WR is closely monitoring the bills that have advanced through the legislative process. Each week, we’ll spotlight our weekly “hot list” key legislation that could have the most significant impact on WR members.
Commercial Electronic Mail Act (CEMA) (HB 2274)
HB 2274 (CEMA) passed the Senate and is now heading to the Governor’s desk, with no further concurrence needed. While it was not the full policy reform WR had hoped for, it represents an important step forward and opens the door for interim work to educate legislators and build support for updating outdated laws related to email, marketing, and technology that affect our members.
The final version of the bill is narrower than where we began. Given the realities of a short 60-day session, a more comprehensive reform was unlikely to advance this year. Through negotiations, HB 2274 was ultimately revised into a targeted stabilization measure that still provides meaningful relief. The bill reduces statutory damages from $500 to $100 per violation and adds a knowledge standard, helping address the surge in subject-line litigation while preserving core consumer protections.
Position: WR supports this bill.
Status: Bill Passed 43-5 (one excused)
Immigrant Workers Protection (HB 2105)
HB 2105 passed the Senate and is now heading to the Governor. While the PRA provisions remain, negotiations with the Attorney General’s office resulted in several changes: employers now have 5 days (instead of 3) to notify workers of immigration inspections, statutory fines were reduced from $1,000 to $500 per worker, and PRA damages were reduced from 80x to 40x the minimum wage. The bill also requires courts to consider factors such as willfulness, good faith efforts, employer size, and actual damages when determining liability.
Position: WR opposes this bill.
Status: Bill Passed 27-21 (one excused)
AGO civil investigation authority on employment laws (SB 5925)
This bill expands the Attorney General’s authority to issue Civil Investigative Demands (CIDs), allowing the office to request documents or interview employers during investigations into potential violations of employment laws such as discrimination, wages, and breaks—without a formal complaint or public records request. Historically, CID authority has been used primarily in consumer protection or Medicaid fraud cases involving commercial or financial conduct. Extending this authority to employment and civil-rights statutes raises concerns about the potential scope and intrusiveness of pre-litigation investigations involving sensitive employment relationships. The bill passed the House 56–41 largely along party lines. More than 40 amendments were proposed, with six adopted to add guardrails, including requirements that investigative requests be reasonable and within the Attorney General’s statutory authority.
Position: Other
Status: Bill Passed 30-19
