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The Never-Ending Story: Employment Laws in Washington
Presented by Ashley Wiltbank
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Vigilant counsels companies on challenging employment issues across the Northwest and California
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Our Competencies:
• Human Resource Management • Employment Law• Safety• Employee Benefits• Workers’ Compensation• Management Training & Leadership
Development
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Employment Laws – the Big Picture
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)– Crime Victims’ Leave (RCW HB 2602)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)– Crime Victims’ Leave (RCW HB 2602)– Discrimination in Apprenticeship Programs (RCW
49.04.100 & 49.04.130)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)– Crime Victims’ Leave (RCW HB 2602)– Discrimination in Apprenticeship Programs (RCW
49.04.100 & 49.04.130)– Employment Records Destruction (RCW 49.12.050)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)– Crime Victims’ Leave (RCW HB 2602)– Discrimination in Apprenticeship Programs (RCW
49.04.100 & 49.04.130)– Employment Records Destruction (RCW 49.12.050)– Firefighter Leave (RCW 49.12.460)
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Laws that Affect Washington Employers
• Almost 60 employment-related laws (both federal and state)
• Ever heard of?– Blacklisting of Employees (RCW 49.44.010)– Crime Victims’ Leave (RCW HB 2602)– Discrimination in Apprenticeship Programs (RCW
49.04.100 & 49.04.130)– Employment Records Destruction (RCW 49.12.050)– Firefighter Leave (RCW 49.12.460)– Mental Health Benefits (RCW 48.21.241)
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Employment Laws - Federal
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Fair Pay Act
• Effectively erases the statute of limitations for compensation discrimination claims– The clock within which an employee must file a claim
resets with each paycheck– Signed into law in January 2009 but is retroactive to
May 28, 2007
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Federal Family and Medical Leave Act
• Qualifying exigencies– Applies when
• an employee’s spouse, son, daughter, or parent• is an active member of the Armed Forces, National
Guard, or Reserves • and has been notified of an impending call or order
to active duty
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal• Counseling
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal• Counseling• Short-term deployment
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal• Counseling• Short-term deployment• Rest and recuperation
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal• Counseling• Short-term deployment• Rest and recuperation• Post-deployment
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Federal Family and Medical Leave Act
• Qualifying exigencies– Seven categories
• Military events• Childcare and school• Financial and legal• Counseling• Short-term deployment• Rest and recuperation• Post-deployment• (Other activities as approved by employer)
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Genetic Information Non-Discrimination Act (GINA)
• Prohibits group health plans and health insurance companies from denying enrollment based on genetic information
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Genetic Information Non-Discrimination Act (GINA)
• Prohibits group health plans and health insurance companies from denying enrollment based on genetic information
• Prohibits increasing group premiums based on the genetic information of one person/enrollee
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Genetic Information Non-Discrimination Act (GINA)
• Prohibits group health plans and health insurance companies from denying enrollment based on genetic information
• Prohibits increasing group premiums based on the genetic information of one person/enrollee
• Wellness plans are affected, too – can’t offer an individual a reward for completing a health risk assessment that requests genetic information
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Genetic Information Non-Discrimination Act (GINA)
• Prohibits group health plans and health insurance companies from denying enrollment based on genetic information
• Prohibits increasing group premiums based on the genetic information of one person/enrollee
• Wellness plans are affected, too – can’t offer an individual a reward for completing a health risk assessment that requests genetic information
• Posting requirements– A supplemental poster– A stand-alone GINA poster
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Employment Laws – Washington state
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Everything but Marriage
• Extends the same benefits spouses receive to – registered, same-sex domestic partners or – heterosexual partners where one is 62 or older
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Everything but Marriage
• Extends the same benefits spouses receive to – registered, same-sex domestic partners or – heterosexual partners where one is 62 or older
• Essentially does everything but redefine marriage under state law (thus, the name)
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Everything but Marriage
• Extends the same benefits spouses receive to – registered, same-sex domestic partners or – heterosexual partners where one is 62 or older
• Essentially does everything but redefine marriage under state law (thus, the name)
• Affects all state leave benefits, but not federal FMLA
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Everything but Marriage
• Extends the same benefits spouses receive to – registered, same-sex domestic partners or – heterosexual partners where one is 62 or older
• Essentially does everything but redefine marriage under state law (thus, the name)
• Affects all state leave benefits, but not federal FMLA
• Likely doesn’t apply to self-insured health plans
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Leave for Military Spouses
• Spouses of military personnel may take 15 days unpaid leave from work – before and up to the date of spouse’s deployment
or – during the spouse’s break from deployment
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Leave for Domestic Violence Victims
• Allows victims of domestic violence, sexual assault or stalking
• To take reasonable or intermittent leave from work
• Paid or unpaid
• To take care of legal or law enforcement needs or get medical treatment, social-services assistance or mental-health counseling
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Discrimination Based on Marital Status
• Prohibits discrimination on the basis of marital status or a spouse’s identity or employment
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Discrimination Based on Marital Status
• Prohibits discrimination on the basis of marital status or a spouse’s identity or employment
• Exception for bona fide reason– One employee-spouse would directly supervise the
other employee-spouse
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Washington Family Care Act
• Allows an employee to use accrued sick leave or other paid time-off
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Washington Family Care Act
• Allows an employee to use accrued sick leave or other paid time-off
• To care for a sick child (under the age of 18) if health condition requires treatment/supervision
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Washington Family Care Act
• Allows an employee to use accrued sick leave or other paid time-off
• To care for a sick child (under the age of 18) if health condition requires treatment/supervision
• To care for an older child who is incapable of self-care due to disability
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Washington Family Care Act
• Allows an employee to use accrued sick leave or other paid time-off
• To care for a sick child (under the age of 18) if health condition requires treatment/supervision
• To care for an older child who is incapable of self-care due to disability
• Also applies to spouse, parent, parent-in-law, or grandparent with serious health condition or an emergency condition
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We’re in this together. QUESTIONS?
For Vigilant membership information:• Reneé Huseby• [email protected]• 425-349-4477 or 800-733-8620• www.vigilantcounsel.org
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