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.
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.
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.
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.
HB 1141 grants agricultural workers involved in cultivating, growing, harvesting, or producing cannabis the right to collective bargaining. It places these workers and their employers under the jurisdiction of the Public Employment Relations Commission (PERC). PERC will oversee the process for employees to organize, elect bargaining representatives, and engage in good faith negotiations with employers on wages, hours, and working conditions. The bill also defines and prohibits unfair labor practices by employers related to these organizing rights.
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.
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.
House Bill 1821 expands the definition of an "interested party" under state prevailing wage laws, which govern the wages and benefits for workers on public construction projects. This change broadens who can be recognized as an interested party. The expanded definition now specifically includes contractors, subcontractors, their employees, organizations representing affected workers, joint labor-management committees, and Taft-Hartley trusts, alongside the director of labor and industries. This measure allows a wider range of groups to participate in matters related to prevailing wage compliance.
HB 1747 expands protections for job applicants and employees under Washington's Fair Chance Act. The bill prohibits employers from inquiring about an applicant's criminal record until after a conditional offer of employment has been made. It also prevents employers from taking adverse employment action based on arrest records or juvenile conviction records. For adult conviction records, employers must have a legitimate business reason, notify the individual, and provide an opportunity for them to explain or provide additional information before making a decision.
