HB 5168 establishes two new funds to increase emergency medical services (EMS) funding across West Virginia. The County Emergency Medical Services Fund supports counties with dedicated EMS taxes or fees, while the All County Emergency Medical Services Fund provides uniform support to all counties. The bill transfers $6 million annually from the state lottery fund to the renamed EMS Salary Enhancement, Crisis Response, and Mental Health Treatment Fund (for worker salaries and crisis services) and $3 million each to the two new funds. These funds must be used exclusively to boost EMS worker salaries, improve crisis response, and support mental health services to help retain staff.
HB 5560 would exempt the first $2,000 of retirement benefits received by retired law enforcement officers under West Virginia's Public Employees Retirement System (PERS) from state income tax. This bill modifies existing tax law to specifically include former law enforcement officers in the current exemption for PERS retirement benefits, which previously applied to teachers and other public employees. The policy change directly affects retired police and firefighters who receive PERS pensions, ensuring their initial $2,000 in annual retirement income is not subject to state taxation. This amendment expands an existing tax exemption to explicitly cover law enforcement retirees, aligning with the bill's stated purpose of providing tax relief for this group.
HB 5271 would require county boards of education in West Virginia to provide full-time employees with three months of paid leave following the birth of a child, or the placement of a child through adoption or foster care. This leave would be in addition to any other leave benefits employees currently receive. The bill amends existing law to explicitly guarantee this paid leave for all full-time employees (both male and female) working for county school districts. It does not change existing personal leave policies but adds this specific benefit for parental and adoption/foster care situations.
HB 5480 establishes the West Virginia Youth Summer Employment and Career Readiness Program to provide paid summer jobs and career training for youth aged 14-20, with priority given to those in foster care, receiving public assistance (like TANF or SNAP), or involved in the justice system. Administered by the Department of Commerce’s Division of Workforce Development, the program requires partnerships with private businesses, nonprofits, and government agencies to create work placements and career exploration opportunities. It mandates annual reporting on program effectiveness, allows private funding through matching contributions, and creates a special revenue account to support operations. The goal is to address workforce shortages, retain youth in West Virginia, and build a skilled local workforce through structured employment experiences.
SB 788 adds $2 million in additional funding from unappropriated surplus funds in the General Revenue Fund to WorkForce West Virginia (fund 0572, fiscal year 2026). This supplemental appropriation directly supports WorkForce West Virginia's current operational expenses, using existing unused state funds identified in the Governor's 2026 budget. The bill does not create new programs or alter eligibility but allocates money already available in the state treasury. It is a procedural funding adjustment, not a policy change.
HB 5145 establishes a state-sponsored portable insurance benefit plan in West Virginia for independent contractors. Hiring parties (businesses engaging contractors) may voluntarily contribute to the plan, but these contributions cannot be used to determine employment classification or establish workers' compensation liability. Benefits remain tied to the individual contractor, not a specific hiring party, ensuring coverage continuity when switching between employers. The plan aims to provide consistent health insurance access for gig economy workers while legally protecting businesses from misclassification claims.
SB 713 would provide a 10 percent pay raise for all public school staff in West Virginia, including teachers and other school employees. The bill amends state law to update the minimum salary schedule for educators, setting new base pay levels based on experience and education for the 2024-2025 school year and beyond. This change requires state funding to cover the increased costs for public school districts. The bill is currently pending in the Senate Education and Finance committees.
HB 5256 removes an exemption allowing nonprofit workshops to pay workers with disabilities below minimum wage, requiring all such workers to receive standard minimum pay. It establishes a state task force with 17 members - including disability advocates, agency representatives, and service providers - to develop an "Employment First Policy" prioritizing integrated, competitive employment in the general workforce. The policy shift mandates state agencies to align services toward helping people with disabilities achieve competitive wages and benefits in mainstream jobs, rather than segregated settings. This directly affects individuals with disabilities employed in nonprofit workshops and state-funded employment programs.
HB 5664 proposes creating the West Virginia Cares Fund, a state-run long-term care insurance program funded through payroll deductions for eligible state employees. It would provide a daily benefit of $100 for 365 days annually to cover approved services like in-home care, community-based support, and skilled nursing facility care. The bill aims to address the lack of affordable long-term care insurance, which leaves over 90% of seniors uninsured, by offering coverage through employee payroll premiums instead of out-of-pocket costs. This would allow beneficiaries to choose care settings (home, community, or facility) while maintaining current service options and seamless transitions from existing funding sources. The bill is currently in committee referral after its February 2026 introduction.
HB 5154 extends the statute of limitations for filing discrimination complaints under West Virginia law from one year to three years. It also raises the minimum employee threshold for a business to be considered an "employer" under the law from two to twelve employees. This change affects individuals who experience discrimination by giving them more time to seek redress and exempts small businesses with fewer than twelve employees from the law's coverage. The bill does not alter the types of discrimination prohibited but modifies the timeframe and scope of the Human Rights Commission's jurisdiction.
