Labor & Employment (Professional Licensing)

House Bill 1402 makes it an unfair practice for Washington state employers to include a driver's license requirement in job advertisements or applications unless the position's core functions genuinely necessitate operating a motor vehicle. This bill clarifies that transportation to and from the job site does not constitute a job function requiring a driver's license. Individuals harmed by a violation can pursue civil action to stop the practice and recover damages and attorney's fees.

HB 1059 strengthens oversight of self-insured employers and their third-party administrators in Washington State by requiring them to act in good faith when handling workers' compensation claims. It creates a new rule that allows the state director to withdraw a self-insurer's certification after three proven violations of good faith within three years (e.g., coercing workers to accept less compensation or hiding injury reports). Employers found violating this duty must pay penalties ranging from 1 to 52 times the worker’s average weekly wage, with investigations triggered by written complaints. The law applies to all workers’ compensation claims regardless of injury date and takes effect January 1, 2026.

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.

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.

HB 1777 streamlines the state approval process for apprenticeship programs that already have federal approval, directly affecting program sponsors (including tribal and nontribal organizations) and employers seeking to expand training opportunities. It requires the apprenticeship council to expedite reviews of federally-approved programs by limiting state-specific scrutiny to unique requirements, while reforming competitor objections: objections must be filed within 30 days of provisional approval, and frivolous objections can trigger penalties like attorney fee payments or $10,000 fines. The bill also mandates annual reports comparing Washington’s program approval rates to federal standards and other states, including details on pending applications and denial reasons. These changes aim to reduce current delays - where 4 of 17 2024 applications remained pending after federal approval - without altering apprenticeship content or creating new training slots.

SB 5381 requires the Washington Department of Labor & Industries to pay workers' compensation claims when a self-insured employer (like a business or city/municipal government) loses its certification. This applies specifically to employers whose self-insurer status is terminated by the department. The bill mandates that these former self-insurers must reimburse the department for all payments made, including compensation to injured workers, through quarterly payments. It also directs the department to create rules for managing these reimbursements and the ongoing financial obligations of decertified employers.