This North Carolina bill requires all private employers with 25 or more employees to use the federal E-Verify system to check the work authorization of every new hire. It mandates that state and local government agencies also comply with these verification rules and allows employers to avoid penalties if they can prove they acted in good faith and did not knowingly accept fraudulent documents. The legislation establishes a 30-day grace period for employers to fix minor compliance errors and increases fines for repeat offenders while protecting workers who report suspected violations from retaliation. Additionally, it grants the state labor commissioner the authority to conduct random or risk-based audits of employers and provides funding to support enforcement efforts.
This bill proposes adding a new section to the North Carolina Constitution to establish a "right to work" for all residents. The key provision states that a person's right to work cannot be denied based on whether they are a member of a labor union or pay union dues. If approved by voters in a 2026 referendum, the amendment would legally protect employees from being forced to join or financially support a union as a condition of employment. The bill also authorizes the state legislature to pass additional laws to define and implement these protections.
House Bill 859 proposes to prohibit counties and cities in North Carolina from establishing or enforcing guaranteed income programs. This directly affects local governments by restricting their ability to implement certain types of financial aid programs for their residents. The bill defines a "guaranteed income program" as one that issues unconditional cash payments to individuals on a regular basis for any purpose. However, it clarifies that programs requiring recipients to seek reemployment, perform work, or attend training are not included in this prohibition. This restriction would apply unless such programs are specifically authorized by other general or local laws.
SB 24 requires that any new state health insurance mandate must be paired with the repeal of an existing mandate and include funding to cover the new cost. It directly affects North Carolina employers (especially small businesses) and taxpayers by targeting mandates that increase insurance premiums and state health plan expenses. Key provisions mandate that new health benefit requirements (like coverage for specific treatments or drugs) must include both a repeal of an equivalent existing mandate and recurring state funding for the new cost. The bill applies to all health insurance plans, including the State Health Plan for Teachers and State Employees, and takes effect 30 days after enactment.
HB 171 prohibits North Carolina state agencies from implementing diversity, equity, and inclusion (DEI) programs, including in hiring, employment practices, or training. It defines DEI broadly as any initiative influencing hiring or benefits based on protected characteristics (like race or gender) beyond merit-based processes. The bill mandates state auditor compliance audits, imposes civil penalties up to $5,000 per violation, and allows employees to file lawsuits after submitting a grievance to their agency. It explicitly excludes compliance with existing anti-discrimination laws (such as Title IX and the ADA) and protects First Amendment rights.
SB 112 creates a pilot program allowing eligible North Carolina school districts (with at least 5,000 students and tax authority) to submit a Financial and Hiring Flexibility Plan (FHFP) starting in 2026-2027. The plan requires districts to set specific academic goals by 2030-2031, such as 100% student career planning by senior year and 90% teacher retention, while permitting up to 50% unlicensed teachers in core subjects after completing required training on disability education and behavior management. Districts operating under the FHFP receive unrestricted state funding for school operations but face annual reviews by the State Board, with potential termination if goals aren't met or fiscal standards violated. The program is limited to participating districts and ends after the 2030-2031 school year unless renewed.
HB 37 standardizes monthly pension benefits for North Carolina firefighters and rescue squad workers under the state pension fund. It sets a uniform $175 monthly pension for members with 20+ years of service who reach age 55, replaces the previous $180 amount, and maintains $175 for disability benefits and line-of-duty death benefits. The bill also allows members affected by city annexations or department closures to continue contributing $15 monthly until they reach 20 years of service for pension eligibility. These changes apply to current and future members of the pension fund who meet the service requirements. The bill does not alter contribution rates or eligibility for most members but adjusts benefit amounts and extends certain provisions.
SB 47 would eliminate the ability for North Carolina state employees, local government workers, and public school staff to have dues paid through automatic payroll deductions to their employee associations. Currently, employees could authorize such deductions if their association met specific membership thresholds (e.g., 2,000 members with 500 state/local employees). The bill repeals this provision, meaning employees would no longer be able to set up automatic payroll deductions for association dues. This change directly affects all covered state and public sector employees who previously used this method to pay dues.
This bill amends North Carolina's workplace violence prevention laws to include "mass picketing" as a form of unlawful conduct. It defines mass picketing as any picketing that obstructs entry to or exit from a workplace or public roads. The bill expands the definition of "unlawful conduct" to include hindering work or blocking access through mass picketing. This allows employers to seek civil no-contact orders against individuals engaging in these newly defined unlawful acts. The legislation explicitly states it does not apply to union activities or labor disputes protected by federal law.
