At Equinox, we champion transparency as the ultimate best practice. In today's business landscape, the trend of "radical transparency" can either be a strategic advantage or a self-destructive move. In this post, we delve into the complexities of transparency, guiding you through legal, regulatory, compliance, and cost considerations.
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How is the Changing Perception of Cannabis Impacting Employment Practices? As legalized cannabis becomes more prevalent and widely accepted, so too have the attitudes and perspectives on cannabis usage evolved, including a shift in the current employment-related cannabis testing practices. Despite being a legal substance in Washington State, many employers still routinely choose to require... View Article
On August 2, 2023, the National Labor Relations Board (NLRB) issued the Stericycle, Inc. decision, creating a new standard for scrutinizing employer “work rules”. Work rules can consist of company handbooks, policies, and procedures. This decision specifically addresses employer work rules that could reasonably be construed as restricting employees’ rights to engage in activities protected under the National Labor Relations Act (NLRA), like unionization or openly discussing wages or benefits. Employers should carefully review their handbooks, policies, and procedures to ensure compliance with this decision and prepare for potential challenges.
Running a business is all about your people. They're the heart and soul of your operation, the driving force behind your success. But there's a twist – a tricky one. The legal landscape surrounding HR and employment is like a constantly shifting maze. If you're a business owner, you've probably felt the challenge of keeping up with the ever-changing rules and regulations. Laws vary from state to state, and they seem to morph faster than you can say "compliance." It's a tough nut to crack, no doubt, but it's a challenge you need to conquer.
Over the last two decades, obesity levels in the United States have been on the rise along with a growing concern of discrimination based on weight in the workplace. As a result, states and local governments are starting to take action. In Washington, it is therefore illegal for employers to refuse to hire qualified potential employees because the employer perceives them to be obese.
Pregnant Workers Fairness Act (PWFA) is a new federal law that provides expanded protections for pregnant workers to seek reasonable accommodations through their employer.
The WA CARES Act makes long-term care accessible to all workers in Washington State. The program is funded through payroll taxes collected by the state. Participation in the program is mandatory for Washington workers unless they applied for an exemption by November 1, 2021. The plan benefits are anticipated to be available to workers in July 2026 and will cover long-term care services such as professional care, equipment, home safety evaluations, and compensation for family members who provide care.
Prohibiting nondisclosure and nondisparagement provisions from employers regarding illegal acts of discrimination, harassment, retaliation, wage and hour violations, and sexual assault.
LEGAL UPDATE: Social Media Posts in the Workplace – A Guide for Businesses to Ensure Compliance with the FTC’s Guidanceby Katie Robinson | March 20, 2023
Employers should be aware that the FTC requires disclosure of an employee's employment relationship when making an endorsement on social media for the company they work for. The disclosure must be in simple and clear language and placed conspicuously. The FTC recommends that companies establish a social media policy that includes these disclosure requirements, consistently enforce the policy, and provide employees with training. Employers that direct employees to create or share social media posts should implement a policy and monitor the posts for compliance. To avoid potential legal issues, it is important for employers to follow these guidelines to ensure compliance with the FTC's rules.