This bill ensures Massachusetts labor laws apply to remote workers who perform services for employers based in Massachusetts, regardless of where the worker lives. It directly affects remote employees working for companies incorporated, headquartered, or operating in Massachusetts. The key provision states that Massachusetts law governs all employment terms (like pay, benefits, and working conditions) unless the employer and employee have a clear, written, individually negotiated contract specifying another jurisdiction's laws - and the employer complies with that jurisdiction's requirements. If the contract's chosen jurisdiction isn't followed, Massachusetts law automatically applies. The law takes effect on January 1, 2026.
This bill amends Massachusetts labor law to clarify the definition of "employee" under Chapter 151A. It replaces a previous subsection with a new definition stating that service performed "outside the usual course of the business of the employer" does not count as employment. This directly affects employers and workers in situations where services are provided outside typical business operations, such as certain independent contractors or temporary assignments. The change aims to standardize how worker classification is determined under state law.
This bill (HD 1739) changes how certain work-related lung conditions are handled for public employees in retirement systems. It presumes that lung diseases or breathing problems caused by workplace environmental hazards (like poor air quality) were incurred during employment, unless proven otherwise. This applies to both non-contributory and contributory retirement systems under Chapter 32 of the General Laws. The key change shifts the burden of proof to the employer to disprove work-relatedness, directly affecting public workers who develop such conditions after working in hazardous environments.
This bill establishes a state-mandated bereavement leave policy in Massachusetts. It requires most employers to allow employees up to 10 business days of leave within a 12-month period following the death of a covered family member (including children, parents, spouses, siblings, or partners in a substantive dating relationship living with the employee) to handle funeral arrangements, attend services, or grieve. Employers must permit the leave but decide whether it is paid or unpaid, and employees must request leave within 30 days of learning of the death. The law exempts employers with fewer than 10 employees in the Commonwealth and takes effect on January 1, 2025.
This bill amends wage payment laws to include employees of nonprofit institutions of higher education (like colleges and universities) under existing agricultural work protections. It directly affects nonprofit colleges/universities and their employees by adding them to the list of workers exempt from certain wage payment rules. Key provisions create civil immunity for these institutions starting July 1, 2024, shielding them from lawsuits claiming monthly wage payments violated the law. The bill makes a specific policy change to expand an existing exemption and modify liability rules for nonprofit higher education employers.
This bill changes the standard for terminating Massachusetts Water Resources Authority (MWRA) employees. It replaces language allowing protection against "arbitrary, capricious or unreasonable" actions with the requirement that employers must have "just cause" for termination. This means MWRA can only fire employees for valid, documented reasons, not based on subjective or unfair decisions. The change directly affects MWRA employees by strengthening their job protections under state law. The amendment modifies existing law (Chapter 372 of the General Laws) to implement this clearer standard.
HD 2089 amends existing law to require employers to maintain employees' life insurance coverage during periods of Paid Family and Medical Leave, just as health insurance coverage is currently maintained. This directly affects workers who take qualifying leave and their employers who provide life insurance benefits. The bill adds the specific phrase "and life insurance benefits" to the relevant section of the law, ensuring life insurance coverage continues uninterrupted while employees are on leave. It makes no new provisions but extends an existing requirement for health insurance to include life insurance. The change applies to all employers covered under the current Paid Family and Medical Leave program.
SD 1456 adds "status as a victim of abusive behavior" to Massachusetts' anti-discrimination protections under Chapter 151B. It directly affects employees and job applicants experiencing domestic violence, stalking, sexual assault, or kidnapping (as defined in the bill). The law requires employers to provide reasonable accommodations - like schedule changes, safety modifications, or transfer requests - to support victims, prohibits discrimination for requesting these accommodations, and mandates written notice of these rights to all employees. Employers must engage in a good-faith process to determine accommodations but are not required to provide them if it causes "undue hardship," defined by specific financial and operational factors.
This bill prohibits most employers from using credit history reports for hiring, promotions, or employment decisions, directly affecting job applicants and current employees. It bans employers from requesting credit reports, asking about credit history, or retaliating against workers who report violations. Exceptions apply only for roles requiring national security clearance or when federal/state law mandates credit checks. The law takes effect January 1, 2027, and explicitly forbids employers from requiring employees or applicants to waive these protections.
This bill reclassifies employees of airline catering companies with agreements at Massachusetts Port Authority airports as "Covered Employees" under the existing airport minimum wage policy. It directly affects workers preparing, assembling, or delivering food/beverages to aircraft at Boston Logan Airport or nearby locations, whether working on-site or off-site. The key mechanism expands the definition of "covered employees" to include these catering workers, ensuring they qualify for the airport's minimum wage standards. The Massachusetts Port Authority must update its policy within 30 days of the bill's effective date to implement this change.
