HB 4465 would adjust substitute teacher pay in West Virginia by increasing rates after specific work periods. After 10 consecutive days in the same position, substitutes would earn 80% of the advanced salary (based on teaching experience), and after 30 days, they would receive the full advanced salary - matching the daily rate for full-time teachers in their county. This applies to substitutes working in the same position within a school year. The bill replaces the current minimum of 80% of the basic salary rate for all assignments with this tiered system.
Senate Bill 468 requires West Virginia's Bureau for Family Assistance to annually increase base payment rates for childcare providers starting September 2026, adjusting them based on the Consumer Price Index (inflation rate) to keep pace with rising costs. It also mandates a study beginning August 2026 on implementing performance-based contracting - where providers might earn incentives for quality outcomes like improved kindergarten readiness - and report findings to the Legislative Oversight Commission by December 15, 2026. The bill directly affects licensed childcare providers receiving state funding through the federal Child Care & Development Fund. These changes aim to improve affordability, availability, and quality of childcare services as required by federal guidelines.
HB 4819 would change West Virginia's licensing rules for professions requiring state authorization. It prevents disqualification for most past criminal convictions unless the crime directly relates to the profession's duties and poses a clear public risk. Licensing agencies must now consider factors like the crime's nature, time passed since conviction, and evidence of rehabilitation (such as completed treatment or employment history) before denying a license. Applicants with past convictions can petition for reconsideration after five years without new offenses (excluding violent/sexual crimes), with agencies required to respond within 60 days. This affects all individuals seeking professional licenses in West Virginia, including fields like healthcare, education, or licensed trades.
House Bill 4902 provides a 3% salary adjustment for non-uniform administrative staff in West Virginia's Division of Corrections and Rehabilitation (DCR) who have at least three years of continuous service, effective July 1, 2026. Employees with less than three years of service will receive the same 3% adjustment after completing three years, calculated based on their salary at that time. The bill directs that funding for these increases come from the DCR's general revenue appropriations and specifies that adjustments will take effect even if they exceed standard pay grade maximums. This change directly affects DCR non-uniform administrative staff by creating a separate pay structure for their roles.
HB 4973 raises West Virginia's state minimum teacher salary to $50,000 beginning with the 2026-2027 school year, affecting all public school teachers across the state. The bill updates the salary schedule to guarantee a minimum base salary of $50,000 for every teacher regardless of experience or degree level, while also adding a $2,000 annual increase for all teachers. Additionally, teachers providing math instruction or special education services receive an extra $1,200 minimum salary increase. This amendment to West Virginia Code §18A-4-2 directly changes the state's minimum pay structure for educators starting in 2026-2027.
HB 4947 allows state employees and school children to claim religious exemptions from required vaccines by submitting a notarized certification of religious belief. For employees, the exemption also covers conscientious objections, and employers cannot penalize them through withheld bonuses, pay raises, or denied promotions. Schools must accept the certification for enrollment without requiring additional medical documentation, while the list of required vaccines remains unchanged. The bill expands existing exemption options without altering vaccine requirements.
SB 516 sets a new state minimum salary of $50,000 for all West Virginia public school teachers beginning in the 2026-2027 school year, replacing the previous minimum schedule. It also provides a $2,000 annual base salary increase for every teacher and an additional $1,200 annual increase specifically for teachers providing math instruction or special education services. The bill amends the state salary schedule to reflect these changes, ensuring all teachers meet the new $50,000 minimum regardless of experience level or degree. This policy directly affects every public school teacher in West Virginia, with the changes taking effect for the 2026-2027 school year.
HB 4733 requires most health insurance plans in West Virginia to cover breastfeeding and lactation consultant services without deductibles, copays, or coinsurance starting January 1, 2026. It applies to enrollees (including children) under health benefit plans, defining covered services as outpatient support during pregnancy and postpartum provided by International Board Certified Lactation Consultants or certified lactation counselors. Medicaid will reimburse providers meeting program requirements, and insurers must include this coverage without reducing other benefits. The mandate excludes dental-only, accident, or long-term care plans, as specified in the bill.
This bill allows classroom teachers who joined the West Virginia Teachers Retirement System on or after July 1, 2015, to sell up to 10 unused personal leave days to their county school board for a cash payment. Teachers would receive 80% of the rate paid to a substitute teacher with a bachelor's degree and 10 years of experience for each day sold, with payment required by June 30. Once sold, the leave days are forfeited and cannot be used for future absences.
SB 678 amends West Virginia law to make the Director of the Office of Miners’ Health, Safety, and Training a voting member of the Board of Coal Mine Health and Safety (previously nonvoting). It also clarifies that the board may take action when a quorum is present, standardizing meeting procedures. This directly affects the board’s decision-making process, as the Director will now have a vote on coal mine health and safety regulations and policies.
