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OSHA30Construction Online Training in Washington

The official “State Plan” of Washington is supervised by the Department of Labor and Industries, Division of Occupational Safety and Health (DOSH).

The Washington State Plan not only covers local government and state workers but also applies to private-sector workplaces with the following exceptions:

  1. Enforcement of new federal standards until the state adopts a comparable standard;
  2. Enforcement concerning offshore maritime employment (shipyard employment and longshoring), including dry docks and graving docks, marine railways and similar conveyances (e.g., syncrolifts and elevator lifts), fuel operations, drilling platforms, and rigs, dredging and pile driving, and diving;
  3. Enforcement in situations where the State Plan is refused entry and is unable to obtain a warrant or enforce its right of entry;
  4. Enforcement of unique and complex standards as determined by the Assistant Secretary;
  5. Enforcement in situations when the State Plan is unable to exercise its enforcement authority fully or effectively;
  6. Enforcement of occupational safety and health standards within the borders of all military reservations and national parks;
  7. Enforcement at establishments of employers who are federally recognized Indian Tribes or enrolled members of these tribes – including establishments of the Yakama Indian Nation and Colville Confederated Tribes which were previously excluded by the state in 1987 and 1989, respectively – where such establishments are located within the borders of Indian reservations, or on lands outside these reservations that are held in trust by the federal government for these tribes (non-member private sector and state and local government employers located within a reservation or on trust lands, and member employers located outside the territorial boundaries of a reservation or trust lands remain the responsibility of DOSH);
  8. Enforcement concerning certain contractors within the boundaries of the Hanford Reservation and the Hanford National Monument;
  9. Enforcement concerning contractor workers and contractor-operated facilities engaged in United States Postal Service (USPS) mail operations; and
  10. All working conditions of aircraft cabin crew members onboard aircraft in operation.

State Plan Standards and Regulations

OSHA rules that pertain to state, local, and business workplace operations have been approved by DOSH. DOSH has adopted most OSHA rules via reference. However, the following places have particular State Plan standards:

General Industry

  • Walking-Working Surfaces
  • Worker Emergency Plans and Fire Prevention Plans
  • Exit Routes and Worker Alarm Systems
  • Elevating Work Platforms
  • Powered Platforms
  • Ventilation for Abrasive Blasting and Spray Finishing
  • Noise Exposure
  • Nonionizing Radiation
  • Hazardous Materials and Processes
  • Personal Protective Equipment
  • Sanitation and Hygiene Facilities and Procedures
  • Temporary Housing for Workers
  • Confined Spaces
  • Lockout/Tagout
  • First Aid and Emergency Response
  • Fire Protection and Prevention
  • Materials Handling and Storage
  • Machinery and Machine Guarding
  • Portable Power Tools
  • Welding, Cutting, and Brazing
  • Pulp, Paper, and Paperboard Mills and Paper Printing Operations
  • Textiles
  • Laundry and Dry Cleaning Machinery and Operations
  • Sawmills and Other Wood Processing
  • Logging and Forestry
  • Telecommunications
  • Electric Power Generation, Transmission, and Distribution
  • Grain Handling Facilities
  • Aquatic Settings
  • Charter Boats
  • Ski Facilities
  • Window Cleaning
  • Meat, Food, and Tobacco Processing and Packing
  • Electrical Hazards
  • Compressed Air Work
  • Commercial Diving Operations
  • Toxic Substances
  • Airborne Contaminants
  • Ionizing Radiation
  • Biological Agents
  • Bloodborne Pathogens
  • Hazardous Chemicals in Laboratories
  • Chemical Agents
  • Hazard Communication
  • Heat Stress and Cold Stress
  • Late Night Retail Worker Crime Prevention
  • Steam Piping
  • Lighting
  • Motor Vehicles
  • Worker Intoxication


  • Boilers and Pressure Vessels
  • First Aid and Emergency Response
  • Sanitation
  • Noise Exposure
  • Ionizing Radiation
  • Non Ionizing Radiation
  • Gases, Vapors, Fumes, Dust, and Mists
  • Lighting and Illumination
  • Ventilation
  • Hazard Communication
  • Personal Protective/Life-Saving Equipment
  • Fire Protection and Prevention
  • Signaling and Flaggers
  • Barricades
  • Storage of Materials
  • Disposal of Waste Materials
  • Rigging Requirements for Material Handling
  • Slings
  • Rigging Hardware and Lifting Devices Other than Slings and Rigging Hardware
  • Lifting Devices Other than Slings and Rigging Hardware
  • Hand and Power Tools
  • Welding and Cutting
  • Electrical Hazards
  • Fall Protection
  • Material Hoists, Personnel Hoists and Platforms, and Elevators
  • Base-Mounted Drum Hoists
  • Overhead Hoists
  • Conveyors
  • Aerial Cableways and Tramways
  • Motor Vehicles, Mechanized Equipment, and Marine Operations
  • Excavation, Trenching, and Shoring
  • Concrete, Concrete Forms, Shoring, and Masonry Construction
  • Steel Erection
  • Underground Construction
  • Demolition
  • Roll Over Protective Structures and Overhead Protection
  • Stairways
  • Asbestos
  • Cadmium
  • Formaldehyde
  • Methylenedianiline
  • Lead
  • Cranes, Rigging, and Personnel Lifting
  • Walking-Working Surfaces
  • Confined Spaces
  • Roofing Operations
  • Asphalt Mixing and Rock Crushing Operations
  • House Building and Moving Operations
  • Worker Intoxication


  • Vehicles and Farm Field Equipment
  • Roll Over Protective Structures (ROPS) for Tractors
  • Powered Industrial Trucks (Forklifts)
  • Mechanical Power-Transmission Apparatus
  • Augur Conveying Equipment
  • Lawnmowers
  • Conveyors
  • Choppers, Grinders, Abrasive Wheels, Cutters, Spreaders, and Saws
  • Field Sanitation
  • Sanitation for Fixed, Indoor Workplaces
  • Guarding Floor and Wall Openings and Holes
  • Fixed Industrial Stairs
  • Portable Ladders
  • Fixed Ladders
  • Exit Routes
  • Aerial Manlift Equipment
  • Noise Exposure
  • Hazardous Materials and Processes
  • Eye and Face Protection
  • Respiratory Protection
  • Temporary Worker Housing
  • Cherry Harvest Camps
  • Safety Color Coding: Accident Prevention Signs and Tags
  • Confined Spaces
  • Lockout-Tagout
  • First-Aid
  • Fire Protection and Ignition Sources
  • Rim Wheel and Tire Servicing
  • Hand Tools
  • Jacks
  • Welding, Cutting, and Brazing
  • Electrical Hazards
  • Cadmium
  • Air Contaminants
  • Pesticides
  • Hazard Communication
  • Lighting
  • Heat Stress
  • Worker Intoxication

Workers in Washington who opt for supervisory or managerial roles in the construction industry must take Online OSHA 30 training in Washington since Federal OSHA mandates it, and most employers prefer OSHA 30 certified employees over those who don’t have any prior training.

4.9 (251 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
30 HRS
$189 $150
4.7 (165 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from s...
30 HRS
$189 $150
4.5 (107 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
30 HRS
$189 $150

OSHA30Construction training online is crucial since it plays a significant role in preventing illnesses, accidents, mishaps, and fatalities by upgrading workers’ awareness and knowledge regarding potential workplace hazards.

In addition, investing in OSHA 30 training provides several benefits, including:

  • Preventing OSHA penalties and serious charges.
  • Reducing workers’ compensation costs.
  • Enhancing productivity and work performance.

Construction Industry Statistics in Washington

Of the $668 billion in state GDP, building in Washington contributed $29 billion (4.3%) of it. In 2021, there were 28,500 businesses engaged in building in Washington.

There were 238,200 people employed in the construction industry in Washington in August 2022, up 14,900 (6.7%) from August 2021 and 14,700 (6.5%) from February 2020.

According to the August 2022 AGCAutodesk Workforce Survey, there was open hourly craft employment at 93% of businesses in the United States and 100% in Washington.

In 2021, the median annual income for three of the top five most prevalent construction occupations in Washington was more significant than the median for all employees in the state.

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Labor Laws in Washington

Fair Employment PracticesEmployers employing eight or more employees are typically covered by the Washington Law Against Discrimination. It forbids discrimination based on things like race, creed, color, national origin, citizenship or immigration status, gender and gender identity, sexual orientation, disability, HIV/AIDS or Hepatitis C status, genetic data, age, marital status, pregnancy, and status as a member of the military or veteran. It also forbids discrimination based on these things as well.
Equal PayA Washington employer is not allowed to pay a female employee less than a similarly employed male employee or to engage in any other form of wage discrimination.
Discussion of WagesEmployees who discuss their or another employee's salary may do so without fear of retaliation from their employer. Additionally, it is unlawful for companies to require employees to keep their salaries a secret.
Pregnancy AccommodationFor pregnant women or those with conditions related to pregnancy, employers with 15 or more employees are required to make reasonable accommodations. More frequent, longer, or flexible bathroom breaks; job restructuring; and part-time or modified work schedules are just a few examples of reasonable accommodations.
Access to Personnel FilesOnce a year, employees have the right to look at their personnel files. Following an employee's request to study the records, the employer must make them available within a reasonable time frame.
Ban the BoxThe Fair Chance Act of Washington prohibits employers from making criminal history checks on job applicants before determining whether they are otherwise suitable for the position. The Act forbids employers from excluding those with criminal records from applying when posting employment positions.
Salary History Inquiry RestrictionsIn Washington, it is against the law for an employer to inquire about a job applicant's past earnings, whether from them directly or through a current or former employer, or to set requirements for those earnings. If the candidate voluntarily disclosed it or after the employer has negotiated with and extended a job offer with compensation, the employer may verify the applicant's wage or salary history.
Minimum WageThe minimum wage in Washington is higher than the federal government's. The state's current minimum wage is $15.74 an hour. The minimum salary will be automatically raised to reflect inflation each year.
OvertimeAccording to Washington state law, an employer must pay nonexempt workers overtime at 1.5 times their regular pay rate for any hours worked over 40 in a workweek.
Rest BreaksAn employer must provide at least one paid 10-minute rest period every four hours working. A worker can labor for up to three hours without a break.
Meal BreaksAccording to Washington state law, employees must receive at least a 30-minute meal break and can work up to five hours without one. The time for lunch should fall between the second and fifth work hours. Employees who are entirely relieved of their duties and given 30 uninterrupted minutes for meals are eligible for unpaid meal periods.
Breastfeeding BreaksAccording to Washington's pregnancy accommodations law, a covered employer with 15 or more workers must offer a reasonable amount of break time for an employee to express breast milk for two years after the child is born each time the employee needs to do so, as well as a private space that isn't a bathroom that the employee may use.
Child LaborMinors under 16 are also barred from working in several other jobs, such as manufacturing and transportation, and from any dangerous occupations.A complex collection of laws in Washington similarly governs the hours children may work. These rules vary based on the minor's age, with different working time restrictions established for minors under 16 and those aged 16 and 17. The start of a minor's work shift cannot be scheduled close to rest and eating times.
Payment of WagesWage payments must be made in cash or cheques that can be cashed out in full at any time by the employer. Under the condition that employees bear no charges, the Washington Department of Labour and Industries permits payment via direct deposit or electronic paycards.
Wage DeductionsIf required by state or federal law or court order, with the employee's written consent, or for other legal reasons, such as but not limited to health care deductions, child support withholding, creditor garnishments, and tax levies, a Washington employer may deduct money from an employee's paycheck.
Pay FrequencyIn Washington, employers are required to pay their staff at least once every month on predetermined paydays.
Pay StatementAn employer is obligated to give workers a pay statement on payday that details the basis for compensation (such as hours or days worked), rate(s), gross wages, and deductions for the pay period, as well as the pay period by month, day, and year and the payment date.
Health Care ContinuationAccording to Washington law, a provision for continued coverage must be included in the group health policy for an agreed-upon duration and payment rate, which requires group health insurance issuers to give employers a choice.
Paid Family LeaveFor an employee's serious health condition, a covered family member's serious health condition, bonding with a newborn or recently placed child, bereavement leave following a child's death, and a qualifying exigency resulting from a family member being on active duty in the military, Washington offers paid family and medical leave benefits.
Paid Sick LeaveInitiative 1433 (I-1433) requires Washington employers to offer paid sick leave to qualified workers in the event of an employee's or a family member's illness, injury, or health condition; need for medical diagnosis, care, or treatment; or need for preventive medical care; an incident of domestic violence, sexual assault, or stalking; and closure of the employee's place of employment, a child's school, or place of care due to a severe public health concern that could cause bodily harm.
Other Time Off RequirementsA Washington employer must abide by additional leave and time off laws, such as those governing military family leave, family care leave, pregnancy disability leave, military leave, domestic violence leave, jury duty leave, and emergency responder/Civil Air Patrol leave, in addition to the state's family leave and paid sick leave laws.
Occupational Safety and HealthUnder a state-approved strategy, Washington runs its workplace health and safety programs covering the private sector. A Washington employer is required by the Washington Industrial Safety and Health Act to create a workplace free of known dangers and an efficient accident prevention program.
Smoke-Free WorkplaceWashington forbids smoking in all workplaces within 25 feet of all windows, doors, and air intake. An employer must display the necessary signage.
Safe Driving PracticesIt is against the law for anyone to text or use a handheld device behind the wheel of a car.
Final PayIn most cases, terminated employees are required to receive their final pay by the following regular payday.

In Washington, if a company has a policy, a contract, or has committed to pay an accrued vacation to a terminated employee, then the employer must pay the earned break.

Frequently Asked Questions

Safety supervisor, Safety manager, Site safety and health officer, Forklift operator, Foreman, Electrical technician etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards.

Yes, an Online OSHA 30-hour training course is accepted in Washington.

The main office is located in Tumwater.

You can contact OSHA by dialing 1-800-423-7233.

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