MRSC Insight Blog
Posts for Personnel Policies
The U.S. Supreme Court has temporarily stopped the implementation and enforcement of a federal rule calling for large U.S. employers to require employees be vaccinated against COVID-19. Following the decision, OSHA withdrew the proposed rule.
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.
This blog provides an overview of leave-related bills as well as a new state holiday passed during the 2021 regular legislative session.
This blog explores strategies for dealing with members of the public who cross the line into harassing elected officials or local government staff.
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.
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.
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.
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.
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.
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?