Washington 2019-2020 Regular Session Status: Passed House 14 D cosponsors

HB 2511 — Providing labor protections for domestic workers.

Last action — House refuses to concur in Senate amendments. Asks Senate to recede from amendments.

  1. ✓
    Introduced
  2. ✓
    In Committee
  3. 3
    Passed House
  4. 4
    Passed Senate
  5. 5
    To Executive
  6. 6
    Enacted

This bill died with 2019-2020 Regular Session. It reached “Passed House” and never advanced before the session ended, so it can no longer move — a new version would have to be reintroduced in the current session.

This bill is no longer active — its legislative session has ended, so there are no live odds of enactment. It would have to be reintroduced in the current session to move again.

Bill Text

What changed in the latest version

1 added · 1 removed

Plain-language change summary

The recent changes to House Bill 2511 provide more comprehensive protections for domestic workers in Washington State. Notably, the amendments expand definitions to clarify who qualifies as a domestic worker and the various forms of work included, ensuring broader coverage. Additionally, the bill now explicitly guarantees rights to meal and rest breaks, protections against discrimination and harassment, and the right to retain personal documents. These changes are important as they aim to improve working conditions for domestic workers, who are often vulnerable to exploitation and abuses in the household employment sector.

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H-4214.3SUBSTITUTE HOUSE BILL 2511State of Washington66th Legislature2020 Regular SessionByHouse Labor & Workplace Standards (originally sponsored by Representatives Stonier, Sells, Gregerson, Ormsby, Chapman, Valdez, Chopp, Bergquist, Davis, Doglio, Frame, Ramel, Pollet, Macri, Goodman, Riccelli, and Robinson;
Z-0702.3HOUSE BILL 2511State of Washington66th Legislature2020 Regular SessionByRepresentatives Stonier, Sells, Gregerson, Ormsby, Chapman, Valdez, Chopp, Bergquist, Davis, Doglio, Frame, Ramel, Pollet, Macri, Goodman, Riccelli, and Robinson;
by request of Attorney General and Office of the Governor)READ FIRST TIME 02/07/20.AN ACT Relating to providing labor protections for domestic workers;
by request of Attorney General and Office of the GovernorRead first time 01/15/20.Referred to Committee on Labor & Workplace Standards.AN ACT Relating to providing labor protections for domestic workers;
amending RCW 49.60.040;
amending RCW 49.46.010 and 49.60.040;
and providing an effective date.BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF WASHINGTON:NEW SECTION.  Sec.
and providing effective dates.BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF WASHINGTON:NEW SECTION.  Sec.
Whereas there is increasing demand for domestic service professions and domestic workers are often isolated and vulnerable to exploitation, it is a priority for the legislature to provide workers with clear rights and freedom from harassment and protection from retaliation;
Whereas domestic workers were historically excluded from many basic labor protections and whereas these protections have been identified as a priority to the people of the state of Washington, this act declares that health, safety, wage protections, and general welfare are guaranteed for domestic workers.
and to make clear for hiring entities which actions are prohibited in a domestic service employment relationship.NEW SECTION.  Sec.
This includes meal and rest breaks, clarity on what constitutes working time, sick time to care for themselves and their families, and the freedom from discrimination and sexual harassment.NEW SECTION.  Sec.
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Casual labor" refers to work that is irregular, uncertain, and incidental in nature and duration and is different in nature from the type of paid work in which the worker is customarily engaged in.(2) "Discrimination" means employment discrimination prohibited by chapter 49.60 RCW, including discriminatory harassment.(3) "Discriminatory harassment" is unwelcome conduct that is based on a protected class listed in RCW 49.60.030(1) where the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Casual labor" refers to work that is irregular, uncertain, and incidental in nature and duration or is different in nature from the type of paid work in which the worker is customarily engaged in.(2) "Department" means the department of labor and industries.(3) "Director" means the director of labor and industries.(4) "Domestic service" means services related to the care of persons in private homes or the maintenance of private homes or their premises.(5)(a) "Domestic worker" includes hourly and salaried employees and includes any worker who:(i) Works for one or more hiring entity;
"Discriminatory harassment" includes sexual harassment.(4) "Domestic service" means household services for members of households or their guests in private homes.
This includes the maintenance of private homes or their premises.(5)(a) "Domestic worker" includes hourly and salaried employees who are paid wages for their services and includes any worker who:(i) Works for one or more hiring entity;
or working as a household manager.(b) "Domestic worker" does not include:(i) Persons who provide babysitting on a casual labor basis;(ii) Persons who provide services or supports for a family member on a casual labor basis;(iii) Any individual employed in casual labor in or about a private home, unless performed in the course of the hiring entity's trade, business, or profession;(iv) Individual providers, as defined in RCW 74.39A.240;
or working as a household manager.(b) "Domestic worker" does not include:(i) Persons who provide babysitting on a casual labor basis;(ii) Any individual employed in casual labor in or about a private home, unless performed in the course of the hiring entity's trade, business, or profession;(iii) Individual providers, as defined in RCW 74.39A.240;
(v) Persons who perform house sitting, pet sitting, and dog walking duties that do not involve domestic service;(vi) Persons providing services to another family member who is sick, convalescing, elderly, or a person with a disability, where the family members do not intend to establish an employer-employee relationship.
(iv) Persons who perform house sitting, pet sitting, and dog walking duties that do not involve domestic service.(6) "Employ" includes to permit to work.(7) "Family member" shall be liberally construed to include, but not be limited to, a parent, child, sibling, aunt, uncle, cousin, grandparent, grandchild, grandniece, or grandnephew, or such relatives when related by marriage.(8) "Hiring entity" means any employer, as defined in RCW 49.46.010(4), and in RCW 49.60.040(11), who employs a domestic worker, as well as any individual, partnership, association, corporation, business trust, or any combination thereof, which pays a wage or pays wages for the services of a domestic worker.
An employer-employee relationship does not exist under such circumstances when:(A) The family members have mutually agreed that care is provided gratuitously;
It includes any such entity, person, or group of persons that provides compensation directly or indirectly to a domestic worker for the performance of domestic services and any such entity, person, or persons acting directly or indirectly in the interest of the hiring entity in relation to the worker.
or(B) The family member provides services for fewer than fifteen hours per week and the family member providing care does not provide domestic services in the person's ordinary course of business.(6) "Employ" includes to permit to work.(7) "Family member" shall be liberally construed to include, but not be limited to, a parent, child, sibling, aunt, uncle, cousin, grandparent, grandchild, grandniece, or grandnephew, or such relatives when related by marriage or any individual related by blood or affinity whose close association with the individual is the equivalent of a family relationship.(8) "Hiring entity" means any employer, as defined in RCW 49.46.010(4), and in RCW 49.60.040(11), who employs a domestic worker, as well as any individual, partnership, association, corporation, business trust, or any combination thereof, which pays a wage or pays wages for the services of a domestic worker.
"Hiring entity" does not include state agencies or in-home services agencies as defined in RCW 70.127.010 to the extent that the home care services are funded through RCW 74.39A.310.(9) "Standard rate of pay" means the agreed-upon rate of pay between the hiring entity and domestic worker, as reflected in the written agreement.NEW SECTION.  Sec.
It includes any such entity, person, or group of persons that provides compensation directly or indirectly to a domestic worker for the performance of domestic services and any such entity, person, or persons acting directly or indirectly in the interest of the hiring entity in relation to the domestic worker.
"Hiring entity" does not include a state agency or home care agency as defined in RCW 70.127.010 and licensed under chapter 70.127 RCW if the home care agency receives funding through RCW 74.39A.310.NEW SECTION.  Sec.
(1) A hiring entity that employs a domestic worker may not:(a) Request that the domestic worker allow the hiring entity, on either a mandatory or voluntary basis, to have possession of any personal effects, including any legal documents, including forms of identification, passports, or other immigration documents;(b) Engage in any form of discrimination or discriminatory harassment as defined in section 2 (2) and (3) of this act;(c) Terminate a domestic worker, retaliate against a domestic worker, reduce the pay of a domestic worker, or refuse to offer future assignments to a domestic worker for requesting reassignment due to any alleged discrimination or abusive behavior that falls under the requirements in (b) of this subsection;(d) Subject a domestic worker to conduct with the purpose or effect of unreasonable interfering with the domestic worker's work performance by creating an intimidating, hostile, or offensive work environment;(e) Monitor or record, through any means, the activities of the domestic worker using a bathroom or similar facility, in the domestic worker's private living quarters, or while the domestic worker is engaged in personal activities associated with dressing or changing clothes;(f) Monitor, record, or interfere with the private communications of a domestic worker;(g) Communicate to a person exercising rights protected under this chapter, directly or indirectly, the willingness or intent to inform a government employee or contracted organization suspected citizenship or immigration status of a domestic worker or a family member to a federal, state, or local agency because the domestic worker has exercised any right under this chapter;(h) Take any adverse action against a domestic worker because the domestic worker has exercised their rights provided under this chapter.
A hiring entity employing a domestic worker must follow these requirements:(1) A hiring entity employing a domestic worker shall pay the domestic worker at least the minimum hourly rate as provided by RCW 49.46.020.
Such rights include, but are not limited to:
This constitutes a wage payment requirement as defined in RCW 49.48.082.(2) A hiring entity employing a domestic worker shall pay the domestic worker an overtime wage at a rate of one and one-half times the worker's regular rate for hours worked in excess of forty hours in a workweek as provided by RCW 49.46.130.
Filing an action, organizing or communicating amongst themselves, participating in political speech, disclosing their immigration status, or instituting or causing to be instituted any proceeding under or related to this chapter.(2) A domestic worker who files a complaint or brings suit alleging discrimination in violation of RCW 49.60.180 shall be entitled to all the procedural and substantive rights available under chapter 49.60 RCW except when:(a) The hiring entity is a person who is elderly or has a disability that results in discriminatory or harassing behaviors;
This constitutes a wage payment requirement as defined in RCW 49.48.082.(3) Domestic workers are entitled to an uninterrupted meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift.
and(b) A hiring entity informs a domestic worker, providing home care or personal care services to a person who has a documented behavioral condition, that the hiring entity has reason to believe that those behaviors will result in discrimination and abusive conduct likely occurring in or around the client's home prior to assigning the employee to that client and throughout the duration of service;
Meal periods shall be on the hiring entity's time when the domestic worker is required by the hiring entity to remain on duty on the premises or at a prescribed worksite in the interest of the hiring entity.(a) No domestic worker shall be required to work more than five consecutive hours without a meal period.(b) Domestic workers working three or more hours longer than a normal workday shall be allowed at least one thirty-minute meal period prior to or during the overtime period.(c) Domestic workers shall be allowed a rest period of not less than ten minutes, on the hiring entity's time, for each four hours of working time.
and(c) The behaviors can be shown as directly resulting from a diagnosed and documented cognitive impairment;
Rest periods shall be scheduled as near as possible to the midpoint of the work period.
and(d) The domestic worker voluntarily agrees to initiate or continue the employment relationship;
No domestic worker shall be required to work more than three hours without a rest period.(d) A hiring entity may not discourage meal and rest breaks and cannot request that a domestic worker voluntarily waive meal and rest break requirements.(e) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each four hours worked, scheduled rest periods are not required.(f) If the nature of the work does not allow a domestic worker to be relieved of all duties and an uninterrupted meal break or intermittent rest breaks may be impractical or impossible, a hiring entity must compensate the domestic worker for that time at the standard rate of pay for that worker.(4) Subsections (1), (2), and (3) of this section do not apply where a domestic worker voluntarily provides additional homecare in excess of a written agreement between only the domestic worker and a family member to whom the domestic worker is providing services.(5) For domestic workers living in the home of their hiring entities, the hiring entity must permit the domestic worker to cook and consume the worker's own food, subject to reasonable restrictions based on the religious or health needs of the home's residents.(6) The domestic worker must have the right to retain personal effects, including any legal documents, including forms of identification, passports, or other immigration documents.(7) All terms and expectations of employment must be in a written agreement as specified in RCW 49.46.010.
or(e) A hiring entity receiving personal care services, as defined in RCW 74.39A.009, refuses to hire an employee based on gender preferences.(3) Except where subsection (2)(b), (c), and (d) of this section apply, there must be a disclosure of information about the behavioral health needs of the individual being cared for, as well as tools and supports available to the domestic worker, including but not limited to any applicable behavior management plan.
This includes but is not limited to:
The disclosure should be reviewed regularly and must be updated when any changes in behavior occur.NEW SECTION.  Sec.
Location where the work will be done;
rate of pay, including overtime expectations and compensation for additional duties, if any;
the work schedule at the time of hire including meal and rest breaks;
if applicable, deduction agreements, information about days of rest, sick days, vacation days, personal days, and holidays;
transportation, severance, and health insurance costs;
and any fees or other costs for the domestic worker associated with expectations of employment.(a) All written agreements under this subsection (7) shall be:(i) Provided in a language or languages understood by both the worker and hiring entity;
and(ii) Signed and dated by both the hiring entity and the domestic worker, after any time requested for review by either party has passed.(b) No provisions in the written agreement may waive a domestic worker's rights under federal, state, or local law.(c) The agreements may not contain mandatory predispute arbitration clauses for employee claims of their legal rights, noncompete agreements, nondisclosure agreements, or nondisparagement agreements that inhibit a domestic worker's claims of their legal rights under this chapter, or noncompete agreements that limit the ability of domestic workers to seek any other form of domestic work postemployment.(8) Any time a hiring entity initiates a written agreement of employment, a disclosure of rights specified in section 16 of this act must accompany that agreement.(9) The hiring entity shall provide a minimum two-week notification period before termination of the employment.
For live-in domestic workers, a minimum four-week notification period before termination of the employment relationship shall be provided.(a) No notification period is required if:(i) It is in connection with termination of work performed on a casual labor basis for a hiring entity;(ii) It occurs during an agreed-upon probationary period.(b) Notice of termination requirements do not apply if:(i) The hiring entity terminates employment based on a good faith belief that the domestic worker has engaged in misconduct as defined in RCW 50.04.294 or if circumstances outside of the hiring entity or the hiring entity's control apply.
This includes death, or if both the hiring entity and domestic worker agree that the care needs have significantly changed and cannot be addressed by the current employment relationship.
If an investigation into termination commences, the hiring entity must be able to articulate and support the allegations of misconduct or change of circumstances;(ii) If the domestic worker becomes unable to meet the stated requirements for compensation as outlined in the written agreement.(c) Failure to provide notification as required under this subsection shall entitle the domestic worker to severance pay in the amount of the worker's standard rate of pay multiplied by the regular number of hours worked over the period of time during which the required notification was not provided.(10) A hiring entity shall create and maintain records documenting hours worked, pay rate, the existence of a written contract, and, where applicable, the leave time earned and used.
If a complaint is filed and an investigation commences, the hiring entity must make these records accessible.(11) The enforcement entity shall maintain the confidentiality of all records it obtains in connection with enforcement activities to the full extent permitted by law.NEW SECTION.  Sec.
Where more than one hiring entity has an employment relationship with a domestic worker in connection with the same work or where more than one hiring entity has an overlapping employment relationship with a domestic worker, the hiring entities are subject to liability as well as fines and penalties for violations.
A hiring entity that employs a domestic worker may not:(1) Request that the domestic worker allow the hiring entity, on either a mandatory or voluntary basis, to have possession of any personal effects, including any legal documents, including forms of identification, passports, or other immigration documents;(2) Engage in any form of discrimination and harassment as defined by chapter 49.60 RCW.
Any state agency that does not contract with or employ domestic workers in the ordinary course of business shall not be subject to liability unless that state agency directly interferes with the rights established for domestic workers under this act.NEW SECTION.  Sec.
A domestic worker who files a complaint or brings suit alleging discrimination in violation of RCW 49.60.180 shall be entitled to all the procedural and substantive rights available under chapter 49.60 RCW;(3) Subject a domestic worker to conduct with the purpose or effect of unreasonable interfering with the domestic worker's work performance by creating an intimidating, hostile, or offensive work environment;(4) Monitor or record, through any means, the activities of the domestic worker using a bathroom or similar facility, in the domestic worker's private living quarters, or while the domestic worker is engaged in personal activities associated with dressing or changing clothes;(5) Monitor, record, or interfere with the private communications of a domestic worker;(6) Communicate to a person exercising rights protected under this chapter, directly or indirectly, the willingness or intent to inform a government employee or contracted organization suspected citizenship or immigration status of a domestic worker or a family member to a federal, state, or local agency because the domestic worker has exercised any right under this chapter;(7) Take any adverse action against a domestic worker because the domestic worker has exercised their rights provided under this chapter.
5.
(1) It is unlawful for a hiring entity to interfere with, restrain, or deny the exercise of any right provided under or in connection with this chapter.
This means a hiring entity may not use a domestic worker's exercise of any of the rights provided in this chapter as a negative factor in any employment action such as evaluation, promotion, or termination, or otherwise subject a domestic worker to discipline for the exercise of any rights provided under this chapter.(2) No hiring entity or any other person shall communicate to a person exercising rights protected under this chapter, directly or indirectly, the willingness or intent to inform a government employee or contracted organization of suspected citizenship or immigration status of a domestic worker or a family member to a federal, state, or local agency because the domestic worker has exercised a right under this chapter.(3) It is unlawful for a hiring entity to take any adverse action against a domestic worker because the domestic worker has exercised their rights provided under this chapter.
Filing a complaint, disclosing their immigration status, or instituting or causing to be instituted any proceeding under or related to this chapter.(4) Adverse action means any action taken or threatened by a hiring entity against a domestic worker for their exercise of rights under this chapter, which may include, but is not limited to:(a) Denying the use of any rights provided under this chapter;(b) Denying or delaying payment due under this chapter;(c) Terminating, suspending, demoting, or denying a promotion;(d) Reducing the number of work hours for which the domestic worker is scheduled;(e) Altering the domestic worker's preexisting work schedule;(f) Reducing the domestic worker's rate of pay;
Filing an action, organizing or communicating amongst themselves, participating in political speech, disclosing their immigration status, or instituting or causing to be instituted any proceeding under or related to this chapter.NEW SECTION.  Sec.
and(g) Threatening to take, or taking action, based upon the immigration status of a domestic worker or a domestic worker's family member.(5) It shall be considered a rebuttable presumption of retaliation if the employer or any other person takes an adverse action against a domestic worker within ninety calendar days of the domestic worker's exercise of rights protected under this chapter.
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However, in the case of seasonal employment that ended before the close of the ninety calendar day period, the presumption also applies if the employer fails to rehire a former domestic worker at the next opportunity for work in the same position.
Where more than one hiring entity has an employment relationship with a domestic worker in connection with the same work or where more than one hiring entity has an overlapping employment relationship with a domestic worker, the hiring entities are subject to liability as well as concurrent fines and penalties for violations of this chapter.
The employer may rebut the presumption with clear and convincing evidence that the adverse action was taken for a permissible purpose.NEW SECTION.  Sec.
Any state agency that does not contract with or employ domestic workers in the ordinary course of business shall not be subject to liability unless that state agency directly interferes with the rights established for domestic workers under this act.NEW SECTION.  Sec.
Any standards or rights established by any applicable federal, state, or local law or ordinance, or any rule or regulation issued thereunder, which are more favorable to domestic workers than the minimum standards and rights established by this chapter, or any rule or regulation issued hereunder, shall not be affected by this chapter and such other laws, or rules or regulations, shall be in full force and effect and may be enforced as provided by law.
(1) If a domestic worker files a complaint with the department alleging a violation of the domestic worker's rights under section 3 of this act, the department may investigate the complaint under this section.(a) The department may not investigate any such alleged violation of rights that occurred more than three years before the date that the domestic worker filed the complaint.(b) If a domestic worker files a timely complaint with the department, the department may investigate the complaint and issue either a citation assessing a civil penalty or a closure letter within sixty days after the date on which the department received the complaint, unless the complaint is otherwise resolved.
The remedies provided by this chapter are not exclusive and are concurrent with any other remedy provided by law.NEW SECTION.  Sec.
The department may extend the period by providing advance written notice to the domestic worker and the hiring entity setting forth good cause for an extension of the period and specifying the duration of the extension.(c) If the department investigates a violation under this section, the department may send notice of a citation assessing a civil penalty or the closure letter to both the hiring entity and the domestic worker by service of process or using a method by which the mailing can be tracked or the delivery can be confirmed to their last known addresses.(2) Unless otherwise resolved, if the department's investigation finds that the domestic worker's allegation cannot be substantiated, the department will issue a closure letter to the domestic worker and the hiring entity detailing such finding.(3) If the department determines that the violation of rights under this chapter was a willful violation, the department may order the hiring entity to pay the department a civil penalty as specified in (a) of this subsection.(a) A citation assessing a civil penalty for a willful violation of such rights will be one thousand dollars for each willful violation.
For a repeat willful violator, the citation assessing a civil penalty will not be less than two thousand dollars for each repeat willful violation, but no greater than twenty thousand dollars for each repeat willful violation.(b) The department may not issue a citation assessing a civil penalty if the hiring entity reasonably relied on:(i) A written order, ruling, approval, opinion, advice, determination, or interpretation of the director;
or(ii) An interpretive or administrative policy issued by the department and filed with the office of the code reviser.
In accordance with the department's retention schedule obligations under chapter 40.14 RCW, the department will maintain a complete and accurate record of all written orders, rulings, approvals, opinions, advice, determinations, and interpretations for purposes of determining whether a hiring entity is immune from civil penalties under this subsection (3)(b).(c) The department may, at any time, waive or reduce a civil penalty assessed under this section.(d) The department will deposit civil penalties paid under this section into a domestic workers rights grant program for the purpose of enforcing rights for domestic workers under this act, educating domestic workers of their rights under this act, educating domestic worker hiring entities of their responsibilities under this act, and assisting domestic workers in pursuing their workplace rights under this act.
The department will administer the grant program for community organizations that further this purpose.(4) For purposes of this section, the following definitions apply:(a) "Repeat willful violator" means any hiring entity that has been the subject of a final and binding citation for a willful violation of one or more rights under this chapter, and all applicable rules, within three years of the date of issuance of the most recent citation for a willful violation of one or more such rights.(b) "Willful" means a knowing and intentional action that is neither accidental nor the result of a bona fide dispute.NEW SECTION.  Sec.
The attorney general's office shall develop and make available a model disclosure statement which describes a hiring entity's obligations related to a domestic worker's rights under this chapter, in at least eight of the most commonly spoken languages in Washington state.
(1) A person, firm, or corporation aggrieved by a citation assessing a civil penalty issued by the department under section 6 of this act may appeal the citation to the director by filing a notice of appeal with the director within thirty days of the department's issuance of the citation.
The disclosure statement must include notice about any state law, rule, or regulation applicable to domestic workers and indicate that federal or local ordinances, laws, rules, or regulations may also apply.
A citation not appealed within thirty days is final and binding, and not subject to further appeal.(2) A notice of appeal filed with the director under this section will stay the effectiveness of the citation pending final review of the appeal by the director as provided for in chapter 34.05 RCW.(3) Upon receipt of a notice of appeal, the director will assign the hearing to an administrative law judge of the office of administrative hearings to conduct the hearing and issue an initial order.
The model disclosure must also include a telephone number and an address of the department of labor and industries to enable domestic workers to obtain more information about their rights, obligations, and enforcement.NEW SECTION.  Sec.
The hearing and review procedures will be conducted in accordance with chapter 34.05 RCW, and the standard of review by the administrative law judge of an appealed citation will be de novo.
Any party who seeks to challenge an initial order shall file a petition for administrative review with the director within thirty days after service of the initial order.
The director will conduct the administrative review in accordance with chapter 34.05 RCW.(4) The director will issue all final orders after appeal of the initial order.
The final order of the director is subject to judicial review in accordance with chapter 34.05 RCW.(5) Orders that are not appealed within the period specified in this section and chapter 34.05 RCW are final and binding, and not subject to further appeal.(6) A hiring entity who fails to allow adequate inspection of records in an investigation by the department within a reasonable time period may not use such records in any appeal under this section to challenge the correctness of any determination by the department of penalties assessed.NEW SECTION.  Sec.
The attorney general's office shall develop and make available a model written employment agreement, which describes actions that are prohibited by a hiring entity and domestic workers' rights under this act in at least eight of the most commonly spoken languages.NEW SECTION.  Sec.
Collections of unpaid citations administered under sections 10 and 11 of this act will be handled pursuant to the procedures outlined in RCW 49.48.086.NEW SECTION.  Sec.
(1) A domestic worker who deems themselves injured by a violation of this act has the right to bring forward any civil action, in a court of competent jurisdiction, for any violation of rights pursuant to this act.
(1) It is unlawful for a hiring entity to interfere with, restrain, or deny the exercise of any right provided under or in connection with this chapter.
This means any legal action necessary to collect such claim, and the hiring entity shall be required to pay the costs and such reasonable attorneys' fees as may be allowed by the court.(2) Any agreement between such domestic worker and the hiring entity allowing the domestic worker to receive less than what is due shall be no defense to such action.NEW SECTION.  Sec.
This means a hiring entity may not use a domestic worker's exercise of any of the rights provided in this chapter as a negative factor in any employment action such as evaluation, promotion, or termination, or otherwise subject a domestic worker to discipline for the exercise of any rights provided under this chapter.(2) No hiring entity or any other person shall communicate to a person exercising rights protected under this chapter, directly or indirectly, the willingness or intent to inform a government employee or contracted organization suspected citizenship or immigration status of a domestic worker or a family member to a federal, state, or local agency because the domestic worker has exercised a right under this chapter.(3) It is unlawful for a hiring entity to take any adverse action against a domestic worker because the domestic worker has exercised their rights provided under this chapter.
Such rights include, but are not limited to:
Disclosing their immigration status or instituting or causing to be instituted any proceeding under or related to this chapter.(4) Adverse action means any action taken or threatened by a hiring entity against a domestic worker for their exercise of rights under this chapter, which may include, but is not limited to:(a) Denying the use of any rights provided under this chapter;(b) Denying or delaying payment due under this chapter;(c) Terminating, suspending, demoting, or denying a promotion;(d) Reducing the number of work hours for which the domestic worker is scheduled;(e) Altering the domestic worker's preexisting work schedule;(f) Reducing the domestic worker's rate of pay;
and(g) Threatening to take, or taking action, based upon the immigration status of a domestic worker or a domestic worker's family member.(5) It shall be considered a rebuttable presumption of retaliation if the hiring entity or any other person takes an adverse action against a domestic worker within ninety calendar days of the domestic worker's exercise of rights protected under this chapter.
However, in the case of seasonal employment that ended before the close of the ninety calendar day period, the presumption also applies if the hiring entity fails to rehire a former domestic worker at the next opportunity for work in the same position.
The hiring entity may rebut the presumption with clear and convincing evidence that the adverse action was taken for a permissible purpose.NEW SECTION.  Sec.
(1) A work group, and accompanying subcommittees as appropriate, on domestic workers administered by the attorney general's office is formed to make recommendations on:(a) A structure for an ongoing domestic worker standards board, including determining the authority and scope of the board.
(1) A domestic worker who believes that they were subject to retaliation by their hiring entity, as defined in this chapter, except for section 4 of this act, for the exercise of any domestic worker right under this chapter, may file a complaint with the department within one hundred eighty days of the alleged retaliatory action.
The department may, at its discretion, extend the one hundred eighty day period on recognized equitable principles or because extenuating circumstances exist.
For example, the department may extend the one hundred eighty day period when there is evidence that the hiring entity has concealed or misled the domestic worker regarding the alleged retaliatory action.(2) If a domestic worker files a timely complaint with the department alleging retaliation, the department may investigate the complaint and issue either a citation and notice of assessment or a determination of compliance within ninety days after the date on which the department received the complaint, unless the complaint is otherwise resolved.
The department may extend the period by providing advance written notice to the domestic worker and the hiring entity setting forth good cause for an extension of the period and specifying the duration of the extension.(3) The department may consider a complaint to be otherwise resolved when the domestic worker and the hiring entity reach a mutual agreement to remedy any retaliatory action, or the domestic worker voluntarily and on the domestic worker's own initiative withdraws the complaint.
Mutual agreements include, but are not limited to, rehiring, reinstatement, back pay, and reestablishment of benefits.(4) If the department's investigation finds that the domestic worker's allegation of retaliation cannot be substantiated, the department may issue a determination of compliance to the domestic worker and the hiring entity detailing such finding.(5) If the department's investigation finds that the hiring entity retaliated against the domestic worker, and the complaint is not otherwise resolved, the department may, at its discretion, notify the hiring entity that the department intends to issue a citation and notice of assessment, and may provide up to thirty days after the date of such notification for the hiring entity to take corrective action to remedy the retaliatory action.
If the complaint is not otherwise resolved, then the department may issue a citation and notice of assessment.
The department's citation and notice of assessment may:(a) Order the hiring entity to make payable to the domestic worker earnings that the domestic worker did not receive due to the hiring entity's retaliatory action, including interest of one percent per month on all earnings owed.
The earnings and interest owed will be calculated from the first date earnings were owed to the domestic worker;(b) Order the hiring entity to restore the domestic worker to the position of employment held by the domestic worker when the retaliation occurred, or restore the domestic worker to an equivalent position with equivalent employment hours, work schedule, benefits, pay, and other terms and conditions of employment;(c) For the first violation, order the hiring entity to pay the department a civil penalty as specified in this chapter;
and(d) For a repeat violation, order the hiring entity to pay the department up to double the civil penalty as specified in this chapter.(6) If the department issues a citation and notice of assessment or determination of compliance, the department will send the citation and notice of assessment or determination of compliance to both the hiring entity and domestic worker by service of process or using a method by which the mailing can be tracked or the delivery can be confirmed to their last known addresses.(7) During an investigation of the domestic worker's retaliation complaint, if the department discovers information suggesting alleged violations by the hiring entity of the domestic worker's other rights under this chapter, and all applicable rules, the department may investigate and take appropriate enforcement action without requiring the domestic worker to file a new or separate complaint.
If the department determines that the hiring entity violated additional rights of the domestic worker under this chapter, and all applicable rules, the hiring entity may be subject to additional enforcement actions for the violation of such rights.
If the department discovers information alleging the hiring entity retaliated against or otherwise violated rights of other domestic workers under this chapter, and all applicable rules, the department may launch further investigation under this chapter, and all applicable rules, without requiring additional complaints to be filed.(8) The department may prioritize retaliation investigations as needed to allow for timely resolution of complaints.(9) Nothing in this chapter limits the department's ability to investigate under any other authority.(10) Nothing in this chapter limits a domestic worker's right to pursue private legal action.NEW SECTION.  Sec.
11.
(1) If the department's investigation finds that a hiring entity retaliated against a domestic worker, pursuant to the procedures outlined in sections 9 and 10 of this act, the department may order the hiring entity to pay the department a civil penalty.
A civil penalty for a hiring entity's retaliatory action will not be less than one thousand dollars or an amount equal to ten percent of the total amount of unpaid earnings attributable to the retaliatory action, whichever is greater.
The maximum civil penalty for a hiring entity's retaliatory action shall be twenty thousand dollars for the first violation, and forty thousand dollars for each repeat violation.(2) The department may, at any time, waive or reduce any civil penalty assessed against a hiring entity under this section if the department determines that the hiring entity has taken corrective action to remedy the retaliatory action.(3) The department will deposit civil penalties paid under this section in a fund dedicated to enforcement of this chapter.(4) Collections of amounts owed for unpaid citations and notices of assessment in this section will be handled pursuant to the procedures outlined in RCW 49.48.086.NEW SECTION.  Sec.
12.
(1) A person, firm, or corporation aggrieved by a citation and notice of assessment or a determination of compliance may, within thirty days after the date of such decision, submit a request for reconsideration to the department setting forth the grounds for seeking such reconsideration, or submit an appeal to the director pursuant to the procedures outlined in subsection (4) of this section.
If the department receives a timely request for reconsideration, the department will either accept the request or treat the request as a notice of appeal.(2) If a request for reconsideration is accepted, the department will send notice of the request for reconsideration to the hiring entity and the domestic worker.
The department will determine if there are any valid reasons to reverse or modify the department's original decision to issue a citation and notice of assessment or determination of compliance within thirty days of receipt of such request.
The department may extend this period by providing advance written notice to the domestic worker and hiring entity setting forth good cause for an extension of the period and specifying the duration of the extension.
After reviewing the reconsideration, the department will either:(a) Notify the domestic worker and the hiring entity that the citation and notice of assessment or determination of compliance is affirmed;
or(b) Notify the domestic worker and the hiring entity that the citation and notice of assessment or determination of compliance has been reversed or modified.(3) A request for reconsideration submitted to the department shall stay the effectiveness of the citation and notice of assessment or the determination of compliance pending the reconsideration decision by the department.(4) Within thirty days after the date the department issues a citation and notice of assessment or a determination of compliance, or within thirty days after the date the department issues its decision on the request for reconsideration, a person, firm, or corporation aggrieved by a citation and notice of assessment or a determination of compliance may file with the director a notice of appeal.(5) A notice of appeal filed with the director under this section shall stay the effectiveness of the citation and notice of assessment or the determination of compliance pending final review of the appeal by the director as provided for in chapter 34.05 RCW.(6) Upon receipt of a notice of appeal, the director shall assign the hearing to an administrative law judge of the office of administrative hearings to conduct the hearing and issue an initial order.
The hearing and review procedures shall be conducted in accordance with chapter 34.05 RCW, and the standard of review by the administrative law judge of an appealed citation and notice of assessment or determination of compliance shall be de novo.
Any party who seeks to challenge an initial order shall file a petition for administrative review with the director within thirty days after service of the initial order.
The director shall conduct administrative review in accordance with chapter 34.05 RCW.(7) If a request for reconsideration is not submitted to the department within thirty days after the date of the original citation and notice of assessment or determination of compliance, and a person, firm, or corporation aggrieved by a citation and notice of assessment or determination of compliance did not submit an appeal to the director, then the citation and notice of assessment or determination of compliance is final and binding, and not subject to further appeal.(8) The director shall issue all final orders after appeal of the initial order.
The final order of the director is subject to judicial review in accordance with chapter 34.05 RCW.(9) Director's orders that are not appealed within the time period specified in this section and chapter 34.05 RCW are final and binding, and not subject to further appeal.(10) A hiring entity who fails to allow adequate inspection of records in an investigation by the department within a reasonable time period may not use such records in any appeal to challenge the correctness of any determination by the department.NEW SECTION.  Sec.
13.
The department may adopt rules to implement this chapter.NEW SECTION.  Sec.
14.
This chapter establishes minimum standards for wages and working conditions of domestic workers in this state, unless exempted herefrom, and is in addition to and supplementary to any other federal, state, or local law or ordinance, or any rule or regulation issued thereunder.
Any standards or rights established by any applicable federal, state, or local law or ordinance, or any rule or regulation issued thereunder, which are more favorable to domestic workers than the minimum standards and rights established by this chapter, or any rule or regulation issued hereunder, shall not be affected by this chapter and such other laws, or rules or regulations, shall be in full force and effect and may be enforced as provided by law.
The remedies provided by this chapter are not exclusive and are concurrent with any other remedy provided by law.NEW SECTION.  Sec.
15.
The attorney general's office shall develop and make available a model disclosure statement which describes a hiring entity's obligations and domestic worker's rights under this chapter, in at least eight of the most commonly spoken languages in Washington state.
The disclosure statement must include notice about any state law, rule, or regulation governing maternity disability leave and indicate that federal or local ordinances, laws, rules, or regulations may also apply.
The model disclosure must also include a telephone number and an address of the department to enable domestic workers to obtain more rights, obligations, and enforcement.NEW SECTION.  Sec.
16.
The attorney general's office shall develop and make available a model written agreement, which describes a hiring entity's obligations and domestic worker's rights under this act in at least eight of the most commonly spoken languages.NEW SECTION.  Sec.
17.
(1) A domestic worker who deems themselves injured by a violation of this act has the right to bring forward any civil action, in a court of competent jurisdiction, for any violation of rights pursuant to this act.
This means any legal action necessary to collect such claim, and the hiring entity shall be required to pay the costs and such reasonable attorneys' fees as may be allowed by the court.(2) Any agreement between such domestic worker and the hiring entity allowing the domestic worker to receive less than what is due under this chapter shall be no defense to such action.NEW SECTION.  Sec.
18.
(1) The department may:(a) Upon obtaining information indicating a hiring entity may be committing a violation under this chapter, except for section 4 of this act, conduct investigations to ensure compliance with this chapter;(b) Order the payment of all wages owed the domestic worker and institute actions necessary for the collection of the sums determined owed;
and(c) Take assignments of wage claims and prosecute actions for the collection of wages of persons who are financially unable to employ counsel when in the judgment of the director of the department the claims are valid and enforceable in the courts.(2) The director of the department or any authorized representative may, for the purpose of carrying out this chapter:(a) Issue subpoenas to compel the attendance of witnesses or parties and the production of books, papers, or records;(b) Administer oaths and examine witnesses under oath;(c) Take the verification of proof of instruments of writing;
and(d) Take depositions and affidavits.
If assignments for wage claims are taken, court costs shall not be payable by the department for prosecuting such suits.(3) The director shall have a seal inscribed "Department of Labor and Industries—State of Washington" and all courts shall take judicial notice of such seal.
Obedience to subpoenas issued by the director or authorized representative shall be enforced by the courts in any county.NEW SECTION.  Sec.
19.
(1) A work group on domestic workers administered by the attorney general's office is formed to establish:(a) A structure for an ongoing domestic worker standards board, including determining the authority and scope of the board.
outreach, education, and enforcement practices to ensure compliance with applicable labor standards and to provide effective and updated information to both hiring entities and domestic workers;(b) Access to benefits including, but not limited to, methods to make paid sick leave under RCW 49.46.210 and state industrial insurance available to domestic workers;(c) Methods to increase access to paid family and medical leave;(d) Legislative, regulatory, or other changes that should be made to the way hiring entities or domestic workers engage with the state industrial insurance system;(e) The possible role of intermediary nonprofit organizations that make referrals for domestic workers and provide assistance.(2) The work group shall include at least one representative from each of the following groups that reflects a balance in membership and interests:(a) Directly impacted domestic workers employed in private homes;(b) Unions, work centers, or intermediary nonprofit organizations that assist or refer such directly impacted workers;(c) Hiring entities who directly employ single domestic workers in private homes;(d) An organization that educates and organizes household hiring entities;(e) At least two members of the department of labor and industries with expertise in industrial insurance and wage and hour laws and rules;(f) One representative from the department of social and health services;(g) An organization representing the area agencies on aging;(h) An organization representing retired persons;(i) One representative from the governor's office;
outreach, education, and enforcement practices to ensure compliance with applicable labor standards and to provide effective and updated information to both hiring entities and domestic workers;(b) An infrastructure and outreach plan regarding paid sick leave, paid family and medical leave provisions of the minimum wage act for domestic workers, and accessing to other applicable benefits including, but not limited to, paid time off and health care benefits;(c) Methods to make the Washington state industrial insurance state fund available for hiring entities to provide industrial insurance coverage for domestic workers.(2) The work group shall also make recommendations to the department on legislative, regulatory, or other changes that should be made to the way hiring entities or domestic workers engage with the department system and explore the possible role of intermediary nonprofit organizations that assist or refer directly impacted domestic workers.(3) The work group shall include at least one representative from each of the following groups that reflects a balance in membership and interests:(a) Directly impacted domestic workers employed in private homes;(b) Unions, work centers, or intermediary nonprofit organizations that assist or refer such directly impacted workers;(c) Hiring entities who directly employ single domestic workers in private homes;(d) An organization that educates and organizes household hiring entities;(e) Legislators from both caucuses of each chamber of the legislature, appointed by their respective caucus;(f) At least two members of the department in an ex officio capacity with dedicated expertise of industrial insurance and wage and hour laws and rules;
and(j) One representative from the attorney general's office.(3) Representatives shall be appointed by the governor by July 1, 2020.(4) The work group shall report its findings and recommendations to the governor's office, attorney general's office, and appropriate committees of the legislature by April 1, 2021.Sec.
and(g) One representative from the department of social and health services.(4) Representatives shall be appointed by the governor by June 1, 2020.(5) The work group shall report its findings to the appropriate committees of the legislature and the department by April 1, 2021.Sec.
11.
20.
RCW 49.46.010 and 2015 c 299 s 3 are each amended to read as follows:As used in this chapter:(1) "Director" means the director of labor and industries;(2) "Employ" includes to permit to work;(3) "Employee" includes any individual employed by an employer but shall not include:(a) Any individual (i) employed as a hand harvest laborer and paid on a piece rate basis in an operation which has been, and is generally and customarily recognized as having been, paid on a piece rate basis in the region of employment;
(ii) who commutes daily from his or her permanent residence to the farm on which he or she is employed;
and (iii) who has been employed in agriculture less than thirteen weeks during the preceding calendar year;(b) Any individual employed in casual labor in or about a private home, unless performed in the course of the employer's trade, business, or profession;(c) Any individual employed in a bona fide executive, administrative, or professional capacity or in the capacity of outside salesperson as those terms are defined and delimited by rules of the director.
However, those terms shall be defined and delimited by the human resources director pursuant to chapter 41.06 RCW for employees employed under the director of personnel's jurisdiction;(d) Any individual engaged in the activities of an educational, charitable, religious, state or local governmental body or agency, or nonprofit organization where the employer-employee relationship does not in fact exist or where the services are rendered to such organizations gratuitously.
If the individual receives reimbursement in lieu of compensation for normally incurred out-of-pocket expenses or receives a nominal amount of compensation per unit of voluntary service rendered, an employer-employee relationship is deemed not to exist for the purpose of this section or for purposes of membership or qualification in any state, local government, or publicly supported retirement system other than that provided under chapter 41.24 RCW;(e) Any individual employed full time by any state or local governmental body or agency who provides voluntary services but only with regard to the provision of the voluntary services.
The voluntary services and any compensation therefor shall not affect or add to qualification, entitlement, or benefit rights under any state, local government, or publicly supported retirement system other than that provided under chapter 41.24 RCW;(f) Any newspaper vendor, carrier, or delivery person selling or distributing newspapers on the street, to offices, to businesses, or from house to house and any freelance news correspondent or "stringer" who, using his or her own equipment, chooses to submit material for publication for free or a fee when such material is published;(g) Any carrier subject to regulation by Part 1 of the Interstate Commerce Act;(h) Any individual engaged in forest protection and fire prevention activities;(i) Any individual employed by any charitable institution charged with child care responsibilities engaged primarily in the development of character or citizenship or promoting health or physical fitness or providing or sponsoring recreational opportunities or facilities for young people or members of the armed forces of the United States;(j) Any individual whose duties require that he or she reside or sleep at the place of his or her employment or who otherwise spends a substantial portion of his or her work time subject to call, and not engaged in the performance of active duties, except for domestic workers as defined in section 2 of this act;(k) Any resident, inmate, or patient of a state, county, or municipal correctional, detention, treatment or rehabilitative institution;(l) Any individual who holds a public elective or appointive office of the state, any county, city, town, municipal corporation or quasi municipal corporation, political subdivision, or any instrumentality thereof, or any employee of the state legislature;(m) All vessel operating crews of the Washington state ferries operated by the department of transportation;(n) Any individual employed as a seaman on a vessel other than an American vessel;(o) An individual who is at least sixteen years old but under twenty-one years old, in his or her capacity as a player for a junior ice hockey team that is a member of a regional, national, or international league and that contracts with an arena owned, operated, or managed by a public facilities district created under chapter 36.100 RCW;(4) "Employer" includes any individual, partnership, association, corporation, business trust, or any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee;(5) "Occupation" means any occupation, service, trade, business, industry, or branch or group of industries or employment or class of employment in which employees are gainfully employed;(6) "Retail or service establishment" means an establishment seventy-five percent of whose annual dollar volume of sales of goods or services, or both, is not for resale and is recognized as retail sales or services in the particular industry;(7) "Wage" means compensation due to an employee by reason of employment, payable in legal tender of the United States or checks on banks convertible into cash on demand at full face value, subject to such deductions, charges, or allowances as may be permitted by rules of the director.Sec.
21.
or(ii) The employee must have put the employer on notice of the existence of an impairment, and medical documentation must establish a reasonable likelihood that engaging in job functions without an accommodation would aggravate the impairment to the extent that it would create a substantially limiting effect.(e) For purposes of (d) of this subsection, a limitation is not substantial if it has only a trivial effect.(8) "Dog guide" means a dog that is trained for the purpose of guiding blind persons or a dog that is trained for the purpose of assisting hearing impaired persons.(9) "Dwelling" means any building, structure, or portion thereof that is occupied as, or designed or intended for occupancy as, a residence by one or more families, and any vacant land that is offered for sale or lease for the construction or location thereon of any such building, structure, or portion thereof.(10) "Employee" does not include any individual employed by his or her parents, spouse, or child((, or in the domestic service of any person)).(11) "Employer" includes any person acting in the interest of an employer, directly or indirectly, who employs eight or more persons((,)) and does not include any religious or sectarian organization not organized for private profit.
or(ii) The employee must have put the employer on notice of the existence of an impairment, and medical documentation must establish a reasonable likelihood that engaging in job functions without an accommodation would aggravate the impairment to the extent that it would create a substantially limiting effect.(e) For purposes of (d) of this subsection, a limitation is not substantial if it has only a trivial effect.(8) "Dog guide" means a dog that is trained for the purpose of guiding blind persons or a dog that is trained for the purpose of assisting hearing impaired persons.(9) "Dwelling" means any building, structure, or portion thereof that is occupied as, or designed or intended for occupancy as, a residence by one or more families, and any vacant land that is offered for sale or lease for the construction or location thereon of any such building, structure, or portion thereof.(10) "Employee" does not include any individual employed by his or her parents, spouse, or child((, or in the domestic service of any person)).(11) "Employer" includes any person acting in the interest of an employer or hiring entity, directly or indirectly, who employs eight or more persons, unless hiring for domestic services, and does not include any religious or sectarian organization not organized for private profit.(12) "Employment agency" includes any person undertaking with or without compensation to recruit, procure, refer, or place employees ((for an employer)).(13) "Families with children status" means one or more individuals who have not attained the age of eighteen years being domiciled with a parent or another person having legal custody of such individual or individuals, or with the designee of such parent or other person having such legal custody, with the written permission of such parent or other person.
"Employer" also includes a hiring entity who employs a domestic worker, as defined in section 2 of this act, regardless of the number of employees the hiring entity employs.(12) "Employment agency" includes any person undertaking with or without compensation to recruit, procure, refer, or place employees ((for an employer)).(13) "Families with children status" means one or more individuals who have not attained the age of eighteen years being domiciled with a parent or another person having legal custody of such individual or individuals, or with the designee of such parent or other person having such legal custody, with the written permission of such parent or other person.
12.
22.
This act may be known and cited as the domestic worker protection act.NEW SECTION.  Sec.
Sections 1 through 19 of this act constitute a new chapter in Title 49 RCW.NEW SECTION.  Sec.
13.
23.
Sections 1 through 10, 12, and 14 of this act constitute a new chapter in Title 49 RCW.NEW SECTION.  Sec.
Sections 1 through 18, 20, and 21 of this act take effect July 1, 2021.NEW SECTION.  Sec.
14.
24.
Sections 1 through 9, 11, and 12 of this act take effect July 1, 2021.--- END ---
Section 19 of this act takes effect July 1, 2020.--- END ---
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Action History

  1. House refuses to concur in Senate amendments. Asks Senate to recede from amendments.

  2. Third reading, passed; yeas, 48; nays, 1; absent, 0; excused, 0.

  3. Rules suspended. Placed on Third Reading.

  4. Committee amendment(s) adopted as amended.

  5. Placed on second reading by Rules Committee.

  6. On motion, referred to Rules.

  7. Scheduled for public hearing in the Senate Committee on Labor & Commerce at 08:00 AM

  8. Minority; do not pass.

  9. And refer to Ways & Means.

  10. LBRC - Majority; do pass with amendment(s).

  11. Scheduled for public hearing in the Senate Committee on Labor & Commerce at 08:00 AM

  12. First reading, referred to Labor & Commerce.

  13. 1st substitute bill substituted.

  14. Third reading, passed; yeas, 59; nays, 39; absent, 0; excused, 0.

  15. Rules suspended. Placed on Third Reading.

  16. 1st substitute bill substituted.

  17. 1st substitute bill substituted.

  18. Rules Committee relieved of further consideration. Placed on second reading.

  19. Rules Committee relieved of further consideration. Placed on second reading.

  20. Rules Committee relieved of further consideration. Placed on second reading.

  21. Scheduled for public hearing in the House Committee on Appropriations at 09:00 AM

  22. Referred to Rules 2 Review.

  23. Minority; do not pass.

  24. APP - Majority; 2nd substitute bill be substituted, do pass.

  25. Referred to Rules 2 Review.

  26. Minority; do not pass.

  27. APP - Majority; 2nd substitute bill be substituted, do pass.

  28. Referred to Rules 2 Review.

  29. Minority; do not pass.

  30. APP - Majority; 2nd substitute bill be substituted, do pass.

  31. Scheduled for public hearing in the House Committee on Appropriations at 01:30 PM

  32. Referred to Appropriations.

  33. Minority; do not pass.

  34. LAWS - Majority; 1st substitute bill be substituted, do pass.

  35. Referred to Appropriations.

  36. Minority; do not pass.

  37. LAWS - Majority; 1st substitute bill be substituted, do pass.

  38. Scheduled for public hearing in the House Committee on Labor & Workplace Standards at 08:00 AM

  39. Scheduled for public hearing in the House Committee on Labor & Workplace Standards at 01:30 PM

  40. First reading, referred to Labor & Workplace Standards.

Sponsors

Sponsorship breakdown

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1 sponsors · 16 co-sponsors · 134 not signed on · 51 voted No

Sponsors (1)

Co-sponsors (16)

Not signed on (134)

134 members have not signed on to this bill.

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"Not signed on" means a member has not sponsored or co-sponsored this bill — it does not imply opposition. Members flagged Voted No have a recorded No vote on this bill.

Whip count is in markup. Polling the chamber and every recorded vote this session. Only the first open is slow. It’s instant for you after this. Calling the roll · Tallying · Engrossing

Votes

3rd Reading & Final Passage as Amended by the Senate (#43)

Passed 48 Yea · 1 Nay
Party YeaNayPresentNot Voting
Unaffiliated 24100
Republican 10000
Democrat 14000
Total 48100
% of votes cast 98%2%0%0%
How each member voted (49)
Member Party Vote
Becker — Yea
Billig — Yea
Brown — Yea
Carlyle — Yea
Darneille — Yea
Das — Yea
Ericksen — Nay
Frockt — Yea
Hawkins — Yea
Hobbs — Yea
Honeyford — Yea
Keiser — Yea
Kuderer — Yea
McCoy — Yea
Mullet — Yea
O'Ban — Yea
Padden — Yea
Randall — Yea
Rivers — Yea
Rolfes — Yea
Sheldon — Yea
Takko — Yea
Wilson, L. — Yea
Zeiger — Yea
Van De Wege — Yea
Annette Cleveland Democrat Yea
Bob Hasegawa Democrat Yea
Claire Wilson Democrat Yea
Derek Stanford Democrat Yea
Jamie Pedersen Democrat Yea
Jesse Salomon Democrat Yea
Joe Nguyen Democrat Yea
Lisa Wellman Democrat Yea
Liz Lovelett Democrat Yea
Manka Dhingra Democrat Yea
Marko Liias Democrat Yea
Rebecca Saldaña Democrat Yea
Steve Conway Democrat Yea
Victoria Hunt Democrat Yea
Curtis King Republican Yea
Jeff Holy Republican Yea
Jim Walsh Republican Yea
John Braun Republican Yea
Judy Warnick Republican Yea
Keith Wagoner Republican Yea
Mark Schoesler Republican Yea
Phil Fortunato Republican Yea
Ron Muzzall Republican Yea
Shelly Short Republican Yea

Official roll call →

3rd Reading & Final Passage (#25)

Passed 59 Yea · 39 Nay
Party YeaNayPresentNot Voting
Unaffiliated 151800
Republican 12100
Democrat 43000
Total 593900
% of votes cast 60%40%0%0%
How each member voted (98)
Member Party Vote
Appleton — Yea
Blake — Yea
Chambers — Nay
Chandler — Yea
Chopp — Yea
Cody — Yea
DeBolt — Nay
Dolan — Yea
Wilcox — Nay
Young — Nay
Hoff — Nay
Hudgins — Yea
Irwin — Nay
Jenkin — Nay
Johnson, J. — Yea
Kirby — Yea
Klippert — Nay
Kraft — Nay
Kretz — Nay
Maycumber — Nay
McCaslin — Nay
Mead — Yea
Mosbrucker — Nay
Pellicciotti — Yea
Pettigrew — Yea
Sells — Yea
Shea — Nay
Smith — Nay
Sullivan — Yea
Sutherland — Nay
Tarleton — Yea
Vick — Nay
Van Werven — Nay
Alex Ramel Democrat Yea
Amy Walen Democrat Yea
Beth Doglio Democrat Yea
Bill Ramos Democrat Yea
Chris Kilduff Democrat Yea
Cindy Ryu Democrat Yea
Dave Paul Democrat Yea
Davina Duerr Democrat Yea
Debra Entenman Democrat Yea
Debra Lekanoff Democrat Yea
Drew Hansen Democrat Yea
Gerry Pollet Democrat Yea
Jake Fey Democrat Yea
Javier Valdez Democrat Yea
Joe Fitzgibbon Democrat Yea
John Lovick Democrat Yea
June Robinson Democrat Yea
Larry Springer Democrat Yea
Lauren Davis Democrat Yea
Laurie Jinkins Democrat Yea
Lillian Ortiz-Self Democrat Yea
Lisa Callan Democrat Yea
Marcus Riccelli Democrat Yea
Mari Leavitt Democrat Yea
Melanie Morgan Democrat Yea
Mia Gregerson Democrat Yea
Mike Chapman Democrat Yea
Monica Jurado Stonier Democrat Yea
My-Linh Thai Democrat Yea
Nicole Macri Democrat Yea
Noel Frame Democrat Yea
Roger Goodman Democrat Yea
Sharon Shewmake Democrat Yea
Sharon Tomiko Santos Democrat Yea
Sharon Wylie Democrat Yea
Shelley Kloba Democrat Yea
Steve Bergquist Democrat Yea
Steve Tharinger Democrat Yea
Strom Peterson Democrat Yea
Tana Senn Democrat Yea
Timm Ormsby Democrat Yea
Tina Orwall Democrat Yea
Vandana Slatter Democrat Yea
Alex Ybarra Republican Yea
Andrew Barkis Republican Nay
Carolyn Eslick Republican Nay
Chris Corry Republican Nay
Chris Gildon Republican Nay
Dan Griffey Republican Nay
Drew MacEwen Republican Nay
Drew Stokesbary Republican Nay
Ed Orcutt Republican Nay
Jenny Graham Republican Nay
Jeremie Dufault Republican Nay
Jim Walsh Republican Nay
Joe Schmick Republican Nay
Keith Goehner Republican Nay
Mary Dye Republican Nay
Matt Boehnke Republican Nay
Michelle Valdez Republican Nay
Mike Steele Republican Nay
Mike Volz Republican Nay
Paul Harris Republican Nay
Skyler Rude Republican Nay
Tom Dent Republican Nay

Official roll call →

Adoption of the Second Substitute (#24)

Failed 36 Yea · 62 Nay
Party YeaNayPresentNot Voting
Unaffiliated 161700
Republican 16600
Democrat 43900
Total 366200
% of votes cast 37%63%0%0%
How each member voted (98)
Member Party Vote
Appleton — Nay
Blake — Nay
Chambers — Yea
Chandler — Yea
Chopp — Nay
Cody — Nay
DeBolt — Yea
Dolan — Nay
Maycumber — Yea
McCaslin — Nay
Mead — Nay
Mosbrucker — Yea
Pellicciotti — Nay
Pettigrew — Nay
Sells — Nay
Shea — Nay
Smith — Yea
Sullivan — Nay
Sutherland — Nay
Tarleton — Nay
Vick — Yea
Wilcox — Yea
Young — Yea
Hoff — Yea
Hudgins — Yea
Irwin — Nay
Jenkin — Yea
Johnson, J. — Nay
Kirby — Nay
Klippert — Yea
Kraft — Yea
Kretz — Yea
Van Werven — Yea
Alex Ramel Democrat Nay
Amy Walen Democrat Nay
Beth Doglio Democrat Nay
Bill Ramos Democrat Nay
Chris Kilduff Democrat Nay
Cindy Ryu Democrat Nay
Dave Paul Democrat Nay
Davina Duerr Democrat Nay
Debra Entenman Democrat Nay
Debra Lekanoff Democrat Nay
Drew Hansen Democrat Nay
Gerry Pollet Democrat Nay
Jake Fey Democrat Nay
Javier Valdez Democrat Nay
Joe Fitzgibbon Democrat Nay
John Lovick Democrat Nay
June Robinson Democrat Nay
Larry Springer Democrat Nay
Lauren Davis Democrat Nay
Laurie Jinkins Democrat Nay
Lillian Ortiz-Self Democrat Nay
Lisa Callan Democrat Nay
Marcus Riccelli Democrat Nay
Mari Leavitt Democrat Nay
Melanie Morgan Democrat Nay
Mia Gregerson Democrat Yea
Mike Chapman Democrat Nay
Monica Jurado Stonier Democrat Nay
My-Linh Thai Democrat Nay
Nicole Macri Democrat Nay
Noel Frame Democrat Nay
Roger Goodman Democrat Yea
Sharon Shewmake Democrat Yea
Sharon Tomiko Santos Democrat Nay
Sharon Wylie Democrat Nay
Shelley Kloba Democrat Nay
Steve Bergquist Democrat Yea
Steve Tharinger Democrat Nay
Strom Peterson Democrat Nay
Tana Senn Democrat Nay
Timm Ormsby Democrat Nay
Tina Orwall Democrat Nay
Vandana Slatter Democrat Nay
Alex Ybarra Republican Nay
Andrew Barkis Republican Yea
Carolyn Eslick Republican Nay
Chris Corry Republican Yea
Chris Gildon Republican Yea
Dan Griffey Republican Yea
Drew MacEwen Republican Yea
Drew Stokesbary Republican Nay
Ed Orcutt Republican Yea
Jenny Graham Republican Yea
Jeremie Dufault Republican Yea
Jim Walsh Republican Nay
Joe Schmick Republican Nay
Keith Goehner Republican Yea
Mary Dye Republican Nay
Matt Boehnke Republican Yea
Michelle Valdez Republican Yea
Mike Steele Republican Yea
Mike Volz Republican Yea
Paul Harris Republican Yea
Skyler Rude Republican Yea
Tom Dent Republican Yea

Official roll call →

Subjects

labor
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Frequently asked questions

Who sponsors HB 2511?
HB 2511 is sponsored by Sells, Mia Gregerson (Democrat), Timm Ormsby (Democrat), Mike Chapman (Democrat), Javier Valdez (Democrat), Chopp, Steve Bergquist (Democrat), Lauren Davis (Democrat), Beth Doglio (Democrat), Noel Frame (Democrat), Alex Ramel (Democrat), Gerry Pollet (Democrat), Nicole Macri (Democrat), Roger Goodman (Democrat), Marcus Riccelli (Democrat), Robinson, and Monica Jurado Stonier (Democrat).
What is the current status of HB 2511?
This bill died with 2019-2020 Regular Session. It reached “Passed House” and never advanced before the session ended, so it can no longer move — a new version would have to be reintroduced in the current session.
Where can I track HB 2511?
Track HB 2511 free on One Click Politics — get push/email alerts when it moves.

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