The bill creates a new chapter in Title 49 RCW that brings employees who cultivate, grow, harvest, or produce cannabis on farms under the jurisdiction of the Public Employment Relations Commission (PERC) for collective bargaining. It establishes definitions and procedures for certification of exclusive bargaining representatives, election rules (including 30% petition and 10% ballot thresholds, runoff rules, and a 50% cross-check option), allows consolidating bargaining units, and limits representation challenges to not less than 12 months after the last election except during a 60–90 day pre-contract-expiration window. Employers are required to bargain in good faith with certified representatives, may be subject to binding arbitration if provided in a collective bargaining agreement, and if no contract exists may implement a last and best offer with disputes about that implementation subject to grievance arbitration under the prior contract or the implemented offer. The act also makes RCW 41.56.037 applicable to this chapter and references cannabis producer and processor license statutes. The bill sets rules for payroll deduction of union dues after employee authorization and certification by the bargaining representative, requires employers to provide editable employee contact and employment information to the exclusive bargaining representative within prescribed timeframes (21 business days for new hires, every 120 business days thereafter), and limits the representative’s use of that information to representation purposes. It defines unfair labor practices for both employers and bargaining representatives, gives PERC authority to prevent and remedy unfair labor practices (including cease-and-desist orders, damages, reinstatement, and petitioning superior court for enforcement and temporary relief), imposes a six-month filing limit for unfair labor practice complaints, permits PERC rulemaking, and contains a severability clause. This is a new law establishing a statutory collective bargaining regime and enforcement procedures for a defined class of cannabis farm workers; it creates new procedural rights, certification and election rules, data-sharing obligations, and remedies for unfair labor practices. Missing from the extracted material are the remainder of Section 11, the full text of any additional sections beyond Section 18, the detailed content or cross-references of sections 15 and 16 as originally referenced in the first excerpt, the effective date for the bill’s provisions, and the text or implications of RCW 41.56.037 and other external statute provisions cited.

If enacted, farm workers who cultivate or process cannabis would gain formal collective bargaining rights under the Public Employment Relations Commission (PERC). Employers holding cannabis producer or collocated processor licenses would need to recognize certified bargaining representatives, participate in elections set off by 10/30/50 percent support thresholds, bargain in good faith, deduct union dues when authorized, and provide employee contact and job information within 21 business days of hire and every 120 business days thereafter. Employers face new administrative work and legal risk: PERC can order remedies for unfair labor practices, courts can enforce data‑production failures and award fees, and disputes can go to binding arbitration or PERC-appointed arbitrators at no charge. The people most affected are cannabis farm employers, who will likely incur costs for compliance (time to run elections, share employee records, administer dues deductions, and respond to bargaining or arbitration) and face exposure to unfair labor practice charges and potential damages or reinstatement orders. Employees and labor organizations stand to gain clearer routes to organize, certified representation, and grievance arbitration, while being subject to rules limiting the use of employee contact information. Some implementation details are unclear from the provided text—sections referenced but not included (for example part of Sec. 11 and any broader definitions like "farm" or the bill’s effective date) could affect timing and certain obligations.