HB 1133 Paid Sick Leave Pilot Program; established, paid sick leave tax credit.

Chief patron: Kory

Summary as introduced:
Paid sick leave pilot program. Establishes a pilot program under which employers with 50 or fewer employees may volunteer to participate. Participating employers agree to provide to full-time employees paid sick days, to be accrued at a rate of no less than one hour for every 50 hours worked. An employee would be entitled to use accrued sick days beginning after the ninetieth calendar day of employment. Participating employers would provide paid sick days, upon the request of the employee, for diagnosis, care, or treatment of health conditions of the employee or the employee's family member. No more than 5,000 employers may participate in the program. Participating employers are eligible for a refundable income tax credit for 30 percent of the costs of hours of paid sick leave provided, over 80 hours in a taxable year, and subject to a limit of $100 per employee. The total annual amount of tax credits is capped at $12.5 million.

01/28/16 House: Assigned C & L sub: Subcommittee #1
02/01/16 House: Impact statement from DPB (HB1133)
02/04/16 House: Subcommittee recommends continuing to 2017
02/11/16 House: Continued to 2017 in Commerce and Labor
12/01/16 House: Left in Commerce and Labor

HB 1394 Franchisees; status thereof and its employees as employees of the franchisor.

Chief patron: Head

Summary as passed House:

Employees; franchisees excluded. Clarifies that neither a franchisee nor any employee of the franchisee shall be deemed to be an employee of the franchisee's franchisor for any purpose to which the amended section of the Code of Virginia applies, notwithstanding any voluntary agreement between the U.S. Department of Labor and the franchisee or franchisor.

02/16/17 Senate: Engrossed by Senate - committee substitute HB1394S1
02/16/17 Senate: Passed Senate with substitute (20-Y 19-N)
02/20/17 House: Placed on Calendar
02/20/17 House: Passed by for the day
02/21/17 House: Passed by for the day

HB 1436 Unemployment compensation; wage offset.

Chief patron: Head

Summary as introduced:
Unemployment compensation; wage offset. Provides that the weekly unemployment benefit to which an eligible individual is entitled shall be reduced by one-half of the amount of any wages payable to the individual. Currently, such individual's weekly benefit amount is reduced on a dollar-for-dollar basis by any wages in excess of $50 that the individual earns in that week.

11/22/16 House: Referred to Committee on Commerce and Labor
01/12/17 House: Assigned C & L sub: Subcommittee #2
01/16/17 House: Impact statement from DPB (HB1436)
01/24/17 House: Subcommittee recommends laying on the table
02/08/17 House: Left in Commerce and Labor

HB 1444 Minimum wage; increases minimum wage from its current federally mandated level.

Chief patron: Rasoul

Summary as introduced:
Minimum wage. Increases the minimum wage from its current federally mandated level of $7.25 per hour to $10.00 per hour effective July 1, 2017, to $12.50 per hour effective July 1, 2019, and to $15.00 per hour effective July 1, 2021, unless a higher minimum wage is required by the federal Fair Labor Standards Act.

11/30/16 House: Referred to Committee on Commerce and Labor
01/16/17 House: Impact statement from DPB (HB1444)
01/17/17 House: Assigned C & L sub: Subcommittee #2
01/24/17 House: Subcommittee recommends laying on the table
02/08/17 House: Left in Commerce and Labor

HB 1596 Virginia Public Procurement Act; public works contracts; prevailing wage provisions.

Chief patron: Webert

Summary as introduced:
Virginia Public Procurement Act; public works contracts; prevailing wage provisions. Prohibits state agencies from requiring bidders, offerors, contractors, or subcontractors to pay, or require the payment of, wages, salaries, benefits, or other remuneration to persons employed to perform services in connection with a public works project at a rate that is based on the wages and benefits prevailing for the corresponding classes of laborers and mechanics employed. A corresponding prohibition is made applicable to state agencies providing grants or other financial assistance for public works projects, unless otherwise required under federal law. The measure further states that it is the policy of the Commonwealth not to implement, adopt, enforce, or require any program, policy, or provision that requires a public works contract that requires the payment of wages or other remuneration at a rate based on the prevailing wage, whether modeled on the federal Davis-Bacon Act or similar state law.

02/20/17 House: Enrolled
02/20/17 House: Bill text as passed House and Senate (HB1596ER)
02/20/17 House: Impact statement from DPB (HB1596ER)
02/21/17 House: Enrolled Bill communicated to Governor on 2/21/17
02/21/17 Governor: Governor's Action Deadline Midnight, March 27, 2017

HB 1753 Prohibit certain local government practices; contractors requirements; compensation or benefits.

Chief patron: Davis

Summary as introduced:
Prohibit certain local government practices that would require contractors to provide certain compensation or benefits. Prohibits local governing bodies from establishing provisions related to procurement of goods, professional services, or construction that would require a wage floor or any other employee benefit or compensation above what is otherwise required by state or federal law to be provided by a contractor to one or more of the contractor's employees as part of a contract with the locality. The prohibition shall not affect contracts between a locality and another party that were executed prior to January 1, 2018, or the renewal or future rebids of services thereof. The bill provides that localities shall not be prohibited from entering into contracts for economic development incentives in which the company receiving the incentives is required to maintain a certain stated wage level for its employees.

02/22/17 Senate: Read third time
02/22/17 Senate: Defeated by Senate (20-Y 20-N)
02/22/17 Senate: Chair votes No
02/22/17 Senate: Reconsideration of defeated action agreed to by Senate (40-Y 0-N)
02/22/17 Senate: Passed Senate (21-Y 19-N)

HB 1771 Minimum wage.

Chief patron: Plum

Summary as introduced:
Minimum wage. Increases the minimum wage from its current federally mandated level of $7.25 per hour to $10.10 per hour effective January 1, 2018, unless a higher minimum wage is required by the federal Fair Labor Standards Act (FLSA). Effective January 1, 2020, the minimum wage shall be adjusted biennially to reflect annual increases in the consumer price index over the two most recent calendar years. The measure also provides that the Virginia minimum wage applies to persons whose employment is covered by the FLSA.

01/09/17 House: Referred to Committee on Commerce and Labor
01/16/17 House: Impact statement from DPB (HB1771)
01/17/17 House: Assigned C & L sub: Subcommittee #2
01/24/17 House: Subcommittee recommends laying on the table
02/08/17 House: Left in Commerce and Labor

HB 1868 Child labor; tobacco farms.

Chief patron: Lopez

Summary as introduced:
Child labor; tobacco farms. Prohibits any person from employing a child under the age of 18 to work in direct contact with tobacco plants or dried tobacco leaves unless (i) the owner of the farm or other location at which such work is conducted is the child's parent, grandparent, or legal guardian or (ii) the child's parent or legal guardian has consented in writing to such employment.

01/17/17 House: Referred from General Laws
01/17/17 House: Referred to Committee on Commerce and Labor
01/19/17 House: Assigned C & L sub: Subcommittee #2
01/24/17 House: Subcommittee recommends laying on the table
02/08/17 House: Left in Commerce and Labor

HB 1883 Occupational health and safety laws; increases maximum amount of civil penalties.

Chief patron: Kilgore

Summary as introduced:

Occupational health and safety laws; amount of civil penalties. Increases the maximum amount of civil penalties that may be assessed by the Commissioner of Labor and Industry for certain violations of occupational safety and health laws from $7,000 to $12,471 and for willful or repeated violations of such laws from $70,000 to $124,709. The measure also requires the Commissioner to increase the maximum civil penalty amounts annually, starting in 2018, by an amount that reflects the percentage increase, if any, in the consumer price index from the previous calendar year. This bill is identical to SB 1542.

02/20/17 House: Enrolled
02/20/17 House: Bill text as passed House and Senate (HB1883ER)
02/20/17 House: Impact statement from DPB (HB1883ER)
02/21/17 House: Enrolled Bill communicated to Governor on 2/21/17
02/21/17 Governor: Governor's Action Deadline Midnight, March 27, 2017

HB 1967 Virginia Retirement System; modifies hybrid retirement program.

Chief patron: Massie

Summary as introduced:
Virginia Retirement System; hybrid retirement program. Modifies the hybrid retirement program by (i) increasing the mandatory employer contribution to the defined contribution component from 1% to 2% of creditable compensation, (ii) decreasing the employer's maximum matching contribution to the defined contribution component from 2.5% to 1.5% of creditable compensation, (iii) increasing the employee's mandatory contribution to the defined contribution component from 1% to 2% of creditable compensation, (iv) decreasing the employee's maximum contribution to the voluntary defined contribution component from 4% to 3% of creditable compensation, (v) decreasing from three years to two years the period in which a new member of the hybrid retirement program is required to make the maximum voluntary contribution to the defined contribution component, and (vi) decreasing the employee's contribution to the defined benefit component from 4% to 3% of creditable compensation. The bill also sets a new employee's voluntary contribution rate to the defined contribution component at 0.5% unless the employee opts out.

01/10/17 House: Referred to Committee on Appropriations
01/13/17 House: Assigned App. sub: Compensation and Retirement
01/23/17 House: Impact statement from VRS (HB1967)
02/02/17 House: Subcommittee recommends laying on the table
02/08/17 House: Left in Appropriations

HB 2202 Employment; abusive work environment.

Chief patron: Torian

Summary as introduced:
Employment; abusive work environment. Prohibits an employer from (i) permitting an employee to be subjected to an abusive work environment, (ii) subjecting an employee to an abusive work environment, or (iii) retaliating against an employee because the employee brings or participates in an action, investigation, or proceeding related to the abusive work environment. The measure also prohibits the employer's agent or a coworker from subjecting an employee to an abusive work environment. The bill defines "abusive work environment" as a workplace in which an employee is subjected to abusive conduct severe enough to cause physical or psychological harm. The bill provides that an aggrieved employee may bring a private cause of action. In such a proceeding, the court may order injunctive relief; reinstatement; removal of any offending party from the employee's work environment; compensation for lost wages, benefits, and other remuneration; compensation for medical costs and emotional duress; punitive damages; and reasonable costs and attorney fees. Punitive damages are not allowed if the violation does not include an adverse employment action against the employee or result in lost work time, earnings, or other benefits.

01/11/17 House: Prefiled and ordered printed; offered 01/11/17 17102769D
01/11/17 House: Referred to Committee on Commerce and Labor
01/19/17 House: Assigned C & L sub: Subcommittee #2
01/24/17 House: Subcommittee recommends striking from docket
01/26/17 House: Stricken from docket by Commerce and Labor

HB 2204 My Virginia Plan Program; created, retirement plans for employees of private employers.

Chief patron: Torian

Summary as introduced:
My Virginia Plan Program; retirement plans for employees of private employers. Directs the Department of the Treasury (the Department) to create the My Virginia Plan Program (the Program) to enable private employers to connect with financial services firms that offer retirement plans. The bill provides that participation in a plan offered through the Program is voluntary for employers and their employees. The bill requires the Department to review and approve financial services firms to offer retirement plans through the Program and create a website for employers to obtain information on how to participate. The bill provides that the Department ensure that the Program provides a range of investment options to meet the needs of investors with various levels of risk tolerance and various ages. The bill requires that in order to participate in the Program a financial services firm must register with the State Corporation Commission, meet the requirements of all federal laws required to offer retirement plans, and offer at least two product options, including a target date fund and a balanced fund. The bill authorizes the Department to charge fees to participating financial services firms to recoup start-up and ongoing costs. The bill prohibits financial services firms from charging any administrative fees to employers.

01/11/17 House: Prefiled and ordered printed; offered 01/11/17 17103436D
01/11/17 House: Referred to Committee on Commerce and Labor
01/20/17 House: Impact statement from DPB (HB2204)
01/31/17 House: Tabled in Commerce and Labor

HB 2210 Employment; break to express breast milk.

Chief patron: Yancey

Summary as introduced:
Employment; break to express breast milk. Requires employers, including the Commonwealth and its political subdivisions, to provide reasonable unpaid break time each day to an employee who needs to express breast milk for the employee's nursing child for one year after the child's birth. An employer is also required to make reasonable efforts to provide a room or other location in close proximity to the work area, other than a toilet stall, where such an employee can express breast milk in privacy. An employer shall not be held to have violated these requirements if it has made reasonable efforts to comply with them. The measure applies to employees who are exempt under § 7 of the federal Fair Labor Standards Act (FLSA). The FLSA requires employers to provide such benefits for non-exempt employees.

01/11/17 House: Prefiled and ordered printed; offered 01/11/17 17100670D
01/11/17 House: Referred to Committee on Commerce and Labor
01/19/17 House: Impact statement from DPB (HB2210)
02/02/17 House: Tabled in Commerce and Labor

HB 2247 Va. Alcoholic Beverage Control Authority; eligibility of employees for Workforce Transition Act.

Chief patron: Jones

Summary as passed House:

Virginia Alcoholic Beverage Control Authority; eligibility of employees for Workforce Transition Act. Eliminates the eligibility of employees of the Alcoholic Beverage Control Board (Board) who elect not to become employees of the Alcoholic Beverage Control Authority (Authority) for severance benefits under the Workforce Transition Act. Such severance benefits would remain available for a Board employee who is not offered a position with the Authority, is not offered a position for which the employee is qualified, or is offered a position that would require relocation or a reduction in salary.

02/17/17 Senate: Passed Senate (40-Y 0-N)
02/21/17 House: Enrolled
02/21/17 House: Bill text as passed House and Senate (HB2247ER)
02/21/17 House: Enrolled Bill communicated to Governor on 2/21/17
02/21/17 Governor: Governor's Action Deadline Midnight, March 27, 2017

HB 2283 Wages; cause of action against an employer for nonpayment.

Chief patron: Krizek

Summary as introduced:
Nonpayment of wages; private action. Provides that an employee has cause of action against an employer who fails to pay wages. The measure provides that if the court finds that the employer failed to pay wages, it shall award the employee the amount of wages due, plus interest at eight percent annually from the date the wages were due, reasonable attorney fees, and other costs. In addition, if the court finds that the employer's failure to pay wages was willful and with intent to defraud the employee, the court is required to award the employee an additional sum equal to the amount of wages due.

01/11/17 House: Presented and ordered printed 17103283D
01/11/17 House: Referred to Committee for Courts of Justice
01/16/17 House: Assigned Courts sub: Civil Law
01/25/17 House: Subcommittee recommends laying on the table
02/07/17 House: Left in Courts of Justice

HB 2295 Virginia Human Rights Act; pregnancy, childbirth, or related medical conditions; causes of action.

Chief patron: McQuinn

Summary as introduced:
Virginia Human Rights Act; pregnancy, childbirth, or related medical conditions; causes of action. Provides that no employer may discharge any employee on the basis of pregnancy, childbirth, or related medical conditions, including lactation. Currently, the protection against discrimination on the basis of pregnancy, childbirth, or related medical conditions applies to an employer employing more than five but fewer than 15 persons.

01/11/17 House: Referred to Committee on General Laws
01/16/17 House: Assigned GL sub: Subcommittee #4
01/19/17 House: Subcommittee recommends striking from docket
01/20/17 House: Impact statement from DPB (HB2295)
01/24/17 House: Stricken from docket by General Laws

HB 2309 Minimum wage; increases wage to $11 per hour effective July 1, 2017.

Chief patron: Simon

Summary as introduced:
Minimum wage. Increases the minimum wage from its current federally mandated level of $7.25 per hour to $11 per hour effective July 1, 2017, and to $15 per hour effective July 1, 2019, unless a higher minimum wage is required by the federal Fair Labor Standards Act (FLSA). Effective July 1. 2020, the minimum wage shall be adjusted annually to reflect the increase in the Consumer Price Index over the most recent calendar year. The measure also provides that the Virginia minimum wage applies to persons whose employment is covered by the FLSA.

01/12/17 House: Referred to Committee on Commerce and Labor
01/17/17 House: Assigned C & L sub: Subcommittee #2
01/24/17 House: Subcommittee recommends laying on the table
01/26/17 House: Impact statement from DPB (HB2309)
02/08/17 House: Left in Commerce and Labor

HB 2314 Virginia Personnel Act; equal pay for equal work, policy of the Commonwealth.

Chief patron: Boysko

Summary as introduced:
Virginia Personnel Act; equal pay for equal work; policy of the Commonwealth. Provides that it is the policy of the Commonwealth that there shall be no discrimination between state employees on the basis of sex by paying wages to state employees at a rate less than the rate at which it pays wages to state employees of the opposite sex for equal work on jobs, the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system, (ii) a merit system, (iii) a system that measures earnings by quantity or quality of production, or (iv) a differential based on any other factor other than sex. The bill also requires the Department of Human Resource Management to establish and administer a program to ensure equal pay for equal work to state employees in all incidents of employment as provided in the Virginia Personnel Act. The bill contains technical amendments.

01/12/17 House: Referred to Committee on General Laws
01/20/17 House: Impact statement from DPB (HB2314)
01/23/17 House: Assigned GL sub: Subcommittee #4
01/31/17 House: Subcommittee failed to recommend reporting (2-Y 4-N)
02/08/17 House: Left in General Laws

HB 2323 Public employment; inquiries by state agencies and localities regarding criminal convictions.

Chief patron: Aird

Summary as introduced:
Public employment; inquiries by state agencies and localities regarding criminal convictions, charges, and arrests. Prohibits state agencies from including on any employment application a question inquiring whether the prospective employee has ever been arrested or charged with, or convicted of, any crime, subject to certain exceptions. A prospective employee may not be asked if he has ever been convicted of any crime unless the inquiry takes place after the prospective employee has received a conditional offer of employment, which offer may be withdrawn if the prospective employee has a conviction record that directly relates to the duties and responsibilities of the position. A prospective employee may not be asked if he has ever been arrested or charged with a crime unless the inquiry takes place after the prospective employee has received a conditional offer of employment, which offer may be withdrawn if (i) the prospective employee's criminal arrest or charge resulted in the prospective employee's conviction of a crime and (ii) the crime of which he was convicted directly relates to the duties and responsibilities of the position. The prohibition does not apply to applications for employment with law-enforcement agencies or certain positions designated as sensitive or in instances where a state agency is expressly permitted to inquire into an individual's criminal history for employment purposes pursuant to any provision of federal or state law. The bill also authorizes localities to prohibit such inquiries.

01/13/17 House: Referred to Committee on General Laws
01/17/17 House: Impact statement from DPB (HB2323)
01/23/17 House: Assigned GL sub: Subcommittee #4
01/31/17 House: Subcommittee failed to recommend reporting (2-Y 4-N)
02/08/17 House: Left in General Laws

HB 2413 Apprentice agreements; ratio of apprentices to journeymen.

Chief patron: Hugo

Summary as introduced:
Apprentice agreements; ratio of apprentices to journeymen. Prohibits the Apprenticeship Council from adopting standards for apprenticeship agreements governing the numeric ratio of journeymen to apprentices that require more than one journeyman for two apprentices. This limit on the ratio of journeymen to registered apprentices does not apply to work performed under the federal Davis-Bacon Act.

01/19/17 House: Presented and ordered printed 17103490D
01/19/17 House: Referred to Committee on Commerce and Labor
01/27/17 House: Impact statement from DPB (HB2413)
02/02/17 House: Tabled in Commerce and Labor

HJ 618 Study; the costs and benefits of assisting localities in alleviating pay compression.

Chief patron: Davis

Summary as introduced:
Study; the costs and benefits of assisting localities in alleviating pay compression in police and deputy sheriffs' salaries; report. Requests the Department of Criminal Justice Services to study the costs and benefits of assisting localities in alleviating pay compression in police and deputy sheriffs' salaries and to propose strategies, campaigns, or state actions to alleviate pay compression issues.

01/08/17 House: Prefiled and ordered printed; offered 01/11/17 17102941D
01/08/17 House: Referred to Committee on Rules
01/12/17 House: Assigned Rules sub: Studies
01/19/17 House: Stricken from docket by Rules

SB 785 Minimum wage; increases wage from its current level to $8.00 per hour effective July 1, 2017.

Chief patron: Marsden

Summary as introduced:
Minimum wage. Increases the minimum wage from its current federally mandated level of $7.25 per hour to $8.00 per hour effective July 1, 2017, to $9.00 per hour effective July 1, 2018, to $10.10 per hour effective July 1, 2019, and to $11.25 per hour effective July 1, 2020, unless a higher minimum wage is required by the federal Fair Labor Standards Act (FLSA). The measure also provides that the cash wage paid to a tipped employee shall not be less than 50 percent of the minimum wage and that the tip credit shall equal the difference between the cash wage required to be paid to a tipped employee and the minimum wage.

08/03/16 Senate: Prefiled and ordered printed; offered 01/11/17 17100253D
08/03/16 Senate: Referred to Committee on Commerce and Labor
01/16/17 Senate: Impact statement from DPB (SB785)
01/16/17 Senate: Passed by indefinitely in Commerce and Labor (11-Y 3-N)

SB 847 Paid family leave; Commissioner of Labor and Industry to develop an implementation plan for program.

Chief patron: Favola

Summary as introduced:
Paid family leave. Directs the Commissioner of Labor and Industry (the Commissioner), in conjunction with the relevant stakeholders, to develop an implementation plan for a paid family leave program for employees of any employer in the Commonwealth. The bill requires the Commissioner to complete the plan by December 1, 2017.

11/28/16 Senate: Prefiled and ordered printed; offered 01/11/17 17100667D
11/28/16 Senate: Referred to Committee on Commerce and Labor
01/16/17 Senate: Impact statement from DPB (SB847)
01/16/17 Senate: Passed by indefinitely in Commerce and Labor with letter (14-Y 0-N)

SB 978 Minimum wage.

Chief patron: Dance

Summary as introduced:
Minimum wage. Increases the minimum wage from its current federally mandated level of $7.25 per hour to $10.00 per hour effective July 1, 2017, to $13 per hour effective July 1, 2018, and to $15 per hour effective July 1, 2019, unless a higher minimum wage is required by the federal Fair Labor Standards Act (FLSA). The measure also provides that the Virginia minimum wage applies to persons whose employment is covered by the FLSA.

01/03/17 Senate: Prefiled and ordered printed; offered 01/11/17 17101032D
01/03/17 Senate: Referred to Committee on Commerce and Labor
01/16/17 Senate: Impact statement from DPB (SB978)
01/16/17 Senate: Passed by indefinitely in Commerce and Labor (11-Y 2-N 1-A)

SB 1080 Equal pay irrespective of sex.

Chief patron: Wexton

Summary as introduced:
Equal pay irrespective of sex. Amends the existing law requiring equal pay for equal work irrespective of sex to (i) prohibit unequal provision of benefits and privileges; (ii) prohibit employers from punishing employees for sharing salary information with their coworkers; and (iii) authorize a court to award reasonable attorney fees and costs to an employee who substantially prevails on the merits in an action for wrongful withholding of wages, benefits, or privileges. The measure also deletes the exemption for employers covered by the federal Fair Labor Standards Act from the Commonwealth's prohibition on discrimination in the payment of wages on the basis of sex.

01/06/17 Senate: Prefiled and ordered printed; offered 01/11/17 17101986D
01/06/17 Senate: Referred to Committee on Commerce and Labor
01/16/17 Senate: Impact statement from DPB (SB1080)
02/03/17 Senate: Passed by indefinitely in Commerce and Labor (10-Y 5-N)

SB 1171 Public employment; inquiries by state agencies and localities regarding criminal convictions.

Chief patron: Dance

Summary as introduced:
Public employment; inquiries by state agencies and localities regarding criminal convictions, charges, and arrests. Prohibits state agencies from including on any employment application a question inquiring whether the prospective employee has ever been arrested or charged with, or convicted of, any crime, subject to certain exceptions. A prospective employee may not be asked if he has ever been convicted of any crime unless the inquiry takes place after the prospective employee has received a conditional offer of employment, which offer may be withdrawn if the prospective employee has a conviction record that directly relates to the duties and responsibilities of the position. A prospective employee may not be asked if he has ever been arrested or charged with a crime unless the inquiry takes place after the prospective employee has received a conditional offer of employment, which offer may be withdrawn if (i) the prospective employee's criminal arrest or charge resulted in the prospective employee's conviction of a crime and (ii) the crime of which he was convicted directly relates to the duties and responsibilities of the position. The prohibition does not apply to applications for employment with law-enforcement agencies or certain positions designated as sensitive or in instances where a state agency is expressly permitted to inquire into an individual's criminal history for employment purposes pursuant to any provision of federal or state law. The bill also authorizes localities to prohibit such inquiries.

01/31/17 House: Placed on Calendar
01/31/17 House: Read first time
01/31/17 House: Referred to Committee on General Laws
02/06/17 House: Assigned GL sub: Subcommittee #4
02/21/17 House: Left in General Laws

SB 1293 State agencies; criminal background checks for certain positions.

Chief patron: McDougle

Summary as passed Senate:

Department of Human Resources Management; criminal background checks; state agency positions designated as sensitive; agencies to report to the Department. Requires each state agency to continue to record in the Personnel Management Information System (PMIS) positions that it has designated as sensitive to ensure that the Department of Human Resources Management has a list of all such positions. The bill clarifies who would be subject to a criminal background investigation in a sensitive position. The bill expands the definition of sensitive position to include those positions (i) responsible for the health, safety, and welfare of citizens or the protection of critical infrastructures; (ii) that have access to sensitive information, including access to Federal Tax Information in approved exchange agreements with the Internal Revenue Service or Social Security Administration; and (iii) that are otherwise required by state or federal law to be designated as sensitive. The bill contains an emergency clause.

EMERGENCY

02/17/17 House: Read third time
02/17/17 House: Passed House BLOCK VOTE (99-Y 0-N)
02/17/17 House: VOTE: BLOCK VOTE PASSAGE (99-Y 0-N)
02/22/17 Senate: Enrolled
02/22/17 Senate: Bill text as passed Senate and House (SB1293ER)

SB 1412 Adoption; leave benefit.

Chief patron: Suetterlein

Summary as introduced:
Adoption leave benefit. Creates a new classification of paid leave for a state employee who adopts an infant. The amount of leave would be equivalent to the amount of paid leave awarded to an employee pursuant to short-term disability for maternity leave. The Department of Human Resource Management is directed to develop guidelines and policies for implementing the adoption leave benefit.

02/22/17 House: Passed by temporarily
02/22/17 House: Read third time
02/22/17 House: Committee substitute agreed to 17105676D-H1
02/22/17 House: Engrossed by House - committee substitute SB1412H1
02/22/17 House: Passed House with substitute BLOCK VOTE (100-Y 0-N)

SB 1530 Administration, Secretary of; policy of the Commonwealth regarding state employment.

Chief patron: Vogel

Summary as passed Senate:

Policy of the Commonwealth regarding the employment of individuals with disabilities; responsibilities of state agencies; report. Provides that it is the policy of the Commonwealth to promote and increase the employment of individuals with disabilities. To further this policy, the bill establishes a goal to increase by five percent the level of individuals with disabilities employed by state government by fiscal year 2023. The bill designates the Secretary of Administration to coordinate efforts to achieve the goal and requires the Secretary to establish a reporting system for tracking and reporting the progress of state agencies toward meeting the employment and contracting goals and to report annually on the number of individuals with disabilities employed by the state. The bill requires each state agency to submit a plan to increase employment opportunities for individuals with disabilities to the Secretary no later than December 31, 2017, and each July 1 thereafter.

02/17/17 House: Passed House BLOCK VOTE (99-Y 0-N)
02/17/17 House: VOTE: BLOCK VOTE PASSAGE (99-Y 0-N)
02/22/17 Senate: Enrolled
02/22/17 Senate: Bill text as passed Senate and House (SB1530ER)
02/22/17 Senate: Impact statement from DPB (SB1530ER)

Counts: HB: 20 HJ: 1 SB: 8