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SB 2410

AN ACT RELATING TO STATE AFFAIRS AND GOVERNMENT -- PEACE OFFICER MAXIMUM WORKDAY AND OVERTIME COMPENSATION

2026 Regular Session Introduced by John Burke and 8 co-sponsors

Establishes an 8–hour (10-hour for certain stewards) maximum workday for RI corrections officers, restricts mandatory overtime, and penalties for state noncompliance.

05/06/2026 Committee recommended measure be held for further study
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Bill Summary · SB 2410

Summary: SB 2410 (Rhode Island) – Peace Officer Maximum Workday and Overtime Compensation

Overview

  • Jurisdiction: Rhode Island
  • Session: 2026
  • Bill Title: AN ACT RELATING TO STATE AFFAIRS AND GOVERNMENT — PEACE OFFICER MAXIMUM WORKDAY AND OVERTIME COMPENSATION
  • Introduced: January 30, 2026
  • Main Purpose: Establish a maximum daily/shift length for certain hourly wage peace officers and restrict overtime unless in specific circumstances, with a requirement to pay penalties if the state fails to comply.

What the bill would do (Key Provisions)

  1. New Chapter Created

    • Adds Chapter 56.4 to Title 42 (State Affairs and Government): “Peace Officer Maximum Workday and Overtime Compensation.”

  2. Definitions (42-56.4-2)

    • Employee: Peace officers employed by the State of Rhode Island, defined under § 12-7-21.
    • Employer: Rhode Island Department of Corrections.
    • Reasonable Efforts: The employer must seek volunteers from qualified staff and contact those who have volunteered for extra time.
    • Regular hourly wage: Standard hourly wage calculated by weekly earnings excluding overtime pay.
    • Unforeseeable emergent circumstance: Unpredictable events requiring immediate action (e.g., riot or disturbance).

  3. Overtime Limitation (42-56.4-3)

    • (a) Overtime cannot be required beyond an agreed/ predetermined shift of 8 hours or 10 hours for “correctional officer steward” positions.
    • (b) Overtime cannot be required beyond 8 hours (or 10 hours for stewards) except in unforeseeable emergent circumstances. Refusal to work overtime cannot be grounds for discrimination or other adverse employment action.
    • (c) Voluntary overtime beyond the approved shift remains allowed.
    • (d) In unforeseeable emergent circumstances, overtime is allowed only if:
      • It is the last resort and not used to fill chronic staffing vacancies; AND
      • Reasonable staffing efforts have been exhausted.
    • (e) The staffing exhaustion requirement does not apply in declared emergencies or disasters that substantially increase need.

  4. Penalties for Violations (42-56.4-4)

    • If the state violates the chapter, the employee who worked overtime is entitled to double time and a half of their normal salary (i.e., 2.5x rate).

  5. Collective Bargaining (42-56.4-5)

    • This chapter does not negate existing rights or benefits under applicable collective bargaining agreements.

  6. Severability (42-56.4-6)

    • If any provision is held invalid, the remainder remains in effect.

  7. Effective Date (Section 2)

    • Takes effect upon passage.

Who is Affected

  • Primary parties: State of Rhode Island peace officers employed by the Rhode Island Department of Corrections.
  • Impact scope: Establishes maximum workday limits and overtime rules specific to these officers, with penalties to the state for noncompliance.
  • Labor relations: Protections align with, but do not modify, existing collective bargaining rights and agreements.

Procedural and Timeline Details

  • Introduced: January 30, 2026
  • Referral: Senate Labor & Gaming
  • Upcoming actions: Scheduled for hearing/consideration (noted as May 6, 2026, per action history)
  • Effective Upon Passage: The act would take effect immediately upon enactment.

Potential Impacts and Implications

  • Worker Health and Well-Being: Aims to limit excessive work hours and reduce fatigue among corrections officers, potentially improving health and job performance.
  • Operational Impacts: Employers must implement staffing and scheduling practices to meet the 8- or 10-hour shift cap, and rely on volunteers before requiring overtime in emergent situations.
  • Financial Implications: If violations occur, the state would owe employees enhanced pay (2.5x) for overtime worked, creating a financial incentive to adhere to the rule.
  • Labor Relations: The chapter interacts with existing collective bargaining agreements; it does not supersede them but adds an additional statutory framework for overtime.

Summary

SB 2410 would establish a statutory maximum workday for state peace officers within the Department of Corrections, restrict mandatory overtime to defined circumstances, require reasonable efforts to obtain voluntary overtime, and impose a double-time-and-a-half penalty on violators. It emphasizes employee health, safety, and predictable scheduling, while preserving voluntary overtime and existing collective bargaining protections. The act becomes effective upon passage and is currently moving through the Senate with a scheduled hearing.

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

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