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Articles by Meg Burnham
A New Compliance Risk for Private Homes: Understanding Seattle's Expanded Domestic Worker Law
Seyfarth Synopsis: Seattle has significantly expanded its Domestic Workers Ordinance, creating new compliance obligations for entities and individuals who hire, employ, or place domestic workers. Approved unanimously by the Seattle City Council on September 15, 2026, the amendments introduce requirements related to written agreements, payroll and timekeeping records, retaliation protections, and advance notice of termination.
King County Considers New Labor Standards Office Focused on Unincorporated Communities
Seyfarth Synopsis: King County Executive Girmay Zahilay proposed funding for a new Office of Labor Standards focused on unincorporated King County. The proposal does not itself create new substantive workplace requirements, but employers with operations in those areas should monitor the budget process and the office’s development.
A New Compliance Risk for Private Homes: Understanding Seattle's Expanded Domestic Worker Law
Seyfarth Synopsis: Seattle has significantly expanded its Domestic Workers Ordinance, creating new compliance obligations for entities and individuals who hire, employ, or place domestic workers. Approved unanimously by the Seattle City Council on September 15, 2026, the amendments introduce requirements related to written agreements, payroll and timekeeping records, retaliation protections, and advance notice of termination.
King County Considers New Labor Standards Office Focused on Unincorporated Communities
Seyfarth Synopsis: King County Executive Girmay Zahilay proposed funding for a new Office of Labor Standards focused on unincorporated King County. The proposal does not itself create new substantive workplace requirements, but employers with operations in those areas should monitor the budget process and the office’s development.
Freedom Vans Is Still Driving New Moonlighting Litigation in Washington
A growing wave of class actions is testing whether routine employment policies can trigger liability under Washington’s Noncompetition Covenants Act. Plaintiffs' position is that compliance depends not just on what these provisions say, but also on how they are communicated to employees. Previous class actions challenged the substance of everyday workplace policies related to conflicts of interest, outside-employment, confidentiality, and moonlighting.
Freedom Vans Is Still Driving New Moonlighting Litigation in Washington
A growing wave of class actions is testing whether routine employment policies can trigger liability under Washington’s Noncompetition Covenants Act. Plaintiffs' position is that compliance depends not just on what these provisions say, but also on how they are communicated to employees. Previous class actions challenged the substance of everyday workplace policies related to conflicts of interest, outside-employment, confidentiality, and moonlighting.
Your Home Is Now a Workplace: What Washington's New Domestic Workers Law Means for Families and Home Care Employers | JD Supra
Most people do not think of themselves as employers. But if you hire a nanny, caregiver, housekeeper, gardener, cook, or other worker in your home, Washington's new Domestic Workers Bill of Rights may change that. Beginning July 1, 2027, families and businesses that rely on in-home help will face employer obligations that look far more like a traditional workplace than a private household. For many Washington families, this will be a significant adjustment.
From Outcomes to Intent: A Strategic Opportunity—With Guardrails—for Employers
For years, employers have operated in a compliance environment where even well-designed, neutral policies could create liability based solely on statistical disparities. The Equal Employment Opportunity Commission’s 2026 National Enforcement Plan (as discussed in our prior alert) and the Department of Justice’s recent legal interpretation together signal a meaningful shift: federal enforcement is now anchored in intent, not outcomes. For employers, this brings greater clarity and predictability.
Washington's New Personnel-File Law: What Employers Need to Know
Since Washington's new personnel‑file law—SHB 1308—went into effect on July 27, 2025, it has fundamentally changed the risk landscape for every employer in the state. And plaintiffs' attorneys know it. They are using personnel‑file requests as a strategic tool—one that lets them peek behind the curtain and hunt for violations far beyond the personnel file itself. If that makes your stomach drop a little, it should.
Washington's New Personnel-File Law: What Employers Need to Know Blog Employment Advisor
Since Washington's new personnel‑file law—SHB 1308—went into effect on July 27, 2025, it has fundamentally changed the risk landscape for every employer in the state. And plaintiffs' attorneys know it. They are using personnel‑file requests as a strategic tool—one that lets them peek behind the curtain and hunt for violations far beyond the personnel file itself. If that makes your stomach drop a little, it should.
Five Things Every Washington Household & Domestic Staffing Business Must Know
Washington's new Domestic Workers Bill of Rights is going to fundamentally change how employers—from domestic‑staffing agencies to household hiring families—engage domestic workers. Beginning July 1, 2027, any environment where a nanny, caregiver, housekeeper, cook, gardener, or household manager works is treated as a regulated workplace with enforceable standards.
UPDATE: Washington Amends Wage Transparency Law, Offering Five-Day Window To Correct Job Postings | JD Supra
What employers should know about the Equal Pay Act's new notice and cure provisions, signed into law on May 20 On Tuesday, May 20, Washington Gov. Robert Ferguson signed an important amendment to the Equal Pay Act that grants employers at least temporary reprieve from liability for a job posting that fails to comply with the act's wage transparency requirements.
Washington Legislature Approves Prospective Notice and Cure Period for Wage Transparency Claims | JD Supra
What employers should know about the Equal Pay Act amendment Washington's Legislature finally took steps to help employers and mitigate against the unanticipated and harsh effects of Washington's job posting requirements that went into effect in January 2023.
Washington LNI Issues Draft Rules Amid Wave of Pay Transparency Class Actions | JD Supra
Employers have argued that many lawsuits following Washington state's law requiring salary information be posted with job openings do not involve bona fide job applicants For nearly two years, Washington employers with 15 or more employees have been required to disclose within job postings a salary range or wage scale, any other discretionary or nondiscretionary compensation, and a general description of all benefits under a nascent law encouraging wider pay transparency.
Washington LNI Issues Draft Rules Amid Wave of Pay Transparency Class Actions
Employers have argued that many lawsuits following Washington state's law requiring salary information be posted with job openings do not involve bona fide job applicants For nearly two years, Washington employers with 15 or more employees have been required to disclose within job postings a salary range or wage scale, any other discretionary or nondiscretionary compensation, and a general description of all benefits under a nascent law encouraging wider pay transparency.
Technical Violation of Washington's Pay Transparency Law Does Not Create Standing, Federal Judge Finds | JD Supra
Takeaways from a significant decision by U.S. District Judge Barbara Rothstein of the Western District of Washington Davis Wright Tremaine alerted employers previously about a swath of nearly 30 class action lawsuits filed in late 2023 against a myriad of employers under Washington's new pay transparency laws.
Get Ready for 2024: Review Overtime Exemptions and Pay Plans for Sales Employees | JD Supra
Considerations for employers in Washington state, California, and beyond Now is the time to review overtime exemptions and pay plans for sales employees to be ready for 2024. The changing tech economy has created a class of sales employees who may not fit traditional overtime exemptions. Moreover, poorly drafted commission and bonus plans ("Plans") often leave employers exposed to potential legal liability, especially to departing employees.
Here Come the Pay Range Lawsuits
Here Come the Pay Range Lawsuits Lawsuits have been filed in Washington alleging employers have violated pay transparency laws by not posting pay ranges. 1 25 Salary.com Compensation & Pay Equity Law Review | October 26, 2023 Editor's Note Here Come the Pay Range Lawsuits Well, that didn't take long. Washington's pay transparency law went into effect January 1, 2023 and ten months later we have class action lawsuits filed for failure to post realistic pay ranges in job ads.
Employers Beware – Slew of Class Actions Filed Alleging Violations of Washington's Pay Transparency Requirements in Job Postings | JD Supra
Within the past week, roughly 30 class action lawsuits were filed against myriad employers alleging violations of Washington's new(ish) pay transparency law. This is a good time for employers to review their job postings, especially any job postings that are currently active, to ensure compliance. Employers with 15 or more employees are required to provide in all job postings a salary or wage range, a general description of all benefits, and any other compensation the employee will receive.
What Employers Need to Know About Washington's New Prohibitions on Searching Employee Vehicles | JD Supra
Washington employers may no longer unjustifiably search employees' privately owned vehicles located on work premises—including garages or parking lots (or on access roads leading thereto)—according to a new Washington law, effective July 23, 2023. The statute provides limited exceptions to these new prohibitions.
EOCC Drafts Rules on Pregnant Workers Fairness Act
Employers should take note – the U.S. Equal Employment Opportunity Commission ("the EEOC") unveiled draft regulations and guidance on the new federal Pregnant Workers Fairness Act (PWFA) – and there are numerous noteworthy inclusions that employers may wish to weigh in on. The draft regulations and guidance are scheduled to be published on August 11, 2023 and employers will have 60 days to submit comments to the EEOC for consideration.
What Employers Need to Know About Washington's New Prohibitions on Searching Employee Vehicles
Washington employers may no longer unjustifiably search employees' privately owned vehicles located on work premises—including garages or parking lots (or on access roads leading thereto)—according to a new Washington law, effective July 23, 2023. When Can Employers Search Employee Vehicles? The statute provides limited exceptions to these new prohibitions.
Washington's 'Safe Staffing Bill' – What All Healthcare Employers Should Know | JD Supra
Law will set new workplace standards for hospitals' administrative and nursing staff Most Washington hospitals will soon be subject to a sweeping 30-page "Safe Staffing Bill" (Bill 5236), aimed at strengthening workplace standards. Starting January 1, 2024, covered hospitals, which is broadly defined to include any institution providing 24-hour patient care and accommodation,[1] must meet more stringent staffing requirements.
New Nationwide Protections for Pregnant and Nursing Workers | JD Supra
Employers should review policies to ensure compliance with the Pregnant Workers Fairness Act (takes effect June 27) and the PUMP Act Two new federal laws expand the scope of existing protections for pregnant employees and nursing workers. Employers should carefully review existing accommodation and lactation policies and practices to ensure they are compliant with the new laws.
New Nationwide Protections for Pregnant and Nursing Workers
Two new federal laws expand the scope of existing protections for pregnant employees and nursing workers. Employers should carefully review existing accommodation and lactation policies and practices to ensure they are compliant with the new laws. Specifically, on December 29, 2022, President Biden signed the Pregnant Workers Fairness Act (PWFA) and the PUMP for Nursing Mothers Act (PUMP Act) as part of H.R. 2617, the Consolidated Appropriations Act, 2023.
Being a Light in a Time of Darkness: How Employers May Combat Workplace Antisemitism | JD Supra
December 8, 2022 To embed, copy and paste the code into your website or blog: The United States is facing endemic workplace antisemitism. According to Pew Research, nearly two-thirds of Jews have witnessed workplace antisemitism and report feeling less safe while on the job. Reflecting this malefic trend, a Utah tech entrepreneur, Entrata's CEO Dave Bateman, emailed employees not long ago claiming that "the Jews" masterminded COVID-19 vaccines as a "sadistic effort . . .
Washington’s New Salary Disclosure Law: How Employers Can Plan to Comply | JD Supra
As the Department of Labor and Industries continues its ruling-making process with respect to Washington's new salary disclosure law, it shared a draft administrative policy and asked for public comment. While the draft policy has not yet been adopted as formal rules and may still change, employers can use the draft to begin to consider compliance.
Washington Employers Soon Must Describe Salary Ranges and Benefits in Job Postings | JD Supra
Beginning on January 1, 2023, Washington employers with 15 or more employees must include salary ranges and a general description of "all of the benefits and other compensation to be offered" in all job postings. This new requirement arises under a recent amendment to the Equal Pay and Opportunity Act passed by the Washington legislature and recently signed by Governor Inslee.
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