Access indispensable resources below to help stay current with HR and employment law developments in Washington, including more than 50 state-specific Employment Law Manual sections, customizable Washington Employee Handbook templates and other state-specific resources, recently passed and upcoming state and local deadlines, and links to our local coverage.
You may wish to start with the following resources:
Updated to include final regulations under the Seattle Commuter Benefits Ordinance.
Updated to reflect the paid family and medical leave law, effective January 1, 2020.
Numerous legislative changes take effect on or about January 1, affecting minimum wage rates, employee leaves, health care benefits and more. HR should take note of these legal developments and take appropriate steps to comply.
Washington employers should consider including this statement in their handbook to inform employees about the protected leave and monetary benefits available under Washington's paid family and medical leave act as well as the requirements employees must satisfy in order to receive paid family and medical leave benefits.
Updated to reflect the addition of the Paid Family and Medical Leave Handbook Statement [50+ Employees]: Washington and the removal of the Family and Medical Leave Handbook Statement as the Washington Family Leave Act has been repealed.
With the federal minimum wage remaining unchanged for more than 10 years now, states and localities are filling in the gap with new minimum wage laws or increases to existing minimum wages.
Updated to reflect state law provisions governing noncompete agreements, effective January 1, 2020.
Updated to include sexual harassment and assault prevention training requirements for employers of isolated workers, effective January 1, 2020.
Updated to include policy provisions in sexual harassment and assault prevention requirements for employers of isolated workers, effective January 1, 2020.
A round-up of the comprehensive state coverage XpertHR offers to help Washington employers ensure they are compliant with state HR and employment laws.
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