The bill amends the Washington Fair Chance Act to enhance protections for job applicants and employees with criminal records. Key definitions are introduced, including "adult conviction record," "arrest record," and "juvenile conviction record," which clarify the types of criminal history that employers must consider. The bill prohibits employers from inquiring about an applicant's criminal record until after a conditional offer of employment is made. It also bans advertising that excludes individuals with criminal records and prevents automatic disqualification based on such records. Employers are required to provide a legitimate business reason for any adverse employment actions based on criminal history and must notify applicants of the specific records considered in their decision.

Additionally, the bill outlines enforcement mechanisms by the state attorney general's office, which includes the authority to investigate violations, educate the public, and impose penalties for noncompliance. The penalties for violations are structured to increase with repeated offenses, with maximum fines set at $1,500 for the first violation, $3,000 for the second, and $15,000 for subsequent violations. The act will take effect for larger employers starting July 1, 2026, and for smaller employers with fewer than 15 employees on January 1, 2027.

Statutes affected:
Original Bill: 49.94.005, 49.94.010, 49.94.030
Engrossed Bill: 49.94.005, 49.94.010, 49.94.030
Bill as Passed Legislature: 49.94.005, 49.94.010, 49.94.030
Session Law: 49.94.005, 49.94.010, 49.94.030