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Employment Law in Motion

A legal blog for employers

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April and May Showered Employers with Legal Developments Locally and Nationwide
April and early May have been busy times for employment practitioners. From noncompete bans to agencies issuing new gender discrimination guidance, the spring “showers” of laws and regulations and court decisions discussed below will have employers “...
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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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