HB 5635 creates a 50% state tax credit for property owners who rehabilitate vacant or dilapidated residential properties in designated "coalfield" counties. The credit applies to eligible rehabilitation costs and requires properties to be used as workforce housing for educators, healthcare workers, first responders, and public employees. Projects supported by county commissions, housing authorities, or municipal redevelopment agencies receive priority. "Coalfield" counties are defined as those with historical or current economic ties to coal mining, including past or present coal-related industry activity. The bill is currently under review by the House Finance Committee.
This bill removes time limits for workers to file or modify claims related to progressive massive fibrosis, a lung disease often linked to occupational exposure (like mining). It directly affects workers who develop this condition, allowing them to pursue or adjust compensation claims without being barred by past deadlines. The bill amends West Virginia's workers' compensation code to eliminate statute of limitations barriers specifically for these claims and adds a new impairment rating for progressive massive fibrosis. This change ensures affected workers can access benefits regardless of when symptoms first appeared or worsened.
HB 5677 establishes the Coalfield Career Pipeline Program to expand workforce training in West Virginia's coalfield counties. The bill authorizes mobile career and technical education units, paid apprenticeships, certification programs, and employer partnerships focused on priority industries like commercial driving, healthcare, construction, and emerging energy trades. It prioritizes collaborative applications involving schools, workforce boards, and local governments. The program aims to directly support residents in these economically transitioning communities by connecting them to in-demand jobs.
HB 5030 modifies West Virginia's tax code to expand tax exemptions for certain public safety pensions. It adds Division of Natural Resources police, deputy sheriffs, full-time firefighters, and municipal police officers to the existing list of law enforcement personnel who can exclude the first $2,000 of retirement benefits from state taxable income. The bill amends §11-21-12(c)(6) of the West Virginia Code to include these roles under the tax-exempt pension provision. This change directly affects current and future retirees in these specific public safety professions by reducing their state income tax burden on pension payments. The policy change is limited to the first $2,000 of qualifying pension income per year, consistent with existing tax rules.
This Senate Resolution (SR 32) expresses the West Virginia Senate's commitment to protecting coal-dependent communities and energy infrastructure. It specifically requires coal-fired power plants to operate at a minimum 69% annual capacity factor to maintain grid reliability and protect over 10,000 coal jobs, while opposing actions that threaten mine closures or job losses. The resolution also pledges to prioritize local coal jobs over "out-of-state contracting" and prevent ratepayers from bearing higher costs due to reduced coal generation. As a non-binding resolution (adopted February 18, 2026), it does not create new law but formally commits the Senate to supporting coal through policy advocacy and oversight.
HB 5331 amends West Virginia law to allow municipalities with paid firefighters to join the Municipal Police Officers & Firefighters Retirement System (MPFRS) without requiring prior approval. This directly affects cities and towns that currently cannot participate in MPFRS for their full-time firefighters. The bill removes existing barriers by revising eligibility rules in the retirement system statutes, enabling these municipalities to enroll their paid firefighters in the existing retirement program. The change provides a structured pathway for local governments to offer retirement benefits to municipal firefighters under MPFRS, which currently serves some fire departments but not all.
SB 458 provides a $5,000 salary increase for all employees of the West Virginia Division of Highways, effective July 1, 2026. This direct pay raise applies to current road maintenance and highway workers employed by the state. The bill amends existing law to implement this specific salary adjustment without altering other existing provisions like scholarship programs. The change is effective immediately upon enactment for all eligible employees as of the specified date.
HB 4727 would increase all state teacher salaries in West Virginia by 25% across every salary scale and experience level, effective for the 2024-2025 school year. It directly affects all public school teachers paid under the state minimum salary schedule, including those with varying certifications (like A.B., M.A., or special education) and years of experience. The bill amends the existing salary schedule by adding 25% to every base salary figure shown in the table, such as raising a 0-year experience 4th Class teacher's salary from $39,057 to approximately $48,821. This is a direct pay increase applied uniformly to all teacher classifications without changing certification requirements or adding new benefit categories.
This bill provides a $5,000 salary increase to state mine inspectors, including electrical, underground, and surface mine inspectors, effective upon enactment. It directly affects these specific inspectors by adding a fixed monetary amount to their base salaries without altering their duties or qualifications. The provision applies uniformly to all inspectors covered under the relevant chapter of the state code.
HB 4875 would increase the minimum monthly pay for all West Virginia state school service personnel by 25% across every salary grade. This applies to employees working more than 3.5 hours daily (full-time equivalent) and half that rate for those working 3.5 hours or less, affecting roles like custodians, cafeteria workers, aides, and specialized staff listed in the pay scale. The bill amends §18A-4-8a of West Virginia law to implement this across all experience levels and job classifications, effective July 1, 2024. The change directly affects all state school service employees covered under the current minimum pay scale structure.
