EEO - Discrimination: Washington
- Discrimination Under the Washington Law Against Discrimination
- Discrimination Provisions and Equal Opportunity
- Defense - Bona Fide Occupational Qualification
- Establishing a Claim of Discrimination
- Employer Liability
- Individual Liability
- Protected Classes Under Washington Law
- AIDS and AIDS Testing
- Age Discrimination
- Disability Discrimination
- Reasonable Accommodation
- Sex Discrimination
- Pregnancy Discrimination
- Genetic Information Discrimination
- Military Status Discrimination
- Marital Status Discrimination
- Sexual Orientation Discrimination
- Administrative Process and Judicial Proceedings
- Filing Procedures for Washington HRC
- Post-Filing Process for Washington HRC
- Bona Fide Occupational Qualification and HRC
- Remedies for a Violation of the WLAD
- Posting Requirements
- Recordkeeping Requirements
- Equal Pay
- Washington Family Care Act
- Washington Family Leave Law
- Breastfeeding Women
- Affirmative Action
- Municipal Law
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Valarie S. Zeeck, Gordon Thomas Honeywell LLP
- The Washington Law Against Discrimination (WLAD) is broader and more favorable to employees than federal anti-discrimination laws. See Discrimination Under Washington Law Against Discrimination.
- The WLAD prohibits discrimination on the basis of race, creed, color, religion, gender, sexual orientation, ancestry, national origin, age, sensory, physical or mental disability, membership in the military or status as a veteran, or the use of a trained dog guide or service animal. See Discrimination Under Washington Law Against Discrimination.
- The WLAD applies to all employers (public and private) with eight or more employees, except nonprofit religious organizations and those individuals who are employed by a parent, spouse, or children. See Coverage.
- Claims of discrimination may be made under a disparate treatment, disparate impact or harassment theories. See Establishing a Claim of Discrimination.
- Washington courts generally use the McDonnell-Douglas burden shifting analysis to consider claims of discrimination. See Establishing a Claim of Discrimination.
- As a general rule, Washington employees may but are not required to file a complaint with federal, state or local equal employment or human rights commissions (or equivalent) before filing suit. Any such claim should be filed within 6 months of the date the alleged discriminatory act occurred. See Administrative Process and Judicial Proceedings.