HB 1619
In CommitteeHouse
Dockworkers/family leave
Concerning paid family leave premium collection for dockworkers.
This status may be delayed. See Action History below for the latest updates.
How does a bill become law?
- Introduced: The bill is filed and assigned a number.
- Committee: A subject-matter committee holds hearings, takes public testimony, and decides whether to advance the bill.
- Floor Vote: The full chamber (House or Senate) debates and votes on the bill.
- Opposite Chamber: The bill repeats the committee and floor vote process in the other chamber.
- Governor: The Governor reviews the bill and decides whether to sign or veto it.
- Signed: The bill has been signed into law.
AI Analysis
This bill expands the definition of 'employer' to include employer representatives for dockworkers covered under collective bargaining agreements, requiring them to pay family leave premiums for covered workers. It clarifies that these representatives only report and pay premiums for workers included in the agreement, not for all dockworkers in the industry.
- Amends the definition of 'employer' to include 'representatives for employers of dockworkers who normally work for several employers in the same industry interchangeably through a collectively bargained agreement.'
- Clarifies that employer representatives are responsible for reporting and paying premiums only for dockworkers covered by the collective bargaining agreement — not for other dockworkers.
- Explicitly states that employer representatives are not obligated to report dockworkers who are not covered by the collective bargaining agreement.
- Modifies RCW 50A.05.010 to update definitions used throughout the paid family and medical leave program, especially around employer obligations for dockworkers.
Who is affected
- Dockworkers and their employer representatives — Dockworkers covered under collective bargaining agreements may be included in the definition of 'employer' for premium collection purposes, meaning their employers (or employer representatives) may be responsible for paying family leave premiums on their behalf.
- Private-sector employees in port-related industries — Employees who work for employers in the shipping, port, or maritime industries — especially those covered by collective bargaining agreements — may see changes in how family leave premiums are collected and reported.
- Employment Security Department — The Employment Security Department will need to implement and administer new reporting and premium collection processes for dockworkers covered under collective bargaining agreements.
- Collective bargaining representatives for dockworkers — Employer representatives who negotiate collective bargaining agreements for dockworkers may have new responsibilities related to reporting and paying family leave premiums for covered workers.
Pro/Con Analysis
Potential Benefits (2)
The bill ensures that dockworkers covered under collective bargaining agreements are included in the paid family and medical leave program, preventing gaps in coverage — many of these workers are low- or moderate-income and rely on this benefit for economic security during caregiving or medical events.
Business & EmploymentPeopleRef: Sec. 1, subsection (7)(a)(iv)By clarifying that only workers covered by the collective bargaining agreement are subject to premium reporting, the bill prevents double-counting and ensures accurate benefit accrual — protecting workers from potential benefit dilution or administrative errors that could delay or reduce their leave benefits.
HealthcarePeopleRef: Sec. 1, subsection (7)(a)(iv)
Potential Concerns (3)
The bill imposes new administrative and financial responsibilities on employer representatives for dockworkers, requiring them to report and pay family leave premiums for covered workers — potentially increasing compliance costs and administrative burden for these representatives, especially if they are small or mid-sized firms managing multiple CBA-covered groups.
Business & EmploymentPeopleRef: Sec. 1, subsection (7)(a)(iv)By including employer representatives in the definition of 'employer' for premium collection purposes, the bill may expand liability exposure for these representatives — potentially exposing them to penalties or audits for misreporting or underpayment, even when they are acting as agents rather than direct employers.
Rights & LibertiesPeopleRef: Sec. 1, subsection (7)(a)(iv)The Employment Security Department (ESD) will need to develop new systems and guidance to administer premium collection for this newly defined employer category, diverting staff and resources from other priorities — though the fiscal impact note says no specific dollar amount is specified, implementation costs are likely.
Local GovernmentPeopleRef: Sec. 1, subsection (7)(a)(iv)
Who Is Most Affected
Dockworkers covered under CBAs gain explicit inclusion in the paid family and medical leave program, ensuring they can access benefits without gaps — especially important for those in physically demanding jobs who may need leave for injury recovery or caregiving.
Employer representatives (often union-affiliated or third-party administrators) gain legal clarity but face new administrative duties — they benefit from reduced ambiguity in reporting obligations but may incur costs for compliance systems.
ESD gains authority to collect premiums from a previously ambiguous category, improving program integrity — but must invest in new operational capacity, which may strain existing resources.
Other port-related workers not covered by the CBA (e.g., independent contractors, temporary workers, or non-bargaining-unit employees) are not included in this change — they may remain excluded from premium reporting and benefit access, potentially widening coverage gaps.