New Year’s Resolutions for 2020

As 2019 winds down, we compiled some suggested resolutions for employers (none of which involve diet or exercise): Update your employee handbook to comply with the Oregon Workplace Fairness Act and to include a policy addressing accommodations for pregnancy-related conditions; Post BOLI’s Workplace Accommodations Notice and be prepared to provide the Notice to new employees;… Continue reading New Year’s Resolutions for 2020

Updated Professional Exemption under Washington Law

Just when you thought you had enough information about the criteria for exempt employees in Washington, now there are new definitions for professional employees and an expansion of the exemption to expressly include computer system analysts, computer programmers, software engineers, or other similarly skilled workers. The new rule also makes clear that advanced knowledge cannot… Continue reading Updated Professional Exemption under Washington Law

Updated Administrative Duties Test under Washington Law

Washington’s new law also amends the duties test for the administrative exemption. The test still requires the employee’s primary duty: (i) to be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and (ii) to include the exercise of discretion and… Continue reading Updated Administrative Duties Test under Washington Law

Updated Executive Duties Test under Washington Law

Yesterday, we posted about Washington’s new salary requirements for exempt employees. Today, it’s time to talk about the new duties test for executive employees. Washington’s new law expands the definitions of certain terms to clarify the kind of work an executive must perform to be exempt. The new law provides that an executive shall mean… Continue reading Updated Executive Duties Test under Washington Law