• Winterbauer & Diamond PLLC
  • 1200 Fifth Avenue Suite 1700
  • Seattle, Washington 98101
  • 206.676.8440
Winterbauer & Diamond PLLC

Seattle Domestic Worker’s Bill of Rights Becomes Law

On July 27, 2018, Mayor Durkin signed into law the Seattle Domestic Worker’s Bill of Rights ordinance. The ordinance goes into effect on July 1, 2019. While eight states already have a similar law, Seattle is the first city to pass such legislation. Seattle’s Office of Labor Standards will provide guidance regarding the ordinance and enforce its provisions.

Nannies, caretakers, house cleaners, gardeners, and other domestic workers fall within the ordinance’s protections. This includes hourly and salaried employees as well as independent contractors. It does not include casual work (defined as “irregular, uncertain or incidental in nature and duration” and “different in nature from the type of paid work in which the worker is customarily engaged”), work done by family members, or work done by home care workers who are paid through public funds. All covered workers, whether hired directly or through a placement agency, must receive the minimum hourly wage and either meal and rest breaks or payment in lieu of such break time. Workers who live at their place of employment cannot be required to work more than six consecutive days without an unpaid consecutive 24-hour rest break. Further, employers are prohibited from taking and keeping any domestic worker’s original documents (e.g., a passport) or other personal effects.

The Seattle City Council will soon begin working on companion legislation regarding discrimination and sexual harassment protections for domestic workers. In 2019, the Council will create a Domestic Workers Standards Board comprised of individuals and community organizations. The Board will review labor standards, retirement benefits, worker’s compensation and sick leave issues.

The ordinance involves myriad changes for employers and domestic workers in Seattle. The full extent of these changes will not be known until the Domestic Workers Standards Board and Office of Labor Standards implement the ordinance and the anticipated upcoming companion law.

Post a Comment

Your email is never published nor shared. Required fields are marked *




Non-Client Communications

This Web site offers general information about our practice and its content is not intended to be, and should not be construed as, legal advice. You should also understand that by contacting Winterbauer & Diamond through this site you have not established an attorney-client relationship. Therefore, any information you provide will not be confidential and does not preclude our relationship with any other party. Inquiries regarding representation will be subject to our potential-client intake and conflict check process. Finally, you should understand that some legal matters are time sensitive. Delay may result in the waiver of claims or defenses, or otherwise harm you position. Therefore, we encourage you to continue your search for counsel while you await our response.

Attorney Advertising. This web site is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. [ Site Map ] [ Bookmark Us ]

See our profile at Lawyers.com or Martindale.com

LexisNexis, Martindale-Hubbell and the Knowledge Burst logo are registered trademarks of Reed Elsevier Properties Inc., used under license. Other products or services may be trademarks or registered trademarks of their respective companies.
© 2012 LexisNexis. All rights reserved.