Washington Violence in the Workplace laws & HR compliance analysis

Washington Violence in the Workplace: What you need to know

State law provides for reasonable leave for employees who are victims of domestic violence, sexual assault, or stalking, and for employees whose family members are victims to participate in legal proceedings, receive medical treatment, or obtain other necessary services. Covered family members include the employee’s child, spouse, domestic partner, parent, parent-in-law, grandparent, or person with whom the employee has a dating relationship (WA Rev. Code Sec. 7.69.030).
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All private sector employers that employ four or more employees (at least one of whom performs work in Seattle) must provide paid sick and "safe" leave to its Seattle-based employees. This includes situations in which an employee’s place of business has been closed by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material, as well as for reasons related to domestic violence, sexual assault, or stalking that affect the employee or the employee’s family member. Employees of the City of Seattle are also entitled to sick and safe leave (Ordinance 123698, City of Seattle, Seattle Municipal Code, Ch. 14.16.). The amount of paid leave an employee may accrue and the annual/calendar year limits on carryover depend on the number of employees an employer has in the prior calendar year.
Reviewed September 2015.

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