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Deepfake Employees Are Here. Here’s How Employers Can Protect Themselves
Technology is making it easier by the day for “fake people” or real people using fake identifications to apply, interview, get hired, and even work for employers. Sometimes these individuals are referred to as “ghost employees.” In fact, these fake...
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Navigating Vague Resignations and ADA Compliance: Key Takeaways from the Oregon Court of Appeals’ Cullen v. Clean Water Services Decision
In November 2025, the Oregon Court of Appeals waded into the murky waters of employees’ quitting and job abandonment versus termination of employment. In Cullen v. Clean Water Services Division, the Washington County Circuit Court found that the empl...
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Washington State Minimum Wage 2026 Update, Including Jurisdictions Exceeding the State’s Minimum Wage
Washington State has announced its new minimum wage, exempt salary level, and other compensation levels for 2026. All of the following will be in effect as of January 1, 2026:
Washington State minimum wage: $17.13 per hourTo be exempt from overtime a...
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Caution Advised: GenAI Bias During the Hiring Process
As employers of all types, public and private, begin incorporating Generative Artificial Intelligence (GenAI) into their regular workplace practices, a growing number of studies and lawsuits are addressing the issue of GenAI bias, including in hiring...
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BOLI Publishes Template Notice to Satisfy Wage Statement Disclosure Requirements Coming January 1, 2026
As many of you know, effective January 1, 2026, Oregon law will require employers to provide employees in Oregon with specific information about the earnings and deductions that will be reflected on their paystubs/wage statements at the time of hire....
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U.S. Department of Justice Provides Much-Needed Guidance Regarding the Meaning of “Illegal DEI”
The Guidance—a nine-page memorandum—urges all recipients of federal funding to review and revise their programs and policies to ensure full compliance with federal anti-discrimination laws. The Guidance warns federal funding recipients that they “may also be liable for discrimination if they knowingly fund the unlawful practices of contractors, grantees, and other third parties.” The Guidance identifies a “non-exhaustive list” of five practices that the U.S. Department of Justice (DOJ) considers unlawful and lists detailed examples for each.
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