September 3, 2019
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Deadline extended for comment on new $79,000 'super minimum wage' overtime rule



There’s still time for Washington employers to weigh in on a proposed rule that

would set a minimum overtime-exempt salary of $79,000.

The Department of Labor & Industries announced today that it will extend the comment period until Sept. 20. The deadline had previously been set for this Friday. Comments can be emailed to eaprules@lni.wa.gov.

L&I will spend several months reviewing the comments and formulating a final rule. The agency expects to adopt the final rules by the end of the year, with a phase-in period beginning around July 1, 2020. Check out this AWB summary to learn more.

Sixteen people testified at the agency’s last public hearing on Aug. 15, and 10 said they wanted to see the Department of Labor & Industries rework its proposed rule to ease the impact on businesses, The Columbian reports.

“This will only make things more difficult for us,” said Lois Cook, who together with her husband runs a small business that sells telephone services.

John McDonagh, president of the Greater Vancouver Chamber of Commerce, said that an informal survey of his members showed that most agree that the overtime rules need an update, but said that L&I's proposal would hurt their ability to provide benefits and flexible schedules.

Watch this video from AWB Amplified to learn more.

Contact Bob Battles, AWB government affairs director for labor and employment law, to learn more.



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Big Changes


Employers need to prepare for new noncompete laws

By Tim O'Connell of Stoel Rives

During the last legislative session, Washington took significant steps to limit noncompetition agreements for employees in the state and prohibit employer policies that ban moonlighting, impacting not only an important part of many local companies' strategies to protect their market position, but also employee loyalty.

The new state statute regarding noncompetition agreements and moonlighting policies demands attention from Washington employers...

Starting Jan. 1, 2020, employers that utilize noncompetition agreements need to carefully evaluate whether those agreements will meet the new state standards. If not, employers should revoke or revise those agreements prior to the effective date...

Properly structured noncompetition agreements and properly based policies regarding moonlighting are valid. Employers must, however, address these new limitations, sooner rather than later.

Read the full column in The Puget Sound Business Journal