Title 49 — Title 49 LABOR REGULATIONS
40 chapters · 645 sections in this title.
RCW 49.84.900 Effective date—2023 c 306.
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This act takes effect July 1, 2024.[ 2023 c 306 s 14.]
RCW 49.85.010 Legislative findings.
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(1) Supermarkets and other grocery retailers are the primary points of distribution for food and other daily necessities for the residents of Washington and are therefore essential to the vitality of every Washington community.(2) The state has a compelling interest in ensuring t…
RCW 49.85.015 Definitions.
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The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Change in control" means any sale, purchase, assignment, acquisition, transfer, contribution, or other disposition of all or substantially all of the assets, cash on h…
RCW 49.85.020 Change in control—Incumbent and successor grocer employee lists.
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(1)(a) The incumbent grocery employer must, within 15 days after the execution of the transfer document, provide to the successor grocery employer and any collective bargaining representative the name, address, date of hire, employment occupation classification, and, if known, th…
RCW 49.85.025 Change in control—Employee retention—Transition period.
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(1) A successor grocery employer must retain each eligible grocery worker hired pursuant to this chapter for at least 180 days after the eligible grocery worker's employment commencement date. During this 180-day transition employment period, eligible grocery workers must be empl…
RCW 49.85.030 Change in control—Applicability—Dislocated grocery worker allowance.
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(1) This section only applies to a successor grocery employer that, after a change in control, will own, control, or operate 20 or more grocery establishments.(2) Notwithstanding other provisions of this chapter, if a successor grocery employer does not hire an eligible grocery w…
RCW 49.85.035 Change in control—Public notice.
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(1) The incumbent grocery employer must post public notice of the change in control at the location of the affected grocery establishment within five business days following the execution of the transfer document. Notice must remain posted during any closure of the grocery establ…
RCW 49.85.040 Adverse action—Assertion of employee rights.
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(1) An employer must not refuse to employ, terminate, reduce the compensation of, or otherwise take adverse action against any employee for seeking to enforce the employee's rights under this chapter, including participating in proceedings, opposing any practice prescribed by thi…
RCW 49.85.045 Employee cause of action—Remedies—Notice of violation.
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(1) An aggrieved employee or an employee representative, such as a collective bargaining representative or nonprofit corporation, may bring an action in the superior court of the state of Washington for violations of this chapter and may be awarded the following:(a) Hiring and re…
RCW 49.85.050 Food desert exemption.
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This chapter does not apply to grocery establishments that will be located in geographic areas designated by the United States department of agriculture as food deserts, based on the original food desert measure contained in the Food Access Research Atlas, provided that both of t…
RCW 49.85.055 Change in control—Grocery retailer merger—Closures in food deserts—Notice requirements.
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(1) In the case of a change of control from a merger, a successor grocery employer may not cause a grocery establishment that is located in a geographic area designated by the United States department of agriculture as a food desert to cease being fully operational and open to th…
RCW 49.85.060 Small employer exemption.
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(1) This chapter does not apply to an incumbent grocery employer and the successor grocery employer executing the transfer document with that incumbent grocery employer, if the sum of both of the following is less than 300:(a) The number of grocery workers employed immediately pr…
RCW 49.85.065 Preemption.
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This chapter does not preempt any city, county, or city and county ordinances that provide equal or greater protection to eligible grocery workers.[ 2024 c 129 s 13.]
RCW 49.85.900 Wrongful termination action not limited.
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This chapter is not to be construed to limit an eligible grocery worker's right to bring legal action for wrongful termination.[ 2024 c 129 s 12.]
RCW 49.90.010 Sensory disabilities—State agencies—Need for service animal training—Definition.
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(1) Within this section, "sensory disability" means a sensory condition that materially limits, contributes to limiting, or, if not corrected or accommodated, will probably result in limiting an individual's activities or functioning.(2) The office of financial management shall a…
RCW 49.92.010 Definitions.
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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) "Director" means the director of the department of labor and industries or authorized representative.(3) "…
RCW 49.92.020 Unfair practices—Protections—Notice.
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*** CHANGE IN 2026 *** (SEE 6014-S.SL) ***(1) It is an unfair practice for any employer to:(a) Fail or refuse to make reasonable accommodation for an employee for pregnancy, unless the employer can demonstrate that doing so would impose an undue hardship on the employer's program…
RCW 49.92.030 Complaints and enforcement—Penalties.
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(1) The department shall investigate complaints and enforce this chapter. Prior to issuing any order under this subsection, the department must first contact the employer and attempt in good faith to reach agreement on reasonable accommodation or interim accommodation. If the dep…
RCW 49.92.040 Rules.
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(1) The department must adopt rules for purposes of implementing and enforcing this chapter including, but not limited to, rules establishing processes for enforcement and appeals of citations issued, and rules concerning the collection of civil penalties and other amounts owed. …
RCW 49.92.050 Application.
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(1) The provisions of *RCW 43.10.005 as they existed immediately prior to January 1, 2027, apply to employee and employer conduct, acts, or omissions occurring on or before December 31, 2026, including but not limited to the enforcement provisions set forth in *RCW 43.10.005(6) a…
RCW 49.92.900 Short title.
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This chapter may be known and cited as the healthy starts act.[ 2025 c 379 s 6.]Notes:Effective date—2025 c 379: See note following RCW 49.92.020.
RCW 49.94.005 Definitions.
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The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Adult conviction record" means any record of or information about criminal conduct resulting in an adult criminal conviction, finding of guilt, or other finding advers…
RCW 49.94.010 Inquiries into employee or applicant criminal records—Adverse employment actions—Timing—Advertisements—Exceptions.
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(1) An employer may not include any question on any application for employment, inquire either orally or in writing, receive information through a criminal history background check, or otherwise obtain information about an applicant's criminal record until after the employer init…
RCW 49.94.020 Limitations on application of chapter.
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(1) This chapter may not be construed to interfere with, impede, or in any way diminish any provision in a collective bargaining agreement or the right of employees to bargain collectively with their employers through representatives of their own choosing concerning wages, standa…
RCW 49.94.030 Attorney general's enforcement powers—Penalties.
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(1) The state attorney general's office shall enforce this chapter. Its powers to enforce this chapter include the authority to:(a) Investigate violations of this chapter on its own initiative;(b) Investigate violations of this chapter in response to complaints and seek remedial …
RCW 49.94.900 Conflict with federal requirements—2018 c 38.
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If any part of this act is found to be in conflict with federal requirements that are a prescribed condition to the allocation of federal funds to the state, the conflicting part of this act is inoperative solely to the extent of the conflict and with respect to the agencies dire…
RCW 49.94.901 Short title—2018 c 38.
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This act may be known and cited as the Washington fair chance act.[ 2018 c 38 s 8.]
RCW 49.95.005 Findings—Intent—2020 c 309.
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(1) The legislature finds that, as the citizens of Washington state age and their life expectancy increases, demand for long-term care is also on the rise. Like many Americans, Washingtonians prefer to stay in their own homes and communities as they age, fueling an increased dema…
RCW 49.95.010 Definitions.
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The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Abusive conduct" means conduct in a work setting that qualifies as workplace aggression, workplace violence, aggravated workplace violence, physical sexual aggression,…
RCW 49.95.020 Discrimination, abusive conduct, and challenging behavior—Written policy required.
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(1) Beginning July 1, 2021, each covered employer must adopt and maintain a comprehensive written policy concerning how the covered employer shall address instances of discrimination, abusive conduct, and challenging behavior and work to resolve issues impacting the provision of …
RCW 49.95.030 Abusive conduct, challenging behavior prevention and assistance plan—Requirements.
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(1)(a) Beginning July 1, 2021, each covered employer shall implement a plan to prevent and protect employees from abusive conduct, to assist employees working in environments with challenging behavior, and work to resolve issues impacting the provision of personal care. This plan…
RCW 49.95.040 Employer duty to inform.
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(1)(a) Covered employers must inform an employee of instances of discrimination and abusive conduct occurring in or around the service recipient's home care setting prior to assigning the employee to that service recipient, and throughout the duration of service, if those instanc…
RCW 49.95.050 Records required of reported incidents.
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(1) Covered employers are required to keep a record of any reported incidents of discrimination or abusive conduct experienced by an employee during the provision of paid personal care services. The records must be kept for at least five years following the reported act and must …
RCW 49.95.060 Work group.
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(1) The department of social and health services must convene a stakeholder work group to recommend policy changes and best practices for training employers, long-term care workers, and service recipients to keep home care settings free from discrimination and abusive conduct whi…
RCW 49.95.070 Compliance investigations—When authorized.
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(1) The department may conduct investigations to ensure compliance when information is obtained that a covered employer may be committing a violation under this chapter or in response to complaints from employees or employee representatives for the following requirements of this …
RCW 49.100.005 Intent—2022 c 271.
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(1) The Washington state legislature is purposefully designed to be a part-time legislature to provide people from all areas of life the opportunity to participate. All businesses and industries, in the private and public sector, benefit when the legislature is made up of the bro…
RCW 49.100.010 "Employer" defined.
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For the purposes of this chapter, "employer" means: (1) The state, state institutions, and state agencies; and (2) any unit of local government including, but not limited to, a county, city, town, municipal corporation, quasi-municipal corporation, or political subdivision.[ 2022…
RCW 49.100.020 Employer must grant a temporary leave of absence to an employee performing an official duty as a member of the legislature.
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(1) An employer must grant a temporary leave of absence without loss of job status or seniority to an employee who is a member of the state legislature in order for that employee to perform any official duty as a member of the legislature during regular and special legislative se…
RCW 49.100.030 Employee must provide notice of intent to take leave.
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(1) An employee who seeks leave under this chapter must provide the employer with notice of the employee's intention to take leave at least 30 days before a regular legislative session.(2) When a special legislative session is called, the employee must provide notice to the emplo…
RCW 49.100.040 Violation of chapter—Civil action authorized.
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If an employer violates the provisions of this chapter, the employee may only bring a civil action, at his or her own expense, in superior court for an order requiring the reinstatement of the employee. Public resources may not be used, directly or indirectly, to bring or maintai…
RCW 49.105.005 Recognition.
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The legislature recognizes that fire protection measures are critical design elements meant to control the spread of a fire until active fire protection measures, such as sprinklers, fire extinguishers, or the fire department can take over and control a fire. Among the types of p…
RCW 49.105.010 Definitions.
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The definitions in this section apply throughout RCW 49.105.020 through 49.105.040 unless the context clearly requires otherwise.(1) "Fire-resistant material" means:(a) Wet or dry mix materials, cementitious materials, and fibrous materials, applied to achieve an hourly fire-resi…
RCW 49.105.020 Certification.
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(1) Every individual applying fire-resistant material for or as a contractor must be certified by the department. To qualify for certification, the individual must complete initial training and must complete refresher training every five years for recertification.(2) All training…
RCW 49.105.030 Certification verification.
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(1) Beginning January 1, 2026, contractors must ensure all fire-resistant material is applied by a certified fire-resistant material applicator prior to the individual applying any fire-resistant material. A contractor must verify that the individual is certified by the departmen…
RCW 49.105.040 Enforcement—Rules.
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(1) Unless specifically provided otherwise by statute, this chapter shall be implemented and enforced, including penalties, violations, citations, and other administrative procedures, pursuant to chapter 49.17 RCW.(2) The first violation of this section is a penalty of $2,500.(3)…