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 addition specifies that these representatives are not required to report dockworkers not covered by the agreement, thereby clarifying their obligations within the paid family and medical leave program. The bill also refines existing definitions to ensure consistency and clarity, enhancing the understanding of employment relationships and employer responsibilities in the context of dockworkers.

Furthermore, the bill expands the definition of serious health conditions to include 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 can only be taken for treatment by a licensed provider. The bill prohibits employers from taking adverse employment actions against employees exercising their right to medical leave for treatment, while still allowing established policies regarding substance abuse to apply. Additionally, it allows for absences due to incapacity to qualify for leave even without treatment from a healthcare provider or if the absence is less than three consecutive days. The bill also defines key terms to provide clarity on their application within the law, reflecting a legislative commitment to enhancing employee rights related to health conditions and leave.

Statutes affected:
Original Bill: 50A.05.010
Substitute Bill: 50A.05.010
Bill as Passed Legislature: 50A.05.010
Session Law: 50A.05.010