Although the Washington courts generally adhere to the presumption of at-will employment, there are a number of recognized exceptions to this rule.
Garnishment. No employer may discharge an employee because his or her wages are garnished. However, the law does not apply to employees that have three or more separate garnishments within any 12-month period (WA Rev. Code Sec. 6.27.170).
Genetic tests. State law provides that employers cannot require employees to submit genetic information or submit to genetic screening as a condition of employment or continued employment (WA Rev. Code Sec. 49.44.180).
Jury duty. Washington law requires employers to allow employees sufficient time off to serve as jurors when summoned, and employers may not discipline or discharge employees for absence resulting from such service. The law applies to all employers, and employers that violate this law are guilty of a misdemeanor. An employer that is sued by an employee for violation of this law may be ordered to reinstate the employee and pay damages and attorneys' fees (WA Rev. Code Sec. 2.36.165).
Lie detectors. An employer may not require, as a condition of employment or continued employment, that an employee or prospective employee take a lie detector test. The law does not apply to the initial application phase of any law ...