The Tri-Cities Legislative Council (TCLC) is a coalition of community organizations from the Tri-Cities. Its primary mission is to advocate for the region's interests at the state and federal levels, fostering collaboration among member organizations to avoid duplication of efforts and maximize impact.

Member Organizations

The TCLC comprises representatives from the following organizations:

• Tri-City Industrial Development Council (TRIDEC)
• Visit Tri-Cities
• Tri-City Regional Chamber of Commerce
• Pasco Chamber of Commerce
• West Richland Chamber of Commerce
• Tri-Cities Hispanic Chamber of Commerce

Mission and Focus

The TCLC works collectively to identify and prioritize legislative issues that affect the Tri-Cities area. Key areas of focus include:

• Infrastructure development
• Economic growth
• Education
• Energy
• Environmental sustainability

By addressing these priorities, the council seeks to promote policies and secure resources that align with the region’s long-term goals.

Core Functions

1. Legislative Advocacy:
The TCLC identifies and champions key legislative priorities that directly impact the Tri-Cities region, such as transportation, education, economic development, energy policy, and water resources.

2. Unified Representation:
Acting as a cohesive voice, the council represents the collective interests of the region, ensuring consistent and effective advocacy on issues that transcend individual cities or counties.

3. Engagement with Lawmakers:
The council facilitates direct communication and meetings between regional leaders and state or federal legislators to discuss pressing needs and propose practical solutions.

4. Community Advocacy:
The TCLC ensures that the diverse interests of businesses, residents, and other stakeholders are included in legislative discussions, fostering inclusive representation.

Impact and Benefits
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The TCLC's unified approach amplifies the region’s influence in securing funding, shaping policy, and driving innovation. By working collaboratively, the council strengthens the Tri-Cities’ position as a thriving and forward-looking community.

Businesses in Washington State must display specific federal and state employment law posters where employees can easily see them. These posters outline employee rights and employer responsibilities. Here’s what you need to know:

Federal Posters

1. Fair Labor Standards Act (FLSA) - Minimum wage, overtime pay, and child labor laws.
2. OSHA Poster - Workplace safety rights.
3. Employee Polygraph Protection Act - Protection against lie detector tests.
4. Equal Employment Opportunity (EEO) - Anti-discrimination laws.
5. Family and Medical Leave Act (FMLA) - Employee rights under FMLA.
Download these posters from the U.S. Department of Labor.

State Posters

1. Minimum Wage Poster - Washington State wage and overtime rules.
2. Your Rights as a Worker - Wage laws, workers’ compensation, and workplace rights.
3. Unemployment Benefits Poster - How to apply for unemployment.
4. Workers' Compensation Poster - Claim procedures and rights.
5. Paid Family and Medical Leave Poster - Information on the state program.

Access state posters from the Washington State Department of Labor & Industries and Employment Security Department websites.

Posting Guidelines

Display posters in a visible location like a break room. For remote workers, provide electronic access or mail copies. Failure to comply can result in fines or disputes.
Stay Updated

Ensure posters are current and available in languages your workforce understands. Check for updates regularly to remain compliant.

On December 3, 2024, the U.S. The District Court for the Eastern District of Texas issued a nationwide preliminary injunction that halted enforcement of the Corporate Transparency Act (CTA). This act, which was passed in 2021, mandates that certain U.S. companies disclose their beneficial owners to the Financial Crimes Enforcement Network (FinCEN). The primary goal of CTA is to prevent financial crimes, such as money laundering and tax evasion, by increasing transparency in corporate ownership.

The court found the CTA "likely unconstitutional," citing concerns about federal overreach into areas traditionally governed by state law, particularly those related to corporate formation and governance. As a result, the injunction suspends the CTA's reporting requirements across the nation, effectively postponing the January 1, 2025, deadline for companies to provide beneficial ownership information.

This ruling aligns with a similar decision made by a federal court in Alabama earlier this year. The U.S. The Department of Justice has chosen not to comment on Texas’s ruling, and the case is expected to advance through higher courts, potentially reaching the Supreme Court.

Impact on Businesses

This situation creates uncertainty for businesses preparing to comply with the CTA's reporting requirements. While the injunction is in place, companies are not required to submit beneficial ownership information to the FinCEN. However, businesses should remain informed about potential appeals and future legal actions, as the legal environment related to CTA may continue to evolve.

What the Corporate Transparency Act Requires

The Corporate Transparency Act requires certain U.S. companies to report beneficial ownership information to FinCEN. Beneficial owners are individuals who own or control at least 25% of the company, or exercise significant control over it. The information that must be reported includes the following.
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• Full legal name
• Date of birth
• Current residential or business address
• A unique identifying number from an acceptable identification document (such as a passport or driver's license)
The purpose of these requirements is to create a centralized database that law enforcement and regulatory agencies can use to detect and prevent illegal activities facilitated by anonymous corporate structures.

The recent court ruling on the Corporate Transparency Act has significant implications for business. While the injunction provides temporary relief from CTA's reporting requirements, it also introduces uncertainty. Businesses should remain vigilant and remain updated on any legal developments related to CTA to ensure compliance with future regulations. Understanding CTA and its potential impact is crucial for businesses to effectively navigate an evolving regulatory landscape.

Transportation Benefit Districts (TBDs) are an important mechanism for local governments in Washington State to fund and maintain transportation-related projects. These districts provide cities and counties with a way to address infrastructure needs without relying solely on state and federal funding.

A Transportation Benefit District (TBD) is a quasi-municipal corporation authorized by Washington State law, specifically under RCW 36.73. Local governments can establish TBDs to generate revenue dedicated to funding transportation improvements. These improvements include a wide range of projects aimed at maintaining and enhancing local transportation infrastructure.

A TBD can encompass a whole city, a portion of a city, or even multiple jurisdictions if neighboring municipalities choose to collaborate. This flexibility allows local governments to create a funding mechanism tailored to their specific needs and challenges, from urban centers to rural areas.

Once a TBD is established, the local government can use several tools to generate revenue specifically for transportation projects. Common revenue-generating mechanisms include:

• Vehicle Licensing Fees: A TBD can impose an annual fee on vehicle registrations within the district.
• Sales and Use Taxes: TBDs can levy an additional sales tax of up to 0.2% for transportation purposes, but this requires voter approval.
• Property Taxes: TBDs can propose property tax levies, usually in the form of special property tax assessments, but this also requires voter approval.
• Other local Funding Mechanisms: In addition to the above, TBDs can issue bonds, apply for grants, or even create tolls in specific circumstances.

Funds collected through TBDs are restricted to transportation-related projects. These projects can vary widely but must fall within the scope of transportation improvements as defined by Washington State law. Some common uses of TBD funds include:

• Road and Street Maintenance: Local governments can use TBD funds to maintain and repair existing roads, including filling potholes, repaving streets, and improving road safety.
• Public Transit Support: TBD revenue can go towards improving public transportation, including funding for buses, park-and-ride facilities, and transit stops.
• Sidewalks and Pedestrian Safety: TBDs can fund projects that enhance walkability, such as building sidewalks, installing pedestrian crossings, and ensuring ADA (Americans with Disabilities Act) compliance.
• Traffic Flow Improvements: TBDs can be used to manage congestion by funding projects that improve traffic flow, such as the addition of turn lanes, traffic signal optimization, and the creation of roundabouts.
• Bicycle Infrastructure: Funds can support the development of bike lanes, trails, and other bike-friendly infrastructure.

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Transportation Benefit Districts are critical to local governments in Washington State for several reasons. They allow cities and counties greater autonomy in identifying transportation needs. They also create a dedicated and flexible funding stream for funding transportation improvements, helping to bridge the gap between other sources of funding. Well-maintained transportation infrastructure is essential for economic development and because TBD funds are restricted to transportation projects, they increase accountability in local government spending.

Transportation Benefit Districts are a vital funding mechanism for Washington's cities and counties, providing them with the flexibility and resources to address diverse transportation challenges. With dedicated funds for transportation projects, TBDs ensure that local governments can keep roads, bridges, and transit systems safe, efficient, and up to date.

In a state where population growth and economic development are putting pressure on infrastructure, TBDs are an essential part of the solution. They empower communities to plan and fund transportation improvements that directly impact residents' daily lives, making TBDs a cornerstone of local government finance and planning in Washington State.

Currently the City of Richland has a Transportation Benefit District. The City of Kennewick just approved one. The City of Pasco is considering one to help tackle it's protentional budget shortfall. West Richland does not currently have a TBD. 

The Joint Legislative Audit and Review Committee (JLARC) recently conducted a review of the state's Paid Family and Medical Leave (PFML) program, which is managed by the Employment Security Department (ESD). The program provides paid leave for both public and private sector employees, financed by premiums from employers and employees. JLARC’s preliminary report emphasized persistent financial difficulties, with program expenses exceeding revenues.

Here is a quick summary of the preliminary report:

The Paid Family and Medical Leave (PFML) program in Washington, established in 2017, provides paid leave to employees for various situations like serious health conditions or bonding with new children. Managed by the Employment Security Department (ESD), the program allows eligible employees those who have worked at least 820 hours in the past yearto claim up to 12 weeks of leave, increasing to a maximum of 18 weeks for multiple qualifying events within a year. Benefits and premiums are determined by a statutory formula, with employees and employers contributing based on gross wages, but the current premium rate is not sufficient to cover expenses.
 
As of December 2023, ESD had collected $4. 5 billion in premiums while paying out $4. 2 billion in benefits over more than 700,000 claims. However, financial forecasts indicate that the program may face deficits in upcoming years, with expenses likely surpassing revenues in three out of the next five years. A consulting actuary recommended a more proactive rate-setting approach and maintaining a financial reserve to enhance the program's sustainability.
 
The program has seen a significant increase in application rates, from 168,000 in 2020 to 259,000 in 2023, with a growing approval rate for claims. Payments are calculated based on employee wages relative to the state's average weekly wage. The maximum weekly benefit reached $1,456 in 2024, with an average payment of $878.
 
Despite the successful establishment of core functions, ESD has yet to implement all program requirements, particularly in project prioritization and employer compliance audits. Issues remain with timely customer service; during high call volumes, many calls go unanswered, and ESD struggles to approve benefit payments in a timely manner.
 
The legislative auditor recommends adopting a forward-looking rate-setting strategy, implementing stricter compliance audit procedures, creating performance measures for customer service, and increasing transparency in project prioritization. Overall, while the PFML program has made noteworthy progress, it faces financial sustainability challenges and operational improvements need to be addressed to better serve employees and employers alike.
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The Paid Family and Medical Leave program in Washington state plays a vital role in supporting employees during critical life events. However, it faces significant challenges related to financial sustainability, program administration, and customer service. Legislative recommendations include adopting a proactive rate-setting approach, maintaining sufficient reserves, enhancing auditing procedures for employer compliance, and implementing performance measures to improve service quality. Addressing these recommendations will help ensure that the PFML program remains effective and sustainable for the future.
 
You can review the complete review the preliminary report here. The final report is expected to be released in early 2025. JLARC is a Washington state legislative committee that works to improve state government. JLARC’s nonpartisan staff research and complete audits as directed by the Legislature. You can learn more about JLARC here. 
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​In today’s diverse and inclusive business environment, making accommodations for employees and customers with disabilities is not only a moral and legal obligation but also a smart financial decision. Businesses that implement structural modifications or other accommodations can benefit from various tax incentives designed to offset the costs of these improvements. Below, we will explore the key tax incentives available to employers who make their workplaces more accessible, including the Disabled Access Credit and the Barrier Removal Tax Deduction.

Here are some tax incentives available for employers who make accommodations for individuals with disabilities.

Disabled Access Credit

The Disabled Access Credit is a non-refundable credit available to small businesses that incur expenses to enhance accessibility for individuals with disabilities. An eligible small business is defined as one that generated $1 million or less in revenue or employed no more than thirty full-time employees in the previous taxable year. The business may claim the credit annually as they incur access expenditures. They obtain the credit by filling out Form 8826, Disabled Access Credit, and submitting it with their federal tax return.

Barrier Removal Tax Deduction

The Architectural Barrier Removal tax deduction promotes businesses of all sizes to eliminate architectural and transportation barriers that impede the mobility of individuals with disabilities and the elderly. Businesses may claim a deduction of up to $15,000 annually for qualified expenses on items that typically need to be capitalized. To claim this deduction, businesses must list it as a separate expense on their income tax return.

Additionally, businesses may utilize the Disabled Tax Credit and the architectural/transportation tax deduction concurrently in the same tax year, provided the expenses satisfy the requirements of both categories. To utilize both, the deduction is equivalent to the difference between the total expenses and the amount of the claimed credit. For more information on both these tax incentives visit the IRS Tax Tip page.
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By taking advantage of the Disabled Access Credit and the Barrier Removal Tax Deduction, businesses can significantly reduce the financial burden of making their facilities accessible to individuals with disabilities. These tax incentives not only promote inclusivity and compliance with legal standards but also enhance the overall customer and employee experience. Investing in accessibility is a win-win situation, fostering a more inclusive society while providing tangible financial benefits to businesses. Make sure to consult with a tax professional to maximize these opportunities and ensure all eligibility requirements are met.

Sign Up for the Chamber Checkpoint Advocacy Newsletter
Stay engaged with local politics, keep an eye on legislative sessions, and consider participating in conversations about policies that affect your business.

In the Washington State Legislature, a supermajority is achieved when one political party holds more than two-thirds of the seats in either the House of Representatives or the Senate. This level of control can have significant implications for the legislative process and policymaking in the state. Having a supermajority in the legislature can lead to substantial policy changes, both positive and negative, depending on which party holds the power.

To achieve a supermajority in Washington, a party would need to control both chambers. The Senate has 49 seats, and a supermajority in the Senate would require at least 34 members (69%). The House has 98 seats, and a supermajority in the House would require at least 66 members (67%).

What Does a Supermajority Mean?
With a supermajority, a party can pass bills without needing to rely on the opposition. This allows them to push through their legislative agenda with minimal compromise.

A supermajority can implement significant tax increases or reforms. For example, they could pass a statewide carbon tax or changes to the Business & Occupation (B&O) tax rate that directly impact businesses. With control, a party could push through more aggressive environmental policies, such as stricter emission standards or expanded cap-and-trade programs. For businesses, these could lead to higher compliance costs or new operational requirements.

The legislature controls the state’s budget. A supermajority could direct more funding to public services, education, infrastructure, or social programs. Decisions about how to allocate state revenues may lead to tax hikes or changes to how businesses are taxed. For example, they could implement new taxes on certain sectors (like tech or construction) to fund state programs.

One of the most significant powers of a supermajority is that it can place amendments to the state constitution on the ballot. This could have long-lasting implications for business regulations, land use, or even taxation policies.

What Are the Implications of a Supermajority for Business Owners?
A supermajority party will have the power to enact sweeping policy changes that could either benefit or hurt businesses. Business owners need to stay informed and adaptable.

A supermajority could pass laws imposing stricter regulations on industries, such as tech privacy laws or labor regulations like paid family leave. Businesses might face new taxes or higher rates on income, capital gains, or environmental fees. A supermajority could also push for stronger union protections, increasing costs for employers.

How Should Business Owners Prepare for a Supermajority?
Understanding the political landscape and each party’s platform can help you anticipate upcoming changes. Get involved in the legislative process through industry associations or direct communication. Sharing the potential impact on your business can influence policy decisions. Whether preparing for tax increases or new regulations, being proactive in adjusting business strategies can help mitigate negative impacts.

Current election results still have the democrats a few seats short in both the House and the Senate.  A supermajority gives a political party in Washington state significant power to shape policies, especially in areas like taxation, regulation, and budgeting. Business owners should stay alert to potential shifts and prepare for a range of outcomes, both positive and negative.


Sign Up for the Chamber Checkpoint Advocacy Newsletter
Stay engaged with local politics, keep an eye on legislative sessions, and consider participating in conversations about policies that affect your business.

​Washington state has long been at the forefront of minimum wage legislation in the United States. Known for its progressive policies, the state has consistently adjusted its minimum wage to reflect economic conditions and the cost of living. This blog post will explore the history of Washington’s minimum wage law, its effects on businesses, and the upcoming changes in 2025.

Washington's minimum wage law is governed by the Washington Minimum Wage Act (MWA), which was first enacted in 1961. Over the years, the state has made several significant adjustments to ensure that wages keep pace with inflation and the cost of living. One of the most notable changes occurred in 1998 when voters approved Initiative 688, which tied the minimum wage to the Consumer Price Index (CPI). This initiative ensured that the minimum wage would increase annually based on inflation.

In recent years, Washington has consistently had one of the highest minimum wages in the country. For instance, in 2024, the state minimum wage was $16.28 per hour. Cities like Seattle, SeaTac, and Tukwila have even higher local minimum wages, reflecting the higher cost of living in these areas.

The impact of minimum wage increases on businesses has been a topic of much debate. On one hand, higher wages can lead to increased consumer spending, as workers have more disposable income. This can be beneficial for local economies and businesses that rely on consumer spending.

However, there are also challenges. Small businesses often struggle with the increased labor costs. Studies have shown that while some businesses can absorb these costs, others may need to reduce their workforce, cut hours, or increase prices to maintain profitability (2). For example, a study from the University of Washington found that the $15 minimum wage in Seattle led to a reduction in hours worked for low-wage employees, although their overall earnings increased.

Starting January 1, 2025, Washington’s minimum wage will increase to $16.66 per hour, a 2.35% increase from 2024 (3). This adjustment is based on the CPI, ensuring that wages keep pace with inflation. Additionally, several cities will have even higher minimum wages. For instance, Seattle’s minimum wage will rise to $20.76 per hour, and Tukwila’s will reach $21.10 per hour for large employers.

These changes will also affect the salary thresholds for exempt employees. For small employers (up to fifty employees), the minimum annual salary will be $69,305.60, while for large employers (more than fifty employees), it will be $77,968.80. These adjustments ensure that salaried employees are fairly compensated and not overworked without proper overtime pay.
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Washington State’s approach to minimum wage reflects its commitment to ensuring fair wages for its workers. While the increases present challenges for some businesses, they also offer benefits such as increased consumer spending and reduced employee turnover. As we move into 2025, it will be crucial for businesses to adapt to these changes and for policymakers to continue monitoring the impacts to ensure a balanced approach that supports both workers and businesses.

Celebrating Excellence: Hanford Mission Integration Solutions and Pacific Northwest National Laboratory Shine at the Governor’s Employer Awards
The Washington State Employment Security Department’s Governor’s Employer Awards program is a prestigious event that recognizes the outstanding efforts of employers who have significantly contributed to improving employment opportunities for people with disabilities. This year, two notable organizations from Richland, Washington, have been honored: Hanford Mission Integration Solutions (HMIS) and Pacific Northwest National Laboratory (PNNL).

Hanford Mission Integration Solutions: Leading the Way in Private Sector Inclusion
Hanford Mission Integration Solutions received recognition in the Large Private Employer category. This recognition highlights HMIS’s commitment to creating an inclusive workplace that values diversity and provides equal opportunities for all employees. HMIS has implemented comprehensive programs and initiatives aimed at recruiting, hiring, and retaining individuals with disabilities.

Pacific Northwest National Laboratory: A Beacon of Nonprofit Excellence
Pacific Northwest National Laboratory received the award in the Large Nonprofit Employer category. PNNL’s dedication to inclusivity and accessibility is evident through their robust employment practices and support systems for employees with disabilities. By prioritizing diversity and inclusion, PNNL has set a benchmark for other nonprofit organizations.

The Impact of the Governor’s Employer Awards
The Governor’s Employer Awards program serves as a powerful platform to celebrate and promote the achievements of employers who are making a difference in the lives of people with disabilities. By recognizing the efforts of organizations like HMIS and PNNL, the program encourages other employers to adopt similar inclusive practices. This not only benefits individuals with disabilities but also enriches the workplace with diverse perspectives and talents.
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Looking Ahead
As we celebrate the accomplishments of HMIS and PNNL, it is essential to continue advocating for inclusive employment practices. These awards remind us of the positive impact that inclusive workplaces can have on individuals, organizations, and the broader community.
Join us in congratulating Hanford Mission Integration Solutions and Pacific Northwest National Laboratory for their well-deserved recognition. Their achievements inspire us all to strive for a more inclusive and equitable workforce.