HB 778 establishes a three-year pilot program to increase pre-kindergarten (Pre-K) teacher salaries in Pennsylvania to match those of elementary school teachers with similar qualifications. It directly affects Pre-K teachers working in programs located in high-poverty areas (school districts with ≥20% poverty or census tracts at ≤80% of the statewide median poverty level). The program requires the Department of Education to calculate salary gaps using a specific formula, provide subsidies to eligible Pre-K programs to close those gaps, and collect data for a legislative report. The bill mandates strict use of funds solely for teacher salary increases and includes requirements for reporting program outcomes to the legislature.
HB 667 amends Pennsylvania's Public School Code to protect classroom teachers' instructional and planning time. It prohibits requiring teachers to attend administrative meetings during teaching hours unless covered by another qualified teacher or substitute. If meetings occur during a teacher's designated planning period (time for lesson prep, parent communication, or grading), schools must offer compensatory time or replace the diverted time. The bill applies to all public school districts, joint districts, intermediate units, and career schools, taking effect 60 days after enactment.
SB 388 proposes amending Pennsylvania's Constitution to explicitly prohibit discrimination based on sex, race, ethnicity, color, religious creed, ancestry, age, sexual orientation, gender identity or expression, national origin, familial status, or disability. This would expand existing constitutional protections under Article I, Section 28 to cover these additional categories, ensuring equality of rights under the law for all Pennsylvanians. The bill requires the General Assembly to pass it twice before submitting the amendment to voters at the next qualifying election. As of March 6, 2025, the bill has only been referred to the State Government committee and remains in early legislative stages.
This bill prohibits Pennsylvania municipalities from regulating or enforcing mandates related to employer policies or practices (such as wages, hiring, scheduling, or workplace rules) for private businesses. It directly affects private employers across the state by preventing local governments from imposing such requirements. Key exceptions include mandates for municipal employees, provisions under the Pennsylvania Human Relations Act, and collective bargaining agreements. Violating the prohibition after January 1, 2015, voids the ordinance, and affected businesses can seek court-ordered relief, damages, and reasonable expenses like attorney fees.
HB 318 amends Pennsylvania's Unemployment Compensation Law to expand ineligibility for benefits when claimants unreasonably discourage their own employment opportunities. The bill requires claimants to make a good faith effort to secure work and prohibits actions like refusing job interviews or offers without good cause before discussing job details. Employers can report such behavior using new forms the Department of Labor must create within 90 days. This change directly affects unemployed Pennsylvanians applying for or receiving unemployment benefits.
HB 367, the Flexible Working Arrangements Act, gives employees in Pennsylvania with employers of 50+ staff the right to request flexible work options like adjusted hours, remote work, or job sharing once yearly. Employers must consider these requests in good faith, respond in writing if requested, and cannot retaliate - though they may deny requests only if they would harm business operations (e.g., cause excessive costs or disrupt service). The Department of Labor and Industry will enforce the law, issuing warnings for first violations and imposing up to $500 per violation for repeat offenses. The bill does not override existing employment rights or collective bargaining agreements.
HB 262 amends Pennsylvania's Public Employe Relations Act to strengthen rights for public-sector union members. It guarantees equal voting rights in unions, prohibits sudden fee increases without member approval (requiring secret ballot votes), and ensures members can pursue legal action or communicate with legislators without union restrictions. The bill also mandates that unions provide all members with copies of collective bargaining agreements upon request. These changes apply to most public employees (excluding police/firefighters under separate law) and take effect 60 days after enactment.
HB 288 amends Pennsylvania's Tax Reform Code to add new requirements for construction tax credits, affecting taxpayers making capital expenditures over $25,000 for facility construction or renovation. To qualify for these credits, taxpayers must verify good-faith local hiring efforts and confirm that all workers on the project are paid the prevailing wage rate under Pennsylvania's Prevailing Wage Act. The Department of Labor and Industry will enforce these rules, requiring pre-construction wage rate determinations and compliance with prevailing wage standards for all new construction jobs. Violations of these requirements could trigger a 10% refund of the awarded tax credit.
HB 64 prohibits Pennsylvania employers from punishing employees (including firing, discipline, or threatening adverse actions) for refusing to attend or participate in employer-sponsored meetings about political matters (like elections or party support) or religious matters (like religious affiliation). Employers must post a notice of these rights within 30 days of the law taking effect, and employees can sue for violations like lost wages or retaliation within one year. The bill does not apply to required legal communications, job-related meetings, or voluntary participation in such matters. It allows employees to report violations without fear of retaliation and provides remedies like reinstatement, back pay, or attorney fees.
SB 29, the Fair Chance for Employment Act, prohibits employers (including government entities and businesses with 5+ employees) from considering an applicant's unemployment status when making hiring or pay decisions. The law explicitly bans using current or recent joblessness as a factor, though it allows employers to require specific licenses, education, or experience as job qualifications. Violations can result in a $500 penalty assessed by the Department of Labor and Industry after an investigation. The bill takes effect 90 days after passage and directly affects job applicants and employers across Pennsylvania.
