The bill aims to enhance protections for applicants and employees under the Washington Fair Chance Act by amending existing definitions and prohibitions related to criminal records in employment contexts. Key insertions include expanded definitions of "adult conviction record," "arrest record," and "juvenile conviction record," which clarify the types of criminal history that employers must consider. Additionally, the bill introduces the concept of "legitimate business reason," which outlines the criteria an employer must evaluate before taking adverse employment actions based on an applicant's criminal record. It also specifies that employers cannot inquire about criminal records until after a conditional offer of employment is made.

Furthermore, the bill establishes stricter guidelines for employers regarding the treatment of applicants with criminal records, prohibiting automatic exclusions and requiring documentation of the rationale behind any adverse employment decisions. It mandates that employers provide applicants with a reasonable opportunity to address their criminal records before any negative employment action is taken. The enforcement provisions are also revised, allowing the attorney general's office to impose monetary penalties for violations, with increased amounts for repeat offenses. Overall, the bill seeks to create a more equitable hiring process for individuals with criminal histories while ensuring that employers have a clear framework for making informed decisions.

Statutes affected:
Original Bill: 49.94.005, 49.94.010, 49.94.030