Hello Coalition Members!
So far we don’t have an anti-bullying bill here in WA State this year. We are looking for a legislative sponsor and hope to have something soon. In addition, we do see several really important bills that would advance worker protections for full and part time employees as well as vulnerable employees in certain industries.
Here are the bills we are watching and/or supporting for this 2019 Legislative Session.
Please take a look and send an email to the bill sponsors to let them know you support this legislation to provide greater protections for workers in WA State.
SB 5690 – Support
Creating the universal worker protections act.
Brief Summary of Bill:
- Creates the Employee Fair Classification Act (EFCA), which prohibits
mis-classification and creates remedies.
- Defines independent contractor for purposes of the EFCA, the Minimum
Wage Act, prevailing wage, unemployment insurance, industrial
insurance, and other employment laws.
- Provides for the creation of workers’ boards to set minimum pay rates and
other labor standards for workers in certain industries.
- Establishes procedures for creating portable benefits for workers in certain
- Specifies certain rights for workers and prohibits retaliation.
Requires contributing agents to provide data and reports about workers.
Requires the Department of Labor and Industries to investigate
complaints, impose sanctions, conduct surveys, and fulfill other duties.
Sponsors HB 1728: Frame, Sells, Shewmake, Macri, Orwall, Gregerson, Doglio, Pellicciotti, Ormsby, Callan, Pettigrew, Fitzgibbon, Jinkins, Pollet, Valdez, Mead, Thai, Peterson, Ryu, Stanford, Ortiz-Self, Tarleton, Wylie, Goodman, Ramos, Slatter, Bergquist, Riccelli
Sponsors SB 5258: Keiser, Wellman, Saldaña, Randall, Das, Dhingra, Cleveland, Conway, Wilson, C., Darneille, Kuderer, Takko, Salomon, Hasegawa, Hunt
DIGEST OF PROPOSED 1ST SUBSTITUTE
Requires every hospitality, retail, behavioral health, or custodial employer, or labor contractor who employs a custodian, security guard, hotel or motel housekeeper, or behavioral health caregiver or counselor who spends a majority of his or her working hours alone at a location that is not his or her home to:
(1) Adopt a sexual harassment policy;
(2) Provide mandatory training to the managers, supervisors, and employees;
(3) Provide a list of resources for the employees to use; and
(4) Provide a panic button to each worker that spends most of his or her working hours alone at a location that is not his or her home.
Requires the department of labor and industries to publish advice and guidance for employers with fifty or fewer employees relating to the requirements mentioned above.
Requires the director of the department of labor and industries to establish procedures for licensing property service contractors.
Requires hotels and motels with sixty or more rooms to meet the requirements in this act by January 1, 2020.
HB 1491 – Support
(1) At the time of hire, provide a new covered employee a written good faith estimate of the employee’s work schedule;
(2) Provide a written work schedule at least fourteen calendar days before the first day of the work schedule;
(3) Compensate an employee for each employer-requested change to the employee’s written work schedule that occurs after the required advance notice; and
(4) When additional hours of work become available, offer the additional hours to existing employees before hiring new employees.
SB 5090 – Support
(1) Seeking the wage or salary history of an applicant from the applicant or a current or former employer; or
(2) Requiring that an applicant’s prior wage or salary history meet certain criteria.
SB 5226 – We’re watching and need more information to determine whether we will support
Failing or refusing to hire an individual; discharging or barring a person from employment; or discriminating against a person in compensation or in other terms or conditions of employment, because the employee or prospective employee participates in or has participated in certain activities.
SB 5344 – Support
Modifies provisions relating to nursing care and hospital regulations; missed meals and rest breaks; staffing concerns and complaints; performance by a registered nurse of direct clinical nursing care for compensation for more than sixty hours in a week; an employer’s tracking the total hours worked of a registered nurse; and using reasonable efforts to find a replacement when an employee on prescheduled on-call is activated and working
Addresses meals and rest periods for licensed practical nurses, registered nurses, surgical technologists, diagnostic radiologic technologists, cardiovascular invasive specialists, respiratory care practitioners, and certified nursing assistants.
(1) Using prescheduled on-call time to fill chronic or foreseeable staff shortages; and
(2) Scheduling nonemergency procedures that would require overtime.
Revises employment security department provisions regarding records, information, privacy, and confidentiality.
Addresses restraints, including non-competition covenants, on persons engaging in lawful professions, trades, or businesses.
(1) Workforce mobility is important to economic growth and development; and
(2) Agreements limiting competition or hiring may be contracts of adhesion that may be unreasonable.
Requires the department of veterans affairs, employment security department, and department of commerce to consult local chambers of commerce, associate development organizations, and businesses to initiate a demonstration campaign to increase military spouse employment.
Requires the office of financial management to:
(1) Develop a military spouse recruitment program that targets military spouses and gives them credit for their knowledge, skills, and leadership abilities;
(2) In developing the program, consult with the department of enterprise services, the department of veteran affairs, the state military transition council, the veterans employee resource group, the employment security department, and other interested stakeholders.
Requires certain state agencies to submit a specific report to the human resources director.
Declares it to be in the public interest to clarify the state’s role in the H-2A temporary agricultural program to provide:
(1) Adequate protection for foreign and domestic workers; and
(2) Education and outreach opportunities to help growers maintain the stable workforce they need.
Creates the office of H-2A compliance and farm labor within the employment security department.
Requires an employer to submit an H-2A application to the department and pay a fee for each H-2A application submitted to the department.
Requires the commissioner of the employment security department to appoint an advisory committee to review issues and topics of interest related to this act.
Creates the H-2A enforcement account.
HB 1145 – Support
(1) Consult with the child care collaborative task force to modify the task force’s model policy for a bring your infant to work program as appropriate for implementation at state agencies; and
(2) Provide the modified model policy and implementation guidelines to state agency directors by February 1, 2020.
Permits a state employee to also help a fellow state employee with leave, under the shared leave program, if the employee’s child is too ill to attend child care.
Permits an agency head to allow an employee to also receive leave under the shared leave program if the employee has a child under the age of thirteen who is too ill to attend child care.
Creates the child care in-state service shared leave pool to allow employees to donate leave to be used as shared leave for employees who meet the requirements for shared leave.
Requires the state health care authority to establish a pilot project under which a state agency will provide matching contributions to its employees’ dependent care assistance program accounts.
Requires the department of commerce, in partnership with the office of financial management, the department of enterprise services, the department of children, youth, and families, and the state health care authority, to develop a survey for state employees in order to better understand issues affecting child care access and affordability for their families.
Provides that section 5 of this act is null and void if appropriations are not approved.
SB 5374 – Support
Requires an employer to provide employees with rest and meal periods that must be uninterrupted and may not be intermittent.
Authorizes an employer to apply to the director of the department of labor and industries for an order for a variance from the required rest and meal periods, including whether they are uninterrupted or intermittent.
Requires an employer to give notice of the application for variance to the employees or their representatives so they may submit comments to the director.