RCW 49.76.115 — Washington Code / Title 49 / Chapter 76 / Section 115
RCW 49.76.115: Employer conduct—Actual or perceived victim of domestic violence, sexual assault, or stalking.
Status: in_force

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, or stalking; (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, or stalking; (3) Refuse to make a reasonable safety accommodation requested by an individual who is a victim of domestic violence, sexual assault, or stalking, 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, or stalking.

PDF RCW 49.76.115

Employer conduct — Actual or perceived victim of domestic violence, sexual assault, stalking, or hate crime. (Effective January 1, 2026.)

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.
RCW 49.17.160 — Washington Code / Title 49 / Chapter 17 / Section 160
RCW 49.17.160: Discrimination against employee filing complaint, instituting proceedings, or testifying prohibited—Procedure—Remedy.
Status: in_force

*** CHANGE IN 2026 *** (SEE 6039-S.SL ) ***

(1) No person shall discharge or in any manner discriminate against any employee because such employee has filed any complaint or instituted or caused to be instituted any proceeding under or related to this chapter, or has testified or is about to testify in any such proceeding or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter. Prohibited discrimination includes an action that would deter a reasonable employee from exercising their rights under this chapter. (2) Any employee who believes that he or she has been discharged or otherwise discriminated against by any person in violation of this section may, within 90 days after such violation occurs, file a complaint with the director alleging such discrimination. The department may, at its discretion, extend the time period on recognized equitable principles or due to extenuating circumstances. (3) Within 90 days of the receipt of the complaint filed under this section, the director shall notify the complainant and the employer of his or her determination under subsections (4) and (5) of this section unless the matter is otherwise resolved. The department may extend the period by providing advance written notice to the complainant and the employer setting forth good cause for an extension of the period, and specifying the duration of the extension. (4)(a) If the director determines that the provisions of this section have been violated, the director will issue a citation and notice of assessment describing the violation to the employer, ordering all appropriate relief, and may assess a civil penalty. (b) Appropriate relief may include, but is not limited to, the following: (i) Restoring the complainant to the position of employment held by the complainant when the discrimination occurred, or restoring the complainant to an equivalent position with equivalent employment hours, work schedule, benefits, pay, and other terms and conditions of employment; and (ii) Ordering the employer to make payable to the complainant earnings that the complainant did not receive due to the employer's discriminatory action, including interest of one percent per month on all earnings owed. The earnings and interest owed will be calculated from the first date earnings were owed to the employee. (c) A civil penalty not to exceed the maximum penalty for a serious violation under this chapter may be assessed for the first occurrence. A civil penalty not to exceed the maximum penalty for a repeat violation under this chapter may be assessed for each repeat occurrence. Civil penalties are not contingent upon relief being granted to the worker. (5) If the director finds there is insufficient evidence to determine that the provisions of this section have been violated, the director will issue a letter of closure and the employee may institute the action on his or her own behalf within 30 days of such determination. In any such action the superior court shall have jurisdiction, for cause shown, to restrain violations of subsection (1) of this section and order all appropriate relief including rehiring or reinstatement of the complainant to his or her former position with back pay. (6) The department must notify the employer and the complainant of a citation and notice of assessment issued under subsection (4) of this section using a method by which the mailing can be tracked or the delivery can be confirmed. Citations and notices of assessments shall state that the employer has 30 days within which to notify the department that the employer wishes to appeal the citation or notice of assessment, and that the complainant has 15 working days within which to notify the department that the complainant wishes to appeal the order of appropriate relief in the notice of assessment. If, within 30 days from the communication of the notice issued by the director, the employer fails to notify the department that the employer intends to appeal the citation or notice of assessment, and no notice of appeal of the order of appropriate relief is filed by the complainant within such time, the citation and notice of assessment shall be deemed a final order of the department and not subject to review by any court or agency. (7) If an employer or complainant notifies the department of an appeal, the department may reassume jurisdiction according to the timeline, process for hearing, and issuance of corrective notices of redetermination under RCW 49.17.140 (4). The redetermination shall become final subject to direct appeal by an employer or complainant to the board of industrial insurance appeals within 15 working days of such redetermination with service of notice of appeal upon the director. In the event that the director does not reassume jurisdiction as provided in this subsection, the director shall promptly notify the state board of industrial insurance appeals of all notifications of intention to appeal the citation and notice of assessment and certify a full copy of the record in such appeal matters to the board. The board of industrial insurance appeals shall afford an opportunity for a hearing in the case of each such appellant and the department shall be represented in such hearing by the attorney general and the board shall in addition provide the complainant an opportunity to participate as a party to hearings of employer appeals under this subsection and provide the employer an opportunity to participate as a party to hearings of complainant appeals under this subsection. The board shall thereafter make disposition of the issues in accordance with procedures relative to contested cases appealed to the state board of industrial insurance appeals. A notice of appeal filed under this section shall stay the effectiveness of any citation or notice of assessment except orders of reinstatement pending review by the board of industrial insurance appeals. (8) Civil penalties imposed under this section shall be paid to the director for deposit in the supplemental pension fund established in RCW 51.44.033 . (9) Collections of amounts owed for unpaid citations and notices of assessment will be handled pursuant to the procedures outlined in RCW 51.48.120 through 51.48.150 . (10) Nothing in this section diminishes the rights, privileges, or remedies of any employee under any federal or state law or under any collective bargaining agreement. The department and complainant may pursue remedies in superior court that are outside the board of industrial insurance appeals' jurisdiction.
RCW 49.19.060 — Washington Code / Title 49 / Chapter 19 / Section 060
RCW 49.19.060: Health care setting—Assistance.
Status: in_force

A health care setting needing assistance to comply with this chapter may contact the federal department of labor or the state department of labor and industries for assistance. The state departments of labor and industries, social and health services, and health shall collaborate with representatives of health care settings to develop technical assistance and training seminars on plan development and implementation, and shall coordinate their assistance to health care settings.
RCW 49.46.350 — Washington Code / Title 49 / Chapter 46 / Section 350
RCW 49.46.350: Transportation network companies—Paid sick time—Department investigation—Notice of assessment—Rules.
Status: in_force

(1) If a driver files a complaint with the department alleging that the transportation network company failed to provide the driver with earned paid sick time as provided in RCW 49.46.210 , the department shall investigate the complaint as an alleged violation of a compensation-related requirement of RCW 49.46.300 . (2) When the department's investigation results in a finding that the transportation network company failed to provide the driver with earned paid sick time accrual, use, or carryover during an ongoing contractual relationship, the driver may elect to: (a) Receive full access to the balance of accrued earned paid sick time hours unlawfully withheld by the transportation network company, based on a calculation of one hour of earned paid sick time for every 40 hours of passenger platform time worked; or (b) Receive payment from the transportation network company at their average hourly compensation for each hour of earned paid sick time that the driver would have used or been reasonably expected to use, whichever is greater, during the period of noncompliance, not to exceed an amount the driver would have otherwise accrued. The driver will receive full access to the balance of accrued earned paid sick time unlawfully withheld by the transportation network company, less the number of earned paid sick time paid out to the driver pursuant to this subsection. (3) For a driver whose contract with the transportation network company is terminated or who has not recorded passenger platform time on the transportation network company's driver platform for 365 days or more, when the department's investigation results in a finding that the transportation network company failed to provide the driver with earned paid sick time accrual, use, or carryover, the driver may elect to receive payment at their average hourly compensation for earned paid sick time that the driver would have earned or been reasonably expected to use, whichever is greater, during the period of noncompliance, receive reinstatement of the balance of earned paid sick time, or receive a combination of payment and reinstatement from the transportation network company for all earned paid sick time that would have accrued during the period of noncompliance, unless such reinstatement is prohibited by law. (4) The department's notice of assessment, pursuant to RCW 49.48.083 , may order the transportation network company to provide the driver any combination of reinstatement and payment of accrued, unused earned paid sick time assessed pursuant to subsection (2) or (3) of this section, unless such reinstatement is prohibited by law. (5) For purposes of this section, a transportation network company found to be in noncompliance cannot cap the driver's carryover of earned paid sick time at 40 hours to the following year for each year of noncompliance. (6) The department may promulgate rules and regulations in accordance with this section.
RCW 49.74.030 — Washington Code / Title 49 / Chapter 74 / Section 030
RCW 49.74.030: Noncompliance—Conciliation—Order.
Status: in_force

The commission in conjunction with the department of enterprise services, the office of financial management, or the state patrol, whichever is appropriate, shall attempt to resolve the noncompliance through conciliation. If an agreement is reached for the elimination of noncompliance, the agreement shall be reduced to writing and an order shall be issued by the commission setting forth the terms of the agreement. The noncomplying state agency, institution of higher education, or state patrol shall make a good faith effort to conciliate and make a full commitment to correct the noncompliance with any action that may be necessary to achieve compliance, provided such action is not inconsistent with the rules adopted under RCW 41.06.150 (5) and 43.43.340 (5), whichever is appropriate.
RCW 49.48.040 — Washington Code / Title 49 / Chapter 48 / Section 040
RCW 49.48.040: Enforcement of wage claims—Issuance of subpoenas—Compliance.
Status: in_force

*** CHANGE IN 2026 *** (SEE 6058.SL ) ***

(1) The department of labor and industries may: (a) Upon obtaining information indicating an employer may be committing a violation under chapters 39.12 , 49.46, and 49.48 RCW, conduct investigations to ensure compliance with chapters 39.12 , 49.46, and 49.48 RCW; (b) Order the payment of all wages owed the workers and institute actions necessary for the collection of the sums determined owed; and (c) Take assignments of wage claims and prosecute actions for the collection of wages of persons who are financially unable to employ counsel when in the judgment of the director of the department the claims are valid and enforceable in the courts. (2) The director of the department or any authorized representative may, for the purpose of carrying out RCW 49.48.040 through 49.48.080 : (a) Issue subpoenas to compel the attendance of witnesses or parties and the production of books, papers, or records; (b) administer oaths and examine witnesses under oath; (c) take the verification of proof of instruments of writing; and (d) take depositions and affidavits. If assignments for wage claims are taken, court costs shall not be payable by the department for prosecuting such suits. (3) The director shall have a seal inscribed "Department of Labor and Industries — State of Washington" and all courts shall take judicial notice of such seal. Obedience to subpoenas issued by the director or authorized representative shall be enforced by the courts in any county. (4) The director or authorized representative shall have free access to all places and works of labor. Any employer or any agent or employee of such employer who refuses the director or authorized representative admission therein, or who, when requested by the director or authorized representative, wilfully neglects or refuses to furnish the director or authorized representative any statistics or information pertaining to his or her lawful duties, which statistics or information may be in his or her possession or under the control of the employer or agent, shall be guilty of a misdemeanor.
RCW 49.77.070 — Washington Code / Title 49 / Chapter 77 / Section 070
RCW 49.77.070: Damages—Equitable relief—Parties to action—Costs.
Status: in_force

(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.
RCW 49.74.020 — Washington Code / Title 49 / Chapter 74 / Section 020
RCW 49.74.020: Affirmative action rules—Noncompliance—Notification—Hearing.
Status: in_force

If the commission reasonably believes that a state agency, an institution of higher education, or the state patrol has failed to comply with an affirmative action rule adopted under RCW 41.06.150 or 43.43.340 , the commission shall notify the director of the state agency, president of the institution of higher education, or chief of the Washington state patrol of the noncompliance, as well as the director of financial management. The commission shall give the director of the state agency, president of the institution of higher education, or chief of the Washington state patrol an opportunity to be heard on the failure to comply.
RCW 49.19.080 — Washington Code / Title 49 / Chapter 19 / Section 080
RCW 49.19.080: Investigation—Data summary.
Status: in_force

(1) Every health care setting must conduct a timely investigation of every workplace violence incident. (2) In each investigation required by this section, the health care setting must review the incident for purposes of identifying factors contributing to or causing workplace violence, including but not limited to an assessment of: (a) The details of the incident, such as the date, time, location, and nature of the conduct and harm; (b) The details of any response and related remediation to prevent future incidents; and (c) If applicable, a comparison of the actual staffing levels to the planned staffing levels at the time of [the] incident. (3)(a) The health care setting must submit to the committee identified under RCW 49.19.020 (1)(b) a summary of the following: (i) The data required by RCW 49.19.040 and the findings of investigations required by this section during the relevant time period, with any personal information deidentified in compliance with the federal and state law; (ii) An analysis of any systemic and common causes of the workplace violence incidents; and (iii) Any relevant recommendations for modifying the plan under RCW 49.19.020 and other practices in order to prevent future incidents of workplace violence. (b)(i) The summary must be submitted at least twice per year for any of the following health care settings: (A) A critical access hospital under 42 U.S.C. Sec. 1395i-4; (B) A hospital with fewer than 25 acute care beds in operation; (C) A hospital certified by the centers for medicare and medicaid services as a sole community hospital that is not owned or operated by a health system that owns or operates more than one acute hospital licensed under chapter 70.41 RCW; or (D) A hospital located on an island operating within a public hospital district in Skagit county. (ii) The summary must be submitted at least quarterly for all other health care settings. (4) This section does not affect or supersede any other state or federal law that prohibits or limits the disclosure of personally identifiable information.
RCW 49.04.270 — Washington Code / Title 49 / Chapter 04 / Section 270
RCW 49.04.270: Grant program for wraparound support services.
Status: in_force

(1) A grant program for wraparound support services to mitigate barriers to beginning or participating in state registered apprenticeship programs is established. Support services shall include provisions for child care, health care, transportation to jobsites, and other support services necessary to mitigate barriers to beginning or participating in state registered apprenticeship programs. (2) The department of labor and industries must manage and oversee the grant program and may establish application procedures and criteria for the receipt of grants. (3) Subject to the availability of funds appropriated for this specific purpose, the department of labor and industries may award grants to nonprofit organizations and state registered apprenticeship training committees that support individuals currently in, or seeking to enter, state registered apprenticeship programs or apprenticeship council recognized apprenticeship preparation programs by providing, or connecting apprentices to, wraparound services, including child care, professional clothing, required tools, or transportation. (4) No funds from the accident fund established in RCW 51.44.010 or the medical aid fund established in RCW 51.44.020 may be used in funding the grant program established under this section.
RCW 49.70.110 — Washington Code / Title 49 / Chapter 70 / Section 110
RCW 49.70.110: Discharge or discipline of employee prohibited—Application of discrimination statutes.
Status: in_force

No employer may discharge, cause to be discharged, or otherwise discipline, penalize, or discriminate against any employee because the employee or the employee's representative has exercised any right established in this chapter. The discrimination provisions of chapter 49.17 RCW apply to this chapter.
RCW 49.70.160 — Washington Code / Title 49 / Chapter 70 / Section 160
RCW 49.70.160: Request for additional information—Confidentiality.
Status: in_force

The department may request from an employer submitting surveys to it further information concerning the surveys, and the employer shall provide the additional information upon the request. The employer may require the department to provide reasons why further information is needed and to sign an agreement protecting the confidentiality of any additional information provided under this section.
RCW 49.24.290 — Washington Code / Title 49 / Chapter 24 / Section 290
RCW 49.24.290: Cages—Hoisting apparatus.
Status: in_force

In all shafts where men are hoisted or lowered, an iron-bonneted cage shall be used for the conveyance of men, but this provision shall not apply to shafts in the process of sinking or during the dismantling of the shaft after work in the tunnel is substantially completed. Cages shall be provided with bonnets consisting of two steel plates not less than three-sixteenths of an inch in thickness, sloping toward each side and so arranged that they may be readily pushed upward to afford egress to persons therein, and such bonnet shall cover the top of the cage in such manner as to protect persons in the cage from falling objects. Cages shall be entirely enclosed on two sides with solid partition or wire mesh not less than No. 8 U.S. Standard gauge, no opening in which shall exceed two inches. Cages shall be provided with hanging chains or other similar devices for hand holds. Every cage shall be provided with an approved safety catch of sufficient strength to hold the cage with its maximum load at any point in the shaft. All parts of the hoisting apparatus, cables, brakes, guides and fastenings shall be of the most substantial design and shall be arranged for convenient inspection. The efficiency of all safety devices shall be established by satisfactory tests before the cages are put into service and at least once every three months thereafter and a record thereof kept. The test of the safety catch shall consist of releasing the cage suddenly in such manner that the safety catches shall have opportunity to grip the guides.
RCW 49.04.240 — Washington Code / Title 49 / Chapter 04 / Section 240
RCW 49.04.240: Economic or industry sector-based platforms—Requirements—Reporting.
Status: in_force

(1) For any existing active registered apprenticeship programs, or when a new program gains approval, the apprenticeship council must establish an economic or industry sector-based platform. (2) The economic or industry sector-based platforms may be in the following areas: Building trades, manufacturing and engineering, health care and behavioral health, education and early learning, information and communications technology, biotechnology and life sciences, hospitality, and maritime. Any platform established under this section must have an equal number of employer and employee organization representatives. All platforms established under this section must: (a) Promote collaboration within their economic or industry sector; (b) Periodically review the required classroom and on-the-job training standards for apprenticeship programs within their economic or industry sector; (c) Collaborate with any relevant centers of excellence in RCW 28B.50.902 ; and (d) Review applications for new apprenticeship programs in the platform's economic or industry sector and make recommendations on the approval or rejection of the applications, or suggested modifications to the applicant apprenticeship programs, to the apprenticeship council. (3) The department of labor and industries must assign an industry liaison to support each platform. (4) The platform must report at least annually to the apprenticeship council on the following within their economic or industry sector: (a) Participation in existing approved apprenticeship programs; (b) Progress in developing new apprenticeship programs; and (c) Any review of required classroom and on-the-job training standards. (5) The department must consult with the United States department of labor about opportunities for Washington state employers to participate in apprenticeship programs, and to pursue federal grants on behalf of state registered apprentices and apprenticeship programs.
RCW 49.60.080 — Washington Code / Title 49 / Chapter 60 / Section 080
RCW 49.60.080: Official seal.
Status: in_force

The commission shall adopt an official seal, which shall be judicially noticed.
RCW 49.17.200 — Washington Code / Title 49 / Chapter 17 / Section 200
RCW 49.17.200: Confidentiality—Trade secrets.
Status: in_force

All information reported to or otherwise obtained by the director, or his or her authorized representative, in connection with any inspection or proceeding under the authority of this chapter, which contains or which might reveal a trade secret shall be considered confidential, except that such information may be disclosed to other officers or employees concerned with carrying out this chapter, or when relevant in any proceeding under this chapter. In any such proceeding the director, the board of industrial insurance appeals, or the court shall issue such orders as may be appropriate to protect the confidentiality of trade secrets.
RCW 49.32.050 — Washington Code / Title 49 / Chapter 32 / Section 050
RCW 49.32.050: Jurisdiction of courts.
Status: in_force

No court of the state of Washington shall have jurisdiction to issue any restraining order or temporary or permanent injunction in any case involving or growing out of any labor dispute or prohibit any person or persons participating or interested in such dispute (as these terms are herein defined) from doing, whether singly or in concert, any of the following acts: (1) Ceasing or refusing to perform any work or to remain in any relation of employment; (2) Becoming or remaining a member of any labor organization or of any employer organization, regardless of any such undertaking or promise as is described in RCW 49.32.030 ; (3) Paying or giving to, or withholding from, any person participating or interested in such labor dispute any strike or unemployment benefits or insurance or other moneys or things of value; (4) By all lawful means aiding any person participating or interested in any labor dispute who is being proceeded against in, or is prosecuting, any action or suit in any court of the United States or of any state; (5) Giving publicity to the existence of, or the facts involved in, any labor dispute, whether by advertising, speaking, patrolling, or by any other method not involving fraud or violence; (6) Assembling peaceably to act or to organize to act in promotion of their interests in a labor dispute; (7) Advising or notifying any person of an intention to do any of the acts heretofore specified; (8) Agreeing with other persons to do or not to do any of the acts heretofore specified; and (9) Advising, urging, or otherwise causing or inducing without fraud or violence the acts heretofore specified, regardless of any such undertaking or promise as is described in RCW 49.32.030 .
RCW 49.12.370 — Washington Code / Title 49 / Chapter 12 / Section 370
RCW 49.12.370: Parental leave—Collective bargaining agreement or employee benefit plan—Application.
Status: in_force

In the case of employees covered by an unexpired collective bargaining agreement that expires on or after September 1, 1989, or by an employee benefit program or plan with a stated year ending on or after September 1, 1989, the effective date of RCW 49.12.360 shall be the later of: (1) The first day following expiration of the collective bargaining agreement; or (2) the first day of the next plan year.
RCW 49.95.070 — Washington Code / Title 49 / Chapter 95 / Section 070
RCW 49.95.070: Compliance investigations—When authorized.
Status: in_force

(1) The department may conduct investigations to ensure compliance when information is obtained that a covered employer may be committing a violation under this chapter or in response to complaints from employees or employee representatives for the following requirements of this chapter: (a) A written policy as required by RCW 49.95.020 that includes the minimum elements under RCW 49.95.020 (2) and is updated annually; (b) The written policy is provided to employees in accordance with RCW 49.95.020 (1) (a) through (c) and (e); (c) A current plan as required by RCW 49.95.030 that includes the minimum elements under RCW 49.95.030 (2); (d) The prior notice requirement under RCW 49.95.040 (1); (e) The recordkeeping and retention requirements under RCW 49.95.050 ; and (f) The retaliation prohibition under RCW 49.95.040 (4) upon receipt of a complaint by an employee who believes that he or she was subject to retaliation. (2) The department may prioritize investigations as needed to allow for timely resolution. (3) Nothing in this chapter limits the department's ability to investigate under any other authority. (4) Nothing in this chapter limits a worker's right to pursue private legal action. (5) Nothing in this chapter authorizes the department to investigate individual allegations of harassment, abuse, or discrimination made by employees against recipients of care or other individuals. (6) The department of social and health services and its agents shall not be liable for the acts or omissions of a covered employer that are in violation of this chapter. (7) Covered employers shall not be liable for the acts or omissions of the department of social and health services or agents thereof that are in violation of this chapter. (8) Failure of a covered employer to comply with the requirements under subsection (1)(a) though (e) of this section shall subject the covered employer to citation under chapter 49.17 RCW. Claims of retaliation under subsection (1)(f) of this section are subject to the provisions of RCW 49.17.160 .
RCW 49.38.040 — Washington Code / Title 49 / Chapter 38 / Section 040
RCW 49.38.040: Payment of wages—Action against cash deposit or bond—Limitations.
Status: in_force

Any person having a claim for wages against a person engaged in the business of promoting a theatrical enterprise may bring an action against the bond or cash deposit in the district or superior court of the county in which the theatrical enterprise is produced or any county in which the principal on the bond resides or conducts business. An action against the bond may be brought against the named surety without joining the principal named in the bond. The liability of the surety shall not exceed the amount named in the bond. Any action brought under this chapter shall be commenced within one year after the completion of the work for which wages are alleged to be due and owing under this chapter. If a cash deposit has been made in lieu of a surety bond and if judgment is entered against the depositor and deposit, then the department shall upon receipt of a certified copy of a final judgment within one year of the date of entry of such judgment pay the judgment from the deposit. The priority of payment by the department shall be the order of receipt by the department, but the department shall have no liability for payment in excess of the amount of the deposit.
RCW 49.04.100 — Washington Code / Title 49 / Chapter 04 / Section 100
RCW 49.04.100: Apprenticeship programs—Civil rights act advancement.
Status: in_force

As provided by the rules adopted by the apprenticeship council, apprenticeship programs entered into under authority of this chapter with five or more apprentices shall conform with 29 C.F.R. Part 30 to the extent required by federal law while advancing the nondiscriminatory principles of the Washington state civil rights act, RCW 49.60.400 .
RCW 49.58.070 — Washington Code / Title 49 / Chapter 58 / Section 070
RCW 49.58.070: Employee may bring civil action—Damages and relief.
Status: in_force

(1) Subject to subsection (2) of this section, an employee may bring a civil action against an employer for violation of RCW 49.58.020 and 49.58.030 through 49.58.050 for actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys' fees. The court may also order reinstatement and injunctive relief. The employee must bring a civil action within three years of the date of the alleged violation of this chapter regardless of whether the employee pursued an administrative complaint. Filing a civil action under this chapter shall terminate the director's processing of the complaint under RCW 49.58.030 or 49.58.060 . Recovery of any wages and interest owed must be calculated from four years from the last violation prior to the date of filing the civil action. (2) An employee alleging a violation of RCW 49.58.030 is entitled to relief only if the court determines that the employer committed a pattern of violations as to the employee or committed a violation through application of a formal or informal employer policy or practice.
RCW 49.17.260 — Washington Code / Title 49 / Chapter 17 / Section 260
RCW 49.17.260: Statistics—Investigations—Reports.
Status: in_force

In furtherance of the objects and purposes of this chapter, the director shall develop and maintain an effective program of collection, compilation, and analysis of industrial safety and health statistics. The director, or his or her authorized representative, shall investigate and analyze industrial catastrophes, serious injuries, and fatalities occurring in any workplace subject to this chapter, in an effort to ascertain whether such injury or fatality occurred as the result of a violation of this chapter, or any safety and health standard, rule, or order promulgated pursuant to this chapter, or if not, whether a safety and health standard or rule should be promulgated for application to such circumstances. The director shall adopt rules relating to the conducting and reporting of such investigations. Such investigative report shall be deemed confidential and only available upon order of the superior court after notice to the director and an opportunity for hearing: PROVIDED, That such investigative reports shall be made available without the necessity of obtaining a court order, to employees of governmental agencies in the performance of their official duties, to the injured worker or his or her legal representative or his or her labor organization representative, or to the legal representative or labor organization representative of a deceased worker who was the subject of an investigation, or to the employer of the injured or deceased worker or any other employer or person whose actions or business operation is the subject of the report of investigation, or any attorney representing a party in any pending legal action in which an investigative report constitutes relevant and material evidence in such legal action.
RCW 49.17.022 — Washington Code / Title 49 / Chapter 17 / Section 022
RCW 49.17.022: Legislative findings and intent—Definition of agriculture.
Status: in_force

The legislature finds that the state's farms are diverse in their nature and the owners, managers, and their employees continually find new ways to plant, raise, harvest, process, store, market, and distribute their products. The legislature further finds that the department of labor and industries needs guidance in determining when activities related to agricultural products are to be regulated as agricultural activities and when they should be regulated as other activities. It is the intent of the legislature that activities performed by a farmer as incident to or in conjunction with his or her farming activities be regulated as agricultural activities. For this purpose, an agricultural activity is to be interpreted broadly, based on the definition of "agriculture" in RCW 49.17.020 .
RCW 49.70.210 — Washington Code / Title 49 / Chapter 70 / Section 210
RCW 49.70.210: Application of chapter to consumer products.
Status: in_force

(1) It is the intent of the legislature that this chapter shall not apply to products that are generally made available to the noncommercial consumer: PROVIDED, That such "consumer" products used by employees in the workplace are used in substantially the same manner, form, and concentration as they are used by noncommercial consumers, and that the product exposure is not substantially greater to the employee than to the noncommercial consumer during normal and accepted use of that product. (2) The department shall adopt rules in accordance with chapter 34.05 RCW to implement this section. This section shall not affect the department's authority to implement and enforce the Washington industrial safety and health act, chapter 49.17 RCW, at least as effectively as the federal occupational safety and health act.
RCW 49.12.300 — Washington Code / Title 49 / Chapter 12 / Section 300
RCW 49.12.300: House-to-house sales by minor—Registration of employer.
Status: in_force

(1) No person under sixteen years of age may be employed in house-to-house sales unless the department grants a variance permitting specific employment under criteria adopted by department rule. (2) No person sixteen or seventeen years of age may be employed in house-to-house sales unless the employer: (a) Obtains and maintains a validated registration certificate issued by the department. Application for registration shall be made on a form prescribed by the director, which shall include but not be limited to: (i) The employer's name, permanent address, and telephone number; (ii) The employer's social security number and industrial insurance number or, in lieu of these numbers, the employer's unified business identifier account number; and (iii) A description of the work to be performed by persons aged sixteen or seventeen and the working conditions under which the work will be performed; (b) Provides each employee sixteen or seventeen years of age, before beginning work, an identification card in a form prescribed by the director. The card shall include, but not be limited to, a picture of the employee, the employee's name, the name and address of the employer, a statement that the employer is registered with the department of labor and industries, and the registration number. The person employed in house-to-house sales shall show the identification card to each customer or potential customer of the person; (c) Ensures supervision by a person aged twenty-one years or over during all working hours, with each supervisor responsible for no more than five persons; and (d) If transporting an employee sixteen or seventeen years of age to another state, obtains the express written consent of the employee's parent or legal guardian. (3) An employer may not employ a person sixteen or seventeen years of age in house-to-house sales after the hour of nine p.m. (4) The department shall adopt by rule procedures for the renewal, denial, or revocation of registrations required by this section.
RCW 49.24.020 — Washington Code / Title 49 / Chapter 24 / Section 020
RCW 49.24.020: Compressed air safety requirements.
Status: in_force

Every employer of persons for work in compressed air shall: (1) Connect at least two air pipes with the working chamber and keep such pipes in perfect working condition; (2) Attach to the working chamber in accessible positions all instruments necessary to show its pressure and keep such instruments in charge of competent persons, with a period of duty for each such person not exceeding six hours in any twenty-four; (3) Place in each shaft a safe ladder extending its entire length; (4) Light properly and keep clear such passageway; (5) Provide independent lighting systems for the working chamber and shaft leading to it, when electricity is used for lighting; (6) Guard lights other than electric lights; (7) Protect workers by a shield erected in the working chamber when such chamber is less than ten feet long and is suspended with more than nine feet space between its deck and the bottom of the excavation; (8) Provide for and keep accessible to employees working in compressed air a dressing room heated, lighted and ventilated properly and supplied with benches, lockers, sanitary waterclosets, bathing facilities, and hot and cold water; (9) Establish and maintain a medical lock properly heated, lighted, ventilated, and supplied with medicines and surgical implements, when the maximum air pressure exceeds seventeen pounds.
RCW 49.12.140 — Washington Code / Title 49 / Chapter 12 / Section 140
RCW 49.12.140: Complaint of noncompliance.
Status: in_force

Any worker or the parent or guardian of any minor to whom RCW 49.12.010 through 49.12.180 applies may complain to the director that the wages paid to the workers are less than the minimum rate and the director shall investigate the same and proceed under RCW 49.12.010 through 49.12.180 in behalf of the worker.
RCW 49.77.030 — Washington Code / Title 49 / Chapter 77 / Section 030
RCW 49.77.030: Entitlement to leave—Employment protection—Notice requirement—Administration.
Status: in_force

(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.
RCW 49.77.050 — Washington Code / Title 49 / Chapter 77 / Section 050
RCW 49.77.050: Employee complaints.
Status: in_force

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.
RCW 49.37.900 — Washington Code / Title 49 / Chapter 37 / Section 900
RCW 49.37.900: Construction.
Status: in_force

This chapter may not be interpreted by any court to apply to or otherwise extend any rights to any employee who is not specifically employed by an employer to perform the work of cultivating, growing, harvesting, or producing cannabis, including defoliating, drying, bucking, precuring, curing, drying, trimming, sorting, and loading, if performed on a farm.
RCW 49.12.010 — Washington Code / Title 49 / Chapter 12 / Section 010
RCW 49.12.010: Declaration.
Status: in_force

The welfare of the state of Washington demands that all employees be protected from conditions of labor which have a pernicious effect on their health. The state of Washington, therefore, exercising herein its police and sovereign power declares that inadequate wages and unsanitary conditions of labor exert such pernicious effect.
RCW 49.12.170 — Washington Code / Title 49 / Chapter 12 / Section 170
RCW 49.12.170: Penalty.
Status: in_force

Except as otherwise provided in RCW 49.12.390 or 49.12.410 , any employer employing any person for whom a minimum wage or standards, conditions, and hours of labor have been specified, at less than said minimum wage, or under standards, or conditions of labor or at hours of labor prohibited by the rules and regulations of the director; or violating any other of the provisions of chapter 16, Laws of 1973 2nd ex. sess., shall be deemed guilty of a misdemeanor, and shall, upon conviction thereof, be punished by a fine of not less than twenty-five dollars nor more than one thousand dollars.
RCW 49.74.031 — Washington Code / Title 49 / Chapter 74 / Section 031
RCW 49.74.031: Referral to administrative law judge for hearing.
Status: in_force

If no agreement can be reached under RCW 49.74.030 , the commission may refer the matter to the administrative law judge for hearing pursuant to RCW 49.60.250 . If the administrative law judge finds that the state agency, institution of higher education, or state patrol has not made a good faith effort to correct the noncompliance, the administrative law judge shall order the state agency, institution of higher education, or state patrol to comply with this chapter. The administrative law judge may order any action that may be necessary to achieve compliance, provided such action is not inconsistent with the rules adopted under RCW 41.06.150 (6) and 43.43.340 (5), whichever is appropriate. An order by the administrative law judge may be appealed to superior court.
RCW 49.60.030 — Washington Code / Title 49 / Chapter 60 / Section 030
RCW 49.60.030: Freedom from discrimination—Declaration of civil rights.
Status: in_force

(1) The right to be free from discrimination because of race, creed, color, national origin, citizenship or immigration status, sex, honorably discharged veteran or military status, sexual orientation, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability is recognized as and declared to be a civil right. This right shall include, but not be limited to: (a) The right to obtain and hold employment without discrimination; (b) The right to the full enjoyment of any of the accommodations, advantages, facilities, or privileges of any place of public resort, accommodation, assemblage, or amusement; (c) The right to engage in real estate transactions without discrimination, including discrimination against families with children; (d) The right to engage in credit transactions without discrimination; (e) The right to engage in insurance transactions or transactions with health maintenance organizations without discrimination: PROVIDED, That a practice which is not unlawful under RCW 48.30.300 , 48.44.220 , or 48.46.370 does not constitute an unfair practice for the purposes of this subparagraph; (f) The right to engage in commerce free from any discriminatory boycotts or blacklists. Discriminatory boycotts or blacklists for purposes of this section shall be defined as the formation or execution of any express or implied agreement, understanding, policy or contractual arrangement for economic benefit between any persons which is not specifically authorized by the laws of the United States and which is required or imposed, either directly or indirectly, overtly or covertly, by a foreign government or foreign person in order to restrict, condition, prohibit, or interfere with or in order to exclude any person or persons from any business relationship on the basis of race, color, creed, religion, sex, honorably discharged veteran or military status, sexual orientation, the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service animal by a person with a disability, or national origin, citizenship or immigration status, or lawful business relationship: PROVIDED HOWEVER, That nothing herein contained shall prohibit the use of boycotts as authorized by law pertaining to labor disputes and unfair labor practices; and (g) The right of a mother to breastfeed her child in any place of public resort, accommodation, assemblage, or amusement. (2) Any person deeming himself or herself 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 or any other appropriate remedy authorized by this chapter or the United States Civil Rights Act of 1964 as amended, or the Federal Fair Housing Amendments Act of 1988 (42 U.S.C. Sec. 3601 et seq.). (3) Except for any unfair practice committed by an employer against an employee or a prospective employee, or any unfair practice in a real estate transaction which is the basis for relief specified in the amendments to RCW 49.60.225 contained in chapter 69, Laws of 1993, any unfair practice prohibited by this chapter which is committed in the course of trade or commerce as defined in the Consumer Protection Act, chapter 19.86 RCW, is, for the purpose of applying that chapter, a matter affecting the public interest, is not reasonable in relation to the development and preservation of business, and is an unfair or deceptive act in trade or commerce.
RCW 49.32.110 — Washington Code / Title 49 / Chapter 32 / Section 110
RCW 49.32.110: Definitions.
Status: in_force

When used in this chapter, and for the purpose of this chapter: (1) A case shall be held to involve or to grow out of a labor dispute when the case involves persons who are engaged in the same industry, trade, or occupation; or have direct or indirect interests therein; or who are employees of the same employer; or who are members of the same or an affiliated organization of employers or employees; whether such dispute is (a) between one or more employers or associations of employers and one or more employees or associations of employees; (b) between one or more employers or associations of employers and one or more employers or association of employers; or (c) between one or more employees or association of employees and one or more employees or association of employees; or when the case involves any conflicting or competing interests in a "labor dispute" (as hereinafter defined) of "persons participating or interested" therein (as hereinafter defined). (2) A person or association shall be held to be a person participating or interested in a labor dispute if relief is sought against him or her or it, and if he or she or it is engaged in the same industry, trade, craft, or occupation in which dispute occurs, or has a direct or indirect interest therein or is a member, officer, or agent of any association composed in whole or in part of employers or employees engaged in such industry, trade, craft, or occupation. (3) The term "labor dispute" includes any controversy concerning terms or conditions of employment, or concerning the association or representation of persons in negotiating, fixing, maintaining, changing, or seeking to arrange terms or conditions of employment, regardless of whether or not the disputants stand in the proximate relation of employer and employee.
RCW 49.66.050 — Washington Code / Title 49 / Chapter 66 / Section 050
RCW 49.66.050: Unfair labor practice by employee organization or agent.
Status: in_force

It shall be an unfair labor practice and unlawful, for any employee organization or its agent to: (1) Restrain or coerce (a) employees in the exercise of their right to refrain from self-organization, or (b) an employer in the selection of its representatives for purposes of collective bargaining or the adjustment of grievances; (2) Cause or attempt to cause an employer to discriminate against an employee in violation of RCW 49.66.040 (3) or to discriminate against an employee with respect to whom membership in such organization has been denied or terminated on some ground other than his or her failure to tender the periodic dues and initiation fees uniformly required as a condition of acquiring or retaining membership; (3) Refuse to meet and bargain in good faith with an employer, provided it is the duly designated representative of the employer's employees for purposes of collective bargaining; (4) Require of employees covered by a union security agreement the payment, as a condition precedent to becoming a member of such organization, of a fee in an amount which the director finds excessive or discriminatory under all the circumstances. In making such a finding, the director shall consider, among other relevant factors, the practices and customs of labor organizations in the particular industry, and the wages currently paid to the employees affected; (5) Cause or attempt to cause an employer to pay or deliver or agree to pay or deliver any money or other thing of value, in the nature of an exaction, for services which are not performed or not to be performed; (6) Enter into any contract or agreement, express or implied, whereby an employer or other person ceases or refrains, or agrees to cease or refrain, from handling, using, selling, transporting, or otherwise dealing in any of the products or services of any other employer or person, or to cease doing business with any other employer or person, and any such contract or agreement shall be unenforceable and void; or (7) Engage in, or induce or encourage any individual employed by any employer or to engage in, an activity prohibited by RCW 49.66.060 .
RCW 49.70.010 — Washington Code / Title 49 / Chapter 70 / Section 010
RCW 49.70.010: Legislative findings.
Status: in_force

The legislature finds and declares that the proliferation of hazardous substances in the environment poses a growing threat to the public health, safety, and welfare; that the constantly increasing number and variety of hazardous substances, and the many routes of exposure to them make it difficult and expensive to monitor adequately and detect any adverse health effects attributable thereto; that individuals themselves are often able to detect and thus minimize effects of exposure to hazardous substances if they are aware of the identity of the substances and the early symptoms of unsafe exposure; and that individuals have an inherent right to know the full range of the risks they face so that they can make reasoned decisions and take informed action concerning their employment and their living conditions. The legislature further declares that local health, fire, police, safety, and other government officials require detailed information about the identity, characteristics, and quantities of hazardous substances used and stored in communities within their jurisdictions, in order to plan adequately for, and respond to, emergencies, enforce compliance with applicable laws and regulations concerning these substances, and to compile records of exposures to hazardous substances over a period of time that will facilitate the diagnosis, treatment, and prevention of disease. The legislature further declares that the extent of the toxic contamination of the air, water, and land in this state has caused a high degree of concern among its residents and that much of this concern is needlessly aggravated by the unfamiliarity of these substances to residents. The legislature therefore determines that while these substances have contributed to the high quality of life we enjoy in our state, it is in the public interest to establish a comprehensive program for the disclosure of information about hazardous substances in the workplace and the community, and to provide a procedure whereby residents of this state may gain access to this information.
RCW 49.52.020 — Washington Code / Title 49 / Chapter 52 / Section 020
RCW 49.52.020: Lien of party rendering service.
Status: in_force

In case any employer collecting moneys from his or her employees or making contributions to any type of benefit plan for any or all of the purposes specified in RCW 49.52.010 , shall enter into a contract or arrangement with any hospital association, corporation, firm, or individual, to furnish any such service to its employees, the association, corporation, firm, or individual contracting to furnish such services, shall have a lien upon such trust fund prior to all other liens except taxes. The lien hereby created shall attach from the date of the arrangement or contract to furnish such services and may be foreclosed in the manner provided by law for the foreclosure of other liens on personal property.
RCW 49.12.124 — Washington Code / Title 49 / Chapter 12 / Section 124
RCW 49.12.124: Actors or performers—Work permits and variances for minors.
Status: in_force

For all minors employed as actors or performers in film, video, audio, or theatrical productions, the department shall issue a permit under RCW 49.12.121 and a variance under RCW 49.12.105 upon finding that the terms of the employment sufficiently protect the minor's health, safety, and welfare. The findings shall be based on information provided to the department including, but not limited to, the minor's working conditions and planned work schedule, adult supervision of the minor, and any planned educational programs.
RCW 49.24.170 — Washington Code / Title 49 / Chapter 24 / Section 170
RCW 49.24.170: Electric power requirements.
Status: in_force

When electric power is used for running compressors supplying air for compressed air tunnel work and such power is purchased from a local central station or power company — (1) There shall be two or more sources of power from the power company's stations to the compressor plant. Such power feeders shall each have a capacity large enough to carry the entire compressor plant load and normal overload. The feeders shall preferably run from separate generating plants or substations and be carried to the compressor plant over separate routes and not through the same duct lines and manholes so that the breakdown of one feeder shall not cause an interruption on the other feeder. (2) There shall be duplicate feeder bus-bars, and feeder connections to the bus-bars shall be such that either feeder can feed to each separate bus-bar set, individually, or simultaneously to both sets. (3) There shall be at least two compressors so connected to the bus-bars that they can be operated from either set of buses. The compressors shall be fed from different bus-bar sets, in such a way that a breakdown of a feeder or bus-bar would interrupt the operation of only part of the compressor plant. (4) Duplicate air feed pipes shall be provided from the compressor plant to a point beyond the lock.
RCW 49.04.200 — Washington Code / Title 49 / Chapter 04 / Section 200
RCW 49.04.200: Apprenticeship programs for energy audits and energy efficiency services—Prioritization of workforce training programs—Outreach efforts.
Status: in_force

(1) The council must evaluate the potential of existing apprenticeship and training programs that would produce workers with the skills needed to conduct energy audits and provide energy efficiency services and deliver its findings to the department of commerce, the *leadership team, and the appropriate committees of the legislature as soon as possible, but no later than January 18, 2010. (2) The council may prioritize workforce training programs that lead to apprenticeship programs in green economy jobs. For purposes of this section, green economy jobs include those in the primary industries of a green economy, including clean energy, the forestry industry, high-efficiency building, green transportation, and environmental protection. Prioritization efforts may include but are not limited to: (a) Prioritization of the use of high employer-demand funding for workforce training programs in green economy jobs; (b) increased outreach efforts to public utilities, education, labor, government, and private industry to develop tailored, green job training programs; and (c) increased outreach efforts to target populations. Outreach efforts shall be conducted in partnership with local workforce development councils. (3) The definitions in RCW 43.330.010 apply to this section.
RCW 49.56.010 — Washington Code / Title 49 / Chapter 56 / Section 010
RCW 49.56.010: Priority of wages in insolvency.
Status: in_force

In all assignments of property made by any person to trustees or assignees on account of the inability of the person at the time of the assignment to pay his or her debts, or in proceedings in insolvency, the wages of the miners, mechanics, salespersons, servants, clerks, or laborers employed by such persons to the amount of one hundred dollars, each, and for services rendered within sixty days previously, are preferred claims, and must be paid by such trustees or assignees before any other creditor or creditors of the assignor.
RCW 49.46.830 — Washington Code / Title 49 / Chapter 46 / Section 830
RCW 49.46.830: Chapter 2, Laws of 2017 subject to investigation and recordkeeping provisions.
Status: in_force

Chapter 2, Laws of 2017 shall be codified in chapter 49.46 RCW and is subject to RCW 49.46.040 (Investigation, etc.) and RCW 49.46.070 (Recordkeeping).
RCW 49.60.390 — Washington Code / Title 49 / Chapter 60 / Section 390
RCW 49.60.390: Rule-making authority—Deadline—1997 c 271.
Status: in_force

The Washington state human rights commission shall adopt rules implementing chapter 271, Laws of 1997 no later than March 1, 1998.
RCW 49.52.010 — Washington Code / Title 49 / Chapter 52 / Section 010
RCW 49.52.010: Employees' benefit deductions and employer contributions are trust funds—Enforcement.
Status: in_force

All moneys collected by any employer from his or her or its employees and all money to be paid by any employer as his or her contribution for furnishing, either directly, or through contract, or arrangement with a hospital association, corporation, firm, or individual, of medicine, medical or surgical treatment, nursing, hospital service, ambulance service, dental service, burial service, or any or all of the above enumerated services, or any other necessary service, contingent upon sickness, accident, or death, are hereby declared to be a trust fund for the purposes for which the same are collected. The trustees (or their administrator, representative, or agent under direction of the trustees) of such fund are authorized to take such action as is deemed necessary to ensure that the employer contributions are made including, but not limited to filing actions at law, and filing liens against moneys due to the employer from the performance of labor or furnishing of materials to which the employees contributed their services. Such trust fund is subject to the provisions of *chapter 48.52 RCW.
RCW 49.39.010 — Washington Code / Title 49 / Chapter 39 / Section 010
RCW 49.39.010: Collective bargaining rights.
Status: in_force

No employer, or other person, shall directly or indirectly interfere with, restrain, coerce, or discriminate against any symphony musician or group of symphony musicians in the free exercise of their right to organize and designate bargaining representatives of their own choosing for the purpose of collective bargaining, or in the free exercise of any other right under this chapter.
RCW 49.04.280 — Washington Code / Title 49 / Chapter 04 / Section 280
RCW 49.04.280: Grant program for updating equipment.
Status: in_force

(1) A grant program for updating equipment in state registered apprenticeship programs is established. (2) The department of labor and industries must manage and oversee the grant program and may establish application procedures and criteria for the receipt of grants. (3) Subject to the availability of funds appropriated for this specific purpose, the department of labor and industries may award grants to state registered apprenticeship programs to upgrade equipment necessary for the program. (4) No funds from the accident fund established in RCW 51.44.010 or the medical aid fund established in RCW 51.44.020 may be used in funding the grant program established under this section.
RCW 49.28.100 — Washington Code / Title 49 / Chapter 28 / Section 100
RCW 49.28.100: Hours of operators of power equipment in waterfront operations—Penalty.
Status: in_force

(1) It shall be unlawful for any employer to permit any of his or her employees to operate on docks, in warehouses and/or in or on other waterfront properties any power driven mechanical equipment for the purpose of loading cargo on, or unloading cargo from, ships, barges, or other watercraft, or of assisting in such loading or unloading operations, for a period in excess of twelve and one-half hours at any one time without giving such person an interval of eight hours' rest: PROVIDED, HOWEVER, The provisions of this section shall not be applicable in cases of emergency, including fire, violent storms, leaking or sinking ships or services required by the armed forces of the United States. (2) Any person violating this section is guilty of a misdemeanor.
RCW 49.66.900 — Washington Code / Title 49 / Chapter 66 / Section 900
RCW 49.66.900: Severability—1972 ex.s. c 156.
Status: in_force

If any portion of this chapter, or its application to any particular health care activity or class of health care activity, should be held invalid, the remainder of the chapter, or its application to other health care activities, or other classes thereof, shall not be affected.
RCW 49.45.010 — Washington Code / Title 49 / Chapter 45 / Section 010
RCW 49.45.010: Definitions.
Status: in_force

*** CHANGE IN 2026 *** (SEE 6106.SL ) ***

The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) "Affected employee" means an employee who may reasonably expect to experience an employment loss because of a proposed business closing or mass layoff by an employer. (2) "Aggrieved employee" means an employee who has worked for the employer ordering the business closing or mass layoff and who, because of the employer's failure to comply with the requirements of chapter 277, Laws of 2025, did not receive timely notice either directly or through the employee's representative. (3) "Bargaining representative" means an exclusive representative of employees under the national labor relations act, 29 U.S.C. Sec. 151 et seq., or the railway labor act, 45 U.S.C. Sec. 151 et seq. (4) "Business closing" means the permanent or temporary shutdown of a single site of employment of one or more facilities or operating units that will result in an employment loss for 50 or more employees, excluding part-time employees. (5) "Commissioner" means the commissioner of the employment security department. (6) "Department" means the employment security department. (7) "Employee" means a person employed in this state by an employer. "Employee" includes part-time employees. (8) "Employer" means a person who employs 50 or more employees in this state, excluding part-time employees. "Employer" does not include the state or any political subdivision thereof, including any unit of local government. (9)(a) "Employment loss" means: (i) An employment termination, other than a discharge for cause, voluntary separation, or retirement; (ii) A layoff exceeding six months; or (iii) A reduction in hours of more than 50 percent of work of individual employees during each month of a six-month period. (b) "Employment loss" does not include instances when a business closing or mass layoff is the result of the relocation or consolidation of part or all of the employer's business and, before the business closing or mass layoff, the employer offers to transfer the employee to a different site of employment within a reasonable commuting distance, as defined by the department, with no more than a six-month break in employment. (10) "Mass layoff" means a reduction in employment force that is not the result of a business closing and results in an employment loss during any 30-day period of 50 or more employees, excluding part-time employees. (11) "Part-time employee" means an employee who is employed for an average of fewer than 20 hours per week, or an employee who has been employed for fewer than six of the twelve months preceding the date on which notice is required. However, if an applicable collective bargaining agreement defines a part-time employee, such definition shall supersede the definition in this subsection. (12) "Single site of employment" means a single location or a group of contiguous locations, such as a group of structures that form a campus or business park or separate facilities across the street from each other.
RCW 49.37.090 — Washington Code / Title 49 / Chapter 37 / Section 090
RCW 49.37.090: Collective bargaining—Dues.
Status: in_force

(1) Upon the authorization of an employee within the bargaining unit and after the certification or recognition of the bargaining unit's exclusive bargaining representative, the employer must deduct from the payments to the employee the monthly amount of dues as certified by the secretary of the exclusive bargaining representative and must transmit the same to the treasurer of the exclusive bargaining representative. (2)(a) An employee's written, electronic, or recorded voice authorization to have the employer deduct membership dues from the employee's salary must be made by the employee to the exclusive bargaining representative. If the employer receives a request for authorization of deductions, the employer must forward the request to the exclusive bargaining representative as soon as practicable. (b) Upon receiving notice of the employee's authorization from the exclusive bargaining representative, the employer must deduct from the employee's salary membership dues and remit the amounts to the exclusive bargaining representative. (c) The employee's authorization remains in effect until expressly revoked by the employee in accordance with the terms and conditions of the authorization. (d) An employee's request to revoke authorization for payroll deductions must be in writing and submitted by the employee to the exclusive bargaining representative in accordance with the terms and conditions of the authorization. (e) After the employer receives confirmation from the exclusive bargaining representative that the employee has revoked authorization for deductions, the employer must end the deduction no later than the second payroll after receipt of the confirmation. (f) The employer must rely on information provided by the exclusive bargaining representative regarding the authorization and revocation of deductions. (3) If the employer and the exclusive bargaining representative of a bargaining unit enter into a collective bargaining agreement that includes requirements for deductions of other payments, the employer must make such deductions upon authorization of the employee.
RCW 49.17.250 — Washington Code / Title 49 / Chapter 17 / Section 250
RCW 49.17.250: Voluntary compliance program—Consultation and advisory services.
Status: in_force

(1) In carrying out the responsibilities for the development of a voluntary compliance program under the authority of RCW 49.17.050 (8) and the rendering of advisory and consultative services to employers, the director may grant an employer's application for advice and consultation, and for the purpose of affording such consultation and advice visit the employer's workplace. Such consultation and advice shall be limited to the matters specified in the request affecting the interpretation and applicability of safety and health standards to the conditions, structures, machines, equipment, apparatus, devices, materials, methods, means, and practices in the employer's workplace. The director in granting any requests for consultative or advisory service may provide for an alternative means of affording consultation and advice other than on-site consultation. (2) The director, or an authorized representative, will make recommendations regarding the elimination of any hazards disclosed within the scope of the on-site consultation. No visit to an employer's workplace shall be regarded as an inspection or investigation under the authority of this chapter, and no notices or citations shall be issued, nor, shall any civil penalties be assessed upon such visit, nor shall any authorized representative of the director designated to render advice and consult with employers under the voluntary compliance program have any enforcement authority: PROVIDED, That in the event an on-site visit discloses a serious violation of a health and safety standard as defined in *RCW 49.17.180 (6), and the hazard of such violation is either not abated by the cooperative action of the employer, or, is not subject to being satisfactorily abated by the cooperative action of the employer, the director shall either invoke the administrative restraining authority provided in RCW 49.17.130 or seek the issuance of injunctive process under the authority of RCW 49.17.170 or invoke both such remedies. (3) Nothing in this section shall be construed as providing immunity to any employer who has made application for consultative services during the pendency of the granting of such application from inspections or investigations conducted under RCW 49.17.070 or any inspection conducted as a result of a complaint, nor immunity from inspections under RCW 49.17.070 or inspections resulting from a complaint subsequent to the conclusion of the consultative period. This section shall not be construed as requiring an inspection under RCW 49.17.070 of any workplace which has been visited for consultative purposes. However, in the event of a subsequent inspection, the director, or an authorized representative, may in his or her discretion take into consideration any information obtained during the consultation visit of that workplace in determining the nature of an alleged violation and the amount of penalties to be assessed, if any. Such rules and regulations to be promulgated pursuant to this section shall provide that in all instances of serious violations as defined in *RCW 49.17.180 (6) which are disclosed in any consultative period, shall be corrected within a specified period of time at the expiration of which an inspection will be conducted under the authority of RCW 49.17.070 . All employers requesting consultative services shall be advised of the provisions of this section and the rules adopted by the director relating to the voluntary compliance program. Information obtained by the department as a result of employer-requested consultation and training services shall be deemed confidential and shall not be open to public inspection. Within thirty days of receipt, the employer shall make voluntary services reports available to employees or their collective bargaining representatives for review. Employers may satisfy the availability requirement by requesting a copy of the reports from the department. The director may provide by rule for the frequency, manner, and method of the rendering of consultative services to employers, and for the scheduling and priorities in granting applications consistent with the availability of personnel, and in such a manner as not to jeopardize the enforcement requirements of this chapter.
RCW 49.64.020 — Washington Code / Title 49 / Chapter 64 / Section 020
RCW 49.64.020: Trusts exempted from limitation as to duration.
Status: in_force

Trusts which are entitled to the exemption from limitation as to their duration provided for in RCW 49.64.010 must be: (1) Created by an employer primarily for the benefit of some or all of the employees of such employer or the families or appointees of such employees, under any pension, profit-sharing, stock bonus, retirement, disability, death benefit or other similar types of employee-benefit plans; and (2) Contributed to by the employer or employees or both; and (3) Existing for the purpose of distributing to or for the benefit of some or all of such employees (either before or after their employment ceases), their families or appointees, the earnings or principal, or earnings and principal, of the trust.The secretary shall make the necessary rules and regulations governing the employment of prisoners, the conduct of all such operations, and the disposal of the products thereof, under such restrictions as provided by law.
RCW 49.46.110 — Washington Code / Title 49 / Chapter 46 / Section 110
RCW 49.46.110: Collective bargaining not impaired.
Status: in_force

Nothing in this chapter shall be deemed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing in order to establish wages or other conditions of work in excess of the applicable minimum under the provisions of this chapter.
RCW 49.17.505 — Washington Code / Title 49 / Chapter 17 / Section 505
RCW 49.17.505: Surgical smoke evacuation account.
Status: in_force

(1) The surgical smoke evacuation account is created in the custody of the state treasurer. Revenues to the account consist of appropriations and transfers by the legislature and all other funding directed for deposit into the account. Only the director of the department of labor and industries or the director's designee may authorize expenditures from the account. The account is subject to the allotment procedures under chapter 43.88 RCW, but an appropriation is not required for expenditures. Expenditures from the account may be used only for purposes provided in subsection (3) of this section. (2) By July 1, 2025, the director of the department of labor and industries must certify to the state treasurer the amount of any unobligated moneys in the surgical smoke evacuation account that were appropriated by the legislature from the general fund during the 2023-2025 fiscal biennium, and the treasurer must transfer those moneys back to the general fund. (3)(a) Subject to the funds available in the surgical smoke evacuation account and beginning January 2, 2025, a hospital described in (b) of this subsection may apply to the department of labor and industries for reimbursement for the costs incurred by the hospital on or before January 1, 2025, to purchase and install smoke evacuation systems as defined in RCW 49.17.500 . The reimbursement may not exceed $1,000 for each operating room in the hospital. The reimbursements under this subsection are only available until moneys contained in the account are exhausted. (b) Only the following hospitals may apply for reimbursement: (i) Hospitals certified as critical access hospitals under 42 U.S.C. Sec. 1395i-4; (ii) Hospitals with fewer than 25 acute care beds in operation; (iii) Hospitals certified by the centers for medicare and medicaid services as sole community hospitals; and (iv) Hospitals that qualify as a medicare dependent hospital. (c) The department of labor and industries must determine the process for making an application for reimbursement.
RCW 49.58.010 — Washington Code / Title 49 / Chapter 58 / Section 010
RCW 49.58.010: Definitions.
Status: in_force

The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) "Compensation" means discretionary and nondiscretionary wages and benefits provided by an employer to an employee as a result of the employment relationship. (2) "Department" means the department of labor and industries. (3) "Director" means the director of the department of labor and industries, or the director's designated representative. (4) "Employee" means an employee who is employed in the business of the employee's employer whether by way of manual labor or otherwise. (5) "Employer" means 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 and employs one or more employees, and includes the state, any state institution, state agency, political subdivisions of the state, and any municipal corporation or quasi-municipal corporation. (6) "Protected class" means a person's age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, as those terms are defined in RCW 49.60.040 .
RCW 49.32.030 — Washington Code / Title 49 / Chapter 32 / Section 030
RCW 49.32.030: Undertakings and promises unenforceable.
Status: in_force

Any undertaking or promise, such as is described in this section, or any other undertaking or promise in conflict with the public policy declared in RCW 49.32.020 , is hereby declared to be contrary to the public policy of the state of Washington, shall not be enforceable in any court of the state of Washington, and shall not afford any basis for the granting of legal or equitable relief by any such court, including specifically the following: Every undertaking or promise hereafter made, whether written or oral, express or implied, constituting or contained in any contract or agreement of hiring or employment between any individual, firm, company, association, or corporation and any employee or prospective employee of the same, whereby: (1) Either party to such contract or agreement undertakes or promises not to join, become, or remain a member of any labor organization or of any employer organization; or (2) Either party to such contract or agreement undertakes or promises that he or she will withdraw from an employment relation in the event that he or she joins, becomes, or remains a member of any labor organization or of any employer organization.
RCW 49.85.035 — Washington Code / Title 49 / Chapter 85 / Section 035
RCW 49.85.035: Change in control—Public notice.
Status: in_force

(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.
RCW 60.76.020 — Washington Code / Title 49 / Chapter 76 / Section 020
RCW 60.76.020: Notice of lien—Contents—Filing and serving.
Status: in_force

The lien claimant, or his or her representative on his or her behalf, or the trustee of the fund on the claimant's behalf, within sixty days after such payment becomes due shall file for record with the auditor of the county wherein the claimant is or was employed by such employer a notice of claim, containing a statement of the demand, the name of the employer, and the name of the person employing the claimant, if known, with a statement of the pertinent terms and conditions of the employee benefit plan and the time when such contributions are due and were to have been paid, and shall serve or mail a copy thereof to said employer within such time.The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) "Child," "spouse," "parent," "parent-in-law," "grandparent," and "sick leave and other paid time off" have the same meanings as in RCW 49.12.265 . (2) "Dating relationship" has the same meaning as in RCW 7.105.010 . (3) "Department," "director," "employer," and "employee" have the same meanings as in RCW 49.12.005 . (4) "Domestic violence" has the same meaning as in RCW 7.105.010 . (5) "Family member" means any individual whose relationship to the employee can be classified as a child, spouse, parent, parent-in-law, grandparent, or person with whom the employee has a dating relationship. (6) "Intermittent leave" is leave taken in separate blocks of time due to a single qualifying reason. (7) "Reduced leave schedule" means a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee. (8) "Sexual assault" has the same meaning as in RCW 70.125.030 . (9) "Stalking" has the same meaning as in RCW 9A.46.110 .
RCW 49.60.180 — Washington Code / Title 49 / Chapter 60 / Section 180
RCW 49.60.180: Unfair practices of employers.
Status: in_force

It is an unfair practice for any employer: (1) To refuse to hire any person because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, unless based upon a bona fide occupational qualification: PROVIDED, That the prohibition against discrimination because of such disability shall not apply if the particular disability prevents the proper performance of the particular worker involved: PROVIDED, That this section shall not be construed to require an employer to establish employment goals or quotas based on sexual orientation. (2) To discharge or bar any person from employment because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability. (3) To discriminate against any person in compensation or in other terms or conditions of employment because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability: PROVIDED, That it shall not be an unfair practice for an employer to segregate washrooms or locker facilities on the basis of sex, or to base other terms and conditions of employment on the sex of employees where the commission by regulation or ruling in a particular instance has found the employment practice to be appropriate for the practical realization of equality of opportunity between the sexes. (4) To print, or circulate, or cause to be printed or circulated any statement, advertisement, or publication, or to use any form of application for employment, or to make any inquiry in connection with prospective employment, which expresses any limitation, specification, or discrimination as to age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, or any intent to make any such limitation, specification, or discrimination, unless based upon a bona fide occupational qualification: PROVIDED, Nothing contained herein shall prohibit advertising in a foreign language.
RCW 49.44.260 — Washington Code / Title 49 / Chapter 44 / Section 260
RCW 49.44.260: Adult entertainment regulation.
Status: in_force

(1) A city with a population of more than 650,000 or a county with a population of more than 2,000,000 may not adopt or enforce ordinances or regulations that: (a) Limit or prohibit an entertainer from collecting payment for adult entertainment from customers; or (b) Restrict an entertainer's proximity or distance from others before or after any adult entertainment, or restrict the customer's proximity or distance from the stage during any adult entertainment, so long as there is no contact between the dancers and customers. (2) For the purposes of this section: (a) "Entertainer" has the same meaning as in RCW 49.17.470 . (b) "Entertainment" has the same meaning as "adult entertainment" in RCW 49.17.470 . (c) "Establishment" has the same meaning as "adult entertainment establishment" in RCW 49.17.470 .
RCW 49.60.224 — Washington Code / Title 49 / Chapter 60 / Section 224
RCW 49.60.224: Real property contract provisions restricting conveyance, encumbrance, occupancy, or use to persons of particular race, disability, etc., void—Unfair practice.
Status: in_force

(1) Every provision in a written instrument relating to real property which purports to forbid or restrict the conveyance, encumbrance, occupancy, or lease thereof to individuals of a specified race, creed, color, sex, national origin, citizenship or immigration status, sexual orientation, families with children status, honorably discharged veteran or military status, or with any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person who is blind, deaf, or physically disabled, and every condition, restriction, or prohibition, including a right of entry or possibility of reverter, which directly or indirectly limits the use or occupancy of real property on the basis of race, creed, color, sex, national origin, citizenship or immigration status, sexual orientation, families with children status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person who is blind, deaf, or physically disabled is void. (2) It is an unfair practice to insert in a written instrument relating to real property a provision that is void under this section or to honor or attempt to honor such a provision in the chain of title.
RCW 49.12.902 — Washington Code / Title 49 / Chapter 12 / Section 902
RCW 49.12.902: Effective date—1991 c 303 ss 3-7.
Status: in_force

Sections 3 through 7 of this act shall take effect April 1, 1992.
RCW 49.28.050 — Washington Code / Title 49 / Chapter 28 / Section 050
RCW 49.28.050: Eight hour day, 1903 act—Contracts, cancellation of, for violations.
Status: in_force

All contracts for work for the state of Washington, or any political subdivision created by its laws, shall provide that they may be canceled by the officers or agents authorized to contract for or supervise the execution of such work, in case such work is not performed in accordance with the policy of the state relating to such work.
RCW 49.17.230 — Washington Code / Title 49 / Chapter 17 / Section 230
RCW 49.17.230: Compliance with federal act—Agreements and acceptance of grants authorized.
Status: in_force

The director is authorized to adopt by rule any provision reasonably necessary to enable this state to qualify a state plan under section 18 of the Occupational Safety and Health Act of 1970 (Public Law 91-596, 84 Stat. 1590) to enable this state to assume the responsibility for the development and enforcement of occupational safety and health standards in all workplaces within this state subject to the legislative jurisdiction of the state of Washington. The director is authorized to enter into agreement with the United States and to accept on behalf of the state of Washington grants of funds to implement the development and enforcement of this chapter and the Occupational Safety and Health Act of 1970.
RCW 49.08.050 — Washington Code / Title 49 / Chapter 08 / Section 050
RCW 49.08.050: Failure to arbitrate—Statement of facts—Publicity.
Status: in_force

Upon the failure of the director of labor and industries, in any case, to secure the creation of a board of arbitration, it shall become his or her duty to request a sworn statement from each party to the dispute of the facts upon which their dispute and their reasons for not submitting the same to arbitration are based. Any sworn statement made to the director of labor and industries under this provision shall be for public use and shall be given publicly in such newspapers as desire to use it.
RCW 49.80.040 — Washington Code / Title 49 / Chapter 80 / Section 040
RCW 49.80.040: Failure to comply constitutes violation of chapter 49.17 RCW—Wage rate requirements constitute a wage payment requirement.
Status: in_force

(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 (7)(b) constitutes a wage payment requirement as defined in RCW 49.48.082 .

PDF RCW 49.80.040

Failure to comply constitutes violation of chapter 49.17 RCW — Wage rate requirements constitute a wage payment requirement. (Effective January 1, 2026.)

(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.
RCW 49.24.210 — Washington Code / Title 49 / Chapter 24 / Section 210
RCW 49.24.210: Oil supply restricted.
Status: in_force

Oil for illumination or power shall not be taken into the underground workings of any tunnel or kept therein in greater quantities than one day's supply.
RCW 49.76.060 — Washington Code / Title 49 / Chapter 76 / Section 060
RCW 49.76.060: Scope—Application—Expansion of rights.
Status: in_force

(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, or stalking 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.

PDF RCW 49.76.060

Scope — Application — Expansion of rights. (Effective January 1, 2026.)

(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.
RCW 49.17.300 — Washington Code / Title 49 / Chapter 17 / Section 300
RCW 49.17.300: Temporary worker housing—Electricity—Storage, handling, preparation of food—Rules.
Status: in_force

By December 1, 1998, the department of labor and industries shall adopt rules requiring electricity in all temporary worker housing and establishing minimum requirements to ensure the safe storage, handling, and preparation of food in these camps, regardless of whether individual or common cooking facilities are in use.
RCW 49.04.060 — Washington Code / Title 49 / Chapter 04 / Section 060
RCW 49.04.060: Apprenticeship agreements.
Status: in_force

For the purposes of this chapter an apprenticeship agreement is a written agreement between an apprentice and either the apprentice's program sponsor, or an apprenticeship committee acting as agent for a program sponsor, containing the terms and conditions of the employment and training of the apprentice.
RCW 49.24.320 — Washington Code / Title 49 / Chapter 24 / Section 320
RCW 49.24.320: Location of lights.
Status: in_force

(1) While work is in progress, tunnels, stairways, ladderways and all places on the surface where work is being conducted, shall be properly lighted. In shafts more than one hundred feet deep, the shaft below that point shall be lighted. (2) All places where hoisting, pumping or other machinery is erected and in the proximity of which persons are working or moving about, shall be so lighted when the machine is in operation that the moving parts of such machine can be clearly distinguished.
RCW 49.48.100 — Washington Code / Title 49 / Chapter 48 / Section 100
RCW 49.48.100: Written consent of spouse required.
Status: in_force

No assignment of, or order for, wages to be earned in the future shall be valid, when made by a married person, unless the written consent of the other spouse to the making of such assignment or order is attached thereto.
RCW 49.39.090 — Washington Code / Title 49 / Chapter 39 / Section 090
RCW 49.39.090: Collective bargaining agreement—Binding arbitration.
Status: in_force

A collective bargaining agreement may provide for binding arbitration of a labor dispute arising from the application or the interpretation of the matters contained in a collective bargaining agreement.
RCW 49.46.920 — Washington Code / Title 49 / Chapter 46 / Section 920
RCW 49.46.920: Effective date—1975 1st ex.s. c 289.
Status: in_force

This 1975 amendatory act is necessary for the immediate preservation of the public peace, health, and safety, the support of the state government and its existing public institutions, and shall take effect September 1, 1975.
RCW 49.17.480 — Washington Code / Title 49 / Chapter 17 / Section 480
RCW 49.17.480: Asbestos plan requirements in RCW 70A.450.070(1)(b)—Penalties.
Status: in_force

(1) The asbestos plan requirements in RCW 70A.450.070 (1)(b) are an industrial health or safety standard adopted under the authority of this chapter. (2) A violation of the requirements of RCW 70A.450.070 (1)(b) is subject to the penalties established under RCW 49.17.180 and 49.17.190 for violations of safety or health standards adopted under the authority of this chapter.
RCW 49.60.240 — Washington Code / Title 49 / Chapter 60 / Section 240
RCW 49.60.240: Complaint investigated—Procedure—Conference, conciliation—Agreement, findings—Rules.
Status: in_force

(1)(a) Except as provided for in (c) of this subsection, after the filing of any complaint, the chairperson of the commission shall refer it to the appropriate section of the commission's staff for prompt review and evaluation of the complaint. If the facts as stated in the complaint do not constitute an unfair practice under this chapter, a finding of no reasonable cause may be made without further investigation. If the facts as stated could constitute an unfair practice under this chapter, a full investigation and ascertainment of the facts shall be conducted. (b) If the complainant has limitations related to language proficiency or cognitive or other disability, as part of the review and evaluation under (a) of this subsection, the commission's staff must contact the complainant directly and make appropriate inquiry of the complainant as to the facts of the complaint. (c) After the filing of a complaint alleging an unfair practice in a real estate transaction pursuant to RCW 49.60.222 through 49.60.225 , the chairperson of the commission shall refer it to the appropriate section of the commission's staff for prompt investigation and ascertainment of the facts alleged in the complaint. (2) The investigation shall be limited to the alleged facts contained in the complaint. The results of the investigation shall be reduced to written findings of fact, and a finding shall be made that there is or that there is not reasonable cause for believing that an unfair practice has been or is being committed. A copy of the findings shall be provided to the complainant and to the person named in such complaint, hereinafter referred to as the respondent. (3) If the finding is made that there is reasonable cause for believing that an unfair practice has been or is being committed, the commission's staff shall immediately endeavor to eliminate the unfair practice by conference, conciliation, and persuasion. If an agreement is reached for the elimination of such unfair practice as a result of such conference, conciliation, and persuasion, the agreement shall be reduced to writing and signed by the respondent, and an order shall be entered by the commission setting forth the terms of said agreement. No order shall be entered by the commission at this stage of the proceedings except upon such written agreement, except that during the period beginning with the filing of complaints alleging an unfair practice with respect to real estate transactions pursuant to RCW 49.60.222 through 49.60.225 , and ending with the filing of a finding of reasonable cause or a dismissal by the commission, the commission staff shall, to the extent feasible, engage in conciliation with respect to such complaint. Any conciliation agreement arising out of conciliation efforts by the commission shall be an agreement between the respondent and the complainant and shall be subject to the approval of the commission. Each conciliation agreement shall be made public unless the complainant and respondent otherwise agree and the commission determines that disclosure is not required to further the purposes of this chapter. If no such agreement can be reached, a finding to that effect shall be made and reduced to writing, with a copy thereof provided to the complainant and the respondent. (4) The commission may adopt rules, including procedural time requirements, for processing complaints alleging an unfair practice with respect to real estate transactions pursuant to RCW 49.60.222 through 49.60.225 and which may be consistent with the federal fair housing amendments act of 1988 (42 U.S.C. Sec. 3601 et seq.), but which in no case shall exceed or be more restrictive than the requirements or standards of such act.
RCW 49.12.240 — Washington Code / Title 49 / Chapter 12 / Section 240
RCW 49.12.240: Employee inspection of personnel file.
Status: in_force

(1) Every employer shall, at least annually, upon the request of an employee, permit that employee to inspect any or all of the employee's own personnel file(s) within the time required under RCW 49.12.250 . (2) For the purposes of this section and RCW 49.12.250 , 49.12.260 , and 49.12.261 , "personnel file" includes the following records, if the employer creates such records: (a) All job application records; (b) All performance evaluations; (c) All nonactive or closed disciplinary records; (d) All leave and reasonable accommodation records; (e) All payroll records; and (f) All employment agreements. (3) This section and RCW 49.12.250 may not be construed to: (a) Create a retention schedule for records; (b) Require an employer to create personnel records; or (c) Supersede Washington state or federal privacy statutes regarding nondisclosure.
RCW 49.105.005 — Washington Code / Title 49 / Chapter 105 / Section 005
RCW 49.105.005: Recognition.
Status: in_force

The legislature recognizes that fire protection measures are critical design elements meant to control the spread of a fire until active fire protection measures, such as sprinklers, fire extinguishers, or the fire department can take over and control a fire. Among the types of passive fire protection measures are the use of fire-resistant materials that help to protect structural steel, contain the fire, and limit damage to critical infrastructure. It is important that individuals installing these materials be properly trained to perform this work. Therefore, the legislature hereby establishes a training and certification program for fire-resistant material applicators.
RCW 49.48.125 — Washington Code / Title 49 / Chapter 48 / Section 125
RCW 49.48.125: Repeat willful violators—Civil penalties.
Status: in_force

*** CHANGE IN 2026 *** (SEE 2479-S2.SL ) ***

(1) The department shall assess a civil penalty against any repeat willful violator in an amount of not less than one thousand dollars or an amount equal to ten percent of the total amount of unpaid wages, whichever is greater. The maximum civil penalty for a repeat willful violator under this section is twenty thousand dollars. (2) The department may waive or reduce a civil penalty assessed under this section if the director determines that the employer has paid all wages and interest owed to the employee.
RCW 49.12.105 — Washington Code / Title 49 / Chapter 12 / Section 105
RCW 49.12.105: Variance order—Application—Issuance—Contents—Termination.
Status: in_force

An employer may apply to the director for an order for a variance from any rule or regulation establishing a standard for wages, hours, or conditions of labor adopted by the director under this chapter. The director shall issue an order granting a variance if the director determines or decides that the applicant for the variance has shown good cause for the lack of compliance. Any order so issued shall prescribe the conditions the employer must maintain, and the practices, means, methods, operations, standards and processes which the employer must adopt and utilize to the extent they differ from the standard in question. At any time the director may terminate and revoke such order, provided the employer was notified by the director of the termination at least thirty days prior to said termination.
RCW 49.04.230 — Washington Code / Title 49 / Chapter 04 / Section 230
RCW 49.04.230: Educational requirements—Secretary of health to define.
Status: in_force

Educational requirements for an apprenticeship for substance use disorder professionals must be defined by the secretary of health under RCW 18.205.100 .
RCW 49.12.147 — Washington Code / Title 49 / Chapter 12 / Section 147
RCW 49.12.147: Complaint of noncompliance—Appeals—Notice—Hearings—Final orders.
Status: in_force

(1) A person, firm, or corporation aggrieved by a citation and notice of assessment or a determination of compliance by the department of labor and industries under RCW 49.12.145 may appeal the citation and notice of assessment to the director of the department by filing a notice of appeal with the director within 30 days of the department's issuance of the citation and notice of assessment. A citation and notice of assessment or a determination of compliance not appealed within 30 days is final and binding, and not subject to further appeal. (2) A notice of appeal filed with the director of the department of labor and industries under this section shall stay the effectiveness of the citation and notice of assessment or the determination of compliance pending final review of the appeal by the director as provided for in chapter 34.05 RCW. (3) Upon receipt of a notice of appeal, the director of the department of labor and industries shall 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 shall 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 or determination of compliance shall be de novo. Any party who seeks to challenge an initial order shall file a petition for administrative review with the director within 30 days after service of the initial order. The director shall conduct administrative review in accordance with chapter 34.05 RCW. (4) The director of the department of labor and industries shall 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 of labor and industries under this section 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.
RCW 49.44.200 — Washington Code / Title 49 / Chapter 44 / Section 200
RCW 49.44.200: Personal social networking accounts—Restrictions on employer access—Definitions.
Status: in_force

(1) An employer may not: (a) Request, require, or otherwise coerce an employee or applicant to disclose login information for the employee's or applicant's personal social networking account; (b) Request, require, or otherwise coerce an employee or applicant to access his or her personal social networking account in the employer's presence in a manner that enables the employer to observe the contents of the account; (c) Compel or coerce an employee or applicant to add a person, including the employer, to the list of contacts associated with the employee's or applicant's personal social networking account; (d) Request, require, or cause an employee or applicant to alter the settings on his or her personal social networking account that affect a third party's ability to view the contents of the account; or (e) Take adverse action against an employee or applicant because the employee or applicant refuses to disclose his or her login information, access his or her personal social networking account in the employer's presence, add a person to the list of contacts associated with his or her personal social networking account, or alter the settings on his or her personal social networking account that affect a third party's ability to view the contents of the account. (2) This section does not apply to an employer's request or requirement that an employee share content from his or her personal social networking account if the following conditions are met: (a) The employer requests or requires the content to make a factual determination in the course of conducting an investigation; (b) The employer undertakes the investigation in response to receipt of information about the employee's activity on his or her personal social networking account; (c) The purpose of the investigation is to: (i) Ensure compliance with applicable laws, regulatory requirements, or prohibitions against work-related employee misconduct; or (ii) investigate an allegation of unauthorized transfer of an employer's proprietary information, confidential information, or financial data to the employee's personal social networking account; and (d) The employer does not request or require the employee to provide his or her login information. (3) This section does not: (a) Apply to a social network, intranet, or other technology platform that is intended primarily to facilitate work-related information exchange, collaboration, or communication by employees or other workers; (b) Prohibit an employer from requesting or requiring an employee to disclose login information for access to: (i) An account or service provided by virtue of the employee's employment relationship with the employer; or (ii) an electronic communications device or online account paid for or supplied by the employer; (c) Prohibit an employer from enforcing existing personnel policies that do not conflict with this section; (d) Prevent an employer from complying with the requirements of state or federal statutes, rules or regulations, case law, or rules of self-regulatory organizations; or (e) Apply to a background investigation in accordance with RCW 43.101.095 . However, the officer must not be required to provide login information. (4) If, through the use of an employer-provided electronic communications device or an electronic device or program that monitors an employer's network, an employer inadvertently receives an employee's login information, the employer is not liable for possessing the information but may not use the login information to access the employee's personal social networking account. (5) For the purposes of this section and RCW 49.44.205 : (a) "Adverse action" means: Discharging, disciplining, or otherwise penalizing an employee; threatening to discharge, discipline, or otherwise penalize an employee; and failing or refusing to hire an applicant. (b) "Applicant" means an applicant for employment. (c) "Electronic communications device" means a device that uses electronic signals to create, transmit, and receive information, including computers, telephones, personal digital assistants, and other similar devices. (d) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other business entity which engages in any business, industry, profession, or other activity in this state and employs one or more employees, and includes the state, any state institution, state agency, political subdivisions of the state, and any municipal corporation or quasi-municipal corporation. "Employer" includes an agent, a representative, or a designee of the employer. (e) "Login information" means a user name and password, a password, or other means of authentication that protects access to a personal social networking account.
RCW 49.48.084 — Washington Code / Title 49 / Chapter 48 / Section 084
RCW 49.48.084: Wage complaints—Administrative appeals.
Status: in_force

(1) A person, firm, or corporation aggrieved by a citation and notice of assessment or a determination of compliance issued by the department under RCW 49.48.083 or the assessment of civil penalty due to a determination of status as a repeat willful violator may appeal the citation and notice of assessment, the determination of compliance, or the assessment of civil penalty to the director by filing a notice of appeal with the director within thirty days of the department's issuance of the citation and notice of assessment, the determination of compliance, or the assessment of civil penalty. A citation and notice of assessment, a determination of compliance, or an assessment of a civil penalty not appealed within thirty days is final and binding, and not subject to further appeal. (2) A notice of appeal filed with the director under this section shall stay the effectiveness of the citation and notice of assessment, the determination of compliance, or the assessment of civil penalty pending final review of the appeal by the director as provided for in chapter 34.05 RCW. (3) Upon receipt of a notice of appeal, the director shall 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 shall 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, an appealed determination of compliance, or an appealed assessment of civil penalty shall be de novo. Any party who seeks to challenge an initial order shall file a petition for administrative review with the director within thirty days after service of the initial order. The director shall conduct administrative review in accordance with chapter 34.05 RCW. (4) The director shall 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 wages owed or penalty assessed.
RCW 49.60.175 — Washington Code / Title 49 / Chapter 60 / Section 175
RCW 49.60.175: Unfair practices of financial institutions.
Status: in_force

It shall be an unfair practice to use the sex, race, creed, color, national origin, citizenship or immigration status, marital status, honorably discharged veteran or military status, sexual orientation, or the presence of any sensory, mental, or physical disability of any person, or the use of a trained dog guide or service animal by a person with a disability, concerning an application for credit in any credit transaction to determine the creditworthiness of an applicant.
RCW 49.26.115 — Washington Code / Title 49 / Chapter 26 / Section 115
RCW 49.26.115: Asbestos abatement projects—Contractor's certificate required.
Status: in_force

Before working on an asbestos abatement project, a contractor shall obtain an asbestos contractor's certificate from the department and shall have in its employ at least one certified asbestos supervisor who is responsible for supervising all asbestos abatement projects undertaken by the contractor and for assuring compliance with all state laws and regulations regarding asbestos. The contractor shall apply for certification renewal every year. The department shall ensure that the expiration of the contractor's registration and the expiration of his or her asbestos contractor's certificate coincide.
RCW 49.37.070 — Washington Code / Title 49 / Chapter 37 / Section 070
RCW 49.37.070: Collective bargaining—Representative's access to new employees.
Status: in_force

*RCW 41.56.067 applies to this chapter.
RCW 49.58.020 — Washington Code / Title 49 / Chapter 58 / Section 020
RCW 49.58.020: Wage discrimination based on gender or membership in other protected class prohibited—Penalty—Civil recovery.
Status: in_force

(1) Any employer in this state who discriminates in any way in providing compensation based on a person's gender or membership in a protected class between similarly employed employees of the employer is guilty of a misdemeanor. If any employee receives less compensation because of discrimination on account of the person's gender or membership in a protected class in violation of this section, that employee is entitled to the remedies in RCW 49.58.060 and 49.58.070 . In such action, however, the employer shall be credited with any compensation which has been paid to the employee upon account. (2) For purposes of this section, employees are similarly employed if the individuals work for the same employer, the performance of the job requires similar skill, effort, and responsibility, and the jobs are performed under similar working conditions. Job titles alone are not determinative of whether employees are similarly employed. (3)(a) Discrimination within the meaning of this section does not include a differential in compensation based in good faith on a bona fide job-related factor or factors that: (i) Are consistent with business necessity; (ii) Are not based on or derived from a gender-based differential and are not based on or derived from the employee being a member of a protected class; and (iii) Account for the entire differential. More than one factor may account for the differential. (b) Such bona fide factors include, but are not limited to: (i) Education, training, or experience; (ii) A seniority system; (iii) A merit system; (iv) A system that measures earnings by quantity or quality of production; or (v) A bona fide regional difference in compensation levels. (c) A differential in compensation based in good faith on a local government ordinance providing for a minimum wage different from state law does not constitute discrimination under this section. (d) An individual's previous wage or salary history is not a defense under this section. (e) The employer carries the burden of proof on these defenses. (4) A person may file a complaint or bring an action under this chapter asserting discrimination based on the person's membership in more than one protected class.
RCW 49.04.010 — Washington Code / Title 49 / Chapter 04 / Section 010
RCW 49.04.010: Regulatory apprenticeship council created—Composition—Terms—Compensation—Duties.
Status: in_force

(1) The department of labor and industries is the agency with responsibility and accountability for apprenticeship within the state for federal purposes. The director of labor and industries shall appoint a regulatory apprenticeship council, composed of three representatives each from employer and employee organizations, respectively. The terms of office of the members of the apprenticeship council first appointed by the director of labor and industries shall be as follows: One representative each of employers and employees shall be appointed for one year, two years, and three years, respectively. Thereafter, each member shall be appointed for a term of three years. The director of labor and industries shall also appoint a public member to the apprenticeship council for a three-year term. Each member shall hold office until a successor is appointed and has qualified and any vacancy shall be filled by appointment for the unexpired portion of the term. A designated representative from each of the following: The workforce training and education coordinating board, state board for community and technical colleges, employment security department, and United States department of labor, apprenticeship, training, employer, and labor services, shall be ex officio members of the apprenticeship council. Ex officio members shall have no vote. Each member of the council, not otherwise compensated by public moneys, shall be reimbursed for travel expenses in accordance with RCW 43.03.050 and 43.03.060 and shall be compensated in accordance with RCW 43.03.240 . (2) The apprenticeship council is authorized to approve apprenticeship programs, and establish apprenticeship program standards as rules, including requirements for apprentice-related and supplemental instruction, coordination of instruction with job experiences, and instructor qualifications. The council shall consider recommendations from the state board for community and technical colleges on matters of apprentice-related and supplemental instruction, coordination of instruction with job experiences, and instructor qualifications. The rules for apprenticeship instructor qualifications shall either be by reference or reasonably similar to the applicable requirements established by or pursuant to chapter 28B.50 RCW. The director is authorized to adopt rules as may be necessary to carry out the intent and purposes of this chapter, after consultation with the council and receiving the council's recommendations, including a procedure to resolve an impasse should a tie vote of the council occur, and perform such other duties as are hereinafter imposed. (3) Not less than once a year the apprenticeship council shall make a report to the director of labor and industries of its activities and findings which shall be available to the public.
RCW 49.24.230 — Washington Code / Title 49 / Chapter 24 / Section 230
RCW 49.24.230: Firing switch—Warning by blaster.
Status: in_force

When firing by electricity from power or lighting wires, a proper switch shall be furnished with lever down when "off". The switch shall be fixed in a locked box to which no person shall have access except the blaster. There shall be provided flexible leads or connecting wires not less than five feet in length with one end attached to the incoming lines and the other end provided with plugs that can be connected to an effective ground. After blasting, the switch lever shall be pulled out, the wires disconnected and the box locked before any person shall be allowed to return, and shall remain so locked until again ready to blast. In the working chamber all electric light wires shall be provided with a disconnecting switch, which must be thrown to disconnect all current from the wires in the working chamber before electric light wires are removed or the charge exploded. Before blasting, the blaster shall cause a sufficient warning to be sounded and shall compel all persons to retreat to a safe shelter, before he or she sets off the blast, and shall permit no one to return until conditions are safe.
RCW 49.26.100 — Washington Code / Title 49 / Chapter 26 / Section 100
RCW 49.26.100: Asbestos projects—Definitions.
Status: in_force

Unless the context clearly requires otherwise, the definitions in this section apply throughout this chapter. (1) "Asbestos abatement project" means an asbestos project involving three square feet or three linear feet, or more, of asbestos-containing material. (2) "Asbestos project" means the construction, demolition, repair, maintenance, remodeling, or renovation of any public or private building or mechanical piping equipment or systems involving the demolition, removal, encapsulation, salvage, or disposal of material, or outdoor activity, releasing or likely to release asbestos fibers into the air. (3) "Department" means the department of labor and industries. (4) "Director" means the director of the department of labor and industries or the director's designee. (5) "Person" means any individual, partnership, firm, association, corporation, sole proprietorship, or the state of Washington or its political subdivisions. (6) "Certified asbestos supervisor" means an individual who is certified by the department to supervise an asbestos project. A certified asbestos supervisor is not required for projects involving less than three square feet or three linear feet of asbestos-containing material. (7) "Certified asbestos worker" means an individual who is certified by the department to work on an asbestos project. (8) "Certified asbestos contractor" means any partnership, firm, association, corporation or sole proprietorship registered under chapter 18.27 RCW that submits a bid or contracts to remove or encapsulate asbestos for another and is certified by the department to remove or encapsulate asbestos. (9) "Owner" means the owner of any public or private building, structure, facility or mechanical system, or the agent of such owner, but does not include individuals who work on asbestos projects on their own single-family residences no part of which is used for any commercial purpose.
RCW 49.66.090 — Washington Code / Title 49 / Chapter 66 / Section 090
RCW 49.66.090: Board of arbitration—Members—Selection—Chair.
Status: in_force

In the event that a health care activity and an employees' bargaining unit shall reach an impasse, the matters in dispute shall be submitted to a board of arbitration composed of three arbitrators for final and binding resolution. The board shall be selected in the following manner: Within ten days, the employer shall appoint one arbitrator and the employees shall appoint one arbitrator. The two arbitrators so selected and named shall within ten days agree upon and select the name of a third arbitrator who shall act as chair. If, upon the expiration of the period allowed therefor the arbitrators are unable to agree on the selection of a third arbitrator, such arbitrator shall be appointed at the request of either party in accordance with RCW 7.04A.110 , and that person shall act as chair of the arbitration board.
RCW 49.12.500 — Washington Code / Title 49 / Chapter 12 / Section 500
RCW 49.12.500: Working minors—Department consultation.
Status: in_force

Before granting a variance from RCW 49.12.121 or an applicable rule in order to allow a minor participating in a bona fide cooperative vocational education program, diversified career experience program, work experience program certified and monitored by the office of the superintendent of public instruction or the minor employee's school district, or a registered apprenticeship program to perform a work duty typically prohibited based on the minor's age, the department shall: (1) Conduct a safety and health consultation at the worksite; and (2) Consult with the employer on the types of tools, equipment, and practices permitted under the variance.
RCW 49.60.200 — Washington Code / Title 49 / Chapter 60 / Section 200
RCW 49.60.200: Unfair practices of employment agencies.
Status: in_force

It is an unfair practice for any employment agency to fail or refuse to classify properly or refer for employment, or otherwise to discriminate against, an individual because of age, sex, marital status, sexual orientation, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, or to print or circulate, or cause to be printed or circulated any statement, advertisement, or publication, or to use any form of application for employment, or to make any inquiry in connection with prospective employment, which expresses any limitation, specification or discrimination as to age, sex, race, sexual orientation, creed, color, or national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with a disability, or any intent to make any such limitation, specification, or discrimination, unless based upon a bona fide occupational qualification: PROVIDED, Nothing contained herein shall prohibit advertising in a foreign language.
RCW 49.60.500 — Washington Code / Title 49 / Chapter 60 / Section 500
RCW 49.60.500: Community athletics programs—Sex discrimination prohibited—Definitions.
Status: in_force

(1) No city, town, county, or district may discriminate against any person on the basis of sex in the operation, conduct, or administration of community athletics programs for youth or adults. A third party receiving a lease or permit from a city, town, county, district, or a school district , for a community athletics program also may not discriminate against any person on the basis of sex in the operation, conduct, or administration of community athletics programs for youth or adults. (2) The definitions in this subsection apply throughout this section. (a) "Community athletics program" means any athletic program that is organized for the purposes of training for and engaging in athletic activity and competition and that is in any way operated, conducted, administered, or supported by a city, town, county, district, or school district other than those offered by the school and created solely for the students by the school. (b) "District" means any metropolitan park district, park and recreation service area, or park and recreation district.
RCW 49.37.110 — Washington Code / Title 49 / Chapter 37 / Section 110
RCW 49.37.110: Collective bargaining—Termination of agreement.
Status: in_force

(1) After the termination date of a collective bargaining agreement, all the terms and conditions specified in the collective bargaining agreement remain in effect until the effective date of a subsequent agreement, not to exceed one year from the termination date stated in the agreement. Thereafter, the employer may unilaterally implement according to law. (2) This section does not apply to provisions of a collective bargaining agreement which both parties agree to exclude from the provisions of subsection (1) of this section and to provisions within the collective bargaining agreement with separate and specific termination dates. (3) This section does not apply to collective bargaining agreements in effect or being bargained on July 27, 2025.
RCW 49.48.060 — Washington Code / Title 49 / Chapter 48 / Section 060
RCW 49.48.060: Director may require bond after assignment of wage claims or receipt of a wage complaint—Court action—Penalty for failure to pay wage claim.
Status: in_force

*** CHANGE IN 2026 *** (SEE 6039-S.SL ) ***

(1) If upon investigation by the director, after taking assignments of any wage claim under RCW 49.48.040 or after receiving a wage complaint as defined in RCW 49.48.082 from an employee, it appears to the director that the employer is representing to his or her employees that he or she is able to pay wages for their services and that the employees are not being paid for their services, the director may require the employer to give a bond in such sum as the director deems reasonable and adequate in the circumstances, with sufficient surety, conditioned that the employer will for a definite future period not exceeding six months conduct his or her business and pay his or her employees in accordance with the laws of the state of Washington. (2) If within ten days after demand for such bond the employer fails to provide the same, the director may commence a suit against the employer in the superior court of appropriate jurisdiction to compel him or her to furnish such bond or cease doing business until he or she has done so. The employer shall have the burden of proving the amount thereof to be excessive. (3) If the court finds that there is just cause for requiring such bond and that the same is reasonable, necessary, or appropriate to secure the prompt payment of the wages of the employees of such employer and his or her compliance with one or more wage payment requirements as defined in RCW 49.48.082 , the court shall enjoin such employer from doing business in this state until the requirement is met, or shall make other, and may make further, orders appropriate to compel compliance with the requirement. (4) Upon being informed of a wage claim against an employer or former employer, the director shall, if such claim appears to be just, immediately notify the employer or former employer, of such claim by mail. If the employer or former employer fails to pay the claim or make satisfactory explanation to the director of his or her failure to do so, within thirty days thereafter, the employer or former employer shall be liable to a penalty of ten percent of that portion of the claim found to be justly due. The director shall have a cause of action against the employer or former employer for the recovery of such penalty, and the same may be included in any subsequent action by the director on said wage claim, or may be exercised separately after adjustment of such wage claim without court action. This subsection does not apply to wage complaints made under RCW 49.48.083 .
RCW 49.17.210 — Washington Code / Title 49 / Chapter 17 / Section 210
RCW 49.17.210: Research, experiments, and demonstrations for safety purposes—Confidentiality of information—Variances.
Status: in_force

The director is authorized to conduct, either directly or by grant or contract, research, experiments, and demonstrations as may be of aid and assistance in the furtherance of the objects and purposes of this chapter. Employer identity, employee identity, and personal identifiers of voluntary participants in research, experiments, and demonstrations shall be deemed confidential and shall not be open to public inspection. Information obtained from such voluntary activities shall not be deemed to be medical information for the purpose of RCW 51.36.060 and shall be deemed confidential and shall not be open to public inspection. The director, in his or her discretion, is authorized to grant a variance from any rule or regulation or portion thereof, whenever he or she determines that such variance is necessary to permit an employer to participate in an experiment approved by the director, and the experiment is designed to demonstrate or validate new and improved techniques to safeguard the health or safety of employees. Any such variance shall require that all due regard be given to the health and safety of all employees participating in any experiment.
RCW 49.17.110 — Washington Code / Title 49 / Chapter 17 / Section 110
RCW 49.17.110: Compliance by employee—Violations—Notice—Review.
Status: in_force

Each employee shall comply with the provisions of this chapter and all rules, regulations, and orders issued pursuant to the authority of this chapter which are applicable to his or her own actions and conduct in the course of his or her employment. Any employee or representative of employees who in good faith believes that a violation of a safety or health standard, promulgated by rule under the authority of this chapter exists that threatens physical harm to employees, or that an imminent danger to such employees exists, may request an inspection of the workplace by giving notice to the director or his or her authorized representative of such violation or danger. Any such notice shall be reduced to writing, shall set forth with reasonable particularity the grounds for the notice, and shall be signed by the employee or representative of employees. A copy of the notice shall be provided the employer or his or her agent no later than at the time of inspection, except that, upon the request of the person giving such notice, his or her name and the names of individual employees referred to therein shall not appear in such copy or on any record published, released, or made available pursuant to any provision of this chapter. If upon receipt of such notification the director determines that there are reasonable grounds to believe that such violation or danger exists, he or she shall make a special inspection as soon as practicable, to determine if such violation or danger exists. If the director determines there are no reasonable grounds to believe that a violation or danger exists, he or she shall notify the employer and the employee or representative of the employees in writing of such determination. Prior to or during any inspection of a workplace, any employee or representative of employees employed in such workplace may notify the director or any representative of the director responsible for conducting the inspection, in writing, of any violation of this chapter which he or she has reason to believe exists in such workplace. The director shall, by rule, establish procedures for informal review of any refusal by a representative of the director to issue a citation with respect to any such alleged violation, and shall furnish the employee or representative of employees requesting such review a written statement of the reasons for the director's final disposition of the case.
RCW 49.17.510 — Washington Code / Title 49 / Chapter 17 / Section 510
RCW 49.17.510: High voltage lines and equipment—Automated external defibrillators.
Status: in_force

(1) Any employer with employees who operate, maintain, or construct high voltage lines and equipment or who conduct line-clearance tree trimming in close proximity to high voltage lines and equipment shall: (a) Make an automated external defibrillator available and accessible to employees when work is being performed on, or in close proximity to, high voltage lines and equipment by two or more employees; (b) Conduct regular maintenance and annual inspections of the automated external defibrillator to ensure operability and availability; and (c) Provide training or facilitate the provision of training to ensure there are at least two employees proficient on the proper and safe use of the automated external defibrillator at any site involving work on, or in close proximity to, high voltage lines and equipment. To be considered proficient, an employee must have completed initial or updated training within the previous two years. (2) For the purposes of this section, "high voltage lines and equipment" refers to any energized communication line, electric supply line, or equipment with a voltage of 601 or greater.
RCW 49.48.900 — Washington Code / Title 49 / Chapter 48 / Section 900
RCW 49.48.900: Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.
Status: in_force

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.
RCW 49.60.400 — Washington Code / Title 49 / Chapter 60 / Section 400
RCW 49.60.400: Discrimination, preferential treatment prohibited.
Status: in_force

(1) The state shall not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, or national origin in the operation of public employment, public education, or public contracting. (2) This section applies only to action taken after December 3, 1998. (3) This section does not affect any law or governmental action that does not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, or national origin. (4) This section does not affect any otherwise lawful classification that: (a) Is based on sex and is necessary for sexual privacy or medical or psychological treatment; or (b) Is necessary for undercover law enforcement or for film, video, audio, or theatrical casting; or (c) Provides for separate athletic teams for each sex. (5) This section does not invalidate any court order or consent decree that is in force as of December 3, 1998. (6) This section does not prohibit action that must be taken to establish or maintain eligibility for any federal program, if ineligibility would result in a loss of federal funds to the state. (7) Nothing in this section prohibits schools established under chapter 28A.715 RCW from: (a) Implementing a policy of Indian preference in employment; or (b) Prioritizing the admission of tribal members where capacity of the school's programs or facilities is not as large as demand. (8) For the purposes of this section, "state" includes, but is not necessarily limited to, the state itself, any city, county, public college or university, community college, school district, special district, or other political subdivision or governmental instrumentality of or within the state. (9) The remedies available for violations of this section shall be the same, regardless of the injured party's race, sex, color, ethnicity, or national origin, as are otherwise available for violations of Washington antidiscrimination law. (10) This section shall be self-executing. If any part or parts of this section are found to be in conflict with federal law, the United States Constitution, or the Washington state Constitution, the section shall be implemented to the maximum extent that federal law, the United States Constitution, and the Washington state Constitution permit. Any provision held invalid shall be severable from the remaining portions of this section.
RCW 49.26.020 — Washington Code / Title 49 / Chapter 26 / Section 020
RCW 49.26.020: Asbestos use standards.
Status: in_force

Standards regulating the use of asbestos in construction or manufacturing shall be established by the director of the department of labor and industries, with the advice of the state health officer and the department of ecology. Standards to be adopted shall describe the types of asbestos that may be used in construction and manufacturing, the methods and procedures for their use, and such other requirements as may be needed to protect the public health and safety with respect to air-borne asbestos particles and asbestos dust.
RCW 49.60.172 — Washington Code / Title 49 / Chapter 60 / Section 172
RCW 49.60.172: Unfair practices with respect to HIV or hepatitis C infection.
Status: in_force

(1) No person may require an individual to take an HIV or hepatitis C test, as a condition of hiring, promotion, or continued employment unless the absence of HIV or hepatitis C infection is a bona fide occupational qualification for the job in question. (2) No person may discharge or fail or refuse to hire any individual, or segregate or classify any individual in any way which would deprive or tend to deprive that individual of employment opportunities or adversely affect his or her status as an employee, or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment on the basis of the results of an HIV test or hepatitis C test unless the absence of HIV or hepatitis C infection is a bona fide occupational qualification of the job in question. (3) The absence of HIV or hepatitis C infection as a bona fide occupational qualification exists when performance of a particular job can be shown to present a significant risk, as defined by the board of health by rule, of transmitting HIV or hepatitis C infection to other persons, and there exists no means of eliminating the risk by restructuring the job. (4) For the purpose of this chapter, any person who is actually infected with HIV or hepatitis C, but is not disabled as a result of the infection, shall not be eligible for any benefits under the affirmative action provisions of chapter 49.74 RCW solely on the basis of such infection. (5) Employers are immune from civil action for damages arising out of transmission of HIV or hepatitis C to employees or to members of the public unless such transmission occurs as a result of the employer's gross negligence.
RCW 49.24.160 — Washington Code / Title 49 / Chapter 24 / Section 160
RCW 49.24.160: Air plant—Feed water.
Status: in_force

(1) A good and sufficient air plant for the compression of air shall be provided to meet not only ordinary conditions, but emergencies, and to provide margin for repairs at all times. Provision must be made for storing in tanks at each boiler house enough feed water for twelve hours' supply unless connection can be made with two independent and separately sufficient sources of supply. (2) The plant shall be capable of furnishing to each working chamber a sufficient air supply for all pressure to enable work to be done.
RCW 49.62.040 — Washington Code / Title 49 / Chapter 62 / Section 040
RCW 49.62.040: Dollar amounts adjusted.
Status: in_force

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The dollar amounts specified in RCW 49.62.020 and 49.62.030 must be adjusted annually for inflation. Annually on September 30th the department of labor and industries must adjust the dollar amounts specified in this section by calculating to the nearest cent using the consumer price index for urban wage earners and clerical workers, CPI-W, or a successor index, for the twelve months prior to each September 1st as calculated by the United States department of labor. The adjusted dollar amount calculated under this section takes effect on the following January 1st.
RCW 49.70.115 — Washington Code / Title 49 / Chapter 70 / Section 115
RCW 49.70.115: Agricultural employees—Information and training on hazardous chemicals.
Status: in_force

(1) An employer shall provide employees engaged in agricultural production of crops or livestock or agricultural services with information and training on hazardous chemicals in their workplace at the time of their initial assignment, and whenever a new hazard is introduced into their work area, such instruction shall be tailored to the types of hazards to which the employees will be exposed. Seasonal and temporary employees who are not exposed to hazardous chemicals in their work area need not be trained. (2) Employers shall maintain any material safety data sheets that are received with incoming shipments of hazardous chemicals, and ensure that they are accessible to agricultural employees upon request. (3) Employers shall ensure that labels on incoming containers of hazardous chemicals are not removed or defaced.
RCW 49.32.020 — Washington Code / Title 49 / Chapter 32 / Section 020
RCW 49.32.020: Policy enunciated.
Status: in_force

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In the interpretation of this chapter and in determining the jurisdiction and authority of the courts of the state of Washington, as such jurisdiction and authority are herein defined and limited, the public policy of the state of Washington is hereby declared as follows: WHEREAS, Under prevailing economic conditions, developed with the aid of governmental authority for owners of property to organize in the corporate and other forms of ownership association, the individual unorganized worker is commonly helpless to exercise actual liberty of contract and to protect his or her freedom of labor, and thereby to obtain acceptable terms and conditions of employment, wherefore, though he or she should be free to decline to associate with his or her fellows, it is necessary that he or she have full freedom of association, self-organization, and designation of representatives of his or her own choosing, to negotiate the terms and conditions of his or her employment, and that he or she shall be free from interference, restraint, or coercion of employers of labor, or their agents, in the designation of such representatives or in self-organization or in other concerted activities for the purpose of collective bargaining or other mutual aid or protections; therefore, the following definitions of, and limitations upon, the jurisdiction and authority of the courts of the state of Washington are hereby enacted.
RCW 49.66.040 — Washington Code / Title 49 / Chapter 66 / Section 040
RCW 49.66.040: Unfair labor practice by health care activity.
Status: in_force

It shall be deemed an unfair labor practice, and unlawful, for any health care activity to: (1) Interfere with, restrain or coerce employees in any manner in the exercise of their right of self-organization: PROVIDED, That the expressing of any views, argument, or opinion, or the dissemination thereof, whether in written, printed, graphic or visual form, shall not constitute or be evidence of an unfair labor practice under any of the provisions of this chapter, if such expression contains no threat of reprisal or force or promise of benefit; (2) Initiate, create, dominate, contribute to or interfere with the formation or administration of any employee organization having bargaining as one of its functions; (3) Discriminate in regard to hire, terms, or conditions of employment in order to discourage membership in any employee organization having collective bargaining as one of its functions; (4) Refuse to meet and bargain in good faith with the duly designated representatives of an appropriate bargaining unit of employees; and it shall be a requirement of good faith bargaining that the parties be willing to reduce to writing, and have their representatives sign, any agreement arrived at through negotiation and discussion.
RCW 49.66.030 — Washington Code / Title 49 / Chapter 66 / Section 030
RCW 49.66.030: Bargaining unit.
Status: in_force

An employee association shall be deemed the properly designated representative of a bargaining unit when it can show evidence that bargaining rights have been assigned to it by a majority of the employees in the bargaining unit. Should questions arise concerning the representative status of any employee organization claiming to represent a bargaining unit of employees, upon petition by such an organization, it shall be the duty of the director, acting by himself or herself or through a designee to investigate and determine the composition of the organization. Any organization found authorized by not less than thirty percent of the employees of a bargaining unit shall be eligible to apply for an election to determine its rights to represent the unit. If more than one organization shall claim to represent any unit, the director, or his or her designee, may conduct an election by secret ballot to determine which organization shall be authorized to represent the unit. In order to be certified as a bargaining representative, an employee organization must receive, in a secret ballot election, votes from a majority of the employees who vote in the election, except that nothing in this section shall prohibit the voluntary recognition of a labor organization as a bargaining representative by an employer upon a showing of reasonable proof of majority. In any election held pursuant to this section, there shall be a choice on the ballot for employees to designate that they do not wish to be represented by any bargaining representative. No representation election shall be directed in any bargaining unit or any subdivision thereof within which, in the preceding twelve-month period, a valid election has been held. Thirty percent of the employees of an employer may file a petition for a secret ballot election to ascertain whether the employee organization which has been certified or is currently recognized by their employer as their bargaining representative is no longer their bargaining representative. No employee organization shall be certified as the representative of employees in a bargaining unit of guards, if such organization admits to membership, or is affiliated directly or indirectly with an organization which admits to membership, employees other than guards. The determination shall be based upon a plurality of votes cast in such election, and shall remain in effect for a period of not less than one year. In determining appropriate bargaining units, the director shall limit such units to groups consisting of registered nurses, licensed practical nurses or service personnel: PROVIDED, HOWEVER, That if a majority of each such classification desires inclusion within a single bargaining unit, they may combine into a single unit.
RCW 49.44.010 — Washington Code / Title 49 / Chapter 44 / Section 010
RCW 49.44.010: Blacklisting—Penalty.
Status: in_force

Every person in this state who shall wilfully and maliciously, send or deliver, or make or cause to be made, for the purpose of being delivered or sent or part with the possession of any paper, letter or writing, with or without name signed thereto, or signed with a fictitious name, or with any letter, mark or other designation, or publish or cause to be published any statement for the purpose of preventing any other person from obtaining employment in this state or elsewhere, and every person who shall wilfully and maliciously "blacklist" or cause to be "blacklisted" any person or persons, by writing, printing or publishing, or causing the same to be done, the name, or mark, or designation representing the name of any person in any paper, pamphlet, circular or book, together with any statement concerning persons so named, or publish or cause to be published that any person is a member of any secret organization, for the purpose of preventing such person from securing employment, or who shall wilfully and maliciously make or issue any statement or paper that will tend to influence or prejudice the mind of any employer against the person of such person seeking employment, or any person who shall do any of the things mentioned in this section for the purpose of causing the discharge of any person employed by any railroad or other company, corporation, individual or individuals, shall, on conviction thereof, be adjudged guilty of misdemeanor and punished by a fine of not less than one hundred dollars nor more than one thousand dollars, or by imprisonment in the county jail for not less than ninety days nor more than three hundred sixty-four days, or by both such fine and imprisonment.
RCW 49.70.140 — Washington Code / Title 49 / Chapter 70 / Section 140
RCW 49.70.140: Educational brochures and public service announcements.
Status: in_force

The department shall produce educational brochures and public service announcements detailing information available to citizens under this chapter. These educational materials shall be sent to each county health department. As necessary, the department shall provide information needed to update these educational materials.
RCW 49.19.070 — Washington Code / Title 49 / Chapter 19 / Section 070
RCW 49.19.070: Intent—Finding—Enforcement.
Status: in_force

It is the intent of the legislature that any violence protection and prevention plan developed under this chapter be appropriate to the setting in which it is to be implemented. To that end, the legislature recognizes that not all professional health care is provided in a facility or other formal setting, such as a hospital. Many services are provided by home health, hospice, and home care agencies. The legislature finds that it is inappropriate and impractical for these agencies to address workplace violence in the same manner as other, facility-based, health care settings. When enforcing this chapter as to home health, hospice, and home care agencies, the department shall allow agencies sufficient flexibility in recognition of the unique circumstances in which these agencies deliver services.
RCW 49.84.025 — Washington Code / Title 49 / Chapter 84 / Section 025
RCW 49.84.025: Time periods—Requirements.
Status: in_force

(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.
RCW 49.24.340 — Washington Code / Title 49 / Chapter 24 / Section 340
RCW 49.24.340: Electrical voltage.
Status: in_force

In electrical systems installed, no higher voltage than low voltage shall be used underground, except for transmission or other application to transformers, motors, generators or other apparatus in which the whole of the medium or high voltage apparatus is stationary.
RCW 49.48.020 — Washington Code / Title 49 / Chapter 48 / Section 020
RCW 49.48.020: Penalty for noncompliance with RCW 49.48.010 through 49.48.030 and 49.48.060.
Status: in_force

Any person, firm, or corporation which violates any of the provisions of RCW 49.48.010 through 49.48.030 and 49.48.060 shall be guilty of a misdemeanor.
RCW 49.84.020 — Washington Code / Title 49 / Chapter 84 / Section 020
RCW 49.84.020: Warehouse quotas—Written description—Notice to employees.
Status: in_force

(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.
RCW 49.24.380 — Washington Code / Title 49 / Chapter 24 / Section 380
RCW 49.24.380: Penalty.
Status: in_force

Every person violating any of the provisions of RCW 49.24.080 through 49.24.380 shall be guilty of a misdemeanor.
RCW 49.95.005 — Washington Code / Title 49 / Chapter 95 / Section 005
RCW 49.95.005: Findings—Intent—2020 c 309.
Status: in_force

(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.
RCW 49.26.030 — Washington Code / Title 49 / Chapter 26 / Section 030
RCW 49.26.030: Containers for asbestos products.
Status: in_force

Products containing asbestos shall be stored in containers of types approved by the director of the department of labor and industries, with the advice of the state health officer and the department of ecology. Containers of asbestos shall be plainly marked "Asbestos — do not inhale" or other words to the same effect.
RCW 49.60.174 — Washington Code / Title 49 / Chapter 60 / Section 174
RCW 49.60.174: Evaluation of claim of discrimination—Actual or perceived HIV or hepatitis C infection.
Status: in_force

(1) For the purposes of determining whether an unfair practice under this chapter has occurred, claims of discrimination based on actual or perceived HIV or hepatitis C infection shall be evaluated in the same manner as other claims of discrimination based on sensory, mental, or physical disability; or the use of a trained dog guide or service animal by a disabled person. (2) Subsection (1) of this section shall not apply to transactions with insurance entities, health service contractors, or health maintenance organizations subject to RCW 49.60.030 (1)(e) or 49.60.178 to prohibit fair discrimination on the basis of actual HIV or actual hepatitis C infection status when bona fide statistical differences in risk or exposure have been substantiated. (3) For the purposes of this chapter: (a) "HIV" means the human immunodeficiency virus, and includes all HIV and HIV-related viruses which damage the cellular branch of the human immune system and leave the infected person immunodeficient; and (b) "Hepatitis C" means the hepatitis C virus of any genotype.
RCW 49.17.040 — Washington Code / Title 49 / Chapter 17 / Section 040
RCW 49.17.040: Rules and regulations—Authority—Procedure.
Status: in_force

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The director shall make, adopt, modify, and repeal rules and regulations governing safety and health standards for conditions of employment as authorized by this chapter after a public hearing in conformance with the administrative procedure act and the provisions of this chapter. At least thirty days prior to such public hearing, the director shall cause public notice of such hearing to be made in newspapers of general circulation in this state, of the date, time, and place of such public hearing, along with a general description of the subject matter of the proposed rules and information as to where copies of any rules and regulations proposed for adoption may be obtained and with a solicitation for recommendations in writing or suggestions for inclusion or changes in such rules to be submitted not later than five days prior to such public hearing. Any preexisting rules adopted by the department of labor and industries relating to health and safety standards in workplaces subject to the jurisdiction of the department shall remain effective insofar as such rules are not inconsistent with the provisions of this chapter.
RCW 49.52.060 — Washington Code / Title 49 / Chapter 52 / Section 060
RCW 49.52.060: Authorized withholding.
Status: in_force

The provisions of RCW 49.52.050 shall not make it unlawful for an employer to withhold or divert any portion of an employee's wages when required or empowered so to do by state or federal law or when a deduction has been expressly authorized in writing in advance by the employee for a lawful purpose accruing to the benefit of such employee nor shall the provisions of RCW 49.52.050 make it unlawful for an employer to withhold deductions for medical, surgical, or hospital care or service, pursuant to any rule or regulation: PROVIDED, That the employer derives no financial benefit from such deduction and the same is openly, clearly and in due course recorded in the employer's books.
RCW 49.37.130 — Washington Code / Title 49 / Chapter 37 / Section 130
RCW 49.37.130: Collective bargaining—Employee information.
Status: in_force

(1) If the employer has the information in the employer's records, the employer must provide to the exclusive bargaining representative the following information for each employee in an appropriate bargaining unit: (a) The employee's name and date of hire; (b) The employee's contact information, including: (i) Cellular, home, and work telephone numbers; (ii) work and the most up-to-date personal email addresses; and (iii) home address or personal mailing address; and (c) Employment information, including the employee's job title, salary or rate of pay, and worksite location or duty station. (2) The employer must provide the information to the exclusive bargaining representative in an editable digital file format: (a) Within 21 business days from the date of hire for a newly hired employee in an appropriate bargaining unit; and (b) Every 120 business days for all employees in an appropriate bargaining unit. (3) When there is a state-level representative of the exclusive bargaining representative for a bargaining unit, the employer may provide the information to the state-level representative. (4) The exclusive bargaining representative may use the information provided under this section only for representation purposes. This section does not give authority to any exclusive bargaining representative to sell or provide access to lists of employees or the information provided to the exclusive bargaining representative pursuant to this section requested for commercial purposes. (5) If an employer fails to comply with this section, the exclusive bargaining representative may bring a court action to enforce compliance. The court may order the employer to pay costs and reasonable attorneys' fees incurred by the exclusive bargaining representative.
RCW 49.48.180 — Washington Code / Title 49 / Chapter 48 / Section 180
RCW 49.48.180: Sales representatives—Principal considered doing business in this state.
Status: in_force

A principal who is not a resident of this state and who enters into a contract subject to RCW 49.48.150 through 49.48.190 is considered to be doing business in this state for purposes of the exercise of personal jurisdiction over the principal.
RCW 49.44.135 — Washington Code / Title 49 / Chapter 44 / Section 135
RCW 49.44.135: Requiring lie detector tests—Civil penalty and damages—Attorneys' fees.
Status: in_force

In a civil action alleging a violation of RCW 49.44.120 , the court may: (1) Award a penalty in the amount of five hundred dollars to a prevailing employee or prospective employee in addition to any award of actual damages; (2) Award reasonable attorneys' fees and costs to the prevailing employee or prospective employee; and (3) Pursuant to RCW 4.84.185 , award any prevailing party against whom an action has been brought for a violation of RCW 49.44.120 reasonable expenses and attorneys' fees upon final judgment and written findings by the trial judge that the action was frivolous and advanced without reasonable cause.
RCW 49.60.405 — Washington Code / Title 49 / Chapter 60 / Section 405
RCW 49.60.405: Distinction or differential treatment—When authorized.
Status: in_force

It is not an unfair practice when a distinction or differential treatment on the basis of citizenship or immigration status is authorized by federal or state law, regulation, rule, or government contract.
RCW 49.24.030 — Washington Code / Title 49 / Chapter 24 / Section 030
RCW 49.24.030: Medical and nursing attendants.
Status: in_force

Every employer of persons for work in compressed air shall: (1) Keep at the place of work at all necessary times a duly qualified medical officer to care for cases of illness and to administer strictly and enforce RCW 49.24.020 and 49.24.040 ; (2) Keep at a medical lock required by RCW 49.24.020 (9) a certified nurse selected by the medical officer required by subdivision (1) of this section and qualified to give temporary relief in cases of illness.
RCW 49.46.310 — Washington Code / Title 49 / Chapter 46 / Section 310
RCW 49.46.310: Transportation network companies—Driver resource center fund—Selection of driver resource center—Intent.
Status: in_force

(1) The legislature recognizes that providing education and outreach to drivers regarding their rights and obligations furthers the state's interest in having a vibrant knowledgeable workforce and safe and satisfied consumers. The legislature therefore intends to create a way of providing education, outreach, and support to workers who, because of the nature of their work, do not have access to such support through traditional avenues. (2) The driver resource center fund is created in the custody of the state treasurer. All moneys received from the remittance in RCW 49.46.300 (12) must be deposited into the fund. (3) Only the director of the department of labor and industries or the director's designee may authorize expenditures from the fund. The fund is subject to allotment procedures under chapter 43.88 RCW, but an appropriation is not required for expenditures. (4) The department may make expenditures from the fund for the following purposes: (a) Services provided by the driver resource center, as defined in RCW 49.46.300 , to drivers and administrative costs of providing such support. The department must distribute funding received by the account, exclusive of the department's administrative costs deducted under (b) of this subsection, to the center on a quarterly basis; and (b) The department's costs of administering the fund and its duties under RCW 49.46.300 , not to exceed 10 percent of revenues to the fund. (5) Within four months of June 9, 2022, the director of the department or the director's designee shall, through a competitive process, select and contract with a qualified nonprofit organization to be the driver resource center.
RCW 49.84.060 — Washington Code / Title 49 / Chapter 84 / Section 060
RCW 49.84.060: Rules.
Status: in_force

The department may adopt and implement rules to carry out and enforce the provisions of this chapter.
RCW 49.95.030 — Washington Code / Title 49 / Chapter 95 / Section 030
RCW 49.95.030: Abusive conduct, challenging behavior prevention and assistance plan—Requirements.
Status: in_force

(1)(a) Beginning July 1, 2021, each covered employer shall implement a plan to prevent and protect employees from abusive conduct, to assist employees working in environments with challenging behavior, and work to resolve issues impacting the provision of personal care. This plan should be reviewed and updated as necessary and at least once every three years. The plan shall be developed and monitored by a workplace safety committee. The members of the workplace safety committee shall consist of individuals that are employee-elected, employer-selected, and include at least one service recipient representative. The number of employee-elected members shall equal or exceed the number of employer-selected members. A labor management committee established by a collective bargaining agreement that receives formal input from representatives of service recipients who wish to participate in the committee's deliberations shall be sufficient to fulfill the requirement for a workplace safety committee in this chapter. (b) If a workplace safety committee does not have the requisite number of employee-elected members or service recipient representatives because employees or service recipient representatives do not wish to participate in the workplace safety committee, the covered employer will be considered in compliance with the requirement to have a workplace safety committee if the covered employer has documented evidence showing it was unable to get employees or a service recipient representative to participate in the workplace safety committee. (2) The plan developed under subsection (1) of this section, at a minimum, must include: (a) Processes for intervening and providing assistance to an employee directly affected by challenging behavior including accessing technical assistance or similar resources, if available, to assist employees when challenging behavior occurs; (b) Processes that covered employers may follow to engage appropriate members of the care team, such as case managers or health professionals when allegations of discrimination, abusive conduct, or challenging behaviors occur; (c) The development of processes for reporting, intervening, and providing assistance to an employee directly affected by abusive conduct; and (d) Processes covered employers may follow to engage the service recipient in problem resolution with the goal of ending abusive or discriminatory conduct while working to address issues impacting the provision of personal care. (3) Each covered employer and workplace safety committee must annually review the frequency of incidents of discrimination and abusive conduct in the home care setting, including identification of the causes for, and consequences of, abusive conduct and any emerging issues that contribute to abusive conduct. As part of its annual review, the workplace safety committee must also review the number of miscategorizations in aggregate. The covered employer must adjust the plan developed under subsection (1) of this section as necessary based on this annual review. (4) In developing the plan required by subsection (1) of this section, the covered employer shall consider any guidelines on violence in the workplace or in health care settings issued by the department of health, the department of social and health services, the department of labor and industries, the federal occupational safety and health administration, and the work group created in RCW 49.95.060 . (5) Nothing in this chapter requires an individual recipient of services to develop or implement the plan required by this section.
RCW 49.105.010 — Washington Code / Title 49 / Chapter 105 / Section 010
RCW 49.105.010: Definitions.
Status: in_force

The definitions in this section apply throughout RCW 49.105.020 through 49.105.040 unless the context clearly requires otherwise. (1) "Fire-resistant material" means: (a) Wet or dry mix materials, cementitious materials, and fibrous materials, applied to achieve an hourly fire-resistant rating for buildings classified as construction types I, II, III, IV, and V, as defined by the international building code; and (b) Sealants, putty, and caulking used for firestop systems, applied to risk category III and IV buildings, as defined by the international building code. (2) "Certified fire-resistant material applicator" means an individual certified by the department to apply fire-resistant material. Certified fire-resistant material applicator does not include an individual applying fire-resistant material in or to the individual's own residence. (3) "Contractor" means an employer performing work that includes the application of fire-resistant material, or any person, partnership, or business entity that does not have employees but that performs work that includes the application of fire-resistant material. (4) "Department" means the department of labor and industries.
RCW 49.95.050 — Washington Code / Title 49 / Chapter 95 / Section 050
RCW 49.95.050: Records required of reported incidents.
Status: in_force

(1) Covered employers are required to keep a record of any reported incidents of discrimination or abusive conduct experienced by an employee during the provision of paid personal care services. The records must be kept for at least five years following the reported act and must be made available for inspection by the department or its agents upon request. If the covered employer makes its records available to the exclusive bargaining representative representing the employer's employees, the exclusive bargaining representative may assess whether the employer is meeting the data collection requirements in this section. The department must take into consideration the exclusive bargaining representative's assessment when determining whether an employer is in compliance with this section. Covered employers must make anonymized aggregate data of reported incidents available to the work group created under RCW 49.95.060 . (2) The retained records must include: (a) The covered employer's name and address; (b) The date, time, and location of where the act occurred; (c) The reporting method; (d) The name of the person who experienced the act; (e) A description of the person committing the act as: (i) A service recipient; (ii) Another resident of the home care setting; (iii) A visitor to the home care setting; (iv) Another employee; (v) A manager or supervisor; or (vi) Other; (f) A description of the type of act as one or more of the following: (i) Discrimination, including discriminatory harassment; (ii) Sexual harassment, inappropriate sexual behavior, or sexual contact; (iii) Physical sexual aggression; (iv) Rape or attempted rape; (v) Workplace verbal aggression; (vi) Workplace violence; (vii) Workplace physical aggression; or (viii) Aggravated workplace violence; (g) A description of the actions taken by the employee and the covered employer in response to the act; and (h) A description of how the incident was resolved. (3) Nothing in this section requires an individual recipient of services to keep, collect, or provide any data required by this section to the department. (4) Communication of the information in this section must be tailored to respect the privacy of service recipients in accordance with the federal health insurance portability and accountability act of 1996.
RCW 49.48.170 — Washington Code / Title 49 / Chapter 48 / Section 170
RCW 49.48.170: Sales representatives—Payment.
Status: in_force

A principal shall pay wages and commissions at the usual place of payment unless the sales representative requests that the wages and commissions be sent through registered mail. If, in accordance with a request by the sales representative, the sales representative's wages and commissions are sent through the mail, the wages and commissions are deemed to have been paid as of the date of their registered postmark.
RCW 49.24.100 — Washington Code / Title 49 / Chapter 24 / Section 100
RCW 49.24.100: Lighting appliances.
Status: in_force

(1) All lighting in compressed air chambers shall be by electricity only. Wherever practicable there shall be two independent lighting systems with independent sources of supply. (2) The exterior of all lamp sockets shall be entirely nonmetallic. (3) All portable incandescent lamps used shall be guarded by a wire cage large enough to enclose both lamp and socket. (4) All incandescent lamps shall be so placed that they cannot come in contact with any combustible material. (5) Only heavy insulated or armored wire shall be used for light or power.
RCW 49.44.190 — Washington Code / Title 49 / Chapter 44 / Section 190
RCW 49.44.190: Noncompetition agreements for broadcasting industry employees—Restrictions—Trade secrets protected.
Status: in_force

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(1) If an employee subject to an employee noncompetition agreement is terminated without just cause or laid off by action of the employer, the noncompetition agreement is void and unenforceable. (2) Nothing in this section restricts the right of an employer to protect trade secrets or other proprietary information by lawful means in equity or under applicable law. (3) Nothing in this section has the effect of terminating, or in any way modifying, any rights or liabilities resulting from an employee noncompetition agreement that was entered into before December 31, 2005. (4) The definitions in this subsection apply throughout this section unless the context clearly requires otherwise. (a) "Employee" means an employee of a broadcasting industry employer other than a sales or management employee. (b) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other entity which engages in any business, industry, profession, or activity in this state and employs one or more employees, and includes the state, counties, cities, and all municipal corporations, public corporations, political subdivisions of the state, and charitable organizations. (c) "Employee noncompetition agreement" means an agreement, written or oral, express or implied, between an employer and employee under which the employee agrees not to compete, either alone or as an employee of another, with the employer in providing services after termination of employment. (d) "Broadcasting industry" means employers that distribute or transmit electronic signals to the public at large using television (VHF or UHF), radio (AM, FM, or satellite), or cable television technologies, or which prepare, develop, or create programs or messages to be transmitted by electronic signal using television, radio, or cable technology.
RCW 49.04.110 — Washington Code / Title 49 / Chapter 04 / Section 110
RCW 49.04.110: Woman and racial minority representation in apprenticeship programs—Noncompliance.
Status: in_force

When it shall appear to the department of labor and industries that any apprenticeship program referred to in RCW 49.04.100 has failed to comply with the woman or racial minority representation requirement hereinabove in such section referred to by January 1, 1970, which fact shall be determined by reports the department may request or in such other manner as it shall see fit, then the same shall be deemed prima facie evidence of noncompliance with RCW 49.04.100 through 49.04.130 and thereafter no state funds or facilities shall be expended upon such program: PROVIDED, That prior to such withdrawal of funds evidence shall be received and state funds or facilities shall not be denied if there is a showing of a genuine effort to comply with the provisions of RCW 49.04.100 through 49.04.130 as to entrance of women and racial minorities into the program. The director shall notify the appropriate federal authorities if there is noncompliance with the woman and racial minority representation qualification under any apprenticeship program as provided for in RCW 49.04.100 through 49.04.130 .
RCW 49.44.085 — Washington Code / Title 49 / Chapter 44 / Section 085
RCW 49.44.085: Provision requiring an employee to waive right to publicly pursue cause of action is unenforceable.
Status: in_force

A provision of an employment contract or agreement is against public policy and is void and unenforceable if it requires an employee to waive the employee's right to publicly pursue a cause of action arising under chapter 49.60 RCW or federal antidiscrimination laws or to publicly file a complaint with the appropriate state or federal agencies, or if it requires an employee to resolve claims of discrimination in a dispute resolution process that is confidential.
RCW 49.17.490 — Washington Code / Title 49 / Chapter 17 / Section 490
RCW 49.17.490: Temporary workers—Safety—Staffing agency and worksite employer duties.
Status: in_force

(1) Before the assignment of an employee to a worksite employer, a staffing agency must: (a) Inquire about the worksite employer's safety and health practices and hazards at the actual workplace where the employee will be working to assess the safety conditions, workers tasks, and the worksite employer's safety program; these activities are required at the start of any contract to place workers and may include visiting the actual worksite. If, during the inquiry or anytime during the period of the contract, the staffing agency becomes aware of existing job hazards that are not mitigated by the worksite employer, the staffing agency must make the host employer aware, urge the host employer to correct it, and document these efforts, otherwise the staffing agency must remove the temporary workers from the worksite; (b) Provide training to the employee for general awareness safety training for recognized industry hazards the employee may encounter at the worksite. Industry hazard training must be completed, in the preferred language of the employee, and must be provided at no expense to the employee. The training date and training content must be maintained by the staffing agency and provided to the employee upon request; (c) Transmit a general description of the training program including topics covered to the worksite employer, whether electronically or on paper, at the start of the contract with the worksite employer; (d) Provide the department's hotline number for the employee to call to report safety hazards and concerns as part of the employment materials provided to the employee; and (e) Inform the employee who the employee should report safety concerns to at the workplace. (2) This section does not diminish any existing worksite employer or staffing agency responsibility as an employer to provide a place of employment free from recognized hazards or to otherwise comply with this chapter and other employment laws. Both entities are responsible for compliance with this chapter and the rules enacted pursuant to this chapter. (3) Before the employee engages in work for the worksite employer, the worksite employer must: (a) Document and inform the staffing agency about anticipated job hazards likely encountered by the staffing agency employee; (b) Review the safety and health awareness training provided by the staffing agency to determine if it addresses recognized hazards for the worksite employer's industry; (c) Provide specific training tailored to the particular hazards at their workplaces; and (d) Document and maintain records of site-specific training and provide confirmation that the training occurred to the staffing agency within three business days of providing the training. (4) If the worksite employer changes the job tasks or work location and new hazards may be encountered, the worksite employer must: (a) Inform both the staffing agency and the employee; and (b) Inform both the staffing agency and the employee of job hazards not previously covered before the employee undertakes the new tasks and update personal protective equipment and training for the new job tasks, if necessary. (5) A staffing agency or employee may refuse a new job task at the worksite when the task has not been reviewed or if the employee has not had appropriate training to do the new task. (6) A worksite employer that supervises an employee of a staffing agency must provide worksite specific training to the employee and must allow a staffing agency to visit any worksite where the staffing agency's employees are or will be working to observe and confirm the worksite employer's training and information related to the worksite's job tasks, safety and health practices, and hazards. (7) The definitions in this subsection apply throughout this section unless the context clearly requires otherwise. (a) A "staffing agency" is an employer as defined in this chapter and North American industry classification system 561320 and means an organization that recruits and hires its own employees and temporarily assigns those employees to perform work or services for another organization, under such other organization's supervision, to: (i) Support or supplement the other organization's workforce; (ii) provide assistance in special work situations including, but not limited to, employee absences, skill shortages, or seasonal workloads; or (iii) perform special assignments or projects. (b) "Worksite employer" is an employer as defined in this chapter and means an individual, company, corporation, or partnership with which a staffing agency contracts or otherwise agrees to furnish persons for temporary employment in the industries described in sectors 23 and 31 through 33 of the North American industry classification system. (8) A staffing agency or worksite employer may not retaliate against a staffing agency employee who reports safety concerns. (9) The department may enact rules to implement this section.
RCW 49.60.170 — Washington Code / Title 49 / Chapter 60 / Section 170
RCW 49.60.170: Witness fees—Deposition fees.
Status: in_force

Witnesses before the commission, its member, agent, or agency, shall be paid the same fees and mileage that are paid witnesses in the courts of this state. Witnesses whose depositions are taken and the person taking the same shall be entitled to same fees as are paid for like services in the courts of the state.