SB 3097 appropriates $5,373,698 from the state general fund to cover the State Personnel Board's operations for fiscal year 2027 (July 2026-June 2027). The funds specifically support personnel costs, including employee salaries, benefits, and "Vacancy Funding" to fill unfilled positions authorized as of June 2026. The bill restricts spending to prevent exceeding the budgeted amount for "Personal Services" and requires the Board to publish annual cost projections based on payroll data. It ensures no salary reductions below the Board's minimum standards and prohibits using general funds to replace other funding sources.
HB 1249 would allow Mississippi state employees to recover personal or medical leave they used to receive pay during federal Family and Medical Leave Act (FMLA) leave by repaying the amount they were paid. Employees would pay back the exact compensation received during that leave period, and their leave balance would be restored. The bill does not change FMLA leave rules but provides a specific process for restoring accrued leave time. If enacted, the policy would take effect on July 1, 2026.
SB 2417 amends Mississippi's state telework policies to require state agencies to report remote worker details (names, titles, schedules) to the State Personnel Board annually. It mandates that state employees working remotely must be physically present at agency offices at least three days per week, unless exempt under the Americans with Disabilities Act or other applicable law. The bill prohibits the State Personnel Board from processing personnel actions (like hires or promotions) for non-compliant agencies and requires the Board to create enforceable rules for implementation. These changes directly affect all state agencies and employees under the Board’s oversight, effective July 1, 2026, with provisions set to expire July 1, 2029.
This bill creates the Mississippi Office of Apprenticeship within the Mississippi Department of Employment Security to support and coordinate apprenticeship programs statewide. It establishes an advisory Apprenticeship Council to guide the office and defines key terms like "apprentice" and "apprenticeship program" for clarity. The office will develop rules, provide technical assistance to employers, and promote apprenticeship opportunities - without requiring programs or sponsors to register with the office. This structure aims to strengthen workforce development by standardizing apprenticeship systems across Mississippi.
HB 333 requires Mississippi's State Workforce Investment Board to create a separate list of high-value industry certifications for community college students. It mandates the Mississippi Community College Board to pay $600 per student toward career and technical education certifications earned at participating community colleges, starting in fiscal year 2027, subject to available funding. The bill prevents double-reimbursement for certifications already obtained and aligns the list with existing K-12 certification standards. This directly affects community colleges, their students pursuing career certifications, and the Community College Board's funding allocation process.
HB 1194 changes Mississippi's public employee retirement system by reducing the required service years for retirement eligibility from 35 to 30 years for "New Tier" members (those who joined after July 1, 2007). It directly affects public employees in this tier who qualify for retirement benefits. The bill revises Section 25-11-111 to allow these members to retire with 30 years of service regardless of age, rather than requiring 35 years. For those retiring before age 60 with less than 30 years, the bill adjusts benefit calculations to account for the reduced service requirement.
SB 2469 would require Mississippi's State Personnel Board to implement a 6% annual salary increase for all full-time state employees funded by the General Fund, effective July 1, 2026, with part-time employees receiving a proportional share. The bill directs the Board to amend the variable compensation plan to reflect this increase and brings forward related sections of state law regarding annual reporting on compensation. This policy change directly affects state employees whose salaries are paid from the General Fund, not private or federal funds. The bill was referred to the Appropriations committee but died in committee on February 3, 2026, and has not become law.
HB 1044 would change Mississippi's public employee retirement system (PERS) by reducing the required service years for full retirement eligibility from 35 to 30 years for Tier 5 members. This means eligible public employees who complete 30 years of service could retire without age restrictions, whereas previously they needed 35 years. The bill also maintains a minimum 8 years of service for retirement at age 60 and includes an actuarial reduction for those retiring before age 60 with fewer than 30 years of service. It directly affects state and local government employees in Mississippi's Tier 5 PERS retirement plan.
HB 946 allows retired members of Mississippi's Public Employees' Retirement System (PERS) to work full-time in positions where their employer has a documented critical shortage of staff while still receiving their full retirement benefits. Employers must provide quantifiable evidence of the staffing shortage and verify the retiree's qualifications for the specific role before hiring. This amendment specifically overrides previous rules that limited retirees to part-time work or reduced benefits when reemployed. It directly affects retired state and local government workers in critical shortage roles who meet the employer's documented needs and qualifications. The policy change applies only to positions with verified shortages, excluding teaching roles already covered under separate provisions.
HB 537, titled "State employees; authorize to use major medical leave for their mental health care or treatment," expands existing major medical leave policies to explicitly include mental health care. The bill allows all Mississippi state employees (excluding certain university staff) to use accrued major medical leave for treatment by psychiatrists, psychologists, or licensed counselors under the same rules that apply to physical health leave, including the requirement to first use personal leave for most absences. It specifies that leave for regular mental health appointments requires prior physician certification, mirroring existing provisions for chronic physical conditions. The bill died in committee on February 3, 2026, and has not become law.
