All Labor And Industrial Relations, Department Of Legislation - Missouri

HCS/SCS/SB 1261 - This act modifies provisions relating to environmental protection. SECTION 8.295 - FACILITIES MAINTENANCE RESERVE FUNDUp to 10% of the funds appropriated each year for the Facilities Maintenance Reserve Fund shall be used for otherwise eligible projects that are also energy projects with a 10-year payback or less. SECTION 8.305 - ENERGY EFFICIENT STATE APPLIANCESAny appliance purchased with any portion of state funding shall be an Energy Star appliance under the Energy Star program by the U.S. Department of Energy and the Environmental Protection Agency. SECTION 8.309 - REGULAR MAINTENANCE ON STATE BUILDINGSThe Division of Facilities Management, Design, and Construction shall ensure that regular maintenance is conducted on lighting, heating, ventilation, and air conditioning systems in all state buildings. SECTIONS 8.800-8.8.837 - MINIMUM ENERGY EFFICIENCY STANDARD FOR STATE BUILDINGSDesign documents submitted to the Office of Administration for [...]

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SCS/SBs 1112 & 1110 - This act modifies provisions relating to unemployment compensation. Under current law, the director of the Division of Employment Security cooperates with the Commissioner of Education to establish procedures to provide grants to certain schools. They also provide annual lists of demand occupations in the state. This act replaces the director of the Division of Employment Security with the director of Economic Development with respect to these duties. This act requires individuals to make a claim within 14 days from the last day of the week being claimed and report to an employment office to participate in a reemployment assessment and reemployment services in order to qualify for unemployment benefits unless these requirements are waived for good cause. A Missouri resident who is a member of a reserve unit outside of Missouri may qualify as a war on terror veteran for the purposes of receiving veterans' unemployment compensation benefits. Overpayment [...]

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SB 1115 - This act creates a collective bargaining process for public employees. Under the act, the Commissioner of Administration shall appoint a chief negotiator to represent the state in negotiating and administering all labor contracts entered into by the state. Employees may refuse to join employee organizations. Those who join the organizations and object to the fees are afforded certain protections. Certain individuals are not allowed to join the employee organizations including elected officials, representatives of a public body, confidential employees, students working part-time, temporary employees, judges, employees of a legislative body, and patients and inmates. Bargaining units recognized prior to May 29, 2007, and certain units established before the board promulgates rules shall continue to be recognized and all agreements in place upon the effective date will continue to be binding. The State Board of Mediation is charged with recognizing appropriate bargaining [...]

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SCS/SB 929 - This act bars employers with 5 or more employees from knowingly misclassifying employees. Employers must submit federal IRS 1099-MISC forms to the Department of Revenue and penalties for failing to do so are provided. The Attorney General has the power to investigate alleged misclassifications and enforce the section. A process is established by which the Department of Labor may receive complaints and forward them to the Attorney General if they decide the complaint has merit. The state carries the burden of proving that the employer misclassified the worker and there is a rebuttable presumption that an unauthorized alien is an employee under the act and shall be treated so if the employer cannot produce an I-9 form verifying the legal status of the worker or other forms verifying the individual is an independent contractor. Injunctions may be sought and employers shall be charged $50 per day per misclassified worker up to a maximum of $50,000 for violations. Penalties are [...]

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SB 742 - This act prohibits employers from paying any employee lower wages than those paid to employees of the opposite gender for the same work. Under the act, employees may bring a civil cause of action against employers who engage in such a discriminatory practice. Wage payment differentials based on merit systems, regional economic factors, factors that measure pay due to output, or other bona fide factors other than gender, are not actionable. Varying local market rates are not bona fide factors under the act. Employers cannot reduce wages to comply with this act or retaliate against employees that seek the legal protections from retaliation provided by this act. If employers retaliate, employees can recover actual and compensatory damages Remedies for any unlawful gender-based pay practices include: actual and compensatory damages, injunction, and recovery of court costs and attorneys fees. This act abolishes the six-month statute of limitations for filing an action for [...]

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