Establishes a maximum hourly workday for all peace officers as defined in § 12-7-21 and a violation rate of pay of double time and a half.
Impact
The passage of HB 5073 will have significant implications for labor relations in the correctional sector. Specifically, it reinforces maximum work hours while providing a clear stipulation that refusal to work beyond these hours cannot lead to punitive employment actions. It also introduces a penalty for the state in cases of non-compliance, which mandates payment at a rate of double time and a half if these provisions are violated. This aspect aims to protect employees from potential exploitation while ensuring standards are upheld consistently across the corrections workforce.
Summary
House Bill 5073 seeks to establish regulations regarding maximum workdays and overtime compensation for peace officers employed in Rhode Island's Department of Corrections. Under this bill, peace officers will not be required to work more than a predetermined work shift of eight hours, or ten hours for specific positions, unless in unforeseeable emergent circumstances. The intent is to safeguard the health and well-being of peace officers and the individuals they supervise. This legislative measure emphasizes a protective approach to labor standards within the correctional framework, aiming to ensure that peace officers are not overworked and that their working conditions are managed properly.
Contention
While the bill generally garners support for improving working conditions, there are points of contention regarding its implementation and the definitions of what constitutes 'unforeseeable emergent circumstances.' Critics may highlight concerns regarding potential staffing shortages during emergencies due to these limitations, fearing that it might hinder operational effectiveness or response times in critical situations. Additionally, the language used in the bill related to 'reasonable efforts' for staffing could lead to interpretations that challenge its efficacy during high-demand periods, generating debates among stakeholders about the balance between employee rights and operational needs.
Mandates that the work week be reduced to thirty-two hours and rate of pay for a thirty-two (32) hour workweek would remain the same as the rate of pay for forty hours.
Increases the penalty for violations of the care of dogs statute to a minimum fine of one hundred dollars ($100) and a maximum fine of one thousand dollars ($1,000) per violation.
Increases the penalty for violations of the care of dogs statute to a minimum fine of one hundred dollars ($100) and a maximum fine of one thousand dollars ($1,000) per violation.
Excludes all overtime earned by an individual from adjusted gross income for tax years 2025 and 2026 and defines overtime as payment of at least 1½ times the rate of regular pay for hours worked over the standard forty (40) hours.
Establishes the restrictive housing oversight committee ("committee") for the purpose of monitoring the use of restrictive housing (solitary confinement), as well as disciplinary and administrative confinement at the department of corrections.
Establishes the restrictive housing oversight committee ("committee") for the purpose of monitoring the use of restrictive housing (solitary confinement), as well as disciplinary and administrative confinement at the department of corrections.
Repeals the law that allowed employers to pay some of their minor employees and employees who are full time students and not attained the age of nineteen (19), less than minimum hourly wages, requiring them to be paid a minimum hourly wage.
Requires employer to furnish items and conditions of employment and a pay stub explaining how wages were calculated/reasons for deductions/allows the employee to file a court action against employer for violation.