The Washington State Department of Labor & Industries’ (L&I) Employment Standards Program is seeking stakeholder feedback on an updated preliminary draft of the rules it is developing for the Equal Pay and Opportunities Act (EPOA). The program started its rulemaking effort on Aug. 6 by filing a Preproposal Statement of Inquiry (CR-101).
The Employment Standards program is developing the rules to prepare for upcoming changes to the Equal Pay and Opportunities Act created by the passage of Substitute House Bill 1905 earlier this year. These rules will help employers comply with the law and help workers understand their new protections.
The bill expands existing worker protections against pay and promotion discrimination based on gender under the Equal Pay and Opportunities Act to include race, creed, military status, and other protected classes.
We are asking the public to review the updated draft of the preliminary rule language by November 22, 2024.
Feedback can be submitted directly to this page via the “Submit Comments” tab, or using an attached document via the “Upload Documents” tab.
Feedback can also be submitted via the ESRules@Lni.wa.gov email box.
In addition to written comments, L&I has scheduled a virtual feedback session to share information, respond to questions, and receive comments.
10 a.m. on Nov. 7, virtual via Zoom. The password is EPOA#2024. To take part by phone, call 253-205-0468. The telephone ID is 819 2201 1084 and passcode is 517344521.
Interpretation services can be provided at no cost to you when you request them ahead of time. Se le pueden proporcionar servicios de interpretación sin costo alguno si los solicita con anticipación.
The Washington State Department of Labor & Industries’ (L&I) Employment Standards Program is seeking stakeholder feedback on an updated preliminary draft of the rules it is developing for the Equal Pay and Opportunities Act (EPOA). The program started its rulemaking effort on Aug. 6 by filing a Preproposal Statement of Inquiry (CR-101).
The Employment Standards program is developing the rules to prepare for upcoming changes to the Equal Pay and Opportunities Act created by the passage of Substitute House Bill 1905 earlier this year. These rules will help employers comply with the law and help workers understand their new protections.
The bill expands existing worker protections against pay and promotion discrimination based on gender under the Equal Pay and Opportunities Act to include race, creed, military status, and other protected classes.
We are asking the public to review the updated draft of the preliminary rule language by November 22, 2024.
Feedback can be submitted directly to this page via the “Submit Comments” tab, or using an attached document via the “Upload Documents” tab.
Feedback can also be submitted via the ESRules@Lni.wa.gov email box.
In addition to written comments, L&I has scheduled a virtual feedback session to share information, respond to questions, and receive comments.
10 a.m. on Nov. 7, virtual via Zoom. The password is EPOA#2024. To take part by phone, call 253-205-0468. The telephone ID is 819 2201 1084 and passcode is 517344521.
Interpretation services can be provided at no cost to you when you request them ahead of time. Se le pueden proporcionar servicios de interpretación sin costo alguno si los solicita con anticipación.
To submit your feedback directly to this page, please enter your comments in the text box below.
CLOSED: This discussion has concluded.
This is a great law that's going to become effective in 2025! however, it would be even better if it could be retroactive a year at least to cover people who have been discriminated against because of AGE all these years. Not getting equal pay because of procedures that a business decides needs training for increased pay when all of the people in that department hold the same certificate with the same experience is wrong.
There is also something called certification pay at our hospital and their explanation for it is vague. We hold two certificates and we should qualify for the additional certificate. The business does not go into detail about what qualifies for certification pay- all they say is the minimum to do your job but no detail about what that minimum is defined as.
This is a great law that's going to become effective in 2025! however, it would be even better if it could be retroactive a year at least to cover people who have been discriminated against because of AGE all these years.
Not getting equal pay because of procedures that a business decides needs training for increased pay when all of the people in that department hold the same certificate with the same experience is wrong.
There is also something called certification pay at our hospital and their explanation for it is vague. We hold two certificates and we should qualify for the additional certificate. The business does not go into detail about what qualifies for certification pay- all they say is the minimum to do your job but no detail about what that minimum is defined as.
Thank you for your time!
Joanna Whaley