Existing WA State Laws & Proposed Legislation (Bills) & Rules
Informed Choice WA supports medical freedom and fully informed consent, and we align with human rights protections, such as the Nuremberg Code, which is International Common Law. Because they conflict with our unalienable rights, we oppose all vaccine mandates, public and private. We work with our members and legislators to protect medical, religious, and personal exemptions to existing vaccination requirements as temporary measures until all mandates are eliminated.
2023 Proposed Vaccination and Related Bills in Legislature
Existing WA State Vaccination and Related Laws
- CHILDHOOD Vaccine State Laws & Exemptions
- ADULT Vaccine State Law & Exemptions
- PRIVATE EMPLOYER & HIGHER EDUCATION Vaccine Requirements. What are your rights?
As is being demonstrated in numerous court cases, a religious exemption should be allowed and respected by employers, schools and colleges. Accommodations should not be onerous on the employee, especially when all employees, even the vaccinated, can transmit an infection.
Information on the Legislature and Individual Lawmakers
- The Washington State Legislature
- How the Legislature Works
- How to Get Active—Remotely!
- Legislator Scorecard—see which lawmakers support medical freedom. Scorecard definitions are HERE under “ICWA’s LEGISLATORS SCORECARD.”
Vaccination and Related Rulemaking in Gov. Inslee’s Executive Office and Small Cabinet Agencies
10 May 2023 UPDATE: The below state employee vaccination requirement has been rescinded. SEE: DIRECTIVE OF THE GOVERNOR RESCINDING DIRECTIVE 22.13 et seq. 22-13.2
Permanent COVID-19 Vaccine Requirement for State Employees: ADOPTED 10/04/22 Effective 11/04/22 See our post about why we believe this rule is illegal. WAC 357-04-125 (New Section): Must an employee provide proof of being fully vaccinated as a condition of employment? As a condition of employment, an employee must be fully vaccinated or request an exemption due to a disability and/or medical condition or if the requirement conflicts with an employee’s sincerely held religious belief, practice, or observance. If a requested exemption is granted, an employer must determine whether or not the employee can be reasonably accommodated. If the employer determines an employee can be accommodated in accordance with state and federal laws, the employee may continue their employment. An employee who fails to meet this condition of employment will be subject to a separation in accordance with WAC 357-19-410, or a disability separation in accordance with WAC 357-46-160, or a nondisciplinary separation in accordance with WAC 357-46-195. This section applies to executive and small cabinet agencies as defined in Directive 22-13.1, issued August 5, 2022, by the governor. Higher education employers, independent agencies, boards, councils, commissions, and separately elected officials may require an employee to meet the requirements of this section.
Background documents for represented employees – Did They Know What Was in Their New Union Contract? State Employee Union Accepts New Contract with COVID-19 shot requirement & $1000 booster bonuses. OFFICIAL 2023-25 COLLECTIVE BARGAINING SUBMITTAL – Includes Costs If legislature agrees to fund, effective June 2023 OFFICIAL 2023-25 COLLECTIVE BARGAINING SUBMITTAL – WASHINGTON STATE FERRIES– Includes Costs If legislature agrees to fund, effective June 2023