This bill expands death benefit eligibility in Pennsylvania for firefighters who die from cancer linked to their work. To qualify, a firefighter must have served at least four years, had direct exposure to a carcinogen, and passed a pre-service physical exam showing no signs of cancer. The law presumes these deaths occurred while performing official duties, allowing their families to receive financial support under the existing Emergency and Law Enforcement Personnel Death Benefits Act. The changes will take effect 60 days after the bill is signed into law.
SB 1268 amends Pennsylvania's Labor Relations Act to clarify definitions of employees and independent contractors while introducing new rules for union elections and employer conduct. The bill requires employers to post notices about employee rights both physically and electronically and mandates the provision of detailed voter lists to labor organizations following union elections. Additionally, it designates specific actions as unfair labor practices, such as forcing employees to participate in employer-led campaigns unrelated to their job duties. These changes aim to standardize how labor disputes are managed and ensure clearer communication between employers and workers regarding their collective bargaining rights.
This bill creates a new tax credit for small businesses in Pennsylvania that help employees pay for health insurance purchased through the state exchange. To qualify, a business must have 50 or fewer employees and make contributions toward health reimbursement arrangements for their workers. The credit is calculated based on the first $1,000 of contributions per employee and can be applied to reduce the business's state tax liability. Companies claiming the credit must submit detailed forms to the Department of Revenue listing employee information and insurance provider details.
This bill, known as the Equal Employment for All Act, prohibits employers in Pennsylvania from using credit reports to make hiring or firing decisions, with specific exceptions for national security roles, certain government jobs, financial institution executives, and cases required by law. The law aims to prevent discrimination based on an individual's creditworthiness, credit standing, or credit capacity during the employment process. Any violation of these restrictions will be treated as an unlawful discriminatory practice under the existing Pennsylvania Human Relations Act and will be enforced through that same legal framework.
This bill amends Pennsylvania's Tax Reform Code to expand a tax credit for employers who contribute money to employee child care. It directly affects businesses that provide child care funds to their staff by changing how much they can claim as a tax deduction. Under the new rules, employers will receive a 30% tax credit on contributions up to $500 per employee for the 2026 tax year, increasing to a 100% credit on contributions up to $10,000 per employee for years starting in 2027. The total amount of credits available statewide is capped at $10 million per fiscal year, and if demand exceeds this limit, the credits will be reduced proportionally among all eligible applicants.
This bill establishes a new Firefighter Cancer Screening Program and a dedicated Fund to provide cancer screening exams for eligible firefighters in Pennsylvania. The program defines eligible participants as firefighters from municipal, volunteer, or airport fire companies that meet specific criteria, such as having mutual aid agreements and responding to a minimum number of emergency calls. The Department of Health will issue benefits cards to these eligible individuals, allowing them to access medically necessary screenings using MRI or ultrasound at no cost to them. Additionally, the legislation outlines how the Budget Stabilization Reserve Fund should be managed and disposed of within special funds.
This bill, known as the Safe Workplace Act, establishes legal protections against abusive work environments in Pennsylvania by defining and prohibiting abusive conduct such as sabotage, unreasonable workloads, excessive monitoring, and persistent verbal abuse. It applies to all employees and employers, including independent contractors who meet specific criteria, and covers actions by supervisors, coworkers, or the employer itself. The law prohibits retaliation against employees who report abuse and holds both employers and individual employees liable for violations, requiring employers to take reasonable preventive and responsive measures to maintain safe workplaces.
This bill, HB 2312, would automatically increase Pennsylvania's minimum wage starting December 1, 2026, and every December 1 thereafter. The adjustment would match the percentage increase applied to state officials' salaries under the Public Official Compensation Law, rather than setting a specific dollar amount. Employers across the state would be required to pay workers at least the adjusted minimum wage, with the Department of Labor and Industry overseeing compliance. The law takes effect 60 days after being signed into legislation.
This Pennsylvania House Resolution asks the U.S. Congress to create a law that ensures Transportation Security Officers receive their pay even during a federal government shutdown. The measure highlights that these airport security workers are currently working without pay, leading to increased wait times and staffing issues at airports across the country. It urges lawmakers to address this funding gap immediately and to establish a system that prevents similar situations from happening in the future. The resolution does not directly change federal law but serves as a formal request from the state legislature to the national government.
This Pennsylvania bill requires the Department of Labor and Industry to investigate warehouse distribution centers that report an annual employee injury rate 30% or higher than the state average. The law defines warehouse distribution centers using specific industry classification codes and gives the department authority to enter facilities, review records, interview workers, and consolidate complaints during investigations. Employers found with injury rates at or above the threshold face escalating civil penalties, starting at $6,250 for the first violation and increasing to $25,000 for subsequent violations. The bill also mandates that employers notify their employees when an investigation is underway and allows the Attorney General's office to pursue civil or criminal actions for violations.
