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SB 2503

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

2026 Regular Session Introduced by Pete Appollonio and 7 co-sponsors

Limits peace officer workdays to 8 hours (10 for Correctional Officer Stewards) and restricts overtime to unforeseeable emergencies, with double-time-and-a-half penalty for violati

05/06/2026 Committee recommended measure be held for further study
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Bill Summary · SB 2503

Summary of SB 2503 (Rhode Island, 2026) – Peace Officer Maximum Workday and Overtime Compensation

Purpose

  • Establish a state policy to limit the maximum workday for certain hourly wage employees, specifically peace officers employed by the state (as defined in Rhode Island law), to protect their health, efficiency, and well-being, as well as the welfare of those in their care, custody, and control.
  • Create a framework governing overtime, including when overtime can be required and how violations are remedied.

Key Provisions

1) Scope and Definitions (Chapter 42-56.4)

  • Defines “Employee” as state peace officers (per § 12-7-21).
  • Defines “Employer” as the Rhode Island Department of Corrections.
  • Defines “Regular hourly wage” (hourly rate excluding overtime pay).
  • Defines “Unforeseeable emergent circumstance” (unpredictable Rhode Island Corrections-related events requiring immediate action, e.g., riots/disturbances).
  • “Reasonable efforts” to obtain staffing: employer must seek volunteers among qualified staff for extra shifts and contact those who have volunteered for extra work.

2) Overtime Restrictions (42-56.4-3)

  • Maximums:
    • No overtime beyond an agreed to, predetermined regular shift of 8 hours.
    • For employees with the title of Correctional Officer Steward, the maximum is 10 hours.
  • Overtime in excess of the agreed shift is prohibited except in unforeseeable emergent circumstances.
  • Refusal to work overtime cannot be used for discrimination, dismissal, or other adverse employment actions.
  • Voluntary overtime beyond the cap remains allowed.
  • Exceptions: In an unforeseeable emergent circumstance, overtime can be required if:
    • It is a last resort and not used to fill vacancies from chronic understaffing.
    • Reasonable staffing efforts have been exhausted.
  • Emergency or disaster events or national/state/local emergencies may suspend the staffing exhaustion requirement.

3) Penalties (42-56.4-4)

  • If the state violates the chapter, the employee(s) owed overtime must be paid at double time and a half of their normal salary.

4) Collective Bargaining (42-56.4-5)

  • Provisions do not negate existing employer rights or benefits under applicable collective bargaining agreements.

5) Severability (42-56.4-6)

  • If any provision is held invalid, the rest of the chapter remains in effect.

Enforcement and Compliance

  • Effective Date: Upon passage.
  • Penalty structure emphasizes financial remedy (double time and a half) for violations, signaling strong compliance incentives.
  • Applies specifically to the Department of Corrections for overtime policy and maximum workday for peace officers.

Who is Affected

  • State peace officers employed by the Rhode Island Department of Corrections.
  • Supervisors and human resources/administrative staff responsible for scheduling and overtime approvals within the Department of Corrections.
  • Potentially, the broader public if the officer workforce is affected by scheduling constraints or overtime management.

Procedural / Timeline Aspects

  • Introduced February 6, 2026; referred to Senate Labor & Gaming.
  • Scheduled for hearing/consideration on May 6, 2026.
  • Takes effect immediately upon enactment (no separate implementation delay).

Observations

  • The bill sets explicit caps on scheduled workdays (8 hours; 10 hours for Correctional Officer Stewards) and restricts overtime to unforeseen emergencies, with safeguards around staffing and voluntary overtime.
  • It introduces a strong financial remedy for violations and preserves existing collective bargaining rights and benefits.
  • The act targets a specific workforce segment (state corrections peace officers) rather than all state employees.

If you’d like, I can provide a section-by-section comparison to current law or a plain-language FAQ for stakeholders.

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

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