The proposed bill aims to enhance protections for applicants and employees under the Washington Fair Chance Act by amending existing definitions and regulations related to criminal records in employment contexts. Key definitions are expanded to include terms such as "adult conviction record," "arrest record," and "juvenile conviction record," which clarify the types of criminal history that may be considered. The bill also introduces the concept of "legitimate business reason," which outlines the criteria an employer must evaluate before making employment decisions based on an applicant's criminal record. Additionally, it prohibits employers from inquiring about criminal records until after a conditional offer of employment is made, and it restricts advertising practices that exclude individuals with criminal records.

Furthermore, the bill establishes specific penalties for violations of these provisions, with the state attorney general's office tasked with enforcement. The penalties are structured to escalate with repeated violations, starting at $1,500 for the first violation and increasing to $15,000 for subsequent violations. The attorney general is also granted the authority to waive penalties for first-time or minor violations, opting instead for educational measures. This legislative change aims to create a more equitable hiring process for individuals with criminal records while ensuring that employers can still make informed decisions based on legitimate business needs.

Statutes affected:
Original Bill: 49.94.005, 49.94.010, 49.94.030