Who sponsors HB 1506?

HB 1506 is sponsored by Tana Senn (Democrat), Chris Kilduff (Democrat), Clibborn, Beth Doglio (Democrat), Farrell, Jake Fey (Democrat), Joe Fitzgibbon (Democrat), Noel Frame (Democrat), Mia Gregerson (Democrat), Hudgins, Nicole Macri (Democrat), McBride, Pellicciotti, Strom Peterson (Democrat), Gerry Pollet (Democrat), Marcus Riccelli (Democrat), Steve Bergquist (Democrat), Mike Chapman (Democrat), Dolan, Roger Goodman (Democrat), Appleton, Kagi, Timm Ormsby (Democrat), Lillian Ortiz-Self (Democrat), Pettigrew, Robinson, Sells, Sawyer, Vandana Slatter (Democrat), Derek Stanford (Democrat), and Steve Tharinger (Democrat).

Where can I track HB 1506?

Track HB 1506 free on One Click Politics — get push/email alerts when it moves.

Washington 2017-2018 Regular Session Status: Enacted 19 D cosponsors

HB 1506 — Addressing workplace practices to achieve gender pay equity.

Last action March 21, 2018 — Effective date 6/7/2018.

✓
Introduced
✓
In Committee
✓
Passed House
✓
Passed Senate
✓
To Executive
6
Enacted

This bill has been enacted into law. Introduced January 23, 2017. Enacted.

Odds of enactment

High chance

Based on the sponsor, cosponsors, and committee posture, this bill has a high chance of becoming law.

Upgrade to see the exact probability and what's driving it.

A statistical estimate from our own model of past outcomes — an insight, not a guarantee. Policymaking is volatile.

Prognosis

Likely to advance 66% · moderate confidence

Enacted

Current position in the legislative process.
31 sponsors

1 primary, 30 co-sponsors signed on.
Single-party support

Sponsorship is currently within one party (19 D).
Mixed recorded votes

8 passed, 8 failed in recorded votes so far.

Based on stage, sponsorship breadth, committee status, recorded votes, and cross-state momentum — a description of the observable signals, not a prediction.

Bill Text

What changed in the latest version

4 added · 1 removed

Plain-language change summary

The updated version of HB 1506 includes stronger provisions to promote gender pay equity by clarifying definitions and expanding protections for employees. Notably, it specifies that all workers, regardless of gender, should be paid equally for comparable work, and it prohibits employers from retaliating against employees who discuss their wages. These changes aim to close the wage gap, particularly for women and women of color, and empower workers to advocate for fair pay without fear of losing their jobs. Overall, these amendments are significant steps toward ensuring equal pay for equal work in Washington State.

~~H-0895.2HOUSE~~ENGROSSED HOUSE BILL 1506State of Washington65th Legislature2017 Regular SessionBy Representatives Senn, Pellicciotti, Slatter, Macri, Peterson, Chapman, Ortiz-Self, Bergquist, Sawyer, Frame, Gregerson, Farrell, Kilduff, Kagi, Dolan, Clibborn, Pollet, McBride, Stanford, Doglio, Appleton, Robinson, Fitzgibbon, Sells, Goodman, Tharinger, Hudgins, Ormsby, Riccelli, Fey, and PettigrewRead first time 01/23/17.

Policies that encourage retaliation or discipline towards workers who discuss or inquire about compensation prevent workers from moving forward.The legislature intends to update the existing Washington state equal pay act, not modified since 1943, to address income disparities, employer discrimination, and retaliation practices, and to reflect the equal status of all workers in Washington state.NEW SECTION. Sec. 2. The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Compensation" means discretionary and nondiscretionary wages and benefits provided by an employer to an employee as a result of the employment relationship.(2) "Department," "director," "employee," and "employer" have the same meaning as defined in RCW 49.12.005.Sec. 3. RCW 49.12.175 and 1943 c 254 s 1 are each amended to read as follows:(1) Any employer in this state((, employing both males and females, who shall discriminate in any way in the payment of wages as between sexes or who shall pay any female a less wage, be it time or piece work, or salary, than is being paid to males)) who discriminates in providing compensation based on gender between similarly employed((, or in any employment formerly performed by males, shall be)) ~~individuals~~employees of the employer is guilty of a misdemeanor.

If any ((female)) employee ((shall)) receives less compensation because of ((being discriminated against)) discrimination on account of ((her sex, and)) gender in violation of this section, ((she shall be)) that ~~individual~~employee is entitled to ((recover in a civil action the full amount of compensation that she would have received had she not been discriminated against)) the remedies in sections 7 and 8 of this act.

In such action, however, the employer shall be credited with any compensation which has been paid to ((her)) the ~~individual~~employee upon account.(2) For purposes of this section, ~~individuals~~employees are similarly employed if the individuals work for the same employer, the performance of the job requires comparable skill, effort, and responsibility, and the jobs are performed under similar working conditions.

Job titles alone are not determinative of whether ~~individuals~~employee are similarly employed.(3)(a) A differential in ((wages between employees)) compensation based in good faith on ((a factor or factors other than sex shall)) any of the following does not constitute discrimination within the meaning of ((RCW 49.12.010 through 49.12.180)) this section:(i) A seniority system;(ii) A merit system;(iii) A system that measures earnings by quantity or quality of ~~production;~~production;(iv) A bona fide job-related factor or factors, including, but not limited to, education, training, or experience, that is:

~~or(iv) A bona fide job-related factor or factors, including education, training, or experience, that is:~~

and (C) accounts for the entire ~~differential.(b)~~differential; An ~~individual's~~ ~~previous~~ ~~wage~~ or ~~salary~~ ~~history~~ is ~~not~~ a ~~defense~~ ~~under~~ ~~this~~ ~~section.NEW~~ ~~SECTION. Sec. 4. (1)~~ ~~The~~ ~~legislature~~ ~~finds~~ ~~that~~ ~~equality~~ of ~~opportunity~~ is ~~key~~ to ~~reducing~~ ~~income~~ ~~disparities~~ ~~based~~ on ~~genders.~~

or(v) A bona fide regional difference in compensation levels that is:

(A) Consistent with business necessity;

(B) not based on or derived from a gender-based differential;

and (C) accounts for the entire differential.(b) An employee's previous wage or salary history is not a defense under this section.NEW SECTION. Sec. 4. (1) The legislature finds that equality of opportunity is key to reducing income disparities based on genders.

An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation.(4) Nothing in this section requires an employee to disclose the employee's ~~compensation.NEW~~compensation.(5) Nothing in this section permits an employee to violate the requirements in chapter 49.17 RCW and rules promulgated under that chapter.NEW SECTION. Sec. 6. An employer may not discharge or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under this chapter, or testified or is about to testify in any such proceeding, or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter.NEW SECTION. Sec. 7. (1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.12.175 (as recodified by this act), sections 4 through 6 of this act, and the rules adopted under this chapter.

Latest

~~H-0895.2HOUSE~~ BILL 1506State of Washington65th Legislature2017 Regular SessionBy Representatives Senn, Pellicciotti, Slatter, Macri, Peterson, Chapman, Ortiz-Self, Bergquist, Sawyer, Frame, Gregerson, Farrell, Kilduff, Kagi, Dolan, Clibborn, Pollet, McBride, Stanford, Doglio, Appleton, Robinson, Fitzgibbon, Sells, Goodman, Tharinger, Hudgins, Ormsby, Riccelli, Fey, and PettigrewRead first time 01/23/17.

ENGROSSED HOUSE BILL 1506State of Washington65th Legislature2017 Regular SessionBy Representatives Senn, Pellicciotti, Slatter, Macri, Peterson, Chapman, Ortiz-Self, Bergquist, Sawyer, Frame, Gregerson, Farrell, Kilduff, Kagi, Dolan, Clibborn, Pollet, McBride, Stanford, Doglio, Appleton, Robinson, Fitzgibbon, Sells, Goodman, Tharinger, Hudgins, Ormsby, Riccelli, Fey, and PettigrewRead first time 01/23/17.

Policies that encourage retaliation or discipline towards workers who discuss or inquire about compensation prevent workers from moving forward.The legislature intends to update the existing Washington state equal pay act, not modified since 1943, to address income disparities, employer discrimination, and retaliation practices, and to reflect the equal status of all workers in Washington state.NEW SECTION. Sec. 2. The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Compensation" means discretionary and nondiscretionary wages and benefits provided by an employer to an employee as a result of the employment relationship.(2) "Department," "director," "employee," and "employer" have the same meaning as defined in RCW 49.12.005.Sec. 3. RCW 49.12.175 and 1943 c 254 s 1 are each amended to read as follows:(1) Any employer in this state((, employing both males and females, who shall discriminate in any way in the payment of wages as between sexes or who shall pay any female a less wage, be it time or piece work, or salary, than is being paid to males)) who discriminates in providing compensation based on gender between similarly employed((, or in any employment formerly performed by males, shall be)) employees of the employer is guilty of a misdemeanor.

If any ((female)) employee ((shall)) receives less compensation because of ((being discriminated against)) discrimination on account of ((her sex, and)) gender in violation of this section, ((she shall be)) that ~~individual~~ is entitled to ((recover in a civil action the full amount of compensation that she would have received had she not been discriminated against)) the remedies in sections 7 and 8 of this act.

If any ((female)) employee ((shall)) receives less compensation because of ((being discriminated against)) discrimination on account of ((her sex, and)) gender in violation of this section, ((she shall be)) that employee is entitled to ((recover in a civil action the full amount of compensation that she would have received had she not been discriminated against)) the remedies in sections 7 and 8 of this act.

In such action, however, the employer shall be credited with any compensation which has been paid to ((her)) the ~~individual~~ upon account.(2) For purposes of this section, ~~individuals~~ are similarly employed if the performance of the job requires comparable skill, effort, and responsibility, and the jobs are performed under similar working conditions.

In such action, however, the employer shall be credited with any compensation which has been paid to ((her)) the employee upon account.(2) For purposes of this section, employees are similarly employed if the individuals work for the same employer, the performance of the job requires comparable skill, effort, and responsibility, and the jobs are performed under similar working conditions.

Job titles alone are not determinative of whether ~~individuals~~ are similarly employed.(3)(a) A differential in ((wages between employees)) compensation based in good faith on ((a factor or factors other than sex shall)) any of the following does not constitute discrimination within the meaning of ((RCW 49.12.010 through 49.12.180)) this section:(i) A seniority system;(ii) A merit system;(iii) A system that measures earnings by quantity or quality of ~~production;~~

Job titles alone are not determinative of whether employee are similarly employed.(3)(a) A differential in ((wages between employees)) compensation based in good faith on ((a factor or factors other than sex shall)) any of the following does not constitute discrimination within the meaning of ((RCW 49.12.010 through 49.12.180)) this section:(i) A seniority system;(ii) A merit system;(iii) A system that measures earnings by quantity or quality of production;(iv) A bona fide job-related factor or factors, including, but not limited to, education, training, or experience, that is:

~~or(iv) A bona fide job-related factor or factors, including education, training, or experience, that is:~~

and (C) accounts for the entire ~~differential.(b)~~ An ~~individual's~~ ~~previous~~ ~~wage~~ or ~~salary~~ ~~history~~ is ~~not~~ a ~~defense~~ ~~under~~ ~~this~~ ~~section.NEW~~ ~~SECTION. Sec. 4. (1)~~ ~~The~~ ~~legislature~~ ~~finds~~ ~~that~~ ~~equality~~ of ~~opportunity~~ is ~~key~~ to ~~reducing~~ ~~income~~ ~~disparities~~ ~~based~~ on ~~genders.~~

and (C) accounts for the entire differential;

or(v) A bona fide regional difference in compensation levels that is:

(A) Consistent with business necessity;

(B) not based on or derived from a gender-based differential;

An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation.(4) Nothing in this section requires an employee to disclose the employee's ~~compensation.NEW~~ SECTION. Sec. 6. An employer may not discharge or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under this chapter, or testified or is about to testify in any such proceeding, or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter.NEW SECTION. Sec. 7. (1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.12.175 (as recodified by this act), sections 4 through 6 of this act, and the rules adopted under this chapter.

An employee described in this subsection otherwise has the protections of this section, including to disclose the employee's wages without retaliation.(4) Nothing in this section requires an employee to disclose the employee's compensation.(5) Nothing in this section permits an employee to violate the requirements in chapter 49.17 RCW and rules promulgated under that chapter.NEW SECTION. Sec. 6. An employer may not discharge or otherwise discriminate against an employee because the employee has filed any complaint, or instituted or caused to be instituted any proceeding under this chapter, or testified or is about to testify in any such proceeding, or because of the exercise by such employee on behalf of himself or herself or others of any right afforded by this chapter.NEW SECTION. Sec. 7. (1) Upon complaint by an employee, the director must investigate to determine if there has been compliance with RCW 49.12.175 (as recodified by this act), sections 4 through 6 of this act, and the rules adopted under this chapter.

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Action History

March 21, 2018
Effective date 6/7/2018.
March 21, 2018
Chapter 116, 2018 Laws.
March 21, 2018
Governor signed.
March 08, 2018
Delivered to Governor.
March 08, 2018
President signed.
March 08, 2018
Speaker signed.
March 07, 2018
Passed final passage as recommended by conference committee; yeas, 70; nays, 28; absent, 0; excused, 0.
March 07, 2018
Conference committee report adopted.
March 06, 2018
Passed final passage as recommended by conference committee; yeas, 36; nays, 12; absent, 0; excused, 1.
March 06, 2018
Conference committee report adopted.
March 06, 2018
Conference committee report; received 11:20 AM 3/6/2018.
March 06, 2018
Conference committee report; received 11:10 AM 3/6/2018.
March 05, 2018
Conference committee appointed. Senators Keiser, Baumgartner, Cleveland.
March 05, 2018
Conference committee request granted.
March 03, 2018
Conference committee appointed. Representatives Sells, Senn, McCabe.
March 03, 2018
House refuses to concur in the Senate amendments. Asks Senate for Conference thereon.
March 01, 2018
Third reading, passed; yeas, 37; nays, 12; absent, 0; excused, 0.
March 01, 2018
Rules suspended. Placed on Third Reading.
March 01, 2018
Floor amendment(s) adopted.
February 08, 2018
Placed on second reading by Rules Committee.
February 08, 2018
Passed to Rules Committee for second reading.
February 07, 2018
LBRC - Majority; do pass.
January 19, 2018
First reading, referred to Labor & Commerce.
January 17, 2018
Third reading, passed; yeas, 69; nays, 28; absent, 0; excused, 1.
January 17, 2018
Rules suspended. Placed on Third Reading.
January 17, 2018
2nd substitute bill substituted.
January 17, 2018
2nd substitute bill substituted.
January 12, 2018
Placed on second reading.
January 12, 2018
Placed on second reading.
January 09, 2018
Minority; do not pass.
January 09, 2018
LAWS - Majority; 2nd substitute bill be substituted, do pass.
January 09, 2018
Minority; do not pass.
January 09, 2018
LAWS - Majority; 2nd substitute bill be substituted, do pass.
January 08, 2018
Referred to Labor & Workplace Standards.
January 08, 2018
Rules Committee relieved of further consideration.
January 08, 2018
By resolution, reintroduced and retained in present status.
June 21, 2017
By resolution, reintroduced and retained in present status.
June 21, 2017
By resolution, returned to House Rules Committee for third reading.
May 29, 2017
First reading, referred to Commerce, Labor & Sports.
May 25, 2017
Third reading, passed; yeas, 61; nays, 33; absent, 0; excused, 4.
May 23, 2017
Rules Committee relieved of further consideration. Placed on third reading.
May 23, 2017
By resolution, reintroduced and retained in present status.
May 23, 2017
By resolution, returned to House Rules Committee for third reading.
May 05, 2017
First reading, referred to Commerce, Labor & Sports.
May 02, 2017
Third reading, passed; yeas, 61; nays, 31; absent, 0; excused, 6.
May 02, 2017
Vote on third reading will be reconsidered.
May 02, 2017
Third reading, passed; yeas, 61; nays, 31; absent, 0; excused, 6.
May 01, 2017
Rules Committee relieved of further consideration. Placed on third reading.
April 24, 2017
By resolution, reintroduced and retained in present status.
April 23, 2017
By resolution, returned to House Rules Committee for third reading.
March 29, 2017
Passed to Rules Committee for second reading.
March 29, 2017
CLS - Majority; do pass with amendment(s).
March 10, 2017
First reading, referred to Commerce, Labor & Sports.
March 08, 2017
1st substitute bill not substituted.
March 08, 2017
Third reading, passed; yeas, 61; nays, 36; absent, 0; excused, 1.
March 08, 2017
Rules suspended. Placed on Third Reading.
March 08, 2017
Floor amendment(s) adopted.
March 08, 2017
1st substitute bill not substituted.
March 03, 2017
Rules Committee relieved of further consideration. Placed on second reading.
March 03, 2017
Rules Committee relieved of further consideration. Placed on second reading.
February 24, 2017
Referred to Rules 2 Review.
February 24, 2017
Minority; do not pass.
February 24, 2017
APP - Majority; 1st substitute bill be substituted, do pass.
February 24, 2017
Referred to Rules 2 Review.
February 24, 2017
Minority; do not pass.
February 24, 2017
APP - Majority; 1st substitute bill be substituted, do pass.
February 02, 2017
Referred to Appropriations.
January 30, 2017
Minority; without recommendation.
January 30, 2017
Minority; do not pass.
January 30, 2017
LAWS - Majority; do pass.
January 23, 2017
First reading, referred to Labor & Workplace Standards (Not Officially read and referred until adoption of Introduction report).

Sponsorship breakdown

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1 sponsors · 30 co-sponsors · 120 not signed on · 44 voted No

Sponsors (1)

Tana Senn Democrat Voted No

Not signed on (120)

120 members have not signed on to this bill.

Show all 120 →

"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

Final Passage as recommended by the Conference Committee (#2)

March 07, 2018

Passed 70 Yea · 28 Nay

Party	Yea	Nay	Present	Not Voting
Unaffiliated	31	19	0	0
Democrat	32	1	0	0
Republican	7	8	0	0
Total	70	28	0	0
% of votes cast	71%	29%	0%	0%

How each member voted (98)

Member	Party	Vote
Appleton	—	Yea
Chopp	—	Yea
Cody	—	Yea
Dolan	—	Yea
Graves	—	Yea
Haler	—	Nay
Harmsworth	—	Yea
Hayes	—	Nay
Lytton	—	Yea
Kretz	—	Nay
Nealey	—	Nay
Pettigrew	—	Yea
Pike	—	Nay
Rodne	—	Yea
Sawyer	—	Yea
Sells	—	Yea
Shea	—	Nay
Hargrove	—	Nay
Blake	—	Yea
Buys	—	Nay
Chandler	—	Nay
Clibborn	—	Yea
Condotta	—	Yea
DeBolt	—	Nay
Hudgins	—	Yea
Irwin	—	Yea
Jenkin	—	Nay
Kagi	—	Yea
Kirby	—	Yea
Smith	—	Yea
Klippert	—	Nay
Kraft	—	Yea
Kristiansen	—	Nay
Manweller	—	Nay
Maycumber	—	Nay
McBride	—	Yea
McCaslin	—	Nay
McDonald	—	Yea
Morris	—	Yea
Mosbrucker	—	Yea
Muri	—	Yea
Pellicciotti	—	Yea
Stambaugh	—	Yea
Sullivan	—	Yea
Tarleton	—	Yea
Vick	—	Nay
Wilcox	—	Nay
Young	—	Yea
Johnson, J.	—	Yea
Van Werven	—	Nay
Beth Doglio	Democrat	Yea
Chris Kilduff	Democrat	Yea
Cindy Ryu	Democrat	Yea
Derek Stanford	Democrat	Yea
Drew Hansen	Democrat	Yea
Gerry Pollet	Democrat	Yea
Jake Fey	Democrat	Yea
Jamila Taylor	Democrat	Nay
Javier Valdez	Democrat	Yea
Joe Fitzgibbon	Democrat	Yea
John Lovick	Democrat	Yea
June Robinson	Democrat	Yea
Kristine Reeves	Democrat	Yea
Larry Springer	Democrat	Yea
Laurie Jinkins	Democrat	Yea
Lillian Ortiz-Self	Democrat	Yea
Marcus Riccelli	Democrat	Yea
Mia Gregerson	Democrat	Yea
Mike Chapman	Democrat	Yea
Monica Jurado Stonier	Democrat	Yea
Nicole Macri	Democrat	Yea
Noel Frame	Democrat	Yea
Roger Goodman	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
Andrew Barkis	Republican	Nay
Carolyn Eslick	Republican	Nay
Dan Griffey	Republican	Yea
Drew MacEwen	Republican	Yea
Drew Stokesbary	Republican	Yea
Ed Orcutt	Republican	Nay
Jeff Holy	Republican	Nay
Jim Walsh	Republican	Yea
Joe Schmick	Republican	Nay
Mary Dye	Republican	Nay
Michelle Valdez	Republican	Yea
Mike Steele	Republican	Yea
Mike Volz	Republican	Nay
Paul Harris	Republican	Yea
Tom Dent	Republican	Nay

Member	Party	Vote
Angel	—	Nay
Bailey	—	Nay
Becker	—	Nay
Darneille	—	Yea
Hawkins	—	Yea
Hobbs	—	Yea
O'Ban	—	Yea
Palumbo	—	Yea
Rivers	—	Nay
Rolfes	—	Yea
Sheldon	—	Yea
Brown	—	Yea
Baumgartner	—	Yea
Billig	—	Yea
Carlyle	—	Yea
Ericksen	—	Yea
Fain	—	Yea
Frockt	—	Yea
Honeyford	—	Nay
Keiser	—	Yea
Kuderer	—	Yea
McCoy	—	Yea
Miloscia	—	Yea
Mullet	—	Yea
Nelson	—	Yea
Padden	—	Nay
Ranker	—	Yea
Wilson	—	Nay
Takko	—	Yea
Zeiger	—	Yea
Van De Wege	—	Yea
Annette Cleveland	Democrat	Yea
Bob Hasegawa	Democrat	Yea
Jamie Pedersen	Democrat	Yea
Lisa Wellman	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
Jim Walsh	Republican	Not Voting
John Braun	Republican	Yea
Judy Warnick	Republican	Nay
Keith Wagoner	Republican	Nay
Mark Schoesler	Republican	Nay
Phil Fortunato	Republican	Nay
Rob Chase	Republican	Yea
Shelly Short	Republican	Nay

Odds of enactment

Prognosis

Bill Text

What changed in the latest version

Action History

Sponsors

Sponsorship breakdown

Sponsors (1)

Co-sponsors (30)

Not signed on (120)

Votes

Subjects

Frequently asked questions

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