(This blog is the first installment in a multi-part series regarding privacy in the workplace.) Employers often seek to monitor or surveil their employees in the workplace. Though workplace monitoring, searches, and surveillance can be a valuable tool for any employer, doing so is not without risk. Employers should make sure their workplace search, monitoring,
As parts of the country begin to re-open following closures associated with the COVID-19 pandemic, employers will face many issues regarding the best way to bring their employees back to work. Throughout the pandemic, federal agencies, including the U.S. Equal Employment Opportunity Commission, have provided guidance for employers regarding the application of federal laws to
The Washington Department of Labor and Industries announced sweeping changes, effective July 1, 2020, to the rules determining whether an employee in Washington State is entitled to receive overtime compensation. In Washington State, the default rule is that all employees are entitled to overtime compensation. There are exceptions, however, when the employee meets three important
Under the Americans with Disabilities Act (“ADA”), employers are required to provide reasonable accommodations to employees with disabilities, unless doing so would pose an undue hardship for the employer. Such accommodations could include making existing facilities more accessible, restructuring a position, offering a modified work schedule, or even reassigning the employee to a vacant position.
Although Washington employers are generally not required to provide severance pay to a terminated employee (except if promised in an employee handbook or employment contract), many employers still offer severance as a gesture of good will. There are any several factors, however, that should be considered when deciding whether to sign a severance agreement. An
The Washington Law Against Discrimination makes it unlawful for an employer to “discharge, expel, or otherwise discriminate” against a job applicant or employee on the basis of that person’s protected characteristic such as race, age, or sex. Likewise, the WLAD also makes it unlawful for an employer to do the same because he or she