This bill establishes the Recharge West Virginia Program, which provides financial reimbursement to private employers in the state for costs associated with training their employees in new skills. The program is administered by the Division of Economic Development and targets companies that wish to upskill their workforce through specialized technical training, leadership development, or registered apprenticeships. To qualify for reimbursement, employers must demonstrate that their employees complete industry-recognized credentials and achieve a wage increase of at least 25% above their previous earnings, with individual reimbursements capped at $10,000 per employee and $100,000 annually per employer. The legislation defines eligible employees as those who have lived and worked full-time in West Virginia for the past six months, while excluding public bodies and foreign nonprofit corporations from participating. Employers must submit detailed applications including training plans, job descriptions, and wage projections to the Division of Economic Development, which will establish specific procedures and standards for evaluating reimbursement requests.
HB 5485 would increase West Virginia's state minimum wage to $11.00 per hour, effective January 1, 2027, from the current $8.25 hourly rate as stated in the bill's purpose note. This change applies to all employers in the state, including state agencies and departments, requiring them to pay at least $11.00 per hour to employees. The bill also specifies that employers must follow the federal minimum wage if it exceeds the state rate, though it does not change the federal rate itself. This represents a $2.75 per hour increase in the state's minimum wage.
HB 5671 would change West Virginia's minimum wage law to automatically increase the hourly wage each year on September 1 based on the previous year's inflation rate, as measured by the Consumer Price Index (CPI) from the U.S. Department of Labor. This replaces the current system of fixed wage rates set on specific dates (e.g., $7.25 after 2008) with an inflation-linked adjustment mechanism. The bill ensures the minimum wage never falls below the federal minimum wage, while applying to all employers and employees covered by West Virginia's minimum wage law, including state agencies. This adjustment would directly affect hourly workers and businesses across the state by tying wage growth to cost-of-living changes.
HB 5239 raises West Virginia's minimum base salary for public school teachers to $50,000 annually, directly affecting all teachers in the state's public school system. The bill amends the state's salary schedule to establish $50,000 as the new minimum starting point for all teachers, regardless of experience level or degree. This change replaces the current lowest salary tier (which was $36,597 for entry-level teachers with zero experience) with a uniform $50,000 floor across all teaching positions. The policy applies to all school districts and takes effect for the 2026-2027 school year.
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.
This bill requires contractors working on state or public construction projects (like roads, buildings, or infrastructure) to pay workers the prevailing wage rate for their trade in the local area. It mandates that public authorities determine and include this rate in contract specifications each year, based on the rate paid to most workers in that trade and location. Contractors must pay at least this rate, maintain records, post wage information, and face criminal penalties for violations, with these rules applying only to new contracts after the law takes effect. The bill does not affect existing contracts or temporary emergency repairs.
SB 376 authorizes the West Virginia Division of Labor to implement a child labor rule (42 CSR 09) that was developed and modified to address legislative objections. The rule, previously filed in the State Register, will establish regulations governing child labor practices. This procedural bill directly affects employers who hire minors and ensures the rule is officially in effect without altering its content.
SB 120 would allow West Virginia residents who receive tips in their job (such as servers or bartenders) to deduct those tips from their state income tax. The bill defines "qualified tips" as cash, credit card, or check tips reported to an employer, and creates a state tax deduction for these amounts. This deduction would lower taxable income for state tax purposes but only applies to tips not already deductible under federal tax rules. The change would take effect for tax years beginning January 1, 2027.
HB 4199 amends West Virginia's minimum wage law to ensure employees who receive gratuities (like tips) earn at least the state minimum wage per hour. It allows employers to take a credit of up to 70% of the minimum wage for gratuities received by tipped employees, but only if the employee's total earnings (base wage plus tips) meet or exceed the minimum wage for each hour worked. Employers must maintain records proving this total meets the minimum wage and provide documentation to the state upon request. The bill directly affects tipped workers and their employers in West Virginia, clarifying that tip credits cannot reduce total pay below the minimum wage.
