[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-392639-105":53,"doc-detail-392639-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","seattle-hotel-employee-protection-ordinances-june-26-2020-toolkit","Seattle Hotel Employee Protection Ordinances - June 26, 2020 Toolkit","","Seattle Hotel Employee Protection Ordinances Toolkit (June 26, 2020) consolidates information from the Seattle Office of Labor Standards Final Director’s Rules and related Seattle municipal code provisions. It summarizes ordinance overviews and provides checklists covering violent or harassing conduct protections, injury-related workload limits, access to medical care for hotel employees, and hotel employee job retention. It includes ancillary definitions, an employee notification checklist, seniority and offer-of-employment calculations, a household healthcare form template, and frequently asked Q&A for compliance planning.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/seattle-hotel-employee-protection-ordinances-june-26-2020-toolkit/392639/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/seattle-hotel-employee-protection-ordinances-june-26-2020-toolkit/392639.png","ImageObject",442,249,{"name":88,"@type":89},"Stanford","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-15","2026-09-25",true,{"@type":98,"interactionType":99,"userInteractionCount":79},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Which ordinances are included in the toolkit and what does each address?","Question",{"text":108,"@type":109},"The toolkit covers SMC 14.26 (violent or harassing conduct), SMC 14.27 (protecting employees from injury), SMC 14.28 (increasing access to medical care), and SMC 14.29 (hotel employee job retention). It also summarizes related compliance highlights and required processes.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the effective dates and key compliance highlights for SMC 14.26 and SMC 14.27?",{"text":113,"@type":109},"SMC 14.26 is effective July 1, 2020 and requires, among other items, panic buttons for employees working alone in guest rooms and guest notification at or before check-in. SMC 14.27 is also effective July 1, 2020 and sets maximum workloads tied to daily room cleaning floor-space limits and defined strenuous-cleaning circumstances.",{"name":115,"@type":106,"acceptedAnswer":116},"When do provisions for job retention (SMC 14.29) take effect, and what happens during ownership or management changes?",{"text":117,"@type":109},"For certain ancillary hotel businesses with 50–250 employees that contract, lease, or sublease with a hotel as of Sept. 16, 2019, provisions take effect July 1, 2025; other covered employers take effect July 1, 2020. When a hotel changes ownership or management, employees with at least one month of employment move to a preferential hiring list, and the new operator must hire from that list for six months.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},392639,1791411462,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":79,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":15,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":79},2336477552062,"https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d","Seattle Hotel Employee Protection Ordinance Toolkit*  \nJune 26, 2020  \n*This document incorporates information from the  \nFinal Director’s Rules of the Seattle Office of Labor Standards,  \nJune 26, 2020  \nSMC 14.26 Protecting Employees From Violent or Harassing Conduct SMC 14.27 Protecting Hotel Employees From Injury  \nSMC 14.28 Increasing Access to Medical Care For Hotel Employees SMC 14.29 Hotel Employee Job Retention  \nSeattle Hotel Employee Protection Ordinances   Page Ordinance Overview 2-3  \nAncillary Definitions--Do They Pertain to You? 4  \nNotification Checklist 5  \nProtecting Employees From Violent or Harassing Conduct Checklist 6  \nHousehold Healthcare Form Template 7  \nSeniority, Offer of Employment & the Ten-Day Business Calculation 8  \nFrequently Asked Questions & Answers 9  \nCompliance with Seattle laws and municipal codes is the responsibility of each individual business owner and operator. The following material is intended only to provide general information and should not be viewed as  \nlegal advice.  \nSeattle Hotel Employee Protections Ordinances  \n\n| Ordinance | Pertains to | Effective Date | Compliance Highlights |\n| --- | --- | --- | --- |\n| SMC.14.26\u003Cbr>Protecting Employees From Violent or Harassing Conduct (Panic\u003Cbr>buttons/protections against assaultsand harassing conduct) | Hotel or motel with 60 or more guest rooms\u003Cbr>Applies to all ancillary hotel businesses. | July 1, 2020 | ✓Employees working alone in guest rooms must have a panic button.\u003Cbr>✓Device must signal employee location\u003Cbr>✓If they use the device, employee may stop working, retreat to safety and wait for help.\u003Cbr>✓Guests must be notified about the policy prior to or at the time of check in.\u003Cbr>✓Hotel must have a process and procedure with requirements in event of an allegation of violent or harassing conduct. |\n| SMC 14.27\u003Cbr>Protecting Hotel Employees From Injury (Setting maximum workloads, room cleaning, square footage) | Hotel or motel with 100 or more guest rooms\u003Cbr>Does not apply to ancillary businesses | July 1, 2020 | ✓An employer shall not require an employee to perform room cleanings totaling more than the maximum floor space in a workday that is eight hours or longer. When an employee performs ten or more strenuous room cleanings in a workday that is eight hours or longer, the maximum floor space shall be reduced by 500 square feet for the tenth strenuous room cleaning and for each strenuous room cleaning thereafter. Strenuous room cleaning is (1) a checkout room,(2) a stayover room that includes cleaning, removal, or setting up of a cot, rollout bed, hideaway sofa, pet bed, or crib, or (3) a stayover room that has not received a room cleaning for more than 36 hours;\u003Cbr>✓ For an employee performing room cleanings for fewer than 8 hours in a workday, the maximum floor space outlined in subsection\u003Cbr>14.27.50.A shall be prorated according to the actual number of hours that the employee performed room cleanings that workday.\u003Cbr>✓Employees may consent to clean more, at three times regular pay for the period spent cleaning in excess of 4,500 square feet. |\n| SMC 14.28\u003Cbr>Increasing Access to Medical Care For Hotel Employees (Healthcare insurance) | Hotel or motel with 100 or more guest rooms\u003Cbr>Applies to ancillary businesses with 50+ employees worldwide. | Ancillary hotel businesses with 50 to 250 employees as of 9/16/2019, effective upon the later of July 1, 2025 or the earliest annual open enrollment period for health coverage, if offered, after 7/1/ 2025.\u003Cbr>All other covered employers, effective upon the later of July 1, 2020 or the earliest annual open enrollment period for health coverage, | ✓Employees who work for a covered employer ata large hotel for an average of 80 hours or more per month are entitled to a specified monthly healthcare expenditure by the employer.\u003Cbr>✓Employer can choose: Additional compensation paid directly to the covered employee, payments to a third party, such as to an insurance carrier or trust, or i","cbCaih2i2GEtT9Gp","https://ap.wps.com/l/cbCaih2i2GEtT9Gp","pdf",198475,"English","# Ordinance Overview\n## Ancillary Definitions--Do They Pertain to You?\n## Notification Checklist\n## Violent or Harassing Conduct Checklist\n## Household Healthcare Form Template\n## Seniority, Offer of Employment & the Ten-Day Business Calculation\n## Frequently Asked Questions & Answers","[{\"question\":\"Which ordinances are included in the toolkit and what does each address?\",\"answer\":\"The toolkit covers SMC 14.26 (violent or harassing conduct), SMC 14.27 (protecting employees from injury), SMC 14.28 (increasing access to medical care), and SMC 14.29 (hotel employee job retention). It also summarizes related compliance highlights and required processes.\"},{\"question\":\"What are the effective dates and key compliance highlights for SMC 14.26 and SMC 14.27?\",\"answer\":\"SMC 14.26 is effective July 1, 2020 and requires, among other items, panic buttons for employees working alone in guest rooms and guest notification at or before check-in. SMC 14.27 is also effective July 1, 2020 and sets maximum workloads tied to daily room cleaning floor-space limits and defined strenuous-cleaning circumstances.\"},{\"question\":\"When do provisions for job retention (SMC 14.29) take effect, and what happens during ownership or management changes?\",\"answer\":\"For certain ancillary hotel businesses with 50–250 employees that contract, lease, or sublease with a hotel as of Sept. 16, 2019, provisions take effect July 1, 2025; other covered employers take effect July 1, 2020. When a hotel changes ownership or management, employees with at least one month of employment move to a preferential hiring list, and the new operator must hire from that list for six months.\"}]","Seattle Hotel Employee Protection Ordinances - June 26, 2020 Toolkit | PDF",1790372050]