By Mr. Oliveira, a petition (accompanied by bill, Senate, No. 98) of Jacob R. Oliveira and Joanne M. Comerford for legislation to prohibit employment discrimination based on the legal use of cannabis. Cannabis Policy.
By Mr. Feeney, a petition (accompanied by bill, Senate, No. 1316) of Paul R. Feeney for legislation to address workplace bullying, mobbing, and harassment, without regard to protected class status while promoting healthy workplaces. Labor and Workforce Development.
By Representative Kushmerek of Fitchburg, a petition (accompanied by bill, House, No. 159) of Michael P. Kushmerek and Jacob R. Oliveira for legislation to prohibit employment discrimination based on legal use of cannabis. Cannabis Policy.
By Mr. Crighton, a petition (accompanied by bill, Senate, No. 1295) of Brendan P. Crighton and Jason M. Lewis for legislation relative to promote a workplace free of all forms of unlawful harassment. Labor and Workforce Development.
By Representatives Connolly of Cambridge and Higgins of Leominster, a petition (accompanied by bill, House, No. 1622) of Mike Connolly, Natalie M. Higgins and James K. Hawkins relative to workplace discrimination complaints. The Judiciary.
By Representative DuBois of Brockton, a petition (accompanied by bill, House, No. 2095) of Michelle M. DuBois relative to non-disclosure agreements relating to a claim of discrimination, non-payment of wages or benefits, retaliation, harassment or violation of public policy in employment. Labor and Workforce Development.
By Representative Tyler of Boston, a petition (accompanied by bill, House, No. 2179) of Chynah Tyler relative to prohibiting employment discrimination based on the legal use of cannabis. Labor and Workforce Development.
This bill defines "wrongful discharge" in Massachusetts employment law, specifically covering situations where an employee quits due to unbearable work conditions created by the employer (called "constructive discharge"), or is fired without "good cause" after a probationary period, or if the employer violates its own written personnel policy. It establishes that employees can recover lost wages (up to 4 years), fringe benefits, and interest for wrongful termination, but not pain and suffering or emotional distress damages. The law sets a one-year deadline for filing claims and excludes cases covered by collective bargaining agreements, anti-discrimination laws, or other specific statutes. It directly affects employees and employers in Massachusetts, clarifying when termination is legally unjustifiable and the remedies available.
This bill (SD 1595) bans employment contracts from requiring employees to waive legal rights related to discrimination, retaliation, harassment, unpaid wages, or workplace safety violations. It makes such waivers void and unenforceable, prohibits employers from retaliating against workers who refuse these waivers, and allows employees to sue for damages if they face retaliation. Employers who enforce invalid waivers must pay damages, attorney fees, and court costs. The law applies to contracts signed after its effective date and ensures courts - not arbitrators - decide if waiver clauses apply to protected claims.
HD 3757 prohibits employers from requiring employees to waive legal rights related to discrimination, unpaid wages, retaliation, harassment, or public policy violations in employment contracts. It deems such waivers unconscionable, void, and unenforceable for claims arising after the waiver is signed. The bill also bans retaliation against employees who refuse these waivers and allows affected individuals to sue within three years for violations, including recovery of attorney fees. These provisions apply to all employment contracts entered after the law takes effect, excluding collective bargaining agreements. The law directly affects employees seeking to enforce workplace rights and employers drafting standard contracts.
