HB 877 increases the annual salary supplement for Mississippi teachers with National Board Certification from $6,000 to $10,000. It directly affects licensed teachers who hold a Master Teacher certificate from the National Board for Professional Teaching Standards and are employed as classroom teachers (not administrators). The bill amends existing law to provide this additional $4,000 payment on top of base salary, requiring teachers to submit certification documentation by October 15 to qualify. This change applies to all eligible teachers in public school districts and the State Board of Education, with no other provisions altering base salary schedules.
HB 1031 would have prohibited Mississippi's social work licensing board from requiring out-of-state licensed social workers (who establish residency in Mississippi) to take a state-specific jurisprudence exam. It directly affects social workers moving to Mississippi from other states seeking licensure by reciprocity. The bill amended licensing statutes to remove this exam requirement, aligning with Mississippi's "Universal Recognition of Occupational Licenses Act" that streamlines reciprocity for qualified applicants. The bill died in committee on February 3, 2026, and did not become law.
HB 956 requires doctors to discuss specific risks and alternatives with patients before prescribing opioid pain medications. Before issuing the initial prescription for acute or chronic pain treatment and again before the third prescription in that course, prescribers must explain risks like addiction, overdose dangers (especially when mixed with alcohol or other sedatives), the necessity of the prescription, and available non-opioid alternatives. This applies directly to patients receiving opioid prescriptions and their doctors, mandating documentation of these discussions in the patient's medical record. The law takes effect July 1, 2026, and covers all opioid drugs prescribed for pain management.
HB 894 removes THC potency limits for cannabis concentrates, tinctures, and oils in Mississippi. This bill directly affects medical cannabis businesses that produce or sell these products, allowing them to manufacture concentrates with higher THC levels without restriction. The key provision amends Section 41-137-39 to eliminate existing strength limits, changing how concentrates are regulated under the state’s medical cannabis program. It does not alter licensing requirements, background checks, or other operational rules covered in the bill’s existing sections. The change specifically applies to concentrate products, not flower or other cannabis forms.
HB 869, the "One Fair Wage Act," establishes a phased increase in Mississippi's minimum wage for most workers, starting at $15.00 per hour on January 1, 2027, rising to $17.50 by 2030, and then adjusting annually based on the Consumer Price Index. It specifically addresses tipped employees by allowing employers to pay a lower base wage (as low as $12.00/hour in 2028) if total wages plus tips meet the minimum wage requirement, with the tip credit phasing out entirely by 2029. The law applies to most employers and employees in Mississippi, excluding state government, the U.S. government, tribal entities, and certain domestic workers. It explicitly states that federal law takes precedence and ensures the wage schedule is prospective, not retroactive.
HB 862 automatically restores voting rights for Mississippi residents convicted of felonies once they complete all court-ordered sentencing requirements (such as probation, fines, or incarceration). It directly affects people with felony convictions who have finished their sentences but were previously barred from voting. The bill amends Mississippi election law to remove the need for separate applications or actions to regain voting rights, ensuring automatic restoration into the voter database. This changes current practice where voting rights remained suspended until additional steps were taken. The bill does not alter eligibility requirements like citizenship or residency.
HB 994 requires Mississippi public schools to add financial literacy to grades 6-8 curricula starting in 2026-27 and mandates a personal finance course (worth half a credit) for all high school graduation beginning with the 2031 class. It creates a "Financial Literacy Trust Fund" in the state treasury to support this program, allowing funds from private donations, grants, and state/federal appropriations. The State Board of Education would manage the fund and report annually to the legislature. This bill directly affects all students in Mississippi public schools and charter schools by changing graduation requirements and funding educational resources.
HB 884 requires counties and municipalities in Mississippi to hold a public election before issuing new bonds for projects like infrastructure or facilities. It mandates that local governments publish bond resolution notices weekly for three weeks in local newspapers (or post at public locations if no newspaper exists) and schedule the election at least 21 days after the first notice. This applies to all bond issuances covered under Sections 19-9-11 (counties) and 21-33-307 (municipalities), directly affecting county boards of supervisors and municipal governing bodies. The bill takes effect July 1, 2026, adding an election step to the existing bond approval process without changing bond limits.
HB 968 authorizes Mississippi school resource officers (SROs) to detain and search a student’s person and belongings when they have reasonable suspicion the student is engaged in unlawful activity on school property. The bill applies directly to students in Mississippi public schools where SROs are employed, allowing searches that are reasonable in scope and not excessively intrusive based on the student's age, sex, and the suspected activity. SROs must comply with Fourth Amendment constitutional protections during these searches, and the authority applies only when acting within their official law enforcement capacity. This change modifies existing law to explicitly permit such searches under the specified reasonable suspicion standard.
HB 946 allows retired members of Mississippi's Public Employees' Retirement System (PERS) to work full-time in positions where their employer has a documented critical shortage of staff while still receiving their full retirement benefits. Employers must provide quantifiable evidence of the staffing shortage and verify the retiree's qualifications for the specific role before hiring. This amendment specifically overrides previous rules that limited retirees to part-time work or reduced benefits when reemployed. It directly affects retired state and local government workers in critical shortage roles who meet the employer's documented needs and qualifications. The policy change applies only to positions with verified shortages, excluding teaching roles already covered under separate provisions.
HB 1052 requires all accredited law enforcement training academies in Mississippi to include at least 8 hours of constitutional training in initial certification programs and 2 hours in continuing education. This training covers the Mississippi Constitution of 1890 and the U.S. Constitution, focusing on amendments related to citizens' rights (such as Fourth, Fifth, Sixth, Eighth, and Fourteenth). The bill mandates that this education helps officers understand constitutional boundaries for policing authority and everyday decision-making. It amends existing law to establish these specific curriculum requirements for law enforcement training programs. The law takes effect July 1, 2026.
HB 880 establishes Mississippi's first state minimum wage at $10.00 per hour for city, county, and state employees (public sector workers), replacing the federal minimum wage of $7.25. It exempts tipped employees from the $10 minimum, requiring employers to pay at least $3.62 per hour for tips, and mandates overtime pay at 1.5x regular rate for employees earning $455 or less weekly. The bill specifically includes public safety workers (police, firefighters, correctional officers) and manual laborers in overtime protections, while excluding certain management or professional roles. This applies solely to public employers, not private businesses.
