reglab/housing_qa huggingface dataset:
WA Rev Code § 49.56.030 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.56 - Wages—Priorities—Preferences.|49.56.030 - Priority in executions, attachments, etc.

RCW 49.56.030 Priority in executions, attachments, etc.In cases of executions, attachments, and writs of similar nature issued against any person, except for claims for labor done, any miners, mechanics, salespersons, servants, clerks, and laborers who have claims against the defendant for labor done, may give notice of their claims and the amount thereof, sworn to by the person making the claim to the creditor and the officer executing either of such writs at any time before the actual sale of property levied on, and unless such claim is disputed by the debtor or a creditor, such officer must pay to such person out of the proceeds of the sale, the amount each is entitled to receive for services rendered within sixty days next preceding the levy of the writ, not exceeding one hundred dollars. If any or all the claims so presented and claiming preference under this chapter, are disputed by either the debtor or a creditor, the person presenting the same must commence an action within ten days from the recovery thereof, and must prosecute his or her action with due diligence, or be forever barred from any claim of priority of payment thereof; and the officer shall retain possession of so much of the proceeds of the sale as may be necessary to satisfy such claim, until the determination of such action; and in case judgment be had for the claim or any part thereof, carrying costs, the costs taxable therein shall likewise be a preferred claim with the same rank as the original claim.[ 2010 c 8 § 12060; Code 1881 § 1974; 1877 p 223 § 36; RRS § 1206.]
WA Rev Code § 49.56.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.56 - Wages—Priorities—Preferences.|49.56.040 - Labor claims paramount to claims by state agencies.

RCW 49.56.040 Labor claims paramount to claims by state agencies.In distraint or insolvency proceedings affecting the assets of an employer, claims for labor, salaries or wages not to exceed six hundred dollars to each claimant which have been earned within three months before the date of the distraint or commencement of the proceeding shall be paramount and superior to any claim preferred or presented by an agency of the state: PROVIDED, That this section shall not apply to any compensation payable to an employer or to an officer, director, or stockholder of a corporate employer.[ 1967 ex.s. c 86 § 1.]
WA Rev Code § 49.58.005 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.005 - Findings—Intent.

RCW 49.58.005 Findings—Intent.(1) The legislature finds that despite existing equal pay laws, there continues to be a gap in wages and advancement opportunities among workers in Washington, especially women. Income disparities limit the ability of women to provide for their families, leading to higher rates of poverty among women and children. The legislature finds that in order to promote fairness among workers, employees must be compensated equitably. Further, policies that encourage retaliation or discipline towards workers who discuss or inquire about compensation prevent workers from moving forward.(2) The legislature intends to update the existing Washington state equal pay act, not modified since 1943, to address income disparities, employer discrimination, and retaliation practices, and to reflect the equal status of all workers in Washington state.(3) The legislature finds that:(a) The long-held business practice of inquiring about salary history has contributed to persistent earning inequalities;(b) Historically, women have been offered lower initial pay than men for the same jobs even where their levels of education and experience are the same or comparable; and(c) Lower starting salaries translate into lower pay, less family income, and more children and families in poverty.(4) The legislature therefore intends to follow multiple other states and take the additional step towards gender equality by prohibiting an employer from seeking the wage or salary history of an applicant for employment in certain circumstances. Further, the legislature intends to require an employer to provide wage and salary information to applicants and employees.[ 2019 c 345 § 1; 2018 c 116 § 1.]NOTES:Short title—2019 c 345: "This chapter may be known and cited as the Washington equal pay and opportunities act." [ 2019 c 345 § 5.]
WA Rev Code § 49.58.010 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.010 - Definitions.

RCW 49.58.010 Definitions.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.[ 2018 c 116 § 2.]
WA Rev Code § 49.58.020 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.020 - Wage discrimination due to gender prohibited—Penalty—Civil recovery.

RCW 49.58.020 Wage discrimination due to gender prohibited—Penalty—Civil recovery.(1) Any employer in this state who discriminates in any way in providing compensation based on gender between similarly employed employees of the employer is guilty of a misdemeanor. If any employee receives less compensation because of discrimination on account of gender 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(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.[ 2018 c 116 § 3; 1943 c 254 § 1; Rem. Supp. 1943 § 7636-1. Formerly RCW 49.12.175, 49.12.210.]
WA Rev Code § 49.58.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.040 - Certain employer conduct prohibited—Employee not required to disclose compensation.

RCW 49.58.040 Certain employer conduct prohibited—Employee not required to disclose compensation.(1) An employer may not:(a) Require nondisclosure by an employee of his or her wages as a condition of employment; or(b) Require an employee to sign a waiver or other document that prevents the employee from disclosing the amount of the employee's wages.(2) An employer may not discharge or in any other manner retaliate against an employee for:(a) Inquiring about, disclosing, comparing, or otherwise discussing the employee's wages or the wages of any other employee;(b) Asking the employer to provide a reason for the employee's wages or lack of opportunity for advancement; or(c) Aiding or encouraging an employee to exercise his or her rights under this section.(3) An employer may prohibit an employee who has access to compensation information of other employees or applicants as part of such employee's essential job functions from disclosing the wages of the other employees or applicants to individuals who do not otherwise have access to such information, unless the disclosure is in response to a complaint or charge, in furtherance of an investigation, or consistent with the employer's legal duty to provide the information and the disclosure is part of the employee's essential job functions. An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation.(4) This section does not require an employee to disclose the employee's compensation.(5) This section does not permit an employee to violate the requirements in chapter 49.17 RCW and rules adopted under that chapter.[ 2018 c 116 § 5.]
WA Rev Code § 49.58.050 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.050 - Employer retaliation prohibited.

RCW 49.58.050 Employer retaliation prohibited.An employer may not retaliate, discharge, or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under 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.[ 2018 c 116 § 6.]
WA Rev Code § 49.58.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.060 - Complaint by employee—Investigation by director—Resolving the violation—Penalties.

RCW 49.58.060 Complaint by employee—Investigation by director—Resolving the violation—Penalties.(1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.58.020, 49.58.040, and 49.58.050, and the rules adopted under this chapter. The director, upon complaint, may also initiate an investigation on behalf of one or more employees for a violation of RCW 49.58.020, 49.58.040, and 49.58.050, and the rules adopted under this chapter. The director may require the testimony of witnesses and production of documents as part of an investigation.(2) If the director determines that a violation occurred, the director shall attempt to resolve the violation by conference and conciliation.(a) If no agreement is reached to resolve the violation, the director may issue a citation and notice of assessment and order the employer to pay to the complainant 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; payment to the department of the costs of investigation and enforcement; and any other appropriate relief.(b) In addition to the citation and notice of assessment, the director may order payment to the department of a civil penalty. For purposes of a civil penalty for violation of RCW 49.58.020 and 49.58.050, the violation as to each affected employee constitutes a separate violation.(i) For a first violation, the civil penalty may not exceed five hundred dollars.(ii) For a repeat violation, the civil penalty may not exceed one thousand dollars or ten percent of the damages, whichever is greater.(3) An appeal from the director's determination may be taken in accordance with chapter 34.05 RCW. An employee who prevails is entitled to costs and reasonable attorneys' fees.(4) The department must deposit civil penalties paid under this section in the supplemental pension fund established under RCW 51.44.033.(5) Any wages and interest owed must be calculated from four years from the last violation before the complaint.[ 2018 c 116 § 7.]
WA Rev Code § 49.58.070 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.070 - Employee may bring civil action—Damages and relief.

RCW 49.58.070 Employee may bring civil action—Damages and relief.(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.[ 2018 c 116 § 8.]
WA Rev Code § 49.58.080 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.080 - Violation of chapter—Adoption of discriminatory compensation decision or other practice.

RCW 49.58.080 Violation of chapter—Adoption of discriminatory compensation decision or other practice.A violation of this chapter occurs when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice.[ 2018 c 116 § 9.]
WA Rev Code § 49.58.090 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.090 - Rules.

RCW 49.58.090 Rules.The department may adopt rules to implement RCW 49.58.005 and 49.58.020 through 49.58.060.[ 2018 c 116 § 11.]
WA Rev Code § 49.58.100 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.100 - Employer seeking wage and salary history of applicants prohibited—Remedies.

RCW 49.58.100 Employer seeking wage and salary history of applicants prohibited—Remedies.(1) An employer may not:(a) Seek the wage or salary history of an applicant for employment from the applicant or a current or former employer; or(b) Require that an applicant's prior wage or salary history meet certain criteria, except as provided in subsection (2) of this section.(2) An employer may confirm an applicant's wage or salary history:(a) If the applicant has voluntarily disclosed the applicant's wage or salary history; or(b) After the employer has negotiated and made an offer of employment with compensation to the applicant.(3) An individual is entitled to the remedies in RCW 49.58.060 and 49.58.070 for violations of this section. Recovery of any wages and interest must be calculated from the first date wages were owed to the employee.[ 2019 c 345 § 2.]NOTES:Short title—2019 c 345: See note following RCW 49.58.005.
WA Rev Code § 49.58.110 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.58 - Washington Equal Pay and Opportunities Act.|49.58.110 - Disclosure of wage or salary range by employer—When required—Remedies.

RCW 49.58.110 Disclosure of wage or salary range by employer—When required—Remedies.(1) Upon request of an applicant for employment after the employer has initially offered the applicant the position, the employer must provide the minimum wage or salary for the position for which the applicant is applying.(2) Upon request of an employee offered an internal transfer to a new position or promotion, the employer must provide the wage scale or salary range for the employee's new position.(3) If no wage scale or salary range exists, the employer must provide the minimum wage or salary expectation set by the employer prior to posting the position, making a position transfer, or making the promotion.(4) This section only applies to employers with fifteen or more employees.(5) An individual is entitled to the remedies in RCW 49.58.060 and 49.58.070 for violations of this section. Recovery of any wages and interest must be calculated from the first date wages were owed to the employee.[ 2019 c 345 § 3.]NOTES:Short title—2019 c 345: See note following RCW 49.58.005.
WA Rev Code § 49.60.020 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.020 - Construction of chapter—Election of other remedies.

RCW 49.60.020 Construction of chapter—Election of other remedies.The provisions of this chapter shall be construed liberally for the accomplishment of the purposes thereof. Nothing contained in this chapter shall be deemed to repeal any of the provisions of any other law of this state relating to discrimination because of race, color, creed, national origin, citizenship or immigration status, sex, marital status, sexual orientation, age, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability, other than a law which purports to require or permit doing any act which is an unfair practice under this chapter. However, to the extent that distinction or differential treatment on the basis of citizenship or immigration status is authorized by federal or state law, regulation, or government contract, it is not an unfair practice. Nor shall anything herein contained be construed to deny the right to any person to institute any action or pursue any civil or criminal remedy based upon an alleged violation of his or her civil rights. This chapter shall not be construed to endorse any specific belief, practice, behavior, or orientation. Inclusion of sexual orientation in this chapter shall not be construed to modify or supersede state law relating to marriage.[ 2020 c 52 § 2; 2007 c 187 § 2; 2006 c 4 § 2; 1993 c 510 § 2; 1973 1st ex.s. c 214 § 2; 1973 c 141 § 2; 1957 c 37 § 2; 1949 c 183 § 12; Rem. Supp. 1949 § 7614-30.]NOTES:Severability—1993 c 510: See note following RCW 49.60.010.
WA Rev Code § 49.60.050 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.050 - Commission created.

RCW 49.60.050 Commission created.There is created the "Washington state human rights commission," which shall be composed of five members to be appointed by the governor with the advice and consent of the senate, one of whom shall be designated as chairperson by the governor.[ 1985 c 185 § 3; 1981 c 338 § 9; 1957 c 37 § 5; 1955 c 270 § 2. Prior: 1949 c 183 § 4, part; Rem. Supp. 1949 § 7614-23, part.]
WA Rev Code § 49.60.051 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.051 - Board name changed to Washington State Human Rights Commission.

RCW 49.60.051 Board name changed to Washington State Human Rights Commission.From and after August 9, 1971 the "Washington State Board Against Discrimination" shall be known and designated as the "Washington State Human Rights Commission".[ 1971 ex.s. c 52 § 2.]
WA Rev Code § 49.60.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.060 - Membership of commission.

RCW 49.60.060 Membership of commission.One of the original members of the commission shall be appointed for a term of one year, one for a term of two years, one for a term of three years, one for a term of four years, one for a term of five years, but their successors shall be appointed for terms of five years each, except that any individual chosen to fill a vacancy shall be appointed only for the unexpired term of the member whom the individual succeeds.A member shall be eligible for reappointment.A vacancy in the commission shall be filled within thirty days, the remaining members to exercise all powers of the commission.Any member of the commission may be removed by the governor for inefficiency, neglect of duty, misconduct or malfeasance in office, after being given a written statement of the charges and an opportunity to be heard thereon.[ 1985 c 185 § 4; 1955 c 270 § 3. Prior: 1949 c 183 § 4, part; Rem. Supp. 1949 § 7614-23, part.]
WA Rev Code § 49.60.070 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.070 - Compensation and reimbursement for travel expenses of commission members.

RCW 49.60.070 Compensation and reimbursement for travel expenses of commission members.Each member of the commission shall be compensated in accordance with RCW 43.03.250 and, while in session or on official business, shall receive reimbursement for travel expenses incurred during such time in accordance with RCW 43.03.050 and 43.03.060.[ 1985 c 185 § 5; 1984 c 287 § 98; 1975-'76 2nd ex.s. c 34 § 145; 1955 c 270 § 4. Prior: 1949 c 183 § 4, part; Rem. Supp. 1949 § 7614-23, part.]NOTES:Legislative findings—Severability—Effective date—1984 c 287: See notes following RCW 43.03.220.Effective date—Severability—1975-'76 2nd ex.s. c 34: See notes following RCW 2.08.115.
WA Rev Code § 49.60.080 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.080 - Official seal.

RCW 49.60.080 Official seal.The commission shall adopt an official seal, which shall be judicially noticed.[ 1985 c 185 § 6; 1955 c 270 § 5. Prior: (i) 1949 c 183 § 4, part; Rem. Supp. 1949 § 7614-23, part. (ii) 1949 c 183 § 6, part; Rem. Supp. 1949 § 7614-25, part.]
WA Rev Code § 49.60.090 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.60 - Discrimination—Human Rights Commission.|49.60.090 - Offices of commission.

RCW 49.60.090 Offices of commission.The principal office of the commission shall be in the city of Olympia, but it may meet and exercise any or all of its powers at any other place in the state, and may establish such district offices as it deems necessary.[ 1985 c 185 § 7; 1957 c 37 § 6; 1955 c 270 § 6. Prior: (i) 1949 c 183 § 4, part; Rem. Supp. 1949 § 7614-23, part. (ii) 1949 c 183 § 6, part; Rem. Supp. 1949 § 7614-25, part.]