Vermont S 230: An act relating to a statewide policy on law enforcement confiscation of personal property

Bill Text

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S.230
Introduced by Senator Perchlik
Referred to Committee on Econ. Dev., Housing and General Affairs
Date: January 9, 2026
Subject: Labor; employment practices; flexible working arrangements
Statement of purpose of bill as introduced: This bill proposes to require
employers to grant requests for flexible work arrangements that are not
inconsistent with business operations.
An act relating to flexible working arrangements
An act relating to fair employment practices
It is hereby enacted by the General Assembly of the State of Vermont:
Sec. 1. 21 V.S.A. § 309 is amended to read:
§ 309. FLEXIBLE WORKING ARRANGEMENTS
(a)(1) An employee may request a flexible working arrangement that meets
the needs of the employer and employee. The employer shall consider a
request using the procedures in subsections (b) and (c) of this section at least
twice per calendar year.
(2) As used in this section, “flexible working arrangement” means
intermediate or long-term changes in the employee’s regular working
arrangements, including changes in the number of days or hours worked,
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changes in the time the employee arrives at or departs from work, work from
home, or job-sharing. “Flexible working arrangement” does not include
vacation, routine scheduling of shifts, or another form of employee leave.
(b)(1) The employer shall discuss the request for a flexible working
arrangement with the employee in good faith. The employer and employee
may propose alternative arrangements during the discussion.
(2) The employer shall consider the employee’s request for a flexible
working arrangement and whether shall grant the request could be granted in a
manner that in the event the request is not inconsistent with its business
operations or its legal or contractual obligations.
(3) As used in this section, “inconsistent with business operations”
includes:
(A) the burden on an employer of additional costs;
(B) a detrimental effect on aggregate employee morale unrelated to
discrimination or other unlawful employment practices;
(C) a detrimental effect on the ability of an employer to meet
consumer demand;
(D) an inability to reorganize work among existing staff;
(E) an inability to recruit additional staff;
(F) a detrimental impact on business quality or business
performance;
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(G) an insufficiency of work during the periods the employee
proposes to work; and
(H) planned structural changes to the business.
* * *
Sec. 2. EFFECTIVE DATE
This act shall take effect on July 1, 2026.
Sec. 1. 21 V.S.A. § 471 is amended to read:
§ 471. DEFINITIONS
As used in this subchapter:
* * *
(5) “Employee” means a person who, in consideration of direct or
indirect gain or profit, has been continuously employed by the same employer
for a period of one year for an average of at least 30 hours per week or meets
the service requirement set forth in 29 C.F.R. § 825.801 (airline flight crew
employees) or 29 C.F.R. § 825.110(c)(3) (full-time teachers, as defined in 29
C.F.R. § 825.102, of an elementary or secondary school system or institution
of higher education).
* * *
Sec. 2. 21 V.S.A. § 495d is amended to read:
§ 495d. DEFINITIONS
As used in this subchapter:
* * *
(15) “Crime victim” means any of the following:
(A) a person who has obtained a relief from abuse order issued under
15 V.S.A. § 1103;
(B) a person who has obtained an order against stalking or sexual
assault issued under 12 V.S.A. chapter 178;
(C) a person who has obtained an order against abuse of a
vulnerable adult issued under 33 V.S.A. chapter 69; or
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(D)(i) a victim as defined in 13 V.S.A. § 5301, provided that the
victim is identified as a crime victim in an affidavit filed by a law enforcement
official with a prosecuting attorney of competent state or federal jurisdiction;
and
(ii) shall include the victim’s child, foster child, parent, spouse,
stepchild or ward of the victim who lives with the victim, or a parent of the
victim’s spouse, provided that the individual is not identified in the affidavit as
the defendant.; or
(E) a person who is a survivor of domestic violence, sexual assault,
or stalking and who has supporting documentation from any one of the
following sources:
(i) a court or law enforcement or other government agency;
(ii) a domestic violence, sexual assault, or stalking assistance
program;
(iii) a legal, clerical, medical, or other professional from whom
the person has received counseling or other assistance concerning domestic
violence, sexual assault, or stalking; or
(iv) a self-attestation by the person describing the circumstances
supporting the person’s status as a survivor of domestic