HB 1213 expands protections for workers in Washington's state paid family and medical leave program. The bill requires the department to enhance outreach to employees, explaining their eligibility, application process, and reinstatement and nondiscrimination rights. It also mandates increased outreach to employers about their responsibilities and authorizes the department to audit employer records for compliance. Additionally, the bill clarifies premium collection and calculation methods, and ensures the confidentiality of employee information within the program.
Senate Bill 5525 establishes requirements for employers in Washington state regarding business closings and mass layoffs. It mandates that employers with 50 or more employees provide 60 days' written notice to the Employment Security Department and affected employees, or their bargaining representatives, before such events. This applies to business closings or mass layoffs that result in employment loss for 50 or more employees, excluding part-time staff. The notice must include specific details, such as the expected date of employment loss and affected job titles, with certain exceptions for unforeseeable business circumstances or natural disasters.
Substitute Senate Bill 5104 aims to protect employees in Washington state from workplace coercion based on their immigration status. The bill defines "coercion" as threatening to make an employee act against their legal rights, and "threat" as using an employee's or their family's immigration status to deter them from exercising their rights under state labor laws. It specifically addresses employers who use such threats to coerce employees regarding wage payment or labor condition requirements. This legislation amends existing law to include these protections and prescribes penalties for violations.
HB 1332 concerns transportation network companies (TNCs) and their drivers. The bill requires TNCs to provide drivers with information about which vehicle makes, models, and years are eligible for each ride product class offered. It mandates that TNCs reinstate vehicles that lost eligibility due to age or model type in the prior 12 months for at least another 12 months. Additionally, TNCs must give drivers 120 days' written notice before modifying vehicle age or model type requirements for existing product classes.
HB 1395 streamlines the background check process for home care workers, long-term care providers, and others working with vulnerable adults and children in Washington state. It prevents the Department of Social and Health Services (DSHS) from automatically disqualifying individuals for certain past criminal convictions, such as specific theft or assault charges, once a specified number of years have passed. However, DSHS or authorized entities can still consider these convictions during a "character, competence, and suitability review," and clients must be informed of an approved provider's background check results before services begin. The bill also allows some providers to work for up to 30 days while their review is pending, with client notification, and limits when new suitability reviews are required for previously cleared non-disqualifying issues.
HB 1173 clarifies the wage payment requirements for "skilled journeypersons" working in facilities subject to specific workforce regulations. The bill mandates that these journeypersons must be paid at a rate at least commensurate with typical wages for their occupation in the local geographic area. This includes a minimum hourly rate set at the seventy-fifth percentile of occupational employment statistics for the relevant occupation and area. Additionally, workers in apprenticeable occupations who do not meet the definitions of registered apprentice or skilled journeyperson are to be considered skilled journeypersons for the purpose of their wage entitlement. The act will become effective on January 1, 2026.
SB 5494 strengthens Washington's program to protect communities from lead-based paint hazards, particularly children. It designates the Department of Commerce to administer and enforce a state program for training, certifying, and accrediting individuals and firms involved in lead-based paint activities. This includes establishing a renovation, repair, and painting program that requires certified professionals to follow specific work standards for renovations in pre-1978 homes and child-occupied facilities. The bill aims to ensure a qualified workforce performs lead-based paint abatement and renovation activities safely, reducing public exposure to lead.
HB 1644, "Concerning the safety and health of working minors," aims to strengthen protections for young workers in Washington state. The bill amends the criteria for "responsible bidders" on public works contracts, requiring that contractors not have a revoked minor work permit to be eligible for these projects. It also modifies the process for issuing citations to employers who violate requirements related to minor work permits. These provisions are intended to promote adherence to safety and health standards for minors in the workplace.
House Bill 1068 removes the exclusion of Washington management service employees at the Department of Corrections from interest arbitration. This change grants these employees access to an alternative process for resolving disputes over their collective bargaining agreements. If negotiations and mediation fail to reach an agreement, an independent arbitrator will be appointed to make a binding decision on the terms of their employment. The arbitrator's decision will consider factors such as the department's financial ability, comparable wages, and the ability to retain employees.
Engrossed Substitute House Bill 1875 expands the reasons for which employees in Washington state can use their accrued paid sick leave. It allows employees to use this leave to prepare for or participate in judicial or administrative immigration proceedings for themselves or a family member. For absences exceeding three days for this purpose, employees can provide verification through documentation from an immigration advocate, attorney, or clergy, or a written statement from the employee, without disclosing sensitive immigration status details. The bill ensures that employees can attend these proceedings without losing pay.
