Archive For: Employment Advice & Counseling

Beth Van Moppes To Conduct Anti-Harassment Training March 15th

By: BeresfordBooth

If you are an employer or a manager in Washington State who wants to keep your business and your home, the flood of #MeToo news should have you concerned about your workplace culture. Because in the Evergreen State, in addition to businesses themselves, individual business owners and managers can be sued for workplace harassment. Prevention is your best tool against harassment lawsuits. Training your managers and yourself is your best tool for prevention. Here’s how Beresford Booth can help. On Thursday, March 15th , Beth Van Moppes will be conducting a One Hour Anti-Harassment Training Class. Morning session begins at 10:00...Read More

Paid Sick Leave In 2018: Are You At Risk Of Not Meeting This New Requirement For Washington Employers?

By: Washington State Business Law Lawyer Babak Shamsi

In the fall of 2016, Washington State voters approved Initiative 1433, which made four major changes to state law:  (1) it increases the minimum wage; (2) ensures tips and service charges are given to appropriate staff; (3) protects certain employees from retaliation for exercising their legal rights; and (4) requires employers to provide paid sick leave to certain employees beginning on January 1, 2018.  With the new year having arrived, employers now must have policies implemented that are in accordance with the new paid sick leave regulations promoted under Initiative 1433. Initiative 1433 requires employers to notify certain employees of...Read More

Remembering To Investigate As We Ride The Waves Of The #Metoo Sea Change

By: Washington State Employment Law Lawyer Elizabeth L. Van Moppes

As a woman in the work force for more than 30 years, I am personally proud of the many women who have come forward in the #MeToo movement, and equally gratified by the enterprises that are supporting them. We are witnessing a sea change the likes of which have not happened in over 40 years. As the mother of a young daughter, it is nearly impossible to put my feelings into words. However, as a workplace investigator, I must continue to advise caution as we move forward in this wave of social progress. I do not question the veracity or the...Read More

Lauer, Keillor, Moore, Spacey, and Rose! Harassment Terminations: Where They Stop Nobody Knows!

By: Washington State Employment Law Lawyer Elizabeth L. Van Moppes

Daily, the news brings us word of another celebrity termination for allegations of workplace harassment. We’re hearing of politicians, actors, and coaches terminated. It seems no male superstar is safe (we’ve yet to see a woman accused but I feel certain it is coming). We are living in what is being called the “Weinstein Era” or the “#MeToo Movement.” Social commentary aside, we’re witnessing a sudden consciousness that is going to have both short term and long term impacts on the workplace. Harassment in the workplace will never again be viewed the same. I’m receiving calls from clients concerned that...Read More

Criminal Background Checks: Controlling Risks For Employee Related Litigation

By: Washington State Litigation and Employment Lawyer Timothy E. Steen

Employers face increasing litigation risks from the wrongful acts of their employees as the law of negligent hiring and retention expands. Employers are potentially liable for negligent hiring when employing an unfit applicant who poses an unreasonable risk of harm to others. If an employer should have known of an employee’s unfitness at the time of hiring and the employment leads to the harm of a third person, employers may face substantial liability. Additionally, if the employer learns of the employee’s unfitness during the course of employment, an employer may be liable to a later injured party for retaining that...Read More

Fair Scheduling Ordinance For Seattle Retail & Food Service Employers

By: Washington State Employment Law Lawyer Elizabeth L. Van Moppes

Seattle became the second major U.S. city to pass an ordinance addressing schedule predictability and flexibility for workers and employers. The “Secure Scheduling Ordinance” calls for better estimates and notification of hours, ensures workers have the right to rest between shifts, ensures workers receive predictability pay for erratic scheduling, and creates guidelines for employers looking to offer additional hours. Before this ordinance became law, large retail and food service establishments face inconsistent staffing needs on a daily basis, resulting in workers bearing the burden of irregular scheduling practices. A study commissioned by the City of Seattle found that such scheduling...Read More

Elizabeth L. Van Moppes Presents “Ethics In Investigations” 12-6-16

By: BeresfordBooth

On December 6, 2016 Beth will be presenting on Ethics in Investigations at the KCBA 13th Annual Ethics Workout at Washington State Convention Center in Seattle. For more information, please visit: https://www.kcba.org/secure/cleRegistration.aspx#312

Elizabeth L. Van Moppes Presents “Critical Skills For First-Time Supervisors And Managers” 9-21-16

By: BeresfordBooth

On September 21, 2016 Beth will be sharing “Critical Skills for First-Time Supervisors and Managers” for the Northwest Regional Primary Care Association. For more information, please see: http://www.nwrpca.org/events/event_details.asp?legacy=1&id=825660

Elizabeth L. Van Moppes Presents “The Danger Zones In Hiring And Interviewing” 9-15-2016

By: BeresfordBooth

On September 15, 2016 Beth will be giving a presentation on “The Danger Zones in Hiring and Interviewing” for the Western Washington Chapter of Institute of Real Estate Management. For more information, you can visit: http://www.irem27.org/ev_calendar_day.asp?date=9/14/2016&eventid=24

Santa Claus, The Employee

By: Washington State Employment Law Lawyer Elizabeth L. Van Moppes

Delivering presents to the good little boys and girls all over the world in a single night is hard work. Of course, Santa Claus makes it look easy with his twinkling eyes and merry dimples, magical sleigh, and team of eight tiny flying reindeer. But does that mean he is any less entitled to compensation? Of course not! Let’s just assume that Santa’s employer - the North Pole, obviously - is covered by the Fair Labor Standards Act (FLSA). To comply with the law, the North Pole, like any other employer, has to answer certain questions. First, do Santa’s job...Read More