Washington · statute · Wash. Rev. Code ch. 49.37 · 18 active provisions
The definitions in this section apply throughout this chapter unless the context clearly requires otherwise.(1) "Bargaining representative" means any lawful organization that represents employees in their employment relations with their employers.(2) "Collective bargaining" means the performance of the mutual obligatio…
No employer or other person may directly or indirectly interfere with, restrain, coerce, or discriminate against any employees or group of employees in the free exercise of their right to organize and designate bargaining representatives of their own choosing for the purpose of collective bargaining, or in the free exe…
If an employer and its employees are in disagreement as to the selection of a bargaining representative, the commission must be invited to intervene as is provided in RCW 49.37.040 through 49.37.060.
(1)(a) The commission, upon reasonable notice, shall decide in each application for certification as an exclusive bargaining representative, the unit appropriate for the purpose of collective bargaining.(b) In determining, modifying, or combining the bargaining unit, the commission shall consider the duties, skills, an…
(1)(a) Upon request of a prospective bargaining representative showing written proof of at least 30 percent representation of the employees within the unit, the commission shall hold an election by ballot to determine the issue.(b) The ballot must contain the name of the prospective bargaining representative and of any…
(1) The bargaining representative that has been determined to represent a majority of the employees in a bargaining unit must be certified by the commission as the exclusive bargaining representative of, and must represent, all the employees within the unit without regard to membership in the bargaining representative.…
RCW 41.56.067 applies to this chapter.
No employer may refuse to engage in collective bargaining with the exclusive bargaining representative. Upon the failure of the employer and the exclusive bargaining representative to conclude a collective bargaining agreement, any matter in dispute may be submitted by either party to the commission. If an employer imp…
(1) Upon the authorization of an employee within the bargaining unit and after the certification or recognition of the bargaining unit's exclusive bargaining representative, the employer must deduct from the payments to the employee the monthly amount of dues as certified by the secretary of the exclusive bargaining re…
A collective bargaining agreement may provide for binding arbitration of a labor dispute arising from the application or the interpretation of the matters contained in a collective bargaining agreement.
(1) After the termination date of a collective bargaining agreement, all the terms and conditions specified in the collective bargaining agreement remain in effect until the effective date of a subsequent agreement, not to exceed one year from the termination date stated in the agreement. Thereafter, the employer may u…
In addition to any other method for selecting arbitrators, the parties may request the commission to appoint a qualified person who may be an employee of the commission to act as an arbitrator to assist in the resolution of a labor dispute between the employer and the bargaining representative arising from the applicat…
(1) If the employer has the information in the employer's records, the employer must provide to the exclusive bargaining representative the following information for each employee in an appropriate bargaining unit:(a) The employee's name and date of hire;(b) The employee's contact information, including: (i) Cellular,…
It is an unfair labor practice for an employer to:(1) Interfere with, restrain, or coerce employees in the exercise of their rights guaranteed by this chapter;(2) Control, dominate, or interfere with a bargaining representative;(3) Engage in or create the impression of surveillance of activities protected by this chapt…
It is an unfair labor practice for a bargaining representative to:(1) Interfere with, restrain, or coerce employees in the exercise of their rights guaranteed by this chapter;(2) Induce the employer to commit an unfair labor practice;(3) Discriminate against an employee who has filed an unfair labor practice charge or…
(1) The commission must prevent unfair labor practices and issue appropriate remedial orders. However, a complaint may not be processed for an unfair labor practice occurring more than six months before the filing of the complaint with the commission or in superior court.(2) If the commission determines that a person h…
The commission may adopt rules necessary to administer this chapter in conformity with the intent and purpose of this chapter and consistent with the best standards of labor-management relations.
This chapter may not be interpreted by any court to apply to or otherwise extend any rights to any employee who is not specifically employed by an employer to perform the work of cultivating, growing, harvesting, or producing cannabis, including defoliating, drying, bucking, precuring, curing, drying, trimming, sorting…