The bill amends the Washington Fair Chance Act to enhance protections for job applicants and employees regarding their criminal records. Key definitions are expanded, including the terms "adult conviction record," "arrest record," and "juvenile conviction record," which now encompass a broader range of information related to criminal conduct. Employers are prohibited from inquiring about an applicant's criminal record until after a conditional offer of employment is made. Additionally, the bill prohibits advertising that excludes individuals with criminal records and mandates that employers cannot implement policies that automatically disqualify applicants based on their criminal history.

The enforcement provisions are also strengthened, allowing the state attorney general's office to investigate violations and impose penalties. The penalties for violations are increased, with a structured approach to enforcement that includes educational measures for first-time or minor violations. The bill specifies that penalties accrue for each aggrieved party and outlines the attorney general's authority to pursue legal action for unpaid wages and penalties. The act will take effect for larger employers on July 1, 2026, and for smaller employers 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