WA SB5549

Prohibits employers from inquiring about criminal records until after making a conditional job offer, and bans job advertisements that exclude people with criminal histories (e.g., "no felons")

Bars employers from taking adverse employment actions based on arrest records or juvenile convictions, and limits actions based on adult convictions to situations where employers can demonstrate a "legitimate business reason"

Requires employers to notify applicants/employees of any criminal record being considered, hold positions open for at least 2 business days for response, and provide written documentation of reasoning if taking adverse action

Increases maximum administrative penalties from $750-$1,000 to $1,500-$15,000 per violation, with penalties payable to the aggrieved job applicant or employee

Maintains exemptions for positions involving unsupervised access to minors or vulnerable adults, law enforcement agencies, federally required background checks, and certain federal contract positions