(1) An employer must provide an applicant, or employee who is a victim of domestic violence, sexual assault, stalking, or hate crime, or an employee whose family member as defined in chapter 357-01 WAC, is a victim of such acts, a reasonable safety accommodation, which includes, but is not limited to the following:
(a) A transfer or reassignment;
(b) Modified schedule;
(c) Changed work telephone number, work email address and/or workstation;
(d) Installed lock;
(e) Implemented safety procedure; or
(f) Any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, stalking, or hate crime.
(2) Leave taken in accordance with chapter 357-31 WAC may be considered a reasonable safety accommodation.
(3) The employer may deny a reasonable safety accommodation based on an undue hardship, which means an action requiring significant difficulty or expense.
[Statutory Authority: RCW 41.06.133, 49.46.210, 49.76.010, 49.76.020, 49.76.030, 49.76.040, 49.76.060, and 49.76.115. WSR 25-24-063, s 357-26-055, filed 12/1/25, effective 1/1/26. Statutory Authority: Chapter 41.06 RCW, RCW 43.10.005 and 49.76.040. WSR 19-05-056, ยง 357-26-055, filed 2/15/19, effective 3/29/19.]