Washington Prohibits Employer-Mandated Religious and Political Meetings

Washington state has enacted legislation (Senate Bill 5778), which protects employees who refuse to attend employer meetings or listen to (or view) employer communications because the meetings or communications involve political or religious matters. Senate Bill 5778 takes effect on June 6, 2024.

The Details

An employer may not threaten to or actually discipline or discharge, penalize or take adverse employment action against an employee:

• If the employee refuses to:
• To require the employee to attend a meeting or participate in communications; or
• That makes a good faith report (orally or in writing) of a violation or suspected violation of Senate Bill 5778. The law also protects an individual acting on behalf of an employee.

Note: This protection does not apply if the employee knows that the report is false.

The law provides the following definitions:

• Political matters: Matters relating to elections for political office, political parties, proposals to change legislation, proposals to change regulations, and the decision to join or support a political party or political, civic, community, fraternal, or labor association or organization.
• Religious matters: Matters relating to religious affiliation and practice and the decision to join or support any religious organization or association.

Posting requirements

Covered employers must post a notice of employee rights in a place normally used for employment-related notices and in a place commonly frequented by employees.

Note: See the text of the law for further details on employers that are exempt from Senate Bill 5778 requirements.

Exceptions

Under the law, an employer (or its agent, representative, or designee) may:

• Communicate information to employees: 1) to the extent the information is required by law, and 2) information that is necessary for the employees to perform their lawfully required job duties;
• Offer meetings, forums, or other communications about religious or political matters where attendance or participation is voluntary; and
• Require employees to attend a meeting, training or other event that is necessary: 1) for the employee to perform their lawfully required job duties, or 2) to help reduce and prevent workplace harassment or discrimination.

Next Steps

• Post the Washington State Department of Labor & Industries’ required notice, once available, by June 6, 2024.
• Review disciplinary policies and practices.
• Train supervisors on the requirements under Senate Bill 5778.