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SB 5191

Concerning paid family leave premium collection for dockworkers.

2025-2026 Regular Session Introduced by Mike Chapman and 4 co-sponsors

Designated employer reps can act as PFML employer for dockworkers under multi-employer CBAs, centralizing premium collection and reporting to reduce duplication.

Effective date 7/27/2025.
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Bill Summary · SB 5191

SB 5191 — Paid family and medical leave premium collection for dockworkers

Status: Chapter 178, 2025 Laws. Governor signed 4/29/2025. Effective 7/27/2025.

Purpose / Intent

To simplify and correct administration of the Washington Paid Family and Medical Leave (PFML) program for dockworkers (longshore workers) who routinely work for multiple employers under multi‑employer collective bargaining arrangements by allowing a designated employer representative to act as the PFML “employer” for premium collection and reporting purposes.

Key provisions

  • Amends the PFML definitions (RCW 50A.05.010) to expand the definition of “employer” to include:
    • Representatives for employers of dockworkers who normally work for several employers interchangeably through a collectively bargained agreement.
  • Clarifies that these employer representatives:
    • Assume PFML employer responsibilities (notify employees, calculate/collect/ remit premiums to the Employment Security Department (ESD), meet reporting obligations for covered workers).
    • Are not required to report dockworkers who are not covered by the collective bargaining agreement (except for their own direct employees).
  • Does not change benefit eligibility rules (e.g., 820 hours qualifying threshold, available leave weeks) or premium formula; it only changes which party may be treated as the “employer” for certain dockworker payrolls.
  • No appropriation included; a fiscal note is available.

Background details (existing PFML framework referenced)

  • PFML provides partial wage replacement (up to 12 weeks for family or medical leave; up to 16–18 weeks combined).
  • Eligibility generally requires 820 hours worked during a qualifying year (hours may be combined across employers).
  • Total PFML premium for 2025: 0.92% of taxable wages (71.52% employee share; 28.48% employer share). Employers with fewer than 50 employees generally are not required to pay the employer share.

Who is affected / expected impact

  • Primary beneficiaries: dockworkers (longshore workers) and the maritime employers represented by industry payroll agents (e.g., Pacific Maritime Association (PMA)) and multi‑employer bargaining units (e.g., ILWU Coast Longshore Division).
  • Expected impacts:
    • Consolidates premium collection and hours reporting for multi‑employer payrolls, reducing duplicated premium deductions across many employers and preventing overpayment related to wage caps.
    • Creates administrative efficiencies by permitting an existing single‑payer payroll agent to handle PFML remittance and reporting for collectively covered dockworkers.
    • Employers and workers not covered by the collective bargaining agreement remain out of scope for the representative’s reporting obligations (except for the representative’s own employees).
  • No stakeholders testified in opposition in committee; Employment Security Department and PMA collaborated on language.

Legislative / timeline notes

  • Introduced (prefiled) 1/9/2025; passed Senate (2/5/2025: 48–1) and House (4/11/2025: 95–0).
  • Delivered to Governor 4/22/2025; signed 4/29/2025.
  • Effective date: 90 days after adjournment (statutory effective date implemented as 7/27/2025).

Practical effect

Permits industry payroll agents/representatives to aggregate PFML premium collection and reporting for dockworkers covered by a collective bargaining agreement, addressing inequities and complexity created when many separate employers each collect premiums up to wage caps without aggregation.

Compiled from official sources — confirm details with the bill’s official record.

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