Employment Law in Motion
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U.S. Supreme Court Makes Discrimination Claims Easier to Prove by Recognizing Job Transfer Can Be Adverse Action
Adverse employment action in employment discrimination claims are easier to prove with the U.S. Supreme Court’s much-anticipated April 17, 2024 decision in Muldrow v. City of St. Louis, Missouri.
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EEOC Issues Final Rule Maintaining Agency’s Expansive Interpretation of Pregnant Workers Fairness Act
The Pregnant Workers Fairness Act (PWFA) was enacted in 2023 to protect pregnant employees from workplace discrimination and ensure they receive reasonable accommodations in the workplace. On April 15, 2024, the Equal Employment Opportunity Commissio...
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OSHA Amends Rule on Employee Representation During Safety Inspections
The Department of Labor Occupational Safety and Health Administration (OSHA) is amending an existing rule to provide clarification on the right employees have to authorize a representative that accompanies an OSHA Compliance Safety and Health Officer (CSHO) during a workplace inspection.
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Coming Attractions in Washington: Changes in 2025 to Paid Sick Leave and the Equal Pay and Opportunities Act
Paid Sick Leave (PSL)
Since 2017, Washington has required employers to provide paid sick leave to non-exempt employees to be used for any of several purposes: (a) the employee’s personal medical care, (b) to care for a family member with medical need...
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Effective June 6, 2024, Washington Employers Face Restrictions on Communicating to Employees on “Political” or “Religious” Matters
Beginning June 6, 2024, a new Washington law prohibits employers from requiring employees to attend meetings which have the primary purpose of communicating the employer’s opinion on “religious” or “political” matters.
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BOLI Surprise Inspections: A Guide for Employers
Many Oregon employers may not be aware that the Oregon Bureau of Labor and Industries (BOLI) has the authority to conduct surprise, warrantless searches and inspections of employer premises and books to find violations of employment laws. While this program has been in place for many years, surprise inspections historically have not been a commonly used enforcement tool by BOLI. However, recent statements from the agency suggest a potential increased focus on surprise inspections and other enforcement actions, particularly against repeat offenders and employers previously cited for noncompliance.
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