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.
Categories for Human Resources
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
Starting January 1, 2024, Washington State is set to introduce a series of wage adjustments that will impact businesses of all sizes. In 2020, the Washington State Department of Labor & Industries updated the rules for exempt workers by creating an eight-year implementation schedule that incrementally raises the multiplier until it reaches 2.5 times in 2028. Though the pace of the increase is based on the size of the employer, small enterprises to large corporations alike will feel the effects of these changes.
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.
As you prepare to dive into your goal and budget planning for 2024, remember that legal planning isn't just a sideline item on your to-do list – it's a strategic cornerstone for your business's success. In a world where entrepreneurship moves at lightning speed, failing to plan can indeed be planning to fail. So, as you chart your course for the year ahead, make sure legal planning is firmly integrated into your annual strategy. It's not just about avoiding problems; it's about proactively seizing opportunities, aligning with your goals, ensuring compliance, and securing your business's long-term sustainability. Embrace legal planning as a key ingredient for your business's growth and protection in 2024.
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.
LEGAL UPDATE: Providing Urgent Maternal Protections for Nursing Mothers. What you need to Know about the “PUMP Act”by Katie Robinson | July 24, 2023
The PUMP Act broadens the number of workers who must be accommodated as it applies to almost all employees for a year after child birth (with the exception of airline crew and pilots).
Pregnant Workers Fairness Act (PWFA) is a new federal law that provides expanded protections for pregnant workers to seek reasonable accommodations through their employer.