H.403 repeals Vermont's exemption that previously allowed agricultural employers to pay below minimum wage and skip overtime for farm workers. It requires all agricultural workers (excluding employers' immediate family) to receive at least Vermont's minimum wage ($12.55 starting 2022, adjusted annually) and overtime pay for hours exceeding 60 per week (starting January 2026). The bill also mandates inspections of farm employee housing to assess safety and adequacy, requiring the Secretary of Agriculture to survey workers about housing conditions - including rent, maintenance, privacy, and heat - using multilingual forms. These changes directly affect Vermont farms employing agricultural workers and their housing providers, aiming to align labor and housing standards with statewide requirements.
H.57, "Jessica's Law," would extend Vermont's existing $80,000 survivor benefit for emergency personnel to law enforcement officers. It requires the state to pay this benefit to surviving spouses, children, or parents when a certified law enforcement officer dies "in the line of duty" or from an occupation-related illness. The bill amends existing law to include law enforcement officers under the same eligibility criteria and benefit structure currently applied to firefighters and emergency personnel. The benefit would be administered by a state review board and take effect on July 1, 2025.
S 67 would increase Vermont's minimum wage to $18.60 per hour starting January 1, 2026, and adjust it annually based on the lower of a 5% increase or the previous year's consumer price index (CPI). It defines "livable wage" as the hourly rate needed for a full-time worker in shared housing with employer health insurance to cover basic needs, as calculated by Vermont's Joint Fiscal Office. This bill directly affects all Vermont employers who currently pay the state's minimum wage, requiring them to raise wages to meet this new standard. The change takes effect on July 1, 2025, with the first adjusted rate applying in 2026.
This bill (H 374) would remove the Commissioner of Labor's authority to recommend lower-than-minimum wages for workers with disabilities. It directly affects individuals with disabilities who might have been paid subminimum wages under current law. The bill amends Vermont law to delete the specific provision (21 V.S.A. § 385(5)) that allowed the Commissioner to propose reduced wage rates for this group. If passed, the change would eliminate the legal mechanism for recommending such lower wages, requiring all workers to be paid at least the standard minimum wage. The bill is currently under review by the Committee on General and Housing.
This bill clarifies Vermont's unemployment insurance rules for adjunct faculty at colleges and universities. It directly affects part-time instructors who teach between academic terms but lack guaranteed future work. The key provision defines "reasonable assurance" of future employment as requiring a concrete job offer meeting specific criteria: written or verbal offer from an authorized person, same position, pay at least 90% of previous year, and not contingent on factors like funding or enrollment. If an adjunct isn't offered a position for the next term, they qualify for retroactive benefits. The changes take effect July 1, 2025.
This Vermont bill (S 90) prohibits most employers from using credit checks, criminal history inquiries, or drug testing for hiring or employment decisions unless the information has a direct relationship to the specific job duties. It exempts certain roles like financial positions, law enforcement, and jobs involving financial fiduciary responsibilities, but requires employers to demonstrate the direct job connection. The bill also bans retaliation against employees who report violations and imposes civil penalties of up to $1,000 per violation for noncompliance. It directly affects all Vermont employers and job applicants by restricting common pre-employment screenings.
This bill requires Vermont correctional facilities to provide free telephone, video, and electronic communication services to incarcerated individuals at no cost to them. It caps commissary prices at no more than 10% above fair market value for comparable community products. The bill mandates that incarcerated individuals receive at least the federal minimum wage for their labor, with wages held in a separate fund and subject to limited deductions for maintenance or victim restitution. Additionally, the Department of Corrections must evaluate contracts with Global Tel Link and the Keefe Group by January 1, 2026, to ensure pricing does not exceed community rates or competitor offerings.
H 256 would amend Vermont's Judiciary Employees Labor Relations Act to allow Judiciary supervisors to form unions and negotiate collective bargaining agreements. Currently, supervisors are excluded from the definition of "employee" under the law (Section 1011(8)(C)), but this bill removes that exclusion. The change directly affects supervisors within Vermont's court system who were previously barred from collective bargaining. The bill takes effect on July 1, 2025, after passing committee referral.
This bill changes when adjunct faculty at the University of Vermont and Vermont State Colleges can join a union bargaining unit. It requires the Labor Relations Board to allow adjuncts to be included in a bargaining unit starting on either the effective date of their employment contract or their first teaching day - whichever comes first. This makes it easier for new adjunct faculty to gain union eligibility immediately upon starting their role. The law takes effect on July 1, 2025.
Vermont's H 205 bill prohibits most noncompete agreements that restrict franchisees from operating their businesses after leaving a franchisor or employees from competing after leaving a job. It exempts agreements protecting trade secrets, reasonable nonsolicitation agreements (like preventing employee poaching), and noncompetes for employees earning $100,000+ annually (with a 3-day job offer notice requirement). The bill requires franchisors and employers to notify affected individuals that existing noncompete clauses are void and unenforceable. It takes effect on July 1, 2025, with specific exceptions for business sales, dissolutions, and severance agreements containing reasonable time, geographic, and scope limits.
