reglab/statecodes huggingface dataset:
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.66 - Health Care Activities. › 49.66.120 - Arbitrator—Compensation—Expenses.

RCW 49.66.120
Arbitrator—Compensation—Expenses.
The arbitrator so selected by the parties shall be paid at the daily rate or rates not to exceed the usual or customary rates paid to arbitrators in addition to travel expenses at the rates provided in RCW 43.03.050 and 43.03.060 as now existing or hereafter amended. Such sums together with all expenses of the hearing shall be borne equally by the parties to the arbitration proceedings.
[1975-'76 2nd ex.s. c 34 § 147; 1973 2nd ex.s. c 3 § 8; 1972 ex.s. c 156 § 12.]
NOTES:
Effective date—Severability—1975-'76 2nd ex.s. c 34: See notes following RCW 2.08.115.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.66 - Health Care Activities. › 49.66.900 - Severability—1972 ex.s. c 156.

RCW 49.66.900
Severability—1972 ex.s. c 156.
If any portion of this chapter, or its application to any particular health care activity or class of health care activity, should be held invalid, the remainder of the chapter, or its application to other health care activities, or other classes thereof, shall not be affected.
[ 1972 ex.s. c 156 § 13.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.010 - Legislative findings.

RCW 49.70.010
Legislative findings.
The legislature finds and declares that the proliferation of hazardous substances in the environment poses a growing threat to the public health, safety, and welfare; that the constantly increasing number and variety of hazardous substances, and the many routes of exposure to them make it difficult and expensive to monitor adequately and detect any adverse health effects attributable thereto; that individuals themselves are often able to detect and thus minimize effects of exposure to hazardous substances if they are aware of the identity of the substances and the early symptoms of unsafe exposure; and that individuals have an inherent right to know the full range of the risks they face so that they can make reasoned decisions and take informed action concerning their employment and their living conditions.
The legislature further declares that local health, fire, police, safety, and other government officials require detailed information about the identity, characteristics, and quantities of hazardous substances used and stored in communities within their jurisdictions, in order to plan adequately for, and respond to, emergencies, enforce compliance with applicable laws and regulations concerning these substances, and to compile records of exposures to hazardous substances over a period of time that will facilitate the diagnosis, treatment, and prevention of disease.
The legislature further declares that the extent of the toxic contamination of the air, water, and land in this state has caused a high degree of concern among its residents and that much of this concern is needlessly aggravated by the unfamiliarity of these substances to residents.
The legislature therefore determines that while these substances have contributed to the high quality of life we enjoy in our state, it is in the public interest to establish a comprehensive program for the disclosure of information about hazardous substances in the workplace and the community, and to provide a procedure whereby residents of this state may gain access to this information.
[ 1984 c 289 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.020 - Definitions.

RCW 49.70.020
Definitions.
Unless the context clearly requires otherwise, the definitions in this section apply throughout this chapter.
(1) "Department" means the department of labor and industries.
(2) "Employee" means an employee of an employer who is employed in the business of his or her employer whether by way of manual labor or otherwise and every person in this state who is engaged in the employment of or who is working under an independent contract the essence of which is personal labor for an employer under this chapter whether by way of manual labor or otherwise. However, for the purposes of this chapter, employee shall not mean immediate family members of the officers of any corporation, partnership, sole proprietorship or other business entity or officers of any closely held corporation engaged in agricultural production of crops or livestock.
(3) "Employer" means any person, firm, corporation, partnership, business trust, legal representative, or other business entity that engages in any business, industry, profession, or activity in this state and employs one or more employees or who contract with one or more persons, the essence of which is the personal labor of such person or persons and includes the state, counties, cities, and all municipal corporations, public corporations, political subdivisions of the state, and charitable organizations.
[ 1985 c 409 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.100 - Employee may request workplace survey or material safety data sheet.

RCW 49.70.100
Employee may request workplace survey or material safety data sheet.
An employee or employee representative may request, in writing, from the employer, a copy of a workplace survey or a material safety data sheet, filed pursuant to this chapter for the employee's work area. The employer shall supply this material within three working days of the request. This section shall not apply to employees of vessels while the employees are on the water.
[ 1989 c 11 § 22; 1984 c 289 § 15.]
NOTES:
Severability—1989 c 11: See note following RCW 9A.56.220.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.105 - Foreign language translation of written materials.

RCW 49.70.105
Foreign language translation of written materials.
(1) The department shall prepare and make available to employers or the public, upon request, a translation in any of the five most common foreign languages used in the workplace, of a written hazard communication program, a material safety data sheet, or written materials prepared by the department to inform employees of their rights relating to hazard communication standards under this chapter and chapter 49.17 RCW.
(2) An employer employing employees who have trouble communicating in English shall make reasonable efforts to post any notices in the employees' native languages as provided by the department.
[ 1985 c 409 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.110 - Discharge or discipline of employee prohibited—Application of discrimination statutes.

RCW 49.70.110
Discharge or discipline of employee prohibited—Application of discrimination statutes.
No employer may discharge, cause to be discharged, or otherwise discipline, penalize, or discriminate against any employee because the employee or the employee's representative has exercised any right established in this chapter. The discrimination provisions of chapter 49.17 RCW apply to this chapter.
[ 1984 c 289 § 16.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.115 - Agricultural employees—Information and training on hazardous chemicals.

RCW 49.70.115
Agricultural employees—Information and training on hazardous chemicals.
(1) An employer shall provide employees engaged in agricultural production of crops or livestock or agricultural services with information and training on hazardous chemicals in their workplace at the time of their initial assignment, and whenever a new hazard is introduced into their work area, such instruction shall be tailored to the types of hazards to which the employees will be exposed. Seasonal and temporary employees who are not exposed to hazardous chemicals in their work area need not be trained.
(2) Employers shall maintain any material safety data sheets that are received with incoming shipments of hazardous chemicals, and ensure that they are accessible to agricultural employees upon request.
(3) Employers shall ensure that labels on incoming containers of hazardous chemicals are not removed or defaced.
[ 1985 c 409 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.140 - Educational brochures and public service announcements.

RCW 49.70.140
Educational brochures and public service announcements.
The department shall produce educational brochures and public service announcements detailing information available to citizens under this chapter. These educational materials shall be sent to each county health department. As necessary, the department shall provide information needed to update these educational materials.
[ 1984 c 289 § 20.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.150 - Civil action authorized.

RCW 49.70.150
Civil action authorized.
A person may bring a civil action on his or her own behalf against a manufacturer, supplier, employer, or user to compel compliance with the provisions of this chapter or any rule promulgated under this chapter subject to the provisions of Title 51 RCW. The superior court shall have jurisdiction over these actions. The court may award costs of litigation to the prevailing party, including reasonable attorney and expert witness fees.
[ 1984 c 289 § 21.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.160 - Request for additional information—Confidentiality.

RCW 49.70.160
Request for additional information—Confidentiality.
The department may request from an employer submitting surveys to it further information concerning the surveys, and the employer shall provide the additional information upon the request. The employer may require the department to provide reasons why further information is needed and to sign an agreement protecting the confidentiality of any additional information provided under this section.
[ 1984 c 289 § 23.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.165 - Trade secret exemptions.

RCW 49.70.165
Trade secret exemptions.
(1) The department shall adopt rules in accordance with chapter 34.05 RCW establishing criteria for evaluating the validity of trade secret claims and procedures for issuing a trade secret exemption. Manufacturers or importers that make a trade secret claim to the department must notify direct purchasers if a trade secret claim has been made on a product being offered for sale.
(2) If a trade secret claim exists, a manufacturer, importer, or employer may require a written statement of need or confidentiality agreement before the specific chemical identity of a hazardous substance is released. However, if a treating physician or nurse determines that a medical emergency exists and the specific chemical identity of a hazardous substance is necessary for emergency or first aid treatment, the manufacturer, importer, or employer shall immediately disclose the specific chemical identity to that treating physician or nurse, regardless of the existence of a written statement of need or a confidentiality agreement. The chemical manufacturer, importer, or employer may require a written statement of need and confidentiality agreement, as defined by rule, as soon as circumstances permit.
(3) Any challenge to the denial of a trade secret claim shall be heard by an administrative law judge in accordance with chapter 34.05 RCW.
[ 1985 c 409 § 4.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.175 - Worker and community right to know fund—Expenditure—Disbursements.

RCW 49.70.175
Worker and community right to know fund—Expenditure—Disbursements.
Funds in the worker and community right to know fund established under RCW 49.70.170 may be spent by the department of ecology to implement RCW 70A.415.020 (1) through (3) following legislative appropriation. Disbursements from the fund shall be on authorization of the director of the department of ecology.
[ 2021 c 65 § 57; 1985 c 410 § 5.]
NOTES:
Explanatory statement—2021 c 65: See note following RCW 53.54.030.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.177 - Penalties for late payment of fees—Collection of fees and penalties.

RCW 49.70.177
Penalties for late payment of fees—Collection of fees and penalties.
If payment of any fee assessed under RCW 49.70.170 is not received by the department by the due date, there shall be assessed a penalty of five percent of the amount of the fee. If the fee is not received within thirty days after the due date, there shall be assessed a total penalty of ten percent of the amount of the fee. If the fee is not received within sixty days after the due date, there shall be assessed a total penalty of twenty percent of the amount of the fee. No penalty added may be less than ten dollars. If a warrant is issued by the department for the collection of fees, penalties, and interest, there shall be an additional penalty of five percent of the amount of the fee, but not less than five dollars nor more than one hundred dollars. Warrants shall earn interest at the rate of one percent per month, or fraction thereof, from and after the date of entry of the warrant. The department may utilize the procedures for collection of fees, penalties, and interest set forth in Title 51 RCW.
[ 1986 c 310 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.180 - Application of enforcement and administrative procedures of Washington industrial safety and health act.

RCW 49.70.180
Application of enforcement and administrative procedures of Washington industrial safety and health act.
Unless reference is specifically made to another chapter, this chapter shall be implemented and enforced including penalties, violations, citations, and other administrative procedures pursuant to chapter 49.17 RCW.
[ 1984 c 289 § 25.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.190 - Compliance with chapter—Notice—Fines—Injunctive relief.

RCW 49.70.190
Compliance with chapter—Notice—Fines—Injunctive relief.
If a manufacturer, supplier, employer, or user refuses or fails to provide the department with any data sheets, workplace surveys, or other papers, documents, or information required by this chapter, the department may give written notice to the manufacturer, supplier, employer, or user demanding immediate compliance. If the manufacturer, supplier, employer, or user fails to begin to comply with the terms of the notice within fourteen days of receipt, the department may levy a fine of up to fifty dollars per affected employee per day, not to exceed five thousand dollars per day from the final date for compliance allowed by this section or by the department. In any case where the noncompliance continues for more than fifteen days or where the department determines the failure to comply creates a potential health or safety hazard to employees or hinders the department's performance of its duties under this chapter, the department may, in lieu of levying a fine or further fines, petition the superior court of Thurston county or the county where the manufacturer, supplier, employer, or user is located for an order enjoining the manufacturer, employer, supplier, or user from further noncompliance and granting any other remedies that may be appropriate. The court may award the department costs of litigation, including attorney's fees, if the department is the prevailing party.
[ 1984 c 289 § 26.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.200 - Adoption of rules.

RCW 49.70.200
Adoption of rules.
Except as otherwise provided in this chapter, the department, after consultation with the department of agriculture, shall adopt any rules necessary to carry out its responsibilities under this chapter.
[ 1984 c 289 § 27.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.70 - Worker and Community Right to Know Act. › 49.70.210 - Application of chapter to consumer products.

RCW 49.70.210
Application of chapter to consumer products.
(1) It is the intent of the legislature that this chapter shall not apply to products that are generally made available to the noncommercial consumer: PROVIDED, That such "consumer" products used by employees in the workplace are used in substantially the same manner, form, and concentration as they are used by noncommercial consumers, and that the product exposure is not substantially greater to the employee than to the noncommercial consumer during normal and accepted use of that product.
(2) The department shall adopt rules in accordance with chapter 34.05 RCW to implement this section. This section shall not affect the department's authority to implement and enforce the Washington industrial safety and health act, chapter 49.17 RCW, at least as effectively as the federal occupational safety and health act.
[ 1987 c 365 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.005 - Legislative findings—Purpose.

RCW 49.74.005
Legislative findings—Purpose.
Discrimination because of race, creed, color, national origin, age, sex, marital status, or the presence of any disability is contrary to the findings of the legislature and public policy. The legislature finds and declares that racial minorities, women, persons in protected age groups, persons with disabilities, Vietnam-era veterans, and veterans with disabilities are underrepresented in Washington state government employment.
The purpose of this chapter is to provide for enforcement measures for affirmative action within Washington state government employment and institutions of higher education in order to eliminate such underrepresentation.
[ 2020 c 274 § 41; 1985 c 365 § 7.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.020 - Affirmative action rules—Noncompliance—Notification—Hearing.

RCW 49.74.020
Affirmative action rules—Noncompliance—Notification—Hearing.
If the commission reasonably believes that a state agency, an institution of higher education, or the state patrol has failed to comply with an affirmative action rule adopted under RCW 41.06.150 or 43.43.340, the commission shall notify the director of the state agency, president of the institution of higher education, or chief of the Washington state patrol of the noncompliance, as well as the director of financial management. The commission shall give the director of the state agency, president of the institution of higher education, or chief of the Washington state patrol an opportunity to be heard on the failure to comply.
[ 2015 3rd sp.s. c 1 § 324; 2011 1st sp.s. c 43 § 463; 1993 c 281 § 57; 1985 c 365 § 9.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Effective date—1993 c 281: See note following RCW 41.06.022.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.030 - Noncompliance—Conciliation—Order.

RCW 49.74.030
Noncompliance—Conciliation—Order.
The commission in conjunction with the department of enterprise services, the office of financial management, or the state patrol, whichever is appropriate, shall attempt to resolve the noncompliance through conciliation. If an agreement is reached for the elimination of noncompliance, the agreement shall be reduced to writing and an order shall be issued by the commission setting forth the terms of the agreement. The noncomplying state agency, institution of higher education, or state patrol shall make a good faith effort to conciliate and make a full commitment to correct the noncompliance with any action that may be necessary to achieve compliance, provided such action is not inconsistent with the rules adopted under RCW 41.06.150(5) and 43.43.340(5), whichever is appropriate.
[ 2011 1st sp.s. c 43 § 464; 2002 c 354 § 246; 2002 c 354 § 245; 1993 c 281 § 58; 1985 c 365 § 10.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Short title—Headings, captions not law—Severability—Effective dates—2002 c 354: See RCW 41.80.907 through 41.80.910.
Effective date—1993 c 281: See note following RCW 41.06.022.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.031 - Referral to administrative law judge for hearing.

RCW 49.74.031
Referral to administrative law judge for hearing.
If no agreement can be reached under RCW 49.74.030, the commission may refer the matter to the administrative law judge for hearing pursuant to RCW 49.60.250. If the administrative law judge finds that the state agency, institution of higher education, or state patrol has not made a good faith effort to correct the noncompliance, the administrative law judge shall order the state agency, institution of higher education, or state patrol to comply with this chapter. The administrative law judge may order any action that may be necessary to achieve compliance, provided such action is not inconsistent with the rules adopted under RCW 41.06.150(6) and 43.43.340(5), whichever is appropriate.
An order by the administrative law judge may be appealed to superior court.
[ 2015 c 225 § 102.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.050 - Superior court—Remedies.

RCW 49.74.050
Superior court—Remedies.
If the superior court finds that the state agency, institution of higher education, or state patrol has not made a good faith effort to correct the noncompliance, the court, in addition to any other penalties and sanctions prescribed by law, shall order the state agency, institution of higher education, or state patrol to comply with this chapter. The court may require any action deemed appropriate by the court which is consistent with the intent of this chapter.
[ 1985 c 365 § 12.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.74 - Affirmative Action. › 49.74.900 - Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.

RCW 49.74.900
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 § 132.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.010 - Legislative findings.

RCW 49.76.010
Legislative findings.
(1) It is in the public interest to reduce domestic violence, sexual assault, and stalking by enabling victims to maintain the financial independence necessary to leave abusive situations, achieve safety, and minimize physical and emotional injuries, and to reduce the devastating economic consequences of domestic violence, sexual assault, and stalking to employers and employees. Victims of domestic violence, sexual assault, and stalking should be able to recover from and cope with the effects of such violence and participate in criminal and civil justice processes without fear of adverse economic consequences. Victims of domestic violence, sexual assault, or stalking should also be able to seek and maintain employment without fear that they will face discrimination.
(2) One of the best predictors of whether a victim of domestic violence, sexual assault, or stalking will be able to stay away from an abuser is his or her degree of economic independence. However, domestic violence, sexual assault, and stalking often negatively impact victims' ability to maintain employment.
(3) An employee who is a victim of domestic violence, sexual assault, or stalking, or an employee whose family member is a victim, must often take leave from work due to injuries, court proceedings, or safety concerns requiring legal protection.
(4) Thus, it is in the public interest to provide reasonable leave from employment for employees who are victims of domestic violence, sexual assault, or stalking, or for employees whose family members are victims, to participate in legal proceedings, receive medical treatment, or obtain other necessary services.
(5) It is also in the public interest to ensure that victims of domestic violence, sexual assault, or stalking are able to seek and maintain employment without fear of discrimination and to have reasonable safety accommodations in the workplace.
[ 2018 c 47 § 1; 2008 c 286 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.020 - Definitions.

RCW 49.76.020
Definitions.
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Child," "spouse," "parent," "parent-in-law," "grandparent," and "sick leave and other paid time off" have the same meanings as in RCW 49.12.265.
(2) "Dating relationship" has the same meaning as in RCW 7.105.010.
(3) "Department," "director," "employer," and "employee" have the same meanings as in RCW 49.12.005.
(4) "Domestic violence" has the same meaning as in RCW 7.105.010.
(5) "Family member" means any individual whose relationship to the employee can be classified as a child, spouse, parent, parent-in-law, grandparent, or person with whom the employee has a dating relationship.
(6) "Intermittent leave" is leave taken in separate blocks of time due to a single qualifying reason.
(7) "Reduced leave schedule" means a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee.
(8) "Sexual assault" has the same meaning as in RCW 70.125.030.
(9) "Stalking" has the same meaning as in RCW 9A.46.110.
[ 2021 c 215 § 152; 2017 3rd sp.s. c 5 § 90; 2008 c 286 § 2.]
NOTES:
Effective date—2022 c 268; 2021 c 215: See note following RCW 7.105.900.
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.030 - Domestic violence leave—Victims and family members—Purpose.

RCW 49.76.030
Domestic violence leave—Victims and family members—Purpose.
An employee may take reasonable leave from work, intermittent leave, or leave on a reduced leave schedule, with or without pay, to:
(1) Seek legal or law enforcement assistance or remedies to ensure the health and safety of the employee or employee's family members including, but not limited to, preparing for, or participating in, any civil or criminal legal proceeding related to or derived from domestic violence, sexual assault, or stalking;
(2) Seek treatment by a health care provider for physical or mental injuries caused by domestic violence, sexual assault, or stalking, or to attend to health care treatment for a victim who is the employee's family member;
(3) Obtain, or assist a family member in obtaining, services from a domestic violence shelter, rape crisis center, or other social services program for relief from domestic violence, sexual assault, or stalking;
(4) Obtain, or assist a family member in obtaining, mental health counseling related to an incident of domestic violence, sexual assault, or stalking, in which the employee or the employee's family member was a victim of domestic violence, sexual assault, or stalking; or
(5) Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee's family members from future domestic violence, sexual assault, or stalking.
[ 2008 c 286 § 3.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.050 - Retention of pay or benefits—Exceptions—Health coverage.

RCW 49.76.050
Retention of pay or benefits—Exceptions—Health coverage.
(1) The taking of leave under RCW 49.76.030 may not result in the loss of any pay or benefits to the employee that accrued before the date on which the leave commenced.
(2) Upon an employee's return, an employer shall either:
(a) Restore the employee to the position of employment held by the employee when the leave commenced; or
(b) Restore the employee to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.
(3)(a) This section does not apply if the employment from which the individual takes leave is with a staffing company and the individual is assigned on a temporary basis to perform work at or services for another organization to support or supplement the other organization's workforces, or to provide assistance in special work situations such as, but not limited to, employee absences, skill shortages, seasonal workloads, or to perform special assignments or projects, all under the direction and supervision of the organization to which the individual is assigned.
(b) This section does not apply if an employee was hired for a specific term or only to perform work on a discrete project, the employment term or project is over, and the employer would not otherwise have continued to employ the employee.
(4) To the extent allowed by law, an employer shall maintain coverage under any health insurance plan for an employee who takes leave under RCW 49.76.030. The coverage must be maintained for the duration of the leave at the level and under the conditions coverage would have been provided if the employee had not taken the leave.
[ 2008 c 286 § 5.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.060 - Scope—Application—Expansion of rights.

RCW 49.76.060
Scope—Application—Expansion of rights.
(1) The rights provided in this chapter are in addition to any other rights provided by state and federal law.
(2) Nothing in this chapter shall be construed to discourage employers from adopting policies that provide greater leave rights or greater safety accommodations to employees who are victims of domestic violence, sexual assault, or stalking than those required by this chapter.
(3) Nothing in this chapter shall be construed to diminish an employer's obligation to comply with any collective bargaining agreement, or any employment benefit program or plan, that provides greater leave rights or greater safety accommodations to employees than the rights provided by this chapter.
[ 2018 c 47 § 4; 2008 c 286 § 6.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.070 - Enforcement—Complaint—Investigation—Notice of infraction.

RCW 49.76.070
Enforcement—Complaint—Investigation—Notice of infraction.
Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation has occurred, the director shall issue a notice of infraction. Appeal from the director's decision is governed by chapter 34.05 RCW.
[ 2008 c 286 § 7.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.080 - Enforcement—Penalty for infraction.

RCW 49.76.080
Enforcement—Penalty for infraction.
(1) If an employer is found to have committed an infraction under RCW 49.76.070, the director may impose upon the employer a fine of up to five hundred dollars for the first infraction and a fine of up to one thousand dollars for each subsequent infraction committed within three years of a previous infraction.
(2) The director may also order an employer found to have committed an infraction under RCW 49.76.070 to comply with RCW 49.76.050(2).
[ 2008 c 286 § 9.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.090 - Enforcement—Record confidentiality—Exceptions.

RCW 49.76.090
Enforcement—Record confidentiality—Exceptions.
(1) Except as provided in subsection (2) of this section, information contained in the department's complaint files and records of employees under this chapter is confidential and shall not be open to public inspection.
(2) Except as limited by state or federal statute or regulations:
(a) The information in subsection (1) of this section may be provided to public employees in the performance of their official duties; and
(b) A complainant or a representative of a complainant, be it an individual or an organization, may review a complaint file or receive specific information therefrom upon the presentation of the signed authorization of the complainant.
[ 2008 c 286 § 10.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.100 - Enforcement—Remedies—Civil actions.

RCW 49.76.100
Enforcement—Remedies—Civil actions.
(1) Any employee or applicant for employment deeming herself or himself injured by any act in violation of this chapter shall have a civil action in a court of competent jurisdiction to enjoin further violations, or to recover the actual damages sustained by the person, or both, together with the cost of suit including reasonable attorneys' fees.
(2) The remedy provided by this section is in addition to any common law remedy or other remedy that may be available to an employee.
(3) An employee is not required to exhaust administrative remedies before filing a civil action to enforce this chapter.
[ 2018 c 47 § 5; 2008 c 286 § 12.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.110 - Effect of administrative findings and conclusions on civil action.

RCW 49.76.110
Effect of administrative findings and conclusions on civil action.
Any finding, determination, conclusion, declaration, or notice of infraction made for the purposes of enforcing this chapter by the director or by an appeal tribunal, administrative law judge, or reviewing officer is neither conclusive nor binding in any civil action filed pursuant to RCW 49.76.100 or in any other common law or civil action, regardless of whether the prior action was between the same or related parties or involved the same facts.
[ 2008 c 286 § 8.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.115 - Employer conduct—Actual or perceived victim of domestic violence, sexual assault, or stalking.

RCW 49.76.115
Employer conduct—Actual or perceived victim of domestic violence, sexual assault, or stalking.
An employer may not:
(1) Refuse to hire an otherwise qualified individual because the individual is an actual or perceived victim of domestic violence, sexual assault, or stalking;
(2) Discharge, threaten to discharge, demote, suspend or in any manner discriminate or retaliate against an individual with regard to promotion, compensation, or other terms, conditions, or privileges of employment because the individual is an actual or perceived victim of domestic violence, sexual assault, or stalking;
(3) Refuse to make a reasonable safety accommodation requested by an individual who is a victim of domestic violence, sexual assault, or stalking, unless the employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the employer. For the purposes of this section, an "undue hardship" means an action requiring significant difficulty or expense. A reasonable safety accommodation may include, but is not limited to, a transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking.
[ 2018 c 47 § 2.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.120 - Retaliation against employee.

RCW 49.76.120
Retaliation against employee.
No employer may discharge, threaten to discharge, demote, deny a promotion to, sanction, discipline, retaliate against, harass, or otherwise discriminate against an employee with respect to compensation, terms, conditions, or privileges of employment because the employee:
(1) Exercised rights under RCW 49.76.030 or 49.76.115;
(2) Filed or communicated to the employer an intent to file a complaint under RCW 49.76.070 or 49.76.100; or
(3) Participated or assisted, as a witness or otherwise, in another employee's attempt to exercise rights under RCW 49.76.030, 49.76.115, 49.76.070, or 49.76.100.
[ 2018 c 47 § 6; 2008 c 286 § 11.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.130 - Notice to employees—Employment posters—Penalty.

RCW 49.76.130
Notice to employees—Employment posters—Penalty.
The department shall include notice of the provisions of this chapter in the next reprinting of employment posters. Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees and applicants for employment are customarily posted, a notice, to be prepared or approved by the director, setting forth excerpts from, or summaries of, the pertinent provisions of this chapter and information pertaining to the filing of a charge. Any employer that willfully violates this section may be subject to a civil penalty of not more than one hundred dollars for each separate offense. Any penalties collected by the department under this section shall be deposited into the family and medical leave enforcement account.
[ 2017 3rd sp.s. c 5 § 91; 2008 c 286 § 13.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.140 - Notice to employees—Prosecutors—Victims' advocates.

RCW 49.76.140
Notice to employees—Prosecutors—Victims' advocates.
Prosecuting attorney and victim/witness offices are encouraged to make information regarding this chapter available for distribution at their offices.
[ 2008 c 286 § 14.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.76 - Domestic Violence Leave. › 49.76.900 - Effective date—2008 c 286.

RCW 49.76.900
Effective date—2008 c 286.
This act is necessary for the immediate preservation of the public peace, health, or safety, or support of the state government and its existing public institutions, and takes effect immediately [April 1, 2008].
[ 2008 c 286 § 18.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.010 - Military family leave.

RCW 49.77.010
Military family leave.
In order to support the families of military personnel serving in military conflicts, and to assure that these families are able to spend time together after being notified of an impending call or order to active duty and before deployment and during a military member's leave from deployment, the legislature hereby creates the military family leave act.
[ 2008 c 71 § 1.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.020 - Definitions.

RCW 49.77.020
Definitions.
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.
(1) "Department" means the department of labor and industries.
(2) "Employee" means a person who performs service for hire for an employer, for an average of twenty or more hours per week, and includes all individuals employed at any site owned or operated by an employer, but does not include an independent contractor.
(3) "Employer" means: (a) 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; (b) the state, state institutions, and state agencies; and (c) any unit of local government including, but not limited to, a county, city, town, municipal corporation, quasi-municipal corporation, or political subdivision.
(4) "Period of military conflict" means a period of war declared by the United States Congress, declared by executive order of the president, or in which a member of a reserve component of the armed forces is ordered to active duty pursuant to either sections 12301 and 12302 of Title 10 of the United States Code or Title 32 of the United States Code.
(5) "Spouse" means a husband or wife, as the case may be, or state registered domestic partner.
[ 2017 3rd sp.s. c 5 § 92; 2008 c 71 § 2.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.040 - Prohibited acts.

RCW 49.77.040
Prohibited acts.
(1) It is unlawful for any employer to:
(a) Interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this chapter; or
(b) Discharge or in any other manner discriminate against any individual for opposing any practice made unlawful by this chapter.
(2) It is unlawful for any person to discharge or in any other manner discriminate against any individual because the individual has:
(a) Filed any charge, or has instituted or caused to be instituted any proceeding, under or related to this chapter;
(b) Given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this chapter; or
(c) Testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this chapter.
[ 2017 3rd sp.s. c 5 § 94.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: "Sections 90 through 98 of this act take effect December 31, 2019." [ 2017 3rd sp.s. c 5 § 103.]
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.050 - Employee complaints.

RCW 49.77.050
Employee complaints.
Upon complaint by an employee, the director shall investigate to determine if there has been compliance with this chapter and the rules adopted under this chapter. If the investigation indicates that a violation may have occurred, a hearing must be held in accordance with chapter 34.05 RCW. The director must issue a written determination including his or her findings after the hearing. A judicial appeal from the director's determination may be taken in accordance with chapter 34.05 RCW, with the prevailing party entitled to recover reasonable costs and attorneys' fees.
[ 2017 3rd sp.s. c 5 § 95.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.060 - Civil penalties.

RCW 49.77.060
Civil penalties.
An employer who is found, in accordance with RCW 49.77.050, to have violated a requirement of this chapter and the rules adopted under this chapter, is subject to a civil penalty of not less than one thousand dollars for each violation. Civil penalties must be collected by the department and deposited into the family and medical leave enforcement account.
[ 2017 3rd sp.s. c 5 § 96.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.070 - Damages—Equitable relief—Parties to action—Costs.

RCW 49.77.070
Damages—Equitable relief—Parties to action—Costs.
(1) Any employer who violates RCW 49.77.040 is liable:
(a) For damages equal to:
(i) The amount of:
(A) Any wages, salary, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or
(B) In a case in which wages, salary, employment benefits, or other compensation have not been denied or lost to the employee, any actual monetary losses sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to twelve weeks of wages or salary for the employee;
(ii) The interest on the amount described in (a)(i) of this subsection calculated at the prevailing rate; and
(iii) An additional amount as liquidated damages equal to the sum of the amount described in (a)(i) of this subsection and the interest described in (a)(ii) of this subsection, except that if an employer who has violated RCW 49.77.040 proves to the satisfaction of the court that the act or omission which violated RCW 49.77.040 was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of RCW 49.77.040, the court may, in the discretion of the court, reduce the amount of the liability to the amount and interest determined under (a)(i) and (ii) of this subsection, respectively; and
(b) For such equitable relief as may be appropriate, including employment, reinstatement, and promotion.
(2) An action to recover the damages or equitable relief prescribed in subsection (1) of this section may be maintained against any employer in any court of competent jurisdiction by any one or more employees for and on behalf of:
(a) The employees; or
(b) The employees and other employees similarly situated.
(3) The court in such an action shall, in addition to any judgment awarded to the plaintiff, allow reasonable attorneys' fees, reasonable expert witness fees, and other costs of the action to be paid by the defendant.
[ 2017 3rd sp.s. c 5 § 97.]
NOTES:
Effective date—2017 3rd sp.s. c 5 §§ 90-98: See note following RCW 49.77.040.
2023 Revised Code of Washington › Title 49 - Labor Regulations › Chapter 49.77 - Military Family Leave Act. › 49.77.900 - Construction—Chapter applicable to state registered domestic partnerships—2009 c 521.

RCW 49.77.900
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 § 133.]