As Washington State employers start to re-open and talks of re-opening schools take center stage many employees have questions.

As schools plan to open and teachers and other workers wonder what their rights are to Not return to work answers are not as clear as we would like. However, do not make any rash decisions. A lot can change in a few short weeks (isn't that the lesson of 2020?).

The non-profit legal aid Unemployment Law Project has been recording weekly FAQs. You can watch them all here: QUESTIONS? to find out about your rights as an employer or employee with regards to unemployment benefits. 

May is Older American's Month (A message from the EEOC Chairwoman Janet Dhillon)

Statement by EEOC Chair Janet Dhillon on Older Americans Month May 2020

Message from Chair Janet DhillonThe EEOC enforces the ADEA with enthusiasm, as we do with all other statutes.  After all, one basic principle and spirit informs all the laws we enforce.  It should be a no-brainer that no one should be denied a job -- or treated unfairly at one – because of their age.  But I’m afraid we have to keep educating and enforcing in every way we can – including litigation as a last resort.
Read more here.

Seattle Secure Scheduling Law Settlement $172,000

Office of Labor Standards Reaches its Largest Settlement under Secure Scheduling Law: Jack in the Box Franchises to Pay Over $172,000 to 569 Seattle Workers

Seattle, WA - (September 16, 2019)  - The Office of Labor Standards (OLS) announces its largest settlement under the Secure Scheduling Ordinance since the law took effect on July 1, 2017. The settlement agreement calls for a total financial remedy of $172,619.00 to be paid out to 569 affected employees of Pars Group, LLC and Northwest Food Management Group Inc, which operate nine “Jack in the Box” stores in Seattle. OLS alleged the employer failed to properly post employee work schedules fourteen days in advance of work shifts; in addition, it allegedly did not pay premium pay for late work schedule changes and for back-to-back closing/opening shifts, known as “clopening” shifts.

“Scheduling is very important to me. It’s difficult to juggle changing shifts. You have to separate your personal time from your work schedule and how are you going to do that with a new schedule every week?” said Edward Richard, former employee.

“Seattle fast food workers were at the forefront of movement for better pay and standards, now they're at the forefront of enforcing those standards, too. By standing together and working with the Office of Labor Standards, these workers held their employers accountable to the high road standards we’ve set as a city,” said Rachel Lauter, Executive Director of Working Washington & Fair Work Center. “We thank OLS for their commitment to enforcing Seattle’s labor and employment laws, and their leadership in ensuring workers have predictable, flexible, and secure schedules—something we hope all workers in Washington will soon benefit from.”

The Secure Scheduling law applies to retail and food services establishments with more than 500 employees worldwide, and full-service restaurants with more than 500 employees and more than 40 full-service restaurant locations worldwide. Please visit the OLS website to learn more about the Secure Scheduling ordinance.

To file a complaint or for questions, workers can contact OLS anonymously at workers.laborstandards@seattle.gov or call 206-256-5297. Employers seeking assistance or in need of information about how to comply can contact OLS at 206-256-5297 or email us at business.laborstandards@seattle.gov. OLS is here to help!

Oregon Bar reflects on its #metoo problem. Kudos Oregon - Et tu Washington?

If you can't see the video above, Click here for the Oregon Bar's #metoo video

The Oregon State Bar sent an anonymous survey to its members. This video reflects the responses they received. It has not been widely viewed - please watch it, share it, repost it. If you are a Washington State Attorney I invite you to share it with leadership at WSBA, WSAJ, KCBA, TPCBA, etc., so that we can finally address our own #metoo issues.