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<p class="MsoNormal"><span style="font-family:"Times New Roman",serif;color:#002060">There is a case from maybe the 1980s holding that in this circumstance, you can’t use the unlawful detainer statute. If I remember correctly.<o:p></o:p></span></p>
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<p class="MsoNormal"><b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:#1F497D">The Law Office of G. Michael Zeno, Jr., P.S.</span></b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:#1F497D">T: (425) 947-8050 F: (425) 947-8052</span><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:#1F497D">135 Lake Street S., Suite 257</span><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:#1F497D">Kirkland, WA 98033</span><span style="font-size:11.0pt;font-family:"Calibri",sans-serif;color:black"><o:p></o:p></span></p>
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<p class="MsoNormal"><b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">From:</span></b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> wsbarp-bounces@lists.wsbarppt.com <wsbarp-bounces@lists.wsbarppt.com>
<b>On Behalf Of </b>Paul Okner<br>
<b>Sent:</b> Thursday, December 4, 2025 11:38 AM<br>
<b>To:</b> WSBA Real Property Listserv <WSBARP@lists.wsbarppt.com><br>
<b>Subject:</b> [WSBARP] Tenancy At Will Agreement?<o:p></o:p></span></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal">Hi all,<o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal">Employer offers on-site housing to an employee who manages and maintains the property. No rent, and the duration is indefinite (tied to at-will employment), so this should fall under the umbrella of tenancy at will, and not be subject
to RLTA per RCW 59.18.040(9). <o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal">Employer would like to enter into an agreement with the employee to cover this arrangement. Does anyone have a template, or perhaps key provisions, for such an agreement? Any assistance is appreciated.<o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal">Sincerely,<o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal">-Paul Okner<o:p></o:p></p>
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<p class="MsoNormal"><b><span style="font-family:"Arial Narrow",sans-serif">Fremont Law PLLC</span></b><o:p></o:p></p>
<p class="MsoNormal"><span style="font-family:"Arial Narrow",sans-serif">3429 Fremont Pl. N., Suite 305</span><o:p></o:p></p>
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<p class="MsoNormal"><span style="font-family:"Arial Narrow",sans-serif">Seattle, WA 98103</span><o:p></o:p></p>
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<p class="MsoNormal"><span style="font-family:"Arial Narrow",sans-serif">(206) 399 - 1922</span><o:p></o:p></p>
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