Employment Law 101: Legal Theory

Employment Law 101: Legal Theory
LEGAL THEORY

Under Washington State jurisprudence, what does “legal theory” mean within the context of a lawsuit? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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Introduction

In a lawsuit, legal theory is a fundamental concept that underpins the structure of legal arguments and decision-making processes. It is the theoretical framework that guides legal professionals, shaping the way they present and interpret the law in court. An understanding of legal theory is essential for all parties involved in a lawsuit, as it can significantly influence the outcomes of legal proceedings. This article delves into what legal theory means within the context of a lawsuit and why it is of paramount importance.

Defining Legal Theory in a Lawsuit

Legal theory in a lawsuit encompasses the set of principles, doctrines, and jurisprudential perspectives that provide the intellectual foundation for the legal arguments presented by both sides. It is the theoretical lens through which the parties build their cases and the standard by which courts assess the merits of their claims. Legal theory serves as a roadmap for constructing and evaluating legal arguments, offering a conceptual framework that informs legal reasoning throughout the litigation process.

Key Components of Legal Theory in a Lawsuit

1. Legal Frameworks:

Legal theories often draw from established legal frameworks, such as employment law, contract law, tort law, or criminal law, to provide a structured basis for presenting arguments. These frameworks help categorize and analyze the issues central to the case.

2. Legal Precedents:

Legal theory places a strong emphasis on precedent, which refers to prior court decisions that serve as authoritative references. Parties in a lawsuit often cite these precedents to support their legal arguments and demonstrate how the law has been applied in similar situations.

3. Statutory Interpretation:

When statutory law is a critical component of a lawsuit, legal theory involves the interpretation of relevant statutes. Parties may employ different theories of statutory construction, such as textualism or purposivism, to argue for their preferred interpretation of the law.

4. Legal Principles:

Legal theories often incorporate fundamental legal principles, such as the prima facie case in employment-law cases, presumption of innocence in criminal cases or the duty of care in tort cases. These principles help guide the court in determining liability or guilt.

Importance of Legal Theory in a Lawsuit

1. Framing Legal Arguments:

Legal theory provides a structured framework for crafting persuasive legal arguments. Attorneys use legal theories to identify the relevant legal principles and precedents that support their client’s case and present them in a coherent and compelling manner.

2. Shaping Case Strategy:

Legal theory informs the overall strategy of each party in a lawsuit. It helps attorneys make informed decisions about which claims to pursue, which defenses to raise, and which legal doctrines to emphasize to maximize their chances of success.

3. Guiding Judicial Decision-Making:

Judges rely on legal theory when making decisions in a case. They evaluate the legal arguments presented by the parties in the context of established legal principles and precedents, ensuring that the court’s rulings align with the law.

4. Promoting Consistency:

Legal theory contributes to consistency in the legal system by providing a common framework for understanding and applying the law. This consistency is crucial for ensuring predictability and fairness in legal outcomes.

Examples: Employment-Law Legal Theories

Some examples of employment-law legal theories include, but are not limited to the following (click a link to learn more):

Disparate Impact
Disparate Treatment
 Failure To Provide Reasonable Accommodations
 Harassment
 Hostile Work Environment
 Retaliation
 Wrongful Termination/Discharge

Conclusion

In a lawsuit, legal theory serves as the intellectual foundation that guides legal professionals through the complexities of litigation. It plays a critical role in constructing persuasive arguments, shaping case strategy, and influencing judicial decisions. Whether you are a litigant, an attorney, or someone affected by a lawsuit, a solid grasp of the legal theories at play is essential for understanding the dynamics of legal proceedings and ensuring that justice is administered in accordance with the law. Legal theory is not an abstract concept but rather the practical underpinning of every lawsuit, determining how the law is applied and justice is achieved.


Read Our Related Articles

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» Employment Law 101: Alternative Dispute Resolution

» Employment Law 101: Definition of Pleading

» Employment Law 101: Depositions

» Employment Law 101: Discovery (WA State)

» Employment Law 101: Mediation

» Employment Law 101: Motions

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment (WA State)

» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff

» Employment Law 101: The Summons


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

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Employee Assistance Programs

Employee Assistance Programs

Under Washington State laws, what are prohibited acts with respect to an employee’s participation or nonparticipation in employee assistance programs? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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EMPLOYEE ASSISTANCE PROGRAMS (EAPs)

In Washington State, “[a]n employee assistance program (EAP) helps employees and sometimes family members address work and life concerns.” Washington State Health Care Authority Website, Employee Assistance Program (EAP) (last visited 1/11/23). “EAPs are usually free and confidential programs designed to promote health, safety, and well-being[ ][;] [t]hey often support a wide range of issues such as depression, stress, addictions, anger, parenting, relationships, and grief and loss.” Id.

THE EAP CONFIDENTIALITY PROVISION

Washington State law contains a confidentiality provision with respect to an employee’s participation or nonparticipation in an EAP. Namely: “It is unlawful for an employer to obtain individually identifiable information regarding an employee’s participation in an employee assistance program. Individually identifiable information gathered in the process of conducting an employee assistance program must be kept confidential.” RCW 49.44.220 (hereinafter, “EAP confidentiality provision”).

EXCEPTIONS

There are exceptions to the EAP confidentiality provision. “Individual employees’ participation in the employee assistance program and all individually identifiable information gathered in the process of conducting the program shall be held in strict confidence; except that agency management may be provided with the following information about employees referred by that agency management due to poor job performance:

(1) Whether or not the referred employee made an appointment;

(2) The date and time the employee arrived and departed;

(3) Whether the employee agreed to follow the advice of counselors; and

(4) Whether further appointments were scheduled.

RCW 41.04.730 (emphasis added). The EAP confidentiality provision is also inapplicable to the following disclosures:

(1) Disclosures to an employer regarding an employee’s attendance in an employee assistance program, which the employee was required to attend as a condition of continued employment; and

(2) Disclosures that are made to prevent or lessen a perceived threat to the health or safety of an individual or the public; or disclosures that are permitted or required under RCW 18.225.105, 70.02.050, or 71.05.120.

See RCW 49.44.220(1)(b).

EMPLOYMENT RIGHTS

Lastly, the law provides that “[a]n employee’s participation or nonparticipation in an employee assistance program must not be a factor in a decision affecting an employee’s job security, promotional opportunities, corrective or disciplinary action, or other employment rights.” RCW 49.44.220(2).


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Employment Law 101: Motions

Employment Law 101: Motions
MOTIONS

Under Washington State laws, what are “motions” within the context of litigation? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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Introduction: Motions

Within the context of legal proceedings, motions play a fundamental role in the pursuit of justice and the efficient functioning of the judicial system. In Washington State, as in most jurisdictions, motions serve as crucial tools for parties to request specific actions or decisions from the court. This blog post aims to provide an understanding of what a motion is within the context of Washington State law.

What is a Motion?

A motion is a formal request made by a party to a lawsuit to the court for a specific ruling or action. These requests can encompass a wide range of matters, from procedural issues to substantive legal questions. In Washington State law, motions are vital in shaping the course of litigation and ensuring a fair and just outcome.

Types of Motions

1. Procedural Motions:

These motions pertain to the conduct of the lawsuit rather than the underlying legal issues. Common procedural motions in Washington State include motions for continuance, motions to dismiss, motions for summary judgment, and motions to compel discovery.

2. Substantive Motions:

Substantive motions deal with the actual legal issues of the case. Examples of substantive motions in Washington State law include motions for injunctive relief, motions for a new trial, and motions for judgment as a matter of law (formerly known as judgments notwithstanding the verdict).

3. Interlocutory Motions:

These motions are made before a final judgment in a case, and they typically address temporary or preliminary matters. A common example in Washington State is a motion for a preliminary injunction, which seeks to preserve the status quo while the case is ongoing.

4. Ex Parte Motions:

An ex parte motion is made by one party without notice to the opposing party. These are usually reserved for emergency situations where immediate action is necessary, such as a protective order or temporary restraining order.

5. Oral vs. Written Motions:

In Washington State, parties may make oral motions during court hearings or submit written motions, depending on the specific court rules and the nature of the request. Generally, written motions provide a more detailed and organized presentation of the argument.

General Procedure for Filing a Motion

1. Draft the Motion:

A motion should be drafted carefully, following the relevant rules and format requirements. It must state the specific request, the legal basis for the request, and any supporting evidence or case law.

2. Serve the Opposing Party:

In Washington State, the rules of civil procedure usually require that the motion and any supporting documents be served on the opposing party. The timing and method of service can vary based on the nature of the motion and the court’s rules.

3. Set a Hearing Date:

Many motions in Washington State require a hearing where both parties can present their arguments before the court. The party filing the motion typically schedules this hearing with the court and provides notice to the opposing party.

4. Court Decision:

After the hearing, the court will make a ruling on the motion. The court’s decision may be immediate or take some time, depending on the complexity of the issues involved.

Conclusion

In the complex legal landscape of Washington State, motions are indispensable tools that shape the trajectory of legal proceedings. Whether addressing procedural matters or substantive legal issues, motions are key instruments for parties to seek redress, ensure a fair trial, and promote the orderly administration of justice. Understanding the various types of motions and the procedural aspects of filing them is essential for anyone navigating the Washington State legal system.


Read Our Related Articles

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» Employment Law 101: Alternative Dispute Resolution

» Employment Law 101: Definition of Pleading

» Employment Law 101: Depositions

» Employment Law 101: Discovery (WA State)

» Employment Law 101: Legal Theory

» Employment Law 101: Mediation

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment (WA State)

» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff

» Employment Law 101: The Summons


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

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Employment Law 101: The Plaintiff

Employment Law 101: The Plaintiff
THE PLAINTIFF

Under Washington State laws, what is the meaning of the term “plaintiff“? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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Definition of Plaintiff

Under Washington State law, the term “plaintiff” holds a pivotal role. A plaintiff is a fundamental figure in the legal landscape, serving as the catalyst for the pursuit of justice and the resolution of disputes.

A plaintiff, in the context of Washington jurisprudence, is an individual or entity who initiates a legal action by filing a complaint in a court of law. This party is often described as the “aggrieved party” or the party that claims to have suffered some harm, injury, or loss due to the actions or negligence of another individual, entity, or even the government. The plaintiff seeks legal redress, typically in the form of damages, injunctions, or specific remedies. 

This article delves into the concept of the plaintiff within the context of Washington State law, elucidating their roles and responsibilities in the state’s unique legal landscape.

Roles and Responsibilities of a Plaintiff

Initiating Legal Actions:

The plaintiff plays a critical role in commencing legal proceedings. They are responsible for drafting and filing a complaint, which outlines the specific facts, legal claims, and remedies sought in the case. This complaint serves as the foundation upon which the entire legal process is built.

Proving the Case:

Once the complaint is filed, the plaintiff has the responsibility to prove their case. This involves gathering evidence, presenting witnesses, and making legal arguments to establish that the defendant is liable for the harm or violation alleged in the complaint.

Legal Standing:

To file a lawsuit, a plaintiff in Washington State must have legal standing, meaning they must demonstrate a direct, personal interest in the case. This ensures that only those who are genuinely affected by the issue at hand can bring it before the court.

Engaging Legal Representation:

Plaintiffs often seek legal counsel to help navigate the complexities of the legal system. Attorneys, also known as lawyers, provide valuable expertise in formulating legal strategies, collecting evidence, and representing the plaintiff’s interests in court.

Negotiation and Settlement:

In many cases, plaintiffs, through their attorneys, engage in negotiations with the defendant to reach a settlement before proceeding to trial. Settlements can be an efficient way to resolve disputes without the time and cost of a full trial.

Participation in Court Proceedings:

Plaintiffs are actively involved in court proceedings. They may need to testify as witnesses, provide depositions, and be present during hearings and trial proceedings. Their active participation is crucial in presenting their case effectively.

Seeking Remedies:

Plaintiffs in Washington State typically seek remedies such as monetary compensation, injunctive relief (a court order to stop or prevent certain actions), or specific performance (requiring a party to fulfill contractual obligations). The type of remedy sought depends on the nature of the case.

Conclusion

The role of the plaintiff in Washington State jurisprudence is fundamental to the state’s legal system. Plaintiffs are responsible for initiating legal actions, substantiating their claims, and seeking remedies for alleged injuries and legal infractions. Their role embodies the spirit of justice in Washington State, providing individuals and entities with the means to seek redress and resolution through the state’s legal institutions. An understanding of the plaintiff’s responsibilities is paramount for comprehending the nuances of the legal process in Washington State and ensuring access to justice in this jurisdiction.


Read Our Related Articles

We invite you to read more of our articles related to this topic:

» Employment Law 101: Alternative Dispute Resolution

» Employment Law 101: Definition of Pleading

» Employment Law 101: Depositions

» Employment Law 101: Discovery (WA State)

» Employment Law 101: Legal Theory

» Employment Law 101: Mediation

» Employment Law 101: Motions

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment (WA State)

» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Summons


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

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Employment Law 101: Depositions

Employment Law 101: Depositions
DEPOSITIONS

Under Washington State law, what are “depositions” within the context of legal proceedings? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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INTRODUCTION

Depositions play a pivotal role in the discovery process, allowing attorneys to gather crucial evidence, assess witness credibility, and develop their cases. Washington State is no exception to this legal practice, as it maintains its own rules and regulations governing depositions. In this article, I will delve into the essence of a Washington State deposition, its overarching objectives, and the fundamental elements that make it an indispensable instrument within the legal framework.

ESSENCE OF DEPOSITIONS

A deposition is a formal legal procedure that entails the sworn testimony of a witness or party to a lawsuit, conducted outside the confines of a courtroom. Typically, this testimony is acquired through a structured question-and-answer format, with a court reporter present to meticulously transcribe every word spoken during the proceedings. Depositions are usually orchestrated by attorneys from both sides of a case, serving as a means to unearth information, evaluate the veracity of witness statements, and document testimony for use in subsequent trial proceedings.

OBJECTIVES OF DEPOSITIONS IN WASHINGTON STATE

1. Discovery

The primary objective of a deposition is to facilitate the discovery of evidence. Attorneys employ depositions to gather pertinent information from witnesses or litigants that may prove instrumental to the case. This encompasses the collection of facts, identification of potential witnesses, and elucidation of the opposing party’s stance.

2. Testimonial Preservation

Depositions function as a safeguard for preserving witness testimony, ensuring its integrity and consistency for future reference in a courtroom setting. The deposition process mandates that witnesses provide sworn statements, thus preventing them from altering their account or providing contradictory testimony during trial.

3. Credibility Assessment

Depositions serve as an invaluable tool for scrutinizing witness credibility during trial proceedings. If a witness contradicts their deposition testimony while testifying in court, opposing counsel can employ the deposition transcript to challenge their veracity.

4. Settlement Facilitation

Depositions can also play a pivotal role in settlement negotiations. The insights derived from deposition testimony provide attorneys with a comprehensive understanding of the strengths and vulnerabilities of their case, which can, in turn, inform and facilitate settlement discussions.

ASPECTS OF A WASHINGTON STATE DEPOSITION

1. Notice

Conducting depositions in Washington State mandates meticulous notice to all relevant parties. This notice comprises critical information such as the deposition date, time, venue, and the identity of the intended deponent.

2. Conducting the Deposition

Typically, depositions are steered by attorneys who pose questions to the deponent. A court reporter is usually present to transcribe the proceedings verbatim, ensuring the faithful recording of testimony.

3. Oath and Affirmation

Prior to responding to questions, the deponent is administered an oath or affirmation to uphold the truth.

4. Objections

During depositions, it is not uncommon for attorneys to raise objections; however, deponents are generally obligated to answer the questions posed. Any objections raised can be revisited and resolved in a courtroom setting.

5. Transcription

A transcript of the deposition is meticulously prepared by the court reporter and made accessible to all involved parties. This transcript stands as the official record of the deposition and is admissible as evidence in court.

6. Utilization in Trial

Deposition transcripts hold utility in a courtroom context for various purposes, including witness impeachment, refreshing a witness’s recollection, or as substantive evidence.

CONCLUSION

Within the legal landscape of Washington State, depositions assume a critical role in the discovery process, enabling attorneys to glean essential information, evaluate witness credibility, and fortify their litigation strategies. A comprehensive understanding of the essence and nuances of Washington State depositions is imperative for legal practitioners and individuals embroiled in legal proceedings. This comprehension fosters transparency and equity within the legal system, upholding the sacrosanct principles of justice and the rule of law.


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» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff

» Employment Law 101: The Summons


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Employment Law 101: The Complaint

Employment Law 101: The Complaint
THE COMPLAINT

Under Washington State law, what is a “complaint” within the context of legal proceedings? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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INTRODUCTION: THE COMPLAINT

In Washington State jurisprudence, a “complaint” refers to a formal written document that commences a civil lawsuit. This crucial document is typically filed by the plaintiff, the party initiating the legal action, against the defendant, the party being sued. The complaint serves as a detailed statement of the plaintiff‘s claims, outlining the legal basis for their grievances and the specific relief or remedy they seek from the court. Essentially, it marks the beginning of the legal process in Washington State.

COMPONENTS OF THE COMPLAINT

A well-constructed complaint in Washington State must encompass specific elements to be legally valid and sufficient to initiate a lawsuit. These essential components include:

1. Caption:

The complaint begins with a caption that identifies both the court and all the parties involved in the lawsuit, listing the plaintiff(s) and defendant(s). This section provides clarity about the parties and their roles in the legal dispute.

2. Jurisdiction and Venue:

It is imperative for the complaint to specify the court’s jurisdiction over the matter and the appropriate venue where the lawsuit should be heard. This ensures that the case is heard in the correct jurisdiction.

3. Statement of Facts:

The heart of the complaint lies in the statement of facts. This section presents a comprehensive narrative that details the events leading to the dispute. It typically answers the fundamental questions of “who,” “what,” “when,” “where,” and “how” regarding the alleged wrongdoing.

4. Legal Claims:

Within the complaint, the plaintiff articulates the legal claims or causes of action they are pursuing. These claims must be firmly grounded in Washington State law (or other relevant/applicable law) and must be presented with sufficient detail to provide the defendant with a clear understanding of the allegations.

5. Request for Relief:

The complaint typically concludes with a segment that outlines the specific remedies or relief sought by the plaintiff. This may include monetary damages, injunctive relief, or other forms of legal remedies available under Washington State law.

CONCLUSION

In Washington State jurisprudence, a “complaint” serves as the bedrock of a civil lawsuit, marking the initiation of legal proceedings. This formal document elucidates the plaintiff’s grievances, legal claims, and the relief sought from the court. Understanding the components and significance of a complaint is essential for individuals navigating the legal landscape in Washington State. It signifies the initial step in a legal journey that may ultimately lead to justice, resolution, and the protection of individual rights in a state that upholds the rule of law.


READ OUR RELATED ARTICLES

We invite you to read more of our articles related to this topic:

» Employment Law 101: Alternative Dispute Resolution

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» Employment Law 101: Legal Theory

» Employment Law 101: Mediation

» Employment Law 101: Motions

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff

» Employment Law 101: The Summons


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Employment Law 101: The Summons

Employment Law 101: The Summons
THE SUMMONS

What is a “summons” within the context of legal proceedings? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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INTRODUCTION: THE SUMMONS

In the sphere of legal proceedings, understanding the terminology and processes involved is crucial to ensuring individuals are well-equipped to navigate the complexities of the legal system. One such term that holds significance in legal circles is “summons.” A summons serves as a foundational element in initiating legal action and warrants a comprehensive understanding. This blog post aims to elucidate the definition of a summons, its purpose, and the key components associated with this crucial legal document.

Definition of Summons

Generally, a summons is a formal legal document issued by a plaintiff, plaintiff’s attorney, court, or authorized judicial entity and served only by qualified individuals/methods. See CR 4(c). Accordingly, the summons serves as a notification to an individual, business/corporation, governmental entity, or other organization informing them that they are being sued or that they are required to appear in court as a party in a legal matter. Essentially, a summons acts as an official call to action, compelling the recipient to participate in the legal process either as a defendant or a witness.

Purpose

The primary purpose of a summons is to ensure that due process is followed in legal proceedings. It provides notice to individuals about their involvement in a legal case, affording them the opportunity to respond appropriately. By issuing a summons, the court system guarantees that all parties have a fair chance to present their side of the case and defend their interests.

Components

A typical summons consists of several key components:

1. Court Information:

This includes the name of the court where the case has been filed. It provides recipients with essential details about the jurisdiction in which the legal action is taking place.

2. Case Information:

The summons includes vital details about the lawsuit including, but not limited to the case number, names of the parties involved, and a brief description of the nature of the case.

3. Date and Time:

The summons specifies the date and time when the recipient is required to appear in court. This is a critical element, as failing to appear on the designated date can result in legal consequences.

4. Response Deadline:

If the recipient is being sued, the summons will include a deadline by which they must respond to the allegations. This could involve filing a formal response or pleading, such as an answer or a motion to dismiss.

5. Contact Information:

The summons typically provides contact information for the court clerk or the legal representative of the party initiating the legal action. This allows recipients to seek clarification or guidance if needed.

6. Legal Warning:

Often, a summons includes a legal warning that outlines the potential consequences of ignoring the summons or failing to respond within the specified timeframe. This serves as a reminder of the seriousness of the matter.

Conclusion

A summons stands as a foundational piece that upholds the principles of due process and fairness. Its role in notifying individuals of their involvement in a legal case cannot be understated. By comprehending its definition, purpose, and components, individuals can better navigate the legal landscape and ensure that their rights are protected. Whether appearing as a defendant or a witness, responding to a summons in a timely and appropriate manner is a vital step in the pursuit of justice.


READ OUR RELATED ARTICLES

We invite you to read more of our articles related to this topic:

» Employment Law 101: Alternative Dispute Resolution

» Employment Law 101: Definition of Pleading

» Employment Law 101: Depositions

» Employment Law 101: Discovery (WA State)

» Employment Law 101: Legal Theory

» Employment Law 101: Mediation

» Employment Law 101: Motions

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment

» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff


LEARN MORE

If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Employment Law 101: Definition of Pleading

Employment Law 101: Definition of Pleading
PLEADINGS

What is the definition of the term “pleading“? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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INTRODUCTION: PLEADINGS

Within the legal profession, the term “pleading” stands as a fundamental cornerstone that shapes the trajectory of legal proceedings. Rooted in centuries of legal tradition and jurisprudential evolution, pleadings serve as the formal and structured communication through which parties to a legal dispute present their respective claims and defenses. This article delves into the multifaceted definition of “pleading” in relation to the legal profession, elucidating its significance and pivotal role in upholding justice within our society.

Definition of Pleading

Pleadings are a legal document that initiates and outlines the framework of a lawsuit. Typically, they consist of two main categories: the complaint and the answer. The party initiating the lawsuit, known as the plaintiff, files a complaint outlining their grievances and allegations against the defendant. In response, the defendant submits an answer, addressing the allegations and presenting their defenses. In Washington State, pleadings can also include the following, depending on the complexity of the case:

[A] reply to a counterclaim denominated as such; an answer to a cross claim, if the answer contains a cross claim; a third party complaint, if a person who was not an original party is summoned under the provisions of rule 14; and a third party answer, if a third party complaint is served. No other pleading shall be allowed, except that the court may order a reply to an answer or a third party answer.

CR 7(a).

Beyond the initial stages of a lawsuit, subsequent pleadings may arise, such as replies and amended complaints. These documents provide a structured platform for parties to articulate their legal positions, present evidence, and clarify the issues in dispute.

Elements of Pleadings

A well-drafted pleading is a carefully orchestrated symphony of substance and structure. It must contain specific elements to effectively communicate the parties’ positions and facilitate the legal process. These elements often include:

1. Caption: The case’s title identifies the parties involved and the court where the case is being heard.

2. Introduction: An opening statement provides a concise overview of the nature of the case and the parties’ roles.

3. Jurisdictional and Factual Allegations: Parties must establish the court’s jurisdiction over the matter and present the facts underlying their claims or defenses.

4. Legal Claims or Defenses: Clear and precise articulation of the legal theories upon which parties base their claims or defenses is paramount.

5. Prayer for Relief: The desired outcomes or remedies sought by each party, which can include, but are not limited to monetary compensation, injunctive relief, or specific performance.

The Significance of Pleadings

Pleadings play a pivotal role in the legal process, serving as a vital bridge between parties’ grievances and the adjudicative system. Their importance is threefold:

1. Initiation and Response: Pleadings initiate legal proceedings by formally notifying the opposing party of the case’s existence and outlining the claims being asserted. In response, pleadings enable the opposing party to present their defenses and counterclaims.

2. Fair and Informed Process: Pleadings create a level playing field by requiring parties to present their case in writing, ensuring that each party is aware of the other’s contentions and can prepare their response accordingly.

3. Judicial Efficiency: Well-structured pleadings streamline the legal process, allowing courts to quickly ascertain the issues in dispute and allocate resources efficiently. They serve as a roadmap for subsequent stages of litigation, reducing delays and unnecessary legal wrangling.

Conclusion

In the realm of the legal profession, pleadings are not mere documents but rather the embodiment of parties’ rights, grievances, and defenses. They epitomize the concept of due process and ensure that justice is served in a structured and equitable manner. As an indelible component of the legal landscape, pleadings lay the groundwork for the entire legal process, embodying the principles of fairness, transparency, and accountability that underpin our societal fabric. Thus, it is through this meticulous process of pleading that the foundations of justice are fortified and upheld for all.


READ OUR RELATED ARTICLES

We invite you to read more of our articles related to this topic:

» Employment Law 101: Alternative Dispute Resolution

» Employment Law 101: Depositions

» Employment Law 101: Discovery (WA State)

» Employment Law 101: Legal Theory

» Employment Law 101: Mediation

» Employment Law 101: Motions

» Employment Law 101: Remedies

» Employment Law 101: Statute of Limitations

» Employment Law 101: Summary Judgment (WA State)

» Employment Law 101: The Complaint

» Employment Law 101: The Defendant

» Employment Law 101: The Plaintiff

» Employment Law 101: The Summons


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Self-Serving Declarations (WA State)

Self-Serving Declarations (WA State)

Under Washington State laws, must a nonmoving party’s “self-serving” declarations be taken as true on summary judgment in a civil lawsuit? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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SUMMARY JUDGMENT: CIVIL CASES

In my Washington State employment law practice (I only represent employee-plaintiffs), employer-defendants typically file motions for summary judgment against my clients. “Summary judgment is a judgment entered by a court for one party and against another party without a full trial.” See Summary Judgment, Cornell Law School: Legal Information Institute, https://www.law.cornell.edu/wex/summary_judgment (last visited August 3, 2023). “In civil cases, either party may make a pre-trial motion for summary judgment.” Id.

In Washington, “[s]ummary judgment is appropriate if a plaintiff fails to show sufficient evidence to establish a question of fact as to the existence of an element on which he or she will have the burden of proof at trial.” Mackey v. Home Depot USA, Inc., 12 Wn.App.2d 557, 569 (Div. 2 2020), review denied, 468 P.3d 616 (2020) (citing Lake Chelan Shores Homeowners Ass’n v. St. Paul Fire & Marine Ins. Co., 176 Wn.App. 168, 179, 313 P.3d 408 (2013)).

SELF-SERVING DECLARATIONS (WA STATE)

When defending against motions for summary judgment, my clients often file declarations that employers claim are “self-serving.” But “on summary judgment a nonmoving party’s declaration must be taken as true and can create a genuine issue of material fact even if it is ‘self-serving.'” Id. at 575 (citing Reagan v. Newton, 7 Wn.App.2d 781, 806, 436 P.3d 411, review denied, 193 Wn.2d 1030 (2019)) (emphasis added).

However, “[a] plaintiff cannot contradict unambiguous deposition testimony with a subsequent declaration.” Id. at 587, fn. 3 (citing Robinson v. Avis Rent A Car Sys., Inc., 106 Wn.App. 104, 121, 22 P.3d 818 (2001)).

CONCLUSION

Thus, under Washington State laws, I believe that a nonmoving party’s “self-serving” declaration must be taken as true on summary judgment of a civil lawsuit unless it contradicts unambiguous deposition testimony.


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The Public Duty Doctrine

The Public Duty Doctrine

Under Washington State laws, what is the public duty doctrine? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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THE PUBLIC DUTY DOCTRINE

“Under the public duty doctrine, no liability may be imposed for a public official’s negligent conduct unless it is shown that the duty breached was owed to the injured person as an individual and was not merely the breach of an obligation owed to the public in general.” Specialty Asphalt & Construction, LLC v. Lincoln County, 191 Wn.2d 182, 198 (Wash. 2018) (internal citations and quotation marks omitted) (hyperlink added).

EXCEPTION TO THE DOCTRINE (SPECIAL RELATIONSHIPS)

“An exception to the public duty doctrine applies if there is a ‘special relationship’ between the parties.” Id. (internal citation omitted). “A special relationship arises where[:]

(1) there is direct contact or privity between the public official and the injured plaintiff which sets the latter apart from the general public, and

(2) there are express assurances given by a public official, which

(3) give[ ] rise to justifiable reliance on the part of the plaintiff.

Id. (second alteration in original) (internal citations and quotation marks omitted) (paragraph formatting added).


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Vicarious Liability (WA State)

Vicarious Liability (WA State)

Under WA State laws, what is the proper inquiry for vicarious liability within the scope of employment law? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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VICARIOUS LIABILITY

A tort is a civil wrong, other than breach of contract, for which remedies may be obtained. Vicarious liability is “[l]iability that a supervisory party (such as an employer) bears for the actionable conduct of a subordinate or associate (such as an employee) based on the relationship between the two parties.” Black’s Law Dictionary 934 (8th ed. 2004).

Under Washington State law, after “an employee’s underlying tort is established, the employer will be held vicariously liable if ‘the employee was acting within the scope of his employment.'” Robel v. Roundup Corporation*, 148 Wn.2d 35, 53 (Wash. 2002) (citing Dickinson v. Edwards, 105 Wn.2d 457, 469, 716 P.2d 814 (1986)).

* (NOTE: This is an external link that will take the reader to our Washington Employment Law Digest.)

THE PROPER INQUIRY

The proper vicarious-liability inquiry is whether the employee was fulfilling his or her job functions at the time he or she engaged in the injurious conduct. See id. An employer may not insulate itself from vicarious liability merely by adopting a general policy proscribing bad behavior that would otherwise be actionable. Id.

DEFEATING A CLAIM OF VICARIOUS LIBAILITY

“An employer can defeat a claim of vicarious liability by showing that the employee’s conduct was[:]

(1) ‘intentional or criminal’ and

(2) ‘outside the scope of employment.’

Id. (citing Niece v. Elmview Group Home, 131 Wn.2d 39, 56, 929 P.2d 420 (1997) (emphasis in original), quoted with approval in Snyder v. Med. Servs. Corp. of E. Wash., 145 Wn.2d 233, 242-43, 35 P.3d 1158 (2001)) (paragraph formatting added).

However, intentional or criminal conduct is not per se outside the cope of employment. Id. at 53. Moreover, it is not the case that an employer will be vicariously liable only where it has specifically authorized an employee to act in an intentionally harmful or negligent manner. See id.

READ MORE

We invite you to read more of our tort-related blog articles:

» Elements of Negligent Misrepresentation

» Negligent Hiring (WA State)

» Negligent Retention (WA State)

» The Tort of Battery

» The Tort of Outrage

» WA State Torts: Public Disclosure of Private Facts


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Noncompetition Covenants (WA State)

Noncompetition Covenants (WA State)

Under Washington State laws, when are employee noncompetition covenants void and unenforceable? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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NONCOMPETITION COVENANTS (WA STATE)

Generally, a noncompetition covenant is “[a] promise , usu. in a sale-of-business, partnership, or employment contract, not to engage in the same type of business for a stated time in the same market as the buyer, partner, or employer.” Black’s Law Dictionary 392 (8th ed. 2004) (emphasis added). In Washington State, a “‘[n]oncompetition covenant’ includes every written or oral covenant, agreement, or contract by which an employee or independent contractor is prohibited or restrained from engaging in a lawful profession, trade, or business of any kind.” RCW 49.62.010(4)*.

The Washington State Legislature has found both that “workforce mobility is important to economic growth and development[ ]” and that “agreements limiting competition or hiring may be contracts of adhesion** that may be unreasonable.” RCW 49.62.005* (hyperlink added). Washington’s noncompetition covenants law (hereinafter, “law”), RCW 49.62*, took effect on January 1, 2020 and establishes when such noncompetition covenants are void and unenforceable. See RCW 49.62.900*.

WHEN VOID AND UNENFORCEABLE

In Washington State, a noncompetition covenant is considered void and unenforceable against an employee unless certain conditions are met. The relevant law follows:

RCW 49.62.020*

(1) A noncompetition covenant is void and unenforceable against an employee:

(a)(i) Unless the employer discloses the terms of the covenant in writing to the prospective employee no later than the time of the acceptance of the offer of employment and, if the agreement becomes enforceable only at a later date due to changes in the employee’s compensation, the employer specifically discloses that the agreement may be enforceable against the employee in the future; or

(ii) If the covenant is entered into after the commencement of employment, unless the employer provides independent consideration for the covenant;

(b) Unless the employee’s earnings from the party seeking enforcement, when annualized, exceed one hundred thousand dollars per year. This dollar amount must be adjusted annually in accordance with RCW 49.62.040*;

(c) If the employee is terminated as the result of a layoff, unless enforcement of the noncompetition covenant includes compensation equivalent to the employee’s base salary at the time of termination for the period of enforcement minus compensation earned through subsequent employment during the period of enforcement.

(2) A court or arbitrator must presume that any noncompetition covenant with a duration exceeding eighteen months after termination of employment is unreasonable and unenforceable. A party seeking enforcement may rebut the presumption by proving by clear and convincing evidence that a duration longer than eighteen months is necessary to protect the party’s business or goodwill.

RCW 49.62.020*.

INDEPENDENT CONTRACTORS

The law also protects independent contractors to a certain extent. “A noncompetition covenant is void and unenforceable against an independent contractor unless the independent contractor’s earnings from the party seeking enforcement exceed two hundred fifty thousand dollars per year.” RCW 49.62.030* (emphasis added). “This dollar amount must be adjusted annually in accordance with RCW 49.62.040*.” Id. In addition, “[t]he duration of a noncompetition covenant between a performer and a performance space, or a third party scheduling the performer for a performance space, must not exceed three calendar days.” Id.

UNENFORCEABLE COVENANT PROVISIONS

Lastly, the law determines when noncompetition covenant provisions are unenforceable. “A provision in a noncompetition covenant signed by an employee or independent contractor who is Washington-based is void and unenforceable:

(1) If the covenant requires the employee or independent contractor to adjudicate a noncompetition covenant outside of this state; and

(2) To the extent it deprives the employee or independent contractor of the protections or benefits of this chapter[, RCW 49.62*].”

RCW 49.62.050* (paragraph formatting, emphasis, and hyperlinks added).


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OTHER SECTIONS OF THE LAW

There are additional provisions in the law (e.g., Franchisor Restrictions*, Employees Having an Additional Job*, Remedies*, etc.*) that are beyond the scope of this article. For more information, I encourage the reader to review the entire act* — RCW 49.62*.

DEFINITIONS

For purposes of this article, the following definitions apply:

RCW 49.62.010*

Definitions. The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.

(1) “Earnings” means the compensation reflected on box one of the employee’s United States internal revenue service form W-2 that is paid to an employee over the prior year, or portion thereof for which the employee was employed, annualized and calculated as of the earlier of the date enforcement of the noncompetition covenant is sought or the date of separation from employment. “Earnings” also means payments reported on internal revenue service form 1099-MISC for independent contractors.

(2) “Employee” and “employer” have the same meanings as in RCW 49.17.020*.

(3) “Franchisor” and “franchisee” have the same meanings as in RCW 19.100.010*.

(4) “Noncompetition covenant” includes every written or oral covenant, agreement, or contract by which an employee or independent contractor is prohibited or restrained from engaging in a lawful profession, trade, or business of any kind. A “noncompetition covenant” does not include:

(a) A nonsolicitation agreement;

(b) a confidentiality agreement;

(c) a covenant prohibiting use or disclosure of trade secrets or inventions;

(d) a covenant entered into by a person purchasing or selling the goodwill of a business or otherwise acquiring or disposing of an ownership interest; or

(e) a covenant entered into by a franchisee when the franchise sale complies with RCW 19.100.020(1)*.

(5) “Nonsolicitation agreement” means an agreement between an employer and employee that prohibits solicitation by an employee, upon termination of employment:

(a) Of any employee of the employer to leave the employer; or

(b) of any customer of the employer to cease or reduce the extent to which it is doing business with the employer.

(6) “Party seeking enforcement” means the named plaintiff or claimant in a proceeding to enforce a noncompetition covenant or the defendant in an action for declaratory relief.

RCW 49.62.010* (paragraph formatting, emphasis, and hyperlinks added).

(*This link refers the visitor to an external website: Washington State Legislature: Revised Code of Washington (RCW).)

(**This link refers the visitor to our external website: Williams Law Group Blog.)


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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Employment Reference Checks and Verifications (WA State)

Employment Reference Checks and Verifications (WA State)

Under Washington State laws, what are employer limitations when disclosing employee information in response to employment reference checks and verifications? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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EMPLOYMENT REFERENCE CHECKS AND VERIFICATIONS — IMMUNITY FROM CIVIL/CRIMINAL LIABILITY — PRESUMPTION OF GOOD FAITH

Under Washington State law, if an employer discloses information to a prospective employer or employment agency concerning a current or former employee–and that disclosure was specifically requested by the prospective employer or employment agency–then the disclosing employer “is presumed to be acting in good faith and is immune from civil and criminal liability for such disclosure or its consequences if the disclosed information relates to:

(a) the employee’s ability to perform his or her job;

(b) the diligence, skill, or reliability with which the employee carried out the duties of his or her job; or

(c) any illegal or wrongful act committed by the employee when related to the duties of his or her job.

RCW 4.24.730(1) (paragraph formatting and emphasis added).

WRITTEN RECORDS

An employer that discloses employee information pursuant to this section (RCW 4.24.730) to a prospective employer or employment agency “should retain a written record of the identity of the person or entity to which information is disclosed under this section for a minimum of two years from the date of disclosure.” RCW 4.24.730(2) (emphasis added).

“The employee or former employee has a right to inspect any such written record upon request and any such written record shall become part of the employee’s personnel file, subject to the provisions of chapter 49.12 RCW.” RCW 4.24.730(2) (emphasis added).

REBUTTING THE PRESUMPTION OF GOOD FAITH

To rebut the presumption of good faith under this section (RCW 4.24.730), there must be “a showing by clear and convincing evidence that the information disclosed by the employer was knowingly false, deliberately misleading, or made with reckless disregard for the truth.” RCW 4.24.730(3) (emphasis added).


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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

Lie-Detector Tests and Employment

Lie-Detector Tests and Employment (WA State)

Under Washington State laws, may a person, firm, corporation or the state of Washington (including its political subdivisions or municipal corporations) require employees or prospective employees to take or be subjected to lie-detector tests as a condition of employment or continued employment? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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WASHINGTON STATE: THE LIE-DETECTOR LAW

Under Washington State law, it’s “unlawful for any person, firm, corporation or the state of Washington, its political subdivisions or municipal corporations to require, directly or indirectly, that any employee or prospective employee take or be subjected to any lie detector or similar tests as a condition of employment or continued employment[.]” RCW 49.44.120 (hereinafter, “Lie-Detector Law” or “Law“) (hyperlinks added). However, there are several limitations:

Limitation #1: The Lie-Detector Law does not “apply to persons making application for employment with any law enforcement agency or with the juvenile court services agency of any county, or to persons returning after a break of more than twenty-four consecutive months in service as a fully commissioned law enforcement officer[.]” Id.

Limitation #2: The Law does “not apply to either the initial application for employment or continued employment of persons who manufacture, distribute, or dispense controlled substances as defined in chapter 69.50 RCW, or to persons in sensitive positions directly involving national security.” RCW 49.44.120.

Limitation #3: Nothing in the Law can “be construed to prohibit the use of psychological tests as defined in RCW 18.83.010.” RCW 49.44.120(2).

Limitation #4: Nothing in the Law “may be construed as limiting any statutory or common law rights of any person illegally denied employment or continued employment under this section for purposes of any civil action or injunctive relief.” RCW 49.44.120(5).

NOTE: The Lie-Detector Law defines the term “person” to include “any individual, firm, corporation, or agency or political subdivision of the state.” Id. Violations of the Law can lead to civil liability as well as criminal culpability.

CIVIL LIABILITY: REMEDIES

For civil actions based on violations of RCW 49.44.120, “the court may:

(1) Award a penalty in the amount of five hundred dollars to a prevailing employee or prospective employee in addition to any award of actual damages;

(2) Award reasonable attorneys’ fees and costs to the prevailing employee or prospective employee; and

(3) Pursuant to RCW 4.84.185, award any prevailing party against whom an action has been brought for a violation of RCW 49.44.120 reasonable expenses and attorneys’ fees upon final judgment and written findings by the trial judge that the action was frivolous and advanced without reasonable cause.

RCW 49.44.135.

CRIMINAL CULPABILITY

In addition to civil liability, persons violating the Lie-Detector Law are also guilty of a misdemeanor. RCW 49.44.120(3).

CONCLUSION

Washington State’s Lie-Detector Law protects both employees and prospective employees from invasive lie-detector tests used as a condition of employment or continued employment; however, there are several reasonable limitations.

Ultimately, violations of the Law can lead to both civil liability and/or criminal culpability. However, civil litigants should note that the court may award a prevailing defendant “reasonable expenses and attorneys’ fees upon final judgment and written findings by the trial judge that the action was frivolous and advanced without reasonable cause.” Proceed with caution.


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WLAD Statute of Limitations: Equitable Tolling

WLAD Statute of Limitations: Equitable Tolling

Under Washington State law, what must a civil plaintiff demonstrate to obtain equitable tolling of the statute of limitations when pursuing a Washington Law Against Discrimination (hereinafter, “WLAD”) claim? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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WLAD STATUTE OF LIMITATIONS: EQUITABLE TOLLING

THE WLAD

The WLAD, chapter 49.60 RCW, “is a state law that prohibits discriminatory practices in the areas of employment, places of public resort, accommodation, or amusement, in real estate transactions, and credit and insurance transactions on the basis of race, creed, color, national origin, citizenship or immigration status, families with children, sex, marital status, sexual orientation, age, honorably discharged veteran or military status, or the presence of any sensory mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability; and prohibits retaliation against persons who oppose a discriminatory practice, and those who file health care and state employee whistleblower[*] complaints.” Washington State Human Rights Commission Official Website, https://www.hum.wa.gov/about-us (last visited 5/3/23).

* (NOTE: This is an external link that will take the reader to our Williams Law Group Blog.)

STATUTE OF LIMITATIONS

A “statute of limitations” is “[a] law that bars claims after a specified period; specif., a statute establishing a time limit for suing in a civil case, based on the date when the claim accrued (as when the injury occurred or was discovered.” Black’s Law Dictionary 1451 (Deluxe 8th ed. 2004). “The purpose of such a statute is to require diligent prosecution of known claims, thereby providing finality and predictability in legal affairs and ensuring that claims will be resolved while evidence is reasonably available and fresh.” Id. The Washington State statute concerning limitation of actions is contained under chapter 4.16 RCW.

“In Fowler v. Guerin, our [Washington State] Supreme Court explained that ‘statutes of limitation reflect the importance of finality and settled expectations in our civil justice system.'” Campeau v. Yakima HMA LLC, 38152-8-III (Wash. App. May 02, 2023) (citing Fowler v. Guerin, 200 Wn.2d 110, 118, 515 P.3d 502 (2022)). Accordingly, “[a] statutory time bar is a legislative declaration of public policy which the courts can do no less than respect, with rare equitable exceptions.” Id. (citing Fowler, 200 Wn.2d at 118, 515 P.3d 502) (alteration in original) (internal quotation marks omitted) (emphasis added).

eQUITABLE TOLLING (WA state): tHE MILLAY STANDARD

“In civil cases, Washington has consistently required a plaintiff seeking equitable tolling of the statute of limitations to demonstrate [the following:]

(1) the plaintiff has exercised diligence,

(2) the defendant’s bad faith, false assurances, or deception interfered with the plaintiff’s timely filing,

(3) tolling is consistent with

(a) the purpose of the underlying statute and

(b) the purpose of the statute of limitations, and

(4) justice requires tolling the statute of limitations.

Campeau, 38152-8-III (citing Fowler, 200 Wn.2d at 125, 515 P.3d 502 (“describing the four predicates as the Millay standard[, Millay v. Cam, 135 Wn.2d 193, 955 P.2d 791 (1988)]”)) (emphasis added).

However, Washington courts have “cautioned against broadly applying equitable tolling in a manner that would substitute for a positive rule established by the legislature a variable rule of decision based upon individual ideas of justice.” Id. (citing Fowler, 200 Wn.2d at 119, 515 P.3d 502) (internal citation and quotation marks omitted).


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Illegal Contracts in Washington State

Illegal Contracts in Washington State

Under Washington State law, are illegal contracts enforceable when they are in conflict with a statutory law? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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ILLEGAL CONTRACTS IN WASHINGTON STATE

“A contract that is in conflict with statutory requirements is illegal and unenforceable as a matter of law.” Failor’s Pharmacy v. Department of Social and Health Services, 125 Wn.2d 488, 499, 886 P.2d 147 (1994) (Medicaid reimbursement schedules promulgated in violation of statutory requirements were void and unenforceable).

Accordingly, where “a contract is illegal or grows immediately out of and is connected with an illegal contract, Washington courts leave the parties to the contract where they find them.” State v. Pelkey, 58 Wn.App. 610, 615, 794 P.2d 1286 (Div. 1 1990) (internal quotation marks and citations omitted). Thus, “as a general rule, a contract that is contrary to the terms and policy of an express legislative enactment is illegal and unenforceable.” Id. (internal quotation marks and citations omitted).

EXAMPLE: STATE v. PELKEY

For example, in State v. Pelkey, a criminal defendant allegedly attempted to bribe a city police officer by giving him goods and money to be kept appraised of vice surveillance; however, Pelkey’s criminal case was ultimately dismissed, and Pelkey sought return of said goods and money. Id. at 611-12. The City argued that the property did not have to be returned, because no seizure had occurred and Pelkey filed his motion in the wrong court. The court refused to honor the parties’ so-called contractual agreement, leaving them as the court found them, after reasoning that a contract that is contrary to the terms and policy of an express legislative enactment [i.e., bribery] is illegal and unenforceable. See id.

CONCLUSION

In Washington State, a contract that is contrary to the terms and policy of an express legislative enactment is illegal and unenforceable.


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The Local Government Tort-Claim Filing Statute: Guiding Policies

The Local Government Tort-Claim Filing Statute: Guiding Policies


Under Washington State law, what are the guiding policies (i.e., purposes) of the local government tort-claim filing statute? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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LOCAL GOVERNMENT TORT-CLAIM FILING STATUTE

A tort is a civil wrong, other than breach of contract, for which remedies may be obtained. Prospective plaintiffs intending to pursue tort claims against a Washington State local-governmental entity are required to conform to certain statutory requirements.  See RCW 4.96. The relevant law states as follows:

RCW 4.96.010
Tortious conduct of local governmental entities—Liability for damages.

(1) All local governmental entities, whether acting in a governmental or proprietary capacity, shall be liable for damages arising out of their tortious conduct, or the tortious conduct of their past or present officers, employees, or volunteers while performing or in good faith purporting to perform their official duties, to the same extent as if they were a private person or corporation.

Filing a claim for damages within the time allowed by law shall be a condition precedent to the commencement of any action claiming damages.

The laws specifying the content for such claims shall be liberally construed so that substantial compliance therewith will be deemed satisfactory.

(2) Unless the context clearly requires otherwise, for the purposes of this chapter, “local governmental entity” means a county, city, town, special district, municipal corporation as defined in RCW 39.50.010, quasi-municipal corporation, any joint municipal utility services authority, any entity created by public agencies under RCW 39.34.030, or public hospital.

(3) For the purposes of this chapter, “volunteer” is defined according to RCW 51.12.035.

RCW 4.96.010 (paragraph formatting and emphasis added).

THE 60-DAY REQUIREMENT

Thus, a “local government entity is liable for damages arising from its tortious conduct to the same extent as if it were a private person or corporation.” Renner v. City of Marysville, 230 P.3d 569, 571, 168 Wash.2d 540 (Wash. 2010) (citing RCW 4.96.010(1)). “However, prospective plaintiffs must file a tort claim with the local government at least 60 days prior to filing a lawsuit.” Id. The relevant law is as follows:

RCW 4.96.020
Tortious conduct of local governmental entities and their agents—Claims—Presentment and filing—Contents.

(4) No action subject to the claim filing requirements of this section shall be commenced against any local governmental entity, or against any local governmental entity’s officers, employees, or volunteers, acting in such capacity, for damages arising out of tortious conduct until sixty calendar days have elapsed after the claim has first been presented to the agent of the governing body thereof.

The applicable period of limitations within which an action must be commenced shall be tolled during the sixty calendar day period.

For the purposes of the applicable period of limitations, an action commenced within five court days after the sixty calendar day period has elapsed is deemed to have been presented on the first day after the sixty calendar day period elapsed.

RCW 4.96.020(4) (paragraph formatting and emphasis added).

(IMPORTANT: There are additional filing requirements (e.g., access to standard forms, content, delivery, etc.) that will not be discussed in this article for the sake of brevity. Failure to conform to these additional requirements could result in severe consequences during litigation. The reader is strongly encouraged to both seek legal counsel and refer to RCW 4.96 for more information.)

GUIDING POLICIES

the CLAIM FILING STATUTE

“The claim filing statute is intended to provide local governments with notice of potential tort claims, the identity of the claimant, and general information about the claim.” Renner, 230 P.3d at 571 (emphasis added).

The TORT CLAIM

“The purpose of … [the tort] claim is ‘to allow government entities time to investigate, evaluate, and settle claims’ before they are sued.” Id (citing Medina v. Pub. Util. Dist. No. 1, 147 Wash.2d 303, 310, 53 P.3d 993 (2002)) (emphasis added).


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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

The Tort of Outrage

The Tort of Outrage


Under Washington State law, what is the tort of outrage (hereinafter, “tort of outrage” or “intentional infliction of emotional distress”)? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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THE TORT OF OUTRAGE (ALSO KNOWN AS INTENTIONAL INFLICTION OF EMOTIONAL DISTRESS)

A tort is a civil wrong, other than breach of contract, for which remedies may be obtained. The tort of outrage is one type of tort that is also known as intentional infliction of emotional distress; it “requires the proof of three elements:

(1) extreme and outrageous conduct,

(2) intentional or reckless infliction of emotional distress, and

(3) actual result to plaintiff of severe emotional distress.

Kloepfel v. Bokor, 66 P.3d 630, 632, 149 Wash.2d 192 (Wash. 2003) (internal citations omitted). According to the Washington State Supreme Court: “These elements were adopted from the Restatement (Second) of Torts § 46 (1965) by this court in Grimsby v. Samson, 85 Wash.2d 52, 59-60, 530 P.2d 291 (1975).” Kloepfel, 66 P.3d at 632, 149 Wash.2d 192 (footnote omitted).

LEVEL OF OUTRAGE

Grimsby held any claim for intentional infliction of emotional distress must be predicated on behavior ‘so outrageous in character, and so extreme in degree, as to go beyond all possible bounds of decency, and to be regarded as atrocious, and utterly intolerable in a civilized community.’” Id. (citing Grimsby, 85 Wash.2d at 59, 530 P.2d 291 (quoting Restatement (Second) of Torts § 46 cmt. d)) (emphasis in original). Further, “[t]hat must be conduct which the recitation of the facts to an average member of the community would arouse his resentment against the actor and lead him to exclaim ‘Outrageous!'” Id. (internal citations and quotation marks omitted).

MERE INSULTS, INDIGNITIES, THREATS, ANNOYANCES, PETTY OPPRESSIONS, OR OTHER TRIVIALITIES NOT ENOUGH

“Consequently, the tort of outrage does not extend to mere insults, indignities, threats, annoyances, petty oppressions, or other trivialities. In this area plaintiffs must necessarily be hardened to a certain degree of rough language, unkindness and lack of consideration.” Id. (citing Grimsby, 85 Wash.2d at 59, 530 P.2d 291 (quoting Restatement (Second) of Torts § 46 cmt. d)) (internal quotation marks omitted).

OBJECTIVE SYMPTOMATOLOGY

“Many states, including … [Washington], have distinguished negligent infliction of emotional distress from intentional infliction of emotional distress by making bodily harm or objective symptomatology a requirement of negligent but not intentional infliction of emotional distress.” Id. at 633-34 (internal citations omitted).

NEGLIGENT INFLICTION OF EMOTIONAL DISTRESS REQUIRES objective symptomatology

In Washington, the tort of negligent infliction of emotional distress requires the plaintiff to prove “he has suffered emotional distress by ‘objective symptomatology,’ and the ’emotional distress must be susceptible to medical diagnosis and proved through medical evidence.'” Id. at 633, 149 Wash.2d 192 (citing Hegel v. McMahon, 136 Wash.2d 122, 135, 960 P.2d 424 (1998)). “The symptoms of emotional distress must also constitute a diagnosable emotional disorder.” Id. (internal citation and quotation marks omitted).

INTENTIONAL INFLICTION OF EMOTIONAL DISTRESs DOES NOT REQUIRE objective symptomatology

However, Washington State courts “have never applied the objective symptomatology requirement to intentional infliction of emotional distress.” Id. at 633 (citing Berger v. Sonneland, 144 Wash.2d 91, 113, 26 P.3d 257 (2001) (“Washington cases have limited the objective symptom requirement to negligent infliction of emotional distress claims.”); see also Brower v. Ackerley, 88 Wash.App. 87, 99-100, 943 P.2d 1141 (1997) (“No Washington case has incorporated [the objective symptomatology requirement] into the tort of outrage.”)) (alteration in original) (internal quotation marks omitted).  “The basic elements remain unchanged since their adoption from the Restatement in Grimsby, and … [Washington courts] have not grafted an objective symptomatology requirement to them.” Id. (citing Robel v. Roundup Corp., 148 Wash.2d 35, 51, 59 P.3d 611 (2002)).

Accordingly, the Washington State Supreme Court has found, as follows:

Quite simply, objective symptomatology is not required to establish intentional infliction of emotional distress. The general rule is firmly established that physical injury or bodily harm—’objective symptomology’—is not a prerequisite to recovery of damages where intentional (and, in most states, reckless) emotional harm has been inflicted.

Id. (citing 4 Stuart M. Speiser, Charles F. Krause & Alfred W. Gans, The American Law of Torts § 16:17, at 1076 (1987)) (internal quotation marks omitted).

CONCLUSION

A tort is a civil wrong, other than breach of contract, for which remedies may be obtained. The tort of outrage is one type of tort that is also known as intentional infliction of emotional distress; it “requires the proof of three elements: (1) extreme and outrageous conduct, (2) intentional or reckless infliction of emotional distress, and (3) actual result to plaintiff of severe emotional distress.” Kloepfel, 66 P.3d at 632, 149 Wash.2d 192 (internal citations omitted). However, this tort “does not extend to mere insults, indignities, threats, annoyances, petty oppressions, or other trivialities.” Id. Lastly, objective symptomatology is not required to establish the tort of outrage.


READ MORE

We invite you to read more of our blog articles concerning this topic (for purposes of this section, “IIED” means “intentional infliction of emotional distress” or “tort of outrage”):

» IIED & Supervisors*

» IIED, Vicarious Liability & Proscribing Bad Behavior*

» The Tort of Outrage and Racially Discriminatory Action

» WA Tort of Outrage: A Brief History*

(*NOTE: The link will take the reader to our Williams Law Group Blog, an external website.)

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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

The After-Acquired Evidence Doctrine

The After-Acquired Evidence Doctrine

Under Washington State law, what is the “after-acquired evidence doctrine” (hereinafter, “after-acquired evidence doctrine” or “Doctrine”) when applied to employment-discrimination law cases? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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THE AFTER-ACQUIRED EVIDENCE DOCTRINE

In my plaintiff’s-side, employment-discrimination law practice, clients must occasionally address the after-acquired evidence doctrine. “The ‘after-acquired evidence’ doctrine precludes or limits an employee from receiving remedies for wrongful discharge if the employer later ‘discovers’ evidence of wrongdoing that would have led to the employee‘s termination had the employer known of the misconduct.” Lodis v. Corbis Holdings, Inc., 192 Wash.App. 30, 60, 366 P.3d 1246 (Wash. app. 2015), review denied, 185 Wash.2d 1038, 377 P.3d 744(Table) (Wash. 2016) (citing Rivera v. NIBCO, Inc., 364 F.3d 1057, 1070-71 (9th Cir. 2004) (quoting McKennon v. Nashville Banner Publ’g Co., 513 U.S. 352, 360-63, 115 S.Ct. 879, 130 L.Ed.2d 852 (1995)) (internal quotation marks omitted).

Under the Doctrine, “[a]n employer can avoid back pay and other remedies by coming forward with after-acquired evidence of an employee‘s misconduct, but only if it can prove by a preponderance of the evidence that the wrongdoing was of such severity that the employee in fact would have been terminated on those grounds alone if the employer had known of it at the time of the discharge.” Id. (citing McKennon, 513 U.S. at 362-63) (emphasis added); accord Janson v. N. Valley Hosp., 93 Wn.App. 892, 971 P.2d 67 (1999) (“adopting after-acquired evidence defense as articulated in McKennon“)).

CONCLUSION

If an employer discovers misconduct by a plaintiff-employee, then the after-acquired evidence doctrine can reduce that plaintiff’s lost-wage damages. Specifically, “An employer can reduce back pay damages and preclude front pay damages by demonstrating it would have terminated the employee if it had known of the employee’s misconduct at the time.” 6A Wash. Prac., Wash. Pattern Jury Instr. Civ. WPI 330.00 (7th ed.) (citing Lodis v. Corbis Holdings, Inc., 192 Wn.App. 30, 60, 366 P.3d 1246 (2015)).



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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

The Retainer Fee (WA State)

The Retainer Fee (WA State)

Under Washington State laws, what is a retainer fee? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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WASHINGTON STATE COURT RULES: RULES OF PROFESSIONAL CONDUCT

The Washington State Rules of Professional Conduct (RPC) guide attorneys in their practice of law by, inter alia, regulating their professional conduct. According to the RPC — Fundamental Principles of Professional Conduct:

The Rules of Professional Conduct point the way to the aspiring lawyer and provide standards by which to judge the transgressor. Each lawyer must find within his or her own conscience the touchstone against which to test the extent to which his or her actions should rise above minimum standards. But in the last analysis it is the desire for the respect and confidence of the members of the legal profession and the society which the lawyer serves that should provide to a lawyer the incentive for the highest possible degree of ethical conduct. The possible loss of that respect and confidence is the ultimate sanction. So long as its practitioners are guided by these principles, the law will continue to be a noble profession. This is its greatness and its strength, which permit of no compromise.

RPC, Fundamental Principles of Professional Conduct. One of the primary topics under the RPC is “Fees,” and one common type of fee is the retainer fee.

RPC 1.5: THE RETAINER FEE

The retainer fee “is a fee that a client pays to a lawyer to be available to the client during a specified period or on a specified matter, in addition to and apart from any compensation for legal services performed.” RPC 1.5. Importantly, a retainer fee:

  must be agreed to in writing.

  must be signed by the client.

  is the lawyer’s property as soon as it is received and is not to be put into the lawyer’s trust account, unless otherwise agreed.

See id. This fee structure is sometimes referred to as an “availability retainer,” “engagement retainer,” “true retainer,” “general retainer,” or “classic retainer.” See id. (Washington Comment 13).

RETAINER FEE SECURES AVAILABILITY ALONE

As mentioned above, retainer fees in Washington State are also known as “availability retainers.” That’s because “[a] retainer secures availability alone, i.e., it presumes that the lawyer is to be additionally compensated for any actual work performed.” Id. (Washington Comment 13). Thus, “a payment purportedly made to secure a lawyer’s availability, but that will be applied to the client’s account as the lawyer renders services, is not a retainer under … [RPC 1.5](f)(1).” Id. (Washington Comment 13).

GOOD PRACTICES

For those drafting retainers, “[a] written retainer agreement should clearly specify the time period or purpose of the lawyer’s availability, that the client will be separately charged for any services provided, and that the lawyer will treat the payment as the lawyer’s property immediately on receipt and will not deposit the fee into a trust account.” Id. (Washington Comment 13).

CONCLUSION

A retainer fee “is a fee that a client pays to a lawyer to be available to the client during a specified period or on a specified matter, in addition to and apart from any compensation for legal services performed.” Id.


RELATED ARTICLES

We invite you to read more of our articles related to this topic:

» The Contingency Fee (WA State)



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The Contingency Fee (WA State)

The Contingency Fee (WA State)

Under Washington State laws, what is an attorney’s contingency fee? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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WASHINGTON STATE COURT RULES: RULES OF PROFESSIONAL CONDUCT

The Washington State Rules of Professional Conduct (RPC) guide attorneys in their practice of law by, inter alia, regulating their ethical conduct. According to the RPC — Fundamental Principles of Professional Conduct:

The Rules of Professional Conduct point the way to the aspiring lawyer and provide standards by which to judge the transgressor. Each lawyer must find within his or her own conscience the touchstone against which to test the extent to which his or her actions should rise above minimum standards. But in the last analysis it is the desire for the respect and confidence of the members of the legal profession and the society which the lawyer serves that should provide to a lawyer the incentive for the highest possible degree of ethical conduct. The possible loss of that respect and confidence is the ultimate sanction. So long as its practitioners are guided by these principles, the law will continue to be a noble profession. This is its greatness and its strength, which permit of no compromise.

RPC, Fundamental Principles of Professional Conduct. One of the primary topics under the RPC is “Fees,” and one common type of fee is the contingency fee.

RPC 1.5: THE CONTINGENCY FEE

The contingency fee is regulated by RPC 1.5. Accordingly, an attorney’s fee “may be contingent on the outcome of a matter for which the service is rendered.” See id. The relevant portions of that RPC describe the contingency fee in detail, as follows:

(c) A fee may be contingent on the outcome of the matter for which the service is rendered, except in a matter in which a contingent fee is prohibited by paragraph (d) or other law. If a fee is contingent on the outcome of a matter, a lawyer shall comply with the following

(1) A contingent fee agreement shall be in a writing signed by the client;

(2) A contingent fee agreement shall state the method by which the fee is to be determined, including the percentage or percentages that shall accrue to the lawyer in the event of settlement, trial or appeal; litigation and other expenses to be deducted from the recovery; and whether such expenses are to be deducted before or after the contingent fee is calculated. The agreement must clearly notify the client of any expenses for which the client will be liable, whether or not the client is the prevailing party;

(3) upon conclusion of a contingent fee matter, the lawyer shall provide the client with a written statement stating the outcome of the matter and, if there is a recovery, showing the remittance to the client and the method of its determination; and

(4) a contingent fee consisting of a percentage of the monetary amount recovered for a claimant, in which all or part of the recovery is to be paid in the future, shall be paid only

(i) by applying the percentage to the amounts recovered as they are received by the client; or

(ii) by applying the percentage to the actual cost of the settlement or award to the defendant.

RPC 1.5(c).

CONTINGENCY FEE LIMITATIONS

The contingency fee has limitations.  One limitation prohibits lawyers in Washington from entering into contingency fee agreements for domestic relations and criminal defense cases under certain circumstances. The relevant rule follows:

(d) A lawyer shall not enter into an arrangement for, charge, or collect:

(1) any fee in a domestic relations matter, the payment or amount of which is contingent upon the securing of a dissolution or annulment of marriage or upon the amount of maintenance or support, or property settlement in lieu thereof; or

(2) a contingent fee for representing a defendant in a criminal case.

RPC 1.5(d)

CONCLUSION

Under RPC 1.5 (Fees), an attorney may charge a contingency fee: meaning, one that is “contingent on the outcome of a matter for which the service is rendered.” See RPC 1.5. However, an attorney may not charge a contingency fee for domestic relations and criminal defense cases under certain circumstances.


RELATED ARTICLES

We invite you to read more of our articles related to this topic:

» The Retainer Fee (WA State)



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Canon of Constitutional Presumption

Canon of Constitutional Presumption

Under Washington State canons of statutory construction, what is the canon of constitutional presumption? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer | Terms of Use | Privacy Policy before proceeding.)


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THE CANON OF CONSTITUTIONAL PRESUMPTION

According to the canon of constitutional presumption, Washington courts “presume statutes are constitutional, and the party challenging constitutionality bears the burden of proving otherwise.” Woods v. Seattle’s Union Gospel Mission, 481 P.3d 1060, 1064 (Wash. 2021) (citing Amunrud v. Bd. of Appeals , 158 Wash.2d 208, 215, 143 P.3d 571 (2006), overruled in part by Chong Yim v. City of Seattle, 194 Wash.2d 682, 451 P.3d 694 (2019)).

There are two types of lawsuits that challenge the constitutionality of a statute: (1) the as-applied challenge; and (2) the facial challenge.

THE AS-APPLIED CHALLENGE

The as-applied challenge to the constitutional validity of a statute is based on “a party’s allegation that application of the statute in the specific context of the party’s actions or intended actions is unconstitutional.”  Id. (alteration in original) (internal citation and quotation marks omitted). According to the Washington Supreme Court in Woods,  “Holding a statute unconstitutional as-applied prohibits future application of the statute in a similar context, but the statute is not totally invalidated.” Id. (internal citation and quotation marks omitted).

THE FACIAL CHALLENGE

A facial challenge is a claim that a statute is unconstitutional on its face — that is, that it always operates unconstitutionally. To ascertain whether a law is facially invalid, “courts must be careful not to exceed the facial requirements and speculate about hypothetical cases.” Id. (citing Wash. State Grange v. Wash. State Republican Party, 552 U.S. 442, 449-50, 128 S. Ct. 1184, 170 L. Ed. 2d 151 (2008)). Washington courts generally disfavor facial claims. See id. (citing State v. McCuistion, 174 Wash.2d 369, 389, 275 P.3d 1092 (2012). Accordingly, a “facial challenge must be rejected unless there is no set of circumstances in which the statute[, as currently written,] can constitutionally be applied.” Id. (In re Det. of Turay , 139 Wash.2d 379, 417 n.27, 986 P.2d 790 (1999) (emphasis and alteration in original) (internal citation and quotation marks omitted).


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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.

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Job Applicants and Criminal Records (WA State)

Job Applicants and Criminal Records (WA State)

Under Washington State law, may an employer use criminal-records information in job hiring? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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DEFINITIONS

For purposes of this article only, the following definitions apply unless the context clearly requires otherwise:

(1) “Criminal record” includes any record about a citation or arrest for criminal conduct, including records relating to probable cause to arrest, and includes any record about a criminal or juvenile case filed with any court, whether or not the case resulted in a finding of guilt.

(2) “Employer” includes public agencies, private individuals, businesses and corporations, contractors, temporary staffing agencies, training and apprenticeship programs, and job placement, referral, and employment agencies.

(3) “Otherwise qualified” means that the applicant meets the basic criteria for the position as set out in the advertisement or job description without consideration of a criminal record.

RCW 49.94.005.

THE WASHINGTON FAIR CHANCE ACT — RCW 49.94

In 2018, the Washington State Legislature passed the Washington Fair Chance Act (Act), RCW Chapter 49.94. The Act is designed “to protect job applicants with a criminal record so they may fairly compete for job opportunities for which they are otherwise qualified.” See Washington State Office of the Attorney General, https://www.atg.wa.gov/fair-chance-act (last visited Oct. 13, 2022). It contains several sections, and the primary section follows:

RCW 49.94.010

Inquiries about criminal records—Timing—Advertisements—Exceptions.

(1) An employer may not include any question on any application for employment, inquire either orally or in writing, receive information through a criminal history background check, or otherwise obtain information about an applicant’s criminal record until after the employer initially determines that the applicant is otherwise qualified for the position. Once the employer has initially determined that the applicant is otherwise qualified, the employer may inquire into or obtain information about a criminal record.

(2) An employer may not advertise employment openings in a way that excludes people with criminal records from applying. Ads that state “no felons,” “no criminal background,” or otherwise convey similar messages are prohibited.

(3) An employer may not implement any policy or practice that automatically or categorically excludes individuals with a criminal record from consideration prior to an initial determination that the applicant is otherwise qualified for the position. Prohibited policies and practices include rejecting an applicant for failure to disclose a criminal record prior to initially determining the applicant is otherwise qualified for the position.

(4) This section does not apply to:

(a) Any employer hiring a person who will or may have unsupervised access to children under the age of eighteen, a vulnerable adult as defined in chapter 74.34 RCW, or a vulnerable person as defined in RCW 9.96A.060;

(b) Any employer, including a financial institution, who is expressly permitted or required under any federal or state law to inquire into, consider, or rely on information about an applicant’s or employee’s criminal record for employment purposes;

(c) Employment by a general or limited authority Washington law enforcement agency as defined in RCW 10.93.020 or by a criminal justice agency as defined in RCW 10.97.030(5)(b);

(d) An employer seeking a nonemployee volunteer; or

(e) Any entity required to comply with the rules or regulations of a self-regulatory organization, as defined in section 3(a)(26) of the securities and exchange act of 1934, 15 U.S.C. 78c(a)(26).

RCW 49.94.010 (emphasis added) (hyperlinks in original).

LIMITATIONS

The Act also contains several significant limitations concerning collective bargaining agreements, conflict of laws, accommodations/job modifications, baselines, and private right of actions, as follows:

RCW 49.94.020

Limitations on application of chapter.

(1) This chapter may not be construed to interfere with, impede, or in any way diminish any provision in a collective bargaining agreement or the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages, standards, and conditions of employment.

(2) This chapter may not be interpreted or applied to diminish or conflict with any requirements of state or federal law, including Title VII of the civil rights act of 1964; the federal fair credit reporting act, 15 U.S.C. Sec. 1681; the Washington state fair credit reporting act, chapter 19.182 RCW; and state laws regarding unsupervised access to children or vulnerable persons, RCW 43.43.830 through 43.43.845.

(3) This chapter may not be interpreted or applied as imposing an obligation on the part of an employer to provide accommodations or job modifications in order to facilitate the employment or continued employment of an applicant or employee with a criminal record or who is facing pending criminal charges.

(4) This chapter may not be construed to discourage or prohibit an employer from adopting employment policies that are more protective of employees and job applicants than the requirements of this chapter.

(5) This chapter may not be construed to interfere with local government laws that provide additional protections to applicants or employees with criminal records, nor does it prohibit local governments from enacting greater protections for such applicants or employees in the future. Local government laws that provide lesser protections to job applicants with criminal records than this chapter conflict with this chapter and may not be enforced.

(6) This chapter may not be construed to create a private right of action to seek damages or remedies of any kind. The exclusive remedy available under this chapter is enforcement described in RCW 49.94.030. This chapter does not create any additional liability for employers beyond that enumerated in this chapter.

RCW 49.94.020.


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ENFORCEMENT & PENALTIES

The Washington State Office of the Attorney General (AG) is solely responsible for enforcing the Washington Fair Chance Act. The AGs enforcement powers (including penalties) follow:

RCW 49.94.030

Attorney general’s enforcement powers—Penalties.

(1) The state attorney general’s office shall enforce this chapter. Its powers to enforce this chapter include the authority to:

(a) Investigate violations of this chapter on its own initiative;

(b) Investigate violations of this chapter in response to complaints and seek remedial relief for the complainant;

(c) Educate the public about how to comply with this chapter;
(d) Issue written civil investigative demands for pertinent documents, answers to written interrogatories, or oral testimony as required to enforce this chapter;

(e) Adopt rules implementing this chapter including rules specifying applicable penalties; and

(f) Pursue administrative sanctions or a lawsuit in the courts for penalties, costs, and attorneys’ fees.

(2) In exercising its powers, the attorney general’s office shall utilize a stepped enforcement approach, by first educating violators, then warning them, then taking legal, including administrative, action. Maximum penalties are as follows:

A notice of violation and offer of agency assistance for the first violation; a monetary penalty of up to seven hundred fifty dollars for the second violation; and a monetary penalty of up to one thousand dollars for each subsequent violation.

RCW 49.94.030.

CONFLICTS WITH FEDERAL REQUIREMENTS

Lastly, the Act contains a provision addressing potential conflicts with federal requirements when federal funds are involved. The relevant provision follows:

RCW 49.94.900

Conflict with federal requirements—2018 c 38.

If any part of this act is found to be in conflict with federal requirements that are a prescribed condition to the allocation of federal funds to the state, the conflicting part of this act is inoperative solely to the extent of the conflict and with respect to the agencies directly affected, and this finding does not affect the operation of the remainder of this act in its application to the agencies concerned. Rules adopted under this act must meet federal requirements that are a necessary condition to the receipt of federal funds by the state.

RCW 49.94.900.

THE COMPLAINT PROCESS

As mentioned above, the Washington State Office of the Attorney General (AG) is solely responsible for enforcing the Washington Fair Chance Act. Accordingly, the AG Civil Rights Division accepts complaints that a covered employer has used criminal-record information to exclude an applicant from a job opportunity before determining whether the applicant is otherwise qualified for the job. Complainants may contact the AG Civil Rights Division at either [email protected] or by leaving a message on their toll-free line at (833) 660-4877. Complainants may also submit a complaint using the AGs online form and a staff member will follow up. See Washington State Office of the Attorney General, https://www.atg.wa.gov/fair-chance-act (last visited Oct. 13, 2022) (hyperlink in original).



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Overcoming Stare Decisis (WA State)

Overcoming Stare Decisis (WA State)

Under Washington State laws, how does one overcome the doctrine of stare decisis? Here’s my point of view.

(IMPORTANT: This article is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer|Terms of Use|Privacy Policy before proceeding.)


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THE DOCTRINE OF STARE DECISIS

The doctrine of stare decisis “promotes the evenhanded, predictable, and consistent development of legal principles, fosters reliance on judicial decisions, and contributes to the actual and perceived integrity of the judicial process.” State v. Johnson, 188 Wn.2d 742, 756, 399 P.3d 507 (2017) (internal citations and quotation marks omitted). It is a “doctrine developed by courts to accomplish the requisite element of stability in court-made law, but is not an absolute impediment to change.” State v. Otton, 185 Wn.2d 673, 678, 374 P.3d 1108 (2016) (citing In re Rights to Waters of Stranger Creek, 77 Wn.2d 649, 653, 466 P.2d 508 (1970)) (internal quotation marks omitted).

The court will typically consider a party’s request for it to reject its prior decision when it’s based upon either one or both of the following two approaches: (1) clear showing; and (2) intervening authority. See State v. Otton, 185 Wn.2d at 678 (internal citations and quotation marks omitted).

1. The Clear-Showing Approach

The clear-showing approach is far more common than the intervening-authority approach, and it requires the requesting party to clearly show the following:

a. That the established rule is incorrect; and

b. That the established rule is harmful.

See id. (internal citations and quotation marks omitted) (emphasis added).

2. The Intervening-Authority Approach

The intervening-authority approach is relatively rare. The requesting party essentially asks the court to “eschew prior precedent in deference to intervening authority where the legal underpinnings of … [the court’s] precedent have changed or disappeared altogether.” See id. (citing W.G. Clark Constr. Co. v. P. Nw. Reg’l Council of Carpenters, 180 Wn.2d 54, 66, 322 P.3d 1207 (2014) (internal citations and quotation marks omitted).

FRAMING THE ISSUE

When a party asks the Washington State Supreme Court to reject its prior decision, “it is an invitation … [it] … [does] not take lightly.” Id. (citing State v. Barber, 170 Wn.2d 854, 863, 248 P.3d 494 (2011)) (internal quotation marks omitted). According to the court, the issue is framed as follows:

The question is not whether we would make the same decision if the issue presented were a matter of first impression. Instead, the question is whether the prior decision is so problematic that it must be rejected, despite the many benefits of adhering to precedent–” ‘promot[ing] the evenhanded, predictable, and consistent development of legal principles, foster[ing] reliance on judicial decisions, and contribut[ing] to the actual and perceived integrity of the judicial process.'”

Otton, 185 Wn.2d at 678 (citing Keene v. Edie, 131 Wn.2d 822, 831, 935 P.2d 588 (1997)) (internal citation omitted) (alteration to original) (emphasis added).



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If you would like to learn more, then consider contacting an experienced attorney to discuss your case. This article is not offered as legal advice and will not establish an attorney-client relationship with Law Office of Gregory A. Williams, or the author of this article; please refer to our Disclaimer | Terms of Use | Privacy Policy for more information.