This bill (S.292) would amend Vermont law to grant public higher education employees statewide the right to strike, which they currently do not have under state labor law. It directly affects employees at all public colleges and universities in Vermont (including Vermont State Colleges and the University of Vermont, which are currently exempt from the strike ban). The key mechanism is amending two sections of law: removing the prohibition on strikes for these employees in §903 and revising §962 to clarify that striking is not an unfair labor practice for them. The change would take effect on July 1, 2026.
This bill (H.842) revises Vermont’s Commission on Public School Employee Health Benefits by reducing its membership from 10 to 9 members, making the Secretary of Education the chair, and limiting alternate members. It requires the Commission to cap the actuarial value of health benefit plans and consider specific factors when making decisions, while adding new dispute resolution options for negotiations. The bill directly affects public school employees and employers in Vermont, as the Commission manages health benefits for school staff. It also mandates that the Secretary of Education contract with a single third-party provider to oversee health savings accounts for school employees.
This bill requires Vermont fire departments to pay full-time firefighters overtime at 1.5 times their regular rate for all hours worked beyond an average of 42 hours per week. It applies to state, municipal, and county fire departments, excluding civilian employees, and defines "hours worked" to include all paid leave. Overtime is calculated using the average weekly hours over the prior eight weeks (based on a seven-day week). The law takes effect July 1, 2026, and amends Vermont law at 21 V.S.A. § 388.
H 567 updates Vermont's unclaimed property rules, requiring holders to report property valued at $50+ with owner details and increasing the threshold for property sent to the Retirement Security Fund from $100 to $150 after 10 years. It adds a 1% monthly penalty for employers missing retirement contribution deadlines (30 days past due) and creates a Pension and Benefits Funding Task Force. The bill transitions oversight of post-employment benefits for state employees and teachers to the Vermont Pension Investment Commission and raises the claim threshold for unclaimed property from $250 to $1,000 for certain cases. These changes primarily affect employers contributing to retirement systems, individuals claiming unclaimed funds, and the state retirement systems themselves.
H 554 would remove the $9,000 asset limit for Vermont's Reach Up program, which provides temporary aid to low-income families. The bill repeals the current rule that counted certain assets (like retirement and education savings) against this limit, allowing families to retain more savings while qualifying for benefits. It directly affects families applying for or receiving Reach Up assistance, with the change taking effect on July 1, 2026.
This bill expands Vermont's existing survivors benefits program to include law enforcement officers. It amends Chapter 181 of state law to explicitly define "emergency personnel" to cover law enforcement officers, granting their survivors the same monetary benefits currently available to firefighters and emergency medical personnel. Survivors (spouses, children, or parents) of law enforcement officers who die "in the line of duty" or from an occupation-related illness may request benefits through the Emergency Personnel Survivors Benefit Review Board within 24 months of death. The bill does not change benefit amounts or eligibility criteria but extends existing protections to law enforcement officers.
This bill prohibits hospitals and long-term care facilities in Vermont from requiring nurses to work mandatory overtime beyond their scheduled shifts, except during declared emergencies, ongoing medical procedures, or unforeseen disasters. It defines "mandatory overtime" as work exceeding agreed-upon shifts (max 12 hours in 24 hours or 48 hours in a workweek) and requires employers to first seek voluntary staff or agency nurses before mandating overtime. Employers must report all mandatory overtime instances to the Vermont Department of Health within 30 days, including justification and good-faith efforts to avoid it, and must provide nurses with at least 10 consecutive hours off duty after working extended shifts. The law applies to registered and licensed practical nurses directly providing patient care in covered facilities.
This bill increases Vermont's minimum wage to $18.60 per hour starting July 1, 2026, based on the state's defined "livable wage" (the hourly rate needed for a full-time worker in shared housing with employer health coverage to cover basic needs). Future annual increases will be set at the smaller of 5% or the Consumer Price Index (CPI-U) change from the previous year, rounded to the nearest cent. It directly affects all employers in Vermont who pay the minimum wage, including businesses with low-wage workers across sectors like retail, hospitality, and agriculture. The change replaces the current $12.55 minimum wage and aligns future adjustments with inflation data.
This bill sets a 60-hour weekly maximum for medical interns, resident physicians, and physicians, with no single shift exceeding 16 hours. It requires at least 16 consecutive hours off duty after any 16-hour shift. The law directly affects healthcare trainees and physicians working in Vermont hospitals and medical programs. These provisions aim to limit extended work periods without specifying enforcement or penalties.
H.580 would create a unified public employees' health plan covering current and retired State, school, municipal, and university workers in Vermont. It establishes an independent commission to design the plan and set cost-sharing between employers and employees, while removing health care from collective bargaining. The bill requires all public employee health insurance costs to be tracked in a single budget line item, mandating annual transparency reports on total costs, cost per covered person, and year-over-year trends. It also directs the Governor’s budget to present public employee health benefits and Medicaid costs together, along with detailed breakdowns of expenditures for other state health programs.
