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.
HB 2107 requires Washington construction site inspectors to provide employers or owners with written notice within 10 working days when they identify an immediate safety hazard during inspections that could cause worker injury. This applies specifically to residential building and general construction projects under the North American Industry Classification System. The law, effective until June 30, 2026, mandates this notice but does not change inspectors' existing authority or the employer's obligation to correct hazards. It also requires the Department of Labor to report by December 1, 2026, on instances where timely notice wasn't given and the reasons for non-compliance.
House Bill 1349 concerns how members of certain public pension systems, such as law enforcement and firefighters, can earn or purchase service credit for authorized leaves of absence. It clarifies that members on paid leave continue to receive credit and allows members on unpaid leave, including part-time leave for law enforcement, to purchase up to two years of service credit by making required contributions within specific timeframes. The bill also details provisions for members who take leave for uniformed military service, enabling them to receive up to five years of service credit, with specific conditions for contributions or proof of wartime service, and extends these provisions to surviving spouses or children of members who die in service.
House Bill 1857 updates regulations concerning asbestos-containing building materials in Washington state, primarily impacting manufacturers, distributors, and owners of certain facilities. The bill lowers the definition of an "asbestos-containing building material" from over one percent to over 0.1 percent asbestos by weight or area, effective January 1, 2025, which expands the scope of materials subject to labeling requirements. It mandates that owners of manufacturing facilities (NAICS codes 31-33) conduct regular inspections for asbestos and maintain an asbestos management plan. The bill also amends existing prohibitions on the use of these materials in new construction and renovations, adding an exemption for commercial aggregates.
Senate Bill 5408 amends existing law to allow for corrections to wage and salary disclosures by employers with 15 or more employees. The bill requires these employers to include wage scales, salary ranges, or fixed amounts, along with a general description of benefits, in job postings and provide this information for internal transfers or promotions upon request. A key provision allows employers, until July 27, 2027, to correct a non-compliant posting within five business days of receiving written notice to avoid penalties. Job applicants or employees may pursue administrative remedies or a private civil action for uncorrected violations, seeking statutory damages and other relief.
Substitute Senate Bill 5431 modifies certain tax and revenue laws without impacting state or local tax collections. It updates legislative intent regarding the extension of preferential tax rates for manufacturers and wholesalers in the solar silicon industry, tying future extensions to employment and wage growth criteria. Additionally, the bill amends rules for sellers concerning their personal liability for uncollected sales tax. It clarifies conditions for sellers to be relieved from this liability, including removing the requirement for them to renew blanket exemption certificates for recurring customers.
HB 2047 phases out the Washington employee ownership program. It shortens the period during which businesses can earn tax credits for converting to worker-owned cooperatives, employee ownership trusts, or employee stock ownership plans, moving the deadline for earning credits from June 30, 2029, to June 30, 2025. The bill also makes the program's activities, such as providing technical support and referrals, contingent upon specific funding appropriations. The tax credit provisions are set to expire earlier, effectively eliminating these incentives for businesses.
Senate Bill 5478 updates the rules for benefits offered by the Public Employees' Benefits Board (PEBB) to public employees, their dependents, and retired or disabled school employees. The bill outlines the PEBB's responsibilities to study and develop various insurance plans, including comprehensive health care benefits, while considering factors like cost containment and wellness incentives. It also establishes new, detailed eligibility criteria for employees, seasonal employees, and faculty to qualify for these benefits, based on anticipated work hours and duration of employment. These changes define when individuals become eligible for employer contributions towards their benefits.
HB 1162 requires all health care settings in Washington to develop and implement a comprehensive workplace violence prevention plan to protect their employees. These plans must address factors such as physical security, staffing patterns, employee training, and procedures for reporting violent acts. The bill mandates annual reviews and updates of these plans and requires health care settings to conduct timely investigations into every workplace violence incident. Findings from these investigations, along with incident data, must be regularly summarized and submitted to a relevant workplace committee to identify systemic causes and recommend plan modifications.
Senate Bill 5653 expands the scope of collective bargaining rights for fish and wildlife officers in Washington state. It amends the definition of "fish and wildlife officer" within state law to include additional ranks. Specifically, the bill extends collective bargaining eligibility to lieutenants and captains, as well as officers ranking below deputy chief. This change allows a broader range of fish and wildlife officers to participate in negotiations concerning their employment relations, including wages, hours, and working conditions.
