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.
This Vermont bill increases the state's minimum wage to $25.00 per hour starting January 1, 2026, with annual adjustments tied to inflation, and eliminates the lower "tipped minimum wage" that previously allowed hospitality workers (like servers in restaurants) to be paid less than the standard rate if tips covered the difference. It also requires inmates in Vermont correctional facilities to be paid at least the minimum wage for all work performed, with wages held in a separate fund and subject to limited deductions for maintenance or victim payments. The bill directly affects most Vermont workers - particularly tipped employees in hotels, motels, and restaurants - and inmates in state correctional facilities. The new minimum wage takes effect January 1, 2026, and corrections policies must align by that date.
This bill establishes new requirements for Vermont state agencies when entering contracts to outsource services previously performed by state employees (called "privatization contracts"). It requires agencies to provide 35 days of notice to employee unions before bidding begins, during which alternatives to outsourcing can be discussed. Contracts must save the state at least 20% in costs compared to using state employees, guarantee private contractors pay at least the average wage for comparable state positions, and provide health insurance benefits equal to those offered to state workers. The bill also mandates quality standards, non-discrimination protections, and a review panel to ensure compliance before contracts are finalized.
S.89, "Jessica’s Law," expands Vermont's survivor benefits to cover families of law enforcement officers, Department of Corrections employees (in direct security/treatment roles), Family Services Division staff, and employees at state-operated therapeutic communities or inpatient psychiatric hospitals who die while on duty or from work-related illnesses. The bill adds these groups to the existing definition of "emergency personnel" under Vermont law, ensuring they qualify for the same survivor benefits previously available to firefighters and emergency medical staff. Benefits would be paid to surviving spouses, then children, then parents if no immediate family remains, following current distribution rules. The law takes effect on July 1, 2025.
H 436 establishes a new system for Vermont's Department of Corrections to create reentry facilities for low-risk individuals transitioning from incarceration. The bill requires the Department to assess and place eligible people (including those awaiting trial) in these facilities based on evidence-based risk evaluations, providing transitional services like housing assistance, mental health care, and job training. It mandates annual reports tracking facility use, security levels, and services provided. The policy directly affects low-risk inmates and pretrial detainees, aiming to improve community reintegration while prioritizing public safety through structured, less restrictive housing.
H.347 would raise Vermont's minimum wage to $20.00 per hour starting January 1, 2026, with annual adjustments based on inflation. It eliminates the current exemption for agricultural workers from overtime pay, phasing in overtime requirements over time (from 60 hours/week to 40 hours/week by 2036), and removes the separate "tipped minimum wage," requiring all tipped workers to earn at least the full minimum wage. The bill also sets a new salary threshold of $1,128,000 annually (adjusted yearly) for workers to qualify as exempt from overtime and minimum wage rules, and removes the option for subminimum wages for people with disabilities. It maintains the Attorney General's authority to enforce employee misclassification complaints.
