The Seattle City Council has approved a requirement that businesses in Seattle provide paid leave to employees when they or their family members fall ill or are a victim of domestic violence. Additionally, the new ordinance (Council Bill No. 117216) requires employers to post a notice informing employees of their leave rights. Approved on September 12, 2011, the new leave ordinance goes into effect on September 1, 2012.
Articles Discussing General Topics In Washington Labor & Employment Law.
City of Seattle Considers Paid Sick and Safe Time Leave Ordinance
A private employer in Seattle would be required to provide its employees with “paid sick and safe time†to care for “their own or their family members’ health needs or their own or their family members’ safety or other needs resulting from domestic violence, sexual assault, or stalking…†under an ordinance proposed by Seattle City Councilman Nick Licata.
Washington’s Medical Marijuana Law Does Not Support a Wrongful Termination Claim
Rejecting an employee’s claims for wrongful termination, the Washington Supreme Court has held that the state Medical Use of Marijuana Act (“MUMAâ€) does not provide a civil cause of action for wrongful termination based on the employee’s authorized medical marijuana use. Roe v. TeleTech Customer Care Mgmt. (Colorado) LLC, No. 83768-6 (Wash. June 9, 2011). The Court further held that MUMA does not create a clear public policy supporting a tort claim for public policy wrongful discharge.
Washington State Legislature Targets Bullying in the Workplace
Responding to findings that approximately one in five employees “directly experience health-endangering workplace bullying, abuse, and harassment†and that “abusive work environments can have serious effects on targeted employees and serious consequences for employers,†a new bill has been introduced in both houses of Washington’s state legislature that will provide a legal remedy for employees and legal incentives for employers to address workplace bullying.