Rep. Betsy Coffia

Maddy summaryHB 4288 prohibits Michigan state agencies from hiring for unclassified positions based on factors other than objective merit, such as education or work experience. It directly affects state agencies hiring for roles outside the classified civil service (e.g., certain executive branch positions). The bill requires hiring decisions to rely solely on merit-based criteria and imposes civil fines of up to $10,000 per violation, with the attorney general authorized to collect penalties. This legislation creates new requirements for state hiring practices under Michigan law.

Maddy summaryHouse Bill 4407, also known as the "MIcare act," proposes to establish a universal and unified health care system for all residents of Michigan. This bill aims to provide health care coverage through a simplified, publicly administered, and single claims payment system. It intends to integrate existing programs like Medicaid, Medicare, and MIChild, to the maximum extent permitted by federal law and waivers. The legislation creates a MIcare board and fund, and directs the Department of Health and Human Services to coordinate reform efforts and develop a strategic plan for its implementation.

Maddy summaryHouse Bill 4409 requires employers in Michigan to create and maintain a written job description for every position, directly affecting employers, job applicants, and current employees. These descriptions must detail essential duties, required skills, working conditions, schedule, and salary information. Employers must provide the applicable job description to applicants during recruitment, hiring, or promotion, and to any employee upon request. Current employees must also be given an opportunity to review and initial any revised job description before it is applied to them. Violations can lead to escalating civil fines for employers and allow aggrieved individuals to sue for actual damages or $10,000, plus attorney fees.

Maddy summaryHB 4289 requires Michigan employers with 2 or more employees to post a clear notice about equal pay laws in a visible workplace location. The notice must state that federal and state laws prohibit wage discrimination based on race, sex, religion, national origin, age, disability, sexual orientation, gender identity, height, weight, or marital status. It also provides contact details for reporting violations to the Michigan Department of Civil Rights, including a phone line and website. Employers who fail to post the notice may face a $100 civil fine.

Maddy summaryHB 4300 would create a system for appointing volunteer advocates in Michigan animal cruelty and welfare cases. Courts may appoint trained lawyers or law students (from a State Bar-approved list) to represent the animal's interests, monitor cases, review records, and make recommendations - not to the defendant but to the court. The advocates, who serve without pay (earning pro bono credit or academic credit instead), must complete State Bar-approved training. This bill directly affects animals in criminal cases under Michigan’s penal code, adding a new procedural step to ensure their welfare is considered in court proceedings.

Maddy summaryHB 4296 amends Michigan's wage discrimination law (MCL 750.556) to clarify that employers cannot pay differently based on protected characteristics like sex, race, religion, or marital status for similar work. It specifies that wage differences based on legitimate factors (not protected traits) do not violate the law. The bill maintains the existing fine structure for violations: up to $5,000 for employers with 1-15 staff, $10,000 for 16-50 employees, and $20,000 for larger businesses. This update aligns the penal code with current civil rights protections under the Elliot-Larsen Act. The bill directly affects all Michigan employers who hire workers.

Maddy summaryHB 4293 requires Michigan employers to obtain written permission from employees before deducting most amounts from paychecks, with exceptions for legally required payments. It limits deductions to 15% of gross wages and ensures employees still receive at least the state or federal minimum wage after deductions. The bill also sets specific rules for handling overpaid wages (without consent if properly documented) and court-ordered debt deductions (requiring 10 business days' written notice). This directly affects all Michigan employers and employees who have deductions taken from their paychecks.

Maddy summaryHB 4294 prohibits state agencies from awarding construction, repair, remodeling, or demolition contracts to employers without a "fair paycheck workplace certificate." This requirement directly affects state agencies purchasing such services and contractors bidding on those projects. The bill amends Michigan's Management and Budget Act to add Section 241(3), mandating that all eligible contractors must hold this certificate, which verifies compliance with fair pay standards. The law applies to all state-funded construction projects where competitive bidding is required, ensuring contractors meet specific workplace fairness criteria before securing contracts.

Maddy summaryHB 4299 repeals Michigan's 2016 law (2016 PA 389) that prevented cities and counties from regulating plastic bags and similar containers. This bill removes the state-level barrier that blocked local governments from enacting their own rules on plastic bag use, disposal, fees, or bans. The repeal directly affects Michigan municipalities, allowing them to create their own local policies on plastic containers without state preemption. The change is procedural, with no new requirements or fees introduced - only the removal of an existing restriction.

Maddy summaryHB 4297 requires Michigan employers to disclose wage information for "similarly situated employees" upon an employee's request. Specifically, employers must provide details on salary, bonuses, overtime, and other compensation within 30 days, while redacting individual names but including sex and seniority data for comparable roles. The bill prohibits employers from retaliating against employees who ask for this information or from requiring non-disclosure of wages as a condition of employment. It directly affects all Michigan employers and their employees by increasing wage transparency for jobs with comparable duties, skills, and responsibilities.