Labor & Employment (Professional Licensing)

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 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

SB 1719 requires healthcare facilities (including hospitals, clinics, and behavioral health centers) to create workplace violence prevention committees and implement written plans to protect staff. These plans must include confidential reporting systems, anti-retaliation protections for employees who report violence, and annual training. The bill also expands prescribing authority for advanced practice registered nurses (APRNs), allowing them to prescribe controlled substances in Schedules III, IV, and V under specific conditions. It prohibits facilities from discouraging staff from reporting violence to law enforcement and protects those who report in good faith from retaliation.

HB 2518 ensures DACA recipients who meet all educational and professional requirements for a licensed occupation in the state can obtain a license on the same terms as U.S. citizens or legal permanent residents. It prohibits oversight bodies (like licensing boards) from considering immigration status when reviewing applications, requiring evaluations to be based solely on qualifications, education, and competency. The bill directly affects DACA recipients seeking professions requiring state licenses (e.g., healthcare, law, trades) and mandates that their licenses carry identical rights, renewability, and validity periods as those issued to citizens. The law takes effect for all applications submitted on or after August 28, 2026.

HB 2955 creates a Missouri tax credit for businesses and organizations providing services to homeless individuals. Eligible taxpayers (such as job training agencies, employment providers, or housing organizations) can claim up to $10,000 annually in income tax credits for services like job training, employment (28+ hours/week at minimum wage), or housing support specifically for homeless persons. Certification by the Department of Economic Development is required, with annual renewal, and credits are non-refundable but carry forward for up to three years. The total annual credit amount is capped at $1 million. This bill directly affects service providers who meet the certification criteria, not homeless individuals themselves.

HB 2644 creates the "Respiratory Care Interstate Compact," allowing respiratory therapists licensed in one participating state to practice in other participating states without obtaining separate licenses. This directly affects licensed respiratory therapists and supports active military members and their spouses who relocate across state lines. The bill establishes a "Compact Privilege" that lets therapists practice under their home state license while adhering to the patient’s location rules, requiring only a criminal background check and active home state license. It aims to improve access to respiratory therapy services, reduce administrative burdens, and address workforce shortages without altering state licensing authority.

HB 2691 requires Missouri state agencies and local governments to obtain a sworn certification from electric vehicle (EV) manufacturers before purchasing EVs or components. This certification must confirm no forced labor or oppressive child labor was used in any stage of production, including material sourcing. The bill imposes penalties: manufacturers face $10,000 per false statement or half the contract value, while government entities and employees violating the requirement pay similar fines. It directly affects all Missouri public entities buying EVs and the manufacturers supplying them, mandating ethical supply chain verification as a condition of state contracts.

HB 2982 establishes new safety standards for non-religious summer camps operating in the state for children aged five and older (May-September). It requires camps to implement written emergency plans covering medical, aquatic, and other crises; ensure 50% of counselors and directors are trained in CPR/AED; conduct annual inspections of aquatic equipment; maintain public licensing records; and conduct comprehensive criminal background checks for all counselors. The bill directly affects summer camp operators, staff, and parents (who must receive licensure disclosures), replacing prior informal practices with mandatory compliance. Violations after May 1, 2028, face escalating fines, while pre-2028 offenses receive written warnings.

HB 2674 requires private Missouri employers to allow employees unpaid leave for at least one mental health appointment per week. It defines "mental health appointment" as visits under four hours with a provider for mental disorders, excluding public employers. Employees must provide 48 hours' notice (or certification after unscheduled absences), and employers may request sworn statements plus provider documentation - keeping all records confidential. The bill clarifies this leave cannot exceed federal FMLA limits and does not override existing policies offering more generous mental health benefits. Employers must annually inform employees of these rights.

HB 2184 prohibits noncompete clauses in employment contracts between healthcare employers and licensed physicians, making any clause that restricts a physician’s ability to practice medicine in a specific geographic area after leaving a job unenforceable. This directly affects physicians who might otherwise face restrictions on where they can work following employment termination. The bill specifically bans these geographic and time-based restrictions while leaving other contract terms valid. It does not alter other employment terms but ensures physicians cannot be barred from practicing in a region after their employment ends.