Labor and Workplace Standards

HB 2728 requires Washington employers with 15+ employees to disclose wage ranges and benefits in all job postings, aiming to prevent frivolous lawsuits over minor posting errors. It creates a 5-business-day "notice and cure" period where employers can fix violations before job applicants can file lawsuits, and sets statutory damages at $100-$5,000 per violation (considering factors like willfulness and employer size). The bill applies to all pending cases without final judgments as of its effective date, using the 2025 statutory framework for remedies. It sunsetts on July 27, 2027, and targets abusive litigation over technical compliance issues rather than consumer protection.

HB 2563 allows Washington state to send unemployment compensation hearing notices and decisions electronically to claimants, with a pilot program for unemployment cases through June 2029. It requires claimants' agreement for electronic service in most cases (except the pilot period) and updates existing rules for how these notices must be delivered. The bill affects unemployment claimants and the Washington State Employment Security Department, streamlining communication while maintaining written notice requirements. It takes effect July 1, 2026.

HB 2712 requires Washington school districts to conduct all collective bargaining negotiations (including contract talks and grievance meetings) publicly, either in person or via video streaming, and to post all negotiation documents and final agreements on their public website within two business days. It mandates public notice of meetings per the Open Public Meetings Act (chapter 42.30 RCW) but does not require public comment during negotiations or cover post-agreement grievance proceedings. The bill directly affects school districts and their negotiations with employee organizations, ensuring transparency in the bargaining process. Violations would be treated as breaches of the Open Public Meetings Act.

HB 2243 adds physical and occupational therapists to the list of authorized "attending providers" for workers' compensation claims in Washington State. The bill amends statutes (RCW 51.08.200, 51.28.010, and others) to explicitly include these professionals, alongside physicians and other licensed providers, when treating injured workers. This change directly affects injured workers who require physical or occupational therapy, allowing them to receive care from these specialists under workers' compensation. The law updates provider eligibility requirements and reporting procedures to reflect this expansion, ensuring therapists are recognized in the claims process.

HB 2695 exempts seasonal agricultural workers from Washington's mass layoff notice requirements when they are hired with a written agreement specifying their employment ends after a particular harvest or seasonal activity. This applies only if the employer disclosed the estimated end date at hiring and the workers understood their job was temporary. The bill modifies existing law to clarify that employers don't need to provide 60-day advance notice for seasonal farm workers in these circumstances. It does not affect year-round farm employees or other types of layoffs. This change directly impacts agricultural employers and seasonal farmworkers in Washington.