Official Text and Analysis.

Prohibits an employer from, among other things, including any question on an application or inquiring into an applicant's criminal background until after the employer initially determines that the applicant is otherwise qualified for the position.

Adds a preemption clause (cities, towns, counties, and other municipalities may enact only ordinances on employment laws related to criminal records that are consistent with the Fair Chance Act (Act) and local ordinances in existence as of the effective date of the Act that are inconsistent are preempted and repealed).

Prohibits an employer from, among other things, including any question on an application or inquiring into an applicant's criminal background until after the employer initially determines that the applicant is otherwise qualified for the position.

Adds a preemption clause (cities, towns, counties, and other municipalities may enact only ordinances on employment laws related to criminal records that are consistent with the Fair Chance Act (Act) and local ordinances in existence as of the effective date of the Act that are inconsistent are preempted and repealed)..

Enacts the Washington Fair Chance Act. Prohibits employers from making inquiries related to criminal records until after initially determining the applicant is qualified for the position..

Changes the definition of "employer" to include any person acting in the interest of an employer, directly or indirectly, who employs 15 or more persons, and does not include any religious or sectarian organization not organized for private profit.

Makes prohibitions on employers from inquiring about criminal backgrounds, and advertising and having policies to exclude individuals with criminal backgrounds inapplicable to positions: (1) Requiring certain bonding or surety; (2) where public entity contracts prohibit sending workers with criminal history; (3) for sales or services at residential properties; and (4) in a home-based business.

Specifies records that employers must retain for 3 years, which may not be extended by local governments except ordinances in existence on the effective date.

Removes the provisions: (1) That the act may not be construed to interfere with local government current and future laws that provide additional protections to individuals with criminal records; and (2) that local government laws that provide lesser protections conflict with this chapter and may not be enforced. Preempts local governments from enacting laws and ordinances relating to employment laws related to criminal records, except as authorized by state laws.

The Attorney General's office must allow a 90-day period to correct the violation before assessing a second violation..

Passed the Legislature.