SB 1619 removes the previous 120-hour annual limit for public employees serving in the National Guard or Armed Forces Reserves during federal duty, ensuring they retain full job benefits including seniority, pay, schedule, and performance evaluations without interruption. It directly affects state, county, municipal, school district, and other public employees who serve in these military roles, including volunteer firefighters (who retain all protections except monetary compensation). Key provisions require employees to submit military orders for leave verification and prohibit discrimination against service members in employment. The bill expands existing protections by eliminating the hour cap for federal service while maintaining the same requirements for state service leave.
SB 1651 requires Soil and Water Conservation District employees in Missouri to receive the same healthcare benefits and rates as state employees covered under Chapter 103 of Missouri law. This bill directly affects employees working for local Soil and Water Conservation Districts, which manage land and water resources. The key provision mandates that these district employees' healthcare benefits align with state employee standards, overriding any conflicting existing rules or agreements. The bill aims to standardize benefits for these public service workers without altering other employment terms.
HB 3505 modifies how the state board of mediation is structured and appointed. It requires the governor to appoint five members: two representing employers or employer associations, two representing employees or labor unions, and one neutral member who serves as chair. The bill specifies initial appointment terms (one, two, and three years) and mandates annual chair elections starting in 2027, with vacancies filled by appointments matching the predecessor's qualifications. This directly affects labor, employer groups, and the state's mediation process by changing board composition and leadership selection. The bill was introduced in February 2026 and remains pending.
HB 3306 modifies collective bargaining rules for public employees in Missouri, directly affecting public labor organizations and government employers (like cities, schools, or state agencies). It requires both sides to bargain in good faith for 180 days before mediation begins, with strict timelines: 14 days to agree on a mediator, 90 days for mediation, and automatic interest arbitration if unresolved. The bill prohibits public employers from unilaterally changing wages or benefits during negotiations, treating such actions as bad faith bargaining. If disputes reach arbitration, the arbitrator’s binding decision must be reached within 45 days, with costs split equally between parties.
HB 3283 modifies how public employee unions and government employers negotiate contracts. It requires both sides to bargain in good faith for wages, benefits, and working conditions, with a 180-day deadline to reach an agreement before mediation begins. If negotiations stall, the dispute moves to mediation (within 14 days) and then binding interest arbitration (within 90 days), with arbitrators selected from federal or private panels. The bill prohibits public employers from making unilateral changes to negotiated terms during bargaining and ensures arbitration decisions are binding, except for provisions requiring new laws. It directly affects public sector unions and government bodies across Missouri.
HB 3507 requires all construction workers performing on-site labor for state government projects to be direct employees of the contracting company (W-2 employees), not independent contractors. This directly affects state contractors and construction firms bidding on government projects, mandating they hire workers as employees rather than using independent contractors for roles like laborers, mechanics, or operators. The bill prohibits contractors from using independent contractors for any on-site construction work covered by state contracts. The bill was introduced on February 26, 2026, and is currently in early committee stages.
HB 3506 modifies workforce rules for public works projects over $150,000. It requires contractors to pay on-the-job training workers 50% of a journeyman's wage rate and limits entry-level workers plus apprentices to a 1:1 ratio with journeyman workers per job title. The bill also mandates that all qualifying projects include at least one federally registered apprentice performing work under the contract. These changes directly affect contractors bidding on public construction projects and aim to increase apprenticeship opportunities while standardizing wage structures.
HB 2988 ensures Missouri public employees (including state/local government workers, school staff, and county/municipal employees) who serve in the National Guard or military reserves can take leave for military duty without losing their job, seniority, pay, benefits, or performance ratings. It specifically guarantees leave for both federal service (up to 120 hours per federal fiscal year) and state service (called by the governor, with no time limit), requiring employees to submit military orders as proof. The bill also prohibits employers from discriminating against or firing employees for military service and exempts volunteer firefighters from pay-related protections. This protects over 100,000 public employees who serve in reserve units while maintaining their employment rights.
HB 3083 ensures public employees in the National Guard or military reserves can take leave for their service without losing their job, seniority, pay, or benefits. For federal military duty, leave is capped at 120 hours (or 38 working days) per federal fiscal year, and employees must provide a military order as proof. The bill prohibits employers from discriminating against employees for military service and requires leave to be charged only for actual hours taken (minimum one hour, in multiples). Volunteer firefighters are covered under these protections but are excluded from monetary compensation provisions.
HB 2525 requires the state to prioritize bidders whose employees are union members for state contracts in construction, infrastructure, healthcare, education, public safety, and water/waste management sectors. This applies only when competing bids offer equal quality and price, or when bids are otherwise comparable. The bill defines "labor organization" broadly as any group focused on collective bargaining, grievance handling, or mutual employment protection. It directly affects state contractors in these specific industries by creating a preference for unionized labor under defined conditions. The bill is currently in early legislative stages with no votes taken yet.
