Bill Tracker

• Requires that a business that bids for a contract with a state governmental body to submit proof that it is in compliance with state and federal equal pay standards and laws.
• Businesses with 50 or fewer employees are exempt
• If awarded a contract,businesses must remain in compliance with state and federal equal pay standards and law throughout the term of the contract
• A business that is rewarded a contract is required to ensure that any subcontractor that it uses to fulfill the terms of the contract is also in compliance with equal pay standards and laws
• Businesses will certify the following: a)the business does not pay any of its employees at wage rates less than the rates paid to other employees on the basis of gender, race, ethnicity, or national origin for substantially similar work when viewed as a composite or skill, effort, and responsibility and performed under similar working conditions except where wage differential is based on the following factors: 1) seniority system 2) merit system 3) a system that measures earnings by quantity or quality of production or 4) a bonafide factor other than gender, race, ethnicity, or national orgin, such as education, training, or experience
• Employees cannot be disciplined for sharing information regarding employee compensation with other employees
• Promotion and Retention of employees cannot be based on gender, race, ethnicity, or national origin
• Employees cannot be restricted to any job classification based on gender, race, ethnicity, or national origin
• Wages and Benefits must be periodically evaluated to ensure compliance 
• The following information must be maintained throughout the term of the contract: a)wages earned by occupation and within each occupation  - categorized by gender, race, ethnicity, and national origin b) the number of employees that the business employs categorized by gender, race, ethnicity, or national origin c)the average annualized salaries employees

The bill is a re-enactment of a 2009 bill that was allowed to be repealed as of September 1, 2015.  It re-enacts the original 2009 bill which allowed employees who are parents or legal guardians of K-12 students to take leave to attend academic activities to include:parent-teacher conferences or any meeting related to the following: discipline, truancy, attendance, dropout prevention, special education services. Leave under the 2009 act was limited to 6 hours per month and 18 hours in any academic year.  Employers were able to restrict the use of leave in cases of emergencies and if the absence would halt production.  Employers were also able to restrict the use of leave to 3 hour increments. Employees were required to give employees one week notice of leave.

The following modifications are included in the introduced legislation:

• Expands employee eligibility to parents of pre-schoolers
• Expands the types of academic activities to include meetings with school counselors and academic achievement ceremonies
• No repeal date

IECRM Bill.

• Replaces the current PDU system with a CE system which will allow reciprocity with other states.
• Eliminates testing requirement for license renewal.
• Improves the transparency of electrical license and apprentice ratio enforcement by amending the statute to require electrical inspectors at the state, local regional level and at the institutions of higher education conduct a contemporaneous review of the professional credentials of the electricians and apprentices on the job site. The bill provides flexibility for each building department to develop its own policy on how they will enforce this provision and require they post it on their public website.

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