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FREE Webinar: This Wednesday |
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I DON'T BELIEVE IT: But is it Fraud?
Join Managing Attorney Brian Padgett for a practical, eye-opening session on spotting and proving claim fraud. This free webinar explores real case examples, legal definitions, and strategic tools to identify and respond to suspicious workers’ compensation claims. Learn what it takes to build a fraud case—and whether it's worth it.
📅 Date: Wednesday, November 19
🕚 Time: 11:00 AM (Pacific Time)
💻 Where: Online – Free to attend |
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NEW YEAR, NEW LAWS:
Is Your Employee Handbook Ready? |
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Washington passed a wave of new employment laws that are already in effect—or soon will be. As you prepare for your annual handbook updates, our guide highlights the key policy changes and required notifications you need to address. It’s your essential starting point for compliance and for keeping employees informed, as required by law.
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Expanded protected leave for sick leave, domestic violence leave, and hate-crime–related absences.
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New PFML job-protection thresholds for small employers, plus limits on leave stacking and required health-insurance continuation.
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Increased employee access to personnel records—with strict deadlines and penalties.
Washington law obligates employers to clearly communicate these rights and updates. When employers fail to update and distribute compliant policies, they risk penalties, employee complaints, and unnecessary disputes. ESLaw Attorney Sarah Capelli explains these changes in a detailed guide to help you determine what your handbook must include.
⏳ Read our guide before the new laws take effect
Special Rates for 2026 Handbook Reviews
We are offering discounted rates for Employee Handbook reviews to update your policies in line with all Washington’s employment laws. Because the state rolls out significant changes every year, we recommend employers update their handbooks regularly to stay compliant.
IMPORTANT REMINDER: Outdated handbooks increase the risk
of employee claims and Department of Labor complaints.
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TOWER CRANE REQUIREMENTS:
Your implementation roadmap starts here |
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With L&I’s updated tower-crane regulations taking effect this December, contractors will face new responsibilities and accelerated compliance timelines. Our guide breaks down what’s changing and offers a clear outline of key requirements and timelines—a great starting point for planning your next steps, whether you're a small operation or a large contractor preparing for 2026.
Here’s a preview of what the new rule covers:
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Mandatory permits for all tower-crane assembly, disassembly, reconfiguration, and operation beginning January 1, 2026
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Accelerated deadlines, including a February 1, 2026 application requirement for cranes already erected at the start of the year
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Expanded inspection and documentation requirements, including accredited certifier involvement and component-level reporting
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Newly defined jobsite roles, such as the Assembly/Disassembly Director and Lift Director, with documented training and competency standards
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Policy and procedure updates employers must adopt, including permit workflows, stop-work authority, communication protocols, and subcontractor coordination
The article walks through each key requirement, outlines practical implementation steps, and provides a recommended compliance timeline to help contractors prepare.
📢Read the guide and stay one step ahead of the new requirements |
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L&I Releases Mental Health Provider Resource |
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Washington L&I has released a Mental Health Provider Resource to guide providers in treating work-related mental health conditions. It outlines:
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What must be documented in an initial evaluation (diagnosis, causation, treatment plan)
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Examples of mental health conditions that may be covered
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Authorization and reporting requirements
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Emphasis on measurable progress and return to work
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Use of DSM-5 criteria to assess the relationship between the injury and the mental health condition
Treatment is Covered When:
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The insurer authorizes evaluation and treatment (typically in 90-day increments)
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The mental health condition is caused or worsened by a work injury
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There’s documented improvement in symptoms and functioning
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Temporary treatment of a pre-existing condition helps recovery from the work injury
Treatment is NOT Covered When:
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It is purely palliative, with no curative or rehabilitative intent
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Maximum medical improvement has been reached
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Temporary treatment does not improve recovery
Important: DSM-5 criteria must be used when evaluating and reporting on the condition.
Employers should understand these guidelines to recognize when treatment is work-related, how it affects claim costs, and what’s required for continued care. This insight helps employers stay engaged in the claim process and support timely return-to-work.
📥Download the guide |
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The purpose of this newsletter is to provide general information and should not be construed as legal advice. Each situation is unique and legal advice must be tailored to the facts of the specific case or incident. This newsletter is for informational purposes only and is not a solicitation. Privacy is important to us. We will not sell, rent, or give your name or address to anyone. At any point you can select the link at the bottom of this newsletter to unsubscribe, or to receive less or more information. |
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