SB 1162 allocates $81.3 million from the Workmen's Compensation Administration Fund to the Department of Labor and Industry for administering Pennsylvania’s Workers’ Compensation Act and Occupational Disease Act during fiscal year 2026-2027. It also provides $550,000 to the Office of Small Business Advocate within the Department of Community and Economic Development for its operations during the same period. The bill covers both current-year expenses and payment of unpaid bills from the prior fiscal year ending June 2026. This is a funding measure with no policy changes beyond budget allocation.
SB 1184 establishes Pennsylvania's Prison Industry Enhancement Authority to create structured employment opportunities for incarcerated individuals in private-sector work programs within correctional facilities. The bill requires private companies to partner with prisons under specific guidelines, ensuring incarcerated individuals earn wages that can cover room/board, compensate victims, and support dependents, while prohibiting displacement of civilian jobs. It mandates that compensation rates be fair, prohibits private industry from creating competitive advantages for businesses, and ensures programs focus on developing job skills to aid post-release employment. The law applies directly to Pennsylvania correctional facilities, private employers participating in these programs, and incarcerated individuals working in them. It does not permit privatization of prison operations or affect civilian labor markets.
SB 1198 adds specific definitions to Pennsylvania's Prevailing Wage Act to clarify which projects and entities are covered. It defines "public utility" (excluding electric distribution companies) and creates a new term, "underground infrastructure work," which refers to non-maintenance construction related to underground systems owned by public utilities. These changes directly affect public bodies (like state/local governments), public utilities, and contractors working on projects over $25,000 that involve underground infrastructure. The bill does not alter wage rates or requirements but refines the scope of the existing law.
HB 2228 prevents courts from enforcing non-disclosure or non-criticism agreements (like those requiring silence or preventing public discussion) in cases involving workplace sexual harassment or assault under Pennsylvania law. It directly affects survivors who may have signed such agreements with employers, service providers, or contractors. The law makes these clauses unenforceable when reporting abuse, but does not prevent companies from protecting trade secrets. This applies to claims filed in Pennsylvania courts after the law takes effect.
This Pennsylvania House resolution (HR 382) urges Congress to extend expanded health insurance subsidies that currently help Pennsylvanians purchase coverage through Pennie, the state's health insurance marketplace. Without extension, these subsidies expire December 31, 2025, causing average premium increases of 102% for Pennie customers - projected to push 150,000 people to lose coverage. The resolution highlights that without the expanded credits, a couple earning $85,000 annually would pay $25,776 yearly for insurance (31% of their income), compared to lower costs under current subsidies. It cites Pennie's 2025 enrollment of nearly 500,000 customers and a 16% drop in new sign-ups since Open Enrollment 2026 as evidence of the need for continued support. The resolution has no legal force but requests congressional action to maintain affordability.
This Pennsylvania House resolution (HR 397) urges the U.S. Congress to pass H.R. 2540, the SSI Savings Penalty Elimination Act. The resolution supports increasing Supplemental Security Income (SSI) resource limits from $2,000 (individual) and $3,000 (couple) to $10,000 and $20,000, respectively - adjusting for inflation since 1989. It directly affects SSI recipients (primarily seniors, people with disabilities, and low-income individuals) who currently lose benefits or face penalties for holding savings or assets above current limits. The resolution notes that current rules cause over 70,000 annual benefit reductions and 40,000 terminations, limiting financial security and housing options.
HB 2170 creates a new employer blood donation tax credit in Pennsylvania. It allows employers who provide paid time off for employees to donate blood at nonprofit-organized blood drives to claim a $20 tax credit per verified donation. The credit applies to tax years 2025 through 2029 and can be used against state income tax, but it cannot reduce tax below zero and is capped at $500,000 total annually. This policy directly affects employers who partner with nonprofit blood banks to host blood drives for their employees.
SB 1151 amends Pennsylvania's Workers' Compensation Act to require workers receiving total disability compensation for 104 weeks (approximately 2 years) to undergo a medical exam. The insurer must request this exam within 60 days after the 104-week period ends, to assess any permanent impairment from the work injury. The exam must be conducted by a licensed Pennsylvania physician certified by an American Board of Medical Specialties-approved board (and active in clinical practice), using the American Medical Association's impairment guidelines. This change directly affects workers who have exhausted the initial disability compensation period and insurers who must initiate the evaluation process.
SB 1141 increases the maximum amount of military service that counts toward retirement benefits from 5 to 10 years for state government employees (under Title 71) and education employees (under Title 24) in Pennsylvania. The bill amends retirement laws to allow this change while ensuring employees with multiple retirement systems (e.g., both state and education systems) cannot count more than 10 total years of military service across both. It specifically affects members of the State Employees' Retirement System and the Public School Employees' Retirement System. The amendment becomes effective 60 days after enactment.
HB 2135 requires Pennsylvania employers to reasonably accommodate employees experiencing pregnancy, childbirth, menopause, or related medical conditions (like lactation or managing vasomotor symptoms). Key provisions include prohibiting employers from refusing such accommodations unless it creates an "undue hardship" (considering cost and business size), banning forced leave when alternatives exist, and mandating written notices about these rights to all employees. Employers must provide accommodations like modified schedules, more breaks, or temporary position changes, while protecting employees from retaliation for requesting them. The bill applies to all Pennsylvania employers and takes effect 60 days after enactment.
