Live And Learn: Diy: How To Clean A Pottery Barn Kids Backpack / Lunch Box / Washington State’s Silenced No More Act: What Employers Need To Know // Cooley // Global Law Firm

Fear not, because there are a few simple ways to deodorize bags which are cheap and cheerful. Afterwards, take it out and open all of the zippers and other openings that are available. Can You Wash Pottery Barn Backpacks? An Easy Guide. Hopefully this guide on how to wash a backpack will help keep your little one's favorite carrier clean. So parents should pay attention to their children's lunch boxes. Look for a brand that has at least 80% pine oil, which includes brands like Pine-Sol and Lysol Pine Action. Children's lunch bags are notorious for being home to forgotten foods and unidentified sticky spots.

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• How to wash pottery barn kids backpack
• How to wash pottery barn backpacks
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Can You Wash Pottery Barn Slipcovers

Even if your backpack is sturdy enough to make it through a machine wash cycle, we have yet to find one that can make it through a dryer. How to Spot Clean & Disinfect. You can wash a backpack as per the instruction label on the tag, either with a machine wash or hand wash. How to Wash Pottery Barn Backpack – Step by Step Guide. Please comment below if you have any questions about washing baggage. Put the bag in the tub and left for some time. To remove the odd smell, place a clean towel dampened with white acetum into the lunch box (or a backpack) and leave it overnight. Here are a few easy tips to help keep your PB lunchbox looking new: First Things First. If it's still in good condition, you can then proceed to wash it on a regular cycle. Can you wash pottery barn slipcovers. 8 Ways to Make Homework More Fun (Seriously! Use a mild detergent and set the machine to a gentle cycle. And of course, all mothers whose kids are going back to school are worried about providing them with new school gear and checking whether the old things are in proper condition.

Then, plunge the bag into the water and work the water into the fabric with your hands to ensure it penetrates the material. The picture below shows one corner that is still dirty. Rinse the lunch box thoroughly with clean water.

Don't skip the pretreating step. Usually, they are made with similar materials, but you still need to check the fabric care label to determine the proper way to clean the bag. However, it is important to clean it properly so that your child can use it for a long time without having any health issues due to germs or bacteria. Step 2: Remove Everything From the Backpack. Can I Put Pottery Barn Backpack in Washing Machine. So, I did what every millennial mom would do- I took to the internet. Also, periodically pour a small amount of baking soda in them overnight to absorb odors; then toss the used baking soda in the morning. Before you submerge your backpack, make sure you've cleaned it out entirely and spot treated any tough spots. How to wash pottery barn backpacks. Sunlight will fade the leather over time, and you will be left with a bag that is no longer fashionable. Though it's not mandatory, you may want to put your backpack in a garment bag first to avoid any snagging. Step 4: Drain & Rinse. Second, even if your lunchbox is machine washable, you should always wash it on a gentle cycle and let it air dry. If your backpack is made from canvas or another sturdy fabric, it can go in the washing machine on a gentle cycle. First, make sure to put your backpack in a mesh laundry bag before washing it.

How To Wash Pottery Barn Kids Backpack

If you have a Jansport backpack with a suede bottom or leather bottom use this method minus the detergent. It's also important to avoid letting your backpack get wet because this can make it easier for water to get inside it. You may also want to use a delicate cycle or cold water to avoid damaging the backpack. I recommend doing that the first time just to see how the backpack holds up. First, remove any food or crumbs from the inside of the bag. Make sure the pillowcase is tied at the top. Can You Wash Pottery Barn Lunch Box: Yes, But Avoid These Common Mistakes. If there are stains on the backpack then the additional thing you need is a stain remover. Leave it for the night. If you have a delicate or expensive backpack, it is probably best to hand wash it. Many of you told me that you just throw the backpack in with the regular wash and it comes out just fine.

Here's the dirty truth: Your child's school backpack has 31 times the number of germs as your cell phone and 28 times the amount of a toilet seat. If this doesn't rid the bag of stains, try a sponge or scrubber sponge to do the trick. How to wash pottery barn kids backpack. If your backpack is made of leather or another delicate material, it is best to clean it by hand using a mild soap and water. The silver lining of washing it twice was that the second time I just threw it in with a regular load on a regular setting (on your advice) and it turned out just fine!

Just be sure to use a gentle cycle and mild detergent. The lunch boxes look like ordinary containers that can be used to send food to school or work. Machine Washing Method. Does anyone do this? How to Clean Fabric Lunch Boxes from Pottery Barn Kids. Don't let the mixture of detergent or stain remover dry out before rinsing it off with clean water or washing the bag using one of the methods above. Why is it Important to Wash the Lunch Box? Get Rid of Unpleasant Smells.

How To Wash Pottery Barn Backpacks

My kids are notoriously rough on things and I was nervous to make the investment in these Pottery Barn Kids backpacks. My usual Friday evening routine consists of dumping everything into a gentle cycle with cold water and a mild detergent, which results in perfectly clean clothes. • Remove any removable parts. If you have a delicate or sensitive backpack, you may want to hand wash it instead. Three Ways to Wash Pottery Barn Backpacks: Nobody likes stained or dirty backpacks, not even your children. For mesh areas you may want to use a soft cloth or a sponge to avoid snagging the fabric. Preparing your milk or juice in advance and keeping them in separate containers will help you avoid this situation. Once you've got everything together, you're ready to get started!

Thoroughly rinse out the backpack with clear, cold water and set it aside to air dry. You'll likely need to use a different tool to clean a pottery barn backpack. If the lunch box is machine-washable, wash it on a gentle cycle with cool water and mild detergent. I followed the same steps as above and had the same results. This is why, we can suggest you a bunch of handy hints regarding the washing process that may help to clean the pottery barn box easier: - If you are washing it on its own, try to add a couple of towels into the barrel of the washing machine. Children care a lot about their impression, I tell you that. To keep your kids' lunch bags smelling fresh and new day-to-day, use anti-bacterial wipes regularly.

If my kids haven't found a way to break them, they are quite possibly indestructible.

1795, the Silenced No More Act (herein "E. 1795"), which becomes effective June 9, 2022. 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. This material may be considered attorney advertising in some jurisdictions. Finally, employers would do well to consult counsel before seeking to enforce confidentiality or nondisparagement provisions in prior agreements. However, these provisions became particularly controversial in the wake of the #metoo era, when employees alleged these agreements acted as a manner of silencing employees from disclosing gender discrimination and harassment. Washington State's "Silenced No More" Law – Sweeping RestrictionOon NDAs. Additionally, it is a violation of the new law for an employer to even request that an employee enter such "an agreement. " 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.

Silenced No More Act Washington Post

On March 24, 2022, Governor Jay Inslee signed into law Engrossed Substitute House Bill 1795, also known as the Silenced No More Act, which expands worker protection in Washington State. Since 2018, Washington has prohibited employers from requiring employees to sign agreements, as a condition of employment, that prevent employees from disclosing sexual assault or sexual harassment occurring in the workplace or at work-related events. It is critical, then, for employers to stay up to date on developments in this area. Any description of a result obtained for a client in the past is not intended to be, and is not, a guarantee or promise the firm can or will achieve a similar outcome. Washington Passes "Silenced No More Act" Eliminating Non-Disclosure Agreements. The law went into effect on January 1st, 2022. Entering into a new agreement that contains noncompliant provisions or attempting to enforce an existing agreement that contains noncompliant provisions may result in penalties. As this area of law is quickly evolving, employers should review and update their existing employment agreements and ensure they do not violate changing state and Federal law. Between an employee and employer, whether on or off the employment premises. This extends to allegations arising from the actual workplace and work-related events (on or off the premises) and also conduct that is coordinated by or through the employer, between employees, or between an employee and employer. Employers should ensure that any new pre-dispute arbitration and class/collective action waiver agreements expressly exclude claims for sexual harassment or sexual assault in the workplace. Once enacted, the law will effectively bar Washington employers from using nondisclosure and nondisparagement provisions – including those contained in employment agreements, independent contractor agreements, agreements to pay compensation in exchange for the release of a legal claim, or any other agreement between an employer and a current, former or prospective employee or independent contractor – to prevent such workers from disclosing certain violations of law. The only stated exceptions to the new law are: (1) employers may keep confidential the amount of a settlement or severance payment; however, employers cannot prohibit the disclosure of the employee's allegations or the fact of settlement; and (2) employers may continue to include provisions protecting trade secrets, proprietary information, or other confidential information that do not involve illegal acts.

Silenced No More Act Washington University

The new sweeping legislation, known as the Silenced No More Act, makes significant changes to the 2018 law. 210, but effectively has expanded its protections by prohibiting the use of nondisclosure or nondisparagement provisions in a wider range of contexts. Some employers have wondered how, if at all, the new law impacts confidentiality during workplace investigations. California, Hawaii, Illinois, Maine, Nevada, New Jersey, New York, Tennessee, and Vermont have similar restrictions on non-disclosure provisions between employers and employees.

Silenced No More Act Washington State

Employers should ensure that all third-party hiring agencies are aware of this update. In particular, Washington's Silenced No More Act, which went into effect on June 9, 2022, is one of the most restrictive laws in the country. • In a separation agreement, the employer must tell the departing employee she/he has the right to consult an attorney before signing an agreement and must allow the employee at least five days to consider the agreement before executing it. • Should employers leave NDA provisions in employment, severance, and settlement agreements, even if there are doubts as to their enforceability? The act will implicate nondisclosure and nondisparagement provisions in many existing standard offer letters, confidential information and invention assignment agreements, separation or settlement agreements, and consulting/independent contractor agreements. Any provision in an employment-related agreement that prevents the employee from disclosing or discussing conduct that the employee "reasonably believes" constitutes a violation of public policy, discrimination, harassment, retaliation, or a wage and hour infraction, is prohibited. Are there any exceptions to the protected topics? It also included individuals who are asked to participate in an open and ongoing investigation into sexual harassment and requested to maintain confidentiality during the pendency of that investigation.

Silenced No More Act Washington Post Article

This extended the ban to include other forms of harassment and discrimination beyond sex based issues. Under the house bill, the legislature acknowledged there are existing provisions in non-disclosure and non-disparagement contracts between employers and employees that want to silence victims or those with knowledge of illegal discrimination, illegal harassment, illegal retaliation, wage and hour violations, or sexual assault in the workplace. 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. Employers, however, may still use nondisclosure agreements to safeguard and prohibit disclosure of confidential information, proprietary information, or trade secrets. And it made largely symbolic updates to pre-existing anti-retaliation statutes. This broad language likely encompasses most types of workplace investigations. What is the consequence for failure to comply with the new law? Settlement agreements may keep the amount of the settlement confidential. Both versions draw upon the original Silenced No More Act in California, which was inspired by two former Pinterest employees, Ifeoma Ozoma and Aerica Shimizu Banks. No reader should act or refrain from acting on the basis of any information included herein without seeking appropriate legal advice on the particular facts and circumstances affecting that reader. The broad sweep of these laws will no doubt create compliance challenges, especially for multi-state employers. Indeed, state laws are not uniform in their prohibitions, coverage, and exceptions, and some impose steep penalties for noncompliance. The bill, a version of which was signed into law in California last year, was championed in Washington by former Apple employee Cher Scarlett and former Googler Chelsey Glasson.

Silenced No More Act Washington Dc

Silenced No More Act Washington Dwt

In New Jersey, the state recently passed legislation that bans any provision in any "employment contract or settlement agreement which has the purpose or effect of concealing the details relating to a claim of discrimination, retaliation or harassment" – in other words, an NDA. "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. Washington recently enacted its "Silenced No More" law that extends this restriction even further. Effective June 9, 2022, employers are prohibited from including in their agreements nondisclosure and nondisparagement provisions regarding illegal discrimination, harassment, retaliation, wage and hour violations, and sexual assault.

If passed, the House Bill 1795 becomes the second legislation across the United States after California that prevents workers from being silenced by non-disclosure agreements. Any other agreement between an employer and employee. Finally, the amendment specifies that an employee can recover a civil penalty of up to $5, 000 in a private action claiming a violation of the OWFA, as well as other relief, including lost wages and emotional distress damages.

Permits Employees to Disclose/Discuss Many Types of Workplace Conduct, Limiting Use of Nondisclosure/Nondisparagement Provisions. Additionally, it does not prohibit confidentiality provisions concerning the amount paid in settlement of a claim. The new statute also requires employers to provide employees a copy of the employer's anti-discrimination policy as part of any settlement or separation agreement. The White House statement on the Speak Out Act concluded, "the Administration looks forward to continuing to work with the Congress to advance broader legislation that addresses the range of issues implicated in NDAs and nondisparagement clauses, including those related to discrimination on the basis of race, unfair labor practices, and other violations. Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney. The Washington law includes provisions similar to California in banning non-disclosure of workplace assault, workplace harassment, and workplace discrimination. Recipients should consult with counsel before taking any actions based on the information contained within this material. In 2018, Washington implemented legislation in response to the #Metoo movement.

Review existing employer-employee agreements to make sure nothing violates the new law. As of June 9, 2022, any nondisclosure or nondisparagement provisions in agreements, even those "created before the effective date... and which were agreed to at the outset of employment or during the course of employment" are invalidated. 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. Review your employment agreements!