Not a problem at all, I just needed to make sure.
First, although Washington state does not require that an employer provide vacation or sick time to employees, once these benefits are promised and accrued, an employer does generally have to pay out for any unused time at the end of the employment, unless they have an express written policy against doing so. This would be an issue that could be raised in a small claims complaint, as failure to pay promised benefits. For detailed information on when and how to use small claims court in Washington, the state court system provides a website at:
As for severance pay, unfortunately unless there was an employment contract
in place promising severance, this is not required in Washington. Now, just because something is not required does not mean you cannot ask, they may be willing to negotiate a severance in exchange for your not bringing a suit over the vacation time, or a discrimination
claim such as age discrimination
. Although in the absence of a contract, employees are employed at-will, and an employer can terminate their employment without cause or notice (even where that employee has had a good record previously), it is unlawful to do so under both federal and state law if the primary reason is that employee's age, race, religion, national origin, gender, age, disability or sexual orientation (under state law only).
So, in short, an employer is supposed to pay out unused vacation time if they do not have an express policy in place saying they will not. As for a severance, while an employer is not obligated to provide one, there may be issues that an employee can raise that would encourage an employer to provide a reasonable severance.
I hope this helps, and let me know if you require any additional information or need clarification of anything I have said. Otherwise, please remember to RATE my answer os that I can receive credit for my work.