HB 2303 prohibits employers in Washington state from requiring, requesting, or coercing employees to have microchips implanted. It directly affects all employers (including state agencies) and employees, excluding medical devices used for health monitoring. The bill creates a legal remedy allowing affected employees to sue for damages, attorney fees, and injunctions if violated. It defines "microchip" as subcutaneous devices storing personal data, but clarifies medical implants for health treatment are exempt.
HB 2345 modifies Washington's state paid family and medical leave program by establishing fixed contribution rates: 52% for medical leave premiums and 48% for family leave premiums, replacing a prior method based on claim data. This affects employers and employees who contribute to the program through payroll deductions, requiring employers to collect these specific percentages from wages. Small employers (under 50 workers) remain exempt from paying the employer portion of premiums, while larger employers must deduct employee shares within defined limits. The bill ensures the total premium rate calculation remains tied to program expenses and reserve requirements, but does not alter the overall contribution burden between employers and employees.
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.
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.
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.
