SB 5119 expands collective bargaining rights to student-employees enrolled in academic or certificate programs at Central Washington University, Eastern Washington University, Western Washington University, and The Evergreen State College. It allows these employees to collectively bargain over specific workplace issues like compensation and tuition remission waivers, but excludes topics such as tuition rates, academic calendars, class sizes, and termination for academic reasons. The bill specifies that bargaining units must cover only one institution and cannot include employees already covered under other state labor laws. This legislation directly affects student-employees working at these four public universities who are simultaneously enrolled in academic programs.
HB 1843 repeals a state law that previously disqualified students attending school or higher education from receiving unemployment insurance benefits. This change directly affects students who are enrolled in educational programs and seeking unemployment benefits due to job loss. The bill removes the barrier that prevented these students from qualifying for benefits solely based on their enrollment status. As a result, students meeting other eligibility criteria (like recent work history) would no longer be automatically disqualified for attending school. The bill passed the House committee with majority support in February 2025.
SB 5378 expands financial assistance for small school districts and small businesses under Washington’s paid family and medical leave program. It allows eligible employers (including second-class school districts and businesses with 50-150 employees) to receive up to $3,000 for hiring temporary workers during employee leave or up to $1,000 to cover extra wage costs from leave. Grants are limited to 10 per year per employer, require documentation linking costs to leave, and apply only to employees using the program. Small businesses (under 50 employees) receiving grants face three years of full premium assessments under the program.
This bill requires employers in high-hazard facilities (like chemical plants or refineries) to pay skilled journeypersons at least the 75th percentile wage for their occupation and location, based on Washington state employment data. It defines "skilled journeyperson" as workers who either graduated from an approved apprenticeship program or have equivalent on-the-job experience. The rule applies to all high-hazard facility workers classified as journeypersons, not just those on public projects. The change takes effect January 1, 2026.
HB 1919 expands eligibility for Washington’s Working Connections Child Care program to include employees of small businesses (defined as businesses with 50 or fewer employees). It gradually increases income thresholds for eligibility: from 60% to 75% of state median income (adjusted for family size) starting in 2029, and to 85% by 2031 if funding is available. The bill affects families with children under 13 (or under 19 with verified special needs or court supervision) who meet income requirements and other standard program criteria. Key provisions include aligning copayments with existing income-based models and ensuring eligibility for households receiving federal or state food assistance.
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HB 1313 requires businesses with 100 or more employees in Washington to provide 60 days' written notice before mass layoffs (50+ employees in 30 days), relocations (100+ miles), or terminations. The notice must include specific details like the reasons for the action, alternatives considered (e.g., reduced hours or transfers), and supporting data on operations or market conditions. Employers must notify affected workers, the state employment department, local governments, workforce councils, and unions. Exceptions exist for businesses seeking capital (with strict documentation) or facing natural disasters, but the law aims to increase transparency and give workers more time to prepare for job loss.
Senate Bill 5807 modifies the wellness programs offered through public and school employee health benefit plans. The bill discontinues the "smart health program," including its wellness incentive and online portal, for these employees, effective January 1, 2028. While employees who meet eligibility requirements for an incentive by December 31, 2027, will still receive it in the 2028 plan year, no new wellness incentives can be earned after that date. The legislation shifts the focus to broader wellness initiatives that emphasize preventative health strategies.
HB 1120 sets new minimum state salary allocation targets for school staff in Washington's basic education program, directly affecting all public school districts. It requires the state to gradually increase minimum salary allocations to reach $67,325 (adjusted for inflation from 2023-24) for classified staff (e.g., office, support roles) starting in the 2025-26 school year, with further increases to $99,164 for classified administrative staff by 2027-28. The bill mandates annual inflation adjustments and regional cost-of-living adjustments based on school district housing values, as specified in the annual budget. These changes aim to align state funding with actual staffing costs, replacing previous formulas that expired after the 2017-18 school year. The bill is currently pending in the Appropriations Committee after being prefaced in December 2024.
HB 1182 grants certain parks and recreation commission employees the right to use interest arbitration - a formal dispute resolution process - to settle disagreements over wages, hours, and working conditions when negotiations stall. It directly affects non-confidential park and recreation staff (excluding internal auditors) in Washington state, specifically those covered under chapter 41.06 RCW. The bill requires employers and unions to begin negotiations at least five months before the state budget is submitted, and if unresolved after 60 days, either party can request mediation or appoint an arbitrator by mutual agreement from a federal list. The arbitrator must consider factors like the agency’s budget, similar state employee pay, and retention needs, with decisions becoming binding unless appealed under existing law.
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.
