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Posts for Personnel Policies

Troublesome Behavior: Defending Against Harassment of Public Officials and Employees

Troublesome Behavior: Defending Against Harassment of Public Officials and Employees

March 18, 2021  by  Sarah Doar
Category:  Personnel Policies Administrative and Elected Officials Administrative and Elected Officials-County

This blog explores strategies for dealing with members of the public who cross the line into harassing elected officials or local government staff.

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COVID-19 Vaccinations in the Local Government Workplace

COVID-19 Vaccinations in the Local Government Workplace

January 4, 2021  by  Flannary Collins
Category:  Personnel Policies COVID-19

This blog post looks at the main issues local governments should consider in establishing a COVID-19 vaccination program. 

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Lessons Learned from Snowmaggedon

Lessons Learned from Snowmaggedon

March 14, 2019  by  Jill Dvorkin
Category:  Personnel Policies Emergency Management

This blog post will address a few of the frequently asked questions MRSC received during “Snowmageddon” this past February.

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New Bills Addressing Gender Discrimination and Sexual Harassment in the Workplace

New Bills Addressing Gender Discrimination and Sexual Harassment in the Workplace

April 25, 2018  by  Flannary Collins
Category:  Personnel Policies New Legislation and Regulations

The Washington State Legislature passed several bills in the 2017-2018 legislative session related to gender equality and sexual harassment that local governments should be aware of.

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Is Your Organization Prepared for the #MeToo Movement?

Is Your Organization Prepared for the #MeToo Movement?

February 26, 2018  by  Sebris Busto James
Category:  Personnel Policies HR Advisor

The consequences of failing to prevent or ignoring sexual harassment are significant for an organization, including millions of dollars in litigation and settlements, low employee morale, high turnover, and low productivity. This post looks at recent EEOC activity in this area and offers basic advice to organizations seeking to create a workplace free of any type of harassment. 

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What

What's the Deal with Holidays?

February 10, 2017  by  Paul Sullivan
Category:  Personnel Policies

Holidays. Just about everyone loves them, and most local governments provide holidays for their employees. But, must a local government provide holidays for its employees? Must holidays be paid days off? What effect does a holiday have on local government operations? This blog tackles these questions and more.

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New EEOC Rules Affect Employer Wellness Programs

New EEOC Rules Affect Employer Wellness Programs

December 7, 2016  by  Beth Kennar
Category:  Personnel Policies HR Advisor New Legislation and Regulations

The EEOC recently issued a final rule to amend the regulations implementing Title I of the ADA and the Genetic Information Nondiscrimination Act of 2008 as they relate to employer wellness programs. This post discusses the impact of this new rule.  

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OSHA Takes Aim at Workplace Drug and Alcohol Testing

OSHA Takes Aim at Workplace Drug and Alcohol Testing

November 1, 2016  by  Nate Bailey
Category:  Personnel Policies New Legislation and Regulations

Workplace policies that require mandatory drug or alcohol testing after an injury has taken place may be out of compliance—and may lead to steep fines—according to a new OSHA rule set to take effect in November. Written by attorney Nate Bailey, from Sebris Busto James, this Advisor column explores the rule in greater detail. 

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Residency Requirements for City Employees – Is That OK?

October 1, 2014  by  Paul Sullivan
Category:  Personnel Policies

A question we’re asked fairly often is whether a city may require that its employees reside within its jurisdiction?  The answer is that it depends on the form of government the city has and on which employees the requirement would apply to.

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Single Comment, Together with "Background Evidence," May Establish Hostile Work Environment

October 1, 2012  by  M. Edward Taylor
Category:  Personnel Policies HR Advisor

In Washington, hostile work environment claims can be based on the cumulative effect of discrete acts. As a result, a hostile work environment can arise over a period of days or even years. When a claim involves several years of cumulative conduct, how do Washington courts address the situation where the conduct becomes unlawful in the middle of the series of acts?

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