This bill (H 2085) aims to help apprentices complete their training programs by creating pathways to finish their required hours and certifications. It directly affects apprentices in Massachusetts who are working toward skilled trades careers and the employers who sponsor their training. The key mechanism involves establishing structured opportunities for apprentices to meet training requirements without disruption. The goal is to strengthen the state's skilled workforce by ensuring more apprentices successfully complete their programs and enter the labor market.
By Mr. Collins, a petition (accompanied by bill, Senate, No. 1800) of Nick Collins for legislation to provide for fairness and equity for Massachusetts Water Resources Authority employees. Public Service.
By Representative Vaughn of Wrentham, a petition (accompanied by bill, House, No. 2188) of Marcus S. Vaughn and Chynah Tyler relative to bereavement leave. Labor and Workforce Development.
H 2106 would amend the state's family and medical leave law to add bereavement leave as a qualifying reason for taking time off work. This change would allow eligible employees to take leave when a family member (such as a spouse, child, parent, or sibling) dies, covering time for funeral arrangements or personal grieving. The bill expands the existing law - which already provides leave for medical and family care needs - to specifically include bereavement. It directly affects employees covered under the state's leave program, typically those working for employers with 50 or more staff.
This bill (H 2121) helps apprentices complete their training programs by addressing barriers that prevent them from finishing. It directly affects apprentices seeking skilled trades careers and employers needing qualified workers in Massachusetts. Key provisions include streamlining training pathways and ensuring support systems to help apprentices finish their programs on time. The goal is to strengthen the state's skilled workforce by making apprenticeship completion more accessible and reliable.
This bill imposes a new tax on corporations doing business in the state with $10 million or more in net income, based on the ratio of top executive pay to median employee pay. It defines "compensation ratio" as the average pay of the top executive (or highest-paid employee) over three years divided by the median pay of all U.S. employees. Corporations face higher tax rates as this ratio increases: starting at 0% additional tax for ratios under 50, up to 10% additional tax for ratios over 500. The tax applies to the 2026 tax year and includes a 50% rate increase if a company reduces full-time U.S. employees while increasing contracted or foreign workers.
This bill (SD 209) amends Massachusetts labor laws to strengthen employee remedies for workplace violations. It allows employees who win lawsuits against employers for violations of specific labor laws (like unpaid wages or discrimination) to seek triple damages if the violation was intentional, plus legal fees and costs. For unintentional violations, employees receive regular court-determined damages instead of triple damages. The law applies to cases filed within three years of the violation, after a 90-day waiting period for the Attorney General to act. It directly affects employees pursuing civil actions under Massachusetts labor protections.
This bill (HD 514) clarifies Massachusetts' process for recovering unpaid wages after job termination. It requires employees to submit a written demand for unpaid wages to their employer within 15 business days before filing a lawsuit seeking triple damages under specific wage laws (like those covering minimum wage or overtime). Employers who pay the full amount owed within that 15-day window - either for undisputed amounts or due to a good-faith error - will avoid liability for triple damages and attorney fees. The bill directly affects both employees seeking unpaid wages and employers facing wage claims under Massachusetts law.
HD 620 prohibits Massachusetts employers from discriminating against employees or job applicants based on their legal use of cannabis. It requires employers to wait until after making a conditional job offer before testing for marijuana and bans conditioning employment on such testing. The law protects qualifying patients (those legally using medical cannabis under state law) from adverse actions like termination or refusal of hire, unless impairment occurred at work or during work hours. Exceptions apply for safety-sensitive roles (where impairment could cause serious harm) and when federal law would be violated.
Massachusetts SD 317 establishes the "Massachusetts Smart Work Week Pilot" program to test a four-day work week for private employers. It allows qualifying private businesses (with at least 15 employees) to adopt a four-day schedule without reducing pay, benefits, or status, while requiring them to collect employee data through surveys and interviews. The program includes a two-year pilot with annual reports on impacts, and participating employers may receive a tax credit for maintaining the schedule for at least one year. Public employers cannot join the pilot or claim the tax credit.
