Part I: Requires the Department of Education and state public charter schools to take certain steps to better address the harassment of educational workers, including sports officials. Authorizes the Attorney General to assist educational workers, including sports officials at department of education or public charter school sporting events, who have been subject to harassment or intentional bodily injury in obtaining a temporary restraining order. Part II: Includes the intentional, knowing or reckless disruption or interference with a school function, school administration, or school board under the offense of harassment. Makes harassment to an educational worker, including sports officials, engaged in the performance of their duty a misdemeanor. (CD1)
Requires the Department of the Attorney General to develop a Human Trafficking Awareness Training Program, or approve externally developed programs, to educate and train workers in the transient accommodations sector. Requires transient accommodations employers or transient accommodations third-party contractors to periodically provide the human trafficking awareness training to certain employees and contract workers, keep records of the training, post signage, and develop and implement a human trafficking prevention policy that includes procedures for the reporting of suspected human trafficking. Establishes penalties. Requires the Department of Law Enforcement to adopt rules. (CD1)
Establishes a two-year pilot project to authorize public employers to petition for temporary restraining orders and injunctions against employment-related harassment of certain public employees. Sunsets 6/30/2028. (CD1)
SB 2727 extends the deadline for filing discrimination complaints with the Hawaii Civil Rights Commission from the current timeframe to one year. This change directly affects individuals in Hawaii who experience discrimination and wish to seek redress through the Commission. The key provision modifies the statute of limitations, giving complainants more time to submit formal complaints after an alleged discriminatory act occurs. The bill does not alter the Commission's investigative processes or remedies but focuses solely on the filing period. This is a procedural policy change impacting access to civil rights enforcement.
Authorizes counties to require contractors to disclose employee wage, benefit, hour, and employment‑status information. Authorizes counties to deny, revoke, or suspend building permits for violations of related laws under certain conditions. Establishes a process by which an owner or developer may replace a noncompliant contractor and transfer the building permit to the replacement contractor. Exempts from the denial, revocation, and suspension, building permit applications submitted by an owner-occupant for work performed on the owner-occupant's residence. (CD1)
This Senate Concurrent Resolution asks the Hawaii Civil Rights Commission to study whether current state anti-discrimination laws apply to decisions made by artificial intelligence and automated systems. The bill directs the commission to examine how these technologies are used in areas like hiring, housing, and credit, and to identify any legal gaps or challenges in addressing potential discrimination. The commission must submit a report with findings and recommendations to the Legislature by early 2027, which could lead to new rules or laws if needed. This measure does not change existing laws immediately but initiates an official review of how civil rights protections work in the age of automated decision-making.
This Hawaii Senate Concurrent Resolution (SCR 11) requests the U.S. Congress to amend the Civil Rights Act of 1964 to add explicit protections against discrimination based on sexual orientation and gender identity. It seeks to prohibit such discrimination in key areas including employment, housing, public accommodations, education, federally funded programs, credit, and jury service. The resolution directly affects LGBTQ+ individuals who currently lack comprehensive federal protections in these contexts. Hawaii already provides similar state-level protections (through Act 40, 2022), but this resolution urges federal action to create uniform nationwide safeguards.
Requires certain employers to provide administrative leave of absence for victims of workplace violence or threat of workplace violence. Expands the type of certification an employee may provide to an employer if the leave exceeds five days per calendar year. Prohibits retaliation against employees for exercising rights related to domestic violence, sexual violence, or workplace violence or threat of workplace violence. Effective 1/1/2077. (SD1)
Prohibits discrimination based on: (1) The perception that a person possesses certain characteristics; (2) The perception that a person is associated with a person who possesses, or is perceived to possess, certain characteristics; or (3) The intersection or combination of two or more specified characteristics in relation to a person. (SD1)
SB 3055 makes it illegal to falsely pose as a union representative to employees. The bill directly affects individuals who impersonate union officials, such as those falsely claiming authority to negotiate or represent workers. It creates a legal path for affected employees or organizations to sue impersonators and imposes penalties, including fines. This policy change clarifies that deceptive impersonation is a civil violation, not just a workplace issue.
