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Provides paid time off for Washington state residents when a serious health condition prevents them from working or when they need time to care for a family member or a new child, or for certain military-related events. Provides up to 90% of weekly pay—up to a maximum of $1,427 Most Washington workers are eligible for up to 12 weeks of Paid Family and Medical Leave a year. Some may qualify for up to 18 weeks of paid leave. The leave does not have to be used all at once. MEDICAL LEAVE When a serious health condition prevents an employee from working, medical leave covers a wide range of serious health needs such as major surgery, after giving birth to a baby, for bed rest during pregnancy, to receive treatment for a chronic health condition, and to receive inpatient treatment for substance abuse or mental health. FAMILY LEAVE When an employee needs to take time off to care for a family member and the family member has a serious health condition that would qualify them for medical leave, or if they're welcoming a new baby or child into their family, they are eligible for family leave. MILITARY FAMILY LEAVE Allow Washington workers to spend time with a family member in the military if the family member is about to be deployed overseas or is returning from overseas deployment.

Safeguards employees' rights to organize and to determine whether to have a union as their bargaining representative. Acts to prevent and remedy unfair labor practices committed by private sector employers and unions. Enforces the National Labor Relations Act which protects the rights of employees, employers and unions; encourages collective bargaining, and curtails certain private sector labor and management practices.

Provides before and after-school sessions Monday through Friday who are in need of support with homework assistance, tutoring and mentoring.  Parents bring children to the before-school session and return in the evening to pick up their children. Children are transported to and from Beacon Hill International and Kimball Elementary schools by van and they participate in academic as well as cultural activities.

Investigates and resolves complaints regarding Seattle's Labor Standard laws, including the Minimum Wage Ordinance, Wage Theft Ordinance, Paid Sick and Safe Time Ordinance, Fair Chance Employment Ordinance, Domestic Workers Ordinance, Commuter Benefits, Hotel Employee Protections, Independent Contractor Protections, and any other laws the city may enact. Enforces Seattle's labor standards ordinances to protect workers and educate employers on their responsibilities.    Minimum Wage Ordinance: In 2024, the minimum wage in the City of Seattle is $19.97 per hour for large employers (501 or more employees worldwide) and $19.97 /hour for small employers (500 or fewer employees worldwide). Website for more info: http://www.seattle.gov/laborstandards/ordinances/minimum-wage   Wage Theft Ordinance: The Seattle Wage Theft Ordinance authorizes the Office of Labor Standards to investigate workers' complaints of nonpayment of wages and tips. The ordinance also requires employers to provide written notice to employees at time of hire of change of employment, containing the employer's name, physical address and contact information, pay rate, pay basis, regular pay day and tip policies. The Wage Theft Ordinance creates an administrative process for addressing wage theft complaints but does not replace criminal investigations. It remains a crime to withhold payment of wages and tips owed to employees under Seattle Municipal Code 14/20. Website for more info: http://www.seattle.gov/laborstandards/ordinances/wage-theft   Paid Sick and Safe Time Ordinance: The Paid Sick and Safe Time Ordinance (PSST) requires employers to provide paid sick and safe time for employees. PSST can be used for an employee's absence from work due to illness, medical appointments, or critical safety issue, including domestic violence, sexual assault or stalking. The ordinance applies to all employers with more than four full-time equivalent employees. All employees are eligible for the new benefit, including full-time, part-time and temporary workers. Website for more info: http://www.seattle.gov/laborstandards/ordinances/paid-sick-and-safe-time   Fair Chance Employment Ordinance: The Seattle Fair Chance Employment Ordinance sets limits on how employers can use conviction and arrest records for jobs within Seattle city limits. Increased employment opportunities will reduce recidivism, reduce racial disparities in the criminal justice system and strengthen our community. Website for more info: http://www.seattle.gov/laborstandards/ordinances/fair-chance-employment   Hotel Employees Health and Safety Initiative: The Hotel Employees Health and Safety Initiative establishes protections for the health and safety of hotel employees working in Seattle. SMC 14. 25 focuses on improving employee health and safety by protecting employees from violent assault and sexual harassment, protecting hotel employees from injury, improving access to medical care for low income hotel employees, preventing disruptions in the hotel industry and providing enforcement guidelines. Website for more info: http://www.seattle.gov/laborstandards/ordinances/hotel-employees-health-and-safety-initiative

Administers and enforces federal worker protection laws. Ensures that workers are paid properly for all the hours they work, regardless of immigration status. Federal labor laws include the following: - Fair Labor Standards Act (Minimum Wage, Overtime, Record Keeping, Child Labor) - Migrant and Seasonal Agricultural Worker Protection Act - Employee Polygraph Protection Act - Family and Medical Leave Act (and Military Caregiver Leave) - Davis Bacon and Related Acts (Government Contracts) - McNamara – O’Hara Service Contract Act - PUMP Act (Nursing Mothers Provision) - Home care provisions of the FLSA Also enforces: - Wage garnishment provisions of the Consumer Credit Protection Act - Employment standards and worker protections as provided in several immigration related statutes (H2A / H2B / H1B) Additionally provides and offers outreach seminars and information to employers and industry associations about federal labor laws and provides technical assistance. Employers cannot terminate workers or in any other manner discriminate against them for filing a complaint with WHD.

Gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as -  Voluntary or involuntary job loss -  Reduction in the hours worked -  Transition between jobs -  Death -  Divorce -  Other life events Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan.