Employers understandably want to thoroughly vet job applicants before offering them a job. However, in Washington, there are many restrictions in on what types of questions an employer can ask a job applicant.
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As of 2020, there is a new law in Washington that restricts the use of non-compete agreements in Washington.
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Social media can offer an unvarnished view of a job applicant or current employee. But to what lengths are Washington employers permitted to go to gain access to this view?
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Find answers to all (or at least some) of your most pressing questions about Washington employment law.
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The main reason severance agreements are appealing to departing employees is clear—additional compensation. But the reasons why employers use severance agreements are often more complex and varied.
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While some Washington companies may reap the benefits of using independent contractors, others may be seriously harmed.
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Employee non-solicitation agreements generally prevent employees from poaching customers and recruiting employees for a period of time after they’ve left their job.
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These are some of the common terms included in offer letters, as well as some potential traps for the person who downloads and uses the first free offer letter they can find in a Google search.
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As with most contracts, when it comes to creating an employee non-disclosure agreement, there’s the right way and then there’s the risky way.
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In Washington, as in other states, inventors typically own the intellectual property rights to their inventions. But what about when the inventor is working for a business at the time of the invention?
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Employee non-compete agreements are as prevalent as they are controversial, particularly in tech hubs like Seattle.
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