The bill amends RCW 50A.05.010 to clarify definitions related to paid family and medical leave, particularly for dockworkers. It expands the definition of "Employer" to include representatives for employers of dockworkers who work interchangeably for multiple employers under a collectively bargained agreement. This change specifies that these representatives are not obligated to report dockworkers not covered by the agreement, thereby clarifying their responsibilities within the paid family and medical leave program. The bill also refines existing definitions to enhance understanding of employment relationships and employer responsibilities, ensuring effective application of leave provisions for dockworkers.

Furthermore, the bill broadens the definition of serious health conditions to encompass restorative dental or plastic surgery following an injury or cancer removal, as well as mental illness related to stress or allergies, provided other conditions are met. It clarifies that substance abuse can qualify as a serious health condition, but leave is only applicable for treatment by a healthcare provider. Importantly, it states that absences due to substance use do not qualify for leave, and employers can take action against employees for substance abuse, even during medical leave, as long as policies are communicated nondiscriminatorily. The bill also allows for absences due to incapacity to qualify for leave without requiring treatment or a minimum duration of absence, while providing clear definitions for various terms related to employee leave and benefits.

Statutes affected:
Original Bill: 50A.05.010
Substitute Bill: 50A.05.010