HB 839 updates North Carolina's Advanced Teaching Roles (ATR) program for public schools. It requires classroom excellence teachers to serve 20% more students than prior years, allows ATR schools to exceed K-3 class size limits for up to three years with state funding, and increases salary supplements to $10,000 for adult leadership teachers (up to 25% of ATR school teachers) and $3,000 for classroom excellence teachers (up to 10% of ATR school teachers). The bill applies to participating ATR schools beginning the 2025-2026 school year.
HB 426 establishes the Workforce Diploma Program to help North Carolina adults aged 21+ without high school diplomas earn diplomas while gaining job skills. The program requires approved providers to offer courses combining diploma requirements with career training, including employability certifications and industry credentials. Participants receive milestone-based funding up to $7,500 per person, with payments tied to completing half-credits, certifications, or diplomas. The program mandates annual reports tracking participant outcomes like diplomas earned, credits, and workforce credentials. It appropriates $5 million for implementation starting July 2025.
HB 963 creates a structured apprenticeship program for aspiring building inspectors in North Carolina, allowing local governments to hire apprentices who lack full certification. Apprentices work under direct supervision of certified inspectors and complete combined on-the-job training and approved education (including potentially free courses via community colleges), with eligibility to take certification exams after program completion. The bill also modifies certification requirements to streamline career advancement by recognizing apprenticeship hours, military construction experience, and out-of-state credentials. This directly affects local government inspection departments and individuals seeking entry into code enforcement careers, aiming to address staffing shortages while maintaining enforcement standards.
HB 498 creates a retirement credit for North Carolina teachers who served in the military. It allows veterans to count up to four years of active duty service toward their state retirement system, provided they weren’t dishonorably discharged, served before becoming a teacher, and meet licensure requirements. The bill modifies the retirement system to include this credit, requiring employers to pay a lump sum covering the retirement system’s increased liability for the credited service. This directly affects military veterans transitioning to teaching careers in North Carolina, making their prior service count toward retirement benefits.
SB 381 expands North Carolina's anti-discrimination protections to cover housing and employment. It adds sexual orientation, gender identity, military/veteran status, and genetic information to the list of protected characteristics in housing (e.g., rentals, sales, loans) and employment (for employers with 15+ staff). The bill prohibits specific discriminatory actions like refusing housing based on protected status, denying employment opportunities, or making biased land-use decisions. It directly affects residents, renters, job seekers, and businesses operating in these sectors across the state.
House Bill 670 establishes the Career and College Pathways Innovation Challenge Grant Program, providing competitive grants to North Carolina community colleges. These grants support local and regional partnerships that aim to increase postsecondary enrollment and completion for students and adults, align educational offerings with workforce needs, and reduce educational opportunity gaps. The State Board of Community Colleges administers the program, awarding funds for initiatives like work-based learning and financial support beyond tuition. For the 2025-2026 and 2026-2027 fiscal years, $2 million is specifically allocated to community colleges in counties affected by Hurricane Helene. The bill appropriates $5 million in recurring funds for the program, effective July 1, 2025.
SB 154, the North Carolina CROWN Act, prohibits employment discrimination based on hair texture or protective hairstyles. It explicitly defines "protective hairstyles" (including braids, locks, twists, and bantu knots) as protected under existing anti-discrimination law, stating that race discrimination includes hair texture and type. The bill amends Chapter 95 to add Section 95-28.1B, making it illegal for employers to deny jobs, fire, or otherwise discriminate against employees because of these hair characteristics. This applies to all employers, employees, and job applicants in North Carolina starting from the law's effective date.
SB 701 allows North Carolina state and local law enforcement officers with at least 30 years of service to continue receiving retirement benefits while remaining actively employed. Specifically, officers aged 59.5 or older can elect to receive their retirement allowance without separating from their current law enforcement position. The bill requires employers to cover both employee and employer retirement contributions during this period, while prohibiting additional service credit accrual or eligibility for disability/supplemental retirement benefits. This policy directly affects qualifying officers who wish to stay on duty while maintaining their retirement income.
HB 951 requires North Carolina to use state-owned property for childcare, directly affecting state employees, first responders, and community college staff/students. It mandates that new or renovated state buildings costing over $5 million include childcare or adult care centers if serving 250+ people, and creates a $5 million pilot program to establish three state employee childcare centers on unused state property. The bill also allocates $6 million for county grants to fund third-shift childcare for first responders in unused county buildings and requires feasibility studies for childcare at all community colleges and UNC campuses. These provisions include specific funding, reporting deadlines, and requirements for apprenticeship programs linking childcare centers with educational institutions.
HB 168, the North Carolina CROWN Act, prohibits employment discrimination based on hair texture or protective hairstyles like braids, locks, or twists. It explicitly adds these characteristics to the definition of "race" under North Carolina's anti-discrimination law, covering all employers and job applicants. The bill also strengthens protections by banning retaliation against employees who report such discrimination. It applies to all public and private employers statewide upon becoming law.
