HB 2364 allows Missouri employers to claim a state income tax deduction for wages paid to employees while they serve jury duty, directly affecting businesses and self-employed individuals who cover employee wages during court service. The deduction equals 100% of the wages paid minus any jury duty compensation the employee receives from the court. This applies to all employers (including self-employed individuals treated as employees under the bill) for tax years beginning January 1, 2027, and expires six years after enactment unless renewed by lawmakers. Employers violating jury duty laws may lose the deduction or repay tax savings.
HB 1745 requires employees to file a complaint with the state labor department before suing employers for minimum wage or overtime violations, effective January 1, 2027. Employees must submit pay stubs, time sheets, and all relevant pay periods as evidence within the complaint. The department must investigate within 90 days, issue findings, and may facilitate settlement offers between parties before a "right to sue" notice is issued. This process directly affects employees seeking unpaid wages and employers facing wage law violations, mandating administrative review before court action.
HB 2495 replaces Missouri's existing employment discrimination laws with new provisions prohibiting gender-based wage discrimination. It directly affects employers and employees in Missouri by requiring equal pay for equal work - defined as jobs requiring equal skill, effort, responsibility, and similar working conditions - regardless of gender. The bill allows limited exceptions, such as pay based on seniority, merit, production, or bona fide regional differences, but prohibits retaliation against employees who discuss wages, oppose discrimination, or participate in related investigations. This legislation updates state law to align with federal protections while adding specific safeguards for wage transparency and non-retaliation.
HB 1767, the "Missouri Educators and Parental Empowerment and Rights Act," establishes specific rights for parents and teachers in Missouri public schools. It grants parents the right to access curricula, review school records, receive information about teachers and school data collection, and visit schools during regular hours. Teachers are granted rights including protection from physical abuse or threats, freedom of speech, guaranteed preparation time, and a safe teaching environment. School districts must adopt policies ensuring transparency - such as timely safety incident notifications to parents and clear procedures for parent visits - to support these rights. The bill directly affects parents of K-12 students and school staff in Missouri’s public school districts.
HB 1920 requires Missouri's Department of Health and Senior Services to create an education program promoting respect for health care professionals and informing the public about legal consequences of assaulting them. It allows hospitals to receive state reimbursement for two years of security-related property/technology costs (compliant with federal standards) and for three years of security personnel payroll costs, funded through a new dedicated "Hospital Security Fund." The fund, supported by state appropriations and other sources, must be used solely for these reimbursements, with unspent balances at the end of each biennium not reverting to general revenue. The program expires on August 28, 2029.
HB 2566 removes the expiration date (sunset provision) from Missouri's Line of Duty Compensation Act, making the death benefit permanent. The law provides $100,000 in compensation to survivors of public safety officers (including firefighters, law enforcement, EMTs, and air ambulance crew) who die "in the line of duty" due to work-related injuries, illness, or violence. Previously, this benefit would have expired after a set period without legislative renewal. The bill ensures survivors of qualifying officers will continue to receive this payment without needing future legislative action to extend it.
HB 2070 requires health care facilities to notify health care workers or law enforcement officers within 48 hours if they are exposed to one of 19 specific infectious diseases (including HIV, hepatitis, COVID-19, measles, and tuberculosis) while performing job duties. First responders who transported patients may also request exposure information from health care facilities after transport. The bill applies to health care workers, law enforcement officers, and first responders (like firefighters and EMTs) directly affected by such exposures. It adds these notification requirements to existing laws without changing treatment protocols or testing procedures.
HB 2525 requires the state to prioritize bidders whose employees are union members for state contracts in construction, infrastructure, healthcare, education, public safety, and water/waste management sectors. This applies only when competing bids offer equal quality and price, or when bids are otherwise comparable. The bill defines "labor organization" broadly as any group focused on collective bargaining, grievance handling, or mutual employment protection. It directly affects state contractors in these specific industries by creating a preference for unionized labor under defined conditions. The bill is currently in early legislative stages with no votes taken yet.
HB 2494 updates Missouri's unemployment benefits law to adjust the maximum duration of benefits based on the state's average unemployment rate. Under this bill, unemployed workers may receive benefits for up to 20 weeks if the rate is 9% or higher, decreasing to 13 weeks when the rate falls below 6%. The duration is calculated using the average unemployment rate from January-March and July-September each year, as reported by the U.S. Bureau of Labor Statistics. This bill directly affects all Missouri residents claiming unemployment benefits by linking their benefit period length to current economic conditions.
HB 2198 modifies retirement benefit rules for certain Missouri public employees hired on or after January 1, 2011. It increases the minimum required credited service for retirement eligibility from five to ten years and establishes new age/service combinations for normal retirement (e.g., age 67 with 10 years or age 55 with combined age/service of 90). The bill requires employees to contribute 4% of pay, but the state employer pays this amount instead of the employee, with contributions tracked separately in individual accounts. It also adds specific rules for refunds of contributions (requiring spouse consent for married members) and prohibits refunds for members eligible for normal retirement. These changes apply to the "Year 2000 Plan" retirement system.
