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SB 2454

AN ACT RELATING TO PUBLIC OFFICERS AND EMPLOYEES -- INSURANCE BENEFITS

2026 Regular Session Introduced by John Burke and 5 co-sponsors

Expands state health benefits to adjunct faculty teaching ≥50% of full-time load, making them eligible for hospital and surgical-medical coverage similar to other state employees.

05/26/2026 Committee recommended measure be held for further study
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Bill Summary · SB 2454

Overview

SB 2454 (Rhode Island, 2026) seeks to modify public employee insurance benefits by expanding eligibility for hospital care and surgical-medical services to adjunct faculty members who teach at least 50% of the workload of regular full-time faculty, and by clarifying definitions and administration of state-provided health benefits. The act is entered in the January 2026 session and referred to the Senate Finance Committee. It would take effect upon passage.

Purpose and intent

  • Align adjunct faculty eligibility with benefits already available to regular state employees.
  • Ensure adjunct faculty who teach a substantial portion of a full-time load receive the same hospital and surgical-medical benefits.
  • Clarify and codify key definitions related to employees, dependents, retirees, and various health benefit structures.

Key provisions and changes

  • Definitions (Section 1, § 36-12-1):

    • Redefines “Employer” as the state of Rhode Island.
    • Expands “Employee” to include:
    • Classified and certain unclassified state employees.
    • Adjunct faculty members at state colleges/universities who teach ≥50% of the regular full-time faculty load in a semester.
    • Exclusions: Part-time (<20 hours/week) and seasonal personnel; members of the General Assembly and certain staff.
    • “Dependents” includes spouse, domestic partner (with an affadavitful certification process and penalties for misrepresentation), and unmarried children under 19.
    • Adds detailed criteria for domestic partnership, including evidence of interdependence and specific documentation requirements.
    • Definitions for “Retired employee,” “State retiree,” and “Teacher retiree.”
    • Introduces “Long-term healthcare insurance” with specific coverage criteria and exclusions.
    • Defines “Non-Medicare-eligible retiree healthcare insurance” with a deductible ($175 per year) and shared funding as described in § 36-12-4.
    • Defines “Medicare-eligible retiree healthcare insurance” to align with Medicare eligibility and comparable benefits to pre-Medicare coverage.
    • Establishes “Health reimbursement arrangement” (HRA) funded solely by the state, with annual maximums, Medicare-eligible reimbursements, and carryover of unused funds to subsequent periods.

  • Hospital care and surgical-medical benefits (Section 2, § 36-12-2):

    • State employees receive hospital and surgical-medical benefits in addition to wages, to be substantially equivalent to those negotiated in collective bargaining agreements.
    • Adjunct faculty teaching ≥50% of full-time load are eligible for the same benefits as other state employees.
    • The State will work with labor leadership to ensure competitive, cost-effective health care for eligible employees.
    • New plans must cover pre-existing conditions for those newly covered.
    • Part-time employees (≥20 hours/week) may purchase benefits at the same group rate as state employees, with deductions allowed per § 36-12-3.

Who is affected

  • Primary: State employees and retirees under Rhode Island’s public employee health plans.
  • Specifically expanded to: Adjunct faculty at state community colleges, state colleges, or state universities who teach at least 50% of the faculty load of regular full-time faculty.
  • Part-time employees may opt-in if they meet the threshold (≥20 hours/week) and pay the same group rate.

Procedural and timeline considerations

  • Effective date: Upon passage (no delayed or phased-in start date specified).
  • Scheduling: As of the latest action, SB 2454 was scheduled for a hearing/consideration on May 26, 2026 (action history indicates placement for consideration).

Potential impact

  • Increases health benefits accessibility for a broader segment of adjunct faculty, potentially improving recruitment and retention of qualified part-time instructors.
  • Creates a more uniform benefits framework between adjunct and full-time employees, reducing disparities.
  • Introduces new financial mechanics (HRA) and domestic partner verification processes, which may affect administrative costs and eligibility determinations.
  • Requires ongoing collaboration with labor unions to maintain cost-effectiveness and plan competitiveness.

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

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