49.100.030 – Employee must provide notice of intent to take leave.
RCW 49.100.030 Employee must provide notice of intent to take leave. (1) An employee who seeks leave under this chapter must provide the employer with notice of the employee’s intention to take leave at least 30 days before a regular legislative session. (2) When a special legislative session is called, the employee must provide notice […]
49.100.040 – Violation of chapter—Civil action authorized.
RCW 49.100.040 Violation of chapter—Civil action authorized. If an employer violates the provisions of this chapter, the employee may only bring a civil action, at his or her own expense, in superior court for an order requiring the reinstatement of the employee. Public resources may not be used, directly or indirectly, to bring or maintain […]
49.95.010 – Definitions.
RCW 49.95.010 Definitions. The definitions in this section apply throughout this chapter unless the context clearly requires otherwise. (1) “Abusive conduct” means conduct in a work setting that qualifies as workplace aggression, workplace violence, aggravated workplace violence, physical sexual aggression, rape, attempted rape, sexual contact, sexual harassment, workplace physical aggression, workplace verbal aggression, or inappropriate […]
49.95.020 – Discrimination, abusive conduct, and challenging behavior—Written policy required.
RCW 49.95.020 Discrimination, abusive conduct, and challenging behavior—Written policy required. (1) Beginning July 1, 2021, each covered employer must adopt and maintain a comprehensive written policy concerning how the covered employer shall address instances of discrimination, abusive conduct, and challenging behavior and work to resolve issues impacting the provision of personal care. The covered employer […]
49.95.030 – Abusive conduct, challenging behavior prevention and assistance plan—Requirements.
RCW 49.95.030 Abusive conduct, challenging behavior prevention and assistance plan—Requirements. (1)(a) Beginning July 1, 2021, each covered employer shall implement a plan to prevent and protect employees from abusive conduct, to assist employees working in environments with challenging behavior, and work to resolve issues impacting the provision of personal care. This plan should be reviewed […]
49.95.040 – Employer duty to inform.
RCW 49.95.040 Employer duty to inform. (1)(a) Covered employers must inform an employee of instances of discrimination and abusive conduct occurring in or around the service recipient’s home care setting prior to assigning the employee to that service recipient, and throughout the duration of service, if those instances are: (i) Documented by the covered employer; […]
49.95.050 – Records required of reported incidents.
RCW 49.95.050 Records required of reported incidents. (1) Covered employers are required to keep a record of any reported incidents of discrimination or abusive conduct experienced by an employee during the provision of paid personal care services. The records must be kept for at least five years following the reported act and must be made […]
49.95.060 – Work group.
RCW 49.95.060 Work group. (1) The department of social and health services must convene a stakeholder work group to recommend policy changes and best practices for training employers, long-term care workers, and service recipients to keep home care settings free from discrimination and abusive conduct while maintaining the ability for individuals who need services to […]
49.95.070 – Compliance investigations—When authorized.
RCW 49.95.070 Compliance investigations—When authorized. (1) The department may conduct investigations to ensure compliance when information is obtained that a covered employer may be committing a violation under this chapter or in response to complaints from employees or employee representatives for the following requirements of this chapter: (a) A written policy as required by RCW […]
49.100.005 – Intent—2022 c 271.
RCW 49.100.005 Intent—2022 c 271. (1) The Washington state legislature is purposefully designed to be a part-time legislature to provide people from all areas of life the opportunity to participate. All businesses and industries, in the private and public sector, benefit when the legislature is made up of the broadest possible representation. (2) It is […]