This bill amends Washington wage and leave law by reducing the standard workweek used to trigger overtime from 40 hours to 32 hours and by changing paid sick leave accrual and related rules. It amends RCW 49.46.130 to require employers to pay overtime at not less than one and one‑half times the regular rate for hours worked over 32 in a workweek, while retaining and specifying multiple exemptions and special rules (including retail/service commission exceptions, commissioned vehicle-and-equipment salespeople options, public agency fire and law‑enforcement overtime computed over a 28‑day work period, seamen, seasonal fair workers, certain truck/bus and air carrier arrangements, and real estate licensee rules). The amendment also applies the 32‑hour overtime threshold to agricultural employees, defines "agricultural employee" and "dairy employee" (NAICS 112120), and adds a limitation on remedies for certain historical unpaid-overtime claims by agricultural or dairy employees dating from November 5, 2020, excluding class members identified in Martinez-Cuevas v. DeRuyter Bros. Dairy. The bill amends RCW 49.46.210 to change paid sick leave accrual to at least one hour of paid sick leave for every 32 hours worked and preserves the requirement that sick leave be available beginning on the 90th calendar day of employment. It specifies allowable uses (including the employee’s own medical needs, care of defined family members, government-ordered closures, qualifying domestic violence leave, and preparation for or participation in judicial or administrative immigration proceedings), verification and notice rules, carryover limits (employers not required to allow carryover above 40 hours except for specified construction-worker and driver provisions), separation and rehire treatment, and anti‑retaliation protections. It creates detailed, driver‑specific earned paid sick time rules for transportation network company drivers: accrual based on passenger platform time (one hour per 32 hours), use after specified hours worked, compensation at average hourly compensation, minimum and maximum use increments, limits on stale accrual after 365 days of inactivity, employer notification and app/portal requirements, payment timing (no later than 14 days or the next scheduled pay), limited verification, and a department rulemaking authorization. Legally, the bill makes substantive statutory changes to overtime and paid leave law (a standards change and procedural requirements), and it limits available remedies for certain past agricultural/dairy overtime claims. The bill creates at least one new section and amends RCW 49.46.130 and RCW 49.46.210; Sec. 4 sets the act’s effective date as January 1, 2028. The text provided is incomplete: the new section’s text is not included here, some subsections are cut off, and bracketed historical transition language and other possible provisions or enforcement details may appear in the remaining, unseen portions of the bill.

If enacted, the bill would make 32 hours the new threshold for overtime in Washington, so most hourly workers would be entitled to time-and-a-half pay for hours worked beyond 32 in a week unless a specific exemption applies. It also changes paid sick leave accrual to at least one hour for every 32 hours worked and sets separate, detailed earned sick-time rules for transportation network company drivers (including accrual and use rules, pay at a driver’s average hourly compensation, minimum and maximum use increments, monthly notices, and expiration of unused time after 365 days of inactivity). Agricultural work is brought under the 32-hour overtime rule but the law bars many remedies for historical unpaid overtime claims dating back to November 5, 2020; public safety employees, certain commissioned salespeople, and other listed groups remain subject to special rules. Practically, employers statewide should expect higher labor costs, more scheduling and payroll complexity, and new administrative duties to track accruals and comply with driver-specific requirements; transportation network companies in particular will need systems to record passenger platform time, calculate average hourly compensation, provide apps/portals and monthly notices, and pay drivers within specified timeframes. Workers, especially hourly employees and platform drivers, would likely gain earlier overtime protection and more accessible paid sick leave and anti-retaliation protections. Some implementation details and the new section referenced in the bill are not included in the provided text, so exact timelines, enforcement mechanisms, and certain exemptions may be clarified elsewhere; the bill is stated to take effect January 1, 2028.