The bill aims to enhance protections for applicants and employees under the Washington Fair Chance Act by amending existing definitions and provisions related to criminal records in employment contexts. Key insertions include detailed definitions of "adult conviction record," "arrest record," and "juvenile conviction record," which clarify the types of criminal history that employers may consider. Additionally, the bill establishes that employers cannot inquire about an applicant's criminal record until after a conditional offer of employment is made, and it prohibits advertising that excludes individuals with criminal records. Employers are also required to document their legitimate business reasons for any adverse employment actions based on criminal records.

Furthermore, the bill outlines penalties for violations, with increased monetary penalties for repeated offenses, and allows the attorney general's office to enforce compliance through investigations and educational initiatives. The act will apply to larger employers starting July 1, 2026, and to smaller employers with fewer than 15 employees beginning January 1, 2027. This legislation aims to create a more equitable hiring process for individuals with criminal records while ensuring that employers can still make informed decisions regarding their workforce.

Statutes affected:
Original Bill: 49.94.005, 49.94.010, 49.94.030
Engrossed Bill: 49.94.005, 49.94.010, 49.94.030