Meet Our Staff

Jackie Marks

Employment & Labor Attorney

In 50 words or less

University of Washington, B.A. in English
University of Oregon, J.D.
Attorney licensed in Oregon and Washington
Has three cats named Saturday, Sunday, and Tuesday

Experience

Jackie is one of Vigilant’s collective bargaining experts, drawing from over 13 years of experience as a labor and employment attorney in Oregon and as a labor negotiator in Washington. With her unflappable style and cool wit, she is more than comfortable at the bargaining table. Vigilant members relying on her counsel are always impressed with her tenacity, quick-thinking, and ability to connect. Of course, the secret to her success could be from the seven years she spent teaching squirrelly eighth-graders!

Jackie was the starting catcher on Bellarmine Preparatory High School’s first girls’ championship softball team in Tacoma, Washington and has passed the love of baseball onto her son. In her off-time you can find Jackie watching her son pitch at Olympic Community College.

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Jackie Marks

Employment & Labor Attorney

Recent Blog Posts by Jackie Marks

Aug 22 2018

Q&ADisabilityDrug and AlcoholHiringTermination & Resignation

Q&A: Use MRO to verify whether prescription caused positive drug test

Question: We require all new hires to pass a pre-employment drug test. Do we have to use the same process we use for our random, reasonable suspicion, and post-accident drug testing and send positive test results to a medical review officer (MRO)? Or, can we simply ask potential new hires for a list of medications they have been prescribed?

Jul 06 2018

Q&ADisability

Q&A: Rotating shifts may be essential job function

Question: We have approximately 10 employees in one department performing the same job, with 6 working rotating shifts and the other 4 working only on the day shift. One of the employees assigned to the rotating shift brought in a doctor’s note saying he can only work on the day shift due to a medical condition. Do we have to grant his request?

Jun 19 2018

Q&ALeave LawsWage and Hour

Q&A: FMLA-required rest breaks generally not compensable under FLSA

Question: We have a non-exempt employee who has a medically certified serious health condition that requires a 10-minute rest break every hour. Our current schedule allows one 10-minute rest break for every four hours worked, so most non-exempt employees only receive two rest breaks each shift and not the eight this employee requires. Do we have to pay the employee for all eight rest breaks?

May 25 2018

Q&AHarassment & DiscriminationLeave Laws

Q&A: Leave is last resort for pregnant worker with lifting restrictions

Question: We have a pregnant employee who just notified us she has lifting restrictions for the remainder of her pregnancy. Her current position requires consistently lifting 40 pounds, but she says she can’t lift more than 10 pounds. Can we put her on leave for the rest of her pregnancy?

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by Jackie Marks