Title 49, LABOR REGULATIONS

(1)(a) Upon request of a prospective bargaining representative showing written proof of at least 30 percent representation of the employees within the unit, the commission shall hold an election by ballot to determine the issue. (b) The ballot must contain the name of the prospec…

(1) The bargaining representative that has been determined to represent a majority of the employees in a bargaining unit must be certified by the commission as the exclusive bargaining representative of, and must represent, all the employees within the unit without regard to memb…

RCW 41.56.067 applies to this chapter. [ 2025 c 106 s 7.]

No employer may refuse to engage in collective bargaining with the exclusive bargaining representative. Upon the failure of the employer and the exclusive bargaining representative to conclude a collective bargaining agreement, any matter in dispute may be submitted by either par…

(1) Upon the authorization of an employee within the bargaining unit and after the certification or recognition of the bargaining unit's exclusive bargaining representative, the employer must deduct from the payments to the employee the monthly amount of dues as certified by the …

A collective bargaining agreement may provide for binding arbitration of a labor dispute arising from the application or the interpretation of the matters contained in a collective bargaining agreement. [ 2025 c 106 s 10.]

(1) After the termination date of a collective bargaining agreement, all the terms and conditions specified in the collective bargaining agreement remain in effect until the effective date of a subsequent agreement, not to exceed one year from the termination date stated in the a…

In addition to any other method for selecting arbitrators, the parties may request the commission to appoint a qualified person who may be an employee of the commission to act as an arbitrator to assist in the resolution of a labor dispute between the employer and the bargaining …

(1) If the employer has the information in the employer's records, the employer must provide to the exclusive bargaining representative the following information for each employee in an appropriate bargaining unit: (a) The employee's name and date of hire; (b) The employee's cont…

It is an unfair labor practice for an employer to: (1) Interfere with, restrain, or coerce employees in the exercise of their rights guaranteed by this chapter; (2) Control, dominate, or interfere with a bargaining representative; (3) Engage in or create the impression of surveil…

It is an unfair labor practice for a bargaining representative to: (1) Interfere with, restrain, or coerce employees in the exercise of their rights guaranteed by this chapter; (2) Induce the employer to commit an unfair labor practice; (3) Discriminate against an employee who ha…

(1) The commission must prevent unfair labor practices and issue appropriate remedial orders. However, a complaint may not be processed for an unfair labor practice occurring more than six months before the filing of the complaint with the commission or in superior court. (2) If …

The commission may adopt rules necessary to administer this chapter in conformity with the intent and purpose of this chapter and consistent with the best standards of labor-management relations. [ 2025 c 106 s 17.]

This chapter may not be interpreted by any court to apply to or otherwise extend any rights to any employee who is not specifically employed by an employer to perform the work of cultivating, growing, harvesting, or producing cannabis, including defoliating, drying, bucking, prec…