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.
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.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.
H 327 requires corporations building new energy facilities (costing over $100,000) after January 1, 2025, to submit two items to Vermont's Public Utility Commission: a line-item budget from the contractor and an attestation confirming either union labor was used at prevailing wage plus 42.5% fringe benefits, or non-union labor paid the mean prevailing wage plus the same fringe benefits. Fringe benefits include health insurance, retirement contributions, and paid leave. The Commission must make these documents publicly available (with personal details removed) and the law takes effect July 1, 2025. This directly affects energy project contractors and developers regulated by the Public Utility Commission.
H 461 expands Vermont's unpaid leave protections by updating definitions to include more family relationships and caregiving situations. It specifically broadens eligibility for family leave to cover individuals standing "in loco parentis" (day-to-day caregivers without legal ties), domestic partners meeting specific cohabitation requirements, and nontraditional family structures. The bill also clarifies safe leave for victims of domestic violence, sexual assault, or stalking, including specific protections for estate administration during bereavement. These changes directly affect Vermont workers who care for extended family members, LGBTQ+ partners, or victims of violence, ensuring they qualify for leave under the same standards as traditional family situations. The law, signed by the Governor on May 22, 2025, aligns state policy with inclusive standards for low-income workers and nontraditional households.
H.33 expands Vermont's unpaid leave protections to cover domestic violence, sexual assault, stalking, bereavement, and military-related family exigencies, directly affecting employees working for businesses with 10+ employees (for parental leave) or 15+ employees (for other leave types). It redefines "family member" to include non-traditional relationships - like caregivers in non-legal bonds or LGBTQ+ families - without requiring legal documentation, and creates "safe leave" for victims of domestic violence or assault. The bill also mandates employer reporting to track how expanded leave impacts workers, particularly low-income employees and non-traditional families. These changes aim to make leave access more equitable while aligning with inclusive standards.
