Labor & Employment (Gig Economy)

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.

HB 3258 requires employers at warehouse distribution centers (with 100+ employees at one location or 1,000+ total) to provide workers with clear, written descriptions of work quotas. These descriptions must detail required tasks, potential penalties for not meeting quotas, and any related incentives or bonuses. Employers must update this information within two business days if quotas change and disclose specific performance data if taking adverse action against an employee for failing to meet a quota. The bill also mandates that quota time periods include rest breaks, travel time for safety activities, bathroom breaks, and time for required safety tasks, ensuring quotas account for necessary non-productive time.

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 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.