The U.S. Supreme Court has decided that employees who sue claiming their job transfer was discriminatory under Title VII of the Civil Rights Act only need to show they suffered “some harm” from the transfer, as opposed to “significant harm.” Title VII prohibits employers from discriminating against employees with respect to “compensation, terms, conditions, or…
The Equal Employment Opportunity Commission (EEOC) recently issued regulations and interpretive guidance to implement the Pregnant Workers Fairness Act (PWFA), which requires all employers with 15 or more employees to reasonably accommodate workers with known limitations related to pregnancy, childbirth, or related medical conditions. The regulations take effect on June 18, 2024 (89 Fed Reg…
The U.S. Department of Labor (DOL) published new regulations for the Fair Labor Standards Act (FLSA) that increase the minimum salaries required for white-collar workers who are exempt from overtime. The new regulations raise the exempt salary threshold as of July 1, 2024, and then again on…
We’re workers’ comp experts and here are four things we’d never, ever ignore if we were an employer in Washington. Brandon Dion, CFO at Vigilant | Dan Beaty, VP Workers’ Comp at Vigilant Rising EMF/premiums. This probably indicates a systemic problem that requires attention. It could be due to a variety of factors such as…
Sustaining a Culture of Care in the Messy Real World: Part 5, Conclusion Welcome to the grand finale of our journey through the transformational power of a Culture of Care. In this series, we’ve shared four pillars that inject vitality into this ethos, sparking meaningful conversations rather than offering step-by-step instructions. At Vigilant, our dedication…
The Burien City Council recently passed an ordinance that establishes its own minimum wage. The rate applies to all nonexempt (overtime-eligible) employees physically working in Burien for employers with 21 or more full-time equivalent (FTE) employees in King County. The required minimum wage depends on the size…
The U.S. Supreme Court recently clarified that a worker’s job duties, not their employer’s business, determine whether they qualify as a transportation worker who is exempt from the Federal Arbitration Act (FAA). The FAA exemption frees such workers from the general rule under federal law that workers can be compelled to sign agreements to resolve…
Going Beyond the Ordinary: Part 4 In our journey of Cultivating a Culture of Care, today we delve into the realm of “Going Beyond the Ordinary.” Cultivating a Culture of Care is a powerful testament to our commitment at Vigilant to authentically serve others, knowing that our attitudes and behaviors are driving contributors to creating…
Practicing Mindful Caring: Pillar 2 Welcome back to our ongoing exploration of the profound and transformational power of a Culture of Care. Today, we embark on the second pillar: Practicing Mindful Caring. As you recall, our commitment at Vigilant to cultivating a Culture of Care was a natural extension of our core value – “Others…
On April 1, 2024, the Occupational Safety and Health Administration (OSHA) published a final rule that “clarifies” (in reality, expands) the rights of employees to authorize a representative to accompany a Compliance Safety and Health Officer during an inspection of their workplace. Federal law gives the employer and employees the right to authorize a representative…
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