On August 26, 2026, General Counsel for the National Labor Relations Board (“Board”) Crystal S. Carey issued Memorandum GC 26-04, signaling that many of the employee-friendly precedents adopted during the Biden years are squarely in the crosshairs.
While a GC
For Washington employers, meal and rest break class actions continue to be one of the most active areas of wage and hour litigation. Despite years of litigation and recurring lawsuits challenging break practices across industries, there has been little indication
Two new Idaho laws may affect businesses’ relationships with independent contractors and their management of public-facing restrooms. Employers should review existing policies and practices to determine whether updates are needed.
Independent Contractor Benefits
Effective July 1, 2026, Idaho’s new Portable
As they prepare for July payroll, employers should keep in mind that increased minimum wage rates take effect July 1, 2026. These increases continue Oregon’s system of geographically tiered wages adjusted annually for inflation.
Oregon maintains a three-tier minimum wage
An unexpected visit from Immigration and Customs Enforcement (ICE) can be disruptive and stressful. Employers who prepare in advance—and respond carefully—can protect their businesses, avoid unnecessary liability, and maintain order during a difficult situation.
ICE has raised the stakes for
UPDATE AS OF 3/24/2026: This week, Governor Bob Ferguson signed HB 1155 into law, effectively banning workplace noncompete agreements and redefining permissible nonsolicitation agreements. The law takes effect on June 30, 2027. While its effective date is more than a
Oregon’s 2026 short legislative session is underway, and a few proposed bills could affect employers of all shapes and sizes. Although short sessions move quickly, they often include important policy changes, particularly in the labor and employment space. Below is
California’s leave and benefits landscape continues to expand with revised paid sick leave rules, upcoming changes to paid family leave, and broader personnel file access requirements. Employers must understand these changes to avoid disputes and maintain compliant practices.
Here is
Through new legislation and shifting enforcement priorities, California continues to challenge common workplace practices, including collectible wage judgments and binding employment agreements. Employers must understand how new rules on wage judgment penalties, stay-or-pay provisions, and arbitration agreements affect risk and
California continues to push pay transparency further into the mainstream of employment law. Employers with 15 or more employees now face more detailed requirements for posting wage ranges and reporting pay data. Penalties for missing or incomplete information have increased,
