Commercial/Employment Law
At KND Law, our team of commercial employment lawyers provides invaluable assistance to both employers and employees in navigating the intricate legal landscape governing employment relationships within the business context. For employers, we ensure compliance with labor laws and regulations by offering support in drafting and reviewing employment contracts, policies, and procedures. Our expertise extends to employee classification, wage and hour laws, workplace safety, and non-discrimination requirements. In the event of disputes or claims, our lawyers represent employers in negotiations, mediations, or litigation proceedings, safeguarding their interests and advocating for their legal rights.
Similarly, we offer essential support to employees by assessing the validity of employment agreements, negotiating favorable terms, and providing guidance on their rights, including protection against discrimination, harassment, or wrongful termination. We review severance packages, non-compete agreements, or confidentiality clauses to ensure fairness and legality. In case of disputes, our lawyers represent employees in negotiations or legal proceedings, seeking remedies such as back wages, reinstatement, or compensation for damages.
In essence, at KND Law, we act as trusted advisors, helping our clients understand their rights and obligations, providing strategic counsel, and advocating for their interests to foster fair and lawful employment practices within the business setting.
Recent Case Summary
Washington Supreme Court Expands Path to Lawsuits for Asbestos Exposure Victims
In a pivotal decision, the Washington Supreme Court overturned longstanding precedent, broadening workers’ ability to sue employers when toxic exposure leads to serious illness—such as mesothelioma. The ruling makes it significantly easier for injured workers to pursue claims under the state’s deliberate injury exception.
Previously, workers needed to prove their employer had absolute certainty that harm would occur—a nearly impossible bar. Now, a lawsuit can move forward if there is virtual certainty that exposure to substances like asbestos would cause disease. The Court outlined various factors that can demonstrate this, including knowledge of repeated symptoms among employees and the employer’s control over the source of exposure.
This decision gives workers suffering from latent occupational diseases like cancer or mesothelioma stronger legal footing to hold employers accountable. It also signals a shift toward increased judicial recognition of long-term industrial harm and toxic workplace conditions.
