Home » Blog » Washington » Page 25

Vigilant Blog

News, trends and analysis in employment law, HR, safety & workers' comp

Showing posts for: Washington

Jul 03 2013
Washington

WASHINGTON: Governor signs bill protecting employee social media privacy

Governor Jay Inslee has signed a bill that prevents Washington employers from asking an employee to provide a password, “friend” the employer, or alter privacy settings on personal social media accounts. However, an important carve-out allows employers to require content from a social networking site in the course of an investigation of illegal activity, work-related…

Read More
Mar 14 2013
Q&AWashington

Can employees bring guns to work?

Q: There’s been a lot of media coverage about guns recently. As a Washington employer, can I prohibit employees from bringing guns to the workplace? A: Yes. Under Washington law, a private employer may have a policy that prohibits employees from bringing guns to the workplace, even if the employee has a concealed weapons permit….

Read More
Jan 10 2013
Safety and HealthWashington

WASHINGTON: Workplace posters updated for 2013

The Washington Department of Labor & Industries (L&I) has issued changes to three required posters:  workers’ compensation, job safety and health, and employee rights. Employers are required to post the posters in conspicuous locations where employees can read them and to remove the previous editions. Major changes include: Injured workers must now see a network…

Read More
Dec 06 2012
Safety and HealthWashington

WASHINGTON: L&I confirms no increase in 2013 workers’ comp rate

Washington’s Department of Labor and Industries (L&I) has announced that it plans to hold workers’ comp rates flat in 2013. Depending on claims history and cost of claims in their industry, employers may see their rates go up or down. L&I Director Judy Schurke credited the 2011 worker’s comp reforms and has indicated that L&I…

Read More
Dec 05 2012
Q&AWage and HourWashington

Are My Independent Contractors Really Employees?

A: Be careful with your independent contractor classifications. The Washington Supreme Court recently adopted an “economic dependency” test, which means that if an individual is economically dependent on the company, he or she is considered an employee under the state minimum wage law. If these individuals work exclusively for you and perform work that is similar…

Read More
Nov 16 2012
Drug and AlcoholQ&AWashington

Washington’s New Marijuana Law and the Workplace

A: First, the new law doesn’t take effect until December 6, 2012, at which time the only provisions of the law that will go into effect are: 1. That individuals over 21 in Washington cannot be arrested under state law for possessing a small amount of marijuana for personal use; and 2. The new state…

Read More
Nov 09 2012
Drug and AlcoholEmployee BenefitsLeave Laws

Alert: Initiatives on recreational marijuana and same-sex marriage raise questions for employers(WA)

Now that Washington voters have voted to legalize recreational marijuana use (I-502) and endorse same-sex marriage (R-74), employers have been asking whether these laws will impact their employment policies. Here’s Vigilant’s take on these two issues. Recreational marijuana use We don’t expect I-502 to affect employers’ ability to enforce their drug policies. The new law…

Read More
Oct 04 2012
Leave LawsQ&AWashington

New Seattle Sick and Safe Time Ordinance applies to occasional employees as well

A: It might, depending on how much your employees work in the City of Seattle. The Seattle Sick and Safe Time Ordinance applies to employers even if their employees work only occasionally in the City of Seattle. “Occasional” work by an employee is defined as 240 or more hours in a calendar year. “Work” is…

Read More
Aug 14 2012
Leave LawsQ&AWashington

Sick in Seattle: Information on Seattle Sick and Safe Leave

A: Seattle is currently conducting an “information campaign” for the Sick and Safe Leave requirement that takes effect September 1st. The Seattle Office for Civil Rights has the ordinance, implementing rules, and FAQs on its website:  http://www.seattle.gov/civilrights/sickleave.htm.  Unfortunately, the ordinance and rules are complicated, especially for businesses outside of Seattle (with employees that occasionally work in…

Read More
Feb 14 2012
Washington

WASHINGTON: Employers must abate serious violations during appeal

Pursuant to a new rule adopted by the Washington Department of Labor and Industries (L&I), employers will be required to abate certain safety violations even if they are appealing the citation. The rule implements a recently enacted state law (SSB 5068, 2011 Wash Laws Ch. 91).  The law already took effect on July 22, 2011,…

Read More
Sep 16 2011
Washington

WASHINGTON: paid sick time mandated for employees working in Seattle

Do you have employees that perform work within the city of Seattle? If so, then you’ll need to be sure to comply with the City of Seattle’s new paid sick time ordinance, approved by the City Council on September 12, 2011 (   (employers of 5 to 49 FTEs): Employees must accrue at least one hour…

Read More
Jun 24 2011
Drug and AlcoholWashington

WASHINGTON: No duty to accommodate medical marijuana

In a victory for employers, the Washington Supreme Court affirmed that authorized use of medical marijuana under state law doesn’t excuse an employee’s positive drug test. Employers in Washington are therefore free to enforce company policies that provide for discipline or termination of workers who test positive for marijuana, regardless of whether the use of…

Read More

Is My Company Eligible?

If you are a manufacturing or agriculture employer in Washington and committed to keeping your employees safe and working, you may be eligible for Vigilant's workers' compensation Retro or claims management programs. To see if you qualify fill out our release form now, or contact us.

Release Form
Contact Us
Browse By Category
Browse By Topic
Filter By State
Get Our Newsletter
Sign Up Today
Connect With Us
Linkedin

Don’t Navigate Employment Issues On Your Own

Learn how Vigilant membership can help with your complex employment situations.
Get in Touch Today
Scroll to Top