reglab/housing_qa huggingface dataset:
WA Rev Code § 49.76.020 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.020 - Definitions.

RCW 49.76.020 Definitions. (Effective until July 1, 2022.)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 26.50.010.(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 26.50.010.(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.[ 2017 3rd sp.s. c 5 § 90; 2008 c 286 § 2.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.RCW 49.76.020Definitions. (Effective July 1, 2022.)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.[ 2021 c 215 § 152; 2017 3rd sp.s. c 5 § 90; 2008 c 286 § 2.]NOTES:Effective date—2021 c 215: See note following RCW 7.105.900.Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.76.030 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.030 - Domestic violence leave—Victims and family members—Purpose.

RCW 49.76.030 Domestic violence leave—Victims and family members—Purpose.An employee may take reasonable leave from work, intermittent leave, or leave on a reduced leave schedule, with or without pay, to:(1) Seek legal or law enforcement assistance or remedies to ensure the health and safety of the employee or employee's family members including, but not limited to, preparing for, or participating in, any civil or criminal legal proceeding related to or derived from domestic violence, sexual assault, or stalking;(2) Seek treatment by a health care provider for physical or mental injuries caused by domestic violence, sexual assault, or stalking, or to attend to health care treatment for a victim who is the employee's family member;(3) Obtain, or assist a family member in obtaining, services from a domestic violence shelter, rape crisis center, or other social services program for relief from domestic violence, sexual assault, or stalking;(4) Obtain, or assist a family member in obtaining, mental health counseling related to an incident of domestic violence, sexual assault, or stalking, in which the employee or the employee's family member was a victim of domestic violence, sexual assault, or stalking; or(5) Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee's family members from future domestic violence, sexual assault, or stalking.[ 2008 c 286 § 3.]
WA Rev Code § 49.76.050 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.050 - Retention of pay or benefits—Exceptions—Health coverage.

RCW 49.76.050 Retention of pay or benefits—Exceptions—Health coverage.(1) The taking of leave under RCW 49.76.030 may not result in the loss of any pay or benefits to the employee that accrued before the date on which the leave commenced.(2) Upon an employee's return, an employer shall either:(a) Restore the employee to the position of employment held by the employee when the leave commenced; or(b) Restore the employee to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.(3)(a) This section does not apply if the employment from which the individual takes leave is with a staffing company and the individual is assigned on a temporary basis to perform work at or services for another organization to support or supplement the other organization's workforces, or to provide assistance in special work situations such as, but not limited to, employee absences, skill shortages, seasonal workloads, or to perform special assignments or projects, all under the direction and supervision of the organization to which the individual is assigned.(b) This section does not apply if an employee was hired for a specific term or only to perform work on a discrete project, the employment term or project is over, and the employer would not otherwise have continued to employ the employee.(4) To the extent allowed by law, an employer shall maintain coverage under any health insurance plan for an employee who takes leave under RCW 49.76.030. The coverage must be maintained for the duration of the leave at the level and under the conditions coverage would have been provided if the employee had not taken the leave.[ 2008 c 286 § 5.]
WA Rev Code § 49.76.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.060 - Scope—Application—Expansion of rights.

RCW 49.76.060 Scope—Application—Expansion of rights.(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.[ 2018 c 47 § 4; 2008 c 286 § 6.]
WA Rev Code § 49.76.070 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.070 - Enforcement—Complaint—Investigation—Notice of infraction.

RCW 49.76.070 Enforcement—Complaint—Investigation—Notice of infraction.Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation has occurred, the director shall issue a notice of infraction. Appeal from the director's decision is governed by chapter 34.05 RCW.[ 2008 c 286 § 7.]
WA Rev Code § 49.76.080 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.080 - Enforcement—Penalty for infraction.

RCW 49.76.080 Enforcement—Penalty for infraction.(1) If an employer is found to have committed an infraction under RCW 49.76.070, the director may impose upon the employer a fine of up to five hundred dollars for the first infraction and a fine of up to one thousand dollars for each subsequent infraction committed within three years of a previous infraction.(2) The director may also order an employer found to have committed an infraction under RCW 49.76.070 to comply with RCW 49.76.050(2).[ 2008 c 286 § 9.]
WA Rev Code § 49.76.090 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.090 - Enforcement—Record confidentiality—Exceptions.

RCW 49.76.090 Enforcement—Record confidentiality—Exceptions.(1) Except as provided in subsection (2) of this section, information contained in the department's complaint files and records of employees under this chapter is confidential and shall not be open to public inspection.(2) Except as limited by state or federal statute or regulations:(a) The information in subsection (1) of this section may be provided to public employees in the performance of their official duties; and(b) A complainant or a representative of a complainant, be it an individual or an organization, may review a complaint file or receive specific information therefrom upon the presentation of the signed authorization of the complainant.[ 2008 c 286 § 10.]
WA Rev Code § 49.76.100 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.100 - Enforcement—Remedies—Civil actions.

RCW 49.76.100 Enforcement—Remedies—Civil actions.(1) Any employee or applicant for employment deeming herself or himself injured by any act in violation of this chapter shall have a civil action in a court of competent jurisdiction to enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit including reasonable attorneys' fees.(2) The remedy provided by this section is in addition to any common law remedy or other remedy that may be available to an employee.(3) An employee is not required to exhaust administrative remedies before filing a civil action to enforce this chapter.[ 2018 c 47 § 5; 2008 c 286 § 12.]
WA Rev Code § 49.76.110 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.110 - Effect of administrative findings and conclusions on civil action.

RCW 49.76.110 Effect of administrative findings and conclusions on civil action.Any finding, determination, conclusion, declaration, or notice of infraction made for the purposes of enforcing this chapter by the director or by an appeal tribunal, administrative law judge, or reviewing officer is neither conclusive nor binding in any civil action filed pursuant to RCW 49.76.100 or in any other common law or civil action, regardless of whether the prior action was between the same or related parties or involved the same facts.[ 2008 c 286 § 8.]
WA Rev Code § 49.76.115 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.115 - Employer conduct—Actual or perceived victim of domestic violence, sexual assault, or stalking.

RCW 49.76.115 Employer conduct—Actual or perceived victim of domestic violence, sexual assault, or stalking.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.[ 2018 c 47 § 2.]
WA Rev Code § 49.76.120 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.120 - Retaliation against employee.

RCW 49.76.120 Retaliation against employee.No employer may discharge, threaten to discharge, demote, deny a promotion to, sanction, discipline, retaliate against, harass, or otherwise discriminate against an employee with respect to compensation, terms, conditions, or privileges of employment because the employee:(1) Exercised rights under RCW 49.76.030 or 49.76.115;(2) Filed or communicated to the employer an intent to file a complaint under RCW 49.76.070 or 49.76.100; or(3) Participated or assisted, as a witness or otherwise, in another employee's attempt to exercise rights under RCW 49.76.030, 49.76.115, 49.76.070, or 49.76.100.[ 2018 c 47 § 6; 2008 c 286 § 11.]
WA Rev Code § 49.76.130 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.130 - Notice to employees—Employment posters—Penalty.

RCW 49.76.130 Notice to employees—Employment posters—Penalty.The department shall include notice of the provisions of this chapter in the next reprinting of employment posters. Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice, to be prepared or approved by the director, setting forth excerpts from, or summaries of, the pertinent provisions of this chapter and information pertaining to the filing of a charge. Any employer that willfully violates this section may be subject to a civil penalty of not more than one hundred dollars for each separate offense. Any penalties collected by the department under this section shall be deposited into the family and medical leave enforcement account.[ 2017 3rd sp.s. c 5 § 91; 2008 c 286 § 13.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.76.140 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.140 - Notice to employees—Prosecutors—Victims' advocates.

RCW 49.76.140 Notice to employees—Prosecutors—Victims' advocates.Prosecuting attorney and victim/witness offices are encouraged to make information regarding this chapter available for distribution at their offices.[ 2008 c 286 § 14.]
WA Rev Code § 49.76.150 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.150 - Authority to adopt rules.

RCW 49.76.150 Authority to adopt rules.The director shall adopt rules as necessary to implement this chapter.[ 2008 c 286 § 15.]
WA Rev Code § 49.76.900 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.76 - Domestic Violence Leave.|49.76.900 - Effective date—2008 c 286.

RCW 49.76.900 Effective date—2008 c 286.This act is necessary for the immediate preservation of the public peace, health, or safety, or support of the state government and its existing public institutions, and takes effect immediately [April 1, 2008].[ 2008 c 286 § 18.]
WA Rev Code § 49.77.010 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.010 - Military family leave.

RCW 49.77.010 Military family leave.In order to support the families of military personnel serving in military conflicts, and to assure that these families are able to spend time together after being notified of an impending call or order to active duty and before deployment and during a military member's leave from deployment, the legislature hereby creates the military family leave act.[ 2008 c 71 § 1.]
WA Rev Code § 49.77.020 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.020 - Definitions.

RCW 49.77.020 Definitions.The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Department" means the department of labor and industries.(2) "Employee" means a person who performs service for hire for an employer, for an average of twenty or more hours per week, and includes all individuals employed at any site owned or operated by an employer, but does not include an independent contractor.(3) "Employer" means: (a) Any person, firm, corporation, partnership, business trust, legal representative, or other business entity which engages in any business, industry, profession, or activity in this state; (b) the state, state institutions, and state agencies; and (c) any unit of local government including, but not limited to, a county, city, town, municipal corporation, quasi-municipal corporation, or political subdivision.(4) "Period of military conflict" means a period of war declared by the United States Congress, declared by executive order of the president, or in which a member of a reserve component of the armed forces is ordered to active duty pursuant to either sections 12301 and 12302 of Title 10 of the United States Code or Title 32 of the United States Code.(5) "Spouse" means a husband or wife, as the case may be, or state registered domestic partner.[ 2017 3rd sp.s. c 5 § 92; 2008 c 71 § 2.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.77.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.040 - Prohibited acts.

RCW 49.77.040 Prohibited acts.(1) It is unlawful for any employer to:(a) Interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this chapter; or(b) Discharge or in any other manner discriminate against any individual for opposing any practice made unlawful by this chapter.(2) It is unlawful for any person to discharge or in any other manner discriminate against any individual because the individual has:(a) Filed any charge, or has instituted or caused to be instituted any proceeding, under or related to this chapter;(b) Given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this chapter; or(c) Testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this chapter.[ 2017 3rd sp.s. c 5 § 94.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: "Sections 90 through 98 of this act take effect December 31, 2019." [ 2017 3rd sp.s. c 5 § 103.]
WA Rev Code § 49.77.050 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.050 - Employee complaints.

RCW 49.77.050 Employee complaints.Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation may have occurred, a hearing must be held in accordance with chapter 34.05 RCW. The director must issue a written determination including his or her findings after the hearing. A judicial appeal from the director's determination may be taken in accordance with chapter 34.05 RCW, with the prevailing party entitled to recover reasonable costs and attorneys' fees.[ 2017 3rd sp.s. c 5 § 95.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.77.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.060 - Civil penalties.

RCW 49.77.060 Civil penalties.An employer who is found, in accordance with RCW 49.77.050, to have violated a requirement of this chapter and the rules adopted under this chapter, is subject to a civil penalty of not less than one thousand dollars for each violation. Civil penalties must be collected by the department and deposited into the family and medical leave enforcement account.[ 2017 3rd sp.s. c 5 § 96.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.77.070 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.070 - Damages—Equitable relief—Parties to action—Costs.

RCW 49.77.070 Damages—Equitable relief—Parties to action—Costs.(1) Any employer who violates RCW 49.77.040 is liable:(a) For damages equal to:(i) The amount of:(A) Any wages, salary, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or(B) In a case in which wages, salary, employment benefits, or other compensation have not been denied or lost to the employee, any actual monetary losses sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to twelve weeks of wages or salary for the employee;(ii) The interest on the amount described in (a)(i) of this subsection calculated at the prevailing rate; and(iii) An additional amount as liquidated damages equal to the sum of the amount described in (a)(i) of this subsection and the interest described in (a)(ii) of this subsection, except that if an employer who has violated RCW 49.77.040 proves to the satisfaction of the court that the act or omission which violated RCW 49.77.040 was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of RCW 49.77.040, the court may, in the discretion of the court, reduce the amount of the liability to the amount and interest determined under (a)(i) and (ii) of this subsection, respectively; and(b) For such equitable relief as may be appropriate, including employment, reinstatement, and promotion.(2) An action to recover the damages or equitable relief prescribed in subsection (1) of this section may be maintained against any employer in any court of competent jurisdiction by any one or more employees for and on behalf of:(a) The employees; or(b) The employees and other employees similarly situated.(3) The court in such an action shall, in addition to any judgment awarded to the plaintiff, allow reasonable attorneys' fees, reasonable expert witness fees, and other costs of the action to be paid by the defendant.[ 2017 3rd sp.s. c 5 § 97.]NOTES:Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
WA Rev Code § 49.77.900 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.77 - Military Family Leave Act.|49.77.900 - Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.

RCW 49.77.900 Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.For the purposes of this chapter, the terms spouse, marriage, marital, husband, wife, widow, widower, next of kin, and family shall be interpreted as applying equally to state registered domestic partnerships or individuals in state registered domestic partnerships as well as to marital relationships and married persons, and references to dissolution of marriage shall apply equally to state registered domestic partnerships that have been terminated, dissolved, or invalidated, to the extent that such interpretation does not conflict with federal law. Where necessary to implement chapter 521, Laws of 2009, gender-specific terms such as husband and wife used in any statute, rule, or other law shall be construed to be gender neutral, and applicable to individuals in state registered domestic partnerships.[ 2009 c 521 § 133.]