reglab/statecodes huggingface dataset:
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.098 - Puget Sound partnership—Certain personnel exempted from chapter.

RCW 41.06.098
Puget Sound partnership—Certain personnel exempted from chapter.
In addition to the exemptions under RCW 41.06.070, the provisions of this chapter shall not apply in the Puget Sound partnership to the executive director, to one confidential secretary, and to all professional staff.
[ 2007 c 341 § 45.]
NOTES:
Effective date—2007 c 341: See RCW 90.71.907.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.099 - Department of enterprise services—Certain personnel exempted from chapter.

RCW 41.06.099
Department of enterprise services—Certain personnel exempted from chapter.
In addition to the exemptions under RCW 41.06.070, this chapter does not apply in the department of enterprise services to the director, the director's confidential secretary, deputy and assistant directors, and any other exempt staff members provided for in RCW 43.19.008.
[ 2011 1st sp.s. c 43 § 106.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.101 - Office of the chief information officer—Certain personnel exempted from chapter.

RCW 41.06.101
Office of the chief information officer—Certain personnel exempted from chapter.
In addition to the exemptions under RCW 41.06.070, the provisions of this chapter do not apply in the office of the chief information officer to the chief information officer, the chief information officer's confidential secretary, assistant directors, and any other exempt staff members provided for in *RCW 43.41A.015.
[ 2011 1st sp.s. c 43 § 723.]
NOTES:
*Reviser's note: RCW 43.41A.015 was repealed by 2015 3rd sp.s. c 1 § 224.
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.102 - Criminal justice training commission—Certain personnel exempted from chapter.

RCW 41.06.102
Criminal justice training commission—Certain personnel exempted from chapter.
In addition to the exemptions set forth in RCW 41.06.070, the provisions of this chapter do not apply in the Washington state criminal justice training commission to two confidential secretaries involved in managing the confidential records under RCW 43.101.135 and 43.101.400.
[ 2021 c 323 § 26.]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.103 - Office of independent investigations—Certain personnel exempted from chapter.

RCW 41.06.103
Office of independent investigations—Certain personnel exempted from chapter.
In addition to the exemptions set forth in RCW 41.06.070, the provisions of this chapter do not apply in the office of independent investigations to the director, to one confidential secretary, and to any deputy or regional directors, if any.
[ 2021 c 318 § 312.]
NOTES:
Finding—Intent—2021 c 318: See note following RCW 43.102.020.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.120 - Meetings of board—Hearings authorized, notice—Majority to approve release of findings—Administration of oaths.

RCW 41.06.120
Meetings of board—Hearings authorized, notice—Majority to approve release of findings—Administration of oaths.
(1) In the necessary conduct of its work, the board shall meet monthly unless there is no pending business requiring board action and may hold hearings, such hearings to be called by (a) the chair of the board, or (b) a majority of the members of the board. An official notice of the calling of the hearing shall be filed with the secretary, and all members shall be notified of the hearing within a reasonable period of time prior to its convening.
(2) No release of material or statement of findings shall be made except with the approval of a majority of the board.
(3) In the conduct of hearings or investigations, a member of the board or the director, or the hearing officer, may administer oaths.
[ 2012 c 117 § 10; 2011 1st sp.s. c 43 § 406; 1981 c 311 § 17; 1975-'76 2nd ex.s. c 43 § 2; 1961 c 1 § 12 (Initiative Measure No. 207, approved November 8, 1960).]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.152 - Job classification revisions, class studies, salary adjustments—Limitations.

RCW 41.06.152
Job classification revisions, class studies, salary adjustments—Limitations.
(1) The director shall adopt only those job classification revisions, class studies, and salary adjustments under RCW 41.06.157 that:
(a) As defined by the director, are due to documented recruitment or retention difficulties, salary compression or inversion, classification plan maintenance, higher level duties and responsibilities, or inequities; and
(b) Are such that the office of financial management has reviewed the affected agency's fiscal impact statement and has concurred that the affected agency can absorb the biennialized cost of the reclassification, class study, or salary adjustment within the agency's current authorized level of funding for the current fiscal biennium and subsequent fiscal biennia.
(2) This section does not apply to the higher education hospital special pay plan or to any adjustments to the classification plan under RCW 41.06.157 that are due to emergent conditions. Emergent conditions are defined as emergency conditions requiring the establishment of positions necessary for the preservation of the public health, safety, or general welfare.
[ 2011 1st sp.s. c 43 § 410; 2007 c 489 § 1; 2002 c 354 § 241; 2002 c 354 § 240; 1999 c 309 § 914; 1996 c 319 § 1.]
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.
Severability—1999 c 309: "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." [ 1999 c 309 § 2001.]
Effective date—1999 c 309: "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 July 1, 1999, except as provided in section 2002 of this act." [ 1999 c 309 § 2003.]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.155 - Salaries—Implementation of changes to achieve comparable worth.

RCW 41.06.155
Salaries—Implementation of changes to achieve comparable worth.
Salary changes necessary to achieve comparable worth shall be implemented during the 1983-85 biennium under a schedule developed by the department. Increases in salaries and compensation solely for the purpose of achieving comparable worth shall be made at least annually. Comparable worth for the jobs of all employees under this chapter shall be fully achieved not later than June 30, 1993.
[ 1993 c 281 § 28; 1983 1st ex.s. c 75 § 6.]
NOTES:
Effective date—1993 c 281: See note following RCW 41.06.022.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.157 - Comprehensive classification plan for classified positions—Contents—Salary surveys.

RCW 41.06.157
Comprehensive classification plan for classified positions—Contents—Salary surveys.
(1) To promote the most effective use of the state's workforce and improve the effectiveness and efficiency of the delivery of services to the citizens of the state, the director shall adopt and maintain a comprehensive classification plan for all positions in the classified service. The classification plan must:
(a) Be simple and streamlined;
(b) Support state agencies in responding to changing technologies, economic and social conditions, and the needs of its citizens;
(c) Value workplace diversity;
(d) Facilitate the reorganization and decentralization of governmental services;
(e) Enhance mobility and career advancement opportunities; and
(f) Consider rates in other public employment and private employment in the state.
(2) An appointing authority and an employee organization representing classified employees of the appointing authority for collective bargaining purposes may jointly request the director of financial management to initiate a classification study.
(3) For institutions of higher education and related boards, the director may adopt special salary ranges to be competitive with positions of a similar nature in the state or the locality in which the institution of higher education or related board is located.
(4) The director may undertake salary surveys of positions in other public and private employment to establish market rates. Any salary survey information collected from private employers which identifies a specific employer with salary rates which the employer pays to its employees shall not be subject to public disclosure under chapter 42.56 RCW.
[ 2015 3rd sp.s. c 1 § 315; 2011 1st sp.s. c 43 § 411.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.160 - Classification and salary schedules to consider rates in other public and private employment—Wage and fringe benefits surveys—Limited public disclosure exemption.

RCW 41.06.160
Classification and salary schedules to consider rates in other public and private employment—Wage and fringe benefits surveys—Limited public disclosure exemption.
In preparing classification and salary schedules as set forth in RCW 41.06.150 the office of financial management shall give full consideration to prevailing rates in other public employment and in private employment in this state. For this purpose the department shall undertake comprehensive salary and fringe benefit surveys.
Salary and fringe benefit survey information collected from private employers which identifies a specific employer with the salary and fringe benefit rates which that employer pays to its employees shall not be subject to public disclosure under chapter 42.56 RCW.
[ 2019 c 146 § 4; 2005 c 274 § 278; 2002 c 354 § 211; 1993 c 281 § 29; 1985 c 94 § 2; 1980 c 11 § 1; 1979 c 151 § 58; 1977 ex.s. c 152 § 2; 1961 c 1 § 16 (Initiative Measure No. 207, approved November 8, 1960).]
NOTES:
Short title—2002 c 354: See RCW 41.80.907.
Effective date—1993 c 281: See note following RCW 41.06.022.
Severability—1977 ex.s. c 152: See note following RCW 41.06.150.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.162 - State salary schedule.

RCW 41.06.162
State salary schedule.
The director of financial management shall adopt and maintain a state salary schedule. Such adoption and revision is subject to approval by the director in accordance with chapter 43.88 RCW.
[ 2011 1st sp.s. c 43 § 412.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.167 - Compensation surveys required for officers and officer candidates of the Washington state patrol—Limited public disclosure exemption.

RCW 41.06.167
Compensation surveys required for officers and officer candidates of the Washington state patrol—Limited public disclosure exemption.
The director of financial management shall undertake comprehensive compensation surveys for officers and entry-level officer candidates of the Washington state patrol, with such surveys to be conducted in the year prior to the convening of every other one hundred five day regular session of the state legislature. Salary and fringe benefit survey information collected from private employers which identifies a specific employer with the salary and fringe benefit rates which that employer pays to its employees shall not be subject to public disclosure under chapter 42.56 RCW.
[ 2015 3rd sp.s. c 1 § 316; 2011 1st sp.s. c 43 § 413; 2005 c 274 § 279; 2002 c 354 § 212; 1991 c 196 § 1; 1986 c 158 § 7; 1985 c 94 § 3; 1980 c 11 § 2; 1979 c 151 § 60; 1977 ex.s. c 152 § 5.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Short title—2002 c 354: See RCW 41.80.907.
Severability—1977 ex.s. c 152: See note following RCW 41.06.150.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.169 - Employee performance evaluations—Standardized procedures and forms required to be developed.

RCW 41.06.169
Employee performance evaluations—Standardized procedures and forms required to be developed.
After consultation with state agency heads, employee organizations, and other interested parties, the director shall develop standardized employee performance evaluation procedures and forms which shall be used by state agencies for the appraisal of employee job performance at least annually. These procedures shall include means whereby individual agencies may supplement the standardized evaluation process with special performance factors peculiar to specific organizational needs. Performance evaluation procedures shall place primary emphasis on recording how well the employee has contributed to efficiency, effectiveness, and economy in fulfilling state agency and job objectives.
[ 2011 1st sp.s. c 43 § 414; 1985 c 461 § 3; 1982 1st ex.s. c 53 § 5; 1977 ex.s. c 152 § 6.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Severability—1985 c 461: See note following RCW 41.06.020.
Severability—1982 1st ex.s. c 53: See note following RCW 41.06.020.
Severability—1977 ex.s. c 152: See note following RCW 41.06.150.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.176 - Employee performance evaluations—Written notification of deficiencies.

RCW 41.06.176
Employee performance evaluations—Written notification of deficiencies.
Each employee whose work is judged unsatisfactory shall be notified in writing of the areas in which the work is considered deficient. Unless the deficiency is extreme, the employee shall be given an opportunity to demonstrate improvement.
[ 1985 c 461 § 4.]
NOTES:
Severability—1985 c 461: See note following RCW 41.06.020.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.186 - Employee performance evaluations—Termination of employment—Rules.

RCW 41.06.186
Employee performance evaluations—Termination of employment—Rules.
The director shall adopt rules designed to terminate the state employment of any employee whose performance is so inadequate as to warrant termination.
[ 2002 c 354 § 215; 1993 c 281 § 32; 1985 c 461 § 5.]
NOTES:
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.
Severability—1985 c 461: See note following RCW 41.06.020.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.196 - Employee performance evaluations—Termination of supervisors tolerating inadequate employee performance.

RCW 41.06.196
Employee performance evaluations—Termination of supervisors tolerating inadequate employee performance.
The director shall adopt rules designed to remove from supervisory positions those supervisors who in violation of the rules adopted under RCW 41.06.186 have tolerated the continued employment of employees under their supervision whose performance has warranted termination from state employment.
[ 2002 c 354 § 216; 1993 c 281 § 33; 1985 c 461 § 6.]
NOTES:
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.
Severability—1985 c 461: See note following RCW 41.06.020.
Duty of state officers to identify employees whose performance warrants termination from state employment: RCW 43.01.125.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.204 - Use of false academic credentials—Penalties.

RCW 41.06.204
Use of false academic credentials—Penalties.
A person who issues or uses a false academic credential is subject to RCW 28B.85.220 and 9A.60.070.
[ 2006 c 234 § 7.]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.220 - Reinstatement after appeal, guaranteed rights and benefits.

RCW 41.06.220
Reinstatement after appeal, guaranteed rights and benefits.
Any employee, when fully reinstated after appeal, shall be guaranteed all employee rights and benefits, including back pay, sick leave, vacation accrual, retirement and OASDI credits.
[ 2011 1st sp.s. c 43 § 416; 1961 c 1 § 22 (Initiative Measure No. 207, approved November 8, 1960).]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.250 - Political activities.

RCW 41.06.250
Political activities.
(1) Solicitation for or payment to any partisan, political organization or for any partisan, political purpose of any compulsory assessment or involuntary contribution is prohibited: PROVIDED, HOWEVER, That officers of employee associations shall not be prohibited from soliciting dues or contributions from members of their associations. No person shall solicit on state property or property of a political subdivision of this state any contribution to be used for partisan, political purposes.
(2) Employees of the state or any political subdivision thereof shall have the right to vote and to express their opinions on all political subjects and candidates and to hold any political party office or participate in the management of a partisan, political campaign. Nothing in this section shall prohibit an employee of the state or any political subdivision thereof from participating fully in campaigns relating to constitutional amendments, referendums, initiatives, and issues of a similar character, and for nonpartisan offices.
(3) A classified civil service employee shall not hold a part time public office in a political subdivision of the state when the holding of such office is incompatible with, or substantially interferes with, the discharge of official duties in state employment.
(4) For persons employed in state agencies or agencies of any political subdivision of the state the operation of which is financed in total or primarily by federal grant-in-aid funds political activity will be regulated by the rules and regulations of the United States civil service commission.
(5) The provisions of this section shall supersede all statutes, charter provisions, ordinances, resolutions, regulations, and requirements promulgated by the state or any subdivision thereof, including any provision of any county charter, insofar as they may be in conflict with the provisions of this section.
[ 1974 ex.s. c 136 § 1; 1961 c 1 § 25 (Initiative Measure No. 207, approved November 8, 1960).]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.260 - Conflict with federal requirements—Effect—Rules to conform chapter.

RCW 41.06.260
Conflict with federal requirements—Effect—Rules to conform chapter.
If any part of this chapter shall be found to be in conflict with federal requirements which are a condition precedent to the allocation of federal funds to the state, such conflicting part of this chapter is hereby declared to be inoperative solely to the extent of such conflict and with respect to the agencies directly affected, and such findings or determination shall not affect the operation of the remainder of this chapter in its application to the agencies concerned. The office of financial management and the department of enterprise services, as appropriate, shall make such rules and regulations as may be necessary to meet federal requirements which are a condition precedent to the receipt of federal funds by the state.
[ 2011 1st sp.s. c 43 § 417; 1961 c 1 § 26 (Initiative Measure No. 207, approved November 8, 1960).]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.270 - Salary withheld unless employment is in accord with chapter—Certification of payrolls, procedures.

RCW 41.06.270
Salary withheld unless employment is in accord with chapter—Certification of payrolls, procedures.
A disbursing officer shall not pay any employee holding a position covered by this chapter unless the employment is in accordance with this chapter or the rules, regulations and orders issued hereunder. The directors of enterprise services and financial management shall jointly establish procedures for the certification of payrolls.
[ 2011 1st sp.s. c 43 § 418; 2002 c 354 § 217; 1979 c 151 § 61; 1961 c 1 § 27 (Initiative Measure No. 207, approved November 8, 1960).]
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.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.285 - Higher education personnel service fund.

RCW 41.06.285
Higher education personnel service fund.
The higher education personnel service fund is created in the state treasury, to be used by the office of financial management as a revolving fund for the payment of salaries, wages, and operations required for the administration of the provisions of this chapter and applicable provisions of chapters 41.04 and 41.60 RCW. An amount not to exceed one-half of one percent of the salaries and wages for all positions in the classified service shall be contributed from the operations appropriations of each institution and the state board for community and technical colleges and credited to the higher education personnel service fund as such allotments are approved pursuant to chapter 43.88 RCW. Subject to the above limitations, such amount shall be charged against the allotments pro rata, at a rate to be fixed by the director of financial management from time to time, which will provide the office of financial management with funds to meet its anticipated expenditures during the allotment period.
[ 2023 c 435 § 3; 2011 1st sp.s. c 43 § 420; 1998 c 245 § 41; 1993 c 379 § 308.]
NOTES:
Effective date—2023 c 435: See note following RCW 43.79.570.
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Intent—Severability—Effective date—1993 c 379: See notes following RCW 28B.10.029.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.290 - Personnel subject to chapter 47.64 RCW not affected.

RCW 41.06.290
Personnel subject to chapter 47.64 RCW not affected.
Nothing in this chapter shall be interpreted as changing the provisions of or affecting the conditions of employment for personnel covered by chapter 47.64 RCW.
[ 1961 c 1 § 29 (Initiative Measure No. 207, approved November 8, 1960).]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.340 - Determination of appropriate bargaining units—Unfair labor practices provisions applicable to chapter.

RCW 41.06.340
Determination of appropriate bargaining units—Unfair labor practices provisions applicable to chapter.
(1) With respect to collective bargaining as authorized by RCW 41.80.001 and 41.80.010 through 41.80.130, the public employment relations commission created by chapter 41.58 RCW shall have authority to adopt rules, on and after June 13, 2002, relating to determination of appropriate bargaining units within any agency. In making such determination the commission shall consider the duties, skills, and working conditions of the employees, the history of collective bargaining by the employees and their bargaining representatives, the extent of organization among the employees, and the desires of the employees. The public employment relations commission created in chapter 41.58 RCW shall adopt rules and make determinations relating to the certification and decertification of exclusive bargaining representatives.
(2) Each and every provision of RCW 41.56.140 through 41.56.160 shall be applicable to this chapter as it relates to state civil service employees.
(3) A collective bargaining agreement entered into under RCW 41.06.150 before July 1, 2004, covering employees subject to RCW 41.80.001 and 41.80.010 through 41.80.130 that expires after July 1, 2004, shall remain in full force during its duration, or until superseded by a collective bargaining agreement entered into by the parties under RCW 41.80.001 and 41.80.010 through 41.80.130. However, an agreement entered into before July 1, 2004, may not be renewed or extended beyond July 1, 2005, or until superseded by a collective bargaining agreement entered into under RCW 41.80.001 and 41.80.010 through 41.80.130, whichever is later.
[ 2002 c 354 § 232; 1993 c 281 § 35; 1969 ex.s. c 215 § 13.]
NOTES:
Short title—2002 c 354: See RCW 41.80.907.
Effective date—1993 c 281: See note following RCW 41.06.022.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.350 - Acceptance of federal funds authorized.

RCW 41.06.350
Acceptance of federal funds authorized.
The director is authorized to receive federal funds now available or hereafter made available for the assistance and improvement of public personnel administration, which may be expended in addition to the personnel service fund established by RCW 41.06.280.
[ 2011 1st sp.s. c 43 § 421; 2002 c 354 § 218; 1993 c 281 § 36; 1969 ex.s. c 152 § 1.]
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 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.395 - Training programs on sexual harassment.

RCW 41.06.395
Training programs on sexual harassment.
The director shall adopt rules establishing guidelines for policies, procedures, and mandatory training programs on sexual harassment for state employees to be adopted by state agencies. The department of enterprise services shall establish reporting requirements for state agencies on compliance with RCW 43.01.135.
[ 2011 1st sp.s. c 43 § 422; 2007 c 76 § 1.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.400 - Training and career development programs—Powers and duties of department of enterprise services.

RCW 41.06.400
Training and career development programs—Powers and duties of department of enterprise services.
(1) In addition to other powers and duties specified in this chapter, the department of enterprise services in consultation with the office of financial management shall:
(a) By rule, prescribe the purpose and minimum standards for training and career development programs and, in so doing, regularly consult with and consider the needs of individual agencies and employees;
(b) Provide training and career development programs which may be conducted more efficiently and economically on an interagency basis;
(c) Promote interagency sharing of resources for training and career development;
(d) Monitor and review the impact of training and career development programs to ensure that the responsibilities of the state to provide equal employment opportunities are diligently carried out.
(2) At an agency's request, the department of enterprise services may provide training and career development programs for an agency's internal use which may be conducted more efficiently and economically by the department of enterprise services.
[ 2011 1st sp.s. c 43 § 423; 2002 c 354 § 219; 1980 c 118 § 4.]
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.
Severability—1980 c 118: See note following RCW 41.06.010.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.410 - Agency training and career development plans—Budget.

RCW 41.06.410
Agency training and career development plans—Budget.
Each agency subject to the provisions of this chapter shall:
(1) Prepare an employee training and career development plan which shall at least meet minimum standards established by the department of enterprise services;
(2) Provide for training and career development for its employees in accordance with the agency plan;
(3) Budget for training and career development in accordance with procedures of the office of financial management.
[ 2011 1st sp.s. c 43 § 424; 2002 c 354 § 220; 1980 c 118 § 5.]
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.
Severability—1980 c 118: See note following RCW 41.06.010.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.420 - Entry-level management training course—Rules—Requirements—Suspension—Waiver—Designation of supervisory or management positions.

RCW 41.06.420
Entry-level management training course—Rules—Requirements—Suspension—Waiver—Designation of supervisory or management positions.
(1) The office of financial management, by rule, shall prescribe the conditions under which an employee appointed to a supervisory or management position after June 12, 1980, shall be required to successfully complete an entry-level management training course as approved by the director. Such training shall not be required of any employee who has completed a management training course prior to the employee's appointment which is, in the judgment of the director, at least equivalent to the entry-level course required by this section.
(2) The office of financial management, by rule, shall establish procedures for the suspension of the entry-level training requirement in cases where the ability of an agency to perform its responsibilities is adversely affected, or for the waiver of this requirement in cases where a person has demonstrated experience as a substitute for training.
(3) Agencies subject to the provisions of this chapter, in accordance with rules prescribed by the office of financial management, shall designate individual positions, or groups of positions, as being "supervisory" or "management" positions. Such designations shall be subject to review by the director.
[ 2011 1st sp.s. c 43 § 425; 1980 c 118 § 6.]
NOTES:
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Severability—1980 c 118: See note following RCW 41.06.010.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.450 - Destruction or retention of information relating to employee misconduct.

RCW 41.06.450
Destruction or retention of information relating to employee misconduct.
(1) The director shall adopt rules applicable to each agency to ensure that information relating to employee misconduct or alleged misconduct is destroyed or maintained as follows:
(a) All such information determined to be false and all such information in situations where the employee has been fully exonerated of wrongdoing, shall be promptly destroyed;
(b) All such information having no reasonable bearing on the employee's job performance or on the efficient and effective management of the agency, shall be promptly destroyed;
(c) All other information shall be retained only so long as it has a reasonable bearing on the employee's job performance or on the efficient and effective management of the agency.
(2) Notwithstanding subsection (1) of this section, an agency may retain information relating to employee misconduct or alleged misconduct if:
(a) The employee requests that the information be retained; or
(b) The information is related to pending legal action or legal action may be reasonably expected to result.
(3) In adopting rules under this section, the director shall consult with the public disclosure commission to ensure that the public policy of the state, as expressed in chapters *42.17 and 42.56 RCW, is adequately protected.
[ 2005 c 274 § 280; 2002 c 354 § 221; 1993 c 281 § 37; 1982 c 208 § 10.]
NOTES:
*Reviser's note: Provisions in chapter 42.17 RCW relating to public disclosure were recodified in chapter 42.56 RCW by 2005 c 274.
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.
Legislative finding—Purpose—RCW 41.06.450: "The legislature finds that, under some circumstances, maintaining information relating to state employee misconduct or alleged misconduct is unfair to employees and serves no useful function to the state. The purpose of RCW 41.06.450 is to direct the personnel board to adopt rules governing maintenance of employee records so that the records are maintained in a manner which is fair to employees, which ensures proper management of state governmental affairs, and which adequately protects the public interest." [ 1982 c 208 § 9.]
Application of public disclosure law to information relating to employee misconduct: RCW 42.56.110.
Employee inspection of personnel file: RCW 49.12.240 through 49.12.260.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.455 - Destruction of employee records authorized if consistent with other laws.

RCW 41.06.455
Destruction of employee records authorized if consistent with other laws.
RCW 41.06.450 does not prohibit an agency from destroying identifying information in records relating to employee misconduct or alleged misconduct if the agency deems the action is consistent with the policy expressed in RCW 41.06.450 and in chapter 42.56 RCW.
[ 2005 c 274 § 281; 1982 c 208 § 11.]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.460 - Application of RCW 41.06.450 and 41.06.455 to classified and exempt employees.

RCW 41.06.460
Application of RCW 41.06.450 and 41.06.455 to classified and exempt employees.
Notwithstanding RCW 41.06.040, 41.06.450 and 41.06.455 apply to all classified and exempt employees of the state, including employees of the institutions of higher education.
[ 1982 c 208 § 12.]
NOTES:
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.475 - Employees with unsupervised access to children—Rules for background investigation.

RCW 41.06.475
Employees with unsupervised access to children—Rules for background investigation.
The director shall adopt rules, in cooperation with the secretary of the department of children, youth, and families, for the background investigation of current employees and of persons being actively considered for positions with the department who will or may have unsupervised access to children. The director shall also adopt rules, in cooperation with the secretary of the department of children, youth, and families, for background investigation of positions otherwise required by federal law to meet employment standards. "Considered for positions" includes decisions about (1) initial hiring, layoffs, reallocations, transfers, promotions, or demotions, or (2) other decisions that result in an individual being in a position that will or may have unsupervised access to children as an employee, an intern, or a volunteer.
[ 2017 3rd sp.s. c 6 § 807; 2007 c 387 § 8; 2002 c 354 § 222; 1993 c 281 § 38; 1986 c 269 § 2.]
NOTES:
Effective date—2017 3rd sp.s. c 6 §§ 102, 104-115, 201-227, 301-337, 401-419, 501-513, 801-803, and 805-822: See note following RCW 43.216.025.
Conflict with federal requirements—2017 3rd sp.s. c 6: See RCW 43.216.908.
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.
Children and vulnerable adults: RCW 43.43.830 through 43.43.842.
State hospitals: RCW 72.23.035.
Supervision, care, or treatment of children or individuals with developmental disabilities or other vulnerable persons—State employment—Investigation of conviction records or pending charges: RCW 43.20A.710.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.476 - Background investigation rules—Updating.

RCW 41.06.476
Background investigation rules—Updating.
(1) The office of financial management shall amend any existing rules established under RCW 41.06.475 and adopt rules developed in cooperation and agreement with the department of social and health services to implement the provisions of chapter 296, Laws of 2001.
(2) The legislature's delegation of authority to the agency under chapter 296, Laws of 2001 is strictly limited to:
(a) The minimum delegation necessary to administer the clear and unambiguous directives of chapter 296, Laws of 2001; and
(b) The administration of circumstances and behaviors foreseeable at *the time of enactment.
[ 2011 1st sp.s. c 43 § 426; 2001 c 296 § 6.]
NOTES:
*Reviser's note: 2001 c 296 attained final passage by the legislature on April 20, 2001, was signed by the governor and filed with the secretary of state on May 14, 2001, and took effect July 22, 2001.
Effective date—Purpose—2011 1st sp.s. c 43: See notes following RCW 43.19.003.
Intent—2001 c 296: See note following RCW 9.96A.060.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.490 - State employee return-to-work program.

RCW 41.06.490
State employee return-to-work program.
In addition to the rules adopted under RCW 41.06.150, the director shall adopt rules establishing a state employee return-to-work program. The program shall, at a minimum:
(1) Direct each agency to adopt a return-to-work policy. The program shall allow each agency program to take into consideration the special nature of employment in the agency;
(2) Provide for eligibility in the return-to-work program, for a minimum of two years from the date the temporary disability commenced, for any permanent employee who is receiving compensation under RCW 51.32.090 and who is, by reason of his or her temporary disability, unable to return to his or her previous work, but who is physically capable of carrying out work of a lighter or modified nature;
(3) Require each agency to name an agency representative responsible for coordinating the return-to-work program of the agency;
(4) Provide that applicants receiving appointments for classified service receive an explanation of the return-to-work policy;
(5) Require training of supervisors on implementation of the return-to-work policy, including but not limited to assessment of the appropriateness of the return-to-work job for the employee; and
(6) Coordinate participation of applicable employee assistance programs, as appropriate.
[ 2011 1st sp.s. c 43 § 427; 2002 c 354 § 223; 1990 c 204 § 3.]
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.
Findings—Purpose—1990 c 204: See note following RCW 51.44.170.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.510 - Institutions of higher education—Designation of personnel officer.

RCW 41.06.510
Institutions of higher education—Designation of personnel officer.
Each institution of higher education and each related board shall designate an officer who shall perform duties as personnel officer. The personnel officer at each institution or related board shall direct, supervise, and manage administrative and technical personnel activities for the classified service at the institution or related board consistent with policies established by the institution or related board and in accordance with the provisions of this chapter and the rules adopted under this chapter. Institutions may undertake jointly with one or more other institutions to appoint a person qualified to perform the duties of personnel officer, provide staff and financial support and may engage consultants to assist in the performance of specific projects. The services of the department of enterprise services and the office of financial management may also be used by the institutions or related boards pursuant to RCW 41.06.080.
The state board for community and technical colleges shall have general supervision and control over activities undertaken by the various community colleges pursuant to this section.
[ 2011 1st sp.s. c 43 § 428; 1993 c 281 § 10.]
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 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.530 - Personnel resource and management policy—Implementation.

RCW 41.06.530
Personnel resource and management policy—Implementation.
(1) The legislature recognizes that:
(a) The labor market and the state government workforce are diverse in terms of gender, race, ethnicity, age, and the presence of disabilities.
(b) The state's personnel resource and management practices must be responsive to the diverse nature of its workforce composition.
(c) Managers in all agencies play a key role in the implementation of all critical personnel policies.
It is therefore the policy of the state to create an organizational culture in state government that respects and values individual differences and encourages the productive potential of every employee.
(2) To implement this policy:
(a) The office of financial management shall, in consultation with agencies, employee organizations, employees, institutions of higher education, and related boards, review civil service rules and related policies to ensure that they support the state's policy of valuing and managing diversity in the workplace; and
(b) The department of enterprise services, in consultation with agencies, employee organizations, and employees, institutions of higher education, and related boards, develop training programs for all managers to enhance their ability to implement diversity policies and to provide a thorough grounding in all aspects of the state civil service law and merit system rules, and how the proper implementation and application thereof can facilitate and further the mission of the agency.
(3) The department of enterprise services and the office of financial management shall coordinate implementation of this section with the institutions of higher education and related boards to reduce duplication of effort.
[ 2011 1st sp.s. c 43 § 429; 1993 c 281 § 12.]
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 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.540 - Joint employee-management committees.

RCW 41.06.540
Joint employee-management committees.
Meaningful and effective involvement of employees and their representatives is essential to the efficient and effective delivery of state government services. To accomplish this, agencies shall use joint employee-management committees to collaborate on the desired goals of streamlined organizational structures, continuous improvement in all systems and processes, empowerment of line level employees to solve workplace and system delivery problems, managers functioning as coaches and facilitators, and employee training and development as an investment in the future. If employees are represented by an exclusive bargaining representative, the representative shall select the employee committee members and also be on the committee. In addition, the committees shall be used for improvement of the quality of work life for state employees resulting in more productive and efficient service delivery to the general public and customers of state government. Nothing in this section supplants any collective bargaining process or provision.
[ 1993 c 281 § 13.]
NOTES:
Effective date—1993 c 281: See note following RCW 41.06.022.
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.550 - Volunteer firefighters—Call to duty.

RCW 41.06.550
Volunteer firefighters—Call to duty.
An agency must allow an employee who is a volunteer firefighter to respond, without pay, to a fire, natural disaster, or medical emergency when called to duty. The agency may choose to grant leave with pay.
[ 2007 c 112 § 1.]
2023 Revised Code of Washington › Title 41 - Public Employment, Civil Service, and Pensions › Chapter 41.06 - State Civil Service Law. › 41.06.560 - Monetary performance-based awards or incentives—Restrictions.

RCW 41.06.560
Monetary performance-based awards or incentives—Restrictions.
From February 15, 2010, until June 30, 2013, no monetary performance-based awards or incentives may be granted by the director or employers to employees covered by rules adopted under this section. This section does not prohibit the payment of awards provided for in chapter 41.60 RCW. For institutions of higher education, this section does not prohibit the payment of specific cash awards from private donations from individuals or businesses including, but not limited to, endowments.
From July 1, 2011, until June 30, 2013, no performance-based awards or incentives may be granted by the director or employers to employees pursuant to a performance management confirmation granted by the department of personnel under WAC 357-37-055.
[ 2012 2nd sp.s. c 7 § 916; 2011 1st sp.s. c 39 § 11; 2010 c 2 § 6.]
NOTES:
Effective date—2012 2nd sp.s. c 7: See note following RCW 2.68.020.
Effective date—2011 1st sp.s. c 39: See note following RCW 41.04.820.
Findings—Effective date—2010 c 2: See notes following RCW 41.06.070.