reglab/housing_qa huggingface dataset:
WA Rev Code § 49.80.010 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.010 - Definitions.

RCW 49.80.010 Definitions.The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Apprenticeable occupation" means an occupation for which an apprenticeship program has been approved by the Washington state apprenticeship and training council pursuant to chapter 49.04 RCW.(2) "Department" means the department of labor and industries.(3) "On-site work" does not include ship and rail car support activities; environmental inspection and testing; security guard services; work which is performed by an original equipment manufacturer for warranty, repair, or maintenance on the vendor's equipment if required by the original equipment manufacturer's warranty agreement between the original equipment manufacturer and the owner; industrial cleaning not related to construction; safety services requiring professional safety certification; nonconstruction catalyst loading, regeneration, and removal; chemical purging and cleaning; refinery by-product separation and recovery; inspection services not related to construction; and work performed that is not in an apprenticeable occupation.(4) "Prevailing hourly wage rate" has the meaning provided for "prevailing rate of wage" in RCW 39.12.010.(5) "Registered apprentice" means an apprentice registered in an apprenticeship program approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW.(6) "Skilled and trained workforce" means a workforce that meets both of the following criteria:(a) All the workers are either registered apprentices or skilled journeypersons; and(b) The workforce meets the apprenticeship graduation and approved advanced safety training requirements established in RCW 49.80.030.(7) "Skilled journeyperson" means a worker who meets all of the following criteria:(a) The worker either graduated from an apprenticeship program for the applicable occupation that was approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW, or has at least as many hours of on-the-job experience in the applicable occupation that would be required to graduate from an apprenticeship program approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and(b) The worker is being paid at least a rate commensurate with the wages typically paid for the occupation in the applicable geographic area, subject to the following provisions:(i) The prevailing wage rate paid for a worker in the applicable occupation and geographic area on public works projects may be used to determine the appropriate rate of pay, however, this subsection (7)(b) does not require a contractor to pay prevailing wage rates; and(ii) In no case may the worker be paid at a rate less than an hourly rate consistent with the seventy-fifth percentile in the applicable occupation and geographic area in the most recent occupational employment statistics published by the employment security department.[ 2019 c 306 § 1.]
WA Rev Code § 49.80.030 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.030 - Implementation schedule.

RCW 49.80.030 Implementation schedule.The following implementation schedule must be complied with to meet the requirements of RCW 49.80.020 for a skilled and trained workforce to perform all on-site work within an apprenticeable occupation in the building and construction trades:(1)(a) By January 1, 2021, at least twenty percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council under chapter 49.04 RCW;(b) By January 1, 2022, at least thirty-five percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council under chapter 49.04 RCW;(c) By January 1, 2023, at least forty-five percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and(d) By January 1, 2024, at least sixty percent of the skilled journeypersons must be graduates of an apprenticeship program for the applicable occupation approved by the Washington state apprenticeship and training council according to chapter 49.04 RCW; and(2) By January 1, 2022, all workers in the skilled and trained workforce must have completed within the past three calendar years at least twenty hours of approved advanced safety training for workers at high hazard facilities.[ 2019 c 306 § 3.]
WA Rev Code § 49.80.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.040 - Failure to comply constitutes violation of chapter 49.17 RCW—Wage rate requirements constitute a wage payment requirement.

RCW 49.80.040 Failure to comply constitutes violation of chapter 49.17 RCW—Wage rate requirements constitute a wage payment requirement.(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.[ 2019 c 306 § 4.]
WA Rev Code § 49.80.050 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.050 - Consideration of new apprenticeship programs.

RCW 49.80.050 Consideration of new apprenticeship programs. (Expires December 31, 2023.)(1) The department in consultation with the Washington state apprenticeship and training council shall prioritize consideration of new apprenticeship programs for workers in high hazard facilities. The Washington state apprenticeship and training council shall issue a decision within six months of the acceptance of a completed application for consideration of a new state registered apprenticeship program for workers in high hazard facilities.(2) This section expires December 31, 2023.[ 2019 c 306 § 5.]
WA Rev Code § 49.80.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.060 - Rule-making authority.

RCW 49.80.060 Rule-making authority.The department may adopt rules necessary to implement this chapter.[ 2019 c 306 § 6.]
WA Rev Code § 49.80.900 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.80 - High Hazard Facilities—Workforce.|49.80.900 - Effective date—2019 c 306.

RCW 49.80.900 Effective date—2019 c 306.This act takes effect January 1, 2020.[ 2019 c 306 § 8.]
WA Rev Code § 49.90.010 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.90 - Sensory Disabilities.|49.90.010 - Sensory disabilities—State agencies—Need for service animal training—Definition.

RCW 49.90.010 Sensory disabilities—State agencies—Need for service animal training—Definition.(1) Within this section, "sensory disability" means a sensory condition that materially limits, contributes to limiting, or, if not corrected or accommodated, will probably result in limiting an individual's activities or functioning.(2) The office of financial management shall adopt rules that authorize state agencies to provide allowances to employees with sensory disabilities who must attend training necessary to attain a new service animal. The employee's absence must be treated in the same manner as that granted to employees who are absent to attend training that supports or improves their job performance, except that the employee shall not be eligible for reimbursement under RCW 43.03.050 or 43.03.060. The office of financial management shall adopt rules as necessary to implement this chapter.(3) If the necessity to attend training for a new service animal is foreseeable and the training will cause the employee to miss work, the employee shall provide the employer with not less than thirty days' notice, before the date the absence is to begin, of the employee's impending absence. If the date of the training requires the absence to begin in less than thirty days, the employee shall provide notice as is practicable.(4) An agency may require that a request to attend service animal training be supported by a certification issued by the relevant training organization. The employee must provide, in a timely manner, a copy of the certification to the agency. Certification provided under this section is sufficient if it states: (a) The date on which the service animal training session is scheduled to commence; and (b) the session's duration.[ 2011 1st sp.s. c 43 § 465; 2009 c 294 § 5.]NOTES:Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.Effective date—2009 c 294: "This act is necessary for the immediate preservation of the public peace, health, or safety, or support of the state government and its existing public institutions, and takes effect immediately [April 30, 2009]." [ 2009 c 294 § 11.]
WA Rev Code § 49.94.005 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.005 - Definitions.

RCW 49.94.005 Definitions.The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Criminal record" includes any record about a citation or arrest for criminal conduct, including records relating to probable cause to arrest, and includes any record about a criminal or juvenile case filed with any court, whether or not the case resulted in a finding of guilt.(2) "Employer" includes public agencies, private individuals, businesses and corporations, contractors, temporary staffing agencies, training and apprenticeship programs, and job placement, referral, and employment agencies.(3) "Otherwise qualified" means that the applicant meets the basic criteria for the position as set out in the advertisement or job description without consideration of a criminal record.[ 2018 c 38 § 1.]
WA Rev Code § 49.94.010 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.010 - Inquiries about criminal records—Timing—Advertisements—Exceptions.

RCW 49.94.010 Inquiries about criminal records—Timing—Advertisements—Exceptions.(1) An employer may not include any question on any application for employment, inquire either orally or in writing, receive information through a criminal history background check, or otherwise obtain information about an applicant's criminal record until after the employer initially determines that the applicant is otherwise qualified for the position. Once the employer has initially determined that the applicant is otherwise qualified, the employer may inquire into or obtain information about a criminal record.(2) An employer may not advertise employment openings in a way that excludes people with criminal records from applying. Ads that state "no felons," "no criminal background," or otherwise convey similar messages are prohibited.(3) An employer may not implement any policy or practice that automatically or categorically excludes individuals with a criminal record from consideration prior to an initial determination that the applicant is otherwise qualified for the position. Prohibited policies and practices include rejecting an applicant for failure to disclose a criminal record prior to initially determining the applicant is otherwise qualified for the position.(4) This section does not apply to:(a) Any employer hiring a person who will or may have unsupervised access to children under the age of eighteen, a vulnerable adult as defined in chapter 74.34 RCW, or a vulnerable person as defined in RCW 9.96A.060;(b) Any employer, including a financial institution, who is expressly permitted or required under any federal or state law to inquire into, consider, or rely on information about an applicant's or employee's criminal record for employment purposes;(c) Employment by a general or limited authority Washington law enforcement agency as defined in RCW 10.93.020 or by a criminal justice agency as defined in RCW 10.97.030(5)(b);(d) An employer seeking a nonemployee volunteer; or(e) Any entity required to comply with the rules or regulations of a self-regulatory organization, as defined in section 3(a)(26) of the securities and exchange act of 1934, 15 U.S.C. 78c(a)(26).[ 2018 c 38 § 2.]
WA Rev Code § 49.94.020 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.020 - Limitations on application of chapter.

RCW 49.94.020 Limitations on application of chapter.(1) This chapter may not be construed to interfere with, impede, or in any way diminish any provision in a collective bargaining agreement or the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages, standards, and conditions of employment.(2) This chapter may not be interpreted or applied to diminish or conflict with any requirements of state or federal law, including Title VII of the civil rights act of 1964; the federal fair credit reporting act, 15 U.S.C. Sec. 1681; the Washington state fair credit reporting act, chapter 19.182 RCW; and state laws regarding unsupervised access to children or vulnerable persons, RCW 43.43.830 through 43.43.845.(3) This chapter may not be interpreted or applied as imposing an obligation on the part of an employer to provide accommodations or job modifications in order to facilitate the employment or continued employment of an applicant or employee with a criminal record or who is facing pending criminal charges.(4) This chapter may not be construed to discourage or prohibit an employer from adopting employment policies that are more protective of employees and job applicants than the requirements of this chapter.(5) This chapter may not be construed to interfere with local government laws that provide additional protections to applicants or employees with criminal records, nor does it prohibit local governments from enacting greater protections for such applicants or employees in the future. Local government laws that provide lesser protections to job applicants with criminal records than this chapter conflict with this chapter and may not be enforced.(6) This chapter may not be construed to create a private right of action to seek damages or remedies of any kind. The exclusive remedy available under this chapter is enforcement described in RCW 49.94.030. This chapter does not create any additional liability for employers beyond that enumerated in this chapter.[ 2018 c 38 § 3.]
WA Rev Code § 49.94.030 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.030 - Attorney general's enforcement powers—Penalties.

RCW 49.94.030 Attorney general's enforcement powers—Penalties.(1) The state attorney general's office shall enforce this chapter. Its powers to enforce this chapter include the authority to:(a) Investigate violations of this chapter on its own initiative;(b) Investigate violations of this chapter in response to complaints and seek remedial relief for the complainant;(c) Educate the public about how to comply with this chapter;(d) Issue written civil investigative demands for pertinent documents, answers to written interrogatories, or oral testimony as required to enforce this chapter;(e) Adopt rules implementing this chapter including rules specifying applicable penalties; and(f) Pursue administrative sanctions or a lawsuit in the courts for penalties, costs, and attorneys' fees.(2) In exercising its powers, the attorney general's office shall utilize a stepped enforcement approach, by first educating violators, then warning them, then taking legal, including administrative, action. Maximum penalties are as follows: A notice of violation and offer of agency assistance for the first violation; a monetary penalty of up to seven hundred fifty dollars for the second violation; and a monetary penalty of up to one thousand dollars for each subsequent violation.[ 2018 c 38 § 4.]
WA Rev Code § 49.94.900 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.900 - Conflict with federal requirements—2018 c 38.

RCW 49.94.900 Conflict with federal requirements—2018 c 38.If any part of this act is found to be in conflict with federal requirements that are a prescribed condition to the allocation of federal funds to the state, the conflicting part of this act is inoperative solely to the extent of the conflict and with respect to the agencies directly affected, and this finding does not affect the operation of the remainder of this act in its application to the agencies concerned. Rules adopted under this act must meet federal requirements that are a necessary condition to the receipt of federal funds by the state.[ 2018 c 38 § 6.]
WA Rev Code § 49.94.901 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.94 - Job Applicants—Criminal Records.|49.94.901 - Short title—2018 c 38.

RCW 49.94.901 Short title—2018 c 38.This act may be known and cited as the Washington fair chance act.[ 2018 c 38 § 8.]
WA Rev Code § 49.95.005 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.95 - Long-Term Care Workers.|49.95.005 - Findings—Intent—2020 c 309.

RCW 49.95.005 Findings—Intent—2020 c 309.(1) The legislature finds that, as the citizens of Washington state age and their life expectancy increases, demand for long-term care is also on the rise. Like many Americans, Washingtonians prefer to stay in their own homes and communities as they age, fueling an increased demand for home-based long-term services and supports. Nationally, the direct care workforce is expected to increase by more than one million jobs, making this one of the fastest growing occupations in the country.(2) As the state of Washington is a national leader in supporting individuals to receive services in their own homes where self-direction, autonomy, choice, and dignity is valued. The average needs and acuity levels of people served in their homes has increased and become more diverse. The prevalence of individuals with complex behaviors due to their disabilities is a growing issue experienced by individuals who need assistance with personal care tasks in their own homes and to be able to fully integrate in community living.(3) The lack of workplace safety, including incidents of verbal and physical aggression, as well as sexual harassment, is an occupational hazard for many long-term care workers, including those who work in the homes of the person to whom they provide care. The risk may be outside the control of the individual receiving care due to the conduct of others in the home. The risk may be due to symptoms or conditions that can manifest with individuals communicating their needs in ways that an individual caring for the person may experience or interpret as harassment, abuse, or violence. In any event, caregivers should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress.(4) Workers who have adverse experiences at work can manifest negative physical and mental health outcomes. These workers often leave the field of direct caregiving, resulting in fewer available caregivers in the workforce, increased turnover, and lower quality of care received by individuals in their own homes.(5) Adequate preparation of caregivers helps both the caregiver and person receiving care. Caregivers should be equipped with information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery.(6) The legislature further finds that caregivers are the backbone of long-term services and supports in Washington. Therefore, the intent of chapter 309, Laws of 2020 is to reduce the instances of harassment, discrimination, and abuse experienced by caregivers, and ensure that they feel safe while providing care while also prioritizing the continuity of care for individuals who rely on their assistance. This will improve the quality of care provided to Washingtonians and build a strong workforce to meet future care needs in the state.[ 2020 c 309 § 1.]
WA Rev Code § 49.95.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.95 - Long-Term Care Workers.|49.95.040 - Employer duty to inform.

RCW 49.95.040 Employer duty to inform.(1)(a) Covered employers must inform an employee of instances of discrimination and abusive conduct occurring in or around the service recipient's home care setting prior to assigning the employee to that service recipient, and throughout the duration of service, if those instances are:(i) Documented by the covered employer; or(ii) Documented by the department of social and health services and communicated to the covered employer.(b) Covered employers must inform an employee, prior to assigning the employee to a service recipient, of a service recipient's challenging behavior that is documented:(i) In the service recipient's care plan;(ii) By the covered employer; or(iii) By the department of social and health services and communicated to the covered employer.(2)(a) Communication of the information in subsection (1) of 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.(b) Upon request of the service recipient, a covered employer must provide a copy of the information the covered employer communicated to the employee under subsection (1) of this section.(3) If a covered employer miscategorizes an instance as discrimination or abusive conduct that should have been categorized as challenging behavior, or if a covered employer miscategorizes an instance as challenging behavior that should have been categorized as discrimination or abusive conduct, the covered employer must correct the categorization, correct how the instance was reported under RCW 49.95.050, and comply with any provisions under this chapter applicable to addressing the behavior or conduct.(4) A covered employer may not terminate an employee, reduce the pay of an employee, or not offer future assignments to an employee for requesting reassignment due to alleged discrimination, abusive conduct, or challenging behavior.(5) Nothing in this section prevents a covered employer from:(a) Disciplining or terminating an employee if an allegation or request for reassignment was reasonably determined to be false or not made in good faith;(b) Terminating an employee or reducing hours due to lack of suitable work; or(c) Disciplining or terminating an employee for lawful reasons unrelated to their request for reassignment.(6) Nothing in this section requires an individual recipient of services to provide information required by this section to an employee. Nothing in this chapter shall limit the rights of a recipient of services under chapter 74.39A RCW to select, dismiss, assign hours, and supervise the work of individual providers as in RCW 74.39A.500(1)(b).[ 2020 c 309 § 5.]