SHB 1738
In CommitteeHouse
Veteran benefits access
Ensuring access to state benefits and opportunities for veterans, uniformed service members, and military spouses.
- Introduced (completed)
- 2Committee (current stage)
- 3Floor Vote (not started)
- 4Opposite Chamber (not started)
- 5Governor (not started)
- 6Signed (not started)
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
HB 1738 expands benefits and hiring preferences for veterans, current uniformed service members, and military spouses in Washington state by strengthening job protections, adding scoring advantages on public exams, extending retirement credit for military service, and ensuring license continuity during service. It also updates definitions to include additional uniformed services and clarifies that military spouse preferences are legal under state anti-discrimination laws.
- Adds a 10% scoring boost on public job exams for veterans and uniformed service members who served during a period of war or armed conflict and are not receiving military retirement; a 5% boost for others.
- Expands military service credit in public retirement systems (fire, police, and general public employees) by up to five years for service during war or periods of armed conflict, with options to buy back service time.
- Requires public licensing agencies to extend active license validity during military service and allow reinstatement within six months of discharge, and allows spouses of service members to place licenses on inactive status during relocations.
- Establishes a hiring preference for veterans, uniformed service members, and their spouses in both public and private sector jobs in Washington, explicitly stating this does not violate equal employment opportunity laws.
- Clarifies definitions of 'uniformed services' to include the U.S. Public Health Service Commissioned Corps and the National Oceanic and Atmospheric Administration (NOAA) Commissioned Officer Corps across multiple statutes.
Who is affected
- Veterans and uniformed service members — Veterans and current members of the uniformed services (including the U.S. Public Health Service Commissioned Corps and NOAA Commissioned Officer Corps) with qualifying discharges gain expanded access to public employment preferences, including scoring boosts on civil service exams, credit for prior military service in retirement calculations, and license renewal protections during active service.
- Military spouses — Spouses of active-duty service members and spouses of veterans with service-connected permanent and total disabilities gain hiring preferences in both public and private sector jobs in Washington state, and can place professional licenses on inactive status during relocations caused by military orders.
- Public employers and government agencies — Public employers (state, counties, cities, and agencies) must follow new rules for crediting military service in retirement systems, renewing licenses during service, and applying hiring preferences—especially for fire, police, and other public safety roles.
- Private employers — Private employers may adopt permissive hiring preferences for veterans and military spouses without violating state anti-discrimination laws, and must comply with new rules on job reinstatement and benefit continuation after military leave.
Pro/Con Analysis
Stronger case for benefits
Potential Benefits (4)
The bill ensures that professional licenses remain valid for service members and allows spouses to place licenses on inactive status during relocations. This protects the livelihoods of military families who frequently move due to service orders, preventing them from losing their professional credentials and income potential during periods of active duty.
Rights & LibertiesPeopleRef: Sec. 7The 10% scoring boost for veterans who served in war or armed conflict and are not receiving military retirement provides a significant advantage in securing public sector employment. This helps bridge the gap between military experience and civilian job qualifications, facilitating smoother transitions to civilian careers for those who have served in high-stress environments.
Business & EmploymentPeopleRef: Sec. 8The extension of hiring preferences to spouses of active-duty service members and spouses of veterans with service-connected permanent and total disabilities addresses the unique employment challenges faced by military families. This provision helps stabilize family income and reduces the economic strain associated with frequent relocations and the absence of a service member.
Business & EmploymentLean peopleRef: Sec. 12, Sec. 14The provision allowing surviving spouses or eligible children of members who died in service to apply for retirement system service credit up to the date of death provides a crucial financial safety net. This ensures that families who lose a breadwinner in service receive the full value of the service member's career contributions, supporting long-term financial stability.
FinancialLean peopleRef: Sec. 6
Potential Concerns (3)
The expansion of military service credit in public retirement systems (fire, police, and general public employees) by up to five years increases the actuarial liability of these pension funds. This creates a long-term financial burden on the state and local governments that sponsor these systems, potentially leading to higher employer contribution rates or reduced funding for other public services.
FinancialLean industryRef: Sec. 4, Sec. 5, Sec. 6, Sec. 10The bill mandates scoring boosts on public exams and hiring preferences for veterans and military spouses, which can result in the displacement of non-veteran candidates who may have higher test scores or qualifications. This creates a tradeoff where merit-based selection is partially overridden by veteran status, potentially affecting the efficiency and perceived fairness of public hiring processes.
Rights & LibertiesLean industryRef: Sec. 8, Sec. 12, Sec. 14While framed as permissive, the explicit legal shield for private employers to prefer veterans and military spouses may create a chilling effect on non-veteran job seekers in the private sector, particularly in industries with high veteran representation. This could limit employment opportunities for a broader segment of the workforce that does not have military service history.
Business & EmploymentLean industryRef: Sec. 14
Who Is Most Affected
- Veterans and Uniformed Service MembersPositive Impact
Veterans and active-duty service members gain direct benefits through job preferences, scoring boosts, and license protections. These provisions are designed to ease their transition to civilian life and support their families during service.
- Military SpousesPositive Impact
Military spouses benefit from hiring preferences and license continuity during relocations. This helps mitigate the economic disruption caused by frequent moves and the absence of a service member, providing greater financial security and career stability.
- Public Employers and Government AgenciesMixed Impact
Public employers must implement new hiring preferences and retirement credit rules, which may increase administrative complexity and pension costs. However, they also gain a clearer legal framework for supporting veteran employees and their families.
- Private EmployersMixed Impact
Private employers may face increased scrutiny or legal challenges if they do not adopt veteran hiring preferences, although the bill frames these preferences as permissive. They may also experience changes in their workforce composition as veterans and military spouses gain preferential access to jobs.
- Non-Veteran Job SeekersNegative Impact
Non-veteran job seekers may face increased competition for public and private sector jobs due to the scoring boosts and hiring preferences granted to veterans and military spouses. This could potentially reduce their chances of employment in certain fields.