A bill for an act relating to disclosure to the general assembly of information concerning nongovernmental employers and providing remedies.

2025-2026 Regular Session Introduced by Annette Sweeney

SF 20 protects employees disclosing employer misconduct to the General Assembly by ensuring confidentiality and providing legal remedies against retaliation.

Committee report approving bill, renumbered as SF 308.

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Bill Overview

Bill Number: SF 20
Title: A bill for an act relating to disclosure to the general assembly of information concerning nongovernmental employers and providing remedies.
Status: Committee report approving bill, renumbered as SF 308.
Introduced: January 14, 2025
Classification: Bill
Subject Areas: Civil Procedure, Disclosure, District Courts, General Assembly, Health, Labor and Employment, Law Enforcement, Legislative Branch, Occupational Safety and Health, Safety, Termination of Employment, Whistleblower Protection.

Purpose and Intent

The primary purpose of SF 20 is to enhance protections for employees who disclose information regarding their employers to the General Assembly. The bill aims to ensure that such disclosures are confidential and to provide legal remedies for employees who face retaliation or harm as a result of their disclosures.

Key Provisions

Confidentiality of Disclosures:

Any information disclosed by an employee to a member or employee of the General Assembly is considered confidential.
Neither the employee nor the legislative member can be compelled to disclose this information in legal proceedings.

Legal Remedies for Employees:

Employees who are aggrieved by their employer's actions in violation of the bill can bring a civil action in district court.
Remedies available to employees include:
- Injunctive relief to prevent the employer from continuing harmful practices.
- Reinstatement with or without back pay.
- Civil damages up to three times the annual wages and benefits received prior to the violation.
- Other equitable relief as deemed appropriate by the court, including attorney fees and costs.

Protection Against Retaliation:

The bill explicitly prohibits employers from retaliating against employees who make disclosures under this act.

Impact

Affected Parties:

Employees: The bill primarily benefits employees of nongovernmental employers who may wish to report misconduct or unsafe practices without fear of retaliation.
Employers: Nongovernmental employers will need to adjust their policies to comply with the new confidentiality and anti-retaliation provisions.

Legal and Procedural Changes:

The bill introduces new legal avenues for employees to seek justice and protection, potentially increasing the number of civil actions related to employer misconduct.

Legislative Timeline

January 14, 2025: Bill introduced and referred to the Workforce Committee.

January 16, 2025: Subcommittee meeting held; members include Alons, Taylor, and Townsend.

January 22, 2025: Subcommittee recommends passage of the bill.

February 13, 2025: Committee report approving the bill; it is renumbered as SF 308.

Conclusion

SF 20 represents a significant step towards enhancing employee protections in the workplace, particularly for those willing to disclose information about their employers to legislative bodies. By ensuring confidentiality and providing legal remedies, the bill aims to foster a safer and more transparent work environment.

Bill