Labor & Employment

signed · Washington · House May 9, 2025

HB 1173: Concerning wages for journeypersons in high-hazard facilities.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates 75th percentile wage for journeypersons, exceeding standard minimums and strengthening compensation standards for high-hazard facility workers.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · Senate Apr 29, 2025

SB 5191: Concerning paid family leave premium collection for dockworkers.

Substitute Senate Bill 5191 modifies the definition of "employer" within the state's paid family and medical leave law. It clarifies that representatives for employers of dockworkers are considered employers for the purpose of collecting paid family and medical leave premiums. This applies to dockworkers who typically work for several employers interchangeably under a collective bargaining agreement, ensuring premium collection for this specific group of workers.

Topics ✓ HealthcareSupports HealthcareClarifies employer definition to ensure paid family leave premiums for dockworkers, expanding access to healthcare-related benefits under medical leave law.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentClarifies employer definition to ensure dockworkers under collective bargaining receive paid family leave benefits, expanding access to worker protections and benefits.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · Senate Apr 29, 2025

SB 5494: Protecting Washington communities from lead-based paint.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates certified professionals to follow safety work standards for lead paint renovations, improving workplace safety for workers handling hazardous materials.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · House Apr 28, 2025

HB 1644: Concerning the safety and health of working minors.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill strengthens minor worker safety by requiring valid permits for public contracts and modifying enforcement, directly protecting young workers' health and safety per summary.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · House Apr 25, 2025

HB 1068: Removing the exclusion from interest arbitration of Washington management service employees at the department of corrections.

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.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRemoves exclusion from interest arbitration for correctional management employees, expanding collective bargaining rights through binding arbitration when negotiations fail.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · House Apr 25, 2025

HB 1875: Allowing the use of paid sick leave to prepare for or participate in certain immigration proceedings.

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.

Topics ✓ ImmigrationSupports ImmigrationExpands paid sick leave for immigration proceedings, enabling access to legal services without wage loss. Directly supports immigrant rights and access to proceedings.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentExpands paid sick leave usage for immigration proceedings, directly strengthening worker benefits and rights under employment standards.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · House Apr 25, 2025

HB 1788: Concerning workers' compensation benefits.

This bill modifies Washington's workers' compensation benefits, primarily affecting injured workers and their families. For claims with an injury date on or after July 1, 2026, it updates how permanent total disability benefits are calculated. These changes include adding the employer's health care contributions to benefits and adjusting the percentage of a worker's wages received based on marital status and the number of children. Additionally, the bill ensures that child-related compensation payments are made directly to the person with legal custody of a child, rather than to an injured worker or surviving spouse who does not have custody. The act takes effect on July 1, 2026.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAdds employer health care contributions to benefits and adjusts wage percentages based on family status, expanding support for injured workers and families.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · House Apr 24, 2025

HB 1270: Concerning automatic deferred compensation enrollment for county, municipal, and other political subdivision employees.

HB 1270 allows counties, municipalities, and other political subdivisions to automatically enroll their new employees into deferred compensation plans. This applies to eligible new employees, whether they are joining the state's deferred compensation plan or a local government's own plan. Employees who are automatically enrolled will have the option to opt out if they choose. This bill provides local governments with the mechanism to streamline enrollment in retirement savings programs for their workforce.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAutomatically enrolls employees in retirement savings with opt-out, expanding retirement benefits without mandating participation.90% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · Senate Apr 22, 2025

SB 5501: Concerning employer requirements for driving.

Substitute Senate Bill 5501 prohibits employers from requiring a valid driver's license as a condition of employment or in job postings, unless driving is an essential job function or related to a legitimate business purpose. This law directly affects employers and job applicants in Washington state. The bill establishes a process for the director to investigate complaints, allowing for orders of actual and statutory damages (at least $5,000), interest, and investigation costs to the complainant. Employers may also face civil penalties of up to $500 for a first violation and up to $1,000 or 10% of damages for repeat offenses.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits unnecessary driver's license requirements in hiring, protecting applicants from discriminatory barriers and advancing workers' rights under Labor & Employment standards.95% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment

signed · Washington · Senate Apr 22, 2025

SB 5459: Concerning call center retention.

Senate Bill 5459, also known as the Washington Call Center Jobs Act, requires call center employers with 50 or more workers to provide 120 days' notice to the state before relocating a significant portion (25% or more) of their operations from Washington to a foreign country. Employers who violate this notice requirement may face civil penalties. Furthermore, employers who relocate call center operations to a foreign country become ineligible for state grants or loans for five years. The bill also mandates that state agencies ensure new contracts for call center services are performed entirely within the United States.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires 120-day notice before call center relocations, protecting workers from sudden job loss and imposing penalties for violations, directly advancing worker retention rights.92% confidence | Rep's Stance ✓ Voted Yes ✓ Supports Labor & Employment