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RC 725

Para ordenar a la Comisión del Trabajo y Relaciones Laborales de la Cámara de Representantes de Puerto Rico, a investigar la viabilidad de establecer, en el servicio público, una compensación mínima de diez dólares con cincuenta centavos ($10.50) por hora; examinar el impacto legal, fiscal, presupuestario y administrativo de esa política pública; identificar cuántos empleados devengan actualmente menos de esa cantidad; determinar en qué agencias, municipios, corporaciones públicas, instrumentalidades y demás entidades gubernamentales laboran; evaluar el efecto sobre los planes de clasificación y retribución, las leyes habilitadoras, los convenios colectivos, los fondos recurrentes y la compresión salarial; y para otros fines relacionados.

2025-2028 Session

The bill requires a study to assess the feasibility and impacts of setting a $10.50 minimum hourly wage for public employees, including legal, fiscal, and administrative effects.

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Bill Summary · RC 725

Summary of RC 725 (Session 2025-2028, Puerto Rico)

Purpose and intent

  • The bill directs the Commission of Labor and Labor Relations of the Puerto Rico House of Representatives to investigate the feasibility of establishing a minimum hourly wage of $10.50 for public service employees.
  • The focus is on the public sector and aims to understand legal, fiscal, budgetary, and administrative implications of implementing such a policy.
  • Additional goals include identifying employees currently earning less than $10.50/hour and examining the broader impacts on wage structures and related policies.

Key provisions and changes proposed

  • Mandated Investigation: The Commission is required to conduct a systematic study on whether a $10.50 per hour minimum wage for public employees is viable.
  • Impact Analysis: The study must assess:
    • Legal implications (how the policy would interact with existing laws and enabling statutes).
    • Fiscal implications (costs to the government, funding sources, and budgetary requirements).
    • Administrative implications (changes to payroll systems, classifications, and administration).
    • Budgetary implications (allocation of funds, potential need for recurring appropriations).
    • Effects on classification and compensation plans, enabling laws, collective bargaining agreements, and funding streams.
  • Scope of Identification: The investigation must determine:
    • The number of employees currently earning less than $10.50/hour.
    • The agencies, municipalities, public corporations, instrumentalities, and other government entities where these employees work.
  • Policy Interactions: The study must evaluate potential effects on:
    • Classification and compensation plans.
    • Enabling and implementing laws.
    • Collective bargaining agreements.
    • Recurring funds and overall wage compression (how increasing entry wages could affect wage scales and progression).
  • Related objectives: The bill seeks to inform other related matters as part of its inquiry.

Who and what would be affected

  • Public sector employees: Those currently earning below $10.50/hour would be the primary focus for identification and impact assessment.
  • Government entities: Agencies, municipalities, public corporations, instrumentalities, and other governmental entities employing public workers would be evaluated for implementation feasibility and costs.
  • Fiscal and administrative systems: Payroll, classification, and compensation structures would be analyzed for required changes.

Procedural and timeline aspects

  • Status: The bill has been radicado (filed) as of June 10, 2026.
  • The bill assigns the Commission of Labor and Labor Relations the responsibility to conduct the investigation and produce findings related to feasibility, impact, and implementation considerations.
  • No specific implementation deadline or effective date is stated in the available information; the bill focuses on the investigative process and reporting.

Potential impacts and considerations

  • Fiscal implications could include increased public payroll costs and potential need for recurring funding.
  • Administrative changes may require revisions to job classifications, pay scales, and payroll systems.
  • Legal considerations involve ensuring alignment with existing enabling statutes and any applicable collective bargaining agreements.
  • Wage compression concerns could arise if a new minimum triggers adjustments across pay scales, potentially affecting wage progression and salary grids.

Note: This summary reflects the information provided in the text of RC 725. If the bill progresses, a formal summary may be refined to include any amendments, defined timelines for reporting, and specific fiscal estimates or implementation timelines introduced during committee deliberations.

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

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