This bill amends Vermont's State Labor Relations Act to ensure the state can step in if the federal National Labor Relations Board (NLRB) loses jurisdiction over labor disputes. It directly affects Vermont employers and unions by allowing the state Labor Relations Board to take over cases where the NLRB can no longer act due to federal law changes or inaction. Key provisions require the state Board to verify and maintain existing union contracts within 60 days of a petition, keeping all current employment terms in effect during this process. The bill creates a clear mechanism to prevent disruption in labor relations if federal oversight ends.
This bill (S.222) creates new survivor and disability benefits for Vermont emergency personnel, including firefighters, EMTs, and certified law enforcement officers. It establishes a Review Board to process claims for survivors (spouses, children, or parents) if an officer dies in the line of duty or from an occupation-related illness, and for disabled personnel with permanent total disability incurred during duty. Benefits are paid directly to eligible survivors or disabled personnel, with decisions made within 60 days by the Board, and appeals possible in Superior Court if denied. The bill applies to those employed by or volunteering with Vermont state, local, or nonprofit emergency services entities.
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Public Safety
This bill (S.264) amends Vermont's State Employees Labor Relations Act to allow Assistant Attorneys General (AAGs) to form unions and engage in collective bargaining with the state. Currently excluded from the definition of "State employee," AAGs would now be explicitly included under the law, granting them the right to negotiate terms like pay, benefits, and working conditions. The bill removes their prior exclusion from bargaining rights by revising the legal definition of "State employee" in Section 902 of the statute. This change directly affects AAGs employed in Vermont’s Office of the Attorney General, enabling them to collectively address workplace concerns through formal negotiations.
This bill creates a $80,000 monetary benefit for survivors of Vermont emergency personnel (including firefighters, emergency medical personnel, and certified law enforcement officers) who die in the line of duty or from an occupation-related illness, as well as for emergency personnel with permanent total disability incurred in the line of duty. It establishes a review board to evaluate claims and administer payments, with benefits paid from a new state special fund. The board must decide on claims within 60 days, and denied claims can be appealed to Superior Court. The law takes effect July 1, 2026.
H 548 creates a State Mediator position within Vermont's Labor Relations Board to provide free mediation services when public or private sector collective bargaining reaches a deadlock. This bill directly affects public and private sector workers, unions, and employers who face impasses during contract negotiations. The key provision requires the mediator to help resolve these deadlocks without cost to the parties involved, aiming to prevent work stoppages. The bill does not change existing labor laws but adds a new resource for resolving bargaining disputes.
Vermont's S.230 requires most employers to consider employee requests for flexible work arrangements - such as adjusted hours, remote work, or job-sharing - twice yearly, provided the request doesn’t conflict with business operations. Employers must discuss requests in good faith and can only deny them if the arrangement would cause specific business impacts, like increased costs, reduced morale, or inability to meet customer demand. The bill excludes routine scheduling changes, vacation, or other standard leave from its definition of flexible arrangements. It takes effect July 1, 2026, directly affecting employees seeking schedule changes and employers with regular workforces.
This bill extends Vermont's Parental and Family Leave Act coverage to include full-time teachers in elementary, secondary schools, and higher education institutions. It amends the definition of "employee" under the law to explicitly include these teachers, aligning with federal regulations (29 C.F.R. § 825.102) that already cover them. The change ensures these educators qualify for leave benefits previously available to other covered employees. The law will take effect on July 1, 2026.
Vermont's S.307 establishes a 42-hour average weekly overtime threshold for career firefighters employed by state, municipal, or county fire departments. It requires overtime pay at 1.5 times the regular rate for hours worked beyond 42 in an average eight-week period, calculated by dividing total hours by eight. The bill directly affects public fire departments and their full-time firefighters, as defined under Vermont law, by mandating this compensation standard for excessive hours. It requires departments to implement changes by January 1, 2027, and allows local agreements to adopt stricter standards through collective bargaining.
This bill requires an annual allocation of at least $145,000 from the Fire Safety Special Fund to provide cancer screenings for all new firefighters entering Vermont's Firefighter I certification program. The screenings must meet National Fire Prevention Association (NFPA) 1580 standards for emergency responders. The funding comes from insurance companies that pay into the Fire Safety Special Fund under existing law. This directly affects new firefighter trainees at the Vermont Fire Academy, ensuring they receive standardized cancer screenings as part of their entry-level training. The requirement takes effect July 1, 2026.
This bill requires Vermont's Executive Branch to negotiate remote, in-person, and hybrid work arrangements for State employees through collective bargaining. It amends the State Employees Labor Relations Act to explicitly add "terms and conditions of remote, in-person, and hybrid work standards" as a mandatory subject for bargaining. The change directly affects all permanent and limited-status State employees, ensuring their input on work location policies. The law takes effect immediately upon passage, making work arrangement decisions subject to negotiation rather than unilateral state policy.
