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Washington Walkaround Rule on the Making

30 Apr

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Update Applicable to:Effective Date
All Covered EmployersSee Details Below


What happened?

On December 17, 2024, DOSH began the rulemaking process to align with federal OSHA’s Walkaround Rule. This rule allows employees to designate another employee or a non-employee third party as their representative during DOSH inspections.


Overview:

The third party must be shown to be reasonably necessary to assist the investigator, with few limitations, and DOSH has the final say on their participation.

The Notice of Intent is the first step, followed by opportunities for public comment.

  • DOSH may revise the rule based on feedback. If the rule incorporates federal law, it may be implemented through an Expedited Rulemaking process, which does not require a hearing.
  • This rule does not restrict third-party representation to recognized unions, meaning unions during or starting a campaign could enter company property and accompany inspectors.
  • This access could significantly impact union organizing, as labor organizers could use it to enter private property and connect with unrepresented employees to promote workplace safety.


Additional Information:

Contact for Comments: Tari Enos, Division of Occupational Safety and Health (DOSH)

  • Address: PO Box 44620, Olympia, WA 98504-4620
  • Email: Tari.Enos@Lni.wa.gov
  • Fax: 360-902-5619
  • Phone: 360-902-5541


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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