Compliance Stuff

A bill that has advanced to the Arizona Senate would allow employees to seek damages and injunctive relief against employers that violate state or federal laws prohibiting diversity, equity, and inclusion (DEI) “policies” and “concepts.” If passed and not vetoed, this legislation could increase uncertainty and liability for employers with programs and practices that could be labeled as unlawful DEI policies. 0:00 7:23 Quick Hits Arizona House Bill 2135 proposes a private right of action allowing employees to seek statutory damages against employers for violating DEI policies. The legislation could expose employers to significant liability, with minimum damages set at $100,000, amid growing federal scrutiny of lawful DEI initiatives. It is unclear at this time whether it will be passed and signed into law by the governor. Arizona House Bill (HB) 2135, titled “ Prohibited Diversity, Equity and Inclusion Policies ,” would create a private right of action under Arizona law against covered...

Washington State has long required employers to allow employees to inspect their own personnel files, but the relevant statutes previously did not define what qualifies as a “personnel file” nor provide clear timelines for providing it . Washington State recently amended these statutes, including making three key changes: (1) defining “personnel file,” (2) establishing timelines for providing employees access to their personnel files, and (3) creating a private right of action and establishing penalties for violations. [1]   The updates go into effect July 27, 2025. Under Washington State law, employers must permit employees to inspect their own personnel files at least annually upon request. [2]  The updated statute now defines “personnel file” to include the following records: All job application records; All performance evaluations; All nonactive or closed disciplinary records; All leave and reasonable accommodation records; All payroll records; and All employment agreement...