7th Annual Fall Employment Breakfast
Breakfast with Helsell Fetterman’s Employment Group
Join us at our 7th annual fall breakfast as we discuss the practical and legal issues that commonly confront employers in the ever-changing employment and labor landscape.
Speakers: Emma Kazaryan, Onik’a Gilliam-Cathcart, Lauren Parris Watts, and Karen Kalzer
When: Tuesday, November 19, 2019
Time: 8:00 – 9:30 a.m.
Location: The Rainier Club, 820 Fourth Avenue, Seattle, WA 98104 Map
What You Need to Know About Paid Family Medical Leave
As we prepare for the full implementation of the Paid Family and Medical Leave (“PFML”) program on January 1, 2020, some amendments have been signed into law and rules adopted that all participating employers should be aware of. In April 2019, Gov. Jay Inslee signed an amendment to the law that allows employees to supplement pay under PFML with other forms of employer-provided paid leave, such as vacation or sick leave. Also, rules have taken effect and rules are still up for consideration that address the waiting period to receive PFML benefits, eligibility in a voluntary plan for new hires, calculating PFML benefits, and appeals procedures, among others. We will review the implications of these changes and update you on what you should be doing to be best prepared for full launch on January 1.
Exempt vs. Non-Exempt: A Guide for Employers
Both the Federal Department of Labor and the Washington State Department of Labor and Industries have proposed changes to overtime law that will raise the “salary test” for exempt employees: the proposed federal rule would raise the salary threshold by $11,648 (or $679 per week) in the first year and the proposed Washington rule would raise the threshold by $11,440 (or $675 per week) or $25,480 (or $945 per week) in the first year (depending on employer size). Washington employers cannot afford to miss this critical lesson on exempt/non-exempt classifications and overtime pay, which will include guidance on how to make the appropriate classifications as well as an update on changes to the law.
Employee Misconduct: How to Respond When Crisis Strikes
Leaders often feel uncomfortable and unprepared to respond to public allegations of sexual harassment, discrimination, or other misconduct by an employee. It’s never good news; it’s always a bad time; it’s often costly; and it doesn’t reflect the way we want to see our organizations or our leadership. Most leaders understand their response will have long lasting impact on the organization’s reputation, finances, and internal culture but they don’t know where to begin. Come learn crisis management strategy so you are prepared should crisis ever strike your organization.