reglab/housing_qa huggingface dataset:
WA Rev Code § 41.06.340 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.340 - Determination of appropriate bargaining units—Unfair labor practices provisions applicable to chapter.

RCW 41.06.340 Determination of appropriate bargaining units—Unfair labor practices provisions applicable to chapter.(1) With respect to collective bargaining as authorized by RCW 41.80.001 and 41.80.010 through 41.80.130, the public employment relations commission created by chapter 41.58 RCW shall have authority to adopt rules, on and after June 13, 2002, relating to determination of appropriate bargaining units within any agency. In making such determination the commission shall consider the duties, skills, and working conditions of the employees, the history of collective bargaining by the employees and their bargaining representatives, the extent of organization among the employees, and the desires of the employees. The public employment relations commission created in chapter 41.58 RCW shall adopt rules and make determinations relating to the certification and decertification of exclusive bargaining representatives.(2) Each and every provision of RCW 41.56.140 through 41.56.160 shall be applicable to this chapter as it relates to state civil service employees.(3) A collective bargaining agreement entered into under RCW 41.06.150 before July 1, 2004, covering employees subject to RCW 41.80.001 and 41.80.010 through 41.80.130 that expires after July 1, 2004, shall remain in full force during its duration, or until superseded by a collective bargaining agreement entered into by the parties under RCW 41.80.001 and 41.80.010 through 41.80.130. However, an agreement entered into before July 1, 2004, may not be renewed or extended beyond July 1, 2005, or until superseded by a collective bargaining agreement entered into under RCW 41.80.001 and 41.80.010 through 41.80.130, whichever is later.[ 2002 c 354 § 232; 1993 c 281 § 35; 1969 ex.s. c 215 § 13.]NOTES:Short title—2002 c 354: See RCW 41.80.907.Effective date—1993 c 281: See note following RCW 41.06.022.
WA Rev Code § 41.06.350 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.350 - Acceptance of federal funds authorized.

RCW 41.06.350 Acceptance of federal funds authorized.The director is authorized to receive federal funds now available or hereafter made available for the assistance and improvement of public personnel administration, which may be expended in addition to the personnel service fund established by RCW 41.06.280.[ 2011 1st sp.s. c 43 § 421; 2002 c 354 § 218; 1993 c 281 § 36; 1969 ex.s. c 152 § 1.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Effective date—1993 c 281: See note following RCW 41.06.022.
WA Rev Code § 41.06.395 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.395 - Training programs on sexual harassment.

RCW 41.06.395 Training programs on sexual harassment.The director shall adopt rules establishing guidelines for policies, procedures, and mandatory training programs on sexual harassment for state employees to be adopted by state agencies. The department of enterprise services shall establish reporting requirements for state agencies on compliance with RCW 43.01.135.[ 2011 1st sp.s. c 43 § 422; 2007 c 76 § 1.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
WA Rev Code § 41.06.400 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.400 - Training and career development programs—Powers and duties of department of enterprise services.

RCW 41.06.400 Training and career development programs—Powers and duties of department of enterprise services.(1) In addition to other powers and duties specified in this chapter, the department of enterprise services in consultation with the office of financial management shall:(a) By rule, prescribe the purpose and minimum standards for training and career development programs and, in so doing, regularly consult with and consider the needs of individual agencies and employees;(b) Provide training and career development programs which may be conducted more efficiently and economically on an interagency basis;(c) Promote interagency sharing of resources for training and career development;(d) Monitor and review the impact of training and career development programs to ensure that the responsibilities of the state to provide equal employment opportunities are diligently carried out.(2) At an agency's request, the department of enterprise services may provide training and career development programs for an agency's internal use which may be conducted more efficiently and economically by the department of enterprise services.[ 2011 1st sp.s. c 43 § 423; 2002 c 354 § 219; 1980 c 118 § 4.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Severability—1980 c 118: See note following RCW 41.06.010.
WA Rev Code § 41.06.410 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.410 - Agency training and career development plans—Budget.

RCW 41.06.410 Agency training and career development plans—Budget.Each agency subject to the provisions of this chapter shall:(1) Prepare an employee training and career development plan which shall at least meet minimum standards established by the department of enterprise services;(2) Provide for training and career development for its employees in accordance with the agency plan;(3) Budget for training and career development in accordance with procedures of the office of financial management.[ 2011 1st sp.s. c 43 § 424; 2002 c 354 § 220; 1980 c 118 § 5.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Severability—1980 c 118: See note following RCW 41.06.010.
WA Rev Code § 41.06.420 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.420 - Entry-level management training course—Rules—Requirements—Suspension—Waiver—Designation of supervisory or management positions.

RCW 41.06.420 Entry-level management training course—Rules—Requirements—Suspension—Waiver—Designation of supervisory or management positions.(1) The office of financial management, by rule, shall prescribe the conditions under which an employee appointed to a supervisory or management position after June 12, 1980, shall be required to successfully complete an entry-level management training course as approved by the director. Such training shall not be required of any employee who has completed a management training course prior to the employee's appointment which is, in the judgment of the director, at least equivalent to the entry-level course required by this section.(2) The office of financial management, by rule, shall establish procedures for the suspension of the entry-level training requirement in cases where the ability of an agency to perform its responsibilities is adversely affected, or for the waiver of this requirement in cases where a person has demonstrated experience as a substitute for training.(3) Agencies subject to the provisions of this chapter, in accordance with rules prescribed by the office of financial management, shall designate individual positions, or groups of positions, as being "supervisory" or "management" positions. Such designations shall be subject to review by the director.[ 2011 1st sp.s. c 43 § 425; 1980 c 118 § 6.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Severability—1980 c 118: See note following RCW 41.06.010.
WA Rev Code § 41.06.450 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.450 - Destruction or retention of information relating to employee misconduct.

RCW 41.06.450 Destruction or retention of information relating to employee misconduct.(1) The director shall adopt rules applicable to each agency to ensure that information relating to employee misconduct or alleged misconduct is destroyed or maintained as follows:(a) All such information determined to be false and all such information in situations where the employee has been fully exonerated of wrongdoing, shall be promptly destroyed;(b) All such information having no reasonable bearing on the employee's job performance or on the efficient and effective management of the agency, shall be promptly destroyed;(c) All other information shall be retained only so long as it has a reasonable bearing on the employee's job performance or on the efficient and effective management of the agency.(2) Notwithstanding subsection (1) of this section, an agency may retain information relating to employee misconduct or alleged misconduct if:(a) The employee requests that the information be retained; or(b) The information is related to pending legal action or legal action may be reasonably expected to result.(3) In adopting rules under this section, the director shall consult with the public disclosure commission to ensure that the public policy of the state, as expressed in chapters *42.17 and 42.56 RCW, is adequately protected.[ 2005 c 274 § 280; 2002 c 354 § 221; 1993 c 281 § 37; 1982 c 208 § 10.]NOTES:*Reviser's note: Provisions in chapter 42.17 RCW relating to public disclosure were recodified in chapter 42.56 RCW by 2005 c 274.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Effective date—1993 c 281: See note following RCW 41.06.022.Legislative finding—Purpose—RCW 41.06.450: "The legislature finds that, under some circumstances, maintaining information relating to state employee misconduct or alleged misconduct is unfair to employees and serves no useful function to the state. The purpose of RCW 41.06.450 is to direct the personnel board to adopt rules governing maintenance of employee records so that the records are maintained in a manner which is fair to employees, which ensures proper management of state governmental affairs, and which adequately protects the public interest." [ 1982 c 208 § 9.]Application of public disclosure law to information relating to employee misconduct: RCW 42.56.110.Employee inspection of personnel file: RCW 49.12.240 through 49.12.260.
WA Rev Code § 41.06.455 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.455 - Destruction of employee records authorized if consistent with other laws.

RCW 41.06.455 Destruction of employee records authorized if consistent with other laws.RCW 41.06.450 does not prohibit an agency from destroying identifying information in records relating to employee misconduct or alleged misconduct if the agency deems the action is consistent with the policy expressed in RCW 41.06.450 and in chapter 42.56 RCW.[ 2005 c 274 § 281; 1982 c 208 § 11.]
WA Rev Code § 41.06.460 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.460 - Application of RCW 41.06.450 and 41.06.455 to classified and exempt employees.

RCW 41.06.460 Application of RCW 41.06.450 and 41.06.455 to classified and exempt employees.Notwithstanding RCW 41.06.040, 41.06.450 and 41.06.455 apply to all classified and exempt employees of the state, including employees of the institutions of higher education.[ 1982 c 208 § 12.]NOTES:
WA Rev Code § 41.06.475 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.475 - Employees with unsupervised access to children—Rules for background investigation.

RCW 41.06.475 Employees with unsupervised access to children—Rules for background investigation.The director shall adopt rules, in cooperation with the secretary of the department of children, youth, and families, for the background investigation of current employees and of persons being actively considered for positions with the department who will or may have unsupervised access to children. The director shall also adopt rules, in cooperation with the secretary of the department of children, youth, and families, for background investigation of positions otherwise required by federal law to meet employment standards. "Considered for positions" includes decisions about (1) initial hiring, layoffs, reallocations, transfers, promotions, or demotions, or (2) other decisions that result in an individual being in a position that will or may have unsupervised access to children as an employee, an intern, or a volunteer.[ 2017 3rd sp.s. c 6 § 807; 2007 c 387 § 8; 2002 c 354 § 222; 1993 c 281 § 38; 1986 c 269 § 2.]NOTES:Effective date—2017 3rd sp.s. c 6 §§ 102, 104-115, 201-227, 301-337, 401-419, 501-513, 801-803, and 805-822: See note following RCW 43.216.025.Conflict with federal requirements—2017 3rd sp.s. c 6: See RCW 43.216.908.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Effective date—1993 c 281: See note following RCW 41.06.022.Children and vulnerable adults: RCW 43.43.830 through 43.43.842.State hospitals: RCW 72.23.035.Supervision, care, or treatment of children or individuals with developmental disabilities or other vulnerable persons—State employment—Investigation of conviction records or pending charges: RCW 43.20A.710.
WA Rev Code § 41.06.476 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.476 - Background investigation rules—Updating.

RCW 41.06.476 Background investigation rules—Updating.(1) The office of financial management shall amend any existing rules established under RCW 41.06.475 and adopt rules developed in cooperation and agreement with the department of social and health services to implement the provisions of chapter 296, Laws of 2001.(2) The legislature's delegation of authority to the agency under chapter 296, Laws of 2001 is strictly limited to:(a) The minimum delegation necessary to administer the clear and unambiguous directives of chapter 296, Laws of 2001; and(b) The administration of circumstances and behaviors foreseeable at *the time of enactment.[ 2011 1st sp.s. c 43 § 426; 2001 c 296 § 6.]NOTES:*Reviser's note: 2001 c 296 attained final passage by the legislature on April 20, 2001, was signed by the governor and filed with the secretary of state on May 14, 2001, and took effect July 22, 2001.Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Intent—2001 c 296: See note following RCW 9.96A.060.
WA Rev Code § 41.06.490 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.490 - State employee return-to-work program.

RCW 41.06.490 State employee return-to-work program.In addition to the rules adopted under RCW 41.06.150, the director shall adopt rules establishing a state employee return-to-work program. The program shall, at a minimum:(1) Direct each agency to adopt a return-to-work policy. The program shall allow each agency program to take into consideration the special nature of employment in the agency;(2) Provide for eligibility in the return-to-work program, for a minimum of two years from the date the temporary disability commenced, for any permanent employee who is receiving compensation under RCW 51.32.090 and who is, by reason of his or her temporary disability, unable to return to his or her previous work, but who is physically capable of carrying out work of a lighter or modified nature;(3) Require each agency to name an agency representative responsible for coordinating the return-to-work program of the agency;(4) Provide that applicants receiving appointments for classified service receive an explanation of the return-to-work policy;(5) Require training of supervisors on implementation of the return-to-work policy, including but not limited to assessment of the appropriateness of the return-to-work job for the employee; and(6) Coordinate participation of applicable employee assistance programs, as appropriate.[ 2011 1st sp.s. c 43 § 427; 2002 c 354 § 223; 1990 c 204 § 3.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.Findings—Purpose—1990 c 204: See note following RCW 51.44.170.
WA Rev Code § 41.06.510 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.510 - Institutions of higher education—Designation of personnel officer.

RCW 41.06.510 Institutions of higher education—Designation of personnel officer.Each institution of higher education and each related board shall designate an officer who shall perform duties as personnel officer. The personnel officer at each institution or related board shall direct, supervise, and manage administrative and technical personnel activities for the classified service at the institution or related board consistent with policies established by the institution or related board and in accordance with the provisions of this chapter and the rules adopted under this chapter. Institutions may undertake jointly with one or more other institutions to appoint a person qualified to perform the duties of personnel officer, provide staff and financial support and may engage consultants to assist in the performance of specific projects. The services of the department of enterprise services and the office of financial management may also be used by the institutions or related boards pursuant to RCW 41.06.080.The state board for community and technical colleges shall have general supervision and control over activities undertaken by the various community colleges pursuant to this section.[ 2011 1st sp.s. c 43 § 428; 1993 c 281 § 10.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Effective date—1993 c 281: See note following RCW 41.06.022.
WA Rev Code § 41.06.530 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.530 - Personnel resource and management policy—Implementation.

RCW 41.06.530 Personnel resource and management policy—Implementation.(1) The legislature recognizes that:(a) The labor market and the state government workforce are diverse in terms of gender, race, ethnicity, age, and the presence of disabilities.(b) The state's personnel resource and management practices must be responsive to the diverse nature of its workforce composition.(c) Managers in all agencies play a key role in the implementation of all critical personnel policies.It is therefore the policy of the state to create an organizational culture in state government that respects and values individual differences and encourages the productive potential of every employee.(2) To implement this policy:(a) The office of financial management shall, in consultation with agencies, employee organizations, employees, institutions of higher education, and related boards, review civil service rules and related policies to ensure that they support the state's policy of valuing and managing diversity in the workplace; and(b) The department of enterprise services, in consultation with agencies, employee organizations, and employees, institutions of higher education, and related boards, develop training programs for all managers to enhance their ability to implement diversity policies and to provide a thorough grounding in all aspects of the state civil service law and merit system rules, and how the proper implementation and application thereof can facilitate and further the mission of the agency.(3) The department of enterprise services and the office of financial management shall coordinate implementation of this section with the institutions of higher education and related boards to reduce duplication of effort.[ 2011 1st sp.s. c 43 § 429; 1993 c 281 § 12.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Effective date—1993 c 281: See note following RCW 41.06.022.
WA Rev Code § 41.06.540 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.540 - Joint employee-management committees.

RCW 41.06.540 Joint employee-management committees.Meaningful and effective involvement of employees and their representatives is essential to the efficient and effective delivery of state government services. To accomplish this, agencies shall use joint employee-management committees to collaborate on the desired goals of streamlined organizational structures, continuous improvement in all systems and processes, empowerment of line level employees to solve workplace and system delivery problems, managers functioning as coaches and facilitators, and employee training and development as an investment in the future. If employees are represented by an exclusive bargaining representative, the representative shall select the employee committee members and also be on the committee. In addition, the committees shall be used for improvement of the quality of work life for state employees resulting in more productive and efficient service delivery to the general public and customers of state government. Nothing in this section supplants any collective bargaining process or provision.[ 1993 c 281 § 13.]NOTES:Effective date—1993 c 281: See note following RCW 41.06.022.
WA Rev Code § 41.06.550 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.550 - Volunteer firefighters—Call to duty.

RCW 41.06.550 Volunteer firefighters—Call to duty.An agency must allow an employee who is a volunteer firefighter to respond, without pay, to a fire, natural disaster, or medical emergency when called to duty. The agency may choose to grant leave with pay.[ 2007 c 112 § 1.]
WA Rev Code § 41.06.560 (2021)
2021 Revised Code of Washington|Title 41 - Public Employment, Civil Service, and Pensions|Chapter 41.06 - State Civil Service Law.|41.06.560 - Monetary performance-based awards or incentives—Restrictions.

RCW 41.06.560 Monetary performance-based awards or incentives—Restrictions.From February 15, 2010, until June 30, 2013, no monetary performance-based awards or incentives may be granted by the director or employers to employees covered by rules adopted under this section. This section does not prohibit the payment of awards provided for in chapter 41.60 RCW. For institutions of higher education, this section does not prohibit the payment of specific cash awards from private donations from individuals or businesses including, but not limited to, endowments.From July 1, 2011, until June 30, 2013, no performance-based awards or incentives may be granted by the director or employers to employees pursuant to a performance management confirmation granted by the department of personnel under WAC 357-37-055.[ 2012 2nd sp.s. c 7 § 916; 2011 1st sp.s. c 39 § 11; 2010 c 2 § 6.]NOTES:Effective date—2012 2nd sp.s. c 7: See note following RCW 2.68.020.Effective date—2011 1st sp.s. c 39: See note following RCW 41.04.820.Findings—Effective date—2010 c 2: See notes following RCW 41.06.070.