Pumpkin Cream Cheese Dump Cake | New Law Restricts Washington Employers From Using Nondisclosure And Nondisparagement Agreements
- Pumpkin cream cheese dump cake recipe betty crocker
- Pumpkin cream cheese dump cake blog
- Pumpkin cream cheese dump cake with yellow cake mix
- Silenced no more act washington dc
- Silenced no more act washington state
- Washington silenced no more act
Pumpkin Cream Cheese Dump Cake Recipe Betty Crocker
In a large bowl (or directly in the baking dish! Walnuts or any favorite nut instead of pecans (also consider adding nuts to the pumpkin mixture). So, pretty similar to a dump cake, just a different approach! Pumpkin cream cheese dump cake blog. This cake has just a little bit of mixing but the concept is similar and the results are totally worth it 🙂 This is a great dessert to start off the pumpkin season! Drizzle with caramel sauce. Although I wasn't sure how this was going to turn out, I really liked this easy pumpkin dump cake with 3 ingredients. Cover the cake well with plastic wrap or store it in an airtight container. I laughed laying there in bed at my cheesy baking humor and I didn't feel so bad any more. Whisk together the pumpkin puree, milk, eggs, sugars, and spices.
I prefer Pumpkin Dump Cake made with canned pumpkin puree. One bite of this pumpkin dump cake, and you'll be so overwhelmed with deliciousness you might just forget your name! Sprinkle dry cake mix over pumpkin. I'm really glad I decided to be a bit adventurous because this pumpkin dump cake was a big success because it was delicious to eat and easy to make. Pumpkin Cream Cheese Cake - Recipe from. More Easy Cake Recipes You'll Love. Give all of that a good stir to make sure it is completely combined and then pour the batter into the prepared 9×13 inch pan and spread it out evenly.
Pumpkin Cream Cheese Dump Cake Blog
Shredded Coconut – If you are a fan of coconut, add some to the mix. YouTube Video: Be sure to watch my YouTube video tutorial: Butter the bottom of a 9x13-inch pan or dish. But he sat there now and said he didn't really like me.
The easiest form of a dump cake is pie filling (apple, fruit, etc. ) Delicious pumpkin pie filling covered in a layer of sweet cream cheese and topped with a crunchy cake mix topping. Bake Cake – Finally, bake for 1 hour and serve warm with whipped cream. Alternatively, you can slice the cake into smaller portions and place them in freezer-safe containers. You Can Bake the World A Better Place With These Delicious Pumpkin Recipes! Pumpkin Puree – To be clear, you'll need pumpkin puree here, not pumpkin pie filling. Bake for 60-80 minutes, or until done. Pumpkin cream cheese dump cake with yellow cake mix. Variations: - Replace the ginger, cloves and cinnamon with an equal amount of Pumpkin Pie Spice. It'll stay fresh and yummy for up to a month.
Pumpkin Cream Cheese Dump Cake With Yellow Cake Mix
12 TBS (1 ½ sticks) salted butter, sliced into thin pads (about 28 slices). Baking Time – The baking time is based on a 9×13 pan. Refrigerated dump can stay fresh for up to 5 days in the refrigerator. Easy Pumpkin Dump Cake Recipe - Insanely Good. Just add: 1 Tablespoon pumpkin pie spice – You could also had 1 Tablespoon of a mix of cinnamon, nutmeg, and other pumpkin pie spices. It requires the most basic pantry ingredients and comes together in minutes. Just let it cool completely before preparing for the freezer. Sure, all the plans we made are gone, the texts from friends asking about my cute boyfriend crack my heart a little more, but he's just a boy.
WHAT IS A DUMP CAKE? 1 tablespoon cinnamon sugar mixture, optional. Get ready for something good! We like to serve this warm, but if you have leftovers, be sure to keep it covered and stored in the fridge. That's why most of the desserts on this blog start with a cake mix. Spread pumpkin mixture in prepared baking dish.
While the bill only applies to employers in Washington state, that covers a number of the tech industry's biggest players, including two of the country's tech giants: Microsoft and Amazon. "Another game changer! " Furthermore, the Act does not prohibit the enforcement of a provision in any agreement that prohibits the disclosure of the amount paid in settlement of a claim, nor does it prohibit an employer from protecting trade secrets, proprietary information, or confidential information that does not involve illegal acts. What Should Employers Do? Interestingly, some exceptions exist. Effective June 9, Washington employers will be subject to a sweeping new law more closely following California's similar law, causing most businesses to take immediate action to come into compliance. Unlike in Washington, the California statute does not retroactively void all existing agreements, but it does significantly restrict future NDAs. It does not apply to NDA provisions regarding trade secrets or business information, NDAs signed in connection with a settlement or as part of a severance agreement, or complaints other than sexual harassment and assault. The Washington Silenced No More Act is scheduled to take effect on June 9, 2022. For more information on this topic please contact. In addition to prohibiting employers and employees from contractually agreeing to secrecy, the Silenced No More Act Prohibits employers from discharging, discriminating, or otherwise retaliating against an employee for discussing allegations of unlawful conduct. Violations of the E. 1795 may result in statutory damages of $10, 000 or actual damages, as well as attorneys' fees and costs. Any links from another site to the blog are beyond the control of Pullman & Comley, LLC and do not convey their approval, support or any relationship to any site or organization.
Silenced No More Act Washington Dc
This includes a wide array of conduct arising in the workplace and at work-related events coordinated by the employer, between the employer or an employee, or between employees, regardless if it occurred on the physical premises. The bill is now waiting for Governor Jay Inslee's signature. The Oregon law, which becomes effective in January 2023, prohibits employers from requesting confidentiality about both the amount and fact of any settlement. If you have a standard settlement agreement template, review the template to ensure it does not include a non-disclosure or disparagement clause that may violate the Silenced No More Act. The New Jersey law allows the parties to agree to a confidentiality provision, but it does not prevent employees from breaking confidentiality. Employers should review and revise all job postings by January 1, 2023 to include salary or pay ranges, as well as a general description of all other benefits and compensation (i. e. health insurance, 401k, bonuses, etc. ) Washington Passes "Silenced No More Act" Eliminating Non-Disclosure Agreements. Washington recently enacted its "Silenced No More" law that extends this restriction even further. An employer who violates the law after its effective date may be sued for actual damages or $10, 000 per violation, along with paying the employee's attorneys' fees. It is about giving workers a voice, " State Rep. Liz Berry, who introduced the House version of the bill, said in a statement.
While the 2018 act, carved out an exception for non-disclosure confidentiality clauses, the Silenced No More Act prohibits these clauses in settlement agreement with no exceptions. On top of that, the legislation said it is also a violation for an employer discharge, discriminate, or retaliate against an employee for discussing or disclosing illegal harassment, illegal discrimination, illegal retaliation, wage and hour violations, or sexual assault that took happened in the workplace or work-related events. Employers should update template employment, severance, and settlement agreements to ensure compliance with the new law. While other states such as California, New York, and Illinois have enacted similar NDA-narrowing laws covering different forms of employment discrimination, Washington's new law is arguably the most restrictive.
What does the Silenced No More Act NOT protect against? Unanswered Questions. "It is the intent of the legislature to prohibit non-disclosure and non-disparagement provisions in agreements, which defeat the strong public policy in favour of disclosure, " read the bill. Notably, this also includes employment-related settlement and severance agreements—though a term prohibiting the disclosure of the amount paid to resolve the matter is still permitted. Moving forward, the language of confidentiality agreements must be specifically tailored to fit the narrow contours of the Silenced No More Act. A similar bill signed by President Biden on March 3, 2022 – the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 – invalidated mandatory arbitration agreements signed before a dispute that preclude a party from filing a lawsuit in court involving sexual assault or sexual harassment. California's "Silent No More" Statute – A Slightly More Modest Approach. Related Practice: Employment. Examples Of State NDA Laws. Be cautious when entering into new employment agreements.
An employer who requires or requests that an employee enter into a prohibited nondisclosure or nondisparagement agreement or attempts to enforce one may be liable for statutory damages of $10, 000 or actual civil damages, whichever is greater, as well as reasonable attorneys' fees and costs. With an effective date of June 9, 2022, House Bill 1795, or the "Silenced No More Act, " prevents an employer and employee from agreeing to refrain from discussing conduct that the employee reasonably believed to be illegal discrimination, harassment, retaliation, wage and hour violation, or sexual assault. This new law does not prohibit an employer from keeping confidential the amount paid in the settlement of any claim, nor does it prohibit employers from protecting trade secrets, proprietary information, or confidential information that does not involve illegal conduct. So whether you work at a high-tech giant like Amazon or a small startup in another industry, you will no longer be forced to keep quiet about workplace misconduct and violations. Washington's law also applies to current, former, and prospective employees and independent contractors. While it was retroactive, the old law did not apply to settlement agreements. Prior results do not guarantee a similar outcome.
Silenced No More Act Washington State
Under the new law, employers cannot enter into "an agreement" with an employee that requires the employee not to discuss conduct that the employee reasonably believes to be illegal discrimination, harassment, retaliation, a wage and hour violation, sexual assault, or against a clear mandate of public policy. Whether the Act's broadly-written requirement of Washington law for Washington employees will extend to agreements protecting trade secrets or proprietary information that are unrelated to claims of discrimination or harassment. The law expands previous Washington state law that prohibited employers from making employees sign NDAs in regards to sexual harassment or assault cases. This website is not an offer to represent you. Washington passed its own Silenced No More Act, which took effect June 9, 2022 – a measure more comprehensive than the Speak Out Act – prohibiting "nondisclosure and nondisparagement provisions that prevent an employee or contractor from disclosing or discussing conduct the individual reasonably believes to be illegal acts of discrimination, harassment, retaliation, wage and hour violations, sexual assault, or other conduct recognized as being against a clear mandate of public policy. " The Speak Out Act is limited in scope, in that it only applies to sexual assault and sexual harassment disputes. The Act specifically prohibits agreements containing non-disclosure and non-disparagement provisions that restrict applicants, employees, and independent contractors from openly discussing conduct or a legal settlement involving conduct that the applicant, employee, or contractor "reasonably believed" was illegal discrimination, harassment, retaliation, a wage and hour violation, a sexual assault, or conduct that is "against a clear mandate of public policy. A link to the text of E. 1795 can be found here. On the Effective Date, employers will be barred from requesting that workers sign blanket non-disclosure and non-disparagement agreements. Exercise care to assess which employment agreements must be revised—some nondisclosure or nondisparagement provisions may be retained to preserve rights over protectable interests. Washington Law Civil Penalties Against Employers.
Contact the employment attorneys at Emery Reddy for a free case review with our legal team. Other Blogs by Pullman & Comley. In Washington, both Glasson and Scarlett testified about their own experiences working at Google and Apple, respectively. In Oregon, a settlement agreement regarding discrimination and harassment may include a confidentiality/non-disparagement clause so long as the aggrieved employee requested such a clause. In addition to the recent state laws, legislation limiting the use of NDAs in cases of sexual harassment has recently been advanced by both houses of Congress. The Silenced No More Act is retroactive to the extent that it invalidates nondisclosure and non-disparagement provisions in existing employment or independent contractor agreements.
Other than seeking restrictions on disclosure of settlement or severance amounts, do not ask for non-disclosure and non-disparagement clauses in severance and settlement agreements. New Pay Transparency Requirements. Existing agreements are not grandfathered in under the new law. Attempt to enforce a prohibited clause. In 2022, Washington Governor Jay Inslee signed into law the Silenced No More Act (HB1795), which limits the use of workplace non-disclosure and non-disparagement agreements, commonly known as NDAs.
Archbright members should contact the HR Hotline for more information about the new law. NDA restrictions under these statutes can be divided into two basic categories: those that prohibit the use of NDAs in all circumstances involving workplace discrimination; and those that more narrowly target sexual harassment. Employers that attempt to enforce illegal non-disclosure agreements may face up to $10, 000 or actual damages, whichever is greater, in addition to paying employees' attorney fees. Yes, the Act effectively replaces a 2018 law that covered only claims related to the #MeToo movement. One notable exception is that the Act does not apply retroactively to invalidate nondisclosure or nondisparagement provisions contained in settlement agreements signed prior to June 9, 2022.
Washington Silenced No More Act
California's law similarly permits confidentiality provisions that protect identifying information at the request of a claimant, as long as the other party is not a government agency or public official. Thus, employees who reside in Washington, but work in another state, will be covered. Amendments to Equal Pay and Opportunities Act Includes. Washington's law applies retroactively and invalidates non-disclosure and non-disparagement provisions in employment agreements created before the Act's effective date that otherwise violate the new law. Keep in mind, that employers may still prevent the "disclosure of the amount paid in settlement of a claim. "
Maine enacted a similar statute in May 2022 that prohibits employers from requiring agreements, including settlement agreements, that prevent an employee or prospective employee from disclosing or discussing discrimination, including harassment, occurring between employees or between an employer and an employee. Confidentiality would be permitted upon the employee's request, but employers cannot condition settlement upon confidentiality. The $10, 000 penalty is not a maximum but a minimum, the penalty can increase if statutory or actual damages are higher. The text of H. 4445 can be found here. Any nondisclosure or nondisparagement provisions that violate the Act are void and unenforceable. What employee conduct is protected? When Scarlett became a leader in the #AppleToo worker movement, she said in her testimony, "Some managers and other departments claimed I was violating the NDA we signed and reported me to global security for leaking confidential information. The 2018 version of Washington's law prohibited workplace non-disclosure agreements (NDA) that would stop employees from sharing factual details of sexual harassment or sexual assault that occurred at or about work. The law will not apply retroactively to invalidate a nondisclosure or nondisparagement provision contained in a settlement agreement. The broad sweep of these laws will no doubt create compliance challenges, especially for multi-state employers. "This is a simple bill that can go a long way toward eradicating misconduct in the workplace that is too often swept under the rug, " Keiser said in a statement.
This does not apply to employment-related settlement or severance agreements previously entered into—any attendant nondisclosure or nondisparagement provisions will remain effective. Maintains Confidentiality for Trade Secrets. It also includes a carve-out for settlement agreements under which the employee was paid compensation, but a restriction is only allowed for the settlement's monetary amount; the employer cannot prevent a worker from discussing any other aspects of the dispute or settlement. For questions or more information regarding these developments or your employment rights or obligations, please contact the KTC attorney with whom you normally work. As of June 9, 2022, noncompliant provisions in an employment agreement, contractor agreement, agreement to pay compensation in exchange for the release of a legal claim, or any other agreement between an employer and an employee or contractor are void and unenforceable. Finally, employers would do well to consult counsel before seeking to enforce confidentiality or nondisparagement provisions in prior agreements.
Although an instruction or request to keep a matter confidential (as opposed to a request to enter into an agreement) appears to be permitted, employers should proceed with caution in this realm as the request could be misinterpreted.