SEE LATEST
SPONSORED LEGISLATION
HB1537 - JLARC; Department of Human Resource Management's Grievance Procedure Manual, report.
Debra D. Gardner, Nadarius E. Clark, Kelly K. Convirs-Fowler
Last updated 10 months ago
5 Co-Sponsors
JLARC; Department of Human Resource Management; Grievance Procedure Manual; report. Directs the Joint Legislative Audit and Review Commission (JLARC) to conduct a review of the Department of Human Resource Management's Grievance Procedure Manual as it relates to the Department of Corrections and Department of Juvenile Justice. The bill requires that JLARC evaluate the effectiveness of such procedures and report its findings and recommendations to the Chairmen of the Senate Committee on General Laws and Technology and the House Committee on General Laws by November 1, 2024.
STATUS
Introduced
HJR27 - Coach Appreciation Week designating as week of October 6, 2024 and each succeeding year thereafter.
Marcia S. Price, Nadarius E. Clark, Joshua G. Cole
Last updated 9 months ago
16 Co-Sponsors
Coach Appreciation Week. Designates the week of October 6, in 2024 and in each succeeding year, as Coach Appreciation Week in Virginia.
STATUS
Passed
HB256 - Health care providers & grocery store workers; employers to provide paid sick leave, effective date.
Candi Mundon King, Irene Shin, Bonita Grace Anthony
Last updated 11 months ago
19 Co-Sponsors
Paid sick leave; health care providers and grocery store workers. Requires employers to provide paid sick leave to health care providers and grocery store workers. Under current law, employers are only required to provide paid sick leave to certain home health workers. The bill removes requirements that workers work on average at least 20 hours per week or 90 hours per month to be eligible for paid sick leave. The bill provides that certain health care providers may waive their right to accrue and use paid sick leave and provides an exemption for employers of certain other health care providers. The bill requires the Department of Labor and Industry to develop guidelines for retail employers that sell groceries to provide sick leave and to publish such guidelines by December 1, 2024. The provisions of the bill other than the requirement for the Department of Labor and Industry to develop guidelines have a delayed effective date of January 1, 2025.
STATUS
Introduced
HB139 - Underground infrastructure works by public service companies; payment of prevailing wage rate.
Shelly Anne Simonds, Nadarius E. Clark, Bonita Grace Anthony
Last updated 9 months ago
18 Co-Sponsors
Prevailing wage rate for underground infrastructure works by public service companies. Directs the Department of Labor and Industry to determine and make available the prevailing wage rate for underground infrastructure work. Under the bill, each public service company shall ensure that its bid specifications or other contracts applicable to underground infrastructure works require payment at the prevailing wage rate. The bill requires contractors and subcontractors to post the prevailing wage rate in a prominent and accessible place at the work site. The bill also requires each public service company, contractor, or subcontractor subject to the provisions of the bill to comply with certain recordkeeping requirements. Provisions of the bill apply to contracts entered into on or after July 1, 2024. Prevailing wage rate for underground infrastructure works by public service companies. Directs the Department of Labor and Industry to determine and make available the prevailing wage rate for underground infrastructure work. Under the bill, each public service company shall ensure that its bid specifications or other contracts applicable to underground infrastructure works require payment at the prevailing wage rate. The bill requires contractors and subcontractors to post the prevailing wage rate in a prominent and accessible place at the work site. The bill also requires each public service company, contractor, or subcontractor subject to the provisions of the bill to comply with certain recordkeeping requirements. Provisions of the bill apply to contracts entered into on or after July 1, 2024.
STATUS
Failed
HB240 - Income tax, state; contributions to Virginia College Savings Plan accounts, report.
Delores L. McQuinn, Nadarius E. Clark, Kelly K. Convirs-Fowler
Last updated 11 months ago
10 Co-Sponsors
Income tax; contributions to Virginia College Savings Plan Income tax; contributions to Virginia College Savings Plan accounts; report. Increases the maximum individual income tax deduction for amounts paid or contributed to a prepaid tuition contract or college savings trust account entered into with the Virginia College Savings Plan from $4,000 to $7,500 in taxable year 2024, $11,000 in taxable year 2025, and $15,000 for taxable year 2026 and thereafter. Such amount shall be adjusted for changes in the Consumer Price Index for All Urban Consumers (C-CPI-U) beginning in taxable year 2024. The deduction is limited to $4,000 for taxpayers with federal adjusted gross income that is greater than $100,000 for an individual or $200,000 for married persons filing a joint return. The bill also creates an individual or corporate deduction, as applicable, of up to $4,000 for the amount a child day center or child day program paid or contributed to a customer's or client's prepaid tuition contract or college savings trust account entered into with the Virginia College Savings Plan. The bill also provides a nonrefundable income tax credit for taxable years 2024 through 2028 for 35 percent of expenses incurred by a business during the taxable year for contributions into a Virginia College Savings Plan account owned by an employee of the business. If the employee receiving the contribution is a qualified employee, as defined in the bill, the bill specifies that the credit shall not exceed $500 annually for each such employee. If the employee receiving the contribution is a qualified employee who is not highly compensated, as defined in the bill, the bill specifies that the credit shall not exceed $1,000 annually for each such employee. The bill provides that the total amount of tax credits available for a calendar year shall not exceed $5 million and that any unused tax credit may be carried over for five years.
STATUS
Introduced
HB1503 - Omitted taxes; installment agreements.
Michael J. Jones, Debra D. Gardner, Kelly K. Convirs-Fowler
Last updated 8 months ago
5 Co-Sponsors
Omitted taxes; installment agreements. Allows the governing body of a locality to allow its treasurer or other collecting official to enter into an installment agreement lasting up to 72 months for payment of taxes by a taxpayer who has been assessed with omitted taxes. Omitted taxes; installment agreements. Allows the governing body of a locality to allow its treasurer or other collecting official to enter into an installment agreement lasting up to 72 months for payment of taxes by a taxpayer who has been assessed with omitted taxes.
STATUS
Passed
HB1386 - Firearms; workplace rules of localities.
Kelly K. Convirs-Fowler
Last updated 8 months ago
1 Co-Sponsor
Firearms; workplace rules of localities. Provides that any locality that adopts an ordinance prohibiting the public carrying of firearms shall not have workplace rules that are less restrictive than such ordinance. Firearms; workplace rules of localities. Provides that any locality that adopts an ordinance prohibiting the public carrying of firearms shall not have workplace rules that are less restrictive than such ordinance.
STATUS
Vetoed
HB1098 - Family bereavement leave; employee restoration of position, etc.
Sam Rasoul, Betsy B. Carr, Elizabeth B. Bennett-Parker
Last updated 8 months ago
21 Co-Sponsors
Unpaid family bereavement leave; required; remedies. Requires that an employer that employs 50 or more employees provide eligible employees, defined in the bill, with up to 10 days of unpaid family bereavement leave in any 12-month period to (i) attend the funeral or funeral equivalent of a covered family member; (ii) make arrangements necessitated by the death of a covered family member; (iii) grieve the death of a covered family member; or (iv) be absent from work due to (a) a miscarriage, (b) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure, (c) a failed adoption match or an adoption that is not finalized because it is contested by another party, (d) a failed surrogacy agreement, (e) a diagnosis that negatively impacts pregnancy or fertility, or (f) a stillbirth. The bill requires the employee to provide notice of his intent to take the leave if reasonable and practicable and provides that an employer may require reasonable documentation of the death or event. The bill requires the employer to restore the employee's position following the leave, to continue to provide coverage for the employee under any health benefit plan, and to pay the employee any commission earned prior to the leave. The bill prohibits the employer from taking retaliatory action against the employee for taking family bereavement leave and provides that, if an employer fails to provide unpaid family bereavement leave or engages in such prohibited retaliatory action, an employee may bring an action against the employer in a court of competent jurisdiction. Unpaid family bereavement leave; required; remedies. Requires that an employer that employs 50 or more employees provide eligible employees, defined in the bill, with up to 10 days of unpaid family bereavement leave in any 12-month period to (i) attend the funeral or funeral equivalent of a covered family member; (ii) make arrangements necessitated by the death of a covered family member; (iii) grieve the death of a covered family member; or (iv) be absent from work due to (a) a miscarriage, (b) an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure, (c) a failed adoption match or an adoption that is not finalized because it is contested by another party, (d) a failed surrogacy agreement, (e) a diagnosis that negatively impacts pregnancy or fertility, or (f) a stillbirth. The bill requires the employee to provide notice of his intent to take the leave if reasonable and practicable and provides that an employer may require reasonable documentation of the death or event. The bill requires the employer to restore the employee's position following the leave, to continue to provide coverage for the employee under any health benefit plan, and to pay the employee any commission earned prior to the leave. The bill prohibits the employer from taking retaliatory action against the employee for taking family bereavement leave and provides that, if an employer fails to provide unpaid family bereavement leave or engages in such prohibited retaliatory action, an employee may bring an action against the employer in a court of competent jurisdiction.
STATUS
Vetoed
HB1277 - Child care; background checks.
Amy J. Laufer, Carrie Emerson Coyner, Nadarius E. Clark
Last updated 8 months ago
7 Co-Sponsors
Child care; background checks. Allows applicants for employment and applicants to serve as volunteers to work in certain child day centers, family day homes, and family day systems pending the results of a full background check, provided that (i) the applicant has received qualifying results on a fingerprint-based background check through the Central Criminal Records Exchange or the Federal Bureau of Investigation and (ii) the applicant is supervised at all times by a person who received a qualifying result on a full background check within the past five years. Child care; background checks. Allows applicants for employment and applicants to serve as volunteers to work in certain child day centers, family day homes, and family day systems pending the results of a full background check, provided that (i) the applicant has received qualifying results on a fingerprint-based background check through the Central Criminal Records Exchange or the Federal Bureau of Investigation and (ii) the applicant is supervised at all times by a person who received a qualifying result on a full background check within the past five years.
STATUS
Passed
HB1349 - Alcoholic beverage control; annual mixed beverage performing arts facility licenses.
Paul E. Krizek, Kelly K. Convirs-Fowler, Jason S. Ballard
Last updated 8 months ago
5 Co-Sponsors
Alcoholic beverage control; annual mixed beverage performing arts facility licenses; on-and-off premises wine and beer licenses. Defines performing arts facility and sports facility and standardizes the eligibility criteria for annual mixed beverage performing arts facility licenses and on-and-off-premises wine and beer licenses for performing arts food concessionaires. Under current law, the eligibility criteria for such licenses varies by location and includes inconsistent ownership, lease, capacity, and seating requirements. The bill also removes provisions that allow the Board of Directors of the Virginia Alcoholic Beverage Control Authority to grant annual mixed beverage motor sports facility licenses and motor car sporting event facility licenses and creates an annual mixed beverage sports facility license, which may be granted to persons operating a sports facility or food concessions at a sports facility and would authorize the licensee to sell mixed beverages during any event and immediately subsequent thereto to patrons within all seating areas, concourses, walkways, concession areas, and additional locations designated by the Board (i) in closed containers for off-premises consumption or (ii) in paper, plastic, or similar disposable containers or in single original metal cans for on-premises consumption.
STATUS
Passed
BIOGRAPHY
INCUMBENT
Representative from Virginia district HD-021
COMMITTEES
Virginia House
BIRTH
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OFFICES HELD
Virginia House from Virginia
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