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Washington State Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
Let’s take a deep dive into Washington State’s labor laws, with details on all the important aspects of the state’s regulations on your employees.

Washington State Meals and Breaks
30 minutes For Meal Breaks
Employees are entitled to a meal period of at least 30 minutes for every shift that exceeds five hours.
- The meal break must start between the second and fifth hour of work.
- Employees working additional hours beyond their regular shift may be entitled to more meal breaks.
- No work or interruptions during the meal break; otherwise, it will be paid.
10 MinutesFor Rest Breaks
Employees receive at least a 10-minute paid rest period for every four hours worked.
- Rest breaks should be scheduled as close to the midpoint of the work period as possible to evenly distribute rest throughout the shift.
- Employees cannot be required to work more than 3 consecutive hours without a rest break.
Washington State Leave and Paid Time Off (PTO)
Employees earn 1 hour of paid sick leave for every 40 hours worked. There is no cap on how much leave can be accrued.
- Washington’s Paid Sick Leave policy applies to most employees in the state, providing protection for workers who need to take time off due to personal or family health issues.
- Carryover: Unused sick leave balances carry over into the next year, but employers can limit carryover to 40 hours annually
- Effective January 1, 2025, Washington’s paid sick leave law will expand the definition of “family member” to include individuals residing in the employee’s home, as well as allowing leave for emergencies, not just health-related reasons, when a child’s school or place of care closes
Washington offers a state-level Paid Family and Medical Leave (PFML) in addition to the federal Family and Medical Leave Act (FMLA).
- Eligibility: Employees who have worked at least 820 hours in the past year are eligible.
- Coverage: The PFML provides up to 12 weeks of paid leave for personal illness, caregiving for a family member, bonding with a new child, or military-related events. This can be extended to 16 weeks for combined medical and family leave, or up to 18 weeks in cases of pregnancy-related complications.
- Payment: Benefits are a percentage of the employee’s average weekly wage, capped at $1,542 per week starting in 2025
Washington does not mandate bereavement leave. However, some employers provide it as part of their company policy. Washington’s PFML law includes bereavement for stillbirth or the death of a child within the first year of birth.
Parental leave falls under the state’s PFML program. Employees can use up to 12 weeks to bond with a newborn or newly adopted child. The leave can be extended to 18 weeks in cases of pregnancy-related complications.
In Washington, pregnancy-related disabilities are covered under the state’s disability discrimination laws, ensuring women are entitled to unpaid leave for the period they are physically unable to work. They may also qualify for PFML benefits.
Employers in Washington are not required to provide paid holiday leave. It is at the discretion of the employer whether to offer holidays such as Christmas, Thanksgiving, or other national holidays as paid days off.
Vacation leave policies are not mandated by Washington law and are left to the employer’s discretion. If offered, vacation accrual and usage should follow the company’s specific policy.
Washington law does not specifically mandate school leave for parents attending school-related activities. However, some employers may include such provisions in their policies.
Washington law does not have specific emergency leave provisions. However, employees may use their accrued sick or vacation leave in case of emergencies depending on the employer’s policy.
Under the Washington Military Family Leave Act, employees whose spouse is called to active duty during military conflict are entitled to up to 15 days of job-protected leave. This leave can be taken before or during the spouse’s deployment.
- Employee Eligibility: Must work an average of 20 or more hours per week.
- Timing: Leave must be taken prior to or during the deployment period.
- Use of Leave: Employees may use any combination of accrued paid leave or unpaid leave.
- Notice Requirement: Employees must notify their employer within five business days of receiving the deployment notice.
Washington does not have a state mandate for volunteering leave, though some employers may provide paid or unpaid time off for volunteering activities.
Administrative leave refers to time off given for administrative reasons, typically paid but sometimes unpaid. Washington law does not regulate administrative leave; it is usually governed by employer policies.
Washington does not require employers to provide time off for voting. However, the state conducts all elections by mail, giving workers flexibility to vote at their convenience.
Employers in Washington are required to provide unpaid leave for employees summoned to jury duty. Employees cannot be penalized or fired for attending jury service.
Washington law does not have specific requirements for organ or bone marrow donation leave. However, federal laws may provide protections, and some employers may offer paid or unpaid leave for this purpose.
There is no Washington state law mandating leave for blood donations, though employers may choose to offer such leave
Employees called to testify as a witness in court are entitled to unpaid leave under Washington law. As with jury duty, employers cannot penalize workers for complying with a subpoena.
Under Washington State Law, employees who are victims of domestic violence, sexual assault, or stalking—or whose family members are victims—are entitled to take a reasonable amount of leave to recover from and cope with the effects of such violence.
While the law requires the leave to be provided, the employer determines whether it is paid or unpaid based on the employee’s accrued leave balances. Employees can use accrued paid leave (e.g., vacation, sick leave) or unpaid leave as needed.

Learn about other state-specific labor laws:
- Louisiana Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Maine Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Colorado Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- South Dakota Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Tennessee Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Georgia Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Kansas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Maryland Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Texas Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Utah Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More for 2025
- Mississippi Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
- Pennsylvania Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Washington State Wages and Overtime
$16.66/hourMinimum Wage
As of January 1, 2024, Washington’s minimum wage was $16.28 per hour. This applies to employees aged 16 and over.
- Some cities, like Seattle and SeaTac, have higher minimum wages. Seattle’s minimum wage is $19.97 for large employers.
- Starting January 1, 2025, Washington’s statewide minimum wage will increase to $16.66 per hour, a 2.35% increase based on inflation adjustments.
1.5x HourlyOvertime Rate
Employees who work more than 40 hours in a seven-day workweek must be paid overtime at a rate of 1.5 times their regular hourly wage.
- Employers are required to pay overtime regardless of the size of their business
- Employees cannot waive their right to receive overtime pay.
- Washington extends overtime protections to agricultural workers, including those who are paid by piece-rate.
$16.66/hourTipped Minimum Wage
Washington requires employers to pay tipped employees the full state minimum wage of $16.66 per hour, without using a tip credit.
- Employers can implement tip pooling, provided employees are notified in advance, and employees still receive at least the full minimum wage.
- Tips from pools cannot be shared with managers or supervisors, and only employees who regularly receive tips can participate.
MonthlyPay Frequency
- Payday Laws: Washington state law mandates that employees be paid at least once a month, though most employers opt for more frequent pay schedules (e.g., biweekly or semimonthly).
- Final Paycheck: Upon termination, final wages must be paid on the next scheduled payday.
In Washington state, the minimum wage is set at $16.66 per hour for 2024. Most employers are required to pay at least this rate to their employees, but some cities and localities have established higher minimum wages to account for the cost of living in those areas.
The higher local minimum wage rates must be honored if they exceed the state rate.
Local Minimum Wage Rates.
- Bellingham: $17.28 per hour – Bellingham has set a higher local minimum wage than the state rate, ensuring that workers earn more based on local living costs.
- Seattle: $19.97 per hour – As Washington’s largest city, Seattle’s minimum wage reflects its high cost of living. This rate applies across all sectors.
- SeaTac: $19.71 per hour – Primarily applies to hospitality and transportation workers within the city.
- Tukwila: $20.29 per hour – The highest minimum wage among Washington localities, designed to support workers in this city.
- Renton: Effective July 1, 2024, small to medium employers must pay a minimum wage of $18.29 per hour, and large employers must pay $20.29 per hour.
- For employees in unincorporated King County, the minimum wage will rise to $20.29 per hour on January 1, 2025.
Employers may apply for a sub-minimum wage certificate for specific categories:
- Minors (14-15 years old): Can be paid 85% of the minimum wage due to their limited work experience.
- Student Workers and Student Learners: Can be paid 75% of the minimum wage if employed as part of educational programs.
- Workers with Disabilities: May be paid a sub-minimum wage based on their productivity levels under specific conditions.
While most workers in Washington are entitled to the minimum wage, there are specific exemptions for certain categories of employees:
- Youth Workers: Employees aged 14 or 15 can be paid 85% of the state’s minimum wage.
- Exempt Professionals: Some professionals, such as executive, administrative, and professional employees, as well as outside salespeople, are exempt from both minimum wage and overtime requirements under specific conditions. To qualify, they must meet certain salary and job duty requirements.
- Disabled Workers: Employers can apply for a special certificate through the Department of Labor and Industries (L&I) to pay workers with disabilities less than the minimum wage if certain conditions are met.
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Washington State Prevailing Wages
$16.28Well Drillers & Irrigation Pump Installers (Oiler)
The lowest prevailing wage rate in Washington is for Well Drillers & Irrigation Pump Installers (Oiler), with a wage rate of $16.28 (basic hourly rate + fringe benefits). These workers assist in the drilling and installation of wells and irrigation pumps, a crucial task in agricultural and construction sectors. Despite the importance of the role, the rate reflects the minimal qualifications required for this position compared to more specialized trades.
$304.86Laborers (Sand Hogs Under Compressed Air Conditions)
The highest prevailing wage rate in Washington is for Laborers (Sand Hogs Under Compressed Air Conditions), with a wage rate of $304.86 (basic hourly rate + fringe benefits). These workers perform highly specialized and dangerous work, often in tunnels or other confined spaces under pressurized air conditions, making it one of the most hazardous jobs in the construction industry. The high pay reflects both the technical skills required and the significant risks associated with the job.
Washington prevailing wages are set by the Washington State Department of Labor & Industries (L&I) to ensure that workers on public works projects receive fair compensation. These wages are determined by the type of work, geographic location, and other factors such as experience or skill level.
Contractors must pay workers the local prevailing wage rates, which are typically based on the union-negotiated rates or the most common wages for similar jobs in the area.
Key Points:
- Construction Workers: Workers in construction, including laborers, electricians, carpenters, and plumbers, must be paid according to the prevailing wage standards in their region.
- Wage Rates: Wage rates are updated periodically based on local economic factors and collective bargaining agreements.
- Application: Prevailing wages apply to all public works projects, which include construction, alterations, repairs, and maintenance work contracted by state and local governments.
Washington Prevailing Wage Resources
- Washington State Department of Labor & Industries (L&I) – Prevailing Wages: Offers detailed information on how prevailing wages are calculated and applied across different sectors in Washington.
- U.S. Department of Labor – Wage and Hour Division: Provides guidelines for determining prevailing wages under federal and state laws.
- Washington State Labor Council: Features resources and advocacy information regarding labor laws and wage rates, including prevailing wages.
Washington State Child Labor Laws
Washington Child Labor Laws regulate the types of work minors can do, the hours they can work, and safety standards to ensure their well-being. The laws vary based on the age of the minor, with strict limitations on work hours and job types, especially during school weeks, to balance education and employment.
<14 Years
Laws in Washington for children under 14
- Minors under the age of 14 generally need superior court approval to work in Washington. If allowed to work, they must follow the hour restrictions set for 14-15-year-olds.
14-15 years
Laws in Washington for minors aged 14-15
Minors aged 14 and 15 are permitted to work limited hours, with distinctions made between school weeks and non-school weeks.
1. School Weeks:
- Hours/Day: Up to 3 hours per day on school days and 8 hours per day on weekends (Saturday and Sunday).
- Hours/Week: No more than 16 hours per week.
- Days/Week: A maximum of 6 days per week.
- Start-End Time: Work can be performed between 7 a.m. and 7 p.m..
2. Non-School Weeks (summer or school holidays):
- Hours/Day: Up to 8 hours per day.
- Hours/Week: No more than 40 hours per week.
- Days/Week: A maximum of 6 days per week.
- Start-End Time: Work can be performed between 7 a.m. and 9 p.m. from June 1 to Labor Day.
16-17 years
Laws in Washington for minors aged 16-17
Youth aged 16 and 17 have slightly more flexibility in their work hours, with specific rules based on whether it is a school week or non-school week.
1. School Weeks:
- Hours/Day: Up to 4 hours per day on school days and 8 hours per day on weekends (Friday-Sunday).
- Hours/Week: No more than 20 hours per week.
- Days/Week: A maximum of 6 days per week.
- Start-End Time: Work can be performed between 7 a.m. and 10 p.m. (with extensions to midnight on Fridays, Saturdays, or the day before a school holiday).
2. School Weeks with Special Variance:
- Hours/Day: Up to 6 hours per day on school days and 8 hours per day on weekends.
- Hours/Week: No more than 28 hours per week.
- Days/Week: A maximum of 6 days per week.
- Start-End Time: Work can be performed between 7 a.m. and midnight on Fridays and Saturdays.
3. Non-School Weeks:
- Hours/Day: Up to 8 hours per day.
- Hours/Week: No more than 48 hours per week.
- Days/Week: A maximum of 6 days per week.
- Start-End Time: Work can be performed between 5 a.m. and midnight.
Other Essential Washington State Labor Laws
Health and Safety Standards in Washington.
Washington State has strict health and safety standards in place to ensure that workplaces are safe for both employees and employers. These regulations are enforced by the Washington State Department of Labor and Industries (L&I) through its Division of Occupational Safety and Health (DOSH). The state’s laws are designed to prevent workplace injuries and illnesses, and they cover everything from hazard reporting to employer responsibilities in providing a safe working environment.
In Washington, employers must:
- Follow safety regulations established by the Washington Industrial Safety and Health Act (WISHA), which includes maintaining a safe work environment and eliminating hazards.
- Provide safety training to employees about potential risks in the workplace, including handling dangerous equipment or hazardous materials.
- Maintain clear records of any work-related injuries, illnesses, or incidents and report them as required by law.
- Supply personal protective equipment (PPE) such as gloves, masks, or helmets, when necessary, at no cost to employees.
- Conduct regular safety inspections to identify and mitigate any risks before they result in injury.
In Washington, employees should:
- Understand and comply with all safety rules and procedures in place.
- Report any unsafe conditions immediately to supervisors or through official channels within the company.
- Use the provided PPE at all times when handling hazardous materials or working in potentially dangerous areas.
- Participate in safety training sessions provided by employers and stay updated on the latest safety protocols.
Report health and safety violations (unsafe working conditions) in Washington to:
Employees:
Employers:
These health and safety standards not only protect workers but also help employers reduce the risk of legal liability and improve workplace productivity by ensuring a safer environment for everyone involved.
Hiring and/or Firing Employees in Washington
Washington is an at-will employment state, meaning that employers can terminate employees at any time for any legal reason, and employees can also leave their jobs without cause or notice.
- Exceptions: There are exceptions to this rule, such as when an employment contract exists or when termination violates anti-discrimination laws or public policy
No Right-to-Work Law: Washington is not a “right-to-work” state, meaning union membership and dues can be required as a condition of employment in unionized workplaces.
- Background Checks: Employers are allowed to conduct background checks, but they must comply with the Fair Credit Reporting Act (FCRA) and Washington’s state laws, which limit how and when certain criminal records can be used in hiring decisions.
- Ban-the-Box: Washington law prohibits employers from asking about criminal records on initial job applications (except for certain positions).
- Drug Testing: Employers may conduct drug testing, but they must follow specific procedures. Additionally, cannabis use during non-work hours cannot be a basis for refusing to hire an applicant
Anti-Discrimination: Washington’s anti-discrimination laws ensure that all applicants and employees receive equal treatment regardless of race, color, religion, sex, age, national origin, disability, or other protected characteristics.
Anti-Discrimination Laws in Washington
Employers in Washington may not discriminate against job applicants based on:
- Race, color, or national origin
- Religion or creed
- Sex, sexual orientation, gender identity, or pregnancy
- Age (40 or older)
- Disability (physical or mental)
- Military status
Employee Resignation or Termination in Washington.
Washington allows both employers and employees to terminate employment at will unless a specific employment contract is in place. However, employees cannot be fired for discriminatory reasons, whistleblowing, or retaliation for reporting unsafe working conditions. Written notice of termination is not required by state law, although it is recommended to maintain clarity.
Unemployment Benefits in Washington.
Workers in Washington are eligible for unemployment benefits if they:
- Lost their job through no fault of their own (e.g., layoffs, company closure).
- Meet minimum work hour requirements in the base period.
- Are actively seeking new employment and are able and available to work.
COBRA Benefits in Washington.
Separated employees in Washington may extend employer-provided health care coverage through COBRA, which stipulates:
- Eligibility for continued health benefits after a voluntary or involuntary separation, reduction in hours, or other qualifying events.
- Coverage for up to 18-36 months depending on the qualifying event.
- Responsibility to pay full premiums (employee and employer portions) plus a 2% administrative fee.
Final Paychecks in Washington.
Separated employees in Washington must receive their final paychecks:
- No later than the next regular payday following termination.
- In full for all wages earned, including any accrued but unpaid vacation (if the company policy provides for vacation payout).
- Immediately upon request for fired or laid-off workers (in some cases, particularly if a union contract stipulates).
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Washington Recordkeeping Requirements
Under Washington law, employers must follow federal and state regulations for retaining employee and payroll records. These requirements ensure compliance with labor laws such as the Fair Labor Standards Act (FLSA) and others. Here is a breakdown of the records and their respective retention periods:
1 Year
Employers must retain these documents for at least one year:
The Equal Employment Opportunity Commission (EEOC) mandates that all employment records be retained for one year after an employee’s termination:
- Termination and Employment Records: Any hiring, firing, promotion, transfer, and pay rate change records.
2 Years
Employers must retain these documents for at least two years:
Certain records must be kept for at least two years:
- Timecards and Earning Records: Time records, wage-rate tables, and similar documents that show hours worked and compensation.
- Shipping and Billing Records: Documentation showing the shipment of goods, billing information, and related transactions.
- Records Related to Pay Differentials: Documentation explaining pay differences between employees of different sexes, including wage rates, job evaluations, seniority and merit systems, and collective bargaining agreements.
3 Years
Employers must retain these documents for at least three years:
Employers are required to retain specific records for at least three years, which include:
- Payroll Records: Employee payroll records showing wages, hours worked, and other compensation details.
- Employment Documents: Certificates, agreements, collective bargaining agreements, employment contracts, and notices.
- Sales and Purchase Records: Records of sales, purchases, and other transactions that may relate to employee compensation.
- Form I-9 (Employment Eligibility Verification): Completed I-9 forms must be kept for three years after hiring or one year after termination, whichever is later.
- Family and Medical Leave Act (FMLA) Records: If your business is covered under FMLA, keep all related leave notices, records, and policies for at least three years.
5 Years
Employers must retain these documents for at least five years:
Specific records relating to health and safety are to be kept for a minimum of five years:
- Occupational Safety and Health Act (OSHA) Records: Maintain records of job-related injuries and illnesses for five years. However, some records, such as those involving toxic substance exposure, must be retained for 30 years.
6 Years
Records related to employee benefits require a six-year retention:
Benefit Plans and Reports: Keep summary descriptions and annual reports of employee benefit plans for at least six years from the plan year to which they relate.
Penalties for Labor Law Noncompliance in Washington Wages
Up to $1,000Wage Violations
Employers must ensure employees are paid at least the state’s minimum wage and are paid for all hours worked. Failure to do so can result in:
- Fines: Up to $1,000 per violation.
- Back Pay: Employers may be required to compensate employees for unpaid wages, including interest.
Up to $70,000Health and Safety Violations
Employers are required to provide a safe working environment under Washington’s Occupational Safety and Health Act (WISHA). Penalties for noncompliance include:
- Fines for Serious Violations: Up to $7,000 per serious violation and up to $70,000 for repeat or willful violations.
Up to $1,000Child Labor Law Violations
Employers who violate child labor laws, such as working hours or hazardous work restrictions, can face significant fines:
- Fines: Up to $1,000 for each violation.
- Potential Criminal Charges: In severe cases, criminal charges may be filed against employers
In Washington, labor law violations are investigated and addressed by…
- Washington State Department of Labor & Industries (L&I)
- Division of Occupational Safety and Health (DOSH)
- Washington Employment Security Department
Further Details on Other Washington State Labor Laws
Employee Personnel Files Access.
Employees in Washington have the right to access their personnel files, which include employment records and performance evaluations.
- Frequency: Employees are entitled to view their personnel files at least once a year.
- Request Procedure: Employers must provide access to these files within a reasonable timeframe, typically within 10 days of a request.
Whistleblower Protections.
Washington provides protections for employees who report illegal or unsafe activities in their workplace. This includes reporting employer violations of laws related to wages, discrimination, safety, or environmental hazards.
- Retaliation Prohibited: Employers are prohibited from retaliating against employees who report these violations or participate in investigations.
- Compensation for Retaliation: Employees can file claims for damages, which may include back pay, reinstatement, and legal fees if they are wrongfully terminated or face adverse actions due to whistleblowing.
Non-Compete Agreements.
Washington enacted significant restrictions on non-compete agreements to protect workers from being unfairly restricted from pursuing new employment opportunities.
- Income Threshold: As of 2023, non-compete clauses are only enforceable for employees earning more than $107,301 per year.
- Advance Notice: Employers must disclose non-compete agreements at the time of the job offer or provide independent consideration if introduced during employment.
- Duration Limits: Non-competes cannot last more than 18 months from the employee’s departure unless additional compensation is provided.
- Starting in 2025, employees must earn at least $123,394.17 annually for noncompete agreements to be enforceable. For independent contractors, the threshold is higher, at $308,485.43
Protections for Pregnant Workers.
The Washington Healthy Starts Act ensures that pregnant workers receive reasonable accommodations in the workplace.
- Reasonable Accommodations: This includes allowing more frequent restroom breaks, flexible scheduling for medical appointments, and restrictions on heavy lifting.
- No Medical Certification Required: Employers cannot require medical certification for certain accommodations, such as extra bathroom breaks or the need to sit instead of standing
Protections for Gig Economy Workers.
Washington has enacted laws to protect workers in the gig economy, including rideshare drivers and food delivery workers.
- Minimum Pay Rates: Drivers are entitled to a minimum per-trip rate based on the time and distance of the trip.
- Paid Sick Leave: Rideshare and delivery drivers accumulate paid sick leave based on hours worked, similar to other employees in the state.
As of 2024, the minimum wage in Washington is set at $16.28 per hour. This applies to most workers in the state, but certain localities, such as Seattle and SeaTac, have higher minimum wage rates due to local cost-of-living adjustments. For instance, Seattle’s minimum wage is $19.97 per hour for large employers, while SeaTac’s rate is $19.71 per hour, primarily for hospitality and transportation workers. Each year, Washington adjusts its minimum wage based on the Consumer Price Index (CPI), ensuring wages reflect inflation
Under Washington labor laws, employees are entitled to overtime pay at a rate of 1.5 times their regular hourly wage for any hours worked beyond 40 in a workweek. Some exceptions apply, particularly for certain professions like agricultural workers, who have unique overtime thresholds. As of 2024, dairy workers are eligible for overtime pay after 40 hours, while other agricultural workers gradually gain full overtime protections through 2025.
In 2025, several changes to Washington labor laws will take effect, including an increase in the minimum wage to $16.66 per hour. Additionally, the state will raise the salary threshold for overtime-exempt employees, requiring them to earn at least $58,240 annually. Moreover, the Paid Sick Leave law will expand, allowing leave for non-health-related emergencies when a child’s school or place of care closes.
Yes, under Washington labor laws, non-compete agreements are enforceable only if an employee earns at least $123,394.17 annually starting in 2025. For independent contractors, the minimum annual earnings for a valid non-compete agreement are $308,485.43. These changes aim to protect lower-income workers from being unfairly restricted by noncompete clauses.
In Washington, tipped employees must be paid the full state minimum wage of $16.28 per hour (2024), as the state does not allow employers to use a “tip credit” to pay less than the minimum wage. Employers may require tip pooling, but the rules stipulate that all employees must still receive at least the minimum wage after tips are pooled. Tips cannot be shared with managers, supervisors, or owners.