Ethics Board rules
Read the rules for legislative ethics and the Legislative Ethics Board's procedures.
Preface
- Rule Number 1. Procedures
- A. Meetings
- B. Filing of Complaints
- C. Investigation of Complaints
- D. Staff Dismissal of Complaints
- E. Review of Staff Dismissal Order
- F. Determination of Reasonable Cause
- G. Stipulation and Settlement
- H. Notice of Hearing and Respondent’s Answer
- I. Conduct of Hearings
- J. Prehearing Conferences
- K. Final Order in Complaints
- L. Procedures Applicable to Advisory Opinions
- M. Procedures Applicable to Informal Advice
- N. Designated Ethics Advisers
- Rule Number 2. "Measurable Expenditure" Defined
- Rule Number 3. Private Use of Public Resources
- Rule Number 4. Working Hours
- Rule Number 5. Infrequent Meals
- Rule Number 6. Penalties
- Rule Number 7. Harassment
- Rule Number 8. Board Procedures
- A. Circulation of minutes
- B. Recording votes
- C. Advisory Opinion circulation procedures
- D. Complaint Opinion circulation procedures
- E. Circulation of Dissents/Concurrences (Separate Opinion) in Complaint Opinions
- F. Review of contracts, grants, and employment situations with state agencies
- G. Meetings conducted by electronic means
- H. Complaint Process
- I. Recusal
Rule Number 7. Harassment
A. Introduction.
ESHB 2018 (2019) amended RCW 42.52.070 (special privileges) to state that it is
a violation of special privileges for a legislator or legislative staff to engage in
behavior that constitutes harassment, including sexual harassment.
B. Purpose and Scope.
In considering complaints that a legislator or legislative staff has engaged in
behavior that constitutes harassment, the Board will apply the following
substantive standards: 1. Reasonable person standard. If a reasonable person
similarly situated would not view the conduct that is the subject of the complaint as
constituting harassment, the Board will not view the conduct as harassment. 2.
Substantial interference standard. In interpreting the provision that defines
harassment as conduct that has the purpose or effect of interfering with the
person’s work performance, the Board will find only substantial interference to be
the basis for a reasonable cause finding.