The proposed bill aims to enhance protections for applicants and employees under the Washington Fair Chance Act by amending several sections of the law. Key definitions are introduced, including "adult conviction record," "arrest record," and "tangible adverse employment action," which clarify the types of criminal records that employers may consider. The bill prohibits employers from inquiring about an applicant's criminal record until after a conditional offer of employment is made, and it bans advertising that excludes individuals with criminal records. Additionally, employers are restricted from taking adverse employment actions based solely on an applicant's or employee's criminal record unless they can demonstrate a legitimate business reason.

Furthermore, the bill outlines the enforcement powers of the state attorney general's office, which includes investigating violations, educating the public, and imposing penalties for noncompliance. The penalties for violations are structured to escalate with repeated offenses, starting at $1,500 for the first violation and increasing to $15,000 for subsequent violations. The attorney general is also empowered to pursue legal action for unpaid wages and damages related to violations of the act. Overall, the bill seeks to create a more equitable hiring process for individuals with criminal records while ensuring that employers have a framework for making informed decisions regarding employment.

Statutes affected:
Original Bill: 49.94.005, 49.94.010, 49.94.030