SEATTLE – Salaried workers in Washington state who log long hours on the job soon could be eligible for overtime pay.

The Department of Labor and Industries has proposed raising the threshold for overtime pay for the first time in more than four decades.

Currently any salaried worker making more than $23,660 a year is exempt from overtime pay laws. That threshold is less than the annual pay for someone working a full-time job on the state's minimum wage.

Economic Opportunity Institute policy director Marilyn Watkins says as the law stands now, bosses can make salaried employees work 50 to 60 hours a week without costing the company any additional money for overtime.

"So you're losing out both on income for your family, but also the ability to have some control of your time and the ability to spend time with your family, for rest or personal time," she points out.

The income threshold would increase at different rates, with a lower threshold for small businesses and a higher one for larger companies, until it reaches nearly $80,000 a year for all employees in 2026.

At that time, the new rule would cover more than 250,000 workers.

Opponents maintain the measure goes too far and say the state should wait for the federal government's rule on this. The U.S. Department of Labor has proposed increasing the threshold to about $35,300 a year.

Watkins says Washington state should be a leader on this and other workers' rights issues and shouldn't revert to the lowest common denominator, especially as the cost of living grows for families.

She also notes that increased pay for workers gives them a chance to put more money into the economy and that overtime was created, in part, so that businesses could expand employment.

"Instead of just putting more and more and more work and more and more hours on their existing workforce, actually, if they had more work to do, going out and hiring another person,” she stresses. “So it really was all about job creation as well as about protecting and building up economic security for working families."

Watkins adds that the current income threshold of about $23,000 also applies to the state's paid sick and safe-leave law. An update to this rule would guarantee salaried workers have access to leave.

Public comment is open on the overtime rule at the Department of Labor and Industries' website through Sept. 6.

Coaches in the Renton School District, just south of Seattle, are organizing with the American Federation of Teachers to fight for what they say are "fair wages" in their first union contract.

Buddy Ryan, head boys track and field coach at Hazen High School, said Renton coaches get paid much less compared with neighboring school districts, which contributes to a 45% turnover rate in coaches from year to year.

"I'm not expecting to go buy a new car off a season of coaching, but I'm not expecting to make minimum wage to be responsible for all these kids," he said. "I think the reality is, a fair wage for a fair day's work is what everybody looks for."

Renton School District has proposed a 2.5% wage increase, far below what the coaches asked for. AFT has said the district has the funds to pay coaches fairly. The district did not respond to a request for comment.

Ryan said the low pay and high turnover rate costs the district more money in training and degrades the quality of the sports programs.

"And then what's the cost to the kids that get a different coach every year? Well, you know what ends up happening? These parents get tired of it and they take their kids to private schools, or they move and transfer them to other schools," he said.

Ryan noted that sports, along with other extracurriculars such as band, are what motivate many kids to keep their grades up in order to participate. He said the district should want to keep the programs strong.

"It's just like when you're a kid at dinner," he said, "and your parents say, 'You've got to eat your vegetables or you don't get dessert.' Well, that dessert is the after-school activities."

Nevada groups concerned about affordability, clean air and health care are speaking out against the "One Big Beautiful Bill Act" recently signed by President Donald Trump.

The new law extends tax cuts from 2017, funded partially by huge cuts to Medicaid and SNAP food benefits.

Dr. Joanne Leovy, steering committee chair for the Nevada Clinicians for Climate Action, noted it also ends the tax credit for electric vehicles on Sept. 30, which drives up the price of an EV by $7,500 while promoting the sales of gas-powered vehicles.

"This bill will dump an extra 2.1 billion tons of climate pollution into the atmosphere over the next decade," Leovy pointed out. "Increasing greenhouse gas emissions by about 7% over prior projections; the equivalent of adding more than 400,000 cars to the road."

The new law also cuts tax credits for rooftop solar and energy efficient home upgrades. Backers said the savings were necessary to fund other administration priorities, such as increased funding for immigration enforcement.

Yolanda Kemp, a member of the American Federation of State, County and Municipal Employees Local 4041, said she worries about job losses in the public sector.

"When states, cities, towns, and schools lose essential federal funding, they will be forced to make cuts to their budgets as well, putting all public services and jobs at risk of being cut," Kemp stressed. "And let me tell you, the 'Big, Beautiful Bill' that is supposed to help hardworking Americans is nothing more than another billionaire giveaway paid for by us."

The change to Medicaid and SNAP are not immediate but will be phased in mostly in 2027 and 2028.


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More than 1,100 caregivers at Portland's Providence St. Vincent Medical Center have voted to unionize, joining the Service Employees International Union Local 49.

Hospital staffers, including certified nursing assistants, cooks, lab assistants, pharmacy techs, environmental workers and patient representatives, will soon begin collective bargaining with management over a new work contract.

Finn McCool, senior food service attendant at Providence St. Vincent Medical Center in Portland, said changes to working conditions in the hospital were a major driver to organize.

"There's a lot that makes St. Vincent a great place to work, but we've also seen just tons of changes over the years around staffing and benefits," McCool explained. "My fellow caregivers really knew that jobs were only going to get harder."

The St. Vincent caregivers will join thousands of other unionized workers at Providence hospitals in Oregon, Washington state and other parts of the country. Providence officials released a statement, recognizing the union and saying they were prepared to work with it toward a new contract.

McCool noted the company made several changes to staffing and work policies without feedback from its employees, with changes to the employees' health care benefits causing a major upheaval.

"It's been a recent change to our health care plan with Aetna switching over, and that was probably a very large reason why a lot of us decided to vote yes," McCool pointed out. "We had our own internal health care system. We changed to a different thing. Co-pays changed. Things were definitely a lot harder with increased deductibles."

McCool stressed political uncertainty, particularly in the government's health care policies, was also a significant concern.

"We're seeing a lot of changes going on with the government with cuts, especially right now," McCool observed. "What threatens us is cuts to Medicare and Medicaid. Our CEO said, 'These cuts are threatening the hospital.'"