reglab/statecodes huggingface dataset:
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.170 - Penalty.

RCW 49.12.170
Penalty.
Except as otherwise provided in RCW 49.12.390 or 49.12.410, any employer employing any person for whom a minimum wage or standards, conditions, and hours of labor have been specified, at less than said minimum wage, or under standards, or conditions of labor or at hours of labor prohibited by the rules and regulations of the director; or violating any other of the provisions of chapter 16, Laws of 1973 2nd ex. sess., shall be deemed guilty of a misdemeanor, and shall, upon conviction thereof, be punished by a fine of not less than twenty-five dollars nor more than one thousand dollars.
[ 1994 c 164 § 21; 1991 c 303 § 6; 1973 2nd ex.s. c 16 § 16; 1913 c 174 § 17; RRS § 7636.]
NOTES:
Witnesses protected—Penalty: RCW 49.12.130.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.180 - Annual report.

RCW 49.12.180
Annual report.
The director shall report annually to the governor on its investigations and proceedings.
[ 1994 c 164 § 22; 1977 c 75 § 73; 1913 c 174 § 20; RRS § 7640.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.185 - Exemptions from chapter.

RCW 49.12.185
Exemptions from chapter.
Chapter 16, Laws of 1973 2nd ex. sess. shall not apply to newspaper vendors or carriers and domestic or casual labor in or about private residences and agricultural labor as defined in RCW 50.04.150, as now or hereafter amended.
[ 1973 2nd ex.s. c 16 § 17.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.187 - Collective bargaining rights not affected.

RCW 49.12.187
Collective bargaining rights not affected.
This chapter shall not be construed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages or standards or conditions of employment. However, rules adopted under this chapter regarding appropriate rest and meal periods as applied to employees in the construction trades may be superseded by a collective bargaining agreement negotiated under the national labor relations act, 29 U.S.C. Sec. 151 et seq., if the terms of the collective bargaining agreement covering such employees specifically require rest and meal periods and prescribe requirements concerning those rest and meal periods.
Employees of public employers may enter into collective bargaining contracts, labor/management agreements, or other mutually agreed to employment agreements that specifically vary from or supersede, in part or in total, rules adopted under this chapter regarding appropriate rest and meal periods.
[ 2003 c 401 § 3; 2003 c 146 § 1; 1973 2nd ex.s. c 16 § 18.]
NOTES:
Reviser's note: This section was amended by 2003 c 146 § 1 and by 2003 c 401 § 3, each without reference to the other. Both amendments are incorporated in the publication of this section under RCW 1.12.025(2). For rule of construction, see RCW 1.12.025(1).
Findings—Purpose—Intent—2003 c 401: "The legislature finds that the enactment of chapter 236, Laws of 1988 amended the definition of employer under the industrial welfare act, chapter 49.12 RCW, to ensure that the family care provisions of that act applied to the state and political subdivisions. The legislature further finds that this amendment of the definition of employer may be interpreted as creating an ambiguity as to whether the other provisions of chapter 49.12 RCW have applied to the state and its political subdivisions. The purpose of this act is to make retroactive, remedial, curative, and technical amendments to clarify the intent of chapter 49.12 RCW and chapter 236, Laws of 1988 and resolve any ambiguity. It is the intent of the legislature to establish that, prior to May 20, 2003, chapter 49.12 RCW and the rules adopted thereunder did not apply to the state or its agencies and political subdivisions except as expressly provided for in RCW 49.12.265 through 49.12.295, 49.12.350 through 49.12.370, 49.12.450, and 49.12.460." [ 2003 c 401 § 1.]
Effective date—2003 c 401: "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 [May 20, 2003]." [ 2003 c 401 § 6.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.200 - Women may pursue any calling open to men.

RCW 49.12.200
Women may pursue any calling open to men.
That hereafter in this state every avenue of employment shall be open to women; and any business, vocation, profession and calling followed and pursued by men may be followed and pursued by women, and no person shall be disqualified from engaging in or pursuing any business, vocation, profession, calling or employment or excluded from any premises or place of work or employment on account of sex.
[ 1963 c 229 § 1; 1890 p 519 § 1; RRS § 7620.]
NOTES:
Qualifications of electors: State Constitution Art. 6 § 1 (Amendment 63).
Sex equality—Rights and responsibility: State Constitution Art. 31 §§ 1, 2 (Amendment 61).
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.240 - Employee inspection of personnel file.

RCW 49.12.240
Employee inspection of personnel file.
Every employer shall, at least annually, upon the request of an employee, permit that employee to inspect any or all of his or her own personnel file(s).
[ 1985 c 336 § 1.]
NOTES:
Destruction or retention of information relating to state employee misconduct: RCW 41.06.450 through 41.06.460.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.250 - Employee inspection of personnel file—Erroneous or disputed information.

RCW 49.12.250
Employee inspection of personnel file—Erroneous or disputed information.
(1) Each employer shall make such file(s) available locally within a reasonable period of time after the employee requests the file(s).
(2) An employee annually may petition that the employer review all information in the employee's personnel file(s) that are regularly maintained by the employer as a part of his business records or are subject to reference for information given to persons outside of the company. The employer shall determine if there is any irrelevant or erroneous information in the file(s), and shall remove all such information from the file(s). If an employee does not agree with the employer's determination, the employee may at his or her request have placed in the employee's personnel file a statement containing the employee's rebuttal or correction. Nothing in this subsection prevents the employer from removing information more frequently.
(3) A former employee shall retain the right of rebuttal or correction for a period not to exceed two years.
[ 1985 c 336 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.260 - Employee inspection of personnel file—Limitations.

RCW 49.12.260
Employee inspection of personnel file—Limitations.
RCW 49.12.240 and 49.12.250 do not apply to the records of an employee relating to the investigation of a possible criminal offense. RCW 49.12.240 and 49.12.250 do not apply to information or records compiled in preparation for an impending lawsuit which would not be available to another party under the rules of pretrial discovery for causes pending in the superior courts.
[ 1985 c 336 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.265 - Sick leave, time off—Care of family members—Definitions.

RCW 49.12.265
Sick leave, time off—Care of family members—Definitions.
The definitions in this section apply throughout RCW 49.12.270 through 49.12.295 unless the context clearly requires otherwise.
(1) "Child" means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is: (a) Under eighteen years of age; or (b) eighteen years of age or older and incapable of self-care because of a mental or physical disability.
(2) "Grandparent" means a parent of a parent of an employee.
(3) "Parent" means a biological or adoptive parent of an employee or an individual who stood in loco parentis to an employee when the employee was a child.
(4) "Parent-in-law" means a parent of the spouse of an employee.
(5) "Sick leave or other paid time off" means time allowed under the terms of an appropriate state law, collective bargaining agreement, or employer policy, as applicable, to an employee for illness, vacation, and personal holiday. If paid time is not allowed to an employee for illness, "sick leave or other paid time off" also means time allowed under the terms of an appropriate state law, collective bargaining agreement, or employer policy, as applicable, to an employee for disability under a plan, fund, program, or practice that is: (a) Not covered by the employee retirement income security act of 1974, 29 U.S.C. Sec. 1001 et seq.; and (b) not established or maintained through the purchase of insurance.
(6) "Spouse" means a husband or wife, as the case may be.
[ 2005 c 499 § 1; 2002 c 243 § 2.]
NOTES:
Effective date—2002 c 243: "This act takes effect January 1, 2003." [ 2002 c 243 § 4.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.270 - Sick leave, time off—Care of family members.

RCW 49.12.270
Sick leave, time off—Care of family members.
(1) If, under the terms of a collective bargaining agreement or employer policy applicable to an employee, the employee is entitled to sick leave or other paid time off, then an employer shall allow an employee to use any or all of the employee's choice of sick leave or other paid time off to care for: (a) A child of the employee with a health condition that requires treatment or supervision; or (b) a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or an emergency condition. An employee may not take advance leave until it has been earned. The employee taking leave under the circumstances described in this section must comply with the terms of the collective bargaining agreement or employer policy applicable to the leave, except for any terms relating to the choice of leave.
(2) Use of leave other than sick leave or other paid time off to care for a child, spouse, parent, parent-in-law, or grandparent under the circumstances described in this section shall be governed by the terms of the appropriate collective bargaining agreement or employer policy, as applicable.
[ 2002 c 243 § 1; 1988 c 236 § 3.]
NOTES:
Effective date—2002 c 243: See note following RCW 49.12.265.
Legislative findings—1988 c 236: "The legislature recognizes the changing nature of the workforce brought about by increasing numbers of working mothers, single parent households, and dual career families. The legislature finds that the needs of families must be balanced with the demands of the workplace to promote family stability and economic security. The legislature further finds that it is in the public interest for employers to accommodate employees by providing reasonable leaves from work for family reasons. In order to promote family stability, economic security, and the public interest, the legislature hereby establishes a minimum standard for family care. Nothing contained in this act shall prohibit any employer from establishing family care standards more generous than the minimum standards set forth in this act." [ 1988 c 236 § 1.]
Effective date—1988 c 236: "This act shall take effect on September 1, 1988." [ 1988 c 236 § 12.]
Implementation—1988 c 236: "Prior to September 1, 1988, the department of labor and industries may take such steps as are necessary to ensure that chapter 236, Laws of 1988 is implemented on September 1, 1988." [ 1988 c 236 § 10.]
Severability—1988 c 236: "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." [ 1988 c 236 § 11.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.275 - Sick leave, time off—Care of family members—Poster required.

RCW 49.12.275
Sick leave, time off—Care of family members—Poster required.
The department shall develop and furnish to each employer a poster which describes an employer's obligations and an employee's rights under RCW 49.12.270 through 49.12.295. The poster must include notice about any state law, rule, or regulation governing maternity disability leave and indicate that federal or local ordinances, laws, rules, or regulations may also apply. The poster must also include a telephone number and an address of the department to enable employees to obtain more information regarding RCW 49.12.270 through 49.12.295. Each employer must display this poster in a conspicuous place. Every employer shall also post its leave policies, if any, in a conspicuous place. Nothing in this section shall be construed to create a right to continued employment.
[ 1988 c 236 § 2.]
NOTES:
Legislative findings—Effective date—Implementation—Severability—1988 c 236: See notes following RCW 49.12.270.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.280 - Sick leave, time off—Care of family members—Administration and enforcement.

RCW 49.12.280
Sick leave, time off—Care of family members—Administration and enforcement.
The department shall administer and investigate violations of RCW 49.12.270 and 49.12.275.
[ 1988 c 236 § 4.]
NOTES:
Legislative findings—Effective date—Implementation—Severability—1988 c 236: See notes following RCW 49.12.270.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.285 - Sick leave, time off—Care of family members—Monetary penalties.

RCW 49.12.285
Sick leave, time off—Care of family members—Monetary penalties.
The department may issue a notice of infraction if the department reasonably believes that an employer has failed to comply with RCW 49.12.270 or 49.12.275. The form of the notice of infraction shall be adopted by rule pursuant to chapter 34.05 RCW. An employer who is found to have committed an infraction under RCW 49.12.270 or 49.12.275 may be assessed a monetary penalty not to exceed two hundred dollars for each violation. An employer who repeatedly violates RCW 49.12.270 or 49.12.275 may be assessed a monetary penalty not to exceed one thousand dollars for each violation. For purposes of this section, the failure to comply with RCW 49.12.275 as to an employee or the failure to comply with RCW 49.12.270 as to a period of leave sought by an employee shall each constitute separate violations. An employer has twenty days to appeal the notice of infraction. Any appeal of a violation determined to be an infraction shall be heard and determined by an administrative law judge. Monetary penalties collected under this section shall be deposited into the general fund.
[ 1988 c 236 § 5.]
NOTES:
Legislative findings—Effective date—Implementation—Severability—1988 c 236: See notes following RCW 49.12.270.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.287 - Sick leave, time off—Care of family members—Discharge of employee not permitted.

RCW 49.12.287
Sick leave, time off—Care of family members—Discharge of employee not permitted.
An employer shall not discharge, threaten to discharge, demote, suspend, discipline, or otherwise discriminate against an employee because the employee: (1) Has exercised, or attempted to exercise, any right provided under RCW 49.12.270 through 49.12.295; or (2) has filed a complaint, testified, or assisted in any proceeding under RCW 49.12.270 through 49.12.295.
[ 2002 c 243 § 3.]
NOTES:
Effective date—2002 c 243: See note following RCW 49.12.265.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.290 - Sick leave, time off—Care of family members—Collective bargaining agreement not reduced.

RCW 49.12.290
Sick leave, time off—Care of family members—Collective bargaining agreement not reduced.
Nothing in RCW 49.12.270 through 49.12.295 shall be construed to reduce any provision in a collective bargaining agreement.
[ 1988 c 236 § 6.]
NOTES:
Legislative findings—Effective date—Implementation—Severability—1988 c 236: See notes following RCW 49.12.270.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.295 - Sick leave, time off—Care of family members—Notification of employers.

RCW 49.12.295
Sick leave, time off—Care of family members—Notification of employers.
The department shall notify all employers of the provisions of RCW 49.12.270 through 49.12.290.
[ 1988 c 236 § 7.]
NOTES:
Legislative findings—Effective date—Implementation—Severability—1988 c 236: See notes following RCW 49.12.270.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.300 - House-to-house sales by minor—Registration of employer.

RCW 49.12.300
House-to-house sales by minor—Registration of employer.
(1) No person under sixteen years of age may be employed in house-to-house sales unless the department grants a variance permitting specific employment under criteria adopted by department rule.
(2) No person sixteen or seventeen years of age may be employed in house-to-house sales unless the employer:
(a) Obtains and maintains a validated registration certificate issued by the department. Application for registration shall be made on a form prescribed by the director, which shall include but not be limited to:
(i) The employer's name, permanent address, and telephone number;
(ii) The employer's social security number and industrial insurance number or, in lieu of these numbers, the employer's unified business identifier account number; and
(iii) A description of the work to be performed by persons aged sixteen or seventeen and the working conditions under which the work will be performed;
(b) Provides each employee sixteen or seventeen years of age, before beginning work, an identification card in a form prescribed by the director. The card shall include, but not be limited to, a picture of the employee, the employee's name, the name and address of the employer, a statement that the employer is registered with the department of labor and industries, and the registration number. The person employed in house-to-house sales shall show the identification card to each customer or potential customer of the person;
(c) Ensures supervision by a person aged twenty-one years or over during all working hours, with each supervisor responsible for no more than five persons; and
(d) If transporting an employee sixteen or seventeen years of age to another state, obtains the express written consent of the employee's parent or legal guardian.
(3) An employer may not employ a person sixteen or seventeen years of age in house-to-house sales after the hour of nine p.m.
(4) The department shall adopt by rule procedures for the renewal, denial, or revocation of registrations required by this section.
[ 1989 c 216 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.310 - House-to-house sales by minor—Advertising by employer—Penalty.

RCW 49.12.310
House-to-house sales by minor—Advertising by employer—Penalty.
(1) Any person advertising to employ a person in house-to-house sales with an advertisement specifically prescribing a minimum age requirement that is under the age of twenty-one shall:
(a) Register with the department as provided in RCW 49.12.300(2)(a); and
(b) Include the following information in any advertisement:
(i) The registration number required by subsection (1)(a) of this section;
(ii) The specific nature of the employment and the product or services to be sold; and
(iii) The average monthly compensation paid in the previous six months to new employees, taking into account any deductions made pursuant to the employment contract.
(2) Advertising to recruit or employ a person in house-to-house sales shall not be false, misleading, or deceptive.
(3) A violation of this section is an unfair act or practice in violation of the consumer protection act, chapter 19.86 RCW. The remedies and sanctions provided under chapter 19.86 RCW shall not preclude application of other available remedies and sanctions.
(4) No publisher, radio broadcast licensee, advertising agency, or agency or medium for the dissemination of an advertisement may be subject to penalties by reason of dissemination of any false, misleading, or deceptive advertisement, or for an advertisement that fails to meet the requirements of subsection (1) of this section, unless he or she has refused on the request of the director to furnish the name and address of the person purchasing the advertising.
[ 1989 c 216 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.320 - Definitions.

RCW 49.12.320
Definitions.
For the purposes of RCW 49.12.300 and 49.12.310:
(1) "Employ" includes to engage, suffer, or permit to work, but does not include voluntary or donated services performed for no compensation, or without expectation or contemplation of compensation as the adequate consideration for the services performed, for an educational, charitable, religious, state or local government body or agency, or nonprofit organization, or services performed by a newspaper vendor or a person in the employ of his or her parent or stepparent.
(2) "House-to-house sales" includes a sale or other transaction in consumer goods, the demonstration of products or equipment, the obtaining of orders for consumer goods, or the obtaining of contracts for services, in which the employee personally solicits the sale or transaction at a place other than the place of business of the employer.
[ 1989 c 216 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.350 - Parental leave—Legislative findings.

RCW 49.12.350
Parental leave—Legislative findings.
The legislature finds that employers often distinguish between biological parents, and adoptive parents and stepparents in their employee leave policies. Many employers who grant leave to their employees to care for a newborn child either have no policy or establish a more restrictive policy regarding whether an adoptive parent or stepparent can take similar leave. The legislature further finds that many employers establish different leave policies for men and women regarding the care of a newborn or newly placed child. The legislature recognizes that the bonding that occurs between a parent and child is important to the nurturing of that child, regardless of whether the parent is the child's biological parent and regardless of the gender of the parent. For these reasons, the legislature declares that it is the public policy of this state to require that employers who grant leave to their employees to care for a newborn child make the same leave available upon the same terms for adoptive parents and stepparents, men and women.
[ 1989 1st ex.s. c 11 § 22.]
NOTES:
Effective date—1989 1st ex.s. c 11: "This act shall take effect September 1, 1989." [ 1989 1st ex.s. c 11 § 27.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.360 - Parental leave—Discrimination prohibited.

RCW 49.12.360
Parental leave—Discrimination prohibited.
(1) An employer must grant an adoptive parent or a stepparent, at the time of birth or initial placement for adoption of a child under the age of six, the same leave under the same terms as the employer grants to biological parents. As a term of leave, an employer may restrict leave to those living with the child at the time of birth or initial placement.
(2) An employer must grant the same leave upon the same terms for men as it does for women.
(3) The department shall administer and investigate violations of this section. Notices of infraction, penalties, and appeals shall be administered in the same manner as violations under RCW 49.12.285.
(4) For purposes of this section, "leave" means any leave from employment granted to care for a newborn or a newly adopted child at the time of placement for adoption.
(5) Nothing in this section requires an employer to:
(a) Grant leave equivalent to maternity disability leave; or
(b) Establish a leave policy to care for a newborn or newly placed child if no such leave policy is in place for any of its employees.
[ 2003 c 401 § 4; 1989 1st ex.s. c 11 § 23.]
NOTES:
Findings—Purpose—Intent—Effective date—2003 c 401: See notes following RCW 49.12.187.
Effective date—1989 1st ex.s. c 11: See note following RCW 49.12.350.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.370 - Parental leave—Collective bargaining agreement or employee benefit plan—Application.

RCW 49.12.370
Parental leave—Collective bargaining agreement or employee benefit plan—Application.
In the case of employees covered by an unexpired collective bargaining agreement that expires on or after September 1, 1989, or by an employee benefit program or plan with a stated year ending on or after September 1, 1989, the effective date of RCW 49.12.360 shall be the later of: (1) The first day following expiration of the collective bargaining agreement; or (2) the first day of the next plan year.
[ 1989 1st ex.s. c 11 § 24.]
NOTES:
Effective date—1989 1st ex.s. c 11: See note following RCW 49.12.350.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.380 - Child labor laws—Information program.

RCW 49.12.380
Child labor laws—Information program.
Upon adoption of the rules under *section 1 of this act, the department of labor and industries shall implement a comprehensive program to inform employers of the rules adopted. The program shall include mailings, public service announcements, seminars, and any other means deemed appropriate to inform all Washington employers of their rights and responsibilities regarding the employment of minors.
[ 1991 c 303 § 2.]
NOTES:
*Reviser's note: Section 1 of this act, which amended RCW 49.12.121, was vetoed by the governor.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.400 - Child labor laws—Appeal.

RCW 49.12.400
Child labor laws—Appeal.
A person, firm, or corporation aggrieved by an action taken or decision made by the department under RCW 49.12.390 may appeal the action or decision to the director by filing notice of the appeal with the director within thirty days of the department's action or decision. A notice of appeal filed under this section shall stay the effectiveness of a citation or notice of the assessment of a penalty pending review of the appeal by the director, but such appeal shall not stay the effectiveness of an order of immediate restraint issued under RCW 49.12.390. Upon receipt of an appeal, a hearing shall be held in accordance with chapter 34.05 RCW. The director shall issue all final orders after the hearing. The final orders are subject to appeal in accordance with chapter 34.05 RCW. Orders not appealed within the time period specified in chapter 34.05 RCW are final and binding.
[ 1991 c 303 § 4.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.410 - Child labor laws—Violations—Criminal penalties.

RCW 49.12.410
Child labor laws—Violations—Criminal penalties.
(1) An employer who knowingly or recklessly violates the requirements of RCW 49.12.121 or 49.12.123, or a rule or order adopted under RCW 49.12.121 or 49.12.123, is guilty of a gross misdemeanor.
(2) An employer whose practices in violation of the requirements of RCW 49.12.121 or 49.12.123, or a rule or order adopted under RCW 49.12.121 or 49.12.123, result in the death or permanent disability of a minor employee is guilty of a class C felony punishable according to chapter 9A.20 RCW.
[ 2003 c 53 § 273; 1991 c 303 § 5.]
NOTES:
Intent—Effective date—2003 c 53: See notes following RCW 2.48.180.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.420 - Child labor laws—Exclusive remedies.

RCW 49.12.420
Child labor laws—Exclusive remedies.
The penalties established in RCW 49.12.390 and 49.12.410 for violations of RCW 49.12.121 and 49.12.123 are exclusive remedies.
[ 1991 c 303 § 7.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.450 - Compensation for required employee work apparel—Exceptions—Changes.

RCW 49.12.450
Compensation for required employee work apparel—Exceptions—Changes.
(1) Notwithstanding the provisions of chapter 49.46 RCW or other provisions of this chapter, the obligation of an employer to furnish or compensate an employee for apparel required during work hours shall be determined only under this section.
(2) Employers are not required to furnish or compensate employees for apparel that an employer requires an employee to wear during working hours unless the required apparel is a uniform.
(3) As used in this section, "uniform" means:
(a) Apparel of a distinctive style and quality that, when worn outside of the workplace, clearly identifies the person as an employee of a specific employer;
(b) Apparel that is specially marked with an employer's logo;
(c) Unique apparel representing an historical time period or an ethnic tradition; or
(d) Formal apparel.
(4) Except as provided in subsection (5) of this section, if an employer requires an employee to wear apparel of a common color that conforms to a general dress code or style, the employer is not required to furnish or compensate an employee for that apparel. For the purposes of this subsection, "common color" is limited to the following colors or light or dark variations of such colors: White, tan, or blue, for tops; and tan, black, blue, or gray, for bottoms. An employer is permitted to require an employee to obtain two sets of wearing apparel to accommodate for the seasonal changes in weather which necessitate a change in wearing apparel.
(5) If an employer changes the color or colors of apparel required to be worn by any of his or her employees during a two-year period of time, the employer shall furnish or compensate the employees for the apparel. The employer shall be required to furnish or compensate only those employees who are affected by the change. The two-year time period begins on the date the change in wearing apparel goes into effect and ends two years from this date. The beginning and end of the two-year time period applies to all employees regardless of when the employee is hired.
(6) For the purposes of this section, personal protective equipment required for employee protection under chapter 49.17 RCW is not deemed to be employee wearing apparel.
[ 2016 c 202 § 55; 1998 c 334 § 2.]
NOTES:
Construction—1998 c 334: "Nothing in this act shall be construed to alter the terms, conditions, or practices contained in any collective bargaining agreement in effect at the time of June 11, 1998, until the expiration date of such agreement." [ 1998 c 334 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.485 - Hospital staffing committee—Oversight.

RCW 49.12.485
Hospital staffing committee—Oversight. (Effective July 1, 2024.)
By July 1, 2024, the department and the department of health must jointly establish a formal agreement that identifies the roles of each of the two agencies with respect to the oversight and enforcement of RCW 70.41.420(7) and 70.41.425 (1) and (5)(b), as follows:
(1) To the extent feasible, provide for oversight and enforcement actions by a single agency, and must include measures to avoid multiple citations for the same violation; and
(2) Include provisions that allow for data sharing, including hospital staffing plans, reports submitted under RCW 70.41.420(7), and hospital staffing committee complaints submitted to the department of health.
[ 2023 c 114 § 6.]
NOTES:
Effective date—2023 c 114: See note following RCW 70.41.410.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.902 - Effective date—1991 c 303 §§ 3-7.

RCW 49.12.902
Effective date—1991 c 303 §§ 3-7.
Sections 3 through 7 of this act shall take effect April 1, 1992.
[ 1991 c 303 § 12.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.12 - Industrial Welfare. › 49.12.903 - Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.

RCW 49.12.903
Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.
For the purposes of this chapter, the terms spouse, marriage, marital, husband, wife, widow, widower, next of kin, and family shall be interpreted as applying equally to state registered domestic partnerships or individuals in state registered domestic partnerships as well as to marital relationships and married persons, and references to dissolution of marriage shall apply equally to state registered domestic partnerships that have been terminated, dissolved, or invalidated, to the extent that such interpretation does not conflict with federal law. Where necessary to implement chapter 521, Laws of 2009, gender-specific terms such as husband and wife used in any statute, rule, or other law shall be construed to be gender neutral, and applicable to individuals in state registered domestic partnerships.
[ 2009 c 521 § 130.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.010 - Purpose.

RCW 49.17.010
Purpose.
The legislature finds that personal injuries and illnesses arising out of conditions of employment impose a substantial burden upon employers and employees in terms of lost production, wage loss, medical expenses, and payment of benefits under the industrial insurance act. Therefore, in the public interest for the welfare of the people of the state of Washington and in order to assure, insofar as may reasonably be possible, safe and healthful working conditions for every man and woman working in the state of Washington, the legislature in the exercise of its police power, and in keeping with the mandates of Article II, section 35 of the state Constitution, declares its purpose by the provisions of this chapter to create, maintain, continue, and enhance the industrial safety and health program of the state, which program shall equal or exceed the standards prescribed by the Occupational Safety and Health Act of 1970 (Public Law 91-596, 84 Stat. 1590).
[ 1973 c 80 § 1.]
NOTES:
Industrial insurance: Title 51 RCW.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.022 - Legislative findings and intent—Definition of agriculture.

RCW 49.17.022
Legislative findings and intent—Definition of agriculture.
The legislature finds that the state's farms are diverse in their nature and the owners, managers, and their employees continually find new ways to plant, raise, harvest, process, store, market, and distribute their products. The legislature further finds that the department of labor and industries needs guidance in determining when activities related to agricultural products are to be regulated as agricultural activities and when they should be regulated as other activities. It is the intent of the legislature that activities performed by a farmer as incident to or in conjunction with his or her farming activities be regulated as agricultural activities. For this purpose, an agricultural activity is to be interpreted broadly, based on the definition of "agriculture" in RCW 49.17.020.
[ 1997 c 362 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.030 - Application of chapter—Fees and charges.

RCW 49.17.030
Application of chapter—Fees and charges.
This chapter shall apply with respect to employment performed in any workplace within the state. The department of labor and industries shall provide by rule for a schedule of fees and charges to be paid by each employer subject to this chapter who is not subject to or obtaining coverage under the industrial insurance laws and who is not a self-insurer. The fees and charges collected shall be for the purpose of defraying such employer's pro rata share of the expenses of enforcing and administering this chapter.
[ 1973 c 80 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.040 - Rules and regulations—Authority—Procedure.

RCW 49.17.040
Rules and regulations—Authority—Procedure.
The director shall make, adopt, modify, and repeal rules and regulations governing safety and health standards for conditions of employment as authorized by this chapter after a public hearing in conformance with the administrative procedure act and the provisions of this chapter. At least thirty days prior to such public hearing, the director shall cause public notice of such hearing to be made in newspapers of general circulation in this state, of the date, time, and place of such public hearing, along with a general description of the subject matter of the proposed rules and information as to where copies of any rules and regulations proposed for adoption may be obtained and with a solicitation for recommendations in writing or suggestions for inclusion or changes in such rules to be submitted not later than five days prior to such public hearing. Any preexisting rules adopted by the department of labor and industries relating to health and safety standards in workplaces subject to the jurisdiction of the department shall remain effective insofar as such rules are not inconsistent with the provisions of this chapter.
[ 1973 c 80 § 4.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.055 - WISHA advisory committee—Appointment of members—Duties—Terms, compensation, and expenses.

RCW 49.17.055
WISHA advisory committee—Appointment of members—Duties—Terms, compensation, and expenses.
The director shall appoint a WISHA advisory committee composed of ten members: Four members representing subject workers, each of whom shall be appointed from a list of at least three names submitted by a recognized statewide organization of employees, representing a majority of employees; four members representing subject employers, each of whom shall be appointed from a list of at least three names submitted by a recognized statewide organization of employers, representing a majority of employers; and two ex officio members, without a vote, one of whom shall be the chairperson of the board of industrial insurance appeals, and the other representing the department. The member representing the department shall be chairperson. The committee shall provide comment on department rule making, policies, and other initiatives. The committee shall also conduct a continuing study of any aspect of safety and health the committee determines to require their consideration. The committee shall report its findings to the department or the board of industrial insurance appeals for action as deemed appropriate. The members of the committee shall be appointed for a term of three years commencing on July 1, 1997, and the terms of the members representing the workers and employers shall be staggered so that the director shall designate one member from each group initially appointed whose term shall expire on June 30, 1998, and one member from each group whose term shall expire on June 30, 1999. The members shall serve without compensation, but are entitled to travel expenses as provided in RCW 43.03.050 and 43.03.060. The committee may hire such experts, if any, as it requires to discharge its duties and may utilize such personnel and facilities of the department and board of industrial insurance appeals as it needs, without charge. All expenses of the committee must be paid by the department.
[ 1997 c 107 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.060 - Employer—General safety standard—Compliance.

RCW 49.17.060
Employer—General safety standard—Compliance.
Each employer:
(1) Shall furnish to each of his or her employees a place of employment free from recognized hazards that are causing or likely to cause serious injury or death to his or her employees: PROVIDED, That no citation or order assessing a penalty shall be issued to any employer solely under the authority of this subsection except where no applicable rule or regulation has been adopted by the department covering the unsafe or unhealthful condition of employment at the workplace; and
(2) Shall comply with the rules, regulations, and orders promulgated under this chapter.
[ 2010 c 8 § 12007; 1973 c 80 § 6.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.075 - Search warrants.

RCW 49.17.075
Search warrants.
The director may apply to a court of competent jurisdiction for a search warrant authorizing access to any factory, plant, establishment, construction site, or other area, workplace, or environment where work is performed by an employee of an employer. The court may upon such application issue a search warrant for the purpose requested.
[ 2006 c 31 § 3.]
NOTES:
Intent—2006 c 31: See note following RCW 49.17.070.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.090 - Variance from safety and health standards—Notice—Hearing—Order—Modification or revocation.

RCW 49.17.090
Variance from safety and health standards—Notice—Hearing—Order—Modification or revocation.
Any employer may apply to the director for an order for a variance from any rule or regulation establishing a safety and health standard promulgated under this chapter. Affected employees shall be given notice of each such application and in the manner prescribed by RCW 49.17.080 shall be informed of their right to request a hearing on any such application. The director shall issue such order granting a variance, after opportunity for an inspection, if he or she determines or decides after a hearing has been held, if request for hearing has been made, that the applicant for the variance has demonstrated by a preponderance of the evidence that the conditions, practices, means, methods, operations, or processes used or proposed to be used by such applicant employer will provide employment and places of employment to his or her employees which are as safe and healthful as those which would prevail if he or she complied with the safety and health standard or standards from which the variance is sought. The order so issued shall prescribe the conditions the employer must maintain, and the practices, means, methods, operations, and processes which he or she must adopt and utilize to the extent they differ from the standard in question. At any time after six months has elapsed from the date of the issuance of the order granting a variance upon application of an employer, employee, or the director on his or her own motion, after notice has been given in the manner prescribed for the issuance of such order may modify or revoke the order granting the variance from any standard promulgated under the authority of this chapter.
[ 2010 c 8 § 12009; 1973 c 80 § 9.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.100 - Inspection—Employer and employee representatives.

RCW 49.17.100
Inspection—Employer and employee representatives.
A representative of the employer and an employee representative authorized by the employees of such employer shall be given an opportunity to accompany the director, or his or her authorized representative, during the physical inspection of any workplace for the purpose of aiding such inspection. Where there is no authorized employee representative, the director or his or her authorized representative shall consult with a reasonable number of employees concerning matters of health and safety in the workplace. The director may adopt procedural rules and regulations to implement the provisions of this section: PROVIDED, That neither this section, nor any other provision of this chapter, shall be construed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages or standards or conditions of employment which equal or exceed those established under the authority of this chapter.
[ 2010 c 8 § 12010; 1986 c 192 § 1; 1973 c 80 § 10.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.17 - Washington Industrial Safety and Health Act. › 49.17.110 - Compliance by employee—Violations—Notice—Review.

RCW 49.17.110
Compliance by employee—Violations—Notice—Review.
Each employee shall comply with the provisions of this chapter and all rules, regulations, and orders issued pursuant to the authority of this chapter which are applicable to his or her own actions and conduct in the course of his or her employment. Any employee or representative of employees who in good faith believes that a violation of a safety or health standard, promulgated by rule under the authority of this chapter exists that threatens physical harm to employees, or that an imminent danger to such employees exists, may request an inspection of the workplace by giving notice to the director or his or her authorized representative of such violation or danger. Any such notice shall be reduced to writing, shall set forth with reasonable particularity the grounds for the notice, and shall be signed by the employee or representative of employees. A copy of the notice shall be provided the employer or his or her agent no later than at the time of inspection, except that, upon the request of the person giving such notice, his or her name and the names of individual employees referred to therein shall not appear in such copy or on any record published, released, or made available pursuant to any provision of this chapter. If upon receipt of such notification the director determines that there are reasonable grounds to believe that such violation or danger exists, he or she shall make a special inspection as soon as practicable, to determine if such violation or danger exists. If the director determines there are no reasonable grounds to believe that a violation or danger exists, he or she shall notify the employer and the employee or representative of the employees in writing of such determination.
Prior to or during any inspection of a workplace, any employee or representative of employees employed in such workplace may notify the director or any representative of the director responsible for conducting the inspection, in writing, of any violation of this chapter which he or she has reason to believe exists in such workplace. The director shall, by rule, establish procedures for informal review of any refusal by a representative of the director to issue a citation with respect to any such alleged violation, and shall furnish the employee or representative of employees requesting such review a written statement of the reasons for the director's final disposition of the case.
[ 2010 c 8 § 12011; 1973 c 80 § 11.]