SB 69 — Specifies that the Bureau of Labor and Industries is responsible for certain administrative and regulatory oversight regarding certain provisions under the laws governing paid family and medical leave that relate to retaliation and discrimination.

0 sponsors · 0 co-sponsors · 90 not signed on · 15 voted No

"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.

Frequently asked questions

What does SB 69 do?

<b>Digest: The Act makes changes to laws concerning job-protected time off from work. The Act takes effect 91 days after adjournment sine die. (Flesch Readability Score: 68.7).</b> [<i>Digest: The Act tells OED to study issues related to job-protected time of from work. A report will be submitted by September 15 of next year. (Flesch Readability Score: 65.5).</i>] [<i>Requires the Employment Department to study issues related to laws concerning job-protected leave from work. Directs the department to submit findings to the interim committees of the Legislative Assembly related to business and labor not later than September 15, 2026.</i>] [<i>Sunsets on January 2, 2027.</i>] <b>Specifies that the Bureau of Labor and Industries is responsible for certain administrative and regulatory oversight regarding certain provisions under the laws governing paid family and medical leave that relate to retaliation and discrimination. Directs the bureau to adopt any rules that are necessary to administer those provisions. Tolls the applicable statute of limitations periods for administrative complaints and civil actions alleging certain violations when a claimant has filed an appeal for review of a decision of the Director of the Employment Department. Makes changes relating to the use of unpaid leave to care for a child who requires home care due to certain circumstances. Permits the Employment Department to disclose certain information to employers to the extent necessary to allow the employer to make a determination regarding wage replacement amounts that have been received by employees. Permits employers to require of an employee returning to work after a period of medical leave a certification from the employee's health care provider that the employee is able to resume work. Clarifies that the qualifying purposes for paid family and medical leave benefits constitute permissible uses for sick leave. Exempts certain flight crew employees from the eligibility requirements for unpaid leave when certain conditions are met. Takes effect on the 91st day following adjournment sine die.</b>

What is the current status of SB 69?

This bill has been enacted into law. Introduced May 20, 2025. Enacted.

Where can I track SB 69?

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