Compliance Stuff

At a Glance Amendments to Washington State’s Paid Family and Medical Leave law would extend job protection, address leave stacking, reduce claim duration, expand rights to health benefits continuation, impose notice requirements, and provide grants to small employers . Changes are slated to take effect on January 1, 2026, if the new amendment is funded in an appropriations bill.   Washington employers take note: Significant changes to the Washington Paid Family and Medical Leave (WA PFML) law are on the horizon that will impact every employer in the Evergreen State. The bill amending the law,  HB 1213 , is complex with several components that are a mixed bag for employers. It will l essen the eligibility requirements for job protection, provide a mechanism for employers to count leave taken under the federal Family and Medical Leave Act (FMLA) against the total amount of WA PFML time qualifying for job protection, reduce the minimum claim duration, expand employee rights to h...

You probably know the f ederal non-compete ban is on ice for now – but that doesn’t mean employers are free to use non-competes indiscriminately . What remains in the wake of the FTC’s ban is a highly complex, constantly shifting patchwork of state laws that regulate the administration and substance of non-compete agreements. Here’s your reminder to-do list, including the top 10 state law issues you’ll still need to tackle, even though the FTC’s non-compete ban did not take effect September 4. First, Catch Up on Breaking News In case you missed it, a Texas federal judge struck down the Federal Trade Commission’s proposed non-compete ban on August 20, blocking the rule from taking effect on September 4 for all employers nationwide. You can read more about this significant development here . Then, Review the Top 10 State Law Issues You Still Must Consider _____  Give Advance Notice When Required In some states, you can’t just give non-competes to new hires on the first date of employ...