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SB 995

Fix Republican Failures on Public Safety Act.

2025-2026 Session Introduced by Sydney Batch and 1 co-sponsor

The bill increases pay for law enforcement and correctional officers, funds local grants to match pay, and adds mental health services to improve recruitment, retention, and wellbe

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Bill Summary · SB 995

Summary of Bill: SB 995 (Session 2025) — Fix Republican Failures on Public Safety Act

Note: This bill is filed in the North Carolina Senate (Senate Bill 995) and aims to address public safety staffing, pay, mental health services, and related retention issues.

Primary Purpose and Intent

  • To address staffing shortages and retention challenges in North Carolina’s public safety workforces by:
    • Increasing salaries for law enforcement and correctional officers.
    • Establishing comprehensive mental health services and support mechanisms for public safety personnel.
    • Providing funding and programs to help local governments compete for and retain public safety staff.
  • The bill frames these measures as correcting prior funding shortfalls and failures in public safety funding.

Key Provisions and Changes

A. Law Enforcement Officer Pay Increases

  • Effective Date: July 1, 2026
  • Pay Increase: Each sworn law enforcement officer employed by the State of North Carolina receives a fixed annual salary increase of $7,500.
  • Salary Schedule: The Office of State Human Resources must establish a competitive salary schedule reflecting years of service, rank, and regional cost-of-living, with updates at least every two years.
  • Minimum Entry-Level Trooper Salary: At least $62,500 per year.
  • Local Government Support: The Department of the State Treasurer, in consultation with the Office of State Budget and Management, must create a grant program to help counties and municipalities provide comparable pay increases to locally employed law enforcement officers.

B. Correctional Officer Pay Increases

  • Effective Date: July 1, 2026
  • Starting Salary: Minimum starting salary for Department of Adult Correction correctional officers set at $45,000/year.
  • Across-the-Board Increase: All currently employed correctional officers receive an $8,000 annual raise, effective July 1, 2026.
  • Retention Incentives (Department of Adult Correction):
    • Five-Year Service Retention Bonus: $2,500
    • Ten-Year Service Retention Bonus: $5,000
    • Enhanced Hazard Pay: $3,000 per year for officers at facilities operating at or below 70% of authorized staffing levels.
  • Reporting Requirement: The Department must report vacancy rates and staffing levels quarterly to the Joint Legislative Oversight Committee on Justice and Public Safety, beginning October 1, 2026.

C. Mental Health Services for Public Safety Personnel

  • Rationale: Recognizes higher rates of PTSD, depression, anxiety, and suicide among law enforcement and correctional officers; aims to reduce stigma and improve access to confidential services.
  • State Health Plan Access: All law enforcement and correctional officers covered by the State Health Plan must have access to a minimum of 12 confidential mental health visits per year at no cost, with confidentiality protections preventing disclosure to supervisors or agencies.
  • 24/7 Mental Health Crisis Line: Establish and maintain a dedicated crisis line staffed by clinicians trained in public safety needs.
  • Peer Support Programs:
    • Each agency (Department of Public Safety and Department of Adult Correction) must establish peer support programs with trained and certified peer supporters in evidence-based mental health first aid and crisis intervention.
    • Protected Leave: Peer supporters receive appropriate protected leave to perform duties.
    • Training Curriculum: Partner with UNC System and Community College System to develop and deliver peer support training.
  • Annual Reporting: Beginning January 1, 2028, and annually thereafter, each department must report:
    • Number of officers using mental health services
    • Officer suicide rates and trends
    • Retention and vacancy data related to mental health programs
    • Recommendations for program improvements

Funding and Appropriations

  • Total General Fund appropriations for 2026-2027 (recurring funds) to support the outlined programs:

    1. State Law Enforcement Pay Increase: $33,100,000
    2. Department of Adult Correction (CORRECTIONAL OFFICER PAY AND COMPRESSION): $93,100,000
    3. Department of Public Safety (Correctional Officer Pay and Compression): $8,900,000
    4. Department of Adult Correction (Retention Bonuses): $1,500,000
    5. Department of Adult Correction (Hazard Pay): $9,100,000
    6. LEO Local Government Grant Program (State Treasurer): $100,000,000
    7. State Health Plan Mental Health Expansion (12 visits per year): $30,000,000
    8. Department of Public Safety (Peer Support Programs): $10,000,000

  • Effective Date for appropriations: July 1, 2026

  • Notes on scope: Funds are recurring and allocated to multiple agencies to support statewide pay raises, local government grants, retention bonuses, hazard pay, mental health services, and peer support initiatives.

Affected Parties

  • State Employees:
    • Sworn law enforcement officers (state)
    • Correctional officers (Department of Adult Correction and Department of Public Safety)
  • Local Governments:
    • Counties and municipalities, via the LEO Local Government Grant Program
  • Public Safety Support Infrastructure:
    • Department of Public Safety
    • Department of Adult Correction
    • Office of State Budget and Management
    • State Treasurer
    • State Health Plan administration
    • UNC System and Community College System (partner for training curricula)
  • General Public:
    • Potential improvements in public safety staffing levels, response times, and overall safety outcomes due to higher recruitment and retention.

Procedural and Timeline Aspects

  • Effective Date: July 1, 2026 (except where otherwise specified)
  • Reporting Milestones:
    • Quarterly vacancy and staffing reports beginning October 1, 2026
    • Annual mental health program reports beginning January 1, 2028
  • Funding Cycle:
    • Recurring appropriations commence in the 2026-2027 fiscal year
  • Legislative Action: The bill is filed in April 2026; primary sponsors are Senators Grafstein and Batch (co-sponsors include Senator Lisa Grafstein and Senator Sydney Batch).

Potential Implications and Considerations

  • Intentional focus on competitive pay to improve recruitment and reduce turnover in public safety roles.
  • Comprehensive mental health provisions may improve long-term officer wellbeing and retention, while also addressing stigma.
  • Local government grants aim to mitigate disparities in local funding capabilities to match state pay levels.
  • The scale of funding is significant, reflecting a broad approach to public safety workforce challenges.
  • Legislative oversight provisions require ongoing data collection and transparency to assess program effectiveness.

If you’d like, I can provide a side-by-side comparison with current NC law or a one-page briefing for stakeholders.

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

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