HB 777 requires Pennsylvania public school districts to pay education support professionals (like aides and clerical staff) a minimum hourly wage of $20 or a living wage based on cost-of-living adjustments, starting in the 2025-2026 school year. School districts must make supplemental payments to cover wage gaps for existing contracts below this rate through 2029-2030, with the Department of Labor setting and annually adjusting the living wage using the Consumer Price Index. The Department of Education will reimburse districts for these supplemental payments, adding the reconciled amount to their annual funding allocation. This applies directly to over 500 school districts and their education support staff, ensuring wage standards align with inflation.
SR 157 is a non-binding resolution encouraging federal, state, local governments, schools, workplaces, and organizations to adopt diversity, equity, and inclusion (DEI) principles. It calls for promoting inclusivity, protecting free expression, removing barriers, and creating equitable opportunities for all people to pursue their goals. The resolution does not create new legal requirements or alter existing laws; it serves as a statement of support for DEI practices. It directly addresses policymakers, educational institutions, and employers by urging them to uphold these principles voluntarily. The resolution was referred to the Rules & Executive Nominations committee on October 3, 2025.
HB 1826 amends Pennsylvania's Human Relations Act by updating key definitions to clarify anti-discrimination protections in employment. It lowers the minimum employee threshold for businesses to be considered "employers" from four to two workers, expanding coverage to more small businesses. The bill also explicitly includes religious, charitable, and similar organizations as employers for discrimination based on race, color, age, sex, national origin, or disability - previously excluded for these categories. Additionally, it revises the definition of "employee" to focus on employer control over work while maintaining exclusions for casual domestic workers and family employees (e.g., parents, spouses, or children).
HB 455 establishes Pennsylvania's "Building a Better Future Grant Program" to fund organizations providing education and workforce training to young adults aged 16-24 who are disconnected from education. The program targets organizations serving youth from low-income backgrounds with specific vulnerabilities (e.g., foster care, disability, homelessness, or school dropout) and requires grantees to offer at least two services like job training, career counseling, or high school equivalency support. The Department of Labor and Industry will administer $5 million in state funding (from the General Fund) to award grants of up to $1 million per organization, with 5% reserved for statewide technical assistance. This directly affects eligible young adults and qualifying local organizations focused on construction, healthcare, and other in-demand vocational fields.
HB 1923 establishes new workplace safety requirements for meat packing and food processing facilities by mandating facility health and safety committees. It creates a dedicated workers' rights coordinator position within the Department of Labor and Industry to oversee compliance and address concerns. The bill also adds specific public health emergency protections for workers during outbreaks or crises, requiring employers to follow state health guidelines. These changes directly affect workers and employers in the meat and food processing industry across the state.
HB 145 amends Pennsylvania's unemployment compensation law to clarify when workers lose eligibility for benefits. It directly affects claimants who voluntarily leave jobs, adding specific protections: workers cannot be disqualified for leaving due to disability if suitable work is available, for joining or staying in a union, or to accompany a military spouse relocating due to active duty orders. The bill defines "suitable employment" as work requiring similar skills and paying at least 80% of a worker's previous average weekly wage. These changes aim to prevent unfair disqualifications while maintaining the law's core purpose of providing benefits to eligible unemployed workers.
SB 1053 amends Pennsylvania's Workers' Compensation Act to expand the definition of "employe" to include volunteer emergency personnel. It specifically adds coverage for members of volunteer fire departments, ambulance corps, and rescue squads who perform operational support duties (such as fundraising, equipment maintenance, or administrative tasks) on a regular, approved basis - *not* just emergency response. This change ensures these volunteers qualify for workers' compensation if injured during approved activities, while explicitly excluding "social members" who do not perform operational duties. The bill takes effect 60 days after enactment.
HB 899 requires Pennsylvania employers to provide workers with paid sick leave for their own health needs or to care for family members. Employees earn one hour of paid sick time for every 30 hours worked, with a minimum annual accrual of 40 hours. The law prohibits employers from retaliating against workers who use this leave and mandates clear posting of rights. It covers most private-sector employees (excluding federal workers) and applies to all employers with 15+ employees in Pennsylvania, effective upon enactment.
SB 1045 amends the Equal Pay Law to require employers to disclose salary ranges for all open positions in job postings. This directly affects employers who hire new employees, mandating transparency about potential compensation before interviews. The key provision requires listing the full salary range (not just a minimum) when advertising job openings. The bill aims to reduce wage discrimination by giving job seekers clear information about pay before applying.
SR 174 is a non-binding resolution urging Congress to create a centralized national system for sharing wage, employment, unemployment compensation, and related eligibility data with states. It directly affects state agencies that administer programs like unemployment benefits, as they would receive standardized data to determine applicant eligibility. The resolution proposes a secure, streamlined federal database to replace current fragmented state-level data collection. This is a procedural request to Congress, not a law that would change existing policies or programs.
