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NewsBrief – September 2026

In This Issue:

Heat and Air Quality Reminder for Oregon and Washington Employers

Cascade's Compliance Team
compliance@cascadeemployers.com

With high temperatures and wildfire smoke affecting parts of Oregon and Washington, employers should make sure they are prepared to protect employees who may be exposed to extreme heat or poor air quality while working. Both Oregon and Washington have workplace safety requirements addressing heat and wildfire smoke. Here is a reminder of the requirements employers should keep in mind:

Oregon

Heat Illness Prevention

Oregon OSHA's heat illness prevention requirements generally apply when the heat index reaches 80°F or higher. At that threshold, covered employers must take certain precautions to protect employees from heat-related illness, including providing access to drinking water and shade and implementing required heat illness prevention procedures.

When the heat index reaches 90°F or higher, additional high-heat protections apply, including increased employee monitoring and required preventative cool-down rest periods.

Employers with employees who may be exposed to these temperatures should review Oregon OSHA's Heat Illness Prevention Rules.

Wildfire Smoke Air Quality Requirements

Additionally, Oregon OSHA's wildfire smoke requirements generally apply when employees are exposed to wildfire smoke at or above AQI 101.

When the rule applies, covered employers must take steps to protect employees from exposure, including monitoring air quality, providing employee training, maintaining two-way communication, and implementing applicable exposure controls. Additional protections, including respiratory protection requirements, apply as wildfire smoke levels increase.

Employers with employees who may be exposed to wildfire smoke at these levels should review Oregon OSHA's Wildfire Smoke Rules for more specifics.

Protected Sick Time

As a reminder, eligible employees may accrue and use up to 40 hours of protected Oregon sick time each year. Available sick time may be used when an employee’s home or workplace is under a Level 2 or Level 3 evacuation order, or when a public official determines that the heat or air quality at the employee’s home or work location has reached a level that could jeopardize the employee’s health. Employees may also use available sick time if they become ill due to heat or poor air quality.

Washington

Outdoor Heat Exposure Requirements

Washington’s outdoor heat exposure requirements apply when employees are working outdoors in temperatures that reach certain thresholds. The applicable temperature threshold depends on the type of clothing or personal protective equipment employees are wearing.

Employers must provide certain protections, including drinking water, access to shade or other cooling methods, training, and cool-down rest periods. Additional requirements apply at higher temperatures, including mandatory paid cool-down rest periods when temperatures reach 90°F and 100°F.

Employers with employees who may be exposed to these high outdoor heat temperatures should review Washington’s Outdoor Heat Exposure Rules for more specifics.

Wildfire Smoke Air Quality Requirements

Washington employers must also take steps to protect employees from exposure to wildfire smoke. Requirements apply at certain air quality levels and increase as air quality worsens.

When the AQI reaches 101 or higher, additional protections apply, including providing respirators for voluntary use and implementing feasible measures to reduce employee exposure. Additional requirements apply at higher AQI levels.

Employers with employees who may be exposed to wildfire smoke at these levels should review Washington’s Wildfire Smoke Resources for more specifics.

If you have any questions, please do not hesitate to reach out to us. We’re here for you!

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OFCCP Removes Disability Self-ID and 7% Utilization Goal Requirements for Affirmative Action Plans

Cascade's Compliance Team
compliance@cascadeemployers.com

On August 21, 2026, the Office of Federal Contract Compliance Programs (OFCCP) published a final rule amending Section 503 of the Rehabilitation Act of 1973. Section 503 applies to federal contractors and subcontractors and prohibits discrimination in employment against individuals with disabilities and requires federal contractors and subcontractors to take affirmative action to recruit, hire, promote, and retain these individuals.

Beginning September 21, 2026, the following changes will take effect:

  • Contractors and subcontractors will no longer be required to invite applicants and employees to voluntarily self-identify as having a disability. Previously, contractors were required to invite applicants to self-identify at certain stages of the hiring process and to survey employees at least once every five years.
  • Contractors and subcontractors will no longer be required to conduct a utilization analysis comparing the percentage of individuals with disabilities in each job group (or workforce, if applicable) against the seven percent utilization goal.

Contractors should review their AAP processes and forms to ensure they discontinue the disability self-identification process and utilization analysis once the new rule takes effect. Other Section 503 requirements remain in place, including applicable affirmative action and outreach obligations. Additionally, contractors and subcontractors with a September 1st AAP plan date are still required to complete the seven percent utilization analysis for September 1, 2026, because their plan date falls before the September 21st effective date.

Cascade is monitoring these changes and will notify employers of any additional changes.

Please reach out to us with any questions!

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Washington’s Immigrant Worker Protection Act Takes Effect October 1st

Cascade's Compliance Team
compliance@cascadeemployers.com

Washington’s Immigrant Worker Protection Act, which goes into full effect on October 1st, creates new requirements for Washington employers related to federal immigration enforcement activities in the workplace.

Under the Act, Washington employers must:

  • Provide written notice to employees and their authorized representatives, if any, within five business days after receiving notice from a federal agency regarding an I-9 inspection.
  • Provide written notice to affected employees and their authorized representatives, if any, within five business days after receiving the written results of the inspection.

Washington employers must also post a workplace notice regarding employees’ rights under the law by October 1st. The required poster, model I-9 inspection notice, and additional employer guidance will be available through the Washington Attorney General’s Office here.

Before October 1st, Washington employers should review their procedures for responding to federal I-9 inspections and ensure appropriate personnel understand the new notice requirements. As an additional reminder, Washington employees may use available paid sick leave to prepare for or participate in a judicial or administrative immigration proceeding involving themselves or a family member.

If you have questions, please don’t hesitate to reach out to us!

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Hot Compliance Question

Cascade Compliance Team
compliance@cascadeemployers.com

Question: What do I do if an employee refuses to sign a corrective action document?

Answer: If an employee refuses to sign the corrective action, explain that their signature is simply acknowledging receipt and does not necessarily mean they agree with it. If they still refuse to sign, document it.

Consider having an HR representative or another supervisor present when issuing the corrective action and have them sign the document as a witness to confirm it was provided to the employee.

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Back to School: A New Season of Learning Starts This Fall

Carolyn Culley, Director of Learning and Development
training@cascadeemployers.com

Remember the feeling of a new school year? A fresh schedule. New classes. A chance to learn something new.

There is something useful about that mindset, even when you are long past your school days. A new season is a good time to ask:

  • What do I need to learn next?
  • What skills does my team need?
  • How can we make professional development part of the way we work, rather than something we fit in when there is time?

This fall, Cascade Employers Association is making those questions easier to answer.

Our new Fall 2026/Winter 2027 Training Calendar is here, with September through February packed with practical training for HR professionals, supervisors, managers, and leaders. We have also added two new ways for members to make learning more flexible, comprehensive, and valuable: the All-Access Training Pass and Leadership Academy.

Your Fall Schedule Just Got More Interesting

From leadership and supervision to HR compliance, communication, conflict, performance, productivity, and change, the new calendar offers classes for the skills your people need now and the skills they will need next. You will find new offerings alongside established favorites such as Basics of Supervision and the HR Academy.

Whether you are developing a new supervisor, strengthening an experienced leader, or keeping your HR knowledge current, there is plenty to put on the schedule.

Consider this your fall class schedule.

New This Year: One Pass, One Person, A Whole Year of Learning

For members who regularly invest in employee development, the new Cascade All-Access Training Pass offers a whole new way to approach professional development.

The member-only pass gives one designated employee unlimited access to Cascade’s live virtual public training for 12 months for one flat annual fee.

Instead of choosing just one class, employees can build a learning path around their needs and keep learning as those needs change.

A new supervisor might start with Basics of Supervision, then continue with courses in coaching, accountability, conflict, delegation, and performance management. An HR professional can combine compliance training with leadership development. An emerging leader can explore skills that prepare them for their next role.

The All-Access Training Pass is an exclusive Cascade member benefit, giving you another way to put your membership to work developing your people.

Build Your Own Leadership Learning Path with The Leadership Academy

Also new this fall is the Cascade Leadership Academy, a flexible certificate program that lets leaders choose courses based on their experience, responsibilities, and development goals.

Choose from two certificate paths:

  • Leadership Certificate: 24 credits for supervisors and mid-level managers
  • Leadership Professional Certificate: 36 credits for experienced and senior leaders

With electives covering leadership foundations, communication and coaching, conflict and change, decision making, accountability, performance, and delegation, leaders can build their skills one class at a time.

Because leadership development is not something you complete in a single workshop. It is an ongoing process of learning, applying, and building on what comes next.

Your Next Class Is Waiting

The best professional development gives people something they can use on Monday morning:

  • A better question to ask in a difficult conversation.
  • A clearer way to delegate.
  • A more effective approach to coaching.
  • A stronger understanding of employment law.
  • A new way to approach accountability, change, conflict, or team culture.

This fall, give your people a new class to take, a new skill to practice, or a new direction to grow.

With the Fall 2026/Winter 2027 Training Calendar, All-Access Training Pass, and Leadership Academy, Cascade members have more ways than ever to make learning part of their work.

Class is in session.

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