This bill strengthens penalties for threatening, intimidating, or harassing employees of Michigan's Family Independence Agency, which includes staff from the Department of Health and Human Services and contracted private agencies. It expands criminal liability to cover verbal threats, intimidation, and harassment specifically targeting these workers due to their employment status. The legislation establishes misdemeanor charges for threats, intimidation, or harassment punishable by up to one year in jail or a $1,000 fine, while physical assaults causing injury become felonies with potential sentences of up to two years or a $1,000 fine. More severe assaults resulting in serious impairment of body functions carry felony penalties of up to five years in prison and fines ranging from $1,000 to $5,000. The bill also clarifies definitions for harassment and intimidation while ensuring that convictions under this law do not prevent prosecution under other applicable laws.
HB 5575 defines specific terms related to harassment of first responders in Michigan law. It adds a new section to the penal code clarifying that "first responder" includes law enforcement officers, corrections officers, firefighters, and emergency medical personnel. The bill defines "harass" as intentionally causing substantial emotional distress through a course of conduct with no legitimate purpose. This creates a clear legal standard for prosecuting harassment against these public safety workers, directly affecting their protection under state law.
HB 5554 amends Michigan's Elliott-Larsen Civil Rights Act to strengthen protections against harassment in educational institutions. It directly affects public and private schools, colleges, and their students and staff by expanding the definition of harassment to explicitly include electronic communications (like texts or social media) and adding specific protections for students based on gender identity/expression and sexual orientation. Key mechanisms require educational institutions to prevent harassment that creates intimidating, hostile, or offensive environments, and clarify that discrimination includes harassment based on these protected characteristics. The bill updates existing provisions (Sec. 401-402) and adds new sections (402b-d) to ensure consistent enforcement of these protections.
HB 5509 prohibits employers in Michigan from requiring employees to sign agreements that block disclosure of violations (or suspected violations) of the Elliott-Larsen Civil Rights Act. It specifically bans such agreements unless employers provide written notice of the prohibition, give employees at least 5 business days to consult an attorney, and ensure the agreement explicitly releases the employee’s civil rights claim. The bill amends the Elliott-Larsen Act (MCL 37.2101-37.2804) by adding Section 202b, making non-compliant agreements void. This directly affects Michigan employees covered by the Elliott-Larsen Act, ensuring they can report workplace discrimination without being silenced by restrictive contracts.
HB 5508 prohibits settlement agreements in sex discrimination, harassment, or assault claims against employers from blocking disclosure of factual details about the claim. It applies to complaints filed with the Michigan Department of Civil Rights or civil lawsuits under Michigan's Elliott-Larsen Civil Rights Act. The bill allows settlements to keep the claimant's identity confidential and hide settlement amounts, but not the facts of the alleged discrimination. Violating this rule makes the confidentiality clause void under Michigan law.
HB 5423 prohibits Michigan employers from taking adverse actions (like firing, refusing to hire, or harassing) against employees who are victims of violent crimes or involved in related legal proceedings. It directly protects employees and their family members who experience violent crimes, ensuring employers cannot retaliate for attending court, requesting workplace adjustments (such as schedule changes or safety modifications), or seeking help. Employers must post notices about these protections and provide them to all employees in their primary language. Employees can file lawsuits within three years to seek remedies like reinstatement, back pay, or damages if their rights are violated.
House Bill 4475 proposes to amend the Elliott-Larsen Civil Rights Act to prohibit discrimination based on an individual's vaccination status or whether they possess an "immunity passport." It would prevent state or local governmental entities, private universities, and community colleges from denying services, goods, educational opportunities, healthcare, or employment for these reasons. Employers would also be prohibited from discriminating against individuals in hiring, termination, or terms of employment due to vaccination status. The bill includes specific exceptions, such as for certain child care organizations, federal contractors, and regulated entities whose funding depends on compliance with federal health regulations. Additionally, it allows vaccination requirements for employees in roles with direct exposure to infectious materials or in public health/medical settings where vaccinations are necessary for their duties.
Senate Bill 34 amends Michigan's Elliott-Larsen Civil Rights Act to broaden the definition of "sex." For employment situations, it clarifies that "sex" includes pregnancy, lactating status, childbirth, termination of a pregnancy, or related medical conditions. For places of public accommodation and public service, the bill specifies that "sex" includes pregnancy or lactating status. This bill aims to expand civil rights protections for individuals based on these defined statuses.
SB 145 prohibits Michigan employers from asking job applicants about their past wages, credit scores, or credit history during the hiring process. This directly affects job seekers by preventing employers from using this information to make hiring or compensation decisions. The bill amends Michigan's Fair Employment Practices law to explicitly ban employers from requesting or seeking such details, replacing a prior prohibition on wage history inquiries. It aims to reduce pay discrimination by ensuring compensation decisions are based on current job requirements, not past earnings or credit data. The law would apply to all employers covered under Michigan's wage and employment protections.
HB 4264, the "Job Applicant Credit Privacy Act," bans most employers in Michigan from using an applicant's credit history to make hiring decisions or asking about it during the recruitment process. It directly affects all job seekers and employers, except for specific roles in banking (state/nationally chartered banks, savings institutions, credit unions), licensed financial services, or casinos. The bill also prohibits employers from retaliating against applicants who oppose violations or participate in investigations, and bans any requirement for applicants to waive their rights under this law. Violators face civil lawsuits allowing for damages, injunctions, or attorney fees.
