SB 99 would create 11-month contracts for specific teachers in North Carolina, including initially licensed teachers, mentor teachers, teachers in low-performing schools, and certain veteran teachers. The bill changes their salary payment structure from a standard 10-month contract to 11 months, allowing them to receive pay for an additional month during the summer. This aims to provide dedicated time for teachers to engage in professional development, collaborate with peers, and receive evaluation feedback without disrupting the regular school year. The policy directly affects eligible teachers by altering their contract term and compensation schedule under state law.
SB 649 reinstates education-based salary supplements for North Carolina public school teachers and instructional support personnel (ISP) who hold master's or doctoral degrees. It directs the State Board of Education to use the 2013 policy (TCP-A-006) to determine eligibility for the "M" salary schedule and degree-related pay supplements. The bill appropriates $8 million in recurring state funds for the 2025-2026 fiscal year to cover these reinstated supplements. This policy change directly affects educators with advanced degrees by restoring previously eliminated pay incentives tied to their academic credentials.
House Bill 663, known as the Living Donor Protection Act, aims to support individuals who donate organs or bone marrow. The bill prohibits insurance companies from discriminating against individuals solely based on their status as a living organ donor in various insurance policies. It also establishes a state income tax credit of up to $5,000 for unreimbursed expenses, such as lost wages and travel, incurred by living donors. Furthermore, the act provides state employees and state-supported personnel with up to 30 days of paid leave for organ donation and seven days for bone marrow donation.
HB 503, the "Don't Tread on Me Act," proposes new protections for North Carolinians by restricting government overreach in privacy, healthcare, education, and employment. It prohibits state agencies from conducting warrantless surveillance, demanding private medical or political information for services, denying reproductive care based on ideology, interfering with parental decisions without due process, or censoring fact-based education. The bill also bans discrimination in employment, housing, or public services based on private beliefs, medical history, or lawful conduct. Currently in early legislative stages (filed March 24, passed 1st reading March 26), it would take effect if enacted.
SB 86 increases North Carolina firefighters' monthly pension payments from $175 to $180 starting January 1, 2025, for eligible members who reach age 55 with 20 years of service. It updates disability benefit rules, clarifies death benefits for firefighters killed on duty (including monthly payments to surviving spouses or beneficiaries), and adds protections for members displaced by city annexations or department takeovers. These changes directly affect current and future firefighters, rescue squad workers, their families, and members whose departments are absorbed by municipalities. The bill modifies existing pension fund statutes without creating new programs or altering contribution requirements.
HB 482 reauthorizes North Carolina's teacher bonus program for 2025-2027, expanding eligibility to include teachers who leave their school due to military orders. It allows qualifying teachers to receive bonuses based on student performance (e.g., AP/IB exam scores or industry certifications) even if they no longer teach at the same school, provided they submit a military transfer notice and updated address by January 1. The bill maintains existing bonus amounts ($50 for advanced courses, $25/$50 for CTE certifications) but adds this military exception to the eligibility criteria. This directly affects public school teachers who separate due to military service but meet other bonus qualifications.
SB 240 establishes the NCSTARS Grant Program to fund community colleges partnering with public schools and local businesses to create work-based learning programs for students aged 16+ in apprenticeships or preapprenticeships. It provides matching grants of up to $500,000 per year per community college, requiring a 3:1 state-to-local funding match for program costs like student stipends, travel, and staff. The program prioritizes applications modeling the Surry-Yadkin Works FLEET program and mandates annual reports on participation and outcomes. Total funding of $4.75 million is allocated for the 2025-2026 fiscal year, supporting the program through 2028-2029.
HB 45 prevents occupational licensing boards in North Carolina from automatically denying licenses based solely on a conviction classified as a "crime of moral turpitude." It requires boards to evaluate each applicant's criminal history using specific factors, including the crime's severity, time elapsed, rehabilitation efforts, and relevance to the job. Applicants with criminal records must be given 30 days to address concerns or submit rehabilitation evidence before a final denial, and boards must provide written explanations for denials. The bill directly affects individuals seeking professional licenses (e.g., for nursing, contracting, or cosmetology) who have criminal convictions, ensuring decisions are based on individualized assessments rather than automatic exclusions.
SB 631 allocates $10.4 million for the 2025-2026 fiscal year and $14.1 million for 2026-2027 to increase salaries for juvenile justice staff in North Carolina. It directly affects Youth Counselor Technicians, Youth Services Behavioral Specialists, Youth Counselors, and Juvenile Court Counselors within the Division of Juvenile Justice and Delinquency Prevention. The bill establishes new annual salary schedules for these roles, including specific pay rates based on experience levels for the 2025-2027 biennium. Additionally, $3.9 million is specifically designated to address existing pay gaps ("salary compression") among these staff members. The funding is intended to support workforce retention and recruitment within the juvenile justice system.
HB 538, "Equality for All," expands North Carolina's anti-discrimination laws to protect residents in housing and employment. The bill adds sexual orientation, gender identity, military/veteran status, and genetic information to the list of protected characteristics, prohibiting discrimination by landlords, real estate agents, and employers (with 15+ employees) based on these factors. Key provisions ban refusal to rent/sell property, discriminatory advertising, denial of housing services, and employment decisions based on protected status. It applies broadly to all housing transactions and employment opportunities across the state. The law aims to ensure equal access without requiring proof of discriminatory intent.
