Expands workers' compensation medical benefits for firefighters to include coverage for adenocarcinoma or mesothelioma of the respiratory system; cancer of the buccal cavity, colon, pharynx, and thyroid; and malignant melanoma. Specifies that an employer may prove that the cancer or disease was not associated with the firefighting duties to deny medical benefits under workers' compensation law. Effective 7/1/3000. (HD1)
HB 1697 exempts natural hair braiders from state licensing requirements when operating under specific conditions, directly affecting individuals who provide natural hair braiding services. The bill removes a barrier for braiders who meet defined criteria, such as operating in non-commercial settings or adhering to safety standards. This policy change simplifies access to the profession without requiring a state-issued license for qualifying practitioners. The bill is currently in early stages, having been prefiled and introduced in January 2026.
Establishes a paid family leave program for state and county employees. Authorizes a qualifying employee to take up to 12 weeks of paid leave for the birth or placement of a child or to care for a family member who has a serious health condition. Requires the employee to agree to subsequently work for the employer for at least 12 weeks upon return to service except under certain conditions. Effective 1/1/2026.
Allows impasses and disputes relating to the amounts of State and county contributions to the Hawaii Employer-Union Health Benefits Trust Fund to be resolved by arbitration. Repeals the prohibition against strikes by members of bargaining units on the issue of the amounts of State and county contributions to the Trust Fund.
Requires the Department of Human Services to establish and implement a Child Care Provider Subsidy and Bonus Program to provide subsidies to retain the existing child care workforce in licensed infant and toddler child care centers, group child care centers, and group child care homes and bonuses to registered family child care homes. Requires annual reports to the Legislature. Appropriates funds. Effective 7/1/3000. (HD1)
Establish certain minimum registered nurse-to-patient ratios for hospitals. Establishes a process to obtain a variance from the minimum registered nurse staffing standards. Requires hospitals to establish hospital registered nurse staffing committees by 9/1/2025 to develop and adopt registered nurse staffing plans. Requires the staffing committees to submit a charter to the Department of Labor and Industrial Relations. Beginning 7/1/2026, requires hospitals to submit their registered nurse staffing plan on an annual basis, and implement the staffing plan. Establishes a complaint and appeals process and penalties. Appropriates funds.
Clarifies the employment status of certain delivery drivers under state laws related to workers' compensation, wage and hour, temporary disability insurance, family leave, tax classification of business relationships, and unemployment insurance by establishing conditions under which delivery drivers are deemed employees of the business operating the delivery program.
Requires the independent medical examination and permanent impairment rating examination of an injured employee under the Workers' Compensation Law to be conducted by a qualified physician selected by the mutual agreement of the parties and paid for by the employer. In absence of a mutual agreement, requires the Director of Labor and Industrial Relations to appoint a duly qualified impartial physician to be paid by the employer.
Establishes the Port Worker Advisory Committee to make recommendations to the Department of Transportation regarding management of state-owned and state-managed ports. Requires the Department to conduct meetings to solicit input from port workers on methods to improve ports and problems faced by port workers.
SB 214 eliminates the "tip credit," a practice allowing employers to count tips toward meeting minimum wage requirements for tipped workers like restaurant staff. The bill phases out this credit over time, requiring employers to pay the full minimum wage without reducing it based on tips. This directly affects tipped workers who will receive the full minimum wage and their employers who must adjust wage calculations. The policy change removes a longstanding exception to minimum wage rules, ensuring tipped employees earn the standard minimum wage regardless of tip amounts.
