Skip to main content

New Laws for 2021: SHB 1206 (Washington)

 

Recently, the Washington Legislature passed and Governor Jay Inslee signed into law SHB 1206 which is designed to protect temporary workers from workplace hazards and injury.

The legislation stipulates new obligations for staffing agencies and worksite employers.  

  • For staffing agencies, they must enquire about worksite employer’s safety and health practices and hazards at the job site where the employee will be working.  This is required so that the staffing agency may assess the safety conditions, workers tasks, and the worksite employer’s safety program.  (Obligations to visit the job site after this initial assessment are also included in the legislation.)  Notably, the staffing agency must meet these requirements prior to the start of the placement contract.
  • For employers, they must document and inform the staffing agency about about anticipated job hazards, review the training provided by the staffing agency to establish if it addresses the anticipated hazards, provide specific training tailored to the anticipated hazards, maintain self specific training records, and provide the staffing agency with notice that the training occurred within 3 business days of the training.  Notably, the employer must meet these requirements prior to the temporary employee engaging in work.

For those employers in Washington, the law is set to take effect on July 31st.  Plan accordingly.


For additional information:  https://app.leg.wa.gov/billsummary?BillNumber=1206&Initiative=false&Year=2021

Comments

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...