Oregon Business Magazine has published its Powerlist of Law Firms: Oregon and SW Washington and HR Answers is thrilled to see several of our partners on this year’s list. Congratulations to all the law firms who made the list!
LAW FIRMS BY NUMBER OF OREGON/SW WASHINGTON LAWYERS
#2 Schwabe, Williamson & Wyatt
#14 Jordan Ramis
Oregon Business Magazine has published its 2024 list of 100 Best Non-Profits to Work for in Oregon and HR Answers is thrilled to see several of our clients on this year’s list. Congratulations to all the non-profit organizations who made the list!
LARGE ORGANIZATIONS
#1 Mental Health & Addiction Association of Oregon
#11 Portland State University Foundation
MEDIUM ORGANIZATIONS
The Department of Labor’s new and planned rules intended to raise the salary threshold for overtime exemption have been stopped by a federal judge.
What that means:
This decision requires each employer to continue thoughtful planning to manage employee expectations and legal obligations.
The Oregonian has published its 2024 list of Top Workplaces and HR Answers is thrilled to see several of our clients on this year’s list. Congratulations to all the organizations who made the list!
LARGE EMPLOYERS (500 or more employees)
MIDSIZE ORGANIZATIONS (100-499 employees)
SMALL EMPLOYERS (35-99 employees)
Client: Hey, I’ve got a tough situation and need some guidance. One of our employees has a serious illness. They’ve used up all their protected leave and paid time off, but they want to keep working. The problem is, they’re not meeting expectations. What should I do?
Consultant: That’s a tricky one. It’s like trying to juggle flaming torches while riding a unicycle—there’s a lot going on, and it’s easy to get burned. First off, I’m sorry you’re in this situation. Balancing compassion with business needs is one of the hardest parts of management. Don’t worry, we can navigate this together.
Client: Thanks, I appreciate it. I want to be supportive, but at the same time, I have to think about the team and the work that’s not getting done. Where do I even start?
Consultant: Let’s start by acknowledging the human element here. It’s important to approach this with empathy. The employee is dealing with something really difficult, and the fact that they want to keep working shows they’re committed. That doesn’t mean you can ignore the impact on the business. You’ve got to find a balance between supporting them and keeping things running smoothly.
The first step is to have an honest, compassionate conversation with the employee. You might say something like, “I can see how much you want to keep contributing, and I admire your dedication. We need to talk about how things are going and what we can do to support you while also making sure the work gets done.”
Client: Okay, but what if they’re really struggling and just can’t meet the expectations? How do I handle that?
Consultant: This is where things get delicate. You need to assess whether there are reasonable accommodations that could help them meet expectations. Accommodations might include things like adjusting their workload, providing flexible hours, or allowing them to work from home if that’s possible. The key here is “reasonable”—you want to help them, and you need to make sure the accommodation doesn’t put undue strain on the rest of the team. This step is key in meeting the organization obligations related to the American’s with Disabilities Act (ADA.)
You could say, “Let’s explore what adjustments we can make to help you succeed. We want to support you, and we need to be realistic about what’s possible given the current situation.” This keeps the conversation supportive and grounded in the reality of the work that needs to be done.
Client: But what if we’ve already tried accommodations and they’re still not meeting expectations? At what point do I need to make a tougher decision?
Consultant: If you’ve tried to make accommodations and the employee still isn’t able to meet the job’s essential functions, it might be time to consider a more difficult conversation. This doesn’t mean you’re giving up on them, rather that you need to look at the bigger picture. You could say something like, “We’ve tried several adjustments, and we see this remains challenging and you are not meeting the job’s requirements. Let’s talk about what other options might be available.”
Options might include a temporary unpaid leave of absence, a reduced role, or even discussing whether there’s another position within the company that might be a better fit given their current situation (these are also parts of the ADA). This is where your empathy really needs to shine—you want them to know you care about their well-being, even if the current arrangement isn’t working.
Client: What if they insist on staying in their current role, even though they can’t handle it? I don’t want to seem like I’m pushing them out, but the team is starting to feel the strain.
Consultant: This is a tough love moment. You need to be clear and honest while still being kind. It’s perfectly okay to say, “I understand that you want to stay in your role, and we have to consider the impact on the entire team. The current situation isn’t sustainable, and we need to find a solution that works for everyone.”
If they’re adamant about staying, you might need to set some clear, measurable expectations and timelines. For example, “Let’s agree on some specific goals for the next few weeks. We’ll reassess at that point to see if things are improving.” This gives them a fair chance to improve, and also sets the stage for a more serious conversation if things don’t get better.
Client: And what if, after all of that, they’re still not meeting expectations? Do I have to consider termination?
Consultant: If it comes to that, it’s important to approach it with as much sensitivity as possible. Termination should always be a last resort, especially in a situation like this. If the employee isn’t able to perform the essential functions of their job despite accommodations and you’ve exhausted other options, it may be the only viable path forward.
When having that conversation, frame it in terms of the needs of the business while acknowledging the effort the employee has put in. You could say something like, “I know how hard you’ve worked to try and make this work, and I appreciate your dedication. Unfortunately, we’ve reached a point where the current situation isn’t working for the business, and we need to make a difficult decision.”
Make sure you’re offering support, whether that’s in the form of severance, help with applying for disability benefits, or even offering to write a strong reference if they’re capable of working in a different role elsewhere. It’s about balancing compassion with the reality of the business needs.
Client: That makes sense, but it’s still really hard. How do I make sure I’m doing this the right way legally and ethically?
Consultant: Great question, and it’s crucial to get this right. Make sure you’ve touched base with an employment attorney to review your process. You want to be sure you’re complying with all relevant laws—like the Americans with Disabilities Act (ADA) and any applicable state laws—and that you’re documenting everything thoroughly. We can certainly outline the steps we are recommending for you. That might minimize the cost of the attorney.
Document every conversation, every accommodation offered, and every performance issue. This isn’t just to cover yourself legally—it’s also a way to ensure you’re being transparent throughout the process. You might say, “We’ve kept careful records of our discussions and the steps we’ve taken to support you, and we want to make sure everything is clear.”
Client: Thanks, this helps. It’s just such a difficult balance to strike between being compassionate and keeping the business running.
Consultant: It is, and there’s no perfect formula. Approaching this with empathy, clear communication, and a focus on finding workable solutions, you’re doing the best you can in a tough situation. Remember, your goal is to support the employee while also ensuring the business can continue to function effectively. Sometimes that means making hard decisions. If you handle it with care, you can navigate this without losing your humanity—or your sanity.
Client: I appreciate your help. Any final advice?
Consultant: Just this: remember that you’re dealing with a person who’s going through a tough time, and you’re responsible for the well-being of your entire team and the business. Approach every conversation with kindness, and don’t shy away from the tough decisions if they’re necessary. It’s a balancing act. With the right approach, you can find a solution that respects everyone involved.
We are here to help anytime. Thanks for the conversation.
Every year on November 13th, the world comes together to celebrate the International Day of Kindness. This day is more than just a reminder to be kind to those around us; it serves as a beacon, encouraging us to integrate kindness into our daily lives, including the workplace. In a setting often dominated by deadlines, targets, and the pressures of performance, infusing kindness and a touch of humor can transform the environment, boosting morale, enhancing teamwork, and fostering a culture where everyone feels valued.
In many organizations, the focus tends to be on efficiency, productivity, and the bottom line. While these aspects are undeniably important, the human element often gets overshadowed. Kindness in the workplace, however, is not just a ‘nice-to-have’ but a crucial component of a healthy organizational culture. When employees feel appreciated and respected, they are more likely to be engaged, motivated, and committed to their work.
Acts of kindness, no matter how small, can have a ripple effect. A simple gesture like holding the door open, offering to help a colleague with a challenging task, or even sharing a kind word can create a positive atmosphere. This atmosphere, in turn, contributes to better collaboration, increased creativity, and higher levels of job satisfaction.
The Power of Random Acts of Kindness
Random acts of kindness are unexpected gestures that can uplift spirits and bring a sense of joy to the recipient. In the workplace, these acts can range from surprising a colleague with their favorite coffee to leaving a handwritten note of appreciation on someone’s desk. These small, spontaneous actions can make a significant impact, often brightening someone’s day in ways that were unanticipated.
Consider the story of Sarah, a project manager at a mid-sized tech company. Sarah was having a particularly tough week, juggling multiple deadlines and feeling overwhelmed. One morning, she arrived at her desk to find a sticky note with the words, “You’re doing great! Keep it up!” and a small bar of her favorite chocolate. That simple, anonymous gesture gave her the boost she needed to tackle the rest of the week with renewed energy. The kindness she experienced didn’t just lift her spirits; it also inspired her to pass it on by doing something kind for a colleague.
These acts don’t have to be grand or costly. The key is in their thoughtfulness and the genuine intention behind them. When employees feel cared for, they are more likely to care for others, creating a positive feedback loop that benefits the entire organization.
Incorporating Humor into Workplace Culture
While kindness nurtures a supportive and respectful environment, humor adds a layer of lightness and joy. Incorporating humor into the workplace can diffuse tension, foster camaraderie, and make the workday more enjoyable. It’s important, however, to use humor appropriately and inclusively, ensuring it never comes at the expense of someone’s feelings or dignity.
Humor can take many forms in the workplace. It might be as simple as sharing a funny meme in a team chat, organizing a light-hearted contest, or starting a meeting with a humorous anecdote. These moments of levity can help break down barriers, making it easier for employees to connect with one another on a human level.
For instance, in a particularly high-stress period, a team lead at a marketing firm decided to introduce “Funny Friday” where each team member would share a joke or a funny story to kick off their weekly meeting. This simple initiative not only lightened the mood but also strengthened the team’s bond, making it easier for them to collaborate and support each other through the stressful times.
The Intersection of Kindness and Humor
Kindness and humor are not mutually exclusive; in fact, they complement each other beautifully. A workplace that encourages both is one where employees feel comfortable, appreciated, and connected.
Imagine a scenario where a team is facing a particularly challenging project. Tensions are high, and stress levels are through the roof. A well-timed, kind-spirited joke or a humorous gesture can lighten the atmosphere, reminding everyone that while the work is important, it’s okay to take a moment to breathe and share a laugh. This not only helps to reduce stress but also encourages a sense of unity, making the team more resilient and effective.
Moreover, humor can be a way to express kindness. For example, sending a funny, personalized e-card to a colleague who’s had a rough day or playfully teasing someone (in a way that’s lighthearted and respectful) can show that you care. It acknowledges their feelings while also offering a moment of joy.
While the benefits of kindness and humor in the workplace are often intangible, they can be measured in various ways. Employee satisfaction surveys, feedback sessions, and even casual conversations can provide insight into how these values are impacting the workplace culture.
The International Day of Kindness serves as a powerful reminder that kindness is not just an occasional act but a way of life, even in the workplace. As we celebrate this day on November 13th, let’s commit to making kindness and humor integral parts of our daily interactions at work. Whether it’s through random acts of kindness, a well-timed joke, or simply taking the time to appreciate those around us, these small gestures can lead to a more positive, productive, and fulfilling work environment for everyone.
As we approach the close of another year, it’s a time to reflect, celebrate, and share the joy of our accomplishments—no matter how big or small they may be. In the hustle and bustle of our daily routines, it can be easy to overlook the milestones we’ve achieved, but each success, no matter its size, is worth celebrating.
This year, our team has witnessed incredible growth, not just in our achievements but in the bonds we’ve formed and the resilience we’ve shown. We’ve navigated challenges, celebrated wins, and most importantly, supported one another through it all. Every step forward, whether a major breakthrough or a simple task completed with care and dedication, has contributed to the strength and success of our organization.
As we wrap up the year, we encourage you to take a moment to find joy in your accomplishments. Reflect on the hard work, the late nights, the collaborative efforts, and the moments of inspiration that brought you here. Celebrate those moments. Share your success with others, not just as a testament to what you’ve done, but as a source of inspiration for what we can achieve together.
Success isn’t measured by the size of the accomplishment but by the impact it has on you, your team, and those around you. Whether you’ve reached a major goal, learned something new, or simply maintained your commitment to excellence, you have every reason to be proud. Your dedication and perseverance are what drive our collective success, and for that, we celebrate you.
As we look forward to the new year, let’s carry this spirit of celebration and joy with us. Let’s continue to support each other, share our successes, and embrace the opportunities that lie ahead. Here’s to a year of accomplishments, big and small, and to the joy of knowing that every effort counts.
From our team to yours, thank you for making this year truly special. We look forward to celebrating even more successes with you in the coming year. Let’s continue to find the joy in every step of the journey, and remember—every success, no matter the size, is worth celebrating.
Happy holidays, and here’s to another year of growth, joy, and shared success!
Ah, National Chocolate Day—a day that beckons us to put aside our calorie concerns, embrace our sweet tooth, and revel in the universal delight that is chocolate. Whether you’re a fan of dark, milk, or white, chocolate has a magical way of turning even the dreariest of workdays into something, well, a bit more palatable. So, in the spirit of this delicious holiday, let’s explore how adding a little sweetness and humor to the workplace can transform your office into a veritable Wonka Wonderland.
1. The Chocolate Delivery Debacle
Picture this: It’s 9:00 a.m., the office is still waking up, and in strolls a delivery person carrying a box labeled “URGENT: CHOCOLATE INSIDE.” Naturally, this causes quite the stir. Eyes widen, stomachs rumble, and suddenly everyone’s interested in who’s sending you gifts.
As you open the box, your colleagues gather around like curious children on Christmas morning. But instead of the expected assortment of gourmet chocolates, you find…a single bar of chocolate, accompanied by a note: “Sorry, budget cuts.” Cue the collective sighs of disappointment, but also the laughter—because who can resist a good office prank?
Of course, this is the perfect opportunity to lighten the mood. With a grin, you break the chocolate bar into tiny pieces and distribute them like you’re Robin Hood sharing his spoils. It’s a small gesture, but it’s enough to remind everyone that it’s not about the quantity of chocolate—it’s about the joy of sharing it, even in the most ridiculous circumstances.
2. The Great Chocolate Debate
Now, no National Chocolate Day would be complete without the inevitable office debate: which type of chocolate reigns supreme? The office quickly divides into three camps—Dark, Milk, and White—each fiercely defending their choice like it’s a matter of life and death.
“Dark chocolate is basically a health food,” someone argues, citing the antioxidant benefits as they munch on a 90% cacao bar that could double as a doorstop.
“Milk chocolate is the perfect balance,” counters another, brandishing a classic Hershey’s bar. “It’s sweet, creamy, and just indulgent enough.”
And then there’s the white chocolate enthusiast, who calmly chimes in, “You know, technically, white chocolate isn’t really chocolate.”
This bombshell has the room erupting into good-natured groans! But amidst the friendly ribbing, there’s a shared understanding: whatever your preference, chocolate in any form is a cause for celebration.
3. The Case of the Disappearing Chocolate
Let’s talk about the real mystery of the office—how chocolate left in the communal kitchen mysteriously vanishes within minutes. It doesn’t matter how well you hide it or how clearly you label it as your own. Once chocolate enters the office ecosystem, it’s only a matter of time before it evaporates into thin air.
Of course, you could go on a Sherlock Holmes-style investigation, meticulously tracking who has been in the kitchen at what time, and analyzing chocolate wrapper crumbs like forensic evidence. But in the end, the culprit is always the same: the universal law of chocolate gravity—what goes into the office must disappear.
Instead of fretting over your lost treat, why not turn it into an office-wide game? Post a playful ransom note on the fridge: “To whoever stole my chocolate, you have 24 hours to return it…or face the wrath of a caffeine-deprived colleague.” Odds are, the chocolate won’t come back, but the laughs you’ll get from the increasingly absurd responses are a worthy consolation prize.
4. Chocolate as an Office Negotiation Tool
In the world of HR and management, we all know that negotiations can be tricky. But on National Chocolate Day, you have a secret weapon: chocolate. Need to persuade someone to take on an extra task? Slide a truffle their way. Trying to smooth over a disagreement? Offer a peace offering in the form of a chocolate bar.
Chocolate, it turns out, is a universal language. It’s amazing how quickly office disputes can be resolved when a bowl of chocolate-covered almonds is placed in the middle of the table. Suddenly, everyone’s more willing to compromise, and the atmosphere becomes much more amicable.
It’s not bribery, per se. Let’s call it “strategic morale boosting.” Just remember: with great chocolate power comes great responsibility. Use your chocolate-fueled negotiation skills wisely.
5. The Chocolate Overload
Of course, there’s always the risk of overindulging on National Chocolate Day. We’ve all seen it happen: one minute, someone’s savoring a single square of chocolate, and the next, they’re in the throes of a sugar-induced frenzy, eyes wide and hands shaking as they tear into yet another candy bar.
Before you know it, the office has descended into chaos. People are talking a mile a minute, productivity is through the roof, and someone is inexplicably trying to write a report in Comic Sans. It’s all fun and games until the inevitable sugar crash hits.
To avoid a chocolate catastrophe, consider organizing a chocolate-tasting event with small, manageable portions. Encourage everyone to savor the flavors and pace themselves. After all, National Chocolate Day should be a marathon, not a sprint.
6. Chocolate-Inspired Team Building
Why not use National Chocolate Day as an excuse for some team-building activities? After all, chocolate is the ultimate unifier, capable of bringing together even the most disparate personalities.
Organize a chocolate-themed trivia contest with questions ranging from “What’s the difference between cacao and cocoa?” to “How many pounds of chocolate does the average American consume each year?” (Hint: it’s more than you think.)
Or, if your team is up for a bit of a challenge, how about a chocolate relay race? Participants have to balance a piece of chocolate on a spoon while navigating an obstacle course. The winner gets a giant chocolate bar as a trophy (and probably a few new friends along the way).
These lighthearted activities can foster camaraderie and give everyone a much-needed break from their daily grind. Plus, it’s hard to take yourself too seriously when you’re trying to balance chocolate on a spoon.
7. The Office Chocolate Awards
As the day winds down, cap off your National Chocolate Day celebration with an awards ceremony. Create fun, tongue-in-cheek categories like “Most Likely to Sneak Chocolate into a Meeting,” “Best Chocolate Stash,” and “Biggest Chocolate Debate Champion.”
Hand out small chocolate prizes or certificates—nothing too fancy, just something to acknowledge the chocolate-related quirks that make your office unique. It’s a chance to celebrate your colleagues’ personalities, recognize their contributions to office culture, and, most importantly, share a few more laughs before the day ends.
8. The Aftermath: Surviving the Post-Chocolate Day Slump
As the sugar rush subsides and the office returns to its usual rhythm, there’s a certain bittersweet feeling that settles in. National Chocolate Day is over, and the reality of a chocolate-less tomorrow looms large. But fear not, dear reader! The lessons of the day can carry you through even the dullest of office hours.
Remember the joy of sharing (even if it’s just a tiny square of chocolate), the power of humor in diffusing tension, and the magic of a well-timed sweet treat. These are the little things that can make any workday better, long after the last chocolate wrapper has been tossed.
And if all else fails, there’s always the emergency chocolate stash in your desk drawer. Just don’t tell anyone where it is—unless, of course, they offer you a trade. A good joke, perhaps?
National Chocolate Day may come but once a year, but its effects can linger long after the last bite. Whether through shared laughter, a lighthearted debate, or the simple joy of indulging in something sweet, chocolate has the power to bring people together in a way few other things can.
So, as you head into work on October 28th, remember to bring a little chocolate—and a lot of humor—with you. After all, a workplace without laughter is like a day without chocolate: simply unacceptable.
Happy National Chocolate Day! May your office be filled with sweet moments, hearty laughs, and, of course, plenty of chocolate.
Client: Hey, I need your advice. We’re having a hard time hiring right now, and on top of that, we’ve got a few employees who don’t show up, don’t call, and are regularly late. What should we do?*
Consultant: The “no-show, no-call, late-to-the-party” scenario. It’s like trying to run a marathon with one shoe missing. I get it—right now, hiring new people feels like trying to catch a unicorn, and you’re left dealing with the folks who are here, but not really *here*, if you know what I mean. We’ve got some strategies to help you manage this without losing your sanity.
Client: Yeah, I’m at my wit’s end. We can’t afford to lose people, and this behavior is driving everyone nuts. What’s the first step?
Consultant: First things first: it’s time to get clear on expectations. You’d be surprised how often employees don’t even realize that their behavior is a big deal—especially if it hasn’t been directly addressed. You need to make sure everyone understands what’s expected of them. That means attendance policies, the importance of communication, and the consequences of failing to show up.
You could start by having a sit-down with the whole team—or at least those who are regularly MIA—and spell it out. Something like, “We’re all in this together, and we need everyone to pull their weight. Being on time and letting us know if you can’t make it is crucial for keeping things running smoothly.” Keep it straightforward, but don’t be afraid to let them know this is serious business.
Client: Okay, but what if they just keep doing it? We’ve talked to them before, but nothing seems to change.
Consultant: The repeat offenders. This is where consequences come into play. It’s not enough to just have a policy; you have to enforce it. If someone is continually late or not showing up, there needs to be a follow-up. The key here is consistency. If they know they can get away with it without repercussions, they’ll keep pushing the boundaries.
You might say, “We’ve talked about this before, and it’s still happening. We need to address this now to prevent further issues.” Lay out what the next steps are if the behavior doesn’t change—whether that’s a formal warning, a write-up, or some other action. The goal is to show that this isn’t something you’re going to ignore.
Client: But what if they push back? What if they say they have reasons or that it’s unfair?
Consultant: Push back is almost guaranteed, especially if they’re not used to being held accountable. The trick is to be empathetic and firm. If someone says they’re having trouble getting to work on time because of personal issues, you can listen and acknowledge that life happens— also reiterate that their attendance is non-negotiable. You could say, “I understand things can be tough outside of work, and we can discuss ways to help, we also need to make sure you’re here and ready to contribute.”
Offer support where you can—maybe there’s a temporary adjustment you can make to help them get back on track— make it clear that this isn’t a permanent adjustment. At the end of the day, they need to show up, or the team suffers.
Client: Okay, that’s fair. But here’s the thing—what if we really can’t afford to lose anyone? What if we’re so short-staffed that even the unreliable employees are better than no one?
Consultant: I hear you. In today’s job market, hiring can feel like trying to find a needle in a haystack while wearing mittens. It’s a tough spot to be in, and here’s the reality: keeping someone who’s unreliable can sometimes do more harm than good. Their behavior can drag down the morale of the whole team, and their unreliability can lead to bigger issues, like missed deadlines, customer dissatisfaction, and good staff resigning.
So, what can you do? First, assess how critical these roles are and whether you can redistribute their responsibilities temporarily if needed. Sometimes a short-term pain of being understaffed is better than the long-term chaos of keeping someone who’s not pulling their weight. You could also consider offering additional incentives for existing employees to pick up extra hours or responsibilities—this can help cover gaps while you’re working on finding more reliable hires.
Client: But what if we just can’t find anyone to replace them?
Consultant: If hiring new people is a major challenge, it’s time to get creative. Look into alternative staffing solutions—like temp agencies, part-time workers, or even remote employees if that’s an option. Sometimes broadening your hiring criteria or reaching out to different talent pools can bring in people you might not have considered before. It might also be worth reviewing your job postings and recruitment process to make sure you’re attracting the right candidates.
In the meantime, focus on retention—keep your reliable employees happy so they don’t feel tempted to jump ship. That means regular check-ins, recognition, and making sure they’re not burning out while picking up the slack for those who are less dependable.
Client: That makes sense. But what about the ones who just don’t improve, no matter what we do?*
Consultant: For the truly incorrigible ones, it might be time for the tough decision. It’s not an easy call, especially when hiring is difficult, but sometimes you have to cut the dead weight to keep the boat from sinking. If you’ve given them multiple chances, provided support, and they’re still not showing up—or calling in—it’s probably time to say goodbye.
Before you do, make sure you’ve got all your documentation in order—every missed day, every tardy, every conversation. That way, if they try to contest it later, you’ve got a solid case to back up your decision. And when you do let them go, be clear and professional. “We’ve given you multiple opportunities to improve, and you have chosen not to take those opportunities. We have chosen to end your employment, and we wish you well in your future endeavors.”
Client: But what if that leaves us even more short-staffed?
Consultant: It’s a risk, no doubt. But sometimes taking a step back allows you to move forward more effectively. Use the opportunity to strengthen the team you do have—cross-train them, offer professional development, and make them feel valued. That way, when you do find new hires, they’re coming into a more stable and positive environment. Plus, a tighter, more motivated team can often accomplish more than a larger group that’s bogged down by unreliability.
Client: I guess it’s a balancing act—holding people accountable without risking losing them altogether.
Consultant: Exactly. It’s about finding that sweet spot where you’re maintaining standards without decimating your workforce. Just remember, accountability is a two-way street. If employees see that you’re serious about attendance and punctuality, they’re more likely to take it seriously themselves. And for those who don’t—well, sometimes the best thing you can do for your team is to show them the door.
Client: Thanks for the advice. I feel a bit more prepared to tackle this now. Any final tips?
Consultant: Just this: don’t let fear of losing staff keep you from maintaining standards. It’s a tough market, sure, and that doesn’t mean you should lower the bar. Keep your expectations high, communicate clearly, and be consistent with consequences. In the long run, you’ll build a stronger, more reliable team—one that doesn’t leave you wondering if anyone’s going to show up tomorrow.
We are here to help anytime. Thanks for the Conversation.
Washington State’s Department of Labor & Industries has announced a bump in the state minimum wage starting January 1, 2025. This change will also affect the overtime exempt threshold for both small and large employers.
Here’s what you need to know:
Minimum wage increase:
Impact on overtime exemptions:
Noncompetition agreements:
The wage threshold for non-competes in 2025 will be $123,394.17. There are also state and federal restrictions on when these agreements can be presented to employees.
Action items for employers:
Be sure to notify employees about these changes and update classifications or payroll before January 1, 2025, to stay in compliance.
Give us a call if have any questions.
