The provided context does not include sufficient details about SB 1168's specific provisions, mechanisms, or affected parties. The bill's title and abstract ("Modifies provisions relating to persons convicted of a crime") are too vague to describe concrete policy changes. Without access to the bill's text or specific amendments, a factual summary cannot be generated. Legislative summaries require substantive content about the changes being proposed, which is not available here.
The provided context does not include sufficient details about SB 1669's specific provisions, changes to regulations, or who it would affect. The official abstract only states it "modifies provisions relating to recreational vehicle (RV) dealers" without describing any concrete policy changes, mechanisms, or affected parties. Since no specific bill text, committee reports, or explanatory summaries are provided, a factual summary cannot be generated. More detailed information from the bill's full text or official summary would be needed to fulfill this request.
The provided context does not include specific details about SB 1794's provisions, mechanisms, or policy changes. The bill's title and abstract only state it "modifies provisions relating to long-term care facilities" without describing what those modifications entail. No concrete policy changes, affected parties, or key mechanisms are outlined in the available information. Since the context lacks sufficient detail to create a factual summary, a meaningful description of the bill's content cannot be provided.
SB 1559 - This act provides that the election to defer compensation by the employees of the state of Missouri shall be made at the beginning of the payroll period, rather than the month, for which the compensation is paid and contributions shall begin on the pay period beginning after such election. Beginning July 1, 2027, this act provides that the deferred compensation plan shall provide for automatic increases for certain employees participating or eligible to participate in the deferred compensation plan. The increase shall commence with the first payroll period following the employee's one year anniversary date of employment or re-employment with the state, whichever is later. The deferral amount shall increase annually by .5% until the amount reaches 10% of compensation or the limitation imposed under federal law, whichever is less. Employees who are automatically increased may elect to change the contribution rate in accordance with the terms of the plan. This act is identical to a provision in SCS/SBs 1557 & 1054 (2026). KATIE O'BRIEN
SB 1614 - This act creates the Missouri Earned Family and Medical Leave Act. GENERALLY Under this act, all employees who are not independent contractors are eligible to receive up to six weeks each year of wage replacement benefits for any of the following reasons: • To bond with a minor child within the first year of birth or placement in connection with foster care or adoption; • To care for a family member with a serious health condition; • To tend to one's own serious health condition; or • To assume any familial responsibility because a spouse, child, or parent of an employee is on, or has been notified of an impending call to, active duty in the armed forces. The Department of Labor and Industrial Relations is responsible for administering the program. An employee is eligible for benefits equal to 100% of his or her average weekly pay for each full week taken for family or medical leave. However, an employee's average weekly wage may not be higher than the average state weekly wage. An employee may take partial weeks of leave but will only receive benefits equal to the fraction of the number of days of leave taken divided by the number of the days that the employee would have otherwise worked. An employee may additionally only take leave in full day increments. APPLYING FOR BENEFITS An employee has 41 days following the first day on which he or she begins to take family or medical leave to file a claim for benefits with the Department. Furthermore, an employee may not receive benefits until they have contributed to the Missouri Earned Family and Medical Leave Fund for at least 52 weeks. An employee may not receive benefits on any day for which they are eligible to receive unemployment or workers' compensation benefits. Leave taken under this act must be taken concurrently with leave taken under the federal Family Medical Leave Act. Each employee applying for benefits shall show, on a certificate provided by the Department, that he or she is entitled to family or medical leave. An employee seeking to take leave under this act shall provide at least 30 days notice to their employer if the reason for leave is foreseeable. If it is not practicable, notice shall be given as soon as practicable. APPEALING DETERMINATION OF ELIGIBILITY Employees are entitled to appeal a determination of eligibility by the Department to the Administrative Hearing Commission. A notice of appeal shall be sent to the Commission within 30 days of the receipt of the determination by the employee. A decision by the Commission may be appealed to a court of competent jurisdiction. An employee is not entitled to appeal a determination of the amount of benefits received but may request a redetermination by the Department within one year of the initial determination. UNLAWFUL DISCRIMINATORY ACTIONS It is unlawful for an employer to discriminate against an employee because he or she filed a claim for, indicated an intent to file a claim for, or has received Missouri earned family and medical leave benefits. Courts hearing such complaints may grant injunctive, equitable, or compensatory relief to employees. Complaints may be filed by either the employee or the Department. In the event that the Department files a complaint, the employee is thereafter barred from bringing his or her own action. In any event, a discrimination claim shall be brought within three years. OUTREACH AND REPORTS The Department is required to develop and implement an outreach program to make employees aware of their rights, duties, and responsibilities under this act. The State Auditor is required to complete an audit of the program by January 1, 2033. MISSOURI EARNED FAMILY AND MEDICAL LEAVE FUND The Missouri Earned Family and Medical Leave Fund is created. An employee is required to contribute .025% of his or her average weekly pay to the fund, provided that the total wages used to compute the contribution rate shall not exceed the contribution and benefit base used to calculate Social Security taxes. If, at the discretion of the Director of the Department of Labor and Industrial Relations, there is not a sufficient amount of funds in the fund to satisfy all claims, the director is permitted to reduce the benefit amount each employee will receive. Contributions to the program may begin January 1, 2028, but no employee may receive benefits until January 1, 2030. All employee contributions are pre-tax and not considered part of the adjusted gross income. REFERENDUM CLAUSE The act contains a referendum clause to be presented to the voters at the 2026 general election. This act is identical to SB 1069 (2024) and substantially similar to HB 3226 (2026), SB 751 (2025), HB 2597 (2024), SB 548 (2023), HB 1126 (2023), SB 729 (2022), HB 2222 (2022), HB 2822 (2022), SB 416 (2021), HB 1372 (2021), SB 565 (2020), HB 2542 (2020), SB 162 (2019), SB 607 (2018), HB 1956 (2018), SB 69 (2017), HB 659 (2017), SCS/SB 291 (2017), HB 1059 (2017), and SB 1049 (2016), and similar in concept to SB 945 (2024), HB 2505 (2024), SB 193 (2023), HB 1255 (2023), SB 54 (2017), SB 983 (2016), and HB 1161 (2015). SCOTT SVAGERA
The bill SB 1636, titled "Modifies provisions relating to infectious disease exposure notification," lacks sufficient detail in the provided context to describe its specific changes, affected parties, or key mechanisms. The official abstract only states it modifies existing notification rules for infectious disease exposures without outlining the current provisions being changed or the new requirements. Without additional information on the current law or the bill's specific amendments, a substantive summary cannot be created. This bill appears to be in early legislative stages (first read on 2026-02-05), and no concrete policy changes are identifiable from the given details.
SB 1539 - This act establishes the Missouri Guaranteed Inclusive Voluntary Exceptional Service (MO GIVES) Program under the Department of the National Guard (Department). The MO GIVES Program allows members of the Missouri National Guard who choose to become living organ donors to receive living donor medical orders for purposes of remaining on paid status during the living donation period. The Department shall approve a member's participation if sufficient funds are available and the member: (1) Is under Troop Program Unit status or Individual Ready Reserve status; (2) Is in good standing with the Department; (3) Either is not eligible for living donor paid leave from the member's employer or elects not to use any such employer-based benefit available to the member; (4) Specifies the type of donation; and (5) Agrees to undergo the procurement operation at a health care facility approved as a provider of continuing education points for transplant certification by the American Board for Transplant Certification. Upon approval of a member's application, the Department shall issue a living donor medical order, which shall: (1) Guarantee paid leave for the member for the living donation period, which shall not exceed 45 days unless an extension of time is deemed medically necessary by the primary surgical and medical recovery team; (2) Exempt the member from any requirement to use accrued annual or medical leave for the guaranteed paid living donation period; and (3) Provide a per diem allowance and a basic allowance for housing during the guaranteed paid living donation period based on the member's rank, region, and dependent status. This act also establishes the MO GIVES Fund, which consists of moneys used to fund the benefits provided under the MO GIVES Program. This act is identical to a provision in the perfected SS/SCS/SB 974 (2026), SB 1555 (2026), HB 2664 (2026), and HB 2943 (2026), and is similar to a provision in the truly agreed to and finally passed SS/SCS/HB 2593 (2026). KATIE O'BRIEN
HB 3427 establishes that non-compete agreements cannot be enforced against hourly wage employees. The bill specifically voids any covenant not to compete (a clause restricting work with competitors after leaving a job) for employees paid hourly wages, making such agreements unenforceable. This directly affects hourly workers in employment contracts, while leaving non-compete terms for salaried employees unaffected. The law targets a common practice that often limits job mobility for lower-wage workers.
SB 1657 modifies how city police departments set salaries and funding. It gives boards of police commissioners authority to set officer salaries without legislative approval (minimum current pay), requires cities to fund police at 22% of general revenue in 2025 rising to 25% by 2028, and details overtime pay rules (1.5x for hours over 40). The bill directly affects city police departments, their boards, and officers through changes to compensation structures, funding obligations, and benefit provisions like health insurance and shift differentials. Key mechanisms include mandatory minimum funding percentages, standardized overtime rates, and new allowances for academic achievement or training roles.
HB 3425 amends Missouri's anti-discrimination law to explicitly prohibit discrimination based on sexual orientation, gender identity, and veteran status in employment, housing, and public accommodations. The bill adds these categories to existing protections under Missouri Revised Statutes (RSMo) sections 213.010-213.111, making it illegal for employers (with 6+ employees), housing providers, and businesses open to the public to deny services or opportunities based on these characteristics. Key provisions define "gender identity" as an individual's gender-related identity or expression, and clarify that "veteran status" is now a protected class alongside race, religion, and disability. The law directly affects businesses, landlords, and government entities covered by Missouri's human rights statutes, requiring them to comply with these expanded protections.
