The proposed bill introduces a new chapter in Title 49 RCW that governs the use of technology by employers, specifically addressing electronic monitoring and automated decision systems in the workplace. It defines essential terms such as "algorithm," "automated decision system," "biometric data," and "electronic monitoring." Employers are mandated to provide at least 15 days' notice to employees before implementing any electronic monitoring, including details on the purpose and methods used. The bill also prohibits certain monitoring practices, such as audio-visual surveillance in private areas and the use of facial or emotion recognition technologies. Furthermore, it requires employers to conduct impact assessments for automated decision systems to ensure compliance with employee rights.

In addition to these regulations, the bill establishes a framework for civil penalties against employers who violate the outlined provisions, with initial fines capped at $1,000 for first offenses and escalating penalties for repeat violations, up to $10,000. Civil penalties collected will be directed to the supplemental pension fund. The Department of Labor and Industries is empowered to enforce these regulations, including the ability to subpoena employer records and file actions in superior court, with the potential for recovering attorneys' fees if successful. The act is scheduled to take effect on July 1, 2026.