Washington Termination (with Discharge): What you need to know

Washington is an “employment-at-will” state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason, unless an agreement or law provides otherwise. For example, federal or state law, a collective bargaining agreement, or an individual employment contract may place limitations on an otherwise at-will relationship.
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Although the Washington courts generally adhere to the presumption of at-will employment, there are a number of recognized exceptions to this rule.
Garnishment. No employer may discharge an employee because his or her wages are garnished. However, the law does not apply to employees that have three or more separate garnishments within any 12-month period (WA Rev. Code Sec. 6.27.170).
Genetic tests. State law provides that employers cannot require employees to submit genetic information or submit to genetic screening as a condition of employment or continued employment (WA Rev. Code Sec. 49.44.180).
Jury duty. Washington law requires employers to allow employees sufficient time off to serve as jurors when summoned, and employers may not discipline or discharge employees for absence resulting from such service. The law applies to all employers, and employers that violate this law are guilty of a misdemeanor. An employer that is sued by an employee for violation of this law may be ordered to reinstate the employee and pay damages and attorneys' fees (WA Rev. Code Sec. 2.36.165).
Lie detectors. An employer may not require, as a condition of employment or continued employment, that an employee or prospective employee take a lie detector test. The law does not apply to the initial application phase of any law ...

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Washington Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

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