.gov\/unemployment\"><span style=\"font-weight: 400;\">https:\/\/esd.wa.gov\/unemployment<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">WA Human Rights Commission - discrimination (<\/span><a href=\"https:\/\/www.hum.wa.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.hum.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">WA Public Employment Relations Commission (PERC) (<\/span><a href=\"https:\/\/perc.wa.gov\/\"><span style=\"font-weight: 400;\">https:\/\/perc.wa.gov\/<\/span><\/a><span style=\"font-weight: 400;\">) <\/span><b>\u00a0<\/b>\r\n\r\n<span style=\"font-weight: 400;\">WorkSource Washington (<\/span><a href=\"https:\/\/worksourcewa.com\/\"><span style=\"font-weight: 400;\">https:\/\/worksourcewa.com\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">WA State Office of Attorney General, Civil Rights Division (<\/span><a href=\"https:\/\/www.atg.wa.gov\/wing-luke-civil-rights-division\"><span style=\"font-weight: 400;\">https:\/\/www.atg.wa.gov\/wing-luke-civil-rights-division<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n<h3><strong>Federal Agencies<\/strong><\/h3>\r\n<span style=\"font-weight: 400;\">Department of Labor\u2013 wage & hour, medical leave (<\/span><a href=\"https:\/\/www.dol.gov\/WHD\/workers.htm#complaint\"><span style=\"font-weight: 400;\">https:\/\/www.dol.gov\/WHD\/workers.htm#complaint<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">National Labor Relations Board \u2013 unionization issues\u00a0<\/span><span style=\"font-weight: 400;\">(<\/span><a href=\"https:\/\/www.nlrb.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.nlrb.gov\/<\/span><\/a><span style=\"font-weight: 400;\">)\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Federal Labor Relations Authority \u2013 federal employee issues\u00a0<\/span><a href=\"https:\/\/www.flra.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.flra.gov\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Occupational Safety and Health Administration (OSHA)\u00a0<\/span><a href=\"https:\/\/www.osha.gov\/\"><span style=\"font-weight: 400;\">https:\/\/www.osha.gov\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n\r\n<span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)\u00a0<\/span><a href=\"https:\/\/www.eeoc.gov\/\">https:\/\/www.eeoc.gov\/<\/a>\r\n\r\n<span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h3><strong>Community \/ Labor \/ Nonprofit Organizations<\/strong><\/h3>\r\n<h4><span style=\"font-weight: 400;\">Casa Latina<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Seattle-based day labor and workers\u2019 center, education, and worker\u2019s rights defense.\u00a0<\/span>\r\n\r\n<a href=\"https:\/\/casa-latina.org\/\"><span style=\"font-weight: 400;\">https:\/\/casa-latina.org\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Familias Unidas por La Justicia (FUJ)\r\n<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">A union organizing farm-workers in Washington State, and the first union led by indigenous workers in Washington. FUJ is a program of Community to Community (C2C), a food justice and community-building organization based in Bellingham, WA.\r\n<\/span>\r\n\r\n<span style=\"font-weight: 400;\"><a href=\"http:\/\/familiasunidasjusticia.org\/en\/home\/\">http:\/\/familiasunidasjusticia.org\/en\/home\/<\/a><\/span>\r\n<h4><span style=\"font-weight: 400;\">MLK Labor<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">MLK Labor (formerly the Martin Luther King County Labor Council) is the central body of labor organizations in King County, Washington, and is affiliated with the national AFL-CIO. MLK Labor\u2019s mission is to unify labor organizations in King County to build power and strength for all workers. <\/span><a href=\"http:\/\/mlklabor.org\/\"><span style=\"font-weight: 400;\">http:\/\/mlklabor.org\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Washington Immigrant Solidarity Network (WAISN)<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">WAISN\u2019s mission is to protect and advance the power of immigrant and refugee communities. WAISN educates and mobilizes statewide to uphold and defend the rights and dignity of all immigrants and refugees. <\/span><a href=\"https:\/\/waimmigrantsolidaritynetwork.org\/\"><span style=\"font-weight: 400;\">https:\/\/waimmigrantsolidaritynetwork.org\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Washington State Labor Council (WSLC)<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Washington State Labor Council, AFL-CIO, represents and provides services for hundreds of local unions throughout Washington state. The WSLC\u2019s core programs are legislative advocacy, political action, communications and media relations, plus assistance with organizing campaigns. <\/span><a href=\"http:\/\/www.wslc.org\/\"><span style=\"font-weight: 400;\">http:\/\/www.wslc.org\/<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span>\r\n<h4><span style=\"font-weight: 400;\">Working Washington<\/span><\/h4>\r\n<span style=\"font-weight: 400;\">Working Washington is a statewide workers organization that fights to raise wages, improve labor standards, and change the conversation about wealth, inequality, and the value of work.<\/span><a href=\"http:\/\/www.workingwa.org\/\"><span style=\"font-weight: 400;\">http:\/\/www.workingwa.org\/<\/span><\/a>\r\n\r\n[\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][\/et_pb_column][\/et_pb_section]","_et_gb_content_width":"","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"class_list":["post-5656","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>H\u01b0\u1edbng d\u1eabn \u0111\u1ea7y \u0111\u1ee7 v\u1ec1 Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng Ti\u1ec3u bang Washington - Washington State Workers&#039; Rights Manual<\/title>\n<meta name=\"description\" content=\"Phi\u00ean b\u1ea3n tr\u1ef1c tuy\u1ebfn c\u1ee7a C\u1ea9m nang Quy\u1ec1n c\u1ee7a Ng\u01b0\u1eddi lao \u0111\u1ed9ng n\u00e0y \u0111\u01b0\u1ee3c bi\u00ean so\u1ea1n nh\u1eb1m m\u1ee5c \u0111\u00edch tr\u1edf th\u00e0nh m\u1ed9t h\u01b0\u1edbng d\u1eabn tham kh\u1ea3o d\u1ec5 s\u1eed d\u1ee5ng v\u1ec1 c\u00e1c quy\u1ec1n t\u1ea1i n\u01a1i l\u00e0m vi\u1ec7c \u0111\u01b0\u1ee3c quy \u0111\u1ecbnh trong lu\u1eadt ph\u00e1p li\u00ean bang, ti\u1ec3u bang v\u00e0 \u0111\u1ecba ph\u01b0\u01a1ng. 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