reglab/housing_qa huggingface dataset:
WA Rev Code § 49.44.100 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.100 - Bringing in out-of-state persons to replace employees involved in labor dispute—Penalty.

RCW 49.44.100 Bringing in out-of-state persons to replace employees involved in labor dispute—Penalty.(1) It shall be unlawful for any person, firm or corporation not directly involved in a labor strike or lockout to recruit and bring into this state from outside this state any person or persons for employment, or to secure or offer to secure for such person or persons any employment, when the purpose of such recruiting, securing or offering to secure employment is to have such persons take the place in employment of employees in a business owned by a person, firm or corporation involved in a labor strike or lockout, or to have such persons act as pickets of a business owned by a person, firm or corporation where a labor strike or lockout exists: PROVIDED, That this section shall not apply to activities and services offered by or through the Washington employment security department.(2) Any person violating this section is guilty of a gross misdemeanor.[ 2003 c 53 § 277; 1961 c 180 § 1.]NOTES:Intent—Effective date—2003 c 53: See notes following RCW 2.48.180.
WA Rev Code § 49.44.120 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.120 - Requiring lie detector tests—Penalty.

RCW 49.44.120 Requiring lie detector tests—Penalty.(1) It shall be unlawful for any person, firm, corporation or the state of Washington, its political subdivisions or municipal corporations to require, directly or indirectly, that any employee or prospective employee take or be subjected to any lie detector or similar tests as a condition of employment or continued employment: PROVIDED, That this section shall not apply to persons making application for employment with any law enforcement agency or with the juvenile court services agency of any county, or to persons returning after a break of more than twenty-four consecutive months in service as a fully commissioned law enforcement officer: PROVIDED FURTHER, That this section shall not apply to either the initial application for employment or continued employment of persons who manufacture, distribute, or dispense controlled substances as defined in chapter 69.50 RCW, or to persons in sensitive positions directly involving national security.(2) Nothing in this section shall be construed to prohibit the use of psychological tests as defined in RCW 18.83.010.(3) Any person violating this section is guilty of a misdemeanor.(4) As used in this section, "person" includes any individual, firm, corporation, or agency or political subdivision of the state.(5) Nothing in this section may be construed as limiting any statutory or common law rights of any person illegally denied employment or continued employment under this section for purposes of any civil action or injunctive relief.[ 2007 c 14 § 1; 2005 c 265 § 1; 2003 c 53 § 278; 1985 c 426 § 1; 1973 c 145 § 1; 1965 c 152 § 1.]NOTES:Intent—Effective date—2003 c 53: See notes following RCW 2.48.180.
WA Rev Code § 49.44.135 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.135 - Requiring lie detector tests—Civil penalty and damages—Attorneys' fees.

RCW 49.44.135 Requiring lie detector tests—Civil penalty and damages—Attorneys' fees.In a civil action alleging a violation of RCW 49.44.120, the court may:(1) Award a penalty in the amount of five hundred dollars to a prevailing employee or prospective employee in addition to any award of actual damages;(2) Award reasonable attorneys' fees and costs to the prevailing employee or prospective employee; and(3) Pursuant to RCW 4.84.185, award any prevailing party against whom an action has been brought for a violation of RCW 49.44.120 reasonable expenses and attorneys' fees upon final judgment and written findings by the trial judge that the action was frivolous and advanced without reasonable cause.[ 1985 c 426 § 3.]
WA Rev Code § 49.44.140 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.140 - Requiring assignment of employee's rights to inventions—Conditions.

RCW 49.44.140 Requiring assignment of employee's rights to inventions—Conditions.(1) A provision in an employment agreement which provides that an employee shall assign or offer to assign any of the employee's rights in an invention to the employer does not apply to an invention for which no equipment, supplies, facilities, or trade secret information of the employer was used and which was developed entirely on the employee's own time, unless (a) the invention relates (i) directly to the business of the employer, or (ii) to the employer's actual or demonstrably anticipated research or development, or (b) the invention results from any work performed by the employee for the employer. Any provision which purports to apply to such an invention is to that extent against the public policy of this state and is to that extent void and unenforceable.(2) An employer shall not require a provision made void and unenforceable by subsection (1) of this section as a condition of employment or continuing employment.(3) If an employment agreement entered into after September 1, 1979, contains a provision requiring the employee to assign any of the employee's rights in any invention to the employer, the employer must also, at the time the agreement is made, provide a written notification to the employee that the agreement does not apply to an invention for which no equipment, supplies, facility, or trade secret information of the employer was used and which was developed entirely on the employee's own time, unless (a) the invention relates (i) directly to the business of the employer, or (ii) to the employer's actual or demonstrably anticipated research or development, or (b) the invention results from any work preformed [performed] by the employee for the employer.[ 1979 ex.s. c 177 § 2.]
WA Rev Code § 49.44.150 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.150 - Requiring assignment of employee's rights to inventions—Disclosure of inventions by employee.

RCW 49.44.150 Requiring assignment of employee's rights to inventions—Disclosure of inventions by employee.Even though the employee meets the burden of proving the conditions specified in RCW 49.44.140, the employee shall, at the time of employment or thereafter, disclose all inventions being developed by the employee, for the purpose of determining employer or employee rights. The employer or the employee may disclose such inventions to the department of employment security, and the department shall maintain a record of such disclosures for a minimum period of five years.[ 1979 ex.s. c 177 § 3.]
WA Rev Code § 49.44.160 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.160 - Public employers—Intent.

RCW 49.44.160 Public employers—Intent.The legislature intends that public employers be prohibited from misclassifying employees, or taking other action to avoid providing or continuing to provide employment-based benefits to which employees are entitled under state law or employer policies or collective bargaining agreements applicable to the employee's correct classification.Chapter 155, Laws of 2002 does not mandate that any public employer provide benefits to actual temporary, seasonal, or part-time employees beyond the benefits to which they are entitled under state law or employer policies or collective bargaining agreements applicable to the employee's correct classification. Public employers may determine eligibility rules for their own benefit plans and may exclude categories of workers such as "temporary" or "seasonal," so long as the definitions and eligibility rules are objective and applied on a consistent basis. Objective standards, such as control over the work and the length of the employment relationship, should determine whether a person is an employee who is entitled to employee benefits, rather than the arbitrary application of labels, such as "temporary" or "contractor." Common law standards should be used to determine whether a person is performing services as an employee, as a contractor, or as part of an agency relationship.Chapter 155, Laws of 2002 does not modify any statute or policy regarding the employment of: Public employee retirees who are hired for postretirement employment as provided for in chapter 41.26, 41.32, 41.35, or 41.40 RCW or who work as contractors; or enrolled students who receive employment as student employees or as part of their education or financial aid.[ 2002 c 155 § 1.]NOTES:Construction—2002 c 155: "This act shall be construed liberally for the accomplishment of its purposes." [ 2002 c 155 § 3.]Severability—2002 c 155: "If any provision of this act or its application to any person or circumstance is held invalid, the remainder of the act or the application of the provision to other persons or circumstances is not affected." [ 2002 c 155 § 4.]
WA Rev Code § 49.44.170 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.170 - Public employers—Unfair practices—Definitions—Remedies.

RCW 49.44.170 Public employers—Unfair practices—Definitions—Remedies.(1) It is an unfair practice for any public employer to:(a) Misclassify any employee to avoid providing or continuing to provide employment-based benefits; or(b) Include any other language in a contract with an employee that requires the employee to forgo employment-based benefits.(2) The definitions in this subsection apply throughout chapter 155, Laws of 2002 unless the context clearly requires otherwise.(a) "Employee" means a person who is providing services for compensation to an employer, unless the person is free from the employer's direction and control over the performance of work. This definition shall be interpreted consistent with common law.(b) "Employment-based benefits" means any benefits to which employees are entitled under state law or employer policies or collective bargaining agreements applicable to the employee's correct classification.(c) "Public employer" means: (i) Any unit of local government including, but not limited to, a county, city, town, municipal corporation, quasi-municipal corporation, or political subdivision; and (ii) the state, state institutions, and state agencies. This definition shall be interpreted consistent with common law.(d) "Misclassify" and "misclassification" means to incorrectly classify or label a long-term public employee as "temporary," "leased," "contract," "seasonal," "intermittent," or "part-time," or to use a similar label that does not objectively describe the employee's actual work circumstances.(3) An employee deeming himself or herself harmed in violation of subsection (1) of this section may bring a civil action in a court of competent jurisdiction.[ 2002 c 155 § 2.]NOTES:Construction—Severability—2002 c 155: See notes following RCW 49.44.160.
WA Rev Code § 49.44.180 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.180 - Genetic screening.

RCW 49.44.180 Genetic screening.It shall be unlawful for any person, firm, corporation, or the state of Washington, its political subdivisions, or municipal corporations to require, directly or indirectly, that any employee or prospective employee submit genetic information or submit to screening for genetic information as a condition of employment or continued employment."Genetic information" for purposes of this chapter, is information about inherited characteristics that can be derived from a DNA-based or other laboratory test, family history, or medical examination. "Genetic information" for purposes of this chapter, does not include: (1) Routine physical measurements, including chemical, blood, and urine analysis, unless conducted purposefully to diagnose genetic or inherited characteristics; and (2) results from tests for abuse of alcohol or drugs.[ 2020 c 76 § 18; 2004 c 12 § 1.]
WA Rev Code § 49.44.190 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.190 - Noncompetition agreements for broadcasting industry employees—Restrictions—Trade secrets protected.

RCW 49.44.190 Noncompetition agreements for broadcasting industry employees—Restrictions—Trade secrets protected.(1) If an employee subject to an employee noncompetition agreement is terminated without just cause or laid off by action of the employer, the noncompetition agreement is void and unenforceable.(2) Nothing in this section restricts the right of an employer to protect trade secrets or other proprietary information by lawful means in equity or under applicable law.(3) Nothing in this section has the effect of terminating, or in any way modifying, any rights or liabilities resulting from an employee noncompetition agreement that was entered into before December 31, 2005.(4) The definitions in this subsection apply throughout this section unless the context clearly requires otherwise.(a) "Employee" means an employee of a broadcasting industry employer other than a sales or management employee.(b) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other entity which engages in any business, industry, profession, or activity in this state and employs one or more employees, and includes the state, counties, cities, and all municipal corporations, public corporations, political subdivisions of the state, and charitable organizations.(c) "Employee noncompetition agreement" means an agreement, written or oral, express or implied, between an employer and employee under which the employee agrees not to compete, either alone or as an employee of another, with the employer in providing services after termination of employment.(d) "Broadcasting industry" means employers that distribute or transmit electronic signals to the public at large using television (VHF or UHF), radio (AM, FM, or satellite), or cable television technologies, or which prepare, develop, or create programs or messages to be transmitted by electronic signal using television, radio, or cable technology.[ 2005 c 176 § 1.]
WA Rev Code § 49.44.205 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.205 - Violations of RCW 49.44.200—Civil action—Remedies.

RCW 49.44.205 Violations of RCW 49.44.200—Civil action—Remedies.An employee or applicant aggrieved by a violation of RCW 49.44.200 may bring a civil action in a court of competent jurisdiction. The court may:(1) Award a prevailing employee or applicant injunctive or other equitable relief, actual damages, a penalty in the amount of five hundred dollars, and reasonable attorneys' fees and costs; and(2) Pursuant to RCW 4.84.185, award any prevailing party against whom an action has been brought for a violation of RCW 49.44.200 reasonable expenses and attorneys' fees upon final judgment and written findings by the trial judge that the action was frivolous and advanced without reasonable cause.[ 2013 c 330 § 2.]
WA Rev Code § 49.44.210 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.44 - Violations—Prohibited Practices.|49.44.210 - Nondisclosure agreements that prevent disclosure of sexual assault or sexual harassment prohibited—Settlement agreement exception.

RCW 49.44.210 Nondisclosure agreements that prevent disclosure of sexual assault or sexual harassment prohibited—Settlement agreement exception.(1) Except for settlement agreements under subsection (4) of this section, an employer may not require an employee, as a condition of employment, to sign a nondisclosure agreement, waiver, or other document that prevents the employee from disclosing sexual harassment or sexual assault occurring in the workplace, at work-related events coordinated by or through the employer, or between employees, or between an employer and an employee, off the employment premises.(2) Except for settlement agreements under subsection (4) of this section, any nondisclosure agreement, waiver, or other document signed by an employee as a condition of employment that has the purpose or effect of preventing the employee from disclosing or discussing sexual harassment or sexual assault occurring in the workplace, at work-related events coordinated by or through the employer, or between employees, or between an employer and an employee, off the employment premises is against public policy and is void and unenforceable.(3) It is an unfair practice under chapter 49.60 RCW for an employer to discharge or otherwise retaliate against an employee for disclosing or discussing sexual harassment or sexual assault occurring in the workplace, at work-related events coordinated by or through the employer, or between employees, or between an employer and an employee, off the employment premises.(4) This section does not prohibit a settlement agreement between an employee or former employee alleging sexual harassment and an employer from containing confidentiality provisions.(5) For the purposes of this section:(a) "Sexual assault" means any type of sexual contact or behavior that occurs without the explicit consent of the recipient.(b) "Sexual contact" has the same meaning as in RCW 9A.44.010.(c) "Sexual harassment" has the same meaning as in RCW 28A.640.020.(d) "Employee" does not include human resources staff, supervisors, or managers when they are expected to maintain confidentiality as part of their assigned job duties. It also does not include individuals who are notified and asked to participate in an open and ongoing investigation into alleged sexual harassment and requested to maintain confidentiality during the pendency of that investigation.[ 2018 c 117 § 1.]
WA Rev Code § 49.46.005 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.46 - Minimum Wage Requirements and Labor Standards.|49.46.005 - Declaration of necessity and police power—Conformity to modern fair labor standards.

RCW 49.46.005 Declaration of necessity and police power—Conformity to modern fair labor standards.(1) Whereas the establishment of a minimum wage for employees is a subject of vital and imminent concern to the people of this state and requires appropriate action by the legislature to establish minimum standards of employment within the state of Washington, therefore the legislature declares that in its considered judgment the health, safety and the general welfare of the citizens of this state require the enactment of this measure, and exercising its police power, the legislature endeavors by this chapter to establish a minimum wage for employees of this state to encourage employment opportunities within the state. The provisions of this chapter are enacted in the exercise of the police power of the state for the purpose of protecting the immediate and future health, safety and welfare of the people of this state.(2) Since the enactment of Washington's original minimum wage act, the legislature and the people have repeatedly amended this chapter to establish and enforce modern fair labor standards, including periodically updating the minimum wage and establishing the forty-hour workweek and the right to overtime pay.(3) The people hereby amend this chapter to conform to modern fair labor standards by establishing a fair minimum wage and the right to paid sick leave to protect public health and allow workers to care for the health of themselves and their families.[ 2017 c 2 § 2 (Initiative Measure No. 1433, approved November 8, 2016); 1961 ex.s. c 18 § 1.]NOTES:Intent—2017 c 2 (Initiative Measure No. 1433): "It is the intent of the people to establish fair labor standards and protect the rights of workers by increasing the hourly minimum wage to $11.00 (2017), $11.50 (2018), $12.00 (2019)[,] and $13.50 (2020), and requiring employers to provide employees with paid sick leave to care for the health of themselves and their families." [ 2017 c 2 § 1 (Initiative Measure No. 1433, approved November 8, 2016).]Effective date—2017 c 2 (Initiative Measure No. 1433): "This act takes effect on January 1, 2017." [ 2017 c 2 § 14 (Initiative Measure No. 1433, approved November 8, 2016).]
WA Rev Code § 49.46.040 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.46 - Minimum Wage Requirements and Labor Standards.|49.46.040 - Investigation—Services of federal agencies—Employer's records—Industrial homework.

RCW 49.46.040 Investigation—Services of federal agencies—Employer's records—Industrial homework.(1) The director or his or her designated representatives may investigate and gather data regarding the wages, hours, and other conditions and practices of employment in any industry subject to this chapter, and may enter and inspect such places and such records (and make such transcriptions thereof), question such employees, and investigate such facts, conditions, practices, or matters as he or she may deem necessary or appropriate to determine whether any person has violated any provision of this chapter, or which may aid in the enforcement of the provisions of this chapter.(2) With the consent and cooperation of federal agencies charged with the administration of federal labor laws, the director may, for the purpose of carrying out his or her functions and duties under this chapter, utilize the services of federal agencies and their employees and, notwithstanding any other provision of law, may reimburse such federal agencies and their employees for services rendered for such purposes.(3) Every employer subject to any provision of this chapter or of any order issued under this chapter shall make, keep, and preserve such records of the persons employed by him or her and of the wages, hours, and other conditions and practices of employment maintained by him or her, and shall preserve such records for such periods of time, and shall make reports therefrom to the director as he or she shall prescribe by regulation as necessary or appropriate for the enforcement of the provisions of this chapter or the regulations thereunder.(4) The director is authorized to make such regulations regulating, restricting, or prohibiting industrial homework as are necessary or appropriate to prevent the circumvention or evasion of and to safeguard the minimum wage rate prescribed in this chapter, and all existing regulations of the director relating to industrial homework are hereby continued in full force and effect.[ 2010 c 8 § 12041; 1959 c 294 § 4.]
WA Rev Code § 49.46.060 (2021)
2021 Revised Code of Washington|Title 49 - Labor Regulations|Chapter 49.46 - Minimum Wage Requirements and Labor Standards.|49.46.060 - Exceptions for learners, apprentices, messengers, persons with disabilities.

RCW 49.46.060 Exceptions for learners, apprentices, messengers, persons with disabilities.Subject to RCW 49.46.170, the director, to the extent necessary in order to prevent curtailment of opportunities for employment, shall by regulations provide for (1) the employment of learners, of apprentices, and of messengers employed primarily in delivering letters and messages, under special certificates issued pursuant to regulations of the director, at such wages lower than the minimum wage applicable under RCW 49.46.020 and subject to such limitations as to time, number, proportion, and length of service as the director shall prescribe, and (2) the employment of individuals whose earning capacity is impaired by a disability, under special certificates issued by the director, at such wages lower than the minimum wage applicable under RCW 49.46.020 and for such period as shall be fixed in such certificates.[ 2021 c 97 § 2; 1959 c 294 § 6.]