Ensures that more developmentally disabled adults can self-direct the care they need and want, by incorporating collective bargaining rights into the self-directed supports program.
Requires employers to provide each employee of a warehouse distribution center, upon hire, with written description of quotas applicable to the employee within defined time periods and adverse employment action for failure to meet the quota.
Places limits on the number of self-service checkout stations a grocery store can have and on the workload of employees assigned to monitor those checkout stations.
SB 2667, the "Rhode Island Childcare Is Essential Act," would expand eligibility for Rhode Island's state childcare assistance program to align with federal standards. This change would directly affect low-income working families who currently may not qualify for state childcare subsidies under current rules. The key mechanism is adjusting the state's income and asset thresholds to match the federal benchmark, potentially allowing more families to access subsidized childcare. The bill aims to increase access to affordable childcare for working parents without adding new state costs.
Requires that before any fire fighter or police officer is eligible to receive benefits for illness or injury sustained off duty, they prove they had reasonable grounds to believe that an emergency existed that required immediate need of their assistance.
Creates a comprehensive statutory framework to address and regulate the use of artificial intelligence in the workplace, considering the interests of employers and employees.
This bill allows employees who are not currently represented by a union to form a group for collective bargaining with their employers. To establish such a group, workers must demonstrate majority support by submitting signed cards from at least 30% of employees to request an election, or by obtaining cards from more than 50% of employees to bypass the election process entirely. The legislation also prohibits state management personnel from encouraging or discouraging employees from exercising their rights and requires employers to provide specific employee information to the exclusive bargaining representative. Additionally, the bill mandates that employers notify the bargaining unit representative within five business days of hiring new employees and provides for union orientation sessions for new hires.
SB 2501 changes when state employees can negotiate salary boosts tied to years of service. Starting July 1, 2026, non-classified state employees (excluding faculty and those already receiving such boosts) will be allowed to negotiate "longevity payments" of 5% after 10 years and 10% after 20 years of service. The bill explicitly ends the current ban on new longevity increases (in place since 2011) and allows future collective bargaining agreements to include these provisions. It applies broadly to state employees across education boards, government agencies, and other state departments.
Expands the benefit definitions of temporary care giver leave to include a grandchild and care recipient and would increase a leave benefits period to 10 weeks for 2027 and twelve 12 weeks for 2028.
Protects bullying/psychological abuse in workplace inflicted upon employees by employers/co-employees/provides civil remedies to affected employees/fines against employers/imprisonment/fines against co-employees.
