title: RCW 49.76.050

text:
(1) The taking of leave under RCW 49.76.030 may not result in the loss of any pay or benefits to the employee that accrued before the date on which the leave commenced.
(2) Upon an employee's return, an employer shall either:
(a) Restore the employee to the position of employment held by the employee when the leave commenced; or
(b) Restore the employee to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.
(3)(a) This section does not apply if the employment from which the individual takes leave is with a staffing company and the individual is assigned on a temporary basis to perform work at or services for another organization to support or supplement the other organization's workforces, or to provide assistance in special work situations such as, but not limited to, employee absences, skill shortages, seasonal workloads, or to perform special assignments or projects, all under the direction and supervision of the organization to which the individual is assigned.
(b) This section does not apply if an employee was hired for a specific term or only to perform work on a discrete project, the employment term or project is over, and the employer would not otherwise have continued to employ the employee.
(4) To the extent allowed by law, an employer shall maintain coverage under any health insurance plan for an employee who takes leave under RCW 49.76.030. The coverage must be maintained for the duration of the leave at the level and under the conditions coverage would have been provided if the employee had not taken the leave.
[ 2008 c 286 s 5.]

catchline: Retention of pay or benefits—Exceptions—Health coverage.


doc_type: statute

jurisdiction: wa

title: RCW 49.76.060

text:
(1) The rights provided in this chapter are in addition to any other rights provided by state and federal law.
(2) Nothing in this chapter shall be construed to discourage employers from adopting policies that provide greater leave rights or greater safety accommodations to employees who are victims of domestic violence, sexual assault, stalking, or hate crime than those required by this chapter.
(3) Nothing in this chapter shall be construed to diminish an employer's obligation to comply with any collective bargaining agreement, or any employment benefit program or plan, that provides greater leave rights or greater safety accommodations to employees than the rights provided by this chapter.
[ 2025 c 375 s 5; 2018 c 47 s 4; 2008 c 286 s 6.]
Notes:
Effective date—2025 c 375: See note following RCW 49.76.030.

license: public-domain-government-work

rule_set: Revised Code of Washington

catchline: Scope—Application—Expansion of rights.

code: rcw

unit: section

court: Washington State Legislature


title: RCW 49.76.070

text:
Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation has occurred, the director shall issue a notice of infraction. Appeal from the director's decision is governed by chapter 34.05 RCW.
[ 2008 c 286 s 7.]


title: RCW 49.76.080

text:
(1) If an employer is found to have committed an infraction under RCW 49.76.070, the director may impose upon the employer a fine of up to five hundred dollars for the first infraction and a fine of up to one thousand dollars for each subsequent infraction committed within three years of a previous infraction.
(2) The director may also order an employer found to have committed an infraction under RCW 49.76.070 to comply with RCW 49.76.050(2).
[ 2008 c 286 s 9.]

catchline: Enforcement—Penalty for infraction.


title: RCW 49.76.090

text:
(1) Except as provided in subsection (2) of this section, information contained in the department's complaint files and records of employees under this chapter is confidential and shall not be open to public inspection.
(2) Except as limited by state or federal statute or regulations:
(a) The information in subsection (1) of this section may be provided to public employees in the performance of their official duties; and
(b) A complainant or a representative of a complainant, be it an individual or an organization, may review a complaint file or receive specific information therefrom upon the presentation of the signed authorization of the complainant.
[ 2008 c 286 s 10.]


title: RCW 49.76.100

text:
(1) Any employee or applicant for employment deeming herself or himself injured by any act in violation of this chapter shall have a civil action in a court of competent jurisdiction to enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit including reasonable attorneys' fees.
(2) The remedy provided by this section is in addition to any common law remedy or other remedy that may be available to an employee.
(3) An employee is not required to exhaust administrative remedies before filing a civil action to enforce this chapter.
[ 2018 c 47 s 5; 2008 c 286 s 12.]

catchline: Enforcement—Remedies—Civil actions.


title: RCW 49.76.110

text:
Any finding, determination, conclusion, declaration, or notice of infraction made for the purposes of enforcing this chapter by the director or by an appeal tribunal, administrative law judge, or reviewing officer is neither conclusive nor binding in any civil action filed pursuant to RCW 49.76.100 or in any other common law or civil action, regardless of whether the prior action was between the same or related parties or involved the same facts.
[ 2008 c 286 s 8.]

catchline: Effect of administrative findings and conclusions on civil action.


title: RCW 49.76.115

text:
An employer may not:
(1) Refuse to hire an otherwise qualified individual because the individual is an actual or perceived victim of domestic violence, sexual assault, stalking, or hate crime;
(2) Discharge, threaten to discharge, demote, suspend or in any manner discriminate or retaliate against an individual with regard to promotion, compensation, or other terms, conditions, or privileges of employment because the individual is an actual or perceived victim of domestic violence, sexual assault, stalking, or hate crime;
(3) Refuse to make a reasonable safety accommodation requested by an individual who is a victim of domestic violence, sexual assault, stalking, or hate crime, unless the employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the employer. For the purposes of this section, an "undue hardship" means an action requiring significant difficulty or expense. A reasonable safety accommodation may include, but is not limited to, a transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, stalking, or hate crime.
[ 2025 c 375 s 6; 2018 c 47 s 2.]
Notes:
Effective date—2025 c 375: See note following RCW 49.76.030.

catchline: Employer conduct—Actual or perceived victim of domestic violence, sexual assault, stalking, or hate crime.


title: RCW 49.76.120

text:
No employer may discharge, threaten to discharge, demote, deny a promotion to, sanction, discipline, retaliate against, harass, or otherwise discriminate against an employee with respect to compensation, terms, conditions, or privileges of employment because the employee:
(1) Exercised rights under RCW 49.76.030 or 49.76.115;
(2) Filed or communicated to the employer an intent to file a complaint under RCW 49.76.070 or 49.76.100; or
(3) Participated or assisted, as a witness or otherwise, in another employee's attempt to exercise rights under RCW 49.76.030, 49.76.115, 49.76.070, or 49.76.100.
[ 2018 c 47 s 6; 2008 c 286 s 11.]

catchline: Retaliation against employee.


title: RCW 49.76.130

text:
The department shall include notice of the provisions of this chapter in the next reprinting of employment posters. Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice, to be prepared or approved by the director, setting forth excerpts from, or summaries of, the pertinent provisions of this chapter and information pertaining to the filing of a charge. Any employer that willfully violates this section may be subject to a civil penalty of not more than one hundred dollars for each separate offense. Any penalties collected by the department under this section shall be deposited into the family and medical leave enforcement account.
[ 2017 3rd sp.s. c 5 s 91; 2008 c 286 s 13.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Notice to employees—Employment posters—Penalty.


title: RCW 49.76.140

text:
Prosecuting attorney and victim/witness offices are encouraged to make information regarding this chapter available for distribution at their offices.
[ 2008 c 286 s 14.]

catchline: Notice to employees—Prosecutors—Victims' advocates.


title: RCW 49.76.150

text:
The director shall adopt rules as necessary to implement this chapter.
[ 2008 c 286 s 15.]

catchline: Authority to adopt rules.


title: RCW 49.76.900

text:
This act is necessary for the immediate preservation of the public peace, health, or safety, or support of the state government and its existing public institutions, and takes effect immediately [April 1, 2008].
[ 2008 c 286 s 18.]

catchline: Effective date—2008 c 286.


title: RCW 49.77.010

text:
In order to support the families of military personnel serving in military conflicts, and to assure that these families are able to spend time together after being notified of an impending call or order to active duty and before deployment and during a military member's leave from deployment, the legislature hereby creates the military family leave act.
[ 2008 c 71 s 1.]

catchline: Military family leave.


title: RCW 49.77.020

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Department" means the department of labor and industries.
(2) "Employee" means a person who performs service for hire for an employer, for an average of twenty or more hours per week, and includes all individuals employed at any site owned or operated by an employer, but does not include an independent contractor.
(3) "Employer" means: (a) Any person, firm, corporation, partnership, business trust, legal representative, or other business entity which engages in any business, industry, profession, or activity in this state; (b) the state, state institutions, and state agencies; and (c) any unit of local government including, but not limited to, a county, city, town, municipal corporation, quasi-municipal corporation, or political subdivision.
(4) "Period of military conflict" means a period of war declared by the United States Congress, declared by executive order of the president, or in which a member of a reserve component of the armed forces is ordered to active duty pursuant to either sections 12301 and 12302 of Title 10 of the United States Code or Title 32 of the United States Code.
(5) "Spouse" means a husband or wife, as the case may be, or state registered domestic partner.
[ 2017 3rd sp.s. c 5 s 92; 2008 c 71 s 2.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Definitions.


title: RCW 49.77.030

text:
(1) During a period of military conflict, an employee who is the spouse of a member of the armed forces of the United States, national guard, or reserves who has been notified of an impending call or order to active duty or has been deployed is entitled to a total of fifteen days of unpaid leave per deployment after the military spouse has been notified of an impending call or order to active duty and before deployment or when the military spouse is on leave from deployment.
(2)(a) Except as provided in (b) of this subsection, any employee who takes leave under this chapter for the intended purpose of the leave is entitled, on return from the leave:
(i) To be restored by the employer to the position of employment held by the employee when the leave commenced; or
(ii) To be restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment at a workplace within twenty miles of the employee's workplace when leave commenced.
(b) The taking of leave under this chapter may not result in the loss of any employment benefits accrued before the date on which the leave commenced.
(c) Nothing in this section entitles any restored employee to:
(i) The accrual of any seniority or employment benefits during any period of leave; or
(ii) Any right, benefit, or position of employment other than any right, benefit, or position to which the employee would have been entitled had the employee not taken the leave.
(d) Nothing in this subsection (2) prohibits an employer from requiring an employee on leave to report periodically to the employer on the status and intention of the employee to return to work.
(3) An employer may deny restoration under subsection (2) of this section to any salaried employee who is among the highest paid ten percent of the employees employed by the employer within seventy-five miles of the facility at which the employee is employed if:
(a) Denial is necessary to prevent substantial and grievous economic injury to the operations of the employer;
(b) The employer notifies the employee of the intent of the employer to deny restoration on such basis at the time the employer determines that the injury would occur; and
(c) The leave has commenced and the employee elects not to return to employment after receiving the notice.
(4) If the employee on leave under this chapter is not eligible for any employer contribution to medical or dental benefits under an applicable collective bargaining agreement or employer policy during any period of leave, an employer shall allow the employee to continue, at the employee's expense, medical or dental insurance coverage, in accordance with state or federal law. The premium to be paid by the employee shall not exceed one hundred two percent of the applicable premium for the leave period.
(5) An employee who seeks to take leave under this chapter must provide the employer with notice, within five business days of receiving official notice of an impending call or order to active duty or of a leave from deployment, of the employee's intention to take leave under this chapter.
(6) An employee who takes leave under this chapter may elect to substitute any of the accrued leave to which the employee may be entitled for any part of the leave provided under this chapter.
(7) The department shall administer the provisions of this chapter, and may adopt rules as necessary to implement this chapter.
[ 2017 3rd sp.s. c 5 s 93; 2008 c 71 s 3.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Entitlement to leave—Employment protection—Notice requirement—Administration.


title: RCW 49.77.040

text:
(1) It is unlawful for any employer to:
(a) Interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this chapter; or
(b) Discharge or in any other manner discriminate against any individual for opposing any practice made unlawful by this chapter.
(2) It is unlawful for any person to discharge or in any other manner discriminate against any individual because the individual has:
(a) Filed any charge, or has instituted or caused to be instituted any proceeding, under or related to this chapter;
(b) Given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this chapter; or
(c) Testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this chapter.
[ 2017 3rd sp.s. c 5 s 94.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: "Sections 90 through 98 of this act take effect December 31, 2019." [ 2017 3rd sp.s. c 5 s 103.]

catchline: Prohibited acts.


title: RCW 49.77.050

text:
Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation may have occurred, a hearing must be held in accordance with chapter 34.05 RCW. The director must issue a written determination including his or her findings after the hearing. A judicial appeal from the director's determination may be taken in accordance with chapter 34.05 RCW, with the prevailing party entitled to recover reasonable costs and attorneys' fees.
[ 2017 3rd sp.s. c 5 s 95.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Employee complaints.


title: RCW 49.77.060

text:
An employer who is found, in accordance with RCW 49.77.050, to have violated a requirement of this chapter and the rules adopted under this chapter, is subject to a civil penalty of not less than one thousand dollars for each violation. Civil penalties must be collected by the department and deposited into the family and medical leave enforcement account.
[ 2017 3rd sp.s. c 5 s 96.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Civil penalties.


title: RCW 49.77.070

text:
(1) Any employer who violates RCW 49.77.040 is liable:
(a) For damages equal to:
(i) The amount of:
(A) Any wages, salary, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or
(B) In a case in which wages, salary, employment benefits, or other compensation have not been denied or lost to the employee, any actual monetary losses sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to twelve weeks of wages or salary for the employee;
(ii) The interest on the amount described in (a)(i) of this subsection calculated at the prevailing rate; and
(iii) An additional amount as liquidated damages equal to the sum of the amount described in (a)(i) of this subsection and the interest described in (a)(ii) of this subsection, except that if an employer who has violated RCW 49.77.040 proves to the satisfaction of the court that the act or omission which violated RCW 49.77.040 was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of RCW 49.77.040, the court may, in the discretion of the court, reduce the amount of the liability to the amount and interest determined under (a)(i) and (ii) of this subsection, respectively; and
(b) For such equitable relief as may be appropriate, including employment, reinstatement, and promotion.
(2) An action to recover the damages or equitable relief prescribed in subsection (1) of this section may be maintained against any employer in any court of competent jurisdiction by any one or more employees for and on behalf of:
(a) The employees; or
(b) The employees and other employees similarly situated.
(3) The court in such an action shall, in addition to any judgment awarded to the plaintiff, allow reasonable attorneys' fees, reasonable expert witness fees, and other costs of the action to be paid by the defendant.
[ 2017 3rd sp.s. c 5 s 97.]
Notes:
Effective date—2017 3rd sp.s. c 5 ss 90-98: See note following RCW 49.77.040.

catchline: Damages—Equitable relief—Parties to action—Costs.


title: RCW 49.77.900

text:
For the purposes of this chapter, the terms spouse, marriage, marital, husband, wife, widow, widower, next of kin, and family shall be interpreted as applying equally to state registered domestic partnerships or individuals in state registered domestic partnerships as well as to marital relationships and married persons, and references to dissolution of marriage shall apply equally to state registered domestic partnerships that have been terminated, dissolved, or invalidated, to the extent that such interpretation does not conflict with federal law. Where necessary to implement chapter 521, Laws of 2009, gender-specific terms such as husband and wife used in any statute, rule, or other law shall be construed to be gender neutral, and applicable to individuals in state registered domestic partnerships.
[ 2009 c 521 s 133.]

catchline: Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.


title: RCW 49.80.010

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Applicable occupation" means the specific trade or occupation for the work performed under this chapter as defined by the scope of work description under chapter 39.12 RCW and associated rules, or defined by the standard occupational classification description.
(2) "Apprenticeable occupation" means an occupation for which an apprenticeship program has been approved by the Washington state apprenticeship and training council pursuant to chapter 49.04 RCW.
(3) "Department" means the department of labor and industries.
(4) "On-site work" does not include ship and rail car support activities; environmental inspection and testing; security guard services; work which is performed by an original equipment manufacturer for warranty, repair, or maintenance on the vendor's equipment if required by the original equipment manufacturer's warranty agreement between the original equipment manufacturer and the owner; industrial cleaning not related to construction; safety services requiring professional safety certification; nonconstruction catalyst loading, regeneration, and removal; chemical purging and cleaning; refinery by-product separation and recovery; inspection services not related to construction; and work performed that is not in an apprenticeable occupation.
(5) "Prevailing rate of wage" has the same meaning as provided in RCW 39.12.010.
(6) "Registered apprentice" means an apprentice who meets all the following criteria:
(a) Is registered in an apprenticeship program approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW;
(b) Has received written notification from the employer identifying his or her applicable occupation and wage rates prior to performing work, a copy of which must be maintained in the employee's personnel file by the employer; and
(c) Is only performing work within the applicable occupation of the apprenticeship program in which he or she is registered.
(7) "Skilled and trained workforce" means a workforce that meets both of the following criteria:
(a) All the workers are either registered apprentices or skilled journeypersons; and
(b) The workforce meets the apprenticeship graduation and approved advanced safety training requirements established in RCW 49.80.030.
(8) "Skilled journeyperson" means a worker who meets all of the following criteria:
(a) The worker either graduated from an apprenticeship program for the applicable occupation that was approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW, or has at least as many hours of on-the-job experience in the applicable occupation that would be required to graduate from an apprenticeship program approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and
(b) The worker's wage payment requirement is at least a rate commensurate with the wages typically paid for the occupation in the applicable geographic area, subject to the following provisions:
(i) The prevailing wage rate paid for a worker in the applicable occupation and geographic area on public works projects may be used to determine the appropriate rate of pay, however, this subsection (8)(b) does not require a contractor to pay prevailing wage rates; and
(ii) In no case may the worker be paid at a rate less than an hourly rate consistent with the seventy-fifth percentile in the applicable occupation and geographic area in the most recent occupational employment statistics published by the employment security department.
[ 2025 c 210 s 1; 2019 c 306 s 1.]
Notes:
Effective date—2025 c 210: See note following RCW 49.80.040.


title: RCW 49.80.020

text:
(1) An owner or operator of a stationary source that is engaged in activities described in code 324110 or 325110 of the North American industry classification system, when contracting for the performance of construction, alteration, demolition, installation, repair, or maintenance work at the stationary source, shall require that its contractors and any subcontractors use a skilled and trained workforce to perform all on-site work within an apprenticeable occupation in the building and construction trades. This section shall not apply to oil and gas extraction operations.
(2)(a) The department in consultation with the Washington state apprenticeship and training council shall approve a curriculum of in-person classroom and laboratory instruction for approved advanced safety training for workers at high hazard facilities.
(b) The safety training must be provided by a training provider, which may include a registered apprenticeship program, approved by the department. The department must periodically review and revise the curriculum to reflect current best practices.
(c) Upon receipt of certification from the approved training provider, the department must issue a certificate to a worker who completes the approved curriculum.
(d) The department may accept a certificate or other documentation issued by another state if the department finds that the curriculum and documentation of the other state meets the requirements of this subsection.
(3) This section applies to work performed under contracts awarded, contract extensions, and contract renewals occurring on or after January 1, 2020. This section shall also apply to work performed under a contract awarded before January 1, 2020, if the work is performed more than one year after January 1, 2020.
(4) This section does not apply to:
(a) The employees of the owner or operator of the stationary source, nor does it prevent the owner or operator of the stationary source from using its own employees to perform any work that has not been assigned to contractors while the employees of the contractor are present and working;
(b) A contractor who has requested qualified workers from the local hiring halls or apprenticeship programs that dispatch workers in the apprenticeable occupation and who, due to workforce shortages, is unable to obtain sufficient qualified workers within forty-eight hours of the request, Saturdays, Sundays, and holidays excepted; and
(c) Emergencies that make compliance impracticable because they require immediate action to prevent harm to public health or safety or to the environment. This section applies as soon as the emergency is over or it becomes practicable for contractors to obtain a qualified workforce.
(5) The requirements under subsection (1) of this section apply to each individual contractor's and subcontractor's on-site workforce.
(6) The requirements of this section do not make the work described in subsection (1) of this section a public work within the meaning of RCW 39.04.010.
[ 2019 c 306 s 2.]

catchline: Use of skilled and trained workforce required—Advanced safety curriculum—Application.


title: RCW 49.80.030

text:
The following implementation schedule must be complied with to meet the requirements of RCW 49.80.020 for a skilled and trained workforce to perform all on-site work within an apprenticeable occupation in the building and construction trades:
(1)(a) By January 1, 2021, at least twenty percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council under chapter 49.04 RCW;
(b) By January 1, 2022, at least thirty-five percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council under chapter 49.04 RCW;
(c) By January 1, 2023, at least forty-five percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and
(d) By January 1, 2024, at least sixty percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and
(2) By January 1, 2022, all workers in the skilled and trained workforce must have completed within the past three calendar years at least twenty hours of approved advanced safety training for workers at high hazard facilities.
[ 2019 c 306 s 3.]

catchline: Implementation schedule.


title: RCW 49.80.040

text:
(1) Failure to comply with the skilled and trained workforce requirements of this chapter, except the requirement that a worker be paid at a rate commensurate with wages typically paid for the occupation, constitutes a violation of chapter 49.17 RCW.
(2) The wage rate requirement of RCW 49.80.010(8)(b) constitutes a wage payment requirement as defined in RCW 49.48.082.
(3) A worker in an apprenticeable occupation performing work under this chapter who does not meet the definition of a registered apprentice in RCW 49.80.010(6) or the definition of a skilled journeyperson in RCW 49.80.010(8) constitutes a skilled journeyperson solely for the purposes of the wage requirement owed to the worker.
[ 2025 c 210 s 2; 2019 c 306 s 4.]
Notes:
Effective date—2025 c 210: "This act takes effect January 1, 2026." [ 2025 c 210 s 3.]

catchline: Failure to comply constitutes violation of chapter 49.17 RCW—Wage rate requirements constitute a wage payment requirement.


title: RCW 49.80.060

text:
The department may adopt rules necessary to implement this chapter.
[ 2019 c 306 s 6.]

catchline: Rule-making authority.


title: RCW 49.80.900

text:
This act takes effect January 1, 2020.
[ 2019 c 306 s 8.]

catchline: Effective date—2019 c 306.


title: RCW 49.84.010

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Affiliate" means a person that directly or indirectly, through one or more intermediaries, controls, is controlled by, or is under common control with another person. For purposes of this subsection, "control" means the possession, directly or indirectly, of more than 50 percent of the power to direct or cause the direction of the management and policies of a person, whether through the ownership of voting shares, by contract, or otherwise.
(2) "Aggregated data" means information that an employer has combined or collected in summary or other form such that the data cannot be identified with any individual.
(3) "Defined time period" means any unit of time measurement equal to or less than the duration of an employee's shift, and includes hours, minutes, and seconds and any fraction thereof.
(4) "Department" means the department of labor and industries.
(5) "Designated employee representative" means any employee representative, including but not limited to an authorized employee representative that has a collective bargaining relationship with the employer.
(6) "Director" means the director of the department of labor and industries or the director's designee.
(7) "Employee" means an employee who is not exempt under *RCW 49.46.010(3)(c) and works at a warehouse distribution center.
(8)(a) "Employee work speed data" means information an employer collects, stores, analyzes, or interprets relating to an individual employee's performance of a quota including, but not limited to, quantities of tasks performed, quantities of items or materials handled or produced, rates or speeds of tasks performed, measurements or metrics of employee performance in relation to a quota, and time categorized as performing tasks or not performing tasks.
(b) Employee work speed data does not include qualitative performance assessments, personnel records, or itemized wage statements pursuant to department rules, except for any content of those records that includes employee work speed data as defined in this subsection.
(9)(a) "Employer" means a person who directly or indirectly, or through an agent or any other person, including through the services of a third-party employer, temporary services, or staffing agency, independent contractor, or any similar entity, at any time, employs or exercises control over the wages, hours, or working conditions of 100 or more employees at a single warehouse distribution center in the state or 1,000 or more employees at one or more warehouse distribution centers in the state.
(b) For the purposes of determining the number of employees employed at a single warehouse distribution center or at one or more warehouse distribution centers, all employees employed directly or indirectly, or through an agency or any other person, and all employees employed by an employer and its affiliates, must be counted.
(c) For the purposes of determining responsible employers, all agents or other persons, and affiliates must be deemed employers and are jointly and severally responsible for compliance with this chapter.
(10) "Person" means an individual, corporation, partnership, limited partnership, limited liability partnership, limited liability company, business trust, estate, trust, association, joint venture, agency, instrumentality, or any other legal or commercial entity, whether domestic or foreign.
(11) "Quota" means a work performance standard, whether required or recommended, where: (a) An employee is assigned or required to perform at a specified productivity speed, or perform a quantified number of tasks, or to handle or produce a quantified amount of material, within a defined time period and under which the employee may suffer an adverse employment action if they fail to complete the performance standard; or (b) an employee's actions are categorized between time performing tasks and not performing tasks, if the employee may suffer an adverse employment action if they fail to meet the performance standard.
(12) "Warehouse distribution center" means an establishment engaged in activities as defined by any of the following North American industry classification system codes, however such establishment is denominated:
(a) 493 for warehousing and storage, but does not include 493130 for farm product warehousing and storage;
(b) 423 for merchant wholesalers, durable goods;
(c) 424 for merchant wholesalers, nondurable goods; or
(d) 454110 for electronic shopping and mail-order houses.
[ 2023 c 306 s 1.]
Notes:
*Reviser's note: RCW 49.46.010 was alphabetized pursuant to RCW 1.08.015(2)(k), changing subsection (3) to subsection (4).


title: RCW 49.84.020

text:
(1) An employer must provide to each employee, upon hire, or within 30 days of July 1, 2024, a written description of:
(a) Each quota to which the employee is subject, including the quantified number of tasks to be performed or materials to be produced or handled within a defined time period;
(b) Any potential adverse employment action that could result from failure to meet each quota; and
(c) Any incentives or bonus programs associated with meeting or exceeding each quota.
(2) Whenever there is a change to the quota that results in a different quota than the most recent written description provided to the employee, the employer must: (a) Notify the employee verbally or in writing as soon as possible and before the employee is subject to the new quota; and (b) provide the employee with an updated written description of each quota to which the employee is subject within two business days of the quota change.
(3) Whenever an employer takes an adverse action against an employee in whole or in part for failure to meet a quota, the employer must provide that employee with the applicable quota for the employee and the personal work speed data for the employee that was the basis for the adverse action.
(4) The written description must be understandable, in plain language, and in the employee's preferred language. The department may adopt rules regarding the format, plain language, and language access requirements for the written description.
[ 2023 c 306 s 2.]

catchline: Warehouse quotas—Written description—Notice to employees.


title: RCW 49.84.025

text:
(1) The time period considered in a quota, including time designated as productive time or time on task must include:
(a) Time for rest breaks and reasonable time to travel to designated locations for rest breaks;
(b) Reasonable travel time to on-site designated meal break locations. Meal breaks are not considered time on task or productive time unless the employee is required by the employer to remain on duty on the premises or at a prescribed worksite in the interest of the employer;
(c) Time to perform any activity required by the employer in order to do the work subject to any quota;
(d) Time to use the bathroom, including reasonable travel time; and
(e) Time to take any actions necessary for the employee to exercise the employee's right to a safe and healthful workplace pursuant to chapter 49.17 RCW, including but not limited to time to access tools or safety equipment necessary to perform the employee's duties.
(2) Reasonable travel time must include consideration of the architecture and geography of the facility and the location within the facility that the employee is located at the time.
[ 2023 c 306 s 3.]

catchline: Time periods—Requirements.


title: RCW 49.84.030

text:
(1) Except as provided in RCW 49.84.032, a quota violates this chapter if the quota:
(a) Does not provide sufficient time as required under RCW 49.84.025(1) (a) through (c); or
(b) Prevents the performance of any activity required by the employer for the employee to do the work subject to any quota.
(2) An employee is not required to meet a quota that violates this section.
(3) An employer may not take adverse action against an employee for failing to meet a quota that violates this section or that was not disclosed to the employee as required under RCW 49.84.020.
[ 2023 c 306 s 4.]

catchline: Violations.


title: RCW 49.84.032

text:
(1) A quota violates chapter 49.17 RCW if the quota:
(a) Does not provide sufficient time as required under RCW 49.84.025(1) (d) and (e);
(b) Prevents the performance of any activity related to occupational safety and health required by the employer for the employee to do the work subject to any quota; or
(c) Exposes an employee to occupational safety and health hazards in violation of the requirements of chapter 49.17 RCW and the applicable rules or regulations.
(2) An employee is not required to meet a quota that violates this section.
(3) An employer may not take adverse action against an employee for failing to meet a quota that violates this section.
(4) All provisions of RCW 49.84.040 apply to any person who complains to the employer, the director, or any local, state, or federal governmental agency or official, related to a quota alleging any violations of this section.
(5)(a) This section must be implemented and enforced, including penalties, violations, citations, and other administrative procedures, pursuant to chapter 49.17 RCW.
(b) An employer who fails to allow adequate inspection of records in an inspection by the department within a reasonable time period may not use such records in any appeal to challenge the correctness of any citation and notice issued by the department.
[ 2023 c 306 s 5.]

catchline: Violations of Washington industrial safety and health act.


title: RCW 49.84.035

text:
(1) An employer must establish, maintain, and preserve contemporaneous, true, and accurate records of the following:
(a) Each employee's own personal work speed data;
(b) The aggregated work speed data for similar employees at the same warehouse distribution center; and
(c) The written descriptions of each quota the employee was provided pursuant to RCW 49.84.020.
(2)(a) The required records must be maintained and preserved throughout the duration of each employee's period of employment and for the period required by this subsection.
(b) Except as required under (c) of this subsection, subsequent to an employee's separation from the employer, records relating to the six-month period prior to the date of the employee's separation from the employer must be preserved for at least three years from the date of the employee's separation.
(c) Where an employer has taken adverse action against an employee in whole or in part for failure to meet a quota, the employer must preserve the records relating to the basis for the adverse action for at least three years from the date of the adverse action.
(d) The employer must make records available to the director upon request.
(3) Nothing in this section requires an employer to collect or keep such records if the employer does not use quotas or monitor work speed data.
(4) An employer who fails to allow adequate inspection of records in an inspection by the department within a reasonable time period may not use such records in any appeal to challenge the correctness of any citation and notice issued by the department.
[ 2023 c 306 s 6.]

catchline: Employer records—Requirements.


title: RCW 49.84.037

text:
(1) An employee has the right to request, at any time, a written description of each quota to which the employee is subject, a copy of the employee's own personal work speed data for the prior six months, and a copy of the prior six months of aggregated work speed data for similar employees at the same warehouse distribution center.
(2) A former employee has the right to request, within three years subsequent to the date of their separation from the employer, a written description of the quota to which they were subject as of the date of their separation, a copy of the employee's own personal work speed data for the six months prior to their date of separation, and a copy of aggregated work speed data for similar employees at the same warehouse distribution center for the six months prior to their date of separation.
(3) An employer must provide records requested under this section at no cost to the employee or former employee.
(4) An employer must provide records requested under this section as soon as practicable and subject to the following:
(a) Requested records of written descriptions of a quota must be provided no later than two business days following the date of the receipt of the request; and
(b) Requested personal work speed data and aggregated work speed data must be provided no later than seven business days following the date of the receipt of the request.
(5) Nothing in this section requires an employer to use quotas or monitor work speed data. An employer that does not use quotas or monitor work speed data has no obligation to provide records under this section.
[ 2023 c 306 s 7.]

catchline: Employee right to written description and records.


title: RCW 49.84.040

text:
(1) A person, including but not limited to an employer, his or her agent, or person acting as or on behalf of a hiring entity, or the officer or agent of any entity, business, corporation, partnership, or limited liability company, may not discharge or in any way retaliate, discriminate, or take adverse action against an employee or former employee for exercising any rights established in this chapter, or for being perceived as exercising rights established in this chapter including, but not limited to:
(a) Initiating a request for information about a quota or personal work speed data pursuant to RCW 49.84.037; and
(b) Making a complaint to the employer, the director, or any local, state, or federal governmental agency or official, related to a quota that is allegedly in violation of this chapter or chapter 49.17 RCW.
(2) An employee or former employee need not explicitly refer to this section or the rights established in this chapter to be protected from an adverse action. The protection provided in this section applies to former employees and to employees who mistakenly but in good faith allege violations of this chapter.
(3)(a) If a person takes adverse action against an employee or former employee within 90 days of the employee engaging or attempting to engage in activities protected by this chapter, there is a rebuttable presumption that the adverse action is a retaliatory action in violation of this section.
(b) The presumption may be rebutted by a preponderance of the evidence that: (i) The action was taken for other permissible reasons; and (ii) the engaging or attempting to engage in activities protected by this chapter was not a motivating factor in the adverse action.
(4) Except as provided for in RCW 49.84.032, the department must carry out and enforce the provisions of this section and RCW 49.84.030(3) pursuant to procedures established under chapter 49.46 RCW and any applicable rules. The department may adopt new rules to implement or enforce this subsection.
[ 2023 c 306 s 8.]

catchline: Adverse action—Presumption of retaliation.


title: RCW 49.84.045

text:
(1)(a) An employee may file a complaint with the department alleging a violation under this chapter or applicable rules, except for violations and enforcement of RCW 49.84.032 and 49.84.040. The department must investigate the complaint.
(b) The department may not investigate any such alleged violation of rights that occurred more than three years before the date that the employee filed the complaint.
(c) If an employee files a timely complaint with the department, the department must investigate the complaint and issue either a citation and notice of assessment or a determination of compliance within 90 days after the date on which the department received the complaint, unless the complaint is otherwise resolved. The department may extend the period by providing advance notice to the employee and the employer setting forth good cause for an extension of the period and specifying the duration of the extension.
(d) The department must send the citation and notice of assessment or the determination of compliance to both the employer and the employee by service of process or using an electronic or nonelectronic method by which the citation and notice of assessment or the determination of compliance can be tracked or the delivery can be confirmed to their last known addresses. Before using an electronic method for the first time under this subsection, the department must provide the employer and the employee the option to receive communication through a nonelectronic method.
(2) If the department's investigation finds that the employee's allegation cannot be substantiated, the department must issue a determination of compliance to the employee and the employer detailing such finding.
(3) The director may initiate an investigation without an employee's complaint to ensure compliance with this chapter.
(4) The department may request an employer perform a self-audit of any records relating to chapter 306, Laws of 2023, which must be provided within a reasonable time. Reasonable timelines will be specified in the self-audit request. The department must determine reasonable time based on the number of affected employees and the period of time covered by the self-audit. The records examined by the employer in order to perform the self-audit must be made available to the department upon request.
(5) Upon the department's request, an employer must notify affected employees in writing that the department is conducting an investigation. The department may require the employer to include a general description of each investigation as part of the notification, including the allegations and whether the notified employee may be affected. The employer may consult with the department to provide the information for the description of the notification or investigation.
(6) If the department determines that the employer has violated a requirement of this chapter or any rule adopted under this chapter, the department also may order the employer to pay the department a civil penalty of not less than $1,000. The first violation may not exceed $1,000. The department may, at any time, waive or reduce any civil penalty assessed against an employer under this section if the department determines that the employer has taken corrective action to remedy a violation. The department must adopt rules creating a schedule to enhance penalties, not to exceed $10,000 per violation, based on repeat violations by the employer. Civil penalties must be collected by the department and deposited into the supplemental pension fund established under RCW 51.44.033.
(7) Except as provided under subsection (1) of this section, an employer who is found to have violated a requirement of this chapter and the rules adopted under this chapter resulting in a rest or meal period violation, must pay the employee one additional hour of pay at the employee's regular rate of pay for each day there is a violation.
(8) Upon receiving a complaint, the department may request or subpoena the records of the warehouse distribution center.
(9) For enforcement actions under this section, if any person fails to pay an assessment under this chapter, or under any rule under this chapter, after it has become a final and unappealable order, or after the court has entered final judgment in favor of the agency, the director may initiate collection procedures in accordance with the collection procedures under RCW 49.48.086.
(10) If the department finds that a quota violates chapter 306, Laws of 2023, the department may order the employer to review and provide a corrected written quota to the affected employee or employees within 15 calendar days and place a letter in the employee's personnel file to acknowledge the correction. If the employer fails to do so, the employer may be subject to the penalties under subsection (6) of this section and associated rules.
(11) In addition to any enforcement authority provided in this chapter or applicable rules, the department may enforce any violation under this chapter or applicable rules, except for violations and enforcement of RCW 49.84.032, by filing an action in the superior court for the county in which the violation is alleged to have occurred. If the department prevails, it is entitled to reasonable attorneys' fees and costs, in the amount to be determined by the court.
[ 2026 c 77 s 24; 2023 c 306 s 9.]


title: RCW 49.84.050

text:
(1) For enforcement actions under RCW 49.84.045, a person, firm, or corporation aggrieved by a citation and notice of assessment or determination of compliance by the department or any rules adopted under this chapter may appeal the citation and notice of assessment or determination of compliance to the director by filing a notice of appeal with the director within 15 calendar days of the department's issuance of the citation and notice of assessment or determination of compliance. A citation and notice of assessment or determination of compliance not appealed within 15 calendar days is final and binding, and not subject to further appeal.
(2) A notice of appeal filed with the director under this section stays the effectiveness of the citation and notice of assessment or determination of compliance pending final review of the appeal by the director as provided in chapter 34.05 RCW.
(3) Upon receipt of a notice of appeal, the director must assign the hearing to an administrative law judge of the office of administrative hearings to conduct the hearing and issue an initial order. The hearing and review procedures must be conducted in accordance with chapter 34.05 RCW, and the standard of review by the administrative law judge of an appealed citation and notice of assessment must be de novo. Any party who seeks to challenge an initial order must file a petition for administrative review with the director within 30 days after service of the initial order. The director must conduct an administrative review in accordance with chapter 34.05 RCW.
(4) The director must issue all final orders after appeal of the initial order. The final order of the director is subject to judicial review in accordance with chapter 34.05 RCW.
(5) Orders that are not appealed within the time period specified in this section and chapter 34.05 RCW are final and binding, and not subject to further appeal.
(6) An employer who fails to allow adequate inspection of records in an investigation by the department under this chapter within a reasonable time period may not use such records in any appeal under this section to challenge the correctness of any determination by the department of the penalty assessed.
[ 2023 c 306 s 10.]

catchline: Appeal.


title: RCW 49.84.060

text:
The department may adopt and implement rules to carry out and enforce the provisions of this chapter.
[ 2023 c 306 s 11.]

catchline: Rules.


title: RCW 49.84.900

text:
This act takes effect July 1, 2024.
[ 2023 c 306 s 14.]

catchline: Effective date—2023 c 306.


title: RCW 49.85.010

text:
(1) Supermarkets and other grocery retailers are the primary points of distribution for food and other daily necessities for the residents of Washington and are therefore essential to the vitality of every Washington community.
(2) The state has a compelling interest in ensuring the welfare of the residents of its communities through the maintenance of health and safety standards in grocery establishments.
(3) Experienced grocery retail workers with knowledge of proper sanitation procedures, health regulations and laws, and an experience-based understanding of the clientele and communities in which the retailer is located are essential in furthering this interest and the state's investments in health and safety.
(4) A transitional retention period for grocery retail workers upon change of ownership, control, or operation of grocery stores ensures stability throughout the state for these vital workers, which, in turn, results in preservation of health and safety standards.
[ 2024 c 129 s 1.]

catchline: Legislative findings.


title: RCW 49.85.015

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Change in control" means any sale, purchase, assignment, acquisition, transfer, contribution, or other disposition of all or substantially all of the assets, cash on hand, or a controlling interest, including by consolidation, merger, or reorganization, of or by the incumbent grocery employer or any person who controls the incumbent grocery employer or any grocery establishment under the operation or control of either the incumbent grocery employer or any person who controls the incumbent grocery employer.
(2) "Eligible grocery worker" means any individual whose primary place of employment is at the grocery establishment subject to a change in control, and who has worked for the incumbent grocery employer for at least six months prior to the execution of the transfer document. "Eligible grocery worker" does not include a managerial, supervisory, or confidential employee.
(3) "Employment commencement date" means the date on which an eligible grocery worker retained by the successor grocery employer pursuant to this chapter commences work for the successor grocery employer in exchange for benefits and compensation under the terms and conditions established by the successor grocery employer and as required by law.
(4)(a) "Grocery establishment" means a retail store in this state that is over 15,000 square feet in size and that sells primarily household foodstuffs for off-site consumption, including the sale of fresh produce, meats, poultry, fish, deli products, dairy products, canned foods, dry foods, beverages, baked foods, or prepared foods. Other household supplies or other products must be secondary to the primary purpose of food sales.
(b) A distribution center owned and operated by a grocery establishment and used primarily to distribute goods to or from its owned stores is considered a grocery establishment, regardless of its square footage.
(c) A grocery establishment does not include a retail store that has ceased operations for 12 months or more.
(5) "Incumbent grocery employer" means the person that owns, controls, or operates the grocery establishment at the time of the change in control.
(6) "Job classification" means a system for categorizing certain duties into certain jobs.
(7) "Person" means an individual, corporation, partnership, limited partnership, limited liability partnership, limited liability company, business trust, estate, trust, association, joint venture, agency, instrumentality, or any other legal or commercial entity, whether domestic or foreign.
(8) "Successor grocery employer" means the person that owns, controls, or operates the grocery establishment after the change in control. A successor grocery employer may be the same entity as an incumbent employer when a change in control occurs, but the covered employer remains the same. "Successor grocery employer" does not include any person that owns or controls 25 or fewer grocery establishments in the state. A successor grocery employer does not include an establishment operated by a franchisee pursuant to a franchise agreement if the franchisee operates 25 or fewer grocery establishments in the state.
(9) "Transfer document" means the purchase agreement or other document effecting the change in control.
[ 2024 c 129 s 2.]

catchline: Definitions.


title: RCW 49.85.020

text:
(1)(a) The incumbent grocery employer must, within 15 days after the execution of the transfer document, provide to the successor grocery employer and any collective bargaining representative the name, address, date of hire, employment occupation classification, and, if known, the cellular telephone number and email address of each eligible grocery worker.
(b) If the incumbent grocery employer does not provide the information specified in (a) of this subsection within 15 days, the successor grocery employer may obtain the information from a collective bargaining representative.
(2) The successor grocery employer must maintain a preferential hiring list of eligible grocery workers identified by the incumbent grocery employer or collective bargaining representative pursuant to subsection (1) of this section and must hire from that list for a period beginning upon the execution of the transfer document and continuing for 180 days after the grocery establishment is fully operational and open to the public under the successor grocery employer.
(3) If the successor grocery employer extends an offer of employment to an eligible grocery worker pursuant to this chapter, the successor grocery employer must retain written verification of that offer for at least three years after the date of the offer. The verification must include the name, address, date of hire, and employment occupation classification of each eligible grocery worker.
[ 2024 c 129 s 3.]

catchline: Change in control—Incumbent and successor grocer employee lists.


title: RCW 49.85.025

text:
(1) A successor grocery employer must retain each eligible grocery worker hired pursuant to this chapter for at least 180 days after the eligible grocery worker's employment commencement date. During this 180-day transition employment period, eligible grocery workers must be employed under the terms and conditions established by the successor grocery employer and pursuant to the terms of a relevant collective bargaining agreement, if any.
(2) If, within the period established in RCW 49.85.020(2), the successor grocery employer determines that it requires fewer eligible grocery workers than were required by the incumbent grocery employer, the successor grocery employer must retain eligible grocery workers by seniority within each job classification to the extent that comparable job classifications exist or pursuant to the terms of a relevant collective bargaining agreement, if any. Nonclassified eligible grocery workers must be retained by seniority and according to experience, or pursuant to the terms of a relevant collective bargaining agreement, if any.
(3) During the 180-day transition employment period, the successor grocery employer may not discharge without cause an eligible grocery worker retained pursuant to this chapter.
(4) At the end of the 180-day transition employment period, the successor grocery employer must make a written performance evaluation for each eligible grocery worker retained pursuant to this chapter. If the eligible grocery worker's performance during the 180-day transition employment period is satisfactory, the successor grocery employer must consider offering the eligible grocery worker continued employment under the terms and conditions established by the successor grocery employer and as required by law. The successor grocery employer must retain a record of the written performance evaluation for at least three years.
[ 2024 c 129 s 4.]

catchline: Change in control—Employee retention—Transition period.


title: RCW 49.85.030

text:
(1) This section only applies to a successor grocery employer that, after a change in control, will own, control, or operate 20 or more grocery establishments.
(2) Notwithstanding other provisions of this chapter, if a successor grocery employer does not hire an eligible grocery worker following a change in control or does not retain an eligible grocery worker for at least 180 days following the change in control or the eligible grocery worker's employment commencement date, whichever is later, the successor grocery company must, unless the eligible grocery worker has quit or has been discharged for cause, provide the eligible grocery employee a dislocated grocery worker allowance equal to one week of pay for each full year of employment with the incumbent grocery employer. The rate of the dislocated grocery worker allowance will be the average regular rate of compensation received during the eligible grocery worker's last three years of employment with the incumbent grocery employer or the final regular rate of compensation paid to the eligible grocery worker, whichever is higher.
(3) The successor grocery employer must provide the greater of the dislocated grocery worker allowance required pursuant to:
(a) Subsection (2) of this section; or
(b) The terms of a relevant collective bargaining agreement, if any.
[ 2024 c 129 s 5.]

catchline: Change in control—Applicability—Dislocated grocery worker allowance.


title: RCW 49.85.035

text:
(1) The incumbent grocery employer must post public notice of the change in control at the location of the affected grocery establishment within five business days following the execution of the transfer document. Notice must remain posted during any closure of the grocery establishment and until the grocery establishment is fully operational and open to the public under the successor grocery employer.
(2) Notice must include, but is not limited to:
(a) The name of the incumbent grocery employer and its contact information;
(b) The name of the successor grocery employer and its contact information; and
(c) The effective date of the change in control.
(3) Notice must be posted in a conspicuous place at the grocery establishment in a manner to be readily viewed by eligible grocery workers and other employees, customers, and members of the public.
[ 2024 c 129 s 6.]

catchline: Change in control—Public notice.


title: RCW 49.85.040

text:
(1) An employer must not refuse to employ, terminate, reduce the compensation of, or otherwise take adverse action against any employee for seeking to enforce the employee's rights under this chapter, including participating in proceedings, opposing any practice prescribed by this chapter, or otherwise asserting rights under this chapter.
(2) This section applies to an employee who mistakenly, but in good faith, alleges noncompliance with this chapter.
[ 2024 c 129 s 7.]

catchline: Adverse action—Assertion of employee rights.


title: RCW 49.85.045

text:
(1) An aggrieved employee or an employee representative, such as a collective bargaining representative or nonprofit corporation, may bring an action in the superior court of the state of Washington for violations of this chapter and may be awarded the following:
(a) Hiring and reinstatement rights pursuant to this chapter. For violations of the retention provision, the 180-day transition employment period does not commence until the eligible grocery worker's employment commencement date with the successor grocery employer;
(b) Front pay or back pay for each day during which the violation continues;
(c) The value of the benefits the employee would have received under any benefit plans;
(d) Reasonable attorneys' fees and costs to any employee or employee representative who prevails in an enforcement action.
(2) Before an employee or an employee representative brings an action in the superior court of the state of Washington for a violation of this chapter, both of the following requirements must be met:
(a) The employee has provided written notice to the employer of the provisions of this chapter alleged to have been violated and the facts to support the alleged violation; and
(b) The employer has not cured the alleged violation within 30 calendar days from receipt of the written notice.
[ 2024 c 129 s 8.]

catchline: Employee cause of action—Remedies—Notice of violation.


title: RCW 49.85.050

text:
This chapter does not apply to grocery establishments that will be located in geographic areas designated by the United States department of agriculture as food deserts, based on the original food desert measure contained in the Food Access Research Atlas, provided that both of the following apply:
(1) More than six years have elapsed since the most recent grocery establishment was located in the area designated as a food desert; and
(2) The grocery establishment stocks and, during normal business hours, sells fresh fruit and vegetables in amounts and of a quality that is comparable to what the establishment sells in its three geographically closest stores, which are located outside of the food desert.
[ 2024 c 129 s 9.]

catchline: Food desert exemption.


title: RCW 49.85.055

text:
(1) In the case of a change of control from a merger, a successor grocery employer may not cause a grocery establishment that is located in a geographic area designated by the United States department of agriculture as a food desert to cease being fully operational and open to the public until the establishment provides a written notice to the city council, county council, local health department, and attorney general 180 days before the establishment ceases to be fully operational and open to the public.
(2) The notice required by subsection (1) of this section must include both of the following:
(a) A written analysis and explanation, including data, of how residents living in the geographic area designated by the United States department of agriculture as a food desert will be able, at comparable costs, including transportation costs, time off work, and child care costs, to purchase food after the establishment ceases being fully operational and open to the public; and
(b) A profit and loss statement for the establishment consistent with generally accepted accounting principles for the two years prior to the merger attested to by a responsible officer of the successor employer.
[ 2024 c 129 s 10.]

catchline: Change in control—Grocery retailer merger—Closures in food deserts—Notice requirements.


title: RCW 49.85.060

text:
(1) This chapter does not apply to an incumbent grocery employer and the successor grocery employer executing the transfer document with that incumbent grocery employer, if the sum of both of the following is less than 300:
(a) The number of grocery workers employed immediately prior to the change in control by the incumbent grocery employer across that employer's grocery establishments nationwide; and
(b) The number of grocery workers employed immediately prior to the change in control by the successor grocery employer across that employer's grocery establishments nationwide.
(2) For purposes of this section only, the following definitions apply:
(a) "Grocery establishment," as used in this section, has the same meaning as defined in RCW 49.85.015, but also includes grocery establishments in other states in the United States.
(b) "Grocery worker," as used in this section, means any individual whose primary place of employment is at a grocery establishment that is owned, controlled, or operated by the incumbent or successor grocery employer, as applicable.
[ 2024 c 129 s 11.]

catchline: Small employer exemption.


title: RCW 49.85.065

text:
This chapter does not preempt any city, county, or city and county ordinances that provide equal or greater protection to eligible grocery workers.
[ 2024 c 129 s 13.]

catchline: Preemption.


title: RCW 49.85.900

text:
This chapter is not to be construed to limit an eligible grocery worker's right to bring legal action for wrongful termination.
[ 2024 c 129 s 12.]

catchline: Wrongful termination action not limited.


title: RCW 49.90.010

text:
(1) Within this section, "sensory disability" means a sensory condition that materially limits, contributes to limiting, or, if not corrected or accommodated, will probably result in limiting an individual's activities or functioning.
(2) The office of financial management shall adopt rules that authorize state agencies to provide allowances to employees with sensory disabilities who must attend training necessary to attain a new service animal. The employee's absence must be treated in the same manner as that granted to employees who are absent to attend training that supports or improves their job performance, except that the employee shall not be eligible for reimbursement under RCW 43.03.050 or 43.03.060. The office of financial management shall adopt rules as necessary to implement this chapter.
(3) If the necessity to attend training for a new service animal is foreseeable and the training will cause the employee to miss work, the employee shall provide the employer with not less than thirty days' notice, before the date the absence is to begin, of the employee's impending absence. If the date of the training requires the absence to begin in less than thirty days, the employee shall provide notice as is practicable.
(4) An agency may require that a request to attend service animal training be supported by a certification issued by the relevant training organization. The employee must provide, in a timely manner, a copy of the certification to the agency. Certification provided under this section is sufficient if it states: (a) The date on which the service animal training session is scheduled to commence; and (b) the session's duration.
[ 2011 1st sp.s. c 43 s 465; 2009 c 294 s 5.]
Notes:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Effective date—2009 c 294: "This act is necessary for the immediate preservation of the public peace, health, or safety, or support of the state government and its existing public institutions, and takes effect immediately [April 30, 2009]." [ 2009 c 294 s 11.]

catchline: Sensory disabilities—State agencies—Need for service animal training—Definition.


title: RCW 49.92.010

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Department" means the department of labor and industries.
(2) "Director" means the director of the department of labor and industries or authorized representative.
(3) "Employee" means an employee who is employed in the business of the employee's employer whether by way of manual labor or otherwise.
(4) "Employer" has the same meaning and must be interpreted consistent with how that term is defined in RCW 49.60.040, except that for the purposes of this chapter only, "employer" includes any employer who employs one or more persons and any religious or sectarian organization not organized for private profit.
(5) "Pregnancy" includes the employee's pregnancy and pregnancy-related health conditions, including the need to express breast milk.
(6) "Reasonable accommodation" means:
(a) Providing more frequent, longer, or flexible restroom breaks;
(b) Modifying a no food or drink policy;
(c) Job restructuring, part-time or modified work schedules, reassignment to a vacant position, or acquiring or modifying equipment, devices, or an employee's work station;
(d) Providing seating or allowing the employee to sit more frequently if the employee's job requires the employee to stand;
(e) Providing for a temporary transfer to a less strenuous or less hazardous position;
(f) Providing assistance with manual labor and limits on lifting;
(g) Scheduling flexibility for prenatal and postpartum visits;
(h) Providing reasonable break time for an employee to express breast milk for two years after the child's birth each time the employee has a need to express milk and providing a private location, other than a bathroom, if such a location exists at the place of business or worksite, which may be used by the employee to express breast milk. If the business location does not have a space for the employee to express milk, the employer shall work with the employee to identify a convenient location and work schedule to accommodate their needs; and
(i) Any further pregnancy accommodation an employee may request, and to which an employer must give reasonable consideration in consultation with information provided on pregnancy accommodation by the department or the attending health care provider of the employee.
(7) "Undue hardship" means an action requiring significant difficulty or expense. An employer may not claim undue hardship for the accommodations under subsection (6)(a), (b), and (d) of this section, or for limits on lifting over 17 pounds.
[ 2025 c 379 s 1.]
Notes:
Effective date—2025 c 379: See note following RCW 49.92.020.

catchline: Definitions. (Effective January 1, 2027.)


title: RCW 49.92.020

text:
(1) It is an unfair practice for any employer to:
(a) Fail or refuse to make reasonable accommodation for an employee for pregnancy, unless the employer can demonstrate that doing so would impose an undue hardship on the employer's program, enterprise, or business;
(b) Take adverse action against an employee who requests, declines, or uses an accommodation under this section that affects the terms, conditions, or privileges of employment;
(c) Deny employment opportunities to an otherwise qualified employee if such denial is based on the employer's need to make reasonable accommodation required by this section;
(d) Require an employee to take leave if another reasonable accommodation can be provided for the employee's pregnancy.
(2) An employer may request that the employee provide written certification from the employee's treating health care professional regarding the need for reasonable accommodation, except for accommodations listed in RCW 49.92.010(6) (a), (b), (d), and (h) and limits on lifting over 17 pounds.
(3)(a) This chapter does not require an employer to create additional employment that the employer would not otherwise have created, unless the employer does so or would do so for other classes of employees who need accommodation.
(b) This chapter does not require an employer to discharge any employee, transfer any employee with more seniority, or promote any employee who is not qualified to perform the job, unless the employer does so or would do so to accommodate other classes of employees who need accommodation.
(4) Any break time and any time traveling to a location, identified by the employer and employee as provided in RCW 49.92.010(6)(h), to express milk must be paid to the employee at the employee's regular compensation rate. An employee must not be required to use paid leave during break or travel time to express milk during work. Any break time to express milk is in addition to meal and rest periods under chapter 49.12 RCW.
(5) The department must provide online education materials explaining the respective rights and responsibilities of employers and employees who have a health condition related to pregnancy or childbirth. The online education materials must be prominently displayed on the department's website.
(6) The public records exemption in RCW 42.56.705 applies to records maintained pursuant to this chapter.
[ 2026 c 76 s 1; 2025 c 379 s 2.]
Notes:
Effective date—2026 c 76: See note following RCW 42.56.705.
Effective date—2025 c 379: "This act takes effect January 1, 2027." [ 2025 c 379 s 10.]

catchline: Unfair practices—Protections—Notice. (Effective January 1, 2027.)


title: RCW 49.92.030

text:
(1) The department shall investigate complaints and enforce this chapter. Prior to issuing any order under this subsection, the department must first contact the employer and attempt in good faith to reach agreement on reasonable accommodation or interim accommodation. If the department and the employer are unable to reach agreement, the department may issue a temporary order immediately restraining any such condition, practice, method, process, or means in the workplace that violates any provision of this chapter. This temporary order may be in effect no longer than 90 calendar days. To extend the order beyond 90 calendar days, the department must seek a restraining order, or other such relief as appears appropriate under the circumstances, in the superior court of the county wherein such condition of employment or practice exists.
(2) In addition to the complaint process with the department, any person believed to have been injured by a violation of this chapter has a civil cause of action in court to enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit and reasonable attorneys' fees or any other appropriate remedy authorized by state or federal law.
(3) This section does not preempt, limit, diminish, or otherwise affect any other provision of law relating to sex discrimination or pregnancy, or in any way diminish or limit legal protections or coverage for pregnancy, childbirth, or pregnancy-related health conditions.
(4) The department may assess civil penalties for a violation of this chapter. For a violation of the accommodation described in RCW 49.92.010(6)(h), the department may assess a civil penalty under this chapter or RCW 49.17.530, but may not assess duplicative penalties for the same violation.
[ 2025 c 379 s 3.]
Notes:
Effective date—2025 c 379: See note following RCW 49.92.020.

catchline: Complaints and enforcement—Penalties. (Effective January 1, 2027.)


title: RCW 49.92.040

text:
(1) The department must adopt rules for purposes of implementing and enforcing this chapter including, but not limited to, rules establishing processes for enforcement and appeals of citations issued, and rules concerning the collection of civil penalties and other amounts owed. The rules must be at least equal to enforcement of the protections provided by chapter 49.46 RCW.
(2) The department must deposit all civil penalties paid under this chapter in the supplemental pension fund established under RCW 51.44.033.
[ 2025 c 379 s 4.]
Notes:
Effective date—2025 c 379: See note following RCW 49.92.020.

catchline: Rules. (Effective January 1, 2027.)


title: RCW 49.92.050

text:
(1) The provisions of *RCW 43.10.005 as they existed immediately prior to January 1, 2027, apply to employee and employer conduct, acts, or omissions occurring on or before December 31, 2026, including but not limited to the enforcement provisions set forth in *RCW 43.10.005(6) as they existed immediately prior to January 1, 2027. Accordingly, a cause of action for conduct, acts, or omissions occurring on or before December 31, 2026, under *RCW 43.10.005 as it existed immediately prior to January 1, 2027, remains available within its applicable statute of limitations. As an exercise of the state's police powers and for remedial purposes, this subsection applies retroactively to claims based on conduct, acts, or omissions that occurred on or before December 31, 2026.
(2) The provisions of this chapter apply to employee and employer conduct, acts, or omissions occurring on or after January 1, 2027, including but not limited to the enforcement provisions set forth in RCW 49.92.030.
[ 2025 c 379 s 5.]
Notes:
*Reviser's note: RCW 43.10.005 was repealed by 2025 c 379 s 8, effective January 1, 2027.
Effective date—2025 c 379: See note following RCW 49.92.020.

catchline: Application. (Effective January 1, 2027.)


title: RCW 49.92.900

text:
This chapter may be known and cited as the healthy starts act.
[ 2025 c 379 s 6.]
Notes:
Effective date—2025 c 379: See note following RCW 49.92.020.

catchline: Short title. (Effective January 1, 2027.)


title: RCW 49.94.005

text:
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Adult conviction record" means any record of or information about criminal conduct resulting in an adult criminal conviction, finding of guilt, or other finding adverse to the subject, including an acquittal due to a finding of not guilty by reason of insanity, a dismissal by reason of incompetency, or a dismissal entered after a period of probation, suspension, or deferral of sentence. It also includes information related to the conviction or other finding adverse to the subject including, but not limited to, any citation, arrest record, or probable cause statement.
(2) "Arrest record" means any record of or information about an arrest or pending charge for criminal conduct without a conviction, adjudication, finding of guilt, or other finding adverse to the subject.
(3) "Criminal record" includes any record of or information about a citation or arrest for criminal conduct, including records relating to probable cause to arrest, and includes any record about an adult criminal or juvenile case filed with any court, whether or not the case resulted in a finding of guilt.
(4) "Employer" includes public agencies, private individuals, businesses and corporations, contractors, temporary staffing agencies, training and apprenticeship programs, and job placement, referral, and employment agencies.
(5) "Juvenile conviction record" means any record of or information about a juvenile adjudication or other finding of guilt pursuant to Title 13 RCW or other juvenile court system. It also includes information related to the conviction or other finding adverse to the subject including, but not limited to, any citation, arrest record, or probable cause statement.
(6) "Legitimate business reason" means that, based on information known to the employer at the time the employer makes the decision regarding a tangible adverse employment action, the employer believes in good faith that the nature of the criminal conduct underlying the adult conviction record will:
(a) Have a negative impact on the employee's or applicant's fitness or ability to perform the position sought or held; or
(b) Harm or cause injury to people, property, business reputation, or business assets, and the employer has considered the following factors, and documented as such in accordance with RCW 49.94.010:
(i) The seriousness of the conduct underlying the adult conviction record;
(ii) The number and types of convictions;
(iii) The time that has elapsed since the conviction, excluding periods of incarceration;
(iv) Any verifiable information related to the individual's rehabilitation, good conduct, work experience, education, and training, as provided by the individual;
(v) The specific duties and responsibilities of the position sought or held; and
(vi) The place and manner in which the position will be performed.
(7) "Otherwise qualified" means that the applicant meets the basic criteria for the position as set out in the advertisement or job description without consideration of a criminal record.
(8) "Tangible adverse employment action" means a decision by an employer to reject an otherwise qualified job applicant, or to terminate, suspend, discipline, demote, or deny a promotion to an employee.
[ 2025 c 71 s 1; 2018 c 38 s 1.]
Notes:
Application—2025 c 71: See note following RCW 49.94.010.

catchline: Definitions.


title: RCW 49.94.010

text:
(1) An employer may not include any question on any application for employment, inquire either orally or in writing, receive information through a criminal history background check, or otherwise obtain information about an applicant's criminal record until after the employer initially determines that the applicant is otherwise qualified for the position and makes an offer of employment conditioned on obtaining the applicant's criminal record.
(2) An employer may not advertise employment openings in a way that excludes people with criminal records from applying. Ads that state "no felons," "no criminal background," or otherwise convey similar messages are prohibited.
(3) An employer may not implement any policy or practice that automatically or categorically excludes individuals with a criminal record from any employment position. An employer may not reject an applicant for failure to disclose a criminal record prior to receiving a conditional offer of employment.
(4)(a) An employer may not carry out a tangible adverse employment action based on an applicant's or employee's arrest record or juvenile conviction record.
(b) This subsection does not apply to an adult arrest in which an individual is out on bail or released on their own personal recognizance pending trial.
(5)(a) An employer may not carry out a tangible adverse employment action solely based on an applicant's or employee's adult conviction record, unless the employer has a legitimate business reason for taking such action.
(b) Before carrying out any tangible adverse employment action under this subsection, the employer shall notify the applicant or employee and identify to the applicant or employee the record on which the employer is relying for purposes of assessing its legitimate business reason. The employer shall hold open the position for a minimum of two business days to provide the applicant or employee a reasonable opportunity to correct or explain the record or provide information on the applicant's or employee's rehabilitation, good conduct, work experience, education, and training.
(c) If an employer makes a tangible adverse employment decision following the reasonable opportunity under (b) of this subsection, the employer shall provide the applicant or employee with a written decision, including specific documentation as to its reasoning and assessment of each of the relevant factors, including the impact of the conviction on the position or business operations, and its consideration of the applicant's or employee's rehabilitation, good conduct, work experience, education, and training.
(6) An employer may not carry out any tangible adverse employment action against any employee because the employee, or a person acting on behalf of the employee, makes a good faith report, orally or in writing, to the employer, the attorney general, a labor organization, or others of a violation or suspected violation of this section or otherwise informs others of the requirements of this section.
(7) This section does not apply to:
(a) Any employer hiring a person who will or may have unsupervised access to children under the age of eighteen, a vulnerable adult as defined in chapter 74.34 RCW, or a vulnerable person as defined in RCW 9.96A.060;
(b) Any employer, including a financial institution, who is expressly permitted or required under any federal or state law to inquire into, consider, or rely on information about an applicant's or employee's criminal record for employment purposes;
(c) Employment by a general or limited authority Washington law enforcement agency as defined in RCW 10.93.020 or by a criminal justice agency as defined in RCW 10.97.030(5)(b);
(d) An employer seeking a nonemployee volunteer;
(e) Any entity required to comply with the rules or regulations of a self-regulatory organization, as defined in section 3(a)(26) of the securities and exchange act of 1934, 15 U.S.C. 78c(a)(26); or
(f) Any employer with respect to a position entailing work under a federal contract that specifically prohibits people with criminal records from working under that contract.
(8)(a) Nothing in this section prohibits:
(i) An employer from accurately disclosing to the applicant that the position is subject to a background check after a conditional offer of employment; or
(ii) An applicant from voluntarily disclosing, without solicitation by the employer, information about the applicant's criminal record during an interview.
(b) If an employer or an applicant makes a disclosure under (a) of this subsection, the employer must immediately:
(i) Inform the applicant in writing of the requirements of subsections (1), (3), (4), and (5) of this section; and
(ii) Provide the applicant the attorney general's Washington fair chance act guide for employers and job applicants.
[ 2025 c 71 s 2; 2018 c 38 s 2.]
Notes:
Application—2025 c 71: "(1) This act applies to employers with 15 or more employees beginning July 1, 2026.
(2) This act applies to employers with fewer than 15 employees beginning January 1, 2027." [ 2025 c 71 s 4.]

catchline: Inquiries into employee or applicant criminal records—Adverse employment actions—Timing—Advertisements—Exceptions.


title: RCW 49.94.020

text:
(1) This chapter may not be construed to interfere with, impede, or in any way diminish any provision in a collective bargaining agreement or the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages, standards, and conditions of employment.
(2) This chapter may not be interpreted or applied to diminish or conflict with any requirements of state or federal law, including Title VII of the civil rights act of 1964; the federal fair credit reporting act, 15 U.S.C. Sec. 1681; the Washington state fair credit reporting act, chapter 19.182 RCW; and state laws regarding unsupervised access to children or vulnerable persons, RCW 43.43.830 through 43.43.845.
(3) This chapter may not be interpreted or applied as imposing an obligation on the part of an employer to provide accommodations or job modifications in order to facilitate the employment or continued employment of an applicant or employee with a criminal record or who is facing pending criminal charges.
(4) This chapter may not be construed to discourage or prohibit an employer from adopting employment policies that are more protective of employees and job applicants than the requirements of this chapter.
(5) This chapter may not be construed to interfere with local government laws that provide additional protections to applicants or employees with criminal records, nor does it prohibit local governments from enacting greater protections for such applicants or employees in the future. Local government laws that provide lesser protections to job applicants with criminal records than this chapter conflict with this chapter and may not be enforced.
(6) This chapter may not be construed to create a private right of action to seek damages or remedies of any kind. The exclusive remedy available under this chapter is enforcement described in RCW 49.94.030. This chapter does not create any additional liability for employers beyond that enumerated in this chapter.
[ 2018 c 38 s 3.]

catchline: Limitations on application of chapter.


title: RCW 49.94.030

text:
(1) The state attorney general's office shall enforce this chapter. Its powers to enforce this chapter include the authority to:
(a) Investigate violations of this chapter on its own initiative;
(b) Investigate violations of this chapter in response to complaints and seek remedial relief for the complainant;
(c) Educate the public about how to comply with this chapter;
(d) Issue written civil investigative demands for pertinent documents, answers to written interrogatories, or oral testimony as required to enforce this chapter;
(e) Adopt rules implementing this chapter including rules specifying applicable penalties; and
(f) Pursue administrative sanctions or a lawsuit in the courts for penalties, costs, and attorneys' fees.
(2)(a) For purposes of administrative sanctions, the attorney general's office may waive penalties for first time or de minimis violations of this chapter, and instead provide education and a warning to deter future noncompliance. The attorney general's office may impose administrative sanctions and pursue appropriate legal action for second and subsequent violations.
(b) Maximum monetary penalties for administrative sanctions are as follows:
(i) $1,500 for the first violation, except where a waiver has been granted under this section;
(ii) $3,000 for the second violation;
(iii) $15,000 for each subsequent violation.
(c) A penalty under (b) of this subsection must be imposed per aggrieved job applicant, employee, or party for each violation. The penalty accrues for the benefit of and is payable to the job applicant, employee, or other aggrieved party. If there is no identifiable job applicant, employee, or aggrieved person for the violation, the penalty is retained by the attorney general.
(d) The attorney general may pursue legal action to obtain unpaid wages, unpaid administrative penalties, damages, and reasonable attorneys' fees and costs.
[ 2025 c 71 s 3; 2018 c 38 s 4.]
Notes:
Application—2025 c 71: See note following RCW 49.94.010.

catchline: Attorney general's enforcement powers—Penalties.


title: RCW 49.94.900

text:
If any part of this act is found to be in conflict with federal requirements that are a prescribed condition to the allocation of federal funds to the state, the conflicting part of this act is inoperative solely to the extent of the conflict and with respect to the agencies directly affected, and this finding does not affect the operation of the remainder of this act in its application to the agencies concerned. Rules adopted under this act must meet federal requirements that are a necessary condition to the receipt of federal funds by the state.
[ 2018 c 38 s 6.]

catchline: Conflict with federal requirements—2018 c 38.


title: RCW 49.94.901

text:
This act may be known and cited as the Washington fair chance act.
[ 2018 c 38 s 8.]

catchline: Short title—2018 c 38.


title: RCW 49.95.005

text:
(1) The legislature finds that, as the citizens of Washington state age and their life expectancy increases, demand for long-term care is also on the rise. Like many Americans, Washingtonians prefer to stay in their own homes and communities as they age, fueling an increased demand for home-based long-term services and supports. Nationally, the direct care workforce is expected to increase by more than one million jobs, making this one of the fastest growing occupations in the country.
(2) As the state of Washington is a national leader in supporting individuals to receive services in their own homes where self-direction, autonomy, choice, and dignity is valued. The average needs and acuity levels of people served in their homes has increased and become more diverse. The prevalence of individuals with complex behaviors due to their disabilities is a growing issue experienced by individuals who need assistance with personal care tasks in their own homes and to be able to fully integrate in community living.
(3) The lack of workplace safety, including incidents of verbal and physical aggression, as well as sexual harassment, is an occupational hazard for many long-term care workers, including those who work in the homes of the person to whom they provide care. The risk may be outside the control of the individual receiving care due to the conduct of others in the home. The risk may be due to symptoms or conditions that can manifest with individuals communicating their needs in ways that an individual caring for the person may experience or interpret as harassment, abuse, or violence. In any event, caregivers should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress.
(4) Workers who have adverse experiences at work can manifest negative physical and mental health outcomes. These workers often leave the field of direct caregiving, resulting in fewer available caregivers in the workforce, increased turnover, and lower quality of care received by individuals in their own homes.
(5) Adequate preparation of caregivers helps both the caregiver and person receiving care. Caregivers should be equipped with information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery.
(6) The legislature further finds that caregivers are the backbone of long-term services and supports in Washington. Therefore, the intent of chapter 309, Laws of 2020 is to reduce the instances of harassment, discrimination, and abuse experienced by caregivers, and ensure that they feel safe while providing care while also prioritizing the continuity of care for individuals who rely on their assistance. This will improve the quality of care provided to Washingtonians and build a strong workforce to meet future care needs in the state.
[ 2020 c 309 s 1.]

catchline: Findings—Intent—2020 c 309.