This bill (H 239) would extend key rights to temporary Vermont state employees who work over 1,280 hours annually for two years. It requires temporary workers to receive comparable pay, whistleblower protections, sick/annual leave, and health insurance meeting ACA standards after six months of employment. The bill also prohibits termination without good cause and clarifies that such employees qualify as "State employees" for labor rights purposes. These changes apply to temporary workers in state agencies, colleges, and courts who meet the hour threshold, effective July 1, 2025.
This bill (S.6) repeals a specific provision in Vermont law that allowed the Commissioner of Labor to recommend lower wages for workers with disabilities. It directly affects individuals with disabilities who may have been subject to subminimum wage recommendations under current law. The key mechanism is amending 21 V.S.A. § 385 to remove the Commissioner’s authority to "recommend a suitable scale of rates... for persons with disabilities, which may be less than the regular minimum wage." The change would eliminate the legal basis for such lower wage recommendations, requiring all workers to be paid at least the standard minimum wage. The bill does not create new wage requirements but removes an existing exception.
H.348, the Extreme Temperature Worker Protection Act, requires employers to create workplace plans addressing hazards from extreme heat or cold. It directly affects workers in outdoor or uncontrolled environments, such as construction, agriculture, and landscaping, who face risks of heatstroke or hypothermia. The key provision mandates employers to evaluate temperature risks and implement controls like hydration breaks, rest periods, or shelter access. The bill aims to prevent occupational illnesses, injuries, and fatalities caused by temperature extremes.
This bill prohibits discrimination based on criminal history in employment and housing across Vermont. It adds "criminal history" to Vermont's existing anti-discrimination laws, meaning employers cannot refuse to hire or landlords cannot deny housing solely due to an individual's criminal record. The law includes exceptions for jobs where federal or state law mandates disqualification (e.g., for certain crimes in childcare roles) or for positions substantially related to the offense. It also defines "criminal history" broadly to cover all contact with the criminal justice system, including arrests and court dispositions.
H 335 requires employers and subcontractors working on Vermont state construction projects to maintain detailed payroll records for three years. These records must include each worker's name, address, hours worked, wages paid, pay rate, and job classification, and must be submitted weekly to the overseeing state agency. The records must be preserved for inspection by the Commissioner of Labor or Attorney General and become publicly accessible under Vermont's Public Records Act. This bill directly affects contractors on state projects (excluding Transportation and Parks projects) and takes effect July 1, 2025.
This bill creates a new enhanced incentive within Vermont's Vermont Employment Growth Incentive Program (VEGI) specifically for employee-owned businesses. It directly affects qualifying employee-owned businesses (including worker cooperatives and ESOPs) applying for VEGI funding by increasing their share of state funds from 80% to 90% of new revenue growth generated. Key changes include a modified payroll calculation method and a specific definition for "employee-owned business" that aligns with federal tax definitions. The goal is to support these locally controlled businesses, which typically offer higher wages and benefits, by providing a stronger financial incentive for growth. The incentive becomes effective July 1, 2025.
H.459 would prevent employers from requiring employees to use parental or family leave benefits for time off due to a work-related injury or illness that is already covered by workers' compensation. This directly affects employees who experience job-related injuries or illnesses and might otherwise be forced to exhaust their leave benefits for such absences. The key provision ensures that for compensable work-related injuries or illnesses, employees instead receive workers' compensation benefits, not parental or family leave. The bill aims to clarify that parental and family leave should be reserved for its intended purposes, such as childbirth or caring for a family member, rather than for work-related medical situations.
This bill (S 145) would amend Vermont's State Employees Labor Relations Act to explicitly include Assistant Attorneys General as "State employees" eligible for collective bargaining. Currently excluded from this right, Assistant Attorneys General working in State's Attorneys' offices would gain the ability to organize unions and negotiate wages, benefits, and working conditions with their employers. The bill achieves this by revising the definition of "State employee" in the law to remove the specific exclusion for Assistant Attorneys General. The change would take effect on July 1, 2025.
H 259, "An act relating to preventing workplace violence in hospitals," mandates that hospitals establish and implement security plans to prevent workplace violence and manage aggressive behaviors. These plans must be based on a security risk assessment and developed by a team including healthcare employees and law enforcement representatives. Key provisions include requiring trained de-escalation staff, offering specific employee training on safety techniques, and establishing a workplace violence incident reporting system. The bill also prohibits retaliation against employees for reporting incidents and requires hospitals to post notices about the legal consequences of assaulting staff. Additionally, hospitals must report the costs associated with implementing these security measures.
H 92 requires Vermont's Human Services Board to make fair hearing proceedings more transparent and accessible for people challenging decisions about benefits or services. The bill mandates two key changes: (1) allowing applicants a reasonable uninterrupted speaking time during hearings, and (2) requiring hearing officers and agency attorneys to use plain language instead of legal jargon. This directly affects individuals who dispute human services decisions, such as those involving welfare, disability, or housing assistance. The bill aims to simplify the process without altering the underlying eligibility rules.
