| Update Applicable to: | Effective date |
| All employers with 100 or more employees at a warehouse distribution center in the state. | For the proposed rules – See details below HB (2SHB) 1762 – July 1, 2024 |
What happened?
The Washington State Department of Labor & Industries (L&I) has released for stakeholder review a second preliminary draft of rules.
What are the details?
L&I is conducting rulemaking to implement the new requirements created by passage of Second Substitute House Bill (2SHB) 1762.
For comments on the respective proposed rule:
Business Considerations
- Create or update any necessary policies and practices that are relevant to your business and compliant with the requirements.
- Submit a written comment to the respective agencies so they can moderate, or change said proposed rules.
Resources
- Rulemaking Activity at L&I
- Labor Standards for Quotas at Warehouse Distribution Centers (2SHB 1762 Implementation) by DOSH
- Labor Standards for Quotas at Warehouse Distribution Centers (2SHB 1762 Implementation) by FPLS
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Washington PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
