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A Washington employment contract is a legally binding document that is executed by an employer and an employee. Employment contracts describe the specific rights and expectations of both parties throughout the employment relationship. Employment contracts are usually used when hiring high level permanent employees, but can also be used when hiring temporary employees, contractors, and consultants.
Washington, like most states, is an “at-will” employment state. This means that outside of a few exceptions, an employer and an employee can end the working relationship at any time for any reason without notice. Employees who work “at will” are at a disadvantage because they can lose their job at any time.
Once an employee signs an employment contract, they are no longer an “at will” employee. The Employment contract overrides “at will” laws and provides certain protection for the worker.
It is common for employment contracts to have clauses that describe the company’s disciplinary procedures and reasons why an employee may be terminated. Once a contract is executed, the employer is bound to terms of the contract and will need a valid reason to terminate the employee.
Yes. Certain employment contracts are enforceable in Washington. Employment contracts that cover the basic working relationship will governed by state contract laws. These agreements cover issues like:
Another type of employment contract is a restrictive contract called a non-compete agreement. These types of contracts are governed by separate laws and are not always enforceable in Washington.
In 2020, Washington revised their non-compete laws and added more restrictions to these agreements. Some new restrictions include:
These new laws are retroactive and will apply to all non-compete agreements signed in Washington, even if the agreement was signed before 2020.
The legal requirements for Washington employment contracts are governed by Washington State labor regulations. It is best practice for employment contracts to be written and signed, but oral contracts for employment that can be completed within one year is also enforceable.
Employment contracts cannot violate any laws or public policies or force employees to give up rights granted by the law. For example, in Washington, the minimum wage is set by law. An employment contract cannot require an employee to work for less than the state minimum wage.
There are several types of employment contracts used in Washington. The type of contract will vary based on the job and the type of employee being hired to complete the work.
Common types of employment contracts include:
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I'm a Washington-licensed lawyer specializing in trademark practice and with an extensive trademark education and academic background. I currently work with domestic and international businesses seeking trademark protection in the U.S. by conducting trademark searches, providing legal advice, submitting USPTO applications, and preparing responses to office actions. I'm passionate about trademark law and always looking forward to helping small and medium businesses promote their value by having a registered federal trademark. If you have questions or concerns about trademark/copyright/IP licensing and require legal advice, feel free to contact me and we can have a first chat.
I am a lawyer who helps small businesses, nonprofits, and startups with a wide variety of agreements, corporate formation, and corporate governance. I earned my BA from Tulane University and my JD from the University of Chicago Law School. Before starting my own practice, I worked at an international law firm in New York City. Outside of work, I am on the board of the nonprofit Seattle REconomy (which runs the NE Seattle and Shoreline tool libraries) and I enjoy gardening, baking bread, and outdoor activities with my spouse and two dogs.
Jason is a self-starting, go-getting lawyer who takes a pragmatic approach to helping his clients. He co-founded Fortify Law because he was not satisfied with the traditional approach to providing legal services. He firmly believes that legal costs should be predictable, transparent and value-driven. Jason’s entrepreneurial mindset enables him to better understand his clients’ needs. His first taste of entrepreneurship came from an early age when he helped manage his family’s small free range cattle farm. Every morning, before school, he would deliver hay to a herd of 50 hungry cows. In addition, he was responsible for sweeping "the shop" at his parent's 40-employee HVAC business. Before becoming a lawyer, he clerked at the Lewis & Clark Small Business Legal Clinic where he handled a diverse range of legal issues including establishing new businesses, registering trademarks, and drafting contracts. He also spent time working with the in-house team at adidas® where, among other things, he reviewed and negotiated complex agreements and created training materials for employees. He also previously worked with Meriwether Group, a Portland-based business consulting firm focused on accelerating the growth of disruptive consumer brands and facilitating founder exits. These experiences have enabled Jason to not only understand the unique legal hurdles that can threaten a business, but also help position them for growth. Jason's practice focuses on Business and Intellectual Property Law, including: -Reviewing and negotiating contracts -Resolving internal corporate disputes -Creating employment and HR policies -Registering and protecting intellectual property -Forming new businesses and subsidiaries -Facilitating Business mergers, acquisitions, and exit strategies -Conducting international business transactions In his free time, Jason is an adventure junkie and gear-head. He especially enjoys backpacking, kayaking, and snowboarding. He is also a technology enthusiast, craft beer connoisseur, and avid soccer player.
