Labor & Employment

signed · Washington · Senate Mar 18, 2026

SB 6302: Concerning misclassification in the finishing trades on public works projects.

SB 6302 prevents contractors on public works projects from misclassifying workers by limiting them to hiring no more than two independent contractors for the same type of finishing work (drywall, flooring, tiling, painting, or glazing) at once. If a contractor violates this limit, all workers performing that specific finishing trade become classified as employees under state law, entitling them to benefits and protections. The bill directly affects workers in these trades on public construction projects, ensuring they receive proper labor rights when contractors improperly use independent contractor arrangements. It amends Washington’s public works and labor laws to clarify worker classification standards for these specific trades.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentPrevents contractor misclassification of workers on public projects, classifying violators' workers as employees entitled to benefits and protections.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Washington · Senate Mar 18, 2026

SB 5944: Concerning language access providers' collective bargaining.

SB 5944 establishes a collective bargaining framework for language access providers who work with specific state agencies, including those providing interpreter services for Department of Social and Health Services, Department of Children, Youth, and Families, and Department of Labor and Industries appointments. The bill designates the governor as the public employer solely for bargaining purposes, creating three statewide bargaining units based on service type (e.g., Medicaid appointments, injured workers, or general state agency support). It limits bargaining to economic issues like pay rates, training, grievance procedures, and health benefits - excluding retirement benefits - and requires the governor to submit budget requests for approved agreements, subject to legislative approval. Providers remain non-employees for all purposes outside bargaining, and the law explicitly preserves federal compliance obligations and legislative authority over service delivery.

Topics ✓ HealthcareSupports HealthcareBill establishes collective bargaining for language access providers serving healthcare agencies (e.g., Medicaid appointments), improving patient access to health services through interpreter support.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes collective bargaining framework for language access providers, directly supporting workers' right to organize under Labor & Employment policies.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Washington · House Mar 18, 2026

HB 1570: Concerning collective bargaining for certain employees who are enrolled in academic programs at public institutions of higher education.

HB 1570 grants collective bargaining rights to student employees (those enrolled in academic or certificate programs) at Central Washington University, Eastern Washington University, Western Washington University, and The Evergreen State College. It defines specific bargaining topics, including tuition remission and waivers, while excluding issues like academic calendars, tuition amounts, student admissions, and termination based on academic performance. Compensation agreements must align with legislative budget limits, though institutions may offer additional pay beyond these limits. The bill applies only to employees not already covered by other collective bargaining laws at these institutions.

Topics ✓ EducationSupports EducationGrants student employees bargaining rights for tuition remission/waivers at public universities, enhancing affordability and access to higher education.92% confidence ✓ Labor & EmploymentSupports Labor & EmploymentGrants collective bargaining rights to student employees, a core labor right, defining negotiable topics like tuition remission while excluding non-labor issues.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Washington · Senate Mar 18, 2026

SB 5068: Concerning agencies, firefighters, prosecutors, and general or limited authority law enforcement, extending eligibility for employment to all United States citizens or persons legally authorized to work in the United States under federal law.

SB 5068 expands employment eligibility for various public service roles in Washington state. The bill allows individuals legally authorized to work in the United States under federal law to be considered for positions as firefighters, prosecutors, and general or limited authority law enforcement officers. This change amends existing state laws that previously limited eligibility to U.S. citizens or lawful permanent residents, broadening the pool of potential applicants for these roles. The bill specifies that it must be interpreted consistent with federal work authorization requirements.

Topics ✓ ImmigrationSupports ImmigrationExpands public service job eligibility to legally authorized workers, removing citizenship barriers. Aligns with immigrant integration support.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands employment eligibility for public service roles to legally authorized workers, advancing access to employment opportunities under Labor & Employment standards.85% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

signed · Washington · Senate Mar 16, 2026

SB 6014: Concerning pregnancy-related accommodations.

SB 6014 clarifies Washington's pregnancy accommodation law by limiting when employers can request written medical certification for pregnancy-related adjustments (e.g., modified duties or breaks), except for specific accommodations like lifting restrictions. It prohibits employers from disclosing employees' personal health information related to pregnancy and adds strict confidentiality rules for complaint records filed with the state, protecting names, addresses, and medical details. The bill also requires the state department to provide online education materials explaining pregnancy accommodation rights for employers and employees. These changes directly affect pregnant employees seeking workplace adjustments, employers subject to the law, and state agencies handling complaints.

Topics ✓ HealthcareSupports HealthcareProtects employee health privacy and ensures access to pregnancy accommodations without unnecessary medical disclosure, aligning with patient rights and healthcare access principles.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentClarifies pregnancy accommodations by limiting employer medical requests, prohibits health info disclosure, and enforces complaint confidentiality - directly strengthening worker privacy and rights in employment.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed · Washington · House Mar 12, 2026

HB 1002: Recognizing posttraumatic stress disorder as an occupational disease for county coroners, examiners, and investigative personnel.

HB 1002 recognizes posttraumatic stress disorder (PTSD) as an occupational disease for county coroners, medical examiner personnel, and investigative staff in Washington State. It amends workers' compensation rules (RCW 51.08.142) to allow these workers to file claims for PTSD-related injuries, which were previously excluded. The bill requires pre-employment psychological exams for some groups (like firefighters and law enforcement) hired after specific dates to confirm no preexisting PTSD. This change directly affects public safety workers in high-stress roles who develop PTSD from job-related trauma, expanding their eligibility for workers' compensation coverage.

Topics ✓ HealthcareSupports HealthcareBill expands mental health coverage by allowing PTSD claims under workers' comp, removing prior exclusion and enabling treatment access for affected workers.90% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands workers' compensation coverage for PTSD claims, protecting county coroners and investigators by allowing injury claims previously excluded under workers' comp rules.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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signed · Washington · House Mar 11, 2026

HB 2472: Ensuring that work on fire protection sprinkler systems is performed by licensed contractors and certified fitters.

HB 2472 requires all contractors and certified fitters working on fire sprinkler systems in Washington to hold state-issued licenses and certificates. Fire code officials can demand to see these credentials during inspections, and failure to provide them results in an immediate stop-work order until compliance is verified. The law also empowers officials to order removal and replacement of improperly installed systems if public safety is at risk. These requirements apply directly to contractors and fitters performing fire sprinkler work across the state.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires licensed contractors for fire sprinkler systems, enhancing workplace safety standards to prevent public safety risks through mandatory credentials and enforcement.92% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed both · Washington · House Mar 9, 2026

HB 2675: Concerning accounts.

HB 2675 repeals seven existing state accounts (including the Climate Resiliency Account and COVID-19 Unemployment Account) and creates a new "abandoned recreational vehicle disposal account" in the state treasury. This account funds reimbursements for registered tow truck operators and licensed dismantlers who remove abandoned recreational vehicles when owners cannot be located, covering up to 100% of reasonable costs per vehicle (capped at $10,000). Funds may also cover department administrative expenses (up to 15% of spending) and must be used solely for this purpose after appropriation. The bill directly affects tow operators, dismantlers, and state agencies managing vehicle removal programs, streamlining fund management by consolidating related accounts into a single dedicated fund.

Topics ✗ EnvironmentOpposes EnvironmentRepeals Climate Resiliency Account (defunding climate resilience efforts); new account unrelated to environment. No environmental protections advanced.90% confidence ✗ Labor & EmploymentOpposes Labor & EmploymentRepeals COVID-19 Unemployment Account, defunding unemployment benefits which directly weakens labor/employment support.90% confidence | Rep's Stance ✓ Voted Yes ✗ Opposes Labor & Employment

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signed · Washington · House Mar 9, 2026

HB 2355: Establishing labor protections for domestic workers.

HB 2355 establishes minimum wage, overtime, and written contract requirements for domestic workers in Washington State, directly affecting nannies, home care aides, housekeepers, and similar workers employed in private residences. The bill requires employers to pay at least the state minimum wage (including overtime after 40 hours), provide a written agreement detailing pay, hours, benefits, and termination notice (2 weeks for non-live-in workers, 4 weeks for live-in), and prohibits wage theft like withholding pay. It excludes family members, casual labor (e.g., irregular babysitting), and home care provided through state-funded agencies. The law aims to bring domestic workers under standard labor protections while clarifying exemptions for certain informal or family-based arrangements.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes minimum wage, overtime, written contracts, and prohibits wage theft for domestic workers, directly protecting their rights and compensation.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

passed · Washington · House Feb 3, 2026

HB 1622: Allowing bargaining over matters related to the use of artificial intelligence.

House Bill 1622 allows public sector employees in Washington state to collectively bargain with their employers over the use of artificial intelligence (AI) in the workplace. The bill amends existing state law to remove the "use of technology" from a list of management rights that are typically not subject to negotiation for employees in higher education and other state agencies. It defines artificial intelligence as machine learning and related technologies that enable computer systems to perform tasks like computer vision or natural language processing. This change empowers unions and public employers to negotiate agreements on the implementation and utilization of AI technologies.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly enables public sector workers to collectively bargain over AI use, expanding collective bargaining rights as a core labor protection.95% confidence | Rep's Stance ✗ Voted No ✗ Opposes Labor & Employment

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