HB 2392
In CommitteeHouse
Hazardous facility workforce
Requiring building and construction contractors to use a skilled and trained workforce for performing work at certain hazardous facilities.
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 requires contractors working at certain hazardous facilities—like power plants, pulp mills, and nuclear facilities—to use a workforce of registered apprentices or skilled journeypersons who have completed approved advanced safety training. It sets phased hiring goals and training requirements to ensure workers have the necessary skills and safety knowledge for high-risk environments.
- Requires contractors working at certain hazardous facilities (e.g., power plants, pulp mills) to use a 'skilled and trained workforce'—defined as workers who are either registered apprentices or skilled journeypersons—for on-site construction, repair, or maintenance work in apprenticeable occupations.
- Sets phased targets for apprenticeship graduation rates: by 2027, at least 30% of skilled journeypersons must be apprenticeship graduates; by 2028, at least 60%.
- Requires all skilled journeypersons and registered apprentices performing on-site work to complete at least 20 hours of approved advanced safety training within the prior three years.
- Establishes a new 'approved advanced safety training' curriculum, to be developed by the Department of Labor & Industries in consultation with the Washington State Apprenticeship and Training Council, and mandates certification for workers who complete it.
- Exempts certain work (e.g., warranty repairs, security, environmental testing, emergency response) and allows limited exceptions for workforce shortages or emergencies.
Who is affected
- Building and construction contractors and subcontractors — Contractors and subcontractors performing construction, repair, or maintenance work at covered hazardous facilities must ensure their on-site workforce meets specific skill and training requirements, including hiring registered apprentices and skilled journeypersons who have completed approved safety training.
- Construction and maintenance workers in apprenticeable occupations — Workers in apprenticeable trades (e.g., electricians, plumbers, pipefitters) working at covered facilities must be either registered apprentices or skilled journeypersons with documented training, and must complete approved safety training to remain compliant.
- Operators of hazardous facilities (e.g., power plants, pulp and paper mills) — Operators and owners of hazardous facilities (e.g., power plants, pulp mills) must ensure their contractors comply with workforce requirements and may be held responsible for enforcing these standards in contracts.
- Apprenticeship programs and safety training providers — Apprenticeship programs and training providers must develop and deliver approved advanced safety training curricula, and may be asked to certify workers who complete the training.
Pro/Con Analysis
Stronger case for benefits
Potential Benefits (5)
Mandating 20 hours of approved advanced safety training for all workers on-site at hazardous facilities significantly improves on-the-job safety in high-risk environments—reducing the likelihood of catastrophic incidents, injuries, and fatalities in power plants, pulp mills, and nuclear facilities.
Public SafetyPeopleRef: Sec. 3(2), Sec. 2(2)(a)-(d)The phased apprenticeship graduation targets (30% by 2027, 60% by 2028) create strong financial and operational incentives for contractors to invest in and partner with registered apprenticeship programs, expanding access to high-quality, paid career pathways in skilled trades for Washington youth and displaced workers.
EducationPeopleRef: Sec. 3(1)(a), Sec. 3(1)(b)By requiring skilled journeypersons to be paid at or above prevailing wages, the bill helps prevent wage suppression and ensures that workers on high-risk jobs receive compensation consistent with their skill level, supporting middle-class wage stability in the trades.
Business & EmploymentPeopleRef: Sec. 1(9)(b), Sec. 2(1)Allowing facility owners to use their own employees (not subject to the requirement) preserves in-house skilled labor capacity and may reduce reliance on external contractors, supporting long-term workforce retention at large public or unionized facilities.
Local GovernmentPeopleRef: Sec. 2(4)(a)The requirement that the Department of Labor & Industries develop and certify an advanced safety training curriculum—while allowing acceptance of existing state and out-of-state credentials—promotes standardization and quality control in safety training, improving portability of credentials across regions and industries.
EducationPeopleRef: Sec. 2(2)(c), Sec. 2(2)(d)
Potential Concerns (5)
Contractors and subcontractors may face increased labor costs and administrative burdens due to requirements to hire apprenticeship graduates and skilled journeypersons, and to track apprenticeship status and safety training compliance. This may disproportionately impact small- and mid-sized contractors with limited HR capacity or limited access to local apprenticeship pipelines, potentially reducing their competitiveness in bidding for contracts at covered facilities.
Business & EmploymentPeopleRef: Sec. 2(1), Sec. 3(1)(a), Sec. 3(1)(b)While the bill allows exceptions for workforce shortages and emergencies, the 48-hour waiting period and requirement to document attempts to obtain qualified workers may delay critical maintenance and repairs, especially in remote facilities or during seasonal labor shortages, potentially increasing project timelines and costs for facility operators and contractors alike.
Business & EmploymentPeopleRef: Sec. 2(4)(b), Sec. 2(4)(c)The requirement for 20 hours of approved advanced safety training within three years may strain training resources, especially in rural areas or for trades with limited local training providers; this could create bottlenecks in certification and delay onboarding of qualified workers, particularly for smaller firms without dedicated training budgets.
Business & EmploymentLean peopleRef: Sec. 3(2), Sec. 2(2)(a)-(d)Noncompliance with workforce requirements is treated as a violation of the Washington Industrial Safety and Health Act (WISHA), exposing contractors to enforcement actions and penalties; however, the wage requirement is treated separately under wage law, creating a complex compliance landscape that may disproportionately burden small firms without legal or compliance staff.
Business & EmploymentLean peopleRef: Sec. 4(1), Sec. 4(2)The bill applies to each individual contractor’s and subcontractor’s workforce, meaning downstream subcontractors may be unable to meet thresholds if upstream prime contractors do not coordinate apprenticeship hiring, potentially fragmenting the workforce and complicating compliance across multi-tiered contracting chains.
Business & EmploymentLean peopleRef: Sec. 2(1), Sec. 2(5)
Who Is Most Affected
Apprentices and journeypersons in apprenticeable trades (e.g., electricians, pipefitters, boilermakers) gain clearer career pathways, higher wages, and enhanced safety training—especially those entering or completing apprenticeships. However, those not yet registered may face temporary barriers to entry if contractors reduce hiring to meet the 60% apprenticeship-graduate threshold.
Small- and mid-sized contractors may face higher compliance costs and reduced competitiveness if they lack access to local apprenticeship pipelines or training resources. Large contractors with established apprenticeship partnerships or in-house training programs may gain a competitive advantage.
Operators of hazardous facilities benefit from a more skilled, safety-trained workforce, reducing risk of operational incidents and liability. However, they may face higher procurement costs and must monitor contractor compliance, potentially increasing administrative burden.
Apprenticeship programs and training providers gain new demand for certified safety training and may receive increased referrals from contractors seeking compliant workers. However, they must invest in curriculum development and certification infrastructure to meet state standards.
Local hiring halls and union dispatch centers may see increased demand for skilled labor referrals, but could face strain if contractors exceed 48-hour wait times for qualified workers during shortages, potentially leading to disputes over dispatch fairness and capacity.