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H 919

An act relating to classifying incarcerated individuals as temporary State employees

2025-2026 Regular Session Introduced by Conor Casey and 6 co-sponsors

The bill would treat incarcerated individuals as temporary State employees for their work assignments, establishing terms, supervision, and pay considerations.

Read first time and referred to the Committee on General and Housing
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WeVote Research Nonpartisan
Bill Summary · H 919

Summary of H 919 (2025-2026) – Vermont

Purpose and intent

H 919 seeks to classify incarcerated individuals as temporary State employees. The bill’s overarching aim is to formalize a paid or non-paid employment framework for people who are incarcerated, integrating them into state operations in a temporary employee capacity. The intent appears to be to leverage inmate labor for State functions while providing a structured employment status with related terms and conditions.

Key provisions and changes

  • Classification as temporary State employees: Incarcerated individuals would be designated as temporary State employees for the duration of their work assignments while incarcerated.
  • Employment terms and status: The bill would establish the framework for employment status, including duties, supervision, and the temporary nature of the position, presumably aligning with state employment practices for temporary staff.
  • Compensation and benefits (clarifications likely): The measure is expected to address whether compensation is provided, the rate of pay (if any), withholding of taxes, and any benefits, consistent with temporary or incarcerated labor programs. Specific dollar amounts or benefit provisions are not detailed in the available summary.
  • Program scope and duties: The provisions likely outline the kinds of tasks eligible for incarcerated workers (e.g., facility maintenance, groundskeeping, institutional services) and the criteria for placement into specific assignments.
  • Rights and protections: The bill would presumably include safeguards around safety, supervision, grievance processes, and compliance with labor, safety, and anti-discrimination laws applicable to temporary State employees.
  • Post-employment status: Provisions may address whether the employment relationship ends automatically upon release or whether there are transition provisions for continued work in other capacities.

Who or what would be affected

  • Incarcerated individuals: Primary participants who would be classified as temporary State employees during work assignments.
  • State agencies and departments: Agencies utilizing incarcerated labor for temporary assignments, including oversight, payroll, human resources, and safety compliance functions.
  • Facility administration: Prisons or correctional facilities where work programs would be implemented, supervised, and coordinated.
  • Tax and labor compliance entities: Requirements related to payroll, withholdings, reporting, and adherence to labor standards may affect payroll processing and auditing.

Procedural and timeline aspects

  • Introduction and referral: The bill was introduced and referred to the Committee on General and Housing on February 27, 2026.
  • Committee process: As of the latest action, it remains to be considered by the General and Housing Committee, with potential for amendments, hearings, and eventual floor votes.
  • Sponsor group: The bill has multiple co-sponsors, indicating cross-cutting interest across several legislators (including Brian Cina, Mary Howard, Troy Headrick, Conor Casey, Kate Logan, Esme Cole, and Shawn Sweeney).

Potential impacts and considerations

  • Operational efficiency: If enacted, State operations could benefit from an expanded pool of labor for certain tasks, potentially reducing costs or reallocating resources within facilities.
  • Policy and ethics concerns: The use of incarcerated labor as temporary employees raises considerations around fair compensation, working conditions, and involvement in state functions, necessitating robust guardrails to ensure dignity, safety, and legality.
  • Revenue and budgeting implications: Depending on compensation structure and scope, there could be budgetary effects related to payroll warrants, risk management, and program funding.
  • Legal alignment: The bill would interact with existing state labor laws, inmate work programs, and any federal or state requirements related to employment for incarcerated individuals.

Note: The summary reflects the bill’s stated purpose and typical contours of such proposals based on the available action history and title. For a precise understanding, consulting the bill text and committee amendments once public, along with fiscal notes and stakeholder analyses, would be essential.

Compiled from official sources — confirm details with the bill’s official record.

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