SB 5788 adjusts income eligibility thresholds for Washington's Working Connections Child Care program, expanding access to families with higher incomes. It phases in three income tiers: current eligibility (≤60% of median income), new eligibility (60-75% starting July 2025), and further expanded eligibility (75-85% starting July 2027), all adjusted for family size. The bill modifies implementation timelines to manage fiscal impact for these expanded eligibility levels, ensuring gradual program scaling. It directly affects families seeking subsidized child care who previously exceeded income limits but now qualify under the new phased thresholds.
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This bill changes Washington's unemployment insurance rules for part-time workers, effective August 3, 2025. It revises the definition of "suitable work" for part-time workers (those who earned wages in at least 40 base-year weeks with an average of under 35 weekly hours) to require them to seek work matching their historical average hours, rather than the previous 17-hour limit. It also adds protections: workers needing to care for family members or address domestic violence/stalking may not lose benefits for seeking at least 20-hour workweeks instead of full-time. The policy directly affects part-time workers who qualify under these new base-year criteria.
SB 5415 establishes that family child care providers receiving state subsidies are considered public employees solely for collective bargaining purposes. It creates a statewide bargaining unit and limits negotiations to compensation (including reimbursement rates), health benefits, training, grievance procedures, and labor-management committees - excluding retirement benefits. The governor must submit funding requests for approved agreements by October 1st each year, requiring financial feasibility certification from the director of financial management, which blocks requests tied to tax increases or budget stabilization account withdrawals. The legislature must approve or reject the full funding request, and providers cannot strike.
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 1737 ensures federally approved apprenticeship programs operated by federally recognized tribal governments in Washington state have the same rights and responsibilities as state-approved programs. It amends state law to define "registered apprentice" and "skilled journeyperson" to include tribal programs that meet federal approval standards. The bill requires contractors working at high-hazard facilities like petroleum refineries and petrochemical plants to use a "skilled and trained workforce" made up of registered apprentices or skilled journeypersons from approved programs, including tribal ones. This directly affects tribal governments operating apprenticeship programs and contractors in critical industries, ensuring equitable access to these workforce standards.
SB 5793 eliminates Washington State's "Smart Health" wellness program and sets new employer contribution rates for public and school employee health benefits during the 2027-2029 fiscal biennium. The bill specifically ends the wellness incentive program (including the Smart Health online portal) effective January 1, 2028, while allowing employees who qualified by December 31, 2027, to receive incentives in 2028. It requires the Public Employees' Benefits Board to maintain health benefits substantially equivalent to those in effect in 1993, but allows flexibility in contribution rates due to budget constraints. The bill directly affects all public and school employees enrolled in the state's health benefit plans, particularly those previously participating in the Smart Health wellness program.
SB 5162 requires Washington health care facilities (like hospitals and clinics) to create and annually update safety plans addressing workplace violence risks. These plans must cover security systems, staffing patterns, incident reporting, employee training, and specific high-risk areas like parking lots. Facilities must investigate every violent incident, analyze causes (including staffing levels), and submit quarterly reports to safety committees with de-identified data and recommendations for improving prevention. The law directly affects health care workers and facilities by mandating concrete safety measures and accountability for workplace violence incidents.
SB 5101 expands existing Washington State protections for victims of domestic violence, sexual assault, and stalking to also include employees who are victims of hate crimes or bias incidents, or whose family members are victims. The bill allows these employees to take reasonable leave from work, which can be intermittent or on a reduced schedule, with or without pay. This leave can be used for reasons such as seeking legal assistance, medical treatment, counseling, or engaging in safety planning related to the hate crime. Employers are required to provide reasonable safety accommodations and may ask for verification of the incident and the need for leave.
Senate Bill 5653 expands the scope of collective bargaining rights for fish and wildlife officers in Washington state. It amends the definition of "fish and wildlife officer" within state law to include additional ranks. Specifically, the bill extends collective bargaining eligibility to lieutenants and captains, as well as officers ranking below deputy chief. This change allows a broader range of fish and wildlife officers to participate in negotiations concerning their employment relations, including wages, hours, and working conditions.
SB 5646 makes assaulting outreach workers while they perform official duties a class C felony. It specifically defines "outreach worker" as someone employed by or contracting with social service agencies or government organizations who provides services to vulnerable populations (like homeless individuals, runaway youth, or abuse victims) through needs assessments in settings such as homes, shelters, or encampments. The bill amends Washington’s assault laws (RCW 9A.36.031) to add this category, elevating penalties for such assaults. This change directly affects outreach workers and increases legal consequences for those who assault them during work.
