Bills: HB179, HB354, SB57, SB137, HB431, HB179, HB354, SB57, SB137, HB431

Keywords: campus chaplain, chaplain, school chaplain, volunteer chaplain, public schools, public K-12 education, public charter schools, local control, teacher support, student support services, religious volunteer, faith-based support, church-state separation, background check, sex offender registry, school volunteer, education policy, district attorney, compensation, constitutional amendment

Bills: HB12, HB149, SB229, SB1361, SB1749, SB1897, SB2113, SB2566, SB2677, SB1652, SB2327, SB2344, SB2696

Keywords: artificial intelligence, regulation, biometric data, ethical AI, consumer protection, AI governance, automobile sales, finance, retail seller, motor vehicle purchase, motor vehicle sales, pricing restrictions, third-party financing, education, funding, student assessment, accountability, standards, motor vehicle, financing

Summary: The Senate Committee on Business and Commerce heard testimony on HB 149, the Artificial Intelligence Governance Act. Senator Schwertner described the bill as an outcomes-based AI framework that would require disclosure when people interact with AI, prohibit manipulative or social-scoring systems, address biometric capture, discrimination, and deepfake child exploitation, and give the Attorney General enforcement authority. It would also create an AI Sandbox and AI Council. Witnesses from the Texas Public Policy Foundation, a Houston attorney, TechNet, and the Texas Association of Business strongly supported the bill, praising its stakeholder process and pro-innovation approach, while Texas Appleseed suggested regulators should have more examination authority over sandbox participants. The bill was left pending. The committee then heard SB 229, which would prohibit motor vehicle dealers from conditioning a sale on dealer-offered financing or charging more because a buyer uses outside financing or cash. Senator West said the bill is meant to stop forced financing and bait-and-switch pricing, and he noted the bill passed the committee and Senate in the prior session. The Texas Automobile Dealers Association opposed the bill, arguing it would force dealers to accept any third-party lender or cash transaction on terms they cannot control. The Texas Credit Union Association supported the bill, saying consumers should be able to choose outside financing without hidden fees or pressure. After questions about cash purchases and dealer practices, the bill was left pending. The committee also took up SB 2566, which would clarify legislators’ access to information from executive agencies, including confidential information, by setting response deadlines, limiting confidentiality agreements to statutory terms, requiring a standard AG form, and creating a complaint and penalty process for noncompliance. No witnesses testified, and the bill was left pending. Finally, SB 1749, as substituted, would let certain court-related employees and judicial conduct commission personnel keep personal information such as home addresses and phone numbers confidential, with work addresses used in place of home addresses for certain purposes. District clerk and judicial conduct commission witnesses described threats and harassment as the reason for the bill, and a court administration witness answered questions about how the address protections would work with voter registration and precinct records. That bill was also left pending, and the committee recessed without further business.

Transcript Highlights:

• , what their job is, what their job duties and responsibilities are, the title of their job, and then
• We now have 60 new classifications. 59 new classifications.
• Every classification, every job that we have here in the state now is a job family, a subfamily.
• Every classification, as I'm turning around, even though the presentation is in front of me, every job
• Because it shows the value we have for all of our employees in state government, regardless of job classification

Transcript Highlights:

• If God already said that you are fearfully and wonderfully made, he did a good job.
• If God already said that you are fearfully and wonderfully made, he did a good job.
• If God already said that you are fearfully and wonderfully made, he did a good job.
• If God already said that you are fearfully and wonderfully made, he did a good job.
• If God already said that you are fearfully and wonderfully made, he did a good job.

Bills: HB1952, HB1951, HB1929, HB2497, HB2208, HB2572, HB1953, HB2551, HB2549, HB1737, HB1628, HB1769, HB2493, HB2264, HB1997, HB2168, HB2427, HB1805, HB2180, HB2184, HB2219, HB2469, HB2233, HB2519, HB2141, HB1904, HB2201, HB2410, HB2007, HB2385, HB2444, HB2349, HB2235, HB1872, HB2416, HB2291, HB2292, HB2263, HB2359, HB2455, HB1509, HB1514, HB1515, HB1648, HB2164, HB2323, HB1825, HB2172, HB1888, HB2005, HB2387, HB2358, HB2119, HB2276, HB2472, HB1714, HB2325, HB1541, HB1960, HB2140, HB2315, HB2367, HB2388, HB1696, HB2333, HB2138, HB2332, HB2283, HB2059, HB2057, HB2589, HB2417, HB2337, HB1588, HB2217, HB2020, HB1915, HB1742, HB2026, HB1965, HB1546, HB2360, HB1563, HB1749, HB2614, HB1511, HB1753, HB1849, HB1641, HB2161, HB2194, HB1721, HB2284, HB2188, HB1897, HB1880, HB1573, HB1876, HB20, HB2137

Keywords: HB1952, Hawaii agriculture, University of Hawaii, CTAHR, College of Tropical Agriculture and Human Resilience, Kauai, agricultural research station, extension station, capital improvements, general obligation bonds, GO bonds, appropriation, ADA compliance, Americans with Disabilities Act, certified kitchen, greenhouse, laboratory, field research, cesspool decommissioning, invasive species

Transcript Highlights:

• Our job here is to give you the best possible information to make the best possible decisions for yourselves
• In general, more positive in the sense of job creation with brick and mortar.
• in the >> Yes. in general more positive in the sense<00:49:01.839> of<00:49:02.079> job
• creation<00:49:03.040> with<00:49:03.359> brick<00:49:03.599> and sense of job
• , uh, you you're passed, you lost a job, uh, you you're getting<01:57:08.960> divorced,<01:57:

Bills: HB1952, HB1951, HB1929, HB2497, HB2208, HB2572, HB1953, HB2551, HB2549, HB1737, HB1628, HB1769, HB2493, HB2264, HB1997, HB2168, HB2427, HB1805, HB2180, HB2184, HB2219, HB2469, HB2233, HB2519, HB2141, HB1904, HB2201, HB2410, HB2007, HB2385, HB2444, HB2349, HB2235, HB1872, HB2416, HB2291, HB2292, HB2263, HB2359, HB2455, HB1509, HB1514, HB1515, HB1648, HB2164, HB2323, HB1825, HB2172, HB1888, HB2005, HB2387, HB2358, HB2119, HB2276, HB2472, HB1714, HB2325, HB1541, HB1960, HB2140, HB2315, HB2367, HB2388, HB1696, HB2333, HB2138, HB2332, HB2283, HB2059, HB2057, HB2589, HB2417, HB2337, HB1588, HB2217, HB2020, HB1915, HB1742, HB2026, HB1965, HB1546, HB2360, HB1563, HB1749, HB2614, HB1511, HB1753, HB1849, HB1641, HB2161, HB2194, HB1721, HB2284, HB2188, HB1897, HB1880, HB1573, HB1876, HB20, HB2137

Keywords: HB1952, Hawaii agriculture, University of Hawaii, CTAHR, College of Tropical Agriculture and Human Resilience, Kauai, agricultural research station, extension station, capital improvements, general obligation bonds, GO bonds, appropriation, ADA compliance, Americans with Disabilities Act, certified kitchen, greenhouse, laboratory, field research, cesspool decommissioning, invasive species

Bills: HB1952, HB1951, HB1929, HB2497, HB2208, HB2572, HB1953, HB2551, HB2549, HB1737, HB1628, HB1769, HB2493, HB2264, HB1997, HB2168, HB2427, HB1805, HB2180, HB2184, HB2219, HB2469, HB2233, HB2519, HB2141, HB1904, HB2201, HB2410, HB2007, HB2385, HB2444, HB2349, HB2235, HB1872, HB2416, HB2291, HB2292, HB2263, HB2359, HB2455, HB1509, HB1514, HB1515, HB1648, HB2164, HB2323, HB1825, HB2172, HB1888, HB2005, HB2387, HB2358, HB2119, HB2276, HB2472, HB1714, HB2325, HB1541, HB1960, HB2140, HB2315, HB2367, HB2388, HB1696, HB2333, HB2138, HB2332, HB2283, HB2059, HB2057, HB2589, HB2417, HB2337, HB1588, HB2217, HB2020, HB1915, HB1742, HB2026, HB1965, HB1546, HB2360, HB1563, HB1749, HB2614, HB1511, HB1753, HB1849, HB1641, HB2161, HB2194, HB1721, HB2284, HB2188, HB1897, HB1880, HB1573, HB1876, HB20, HB2137

Keywords: HB1952, Hawaii agriculture, University of Hawaii, CTAHR, College of Tropical Agriculture and Human Resilience, Kauai, agricultural research station, extension station, capital improvements, general obligation bonds, GO bonds, appropriation, ADA compliance, Americans with Disabilities Act, certified kitchen, greenhouse, laboratory, field research, cesspool decommissioning, invasive species

Transcript Highlights:

• The first one is the classification. is the classification. school.
• The system must have a dedicated classification division and a dedicated classification staff.
• and under-classification, over-classification being putting low-risk individuals in higher levels of
• The system must have a dedicated classification division and a dedicated classification staff.
• James Austin, who, if you know anything about the classification process or classification system, he

Keywords: 995, all

Summary: The Special Commission on Correctional Consolidation and Collaboration met on January 12 to continue its review of DOC classification practices, with Senator Brownsberger and Representative Hunt co-chairing. After brief discussion of the prior hearing, members said there would likely be another opportunity for additional testimony, including possible video testimony from people inside facilities. The main presentation for the day was DOC’s classification system and a UMass Chan study of whether the system predicts institutional misconduct and whether overrides affect its accuracy or create racial/ethnic bias. DOC officials described the objective point-based classification system, its history, and the role of discretionary and non-discretionary overrides. They said the system is designed to balance public safety and reintegration, with initial classification emphasizing offense history and reclassification emphasizing institutional adjustment. DOC reported that, in the current population, about 16% are classified to maximum security, 74% to medium, and 10% to lower security. They also reviewed the non-discretionary restrictions that keep people out of minimum or medium security, and said discretionary overrides are used less often than the National Institute of Corrections’ suggested ceiling and are reviewed within six months. UMass Chan researchers said their analysis used historical DOC data from 2019 to 2022, focused mainly on about 7,600 male reclassification cases, and found that the scored custody level accurately predicted institutional misconduct. They said the tool performed well on standard statistical measures, but predictive accuracy declined after overrides were applied, with overlap appearing between minimum and medium groups. In a supplementary analysis, they said the loss of accuracy was driven primarily by non-discretionary restrictions rather than discretionary overrides. They also said the study did not find evidence of racial or ethnic bias in the tool itself, and that DOC’s current system is comparatively more lenient than many other states. Members and guests raised concerns about overclassification to medium security, the low share of people in minimum, the role of civil commitment restrictions, and whether the data captured historical bias or individual cases where overrides felt subjective. DOC and UMass Chan responded that the study was group-based, not case-specific, and that minimum-security rates are hard to compare across states because Massachusetts’ prison and county systems differ structurally. The commission did not take a vote or formal action, but asked members to send follow-up data questions by the end of the week for referral to DOC and the researchers.

Transcript Highlights:

• How do you look at classification? So we have some information about classification as well.
• They’re doing a great job.
• So you have a classification system, objective point-based classification system.
• I'm not a classification expert.
• Classification system.

Keywords: 995, all

Summary: The commission on correctional consolidation and collaboration heard testimony focused on how Massachusetts uses custody levels, staffing, programming, and medical release tools, with Prisoners’ Legal Services arguing that the system is overusing expensive high-security settings and underusing step-down options. Dave Rainey said the incarcerated population has dropped substantially over the last several years, but spending and staffing have not fallen in proportion. He argued that DOC overclassifies people into medium and maximum security, relies too heavily on behavioral assessment units that function like segregation, and keeps people in restrictive settings such as Souza-Baranowski and Shattuck Hospital longer than necessary. He also said medical parole is underused and that many people with serious chronic illness or advanced age pose little public-safety risk and should be released through existing legal pathways. Sheriffs and other commission members pushed back on some of those points, emphasizing that staffing needs are driven by the acuity of the current population, that corrections is not overstaffed, and that classification decisions involve serious public-safety judgments. They also stressed that some high-cost medical placements are necessary because people remain under sentence and require care, and that furloughs and other release tools can create security risks if contraband or substance use is involved. The discussion also covered the role of county sheriffs versus DOC in reentry, with several members saying county systems tend to do more day-to-day step-down and release planning, while DOC has more difficulty moving people through lower-security settings before release. Ben Foreman of MassINC offered a more systemwide, data-focused perspective, praising the state’s transparency and arguing that Massachusetts has made major progress in reducing incarceration and increasing public safety. He said the state still has an opportunity to improve by right-sizing facilities, investing in community-based mental health treatment, and using the commission to better understand the capital and operating costs of the current system. In response to questions, he said he was aware of DOC studies on programs like furlough but had not reviewed recent ones, and he noted that total-control facilities like Souza-Baranowski have long been criticized in the research literature for poor outcomes. Nora Wassel of the Women and Incarceration Project then testified that the commission should issue an interim report and scrutinize the planned new women’s prison, which she said is not justified by current population trends or available data. She argued that women are overclassified under DOC’s own tools, that reentry beds and minimum-security placements are underused, and that the system may be failing to account for women’s distinct medical and reentry needs. The meeting ended with continued discussion of reentry, furloughs, day reporting, and whether consolidation should mean fewer facilities, better step-down pathways, or both.

Transcript Highlights:

• They reviewed our job descriptions in 1999.
• We are asking for accurate classification. The job is not the same as it was 36 years ago.
• And when we came on the job, we came on the job together over 35 years ago in Fall River.
• All would transfer employees in three different job classifications from Group 1 and Group 2 in the state
• We've been doing this job for 15 years and we have got the job done.

Keywords: 995, all

Summary: The Joint Committee on Public Service held its 15th hearing of the 194th General Court, focused on retirement group classifications for a range of public safety and related employees. Much of the testimony centered on bills affecting Barnstable County dispatchers and 911 telecommunicators, who argued they should remain in or be moved to Group 2 because their work is highly stressful, life-or-death in nature, and historically had been treated that way. Speakers said the proposed changes would largely grandfather in current employees, would not add costs in some cases, and were needed to correct outdated statutory language and PERAC rulings that had created uncertainty for workers nearing retirement or already retired. Similar support was offered for bills to reclassify 911 dispatchers statewide from Group 1 to Group 2, with testimony from dispatch supervisors, sheriffs, and police associations describing chronic stress, PTSD, staffing shortages, and retention problems. The committee also heard testimony on several other retirement-related bills. Representatives of Massport and campus police supported measures to align retirement benefits for Massport police and public higher education police with other law enforcement groups, arguing they perform comparable duties and face similar risks. The Massachusetts Chiefs of Police Association also backed a bill to ease post-retirement earning restrictions for retired police and firefighters so they can continue consulting, training, or advising without penalty. MOSES testified in favor of bills moving certain state employees into Group 2, including forensic scientists at the State Police Crime Lab, DCR aerial foresters, and Department of Correction construction coordinators, citing hazardous work environments and physical danger. Department of Fire Services compliance officers likewise sought Group 4 classification, describing exposure to toxins, fatal fire scenes, and cancer risks. No votes were taken during the hearing. The committee heard extensive testimony from affected employees, union and association representatives, and public safety officials, all urging favorable reports on the bills. At the end of the hearing, the chairs thanked witnesses and staff, and the committee adjourned after a motion and second.

Bills: HB145, HB279, HB292, SB35, HJM1, HM7, HM4, HM22, HM23, HM24, HM26, HM32, HM51, HM1, HM39, HM29, HM43, HM30, HM52, HM64, HM65, HM66, HM11, HM14, HM21, HM34, HM50, HM17, HM46, HM13, HM20, HM54, HM31, HM35, HM36, HM59, HM2, HM16, HM47, HM53

Keywords: high-wage jobs, tax credit, job creation, New Mexico, economic development, healthcare privacy, electronic medical records, reproductive health, gender-affirming care, data protection, location tracking, confidentiality, sexual abuse, prison safety, correctional facilities, inmate rights, investigation procedures, judgeship, judiciary, court system

Transcript Highlights:

• All would transfer employees in three different job classifications from Group 1 to Group 2 in the state
• We have submitted detailed written testimony to the committee on the three job classifications in the
• I myself have been threatened on the job.
• For starters, the job title a person holds is what governs their classification.
• Same job title, entirely different world.

Keywords: 995, all

Summary: The Joint Committee on Public Service heard testimony on a wide range of retirement classification and benefit bills affecting municipal and state employees. Much of the hearing focused on proposals to move various workers from Group 1 to Group 2 or Group 4, including municipal building officials (H. 2776), MassDOT highway workers (H. 2908/Sousa’s Law), DCF attorneys (H. 2771), probation officers, licensed electricians, drinking water operators (H. 3000/S. 1834), MWRA non-clerical workers (S. 1803), transitional parole officers (H. 2878), Plymouth BCI criminal investigator officers (H. 2975/S. 1863), Beverly fire alarm operators/public safety telecommunicators (S. 1876), Massport pipefitters and refrigeration technicians (H. 2788/S. 1829), and other public safety or hazardous-duty classifications. Witnesses generally argued that their work is physically dangerous, understaffed, or comparable to already higher-classified employees, and several said the changes would help recruitment and retention with little fiscal impact because the affected groups are small. The committee also heard testimony on H. 4508, a home rule petition to grant a disability pension to Boston principal Patricia Lampron. Supporters, including Representative Dan Hunt, Boston city councilors, and Lampron herself, described a severe 2021 assault at the Henderson Inclusion School that left her with lasting physical and psychological injuries and forced her into early retirement. They urged the committee to advance the bill quickly. One witness, Pamela McLaughlin, testified in opposition, arguing the bill would set the wrong precedent and describing alleged prior misconduct by Lampron, and asked that the bill be sent to study. Several witnesses and committee members asked brief questions, mainly about the scope of the bills, whether certain workers were already in higher groups, and the fiscal or precedent concerns. No votes were taken during the hearing. At the end, the chairs announced that testimony was complete, asked whether anyone else wished to speak, and then the committee voted to adjourn.

Transcript Highlights:

• Typically the jobs that we try to job.
• conditional job offer within two weeks. conditional job offer within two weeks.
• doing a good job of it. doing a good job of it.
• that job. that job.
• to fill those jobs. to fill those jobs.

Keywords: 910, house, all

Summary: The House Committee on Labor held an informational briefing on August 22, 2025, to receive an update from DEH on statewide recruitment efforts aimed at reducing vacancies across state departments. Director Hashimoto, joined by DEH staff, presented on two hiring initiatives: Wikiwiki Hire and Operation Hire Hawaii. The committee focused on how each program works, how quickly applications are screened and referred, and how the programs differ from standard recruitment procedures. For Wikiwiki Hire, DEH described it as an accelerated recruitment pathway used mainly for classes with multiple vacancies. DEH screens applications every two weeks, then sends qualified applicants a list of participating departments and recruiter contact information so applicants and departments can connect directly. Committee members asked about effectiveness data, timelines, and whether the process aligns with the merit principle. DEH said the program is intended to speed hiring, that departments are not required to interview every person on a list, and that applicants can be hired as vacancies are filled on a first-come, first-served basis so long as all qualified applicants have the same opportunity. DEH also said it could provide data later and that it is working through a backlog of screenings. The committee then discussed Operation Hire Hawaii, an executive-order-based hiring effort launched in February to expedite hiring, including for displaced federal workers but open to all applicants. DEH reported more than 6,000 applications, 127 recruitments, 81 closed recruitments, and 142 hires, with a goal of conditional offers within two weeks. DEH said it turns applications around daily, while departments do the initial screening, interviews, and hiring decisions, with DEH completing final qualification screening and suitability checks at the end. Members asked about the program’s duration, its low conversion rate, and what happens to applicants who are not hired; DEH said it can refer qualified applicants to other vacancies and that the pilot was originally intended to run about a year, with possible extension if departments want it to continue.

Transcript Highlights:

• Comparison between state-employed compensation levels and similar private sector jobs.
• Grade and classification, yet they're compensated differently?
• And because every job is unique.
• They had, because every job is unique, even though it has the same classification or same general workflow
• And if we look at federal job classifications and, I mean, that's how they weighed through that and what

Keywords: 908, all

Summary: The State and Local Government Committee met to reconsider and amend House Bill 1165, which dealt with petition circulation requirements and ballot receipt rules. The committee walked through technical changes requested by the Secretary of State’s office, including moving petition-title language, adding a 15-business-day submission deadline for petition packets, and revising language related to mailed absentee ballots and the presidential executive order requiring ballots to be received by election day rather than merely postmarked. The State Election Director explained that the change was intended to provide clarity and consistency for voters and election officials, while Senator Braunberger objected that it was an unnecessary reaction to an executive order that could be challenged. The committee adopted the amendment 5-1 and then passed the bill as amended on a 5-1 vote, with Senator Braunberger voting no. The committee then took up House Bill 1307, which concerned election authority, home rule powers, and related city and county petition/signature provisions. After questions from members and clarification from the Deputy Secretary of State and a League of Cities representative, the committee agreed the amendment was intended to preserve city petition power and align the bill with changes made in another election bill, while also addressing park district language. The amendment was adopted 6-0, and the bill was passed as amended 6-0. Senator Castaneda was designated as the carrier. Finally, the committee discussed House Bill 1580, a study bill on state employee compensation. Members used language from an earlier draft tied to health plan changes and broadened it to study total rewards compensation, including pay grades, classifications, comparisons among state employees across departments and with similar private-sector jobs, equity funding and bonuses, prevailing wages on state projects, and the impact of changes to health plan benefits and premium structures. The committee agreed to make the language more generic and adopted the amendment 6-0, then passed the bill as amended 6-0. House Bill 1601 was not acted on and was held until after floor session so members could continue discussions and await additional input.

Transcript Highlights:

• We don't really have discretion there. classification. Um, and then you have classification.
• It's a job.
• It's a job.
• That's a little classification?
• get you a classification breakdown. get you a classification breakdown.

Keywords: 928, house, all

Summary: The public hearing was on an SP 15 replace-all, non-germane amendment to Senate Bill 15, a proposal to require hard labor for certain serious offenses in the New Hampshire prison system. Representative Jennifer Rhodess, the co-sponsor, said the bill is intended to make incarcerated people productive, help reduce costs, and serve as a deterrent; she also noted a two-year effective date for implementation and said anyone who refuses hard labor would receive a 50% sentence increase. She framed the work as ordinary labor already done by many people in the state and said the committee would later hear related testimony and possible amendments. Committee members questioned how the proposal would work in practice, especially for people already incarcerated, the difference between current prison work and the bill’s “hard labor,” and the impact on prison security and staffing. Rhodess said the bill only applies going forward, not retroactively, and that the Department of Corrections could better address operational details. Members also discussed the terminology, noting that “capital murder” is not a current New Hampshire charge and that the relevant offense is first-degree murder with mandatory life without parole. Department of Corrections officials Jane Graham and Nicholas Duffy testified in a neutral position but raised significant implementation concerns. They said the department would need more resources, vehicles, security equipment, and possibly armed supervision for higher-risk crews, and noted a 47% corrections officer vacancy rate. Duffy described current work programs inside prisons and in the community, including correctional industries, kitchen and education jobs, transitional work crews, and community service projects such as road work and landscaping. He explained that current community crews are limited by custody level, court approval, staffing, and safety, and said C1 and C2 inmates are already in transitional or work-release settings, while C3 and higher inmates would pose greater risks if taken outside the walls. No vote was taken during the hearing.

Transcript Highlights:

• What we really need to focus on is structural on the job.
• There's an issue of getting the classification updated.
• Hygiene classification.
• So to be clear, it's not Cal/OSHA's job to ensure a safe workplace; that's the employer's job.
• That's a vacancy rate of 39% of the critical inspection job classifications.

Summary: The hearing focused on a state audit of Cal/OSHA titled “The Division of Occupational Safety and Health: Process Deficiencies and Staffing Shortages Limit Its Ability to Protect Workers.” Committee leaders and the audit team described serious workplace tragedies, argued that California’s worker protections are not being adequately enforced, and said the audit was prompted by concerns that Cal/OSHA was too often relying on letters instead of inspections, delaying investigations, and closing cases without enough documentation. Members repeatedly emphasized that the issue was not just staffing, but also outdated policies, weak oversight, and inconsistent enforcement. State Auditor Grant Parks said the audit found a 32% vacancy rate in 2023-24, heavy reliance on hard-copy files, outdated or unclear policies, and inconsistent decision-making in complaints, accidents, citations, and fine reductions. He said Cal/OSHA conducted on-site inspections in only about 20% of complaints, used letter investigations more than 80% of the time, often lacked evidence that hazards were corrected, and sometimes failed to inspect serious injury cases on time. The audit also found weak documentation for fine calculations and settlement reductions, with some penalties reduced substantially without clear explanations. Parks said the agency had accepted the findings and would provide progress updates later in the year. Committee members pressed the auditor on vacancy rates, the use of letter investigations, the low rate of criminal referrals, and whether fines were being reduced too often. Cal/OSHA and DIR officials responded that the vacancy rate had fallen to 12% partly because 66 vacant positions were eliminated in a statewide budget reduction and partly because of hiring; they said 126 people had been hired in the first half of the year. They also said they had hired a policy writer, were updating several policies, were planning periodic internal audits, and were developing a new data management system expected to go live in late 2026 or early 2027. On fines, officials said Title 8 sets base penalties and allows adjustments based on factors like employer size, history, and good faith, with appeals and informal conferences also affecting final amounts. No votes or formal actions were taken during the hearing.

Transcript Highlights:

• classifications: private, confidential, and public; and data not on people had similar classifications
• It was an overhead that said, "This is the data classification system," because the data classification
• system because the data classification system because the data<00:13:59.120> classification<00
• People may not like the answer, but it was doing its job.
• <01:31:46.080> are statutory sharing or classifications are statutory sharing or classifications

Keywords: 1183, house

Transcript Highlights:

• Most of our jobs are described and determined by our classification system. So we have a process.
• And determined by our classification system.
• Classification changes usually come down from OFM.
• We are informed of those classification changes and react accordingly.
• Classification changes usually come down from OFM.

Keywords: 904, all

Summary: The Joint Committee on Employment Relations met on May 8, 2026, to receive updates on upcoming collective bargaining for the 2027–29 biennium. OFM’s Jenny Sheehan reviewed the state workforce, noting that most employees are represented, the workforce remains constrained by hiring limits and civil service rules, and bargaining goals include financially feasible agreements, maintaining labor relations, supporting an inclusive workplace, and addressing issues such as AI use, leave, and immigration-related workplace protections. She also outlined the bargaining calendar, the role of the June revenue forecast in determining what compensation proposals can be funded, and the need to reach tentative agreements by September 2026 for October 1 submission and legislative consideration. She described recent bargaining themes from unions, including limits on AI, expanded leave, access to union members in hybrid workplaces, and classification changes, and she summarized prior-cycle costs, including about $1.2 billion in general funds and $1.7 billion in total funds for 2025–27 awards, excluding the delayed WPEA agreements that were later funded after a return to bargaining. The committee then heard from Western Washington University and the University of Washington on higher education bargaining. Western described its locally bargained contracts, the importance of re-opener clauses tied to state budget decisions, and concerns about the instability of the state “fund split,” which shifts compensation costs between state funds and tuition revenue. Western also emphasized that student employees are increasingly central to retention and urged inclusion of student compensation in the wage base. UW similarly described its large and diverse workforce, the split between RCW 41.56 and 41.80 bargaining frameworks, and the reliance on state funding, tuition, and other revenue sources to cover compensation increases. UW highlighted the financial strain of the fund split, the lack of state funding for academic student employee compensation, and the impact of rising ASE costs on class sizes and the university’s teaching and research missions. OFM also presented on Washington Management Service bargaining, explaining that only certain WMS employees are covered, that bargaining began in 2024, and that current agreements include addenda for WMS-specific provisions. The presentation noted that WMS bargaining is still limited in scope, with only a few represented units, and that compensation bargaining generally covers band minimums and maximums rather than all salary levels. Finally, OFM reviewed interest arbitration rules for certain state employee groups, explaining that arbitration is available for some essential-service and statutorily covered employees, that arbitrators decide disputed contract language based on statutory criteria, and that awards still must be found financially feasible by OFM. Committee members asked about PFML treatment, the timing of arbitration, and the budget pressures facing bargaining, and the meeting adjourned without any votes or formal actions.

Transcript Highlights:

• And is a job, the duties and responsibilities comparable to other jobs in the bargaining unit?
• are that are associated with the job. are that are associated with the job.
• Say a bargaining unit 13 job.
• , not classification.
• , not classification.

Keywords: 912, senate, all

Summary: The Senate Committee on Labor and Technology heard testimony on several measures relating to public employment, the Hawaii Employer-Union Health Benefits Trust Fund (EUTF), retirement benefits, and cafeteria plans. HB 2472 and HB 2276, both concerning EUTF staff and investment office staff salaries, drew support from the trust fund and labor groups, and no opposition was heard in person. HB 2272 and HB 2273, emergency appropriations for public employment cost items, were supported by the administration and labor representatives; members briefly clarified which bargaining units were covered. A longer discussion centered on HB 1664, which would address a dispute mechanism for EUTF-related negotiations. HGEA said the current process lacks a dispute resolution path and that the bill would allow interest arbitration when the state and union disagree. The Department of Human Resources Development and the Budget and Finance director raised concerns about consistency across bargaining units and the role of an arbitrator unfamiliar with the complexities of the system. Senator Moriwaki questioned whether another dispute forum might be more appropriate, but no alternative resolution was settled. The committee also heard HB 1655, which would make retirement benefits negotiable, and HB 1658, concerning collective bargaining repricing. ERS opposed HB 1655, saying it could create administrative and tax problems if retirement benefits were negotiated separately across many bargaining units, while UPW, HGEA, HSTA, and UPA supported it as a bargaining issue. On HB 1658, DHRD explained that repricing is an internal classification tool meant to preserve equal pay for equal work, not to address market pay, and said a single arbitrator or the Merit Appeals Board could handle disputes; HGEA preferred a neutral arbitrator and opposed the Merit Appeals Board as too employer-controlled. The final measure, HB 1661 on cafeteria plans, was supported by UPW and HGEA. DHRD said it planned to raise the maximum contribution through rulemaking but needed to manage plan solvency and timing because IRS limits change on a calendar-year basis while the state plan runs on a fiscal year. The committee then moved into decision-making and adopted recommendations to pass HB 2472 and HB 2276 as amended/unamended after a brief correction to the vote language.

Transcript Highlights:

• <00:02:09.360> uh levies a properties uh classification uh levies a properties uh classification
• So while there are several different classifications of classification rates, you'll see within each
• So while there are several different classifications of classification rates, you'll see within each
• So while there are several different classifications of classification rates, you'll see within each
• So while there are several different classifications of classification rates, you'll see within each

Keywords: 1187, senate, all

Transcript Highlights:

• Up first, we have Senate Bill 1567 relating to the classification and compensation systems.
• Up first, we have Senate Bill 1567 relating to the classification and compensation systems.
• <00:03:37.560> plan Workforce but or our classification plan Workforce but or our classification
• of our classification team.
• we're we're looking at into state jobs we're we're looking at into state jobs and<00:20:21.760><

Keywords: 912, senate, all

Summary: The Committee on Labor and Technology heard several labor and personnel measures. Senate Bill 1567 would require the Department of Human Resources Development to conduct a comprehensive review of the executive branch classification and compensation system and allow it to contract with a third party outside normal procurement rules. Director Brana Hashimoto testified in support, saying the state has more than 1,400 classes of work and limited staff to keep the system current; she said outside vendor help and market data are needed to update class specifications, minimum qualifications, and pay structures. She noted the project scope and timeline would depend on funding, and said the governor had approved about $1 million for the effort. Members asked about vendor scope, comparisons to the private sector and other public employers, consolidation of obsolete classes, and whether the exemption from procurement rules would speed the work. The committee also heard Senate Bill 326 on defense of state employees, with testimony in support from HGEA, the Hawaii State AFL-CIO, and the Hawaii State Teachers Association. Senate Bill 337 would expand the pool of interest arbitrators used in collective bargaining disputes by allowing the Hawaii Labor Relations Board to request a list from the Federal Mediation and Conciliation Service and to use arbitrators from both FMCS and the American Arbitration Association; HGEA supported the bill, saying the broader pool would improve selection and address communication issues. Senate Bill 1233 would create a State Internship and Workforce Development Program within DeHerd. The University of Hawaiʻi, HGEA, the Hawaii Primary Care Association, and the Chamber of Commerce supported it. DeHerd said the program could help place interns into vacancies and convert them to civil service jobs, but said it would need about five FTE and roughly $330,000 in salaries to administer a program serving about 50 to 75 interns at a time; members questioned whether the positions could be filled and whether the program could proceed without added resources. The committee then heard Senate Bill 1359, which would increase the employer-based composite monthly contribution to the Hawaii EUTF Benefits Trust Fund beginning in January 2026 and then tie future increases to Medicare Part B premium changes with a lag. The EUTF administrator testified, and a member noted the measure resembled a bill that had died in conference the prior year. Senate Bill 1454 would give the Labor and Industrial Relations director authority to issue wage payment violation orders, establish penalties and appeals, and broaden the definition of wage; the department supported it, explaining it would align procedures under chapter 387 with existing chapter 388 enforcement and make investigations easier. Finally, the committee moved through a series of collective bargaining cost-item bills for various bargaining units and related entities, with testimony generally in support from Budget and Finance, HGEA, UH, HHSC, UPW, and other unions and associations. One amendment request was to include bargaining units 1 and 10 in the temporary hazard pay funding bill, and the Hawaii Fire Fighters Association noted its airport firefighters unit was still in arbitration and would provide final numbers later.