HB 4883 would exempt overtime pay from West Virginia's personal income tax. Currently, workers pay state income tax on overtime earnings, but this bill would remove that tax obligation. The provision applies directly to all West Virginia employees who earn overtime pay under state labor laws. This change would increase take-home pay for affected workers by eliminating the tax on overtime hours.
HB 4936 removes the 140-day annual limit on retired teachers working as substitutes without penalty to their retirement benefits. It amends West Virginia law to require that the retirement board’s rule cannot set a cap below 140 days, but explicitly allows retired teachers to work beyond 140 days when teaching vacancies exist and there is a demonstrated need for teachers. The bill also clarifies that days worked are calculated by dividing total hours by the standard full-time daily teaching hours, not by calendar days. This directly affects retired teachers seeking substitute roles and county school boards responsible for tracking their work days under the retirement system.
HB 4804 modifies retirement benefits for deputy sheriffs in West Virginia. It increases the retirement benefit calculation from 2.25% to 2.5% of a member’s final average salary for those retiring after July 1, 2018, directly affecting future retirees. The bill also raises benefits for deputy sheriffs who are totally disabled and allows counties to pay higher fees into the Deputy Sheriff Retirement Fund. These changes aim to provide greater financial security for retired deputy sheriffs while adjusting funding mechanisms for the retirement system.
SB 240 would allow West Virginia public school teachers to earn overtime pay for work performed on weekends (Saturdays/Sundays) or beyond standard work hours, but only with prior approval from both the State Board of Education and their school principal. The bill requires the State Board to set the overtime rate based on the existing teacher salary schedule, with weekend work guaranteed to pay at least half the daily regular rate. This policy directly affects public school teachers in West Virginia who perform additional work outside typical hours. The bill does not automatically grant overtime but establishes a framework for its approval and calculation.
This bill requires contractors working on state or public construction projects (like roads, buildings, or infrastructure) to pay workers the prevailing wage rate for their trade in the local area. It mandates that public authorities determine and include this rate in contract specifications each year, based on the rate paid to most workers in that trade and location. Contractors must pay at least this rate, maintain records, post wage information, and face criminal penalties for violations, with these rules applying only to new contracts after the law takes effect. The bill does not affect existing contracts or temporary emergency repairs.
HB 4155 expands West Virginia's Natural Resources Police Officer Retirement System to include all correctional classifications within the state's correctional system. This change directly affects correctional officers who were previously excluded from this specific pension system and were instead covered under the Public Employees Retirement System. The bill establishes procedures for these officers to transfer their service credit into the Natural Resources Police retirement system upon hire or rehire, ensuring continuity of benefits. It modifies existing pension rules to allow correctional officers to participate in this system rather than the broader public employee plan, without creating new benefits.
SB 396 creates the West Virginia Job Training and Placement Act, allowing certified retailers (specifically "workforce training community centers" meeting strict criteria) to keep 75% of sales tax revenue collected after their first $1 million in annual sales. These retailers must use the retained funds exclusively to provide job training and placement services for people facing barriers to employment, such as disabilities, criminal records, homelessness, or low education. The law requires certified organizations to serve at least three people per $10,000 retained, with an average of 2.25 successful job placements, and to monitor job retention for 90 days. Certification lasts three years, with renewal possible, and organizations must report usage to the state Department of Revenue.
This bill prohibits any organization receiving state funding from requiring COVID-19 vaccination as a condition for employment or participation in its programs. It mandates exemptions for medical reasons (verified by a physician) or sincerely held religious beliefs (via notarized statement), and bans discrimination against employees using these exemptions. The law applies to all state-funded entities, including government agencies, schools, and private businesses, but excludes Medicare/Medicaid-certified facilities due to federal regulations. The bill takes immediate effect upon passage.
HB 4965 allows state employees and retirees covered by the Public Employees Insurance Agency (PEIA) to switch to an alternative medical treatment for the same diagnosed condition without needing new pre-approval, provided the alternative is medically appropriate and costs no more than the originally authorized treatment. The bill requires healthcare providers to document the medical necessity of the switch and ensures PEIA cannot deny coverage solely for not having separate pre-approval. It does not change existing covered benefits or affect treatments for new conditions, and PEIA may still deny claims for fraud or improper billing. This policy aims to reduce delays in care while maintaining cost control for the insurance program.
SB 159 adds "veteran status" to the list of protected classes under West Virginia's Human Rights Act. This means employers, labor organizations, and public accommodations (like businesses or service providers) cannot discriminate against individuals based on whether they are veterans. The law prohibits actions such as refusing employment, denying services, or using discriminatory advertising related to veteran status, aligning it with existing protections for categories like race, disability, and age. It does not create new benefits but extends current anti-discrimination safeguards to veterans.
