July 8, 2019
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AWB Events & Resources

This Wednesday: Final HR and Employment Law seminar July 10 will focus on accident prevention and investigation



AWB is nearing the end of this year's six-month webinar series covering common employment law topics.

The final session, Accident Prevention & Accident Investigation Plans will be held this Wednesday, July 10.

All employers in Washington state are required to create a written Accident Prevention Plan or Program (APP). Tim O’Connell and Karin Jones, Partners with Stoel Rives LLP will outline the requirements for compliance with the Department of Labor & Industries’ requirements, and how they fit into an overall workplace safety program. Implementing a comprehensive APP helps ensure increased safety awareness and may lower the number of accidents and/or illnesses.

This webinar will include:

  •  How to maintain compliance with regulations
  •  How to write a comprehensive APP
  •  How to conduct and prepare for an accident investigation

The webinar begins before noon and will run 60-90 minutes, including ample time for questions.

If you are not already registered for the series, you can still participate: $40 for members or $55 for non-members.

For questions or more information please contact Thomas Gill at TommyG@awb.org or 360.943.1600.



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Unintended Consequences


State's proposed overtime rule change goes too far, too fast

By AWB President Kris Johnson

If it's approved, any employer with salaried workers making less than that amount will be faced with the difficult decision to either raise their employees' salary to nearly $80,000 or convert the worker to hourly status. For employers who can't afford to give out big raises, they may have little or no choice but to switch employees to hourly status.

In theory, this could lead to increased pay for some workers, but that's only if their employer can afford to pay overtime. Small businesses, nonprofits and other employers that can't absorb the cost increase will likely cut services.

Even for workers who don't take a step backward financially, the change could feel like a demotion. Increasingly, employees value flexibility in work hours, particularly younger workers. Making the transition from a salaried job -- with the flexibility to duck out for a couple hours in the middle of the day to take care of family obligation -- to an hourly worker who is required to be in the office a full eight hours, without the option of working from home, will be jarring.

No one is disputing that Washington's overtime rule needs updating. But the state's proposal simply goes too far, too fast and risks harming the employees it's intended to help.

Read the full column in The Wenatchee Valley Business World