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NewsBrief – June 2026

In This Issue:

DOL Rescinds 2024 Overtime Rule

Cascade's Compliance Team
compliance@cascadeemployers.com

On May 14, 2026, the Department of Labor (DOL) formally rescinded the 2024 overtime rule, which raised the white-collar exemption salary threshold to $844 per week on July 1, 2024, and to $1,128 on January 1, 2025. Although the rule took effect on July 1, 2024, court rulings in November and December of 2024 made the rule unenforceable. This means that employers were not required to meet the $1,128 per week threshold on January 1, 2025, and the increase that took place on July 1, 2024, also was no longer enforceable.

Although this rule was not enforceable, it remained in federal written regulations. The DOL’s act to rescind the rule removes the language from regulation and formally restores the previous salary threshold of $684 per week into written law.

However, states with higher exempt salary thresholds than the federal rule, such as Washington, will still be required to meet those higher weekly salaries instead of the federal $684 per week.

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

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Key Oregon & Washington Employment Laws Taking Effect This Month

Cascade's Compliance Team
compliance@cascadeemployers.com

While these bills were discussed in greater detail in last month’s NewsBrief, below is a brief reminder of several key employment law changes taking effect this month:

The following Oregon bills take effect on June 5th:

Oregon HB 4111 – Immigration Status Protections

  • Makes it an unlawful employment practice to discriminate or retaliate against employees who update personal information due to a lawful change in federal work authorization.
  • Limits the use of immigration status in civil lawsuits, with limited exceptions.

Oregon HB 4027 – BOLI Expense Fund Payroll Tax

  • Creates a new payroll assessment to help fund BOLI staffing and operations, shared equally between employers and employees.
  • Although effective June 5, 2026, withholding and payment requirements begin January 1, 2027.

Oregon SB 1570 – “Healthcare Without Fear Act”

  • Limits certain health care facilities and providers from voluntarily sharing immigration-related information with immigration authorities.
  • Protects employees from retaliation for distributing state-published immigrant rights materials.
The following Washington bills take effect on June 11th:

Washington HB 2303 – Microchip Ban

  • Prohibits employers from requiring employees or applicants to have microchips or other tracking devices implanted.
  • Allows workers to take legal action if this occurs, including seeking damages and attorney fees.

Washington SB 6106 – Mini-WARN/STABLE Act Amendments

  • Updates Washington’s mini-WARN Act.
  • Removes the requirement to include coworker names in employee notices and makes certain information submitted to the Employment Security Department (ESD) confidential.

Washington HB 2345 – WA PFML Tax Allocation

  • Adjusts how WA PFML premiums are allocated between medical and family leave portions to align with IRS guidance.
  • This bill does not increase the total premium rate or overall employer/employee contribution split.

Washington HB 2479 – Wage Recovery Fund

  • Creates a Wage Recovery Fund to help low-wage workers get partial payment faster when wages are unpaid.
  • While the law takes effect this summer, payments to eligible workers will not begin until the fund reaches $130,000 or July 1, 2028, whichever is later.

Washington HB 2105 – Immigrant Worker Protection Act

  • Requires employers to notify employees within 72 hours of receiving a federal Notice of Inspection of Employment Eligibility Verification Forms (I-9 audit).
  • Requires that the notice be provided in English and the five most common non-English languages in the state, and that employees be informed of the audit results and their rights.

Washington SB 6058 – Expanded L&I Enforcement Authority

  • Gives L&I greater flexibility in investigating wage complaints.
  • Expands potential civil penalties for willful wage and hour violations.

Washington SB 5847 – Workers’ Compensation Provider Choice

  • Requires employers to notify injured workers of their right to choose their own medical provider for a work-related injury.
  • Reinforces employee choice in workers’ compensation treatment decisions.

Washington HB 2471 – Expanded Private-Sector Coverage if NLRA Doesn’t Apply

  • Creates a state labor relations framework that only applies if federal NLRA coverage no longer applies or the NLRB declines jurisdiction.
  • If triggered, Washington’s Public Employment Relations Commission (PERC) would oversee covered private-sector labor relations.

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Oregon’s Minimum Wage Rates Increase July 1st

Cascade's Compliance Team
compliance@cascadeemployers.com

As a reminder, Oregon’s minimum wage rates increase effective July 1, 2026. The new rates are as follows:

  • Standard Minimum Wage: $15.55 per hour
  • Portland Metro Minimum Wage: $16.80 per hour
  • Nonurban Counties Minimum Wage: $14.55 per hour

*Portland Metro Minimum Wage: Applies to work locations in Portland’s urban growth boundary, and primarily includes Clackamas, Multnomah, and Washington Counties. To see if a work location is within the urban growth boundary, click here.

**Nonurban Counties: Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa, and Wheeler Counties.

To prepare for the increase, employers should identify employees whose pay will be directly affected by the increase and prepare to implement changes effective July 1.

For those that have not purchased the 2026 all-in-one Employment Law poster from Cascade, we still have a limited supply of posters available. To purchase on glossy paper click here, or here for a laminated version. Both versions are double sided in English and Spanish.

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Washington Fair Chance Amendments Take Effect for Employers with 15 or More Employees

Cascade Compliance Team
compliance@cascadeemployers.com

Effective July 1, 2026, Washington’s expanded Fair Chance Act goes into effect for Washington employers with 15 or more employees. Under the law, covered employers generally may not inquire about criminal history or conduct a background check until after making a conditional offer of employment.

The law also limits the use of criminal history in employment decisions. Arrest records and juvenile conviction records generally cannot be used as the basis for adverse action, and adult conviction records may only be considered when there is a legitimate business reason related to the position.

Before taking adverse action based on criminal history, a written pre-adverse action notice must be provided identifying the record being considered. The position also must remain open for at least two business days to allow the individual an opportunity to review, explain, and/or correct the information.

If adverse action is ultimately taken, written documentation must be provided explaining the reasoning for the decision and the factors considered. Relevant factors include the nature of the conviction, the impact on the position or business operations, and the individual’s rehabilitation, good conduct, work experience, education, and training.

Limited exceptions apply for positions involving unsupervised access to children or vulnerable adults, situations where criminal history consideration is otherwise required or permitted by law, and law enforcement or criminal justice agencies.

For Washington employers with fewer than 15 employees, these requirements take effect January 1, 2027. Cascade will provide additional reminders for employers with fewer than 15 employees as the January 1, 2027 effective date approaches.

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Hot Compliance Question

Cascade Compliance Team
compliance@cascadeemployers.com

Question: Under the ADA, is leave an option for a reasonable accommodation?

Answer: Yes, leave can be considered a reasonable accommodation in certain circumstances. Leave as an accommodation is typically unpaid and is not required if it would impose an undue hardship on you as the employer.

Although leave may not seem to directly enable an employee to perform the essential duties of their job, leave may allow an employee time to address medical issues and return to work. Examples of situations where leave may be a reasonable accommodation under the ADA include:

  • Attending medical appointments related to a chronic medical issue;
  • Obtaining medical treatment; or
  • Recuperating from an illness, treatment, or surgery.

Additionally, leave under the ADA may apply after an employee has exhausted other forms of protected leave, such as FMLA or state leave entitlements such as Paid Leave Oregon or Washington’s Paid Family and Medical Leave.

You should evaluate each request on a case-by-case basis, and engage in the interactive process with the employee to determine whether the leave request is reasonable and whether it would create an undue hardship.

Generally, leave requests should have an expected duration and a reasonable likelihood that the employee will be able to return to work and perform the essential functions of the position at the end of the leave. Indefinite leave (with no expected return date) is never considered a reasonable accommodation under the ADA.

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Five Things You May Not Know About Cat Adoption Team

By Sheryl Kelsh, Membership Development Manager
skelsh@cascadeemployers.com

When many people think about animal shelters, they picture rows of cats waiting quietly for homes. But behind the scenes, the Cat Adoption Team (CAT) is much more than a shelter. As the Pacific Northwest’s largest nonprofit, adoption-guarantee cat shelter, CAT has spent more than 25 years helping cats and people find their perfect match while creating innovative programs that support animal welfare throughout the region.

Here are five things you may not know about the Cat Adoption Team:

  1. CAT Helps Thousands of Cats Every Year
    CAT’s impact extends far beyond adoptions alone. Each year, the organization helps thousands of cats and kittens through adoption services, foster care, medical support, and community assistance programs. Their adoption-guarantee philosophy means cats remain in their care until the right home is found, giving every cat the best possible chance at a happy future.From playful kittens to senior cats and those with special medical or behavioral needs, CAT works to ensure every feline receives compassionate care and individualized attention.
  2. Foster Families Play a Huge Role
    One of the most important parts of CAT’s mission happens outside the shelter walls. CAT relies heavily on a network of dedicated foster volunteers who temporarily care for cats and kittens in their homes.Foster care is especially critical for underage kittens, nursing mothers, recovering cats, and shy animals that may thrive better in a quieter environment. These foster families provide socialization, comfort, and medical monitoring while helping cats prepare for successful adoption.

    Many people are surprised to learn that fostering can save lives by creating additional space and resources for incoming animals.

  3. CAT Offers Affordable Veterinary Services
    Beyond adoptions, CAT also helps reduce pet homelessness through accessible veterinary care. Their community programs include spay and neuter services and other veterinary support designed to help pet owners care for their animals responsibly.These services not only improve the health and well-being of individual cats, but they also help address the larger issue of pet overpopulation in Oregon communities.

    By focusing on prevention and education, CAT supports both animals and the people who love them.

  4. Volunteers Power the Organization
    Like many successful nonprofits, CAT depends on an incredible volunteer network. Volunteers assist with everything from cat socialization and adoption counseling to laundry, fundraising events, foster coordination, and administrative support.For many volunteers, the experience becomes deeply rewarding. Spending time helping animals while connecting with fellow animal lovers creates a strong sense of community and purpose.

    Whether someone has a few hours a month or more, volunteers play a meaningful role in helping CAT fulfill its mission.

  5. CAT Focuses on Creating the Right Match
    At CAT, adoption is about more than simply finding homes quickly. Staff and volunteers work carefully to create successful, long-term matches between cats and adopters.Potential adopters receive guidance on personality traits, activity levels, household compatibility, and transition tips to help ensure a positive experience for both the cat and the family. This thoughtful approach helps cats remain in their new homes permanently and strengthens the human-animal bond.

For cat lovers throughout Oregon and Southwest Washington, the Cat Adoption Team continues to make a lasting difference, one cat, one family, and one successful adoption at a time.

Cascade is pleased to feature Cat Adoption Team as an outstanding member and employer.

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