Under current law, a magistrate may only be removed from office for cause or for failure to complete required training. The removal is by the Judicial Qualifications Commission. HB 149 would allow the chief magistrate to petition the chief superior court judge to remove an appointed magistrate with or without cause. If the majority of superior court judges agree, then the chief magistrate can terminate an appointed magistrate.

Local law or the superior court judges determine how many magistrates are authorized for the county. The statute currently provides that the number may not be reduced to remove a magistrate from office in the middle of a term. HB 149 removes this requirement, which would allow a magistrate to be removed in mid-term if the number of magistrates authorized for the county is decreased pursuant to local legislation or decision of the superior court judges.

HB 203 requires the Peace Officer Standards and Training Council to provide notice of any investigation of a peace officer that may result in disciplinary action to the head of the employing law enforcement agency, the district attorney and the solicitor of the judicial circuit where the peace officer is employed.

HB 206 provides "whistle blower" protection to county employees who report fraud, waste or abuse to a supervisor or government agency.  Counties may not retaliate by taking or threatening to take adverse employment action such as discharge, suspension, demotion, negative performance evaluations or refusal to promote because an employee has reported violation of or noncompliance with a law or because an employee has reported fraud, waste or abuse to either a supervisor or to the county.  Similarly, the county may not create a hostile work environment for such an employee by allowing a continuous pattern and practice of negative or unprofessional behavior directed toward an employee who has reported violation of or noncompliance with a law or who has reported fraud, waste or abuse to either a supervisor or to the county.

For two years after an employee makes a complaint, if any adverse action or threats of adverse action are taken by the county or the employee's supervisor, it will be presumed that such action was done in retaliation for the complaint.  

An employee who knowingly and intentionally makes a false or misleading report of a an illegal action, fraud, waste or abuse may be found guilty of  a fine between $1,000 and $10,000 and/or imprisonment up to 1 year.

This bill prohibits the state, counties and cities from purchasing life insurance policies payable to the government on current or retired employees.

If a county provides sick leave to its employees, this bill requires counties to allow their employees to use sick leave to care for immediate family members. Nothing in this bill would require the county to provide sick leave if it does not do so already.

HB 873 provides for a $200.00 maximum annual income tax credit to volunteer firefighters.

SB 40 was stripped in House Committee and replaced with the language of HB 87.  For a summary of some of the major provisions of the new language, click here.  

This bill requires that peace officers cooperate with investigations by the Peace Officers Standards and Training Council. It also requires that employers provide employment related information (i.e., written information in an employer's records or personnel files relating to the behavior or performance of the applicant, candidate or peace officer) to another law enforcement agency when they are conducting an investigation to hire, certify or renew the certification of a peace officer. The information that the employer is required to disclose includes performance evaluations, disciplinary actions and eligibility for rehire. The law enforcement agency seeking the employment related information must include a copy of a signed and notarized statement from the applicant, candidate or peace officer releasing and holding the employer harmless for disclosing complete and accurate information to the law enforcement agency.