The State of Washington has enacted legislation (House Bill 2602) that expands the definition of race discrimination to include traits historically associated with race. House Bill 2602 is effective June 11, 2020.

The State of Washington has enacted legislation (House Bill 2602) that expands the definition of race discrimination to include traits historically associated with race. House Bill 2602 is effective June 11, 2020. Background: Washington prohibits employers with eight or more employees from discriminating against applicants and employees because of race and certain other characteristics. House Bill 2602: House Bill 2602 expands race discrimination protections to include traits historically associated with, or perceived to be associated with, race. This includes, but is not limited to, hair texture, hair type, or protective hairstyles such as braids, locks, and twists. Compliance Recommendations: Washington employers should review dress codes, appearance policies, and training to ensure they avoid restrictions on hairstyles historically associated with race and that they comply with House Bill 2602. If your policy simply indicates that employees must maintain kempt hair, consider clarifying that kempt means that the hair is clean and well combed or arranged, and that employees can comply with a variety of hairstyles that meet those criteria. Please contact your dedicated service professional with any questions.

Effective immediately, Seattle has expanded the reasons employees may take leave under its Paid Sick and Safe Time Ordinance.

Washington has published a final rule that updates the criteria for determining which workers are exempt from minimum wage and overtime. The new rule takes effect July 1, 2020.

Seattle Washington’s minimum wage will increase on January 1, 2020.

Washington has enacted a new law regarding sexual harassment training in certain industries.  Specifically, it requires employers in the hotel, motel, retail, security guard and property services industries to adopt a sexual harassment policy, provide training and submit certain information to the state Department of Labor and Industries.  Hotels and motels with 60 or more rooms must comply with the new law by January 1, 2020. All other covered employers must comply by January 1, 2021.

The state of Washington has approved legislation that creates a state-run program that will provide long-term-care benefits to eligible individuals.  Employers will be required to withhold employee contributions and remit them to the state, but employers aren’t required to contribute to the program themselves.

Washington has enhanced its pay equity protections.  One year after enacting the 2018 Equal Pay and Opportunity Act, which included an array of pay equity provisions, the legislature passed HB 1696, which restricts pay history inquires and enhances pay transparency requirements. The amendments take effect July 28, 2019.

Recently the state of Washington made a number of changes related to relevant provisions of the Paid Family Medical Leave law. 

The state of Washington has enacted legislation (House Bill 1533) that will require employers to display a new poster in the workplace. 

Washington has enacted legislation stating a  mother has the right to breastfeed her child in any place of public resort, accommodation, assemblage, or amusement. Discrimination against a mother breastfeeding her child is prohibited.