SHB 1738
In CommitteeHouse
Veteran benefits access
Ensuring access to state benefits and opportunities for veterans, uniformed service members, and military spouses.
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
Potential Benefits (5)
Adds a 10% scoring boost on public job exams for veterans and uniformed service members who served during war or armed conflict and do not receive military retirement, and a 5% boost for others. This gives preferential treatment in civil service hiring, improving employment outcomes for veterans and service members.
Business & EmploymentPeopleRef: Sec. 8, RCW 41.04.010Expands the definition of 'uniformed services' to include the U.S. Public Health Service Commissioned Corps and NOAA Commissioned Officer Corps, ensuring eligibility for benefits and protections for these professionals, who are often overlooked in veteran and military spouse support programs.
Rights & LibertiesPeopleRef: Sec. 2, RCW 38.42.010Requires public licensing agencies to extend active license validity during military service and allow reinstatement within six months of discharge, and allows spouses to place licenses on inactive status during relocations. This reduces barriers to continued employment for service members and spouses facing frequent relocations.
Business & EmploymentPeopleRef: Sec. 7, RCW 43.24.130Establishes a permissive hiring preference for veterans and military spouses in both public and private sector jobs, explicitly stating this does not violate state anti-discrimination laws. This enhances employment opportunities for veterans and military spouses in a wide range of jobs.
Business & EmploymentPeopleRef: Sec. 14, RCW 73.16.110Expands 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. This improves retirement security for first responders and public employees with military service.
Public SafetyLean peopleRef: Sec. 4–6, RCW 41.18.150, 41.20.050, 41.40.170
Potential Concerns (5)
Adds a 10% scoring boost on public job exams for veterans and uniformed service members who served during war or armed conflict and do not receive military retirement, and a 5% boost for others. This gives preferential treatment in civil service hiring, improving employment outcomes for veterans and service members.
Business & EmploymentPeopleRef: Sec. 8, RCW 41.04.010Expands the definition of 'uniformed services' to include the U.S. Public Health Service Commissioned Corps and NOAA Commissioned Officer Corps, ensuring eligibility for benefits and protections for these professionals, who are often overlooked in veteran and military spouse support programs.
Rights & LibertiesPeopleRef: Sec. 2, RCW 38.42.010Requires public licensing agencies to extend active license validity during military service and allow reinstatement within six months of discharge, and allows spouses to place licenses on inactive status during relocations. This reduces barriers to continued employment for service members and spouses facing frequent relocations.
Business & EmploymentPeopleRef: Sec. 7, RCW 43.24.130Establishes a permissive hiring preference for veterans and military spouses in both public and private sector jobs, explicitly stating this does not violate state anti-discrimination laws. This enhances employment opportunities for veterans and military spouses in a wide range of jobs.
Business & EmploymentPeopleRef: Sec. 14, RCW 73.16.110Expands 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. This improves retirement security for first responders and public employees with military service.
Public SafetyLean peopleRef: Sec. 4–6, RCW 41.18.150, 41.20.050, 41.40.170
Who Is Most Affected
Veterans and current uniformed service members benefit significantly through hiring preferences, scoring boosts on civil service exams, expanded retirement credit, and license protections. These provisions directly improve their employment stability and long-term financial security.
Military spouses benefit through hiring preferences in both public and private sector jobs and the ability to place professional licenses on inactive status during relocations, reducing career disruption caused by frequent moves. However, the hiring preference in private sector jobs is permissive, not mandatory, limiting enforcement power.
Public employers (state, counties, cities, agencies) face increased administrative burdens in implementing hiring preferences, license extensions, and retirement credit calculations. While the bill provides clarity, it may increase costs for retirement systems, especially for fire and police pensions.
Private employers gain legal clarity that permissive hiring preferences for veterans and military spouses do not violate anti-discrimination laws, reducing legal risk. However, they are not required to adopt such preferences, so the impact is limited and voluntary.