This bill amends Massachusetts' Paid Family Medical Leave Law by updating key definitions. It redefines a "covered business entity" as any business where 50% or more of its workforce consists of non-employee contractors (not classified as employees under Chapter 151A). It also redefines a "covered contract worker" as an individual not classified as an employee who requires employers to contribute to the Family and Employment Security Trust Fund. These changes directly affect businesses using significant contractor labor and those contract workers now eligible for the leave program. The bill adjusts the legal definitions to expand eligibility under the existing leave law, without changing benefit amounts or core program rules.
This bill amends Massachusetts' collective bargaining law (Chapter 150E) to clarify which state employees are covered under the law. It removes a specific exclusion that previously prevented employees in the state secretary, treasurer, auditor, and attorney general departments from being classified as "employees" under the law. The bill then explicitly states that for these employees, their respective department heads (secretary, treasurer, etc.) will serve as the "employer" for collective bargaining purposes. This change directly affects employees in those four state departments by clarifying their bargaining unit structure under the existing law.
This bill (HD 671) sets rules for employers using payroll cards to pay wages in Massachusetts. It directly affects employees who receive pay via these cards, requiring employers to:
1) Allow at least one free withdrawal per pay period (up to full net wages),
2) Disclose all card fees upfront (except third-party fees), and
3) Provide free, easy access to check account balances (via phone or online).
The law aligns with federal protections under the Electronic Fund Transfer Act to prevent hidden fees and ensure wage access.
This bill amends Massachusetts' prevailing wage law to explicitly include the inspection, testing, and repair of fire protection systems in public buildings and public works projects. It directly affects contractors and workers performing these specific fire safety services on state or municipal construction projects. The key mechanism is adding these fire system maintenance activities to the list of work covered by the existing prevailing wage requirements. This clarifies that workers on these tasks must receive the same wage rates as other covered workers on public projects. The change applies to all relevant public construction projects governed by Chapter 149, Section 27D.
This bill establishes a new compensation program for victims of human trafficking and forced labor in Massachusetts. Victims can receive up to $25,000 in lost income compensation (capped at $12,500 annually for two years) from the Victims of Crime Compensation Division, based on the state minimum wage for up to 40 hours weekly. It removes common barriers by not requiring official employment documentation (accepting alternative evidence like sworn statements) and explicitly prevents criminal charges related to trafficking from disqualifying victims. The compensation also won't count as income for other state or federal benefit programs, and the division must adopt guidelines within 190 days to streamline applications.
HD 979 creates a tax incentive for benefit corporations in Massachusetts that provide specific employee benefits. It offers a 1.5% lower corporate tax rate to qualifying benefit corporations that provide at least four of six listed benefits, including a "living wage" (defined as sufficient for essentials like housing and healthcare per the MIT calculator), paid parental leave, flexible spending accounts, a CEO-to-worker pay ratio under 25:1, employee cooperative governance, or profit sharing returning 10% of profits to staff. To qualify, corporations must maintain these benefits for 12 consecutive months and receive certification from the Department of Revenue. This directly affects benefit corporations operating under Chapter 156E that meet the eligibility criteria.
HD 1121 reclassifies foster parents as "public employees" *only* for the purpose of collective bargaining under specific labor laws, directly affecting foster parents in Massachusetts. The bill establishes their right to form bargaining units and negotiate terms like payment rates, training opportunities, and dispute resolution procedures, while explicitly prohibiting strikes. It clarifies that foster parents remain excluded from state employee benefits (like retirement or workers' compensation) and that the Department of Children and Families retains full authority over licensing, monitoring, and child placement decisions. The law amends existing statutes to enable this bargaining framework without altering core agency responsibilities.
SD 895 bans noncompetition agreements in Massachusetts, which are clauses in employment contracts that restrict workers from joining competitors after leaving a job. The bill makes such agreements unenforceable starting January 1, 2026, directly affecting employers who use them and employees bound by these clauses. It amends state law to declare noncompetition agreements void and unenforceable as of the effective date. This change eliminates legal barriers preventing workers from changing jobs within the state.
SD 773 allows employees to take unpaid leave to attend Probate and Family Court for parenting-related matters, including divorce, custody, paternity, and enforcement of family court orders. It directly affects employees needing court time for parental rights or responsibilities. The bill permits employees to use accrued paid leave (vacation, personal, or sick leave) instead of unpaid leave, though employers aren't required to provide paid leave where they normally wouldn't. Employees must give employers reasonable notice (7 days if foreseeable) and may need court-related documentation. The Attorney General enforces the law, with violations subject to standard penalties.
This bill requires Massachusetts workforce development agencies to publicly share data on program outcomes, including participant demographics, training details, and employment results. It creates a standardized process for agencies to request and disclose this data within 30 business days, with clear guidelines published online. The law mandates quarterly reporting of wage data to evaluate program effectiveness while protecting individual privacy under state and federal law. A task force must also develop data-sharing improvements by 2026, aiming to connect workforce, education, and employment data systems. The primary direct beneficiaries are workforce boards, state agencies, and the public seeking transparent program performance metrics.
