MRSC Insight Blog

Posts for Personnel Policies

COVID-19 Vaccination Requirements in the Local Government Workplace

August 11, 2021 by Flannary Collins
Category: Personnel Policies , COVID-19

This blog post looks at the legal authority for government employers to require employees to be vaccinated, as well as the main issues to consider before establishing a mandatory COVID-19 vaccination program.

An Overview of New Personnel-Related Bills Adopted in the 2021 Regular Legislative Session

July 12, 2021 by Flannary Collins
Category: Personnel Policies , New Legislation and Regulations

This blog provides an overview of leave-related bills as well as a new state holiday passed during the 2021 regular legislative session.

Washington Local Governments Tackle Reopening Plans

June 7, 2021 by Tracy Burrows
Category: Personnel Policies , Operating Policies , COVID-19

This blog focuses on reopening plans for Washington State local governments as the COVID-19 pandemic recedes.

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.

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.

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.

Is Your Organization Prepared for the #MeToo Movement?

February 26, 2018 by Sebris Busto James
Category: Personnel Policies , Guest Author

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.

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.

New EEOC Rules Affect Employer Wellness Programs

December 7, 2016 by Beth Kennar
Category: Personnel Policies , New Legislation and Regulations , Guest Author

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.

OSHA Takes Aim at Workplace Drug and Alcohol Testing

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

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.

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.

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

September 30, 2012 by M. Edward Taylor
Category: Personnel Policies , Guest Author

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?