While the exact number of nurse vacancies in Delaware fluctuates, healthcare providers agree that the current shortage is unsustainable. Nursing shortages lead to missed nursing care, higher morbidity, and mortality rates. The American Association of Colleges of Nursing (AACN) outlines a number of contributing factors impacting the current national nursing shortage. One is a lack of nursing school faculty - including the preceptors that provide supervision and instruction for clinical practice. Since Delaware’s nursing education programs must require clinical learning experiences provided by these preceptors, nursing students have difficulty completing the required coursework necessary for degree and licensure. Section 1 of this Act provides for an annual appropriation in an amount determined by the General Assembly to the Delaware Nursing Workforce Initiative or similar nonprofit to administer a program to provide funding to hospitals and clinical facilities to implement or continue offering preceptorship programs. Section 2 provides that this Act is effective 6 months after enactment.
This Act establishes an automatic enrollment feature for newly hired state employees in the State’s 457(b) deferred compensation retirement plan. The Board may, through a plan amendment, modify the definition of a covered employee. Under the Act, a predetermined percentage of an employee’s salary will be automatically deducted from each paycheck and contributed to the 457(b) plan upon hire. This Act allows new employees to opt out at any time prior to the commencement of automatic withdrawals, which normally commences 90 days after hire. If an employee does not opt out of automatic enrollment during this 90-day period, the employee will be enrolled and contributions will commence. The employee will thereafter have an additional 30 days to opt out and request a refund of any contributions. Refund requests must be submitted no later than 120 days after the date of hire. Employees under a collective bargaining agreement are not subjected to auto-enrollment but are able to participate if should they elect to do so. This Act takes effect 10 days after the date of publication in the Register of Regulations of a notice from the State Treasurer that the Office of Management and Budget has certified to the State Treasurer that necessary payroll upgrades necessary to implement this Act have been completed.
This Joint Resolution directs the Department of Education to compile and submit a comprehensive report regarding the workforce data and compensation of education support professionals for the most recent school year. The report must identify staffing levels, vacancies, average wages paid, and the number of employees earning below a $40 hourly wage threshold. The Department is further required to recommend pay scales that align with a minimum living wage and submit its findings to the General Assembly and relevant state offices by November 2, 2026.
This Act increases the salary supplement for school counselors and school nurses from 6% to 12% upon national certification. It further clarifies that salary supplements only apply if the employee is employed in the applicable profession and permits the DOE to identify additional positions subject to a salary supplement in Department regulations. This Substitute includes school social workers in those employees eligible for a 12% salary supplement.
This Act adds the definition of child-serving entity for the purpose of requiring a service letter verification from any child-serving entity where an employee may have worked. “Child-serving entity” is already defined in § 309 of Title 31 and includes DSCYF, residential child-care facilities, public and private schools, youth camps, summer schools, and other entities. If a previous employer fails to respond to a service letter, this Act also requires that the prospective employee report the failure to respond to the DOL.
This Act provides that School Social Workers who have successfully passed the Association of Social Work Boards National Clinical Examination and hold a Licensed Clinical Social Worker License with a salary supplement. This Act also makes technical corrections to conform existing law to the standards of the Delaware Legislative Drafting Manual.
This Concurrent Resolution urges the Delaware Department of Human Resources to develop a statewide educational strategy on menopause to support public and private organizations and to improve understanding of menopause’s impact on Delaware’s workforce. This report is due no later than June 30, 2027.
This Substitute for House Bill No. 84 prohibits employers from requiring meetings or communications the purpose of which is to convey the employer’s political or religious views, including views regarding unionization. The Act enumerates several situations to which the prohibition does not apply, including the communication of religious views by a religious employer, the communication of political views by a political party or organization, and training required to comply with civil rights laws and occupational safety and health laws. The statute also clarifies that the following communications are outside the scope of the prohibition: (1) An employer communicating to its employees any information that the employer is required by law to communicate, but only to the extent of that legal requirement; (2) An employer communicating to its employees any information that is necessary for those employees to perform their job duties; (3) An institution of higher education, or any agent, representative, or designee of that institution, meeting with or participating in any communications with its employees that are part of coursework, any symposia, or an academic program at that institution; (4) An employer that is a public entity communicating to its employees any information related to a policy of the public entity or any law or regulation that the public entity is responsible for administering; and (5) A tax exempt organization, as defined under United States Internal Revenue Code § 501(c)(3) communicating with its employees about policy issues that are relevant to the organization, its mission, or the people the organization serves, provided such communication is done in a non-partisan manner. The provision is added to the existing chapter dealing with discrimination in employment, and the Department of Labor is empowered to investigate employer practices, make rules and regulations, and commence civil actions if necessary. The Department of Labor is instructed to update, within 90 days of the effective date of this Act, the notices it prepares for use by employers regarding unlawful discrimination in employment to include the provisions of this Act.
This Act makes updates to the Delaware workplace safety program to increase the workers’ compensation insurance credit that businesses can access while maintaining overall program stability. Past legislation that adjusted Workplace Safety Program parameters led to the filing of a new Experience Rating Plan by Delaware Compensation Rating Bureau, which inadvertently resulted in lower discounts. Most businesses with lower-than-average claim costs, regardless of size, continue to see reductions in their experience modification factors. The Workplace Safety Program credit and the experience modification factor savings result in a similar savings as before for employers with favorable loss history. However, this was not the intention of prior law. This Act ensures that companies can reach maximum premium savings of 12%.
This Act clarifies that paid leave for the adoption of a child may begin at one of the following times: (1) when the child is placed for adoption with the employee; (2) when the employee initiates a petition for adoption; or (3) when the adoption process is completed.
