This bill establishes salary increases for Vermont state employees across the Executive, Judicial, and Legislative branches for fiscal years 2027 and 2028. It fully funds collective bargaining agreements for most classified employees, providing a 5.9 percent raise in 2027 and a 4.9 percent raise in 2028 through step increases and across-the-board adjustments. The legislation also allows branch leaders to extend these raises to exempt employees not covered by collective bargaining agreements, sets specific salary amounts for top state officials, and defines how annual salary adjustments for exempt employees will be calculated based on the classified employee increases.
H.919 would classify incarcerated individuals working under the Vermont Department of Corrections as temporary state employees for labor-related rights. This applies to anyone performing work "for, at the direction of, or under the supervision of" the Department. The bill grants these individuals access to wage and hour protections, workers’ compensation, unemployment insurance, and collective bargaining rights during their labor. It directly affects incarcerated people working in Vermont correctional facilities, changing their legal status for employment benefits without altering prison operations.
H.905 is a Vermont civil rights bill that updates and integrates protections against discrimination across state laws. It creates a statutory definition of "disparate impact" for civil rights violations, allows individuals to sue for discrimination (private right of action), and requires state/municipal employees to complete bias training. The bill mandates annual law enforcement reports on certain offenses, requires contractors and grant recipients to obtain equity certifications, and establishes new entities including a Civil Rights Data Repository and a Civil Rights Fund. It also prohibits unauthorized federal agreements that would weaken Vermont’s civil rights standards.
This bill proposes adding a new constitutional guarantee to Vermont's Constitution, explicitly requiring the government to provide equal treatment under the law regardless of race, ethnicity, sex, religion, disability, sexual orientation, gender identity, gender expression, or national origin. It directly affects all Vermont residents by codifying these protections into the state's foundational legal document. The key provision creates Article 23, which bans government actions that deny equal treatment based on these characteristics while allowing measures to address historical discrimination. This amendment aims to strengthen existing equality principles in Vermont's Constitution without limiting other constitutional rights.
H.858 creates a new statewide collective bargaining unit for sworn law enforcement officers and full-time state firefighters in Vermont. It specifically covers officers from the Department of Fish and Wildlife, Department of Liquor and Lottery, and Department of Motor Vehicles (all certified under 20 V.S.A. chapter 151), plus all full-time state firefighters, and any other certified law enforcement officers not already covered by existing contracts. The bill excludes managers/supervisors and employees already represented by three existing bargaining units (State Police, Supervisory, and State Deputy Sheriffs). This new unit, called the "State Law Enforcement and Firefighters Bargaining Unit," will apply to negotiations starting July 1, 2026.
This bill (H.887) adds survivors of domestic violence, sexual assault, and stalking to the definition of "crime victim" under Vermont's Fair Employment Practices Act. It directly affects these survivors by expanding their legal protections against employment discrimination. The key provision modifies the Act's definition to explicitly include these survivors, ensuring they are covered by existing anti-discrimination safeguards in the workplace. This change clarifies that employers cannot discriminate against individuals based on their status as survivors of these specific crimes. The bill focuses on updating definitions to align with current protections, not creating new employment rules.
This bill updates Vermont's apprenticeship programs to improve diversity and accessibility. It defines "underserved communities" broadly to include racial minorities, LGBTQ+ individuals, veterans, people with disabilities, rural residents, and others facing systemic barriers. Key requirements include a 5-year strategic plan (starting 2026), annual reports tracking participation by race, gender, age, and occupation, and working groups focused on removing barriers for underrepresented groups. The changes directly affect all Vermont apprenticeship programs, sponsors, and participants, aiming to increase equitable access to skilled trades careers.
This bill (S.173) simplifies access to job training help for injured workers under Vermont's workers' compensation system. It removes outdated screening requirements and allows workers to start vocational rehabilitation services themselves if employers don't assign a provider within 90 days of injury. The bill also creates a new, funded position for a State Mediator at the Vermont Labor Relations Board, providing free mediation to resolve disputes between public and private employers and employees. These changes directly affect injured workers, employers, and the Labor Relations Board, aiming to improve access to rehabilitation services and dispute resolution. The mediator role will be funded with $115,000 in fiscal year 2027.
H.714 requires Vermont state agencies to publicly disclose any automated tools (like AI or algorithms) used for employment decisions affecting wages, hiring, promotion, or discipline. Agencies must post details about these tools on their websites, including their purpose and when they began using them. The bill explicitly protects unionized state employees by ensuring these tools cannot reduce job security, benefits, or collective bargaining rights. It also creates a study committee to examine the impact on state employees and explore extending these requirements to municipal workers, teachers, and public college staff.
H 531 would require Vermont state agencies to add 5 points to the exam scores of qualified military spouses applying for state jobs through point-based hiring processes. It specifically targets spouses of active-duty U.S. military personnel who meet eligibility criteria, such as receiving disability compensation or being unable to work due to disability. The bill amends Vermont law to include this preference in state employment exams, alongside existing veteran hiring preferences. This policy change directly affects military spouses seeking state government jobs by giving them a competitive advantage in scoring. The provision takes effect July 1, 2026.
