Washington: Recent Employment Updates

APPLIES TO

All Employers with WA Employees

EFFECTIVE

July 28, 2019, unless otherwise noted

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Washington enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.

Domestic Violence Resources Poster. Employers must now post a Domestic Violence Resources poster in a conspicuous location.

Lactation Accommodations. Employers are required to provide reasonable break time for an employee to express breast milk for up to two years after birth each time the employee needs to express the milk. Employers must provide a private location, other than a bathroom, for lactation. If the business location does not have a lactation space, the employer must work with the employee to identify a convenient location and work schedule to accommodate their needs.

Adult Entertainer Protections. Employers must provide a panic button for adult entertainers in each room in the establishment in which they may be alone with a customer. They must also provide training to employees on their rights, reporting injuries, and human trafficking. Employers must record claims of violence, and decline to service those customers where an accusation is made under penalty of perjury.

Long-term Care Trust Act. Beginning January 1, 2022, HB 1087 will implement a state-funded, long-term care benefits program. The program will be funded through a payroll tax initially set at 0.58% of an employee’s wages. Employees are eligible for benefits if they pay into the program for three years, or for a total of 10 years including five consecutive years. Employees who already maintain long-term care insurance are exempt from the premiums.

 

Action Items

  1. Display required poster.
  2. Have employee handbooks and policies updated where applicable, and train managers on the recent updates.
  3. Prepare for implementation of long-term care benefits.
  4. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2019 ManagEase

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