Rep. Kelly Breen

Maddy summaryThis bill amends Michigan's Sex Offender Registration Act to clarify how certain legal statuses are defined for registration purposes. It expands the definition of "convicted" to include specific juvenile adjudications and orders of disposition for individuals aged 14 or older who would be classified as tier III offenders, while excluding convictions that have been expunged or set aside. Additionally, the legislation updates the definition of "custodial authority" to explicitly cover a broader range of relationships and positions, including specific roles within schools, correctional facilities, and county probation programs where an individual might have access to or authority over a victim. These changes aim to ensure that sex offenders with these specific backgrounds are properly identified and registered under the state's tracking system.

Maddy summaryThis bill updates Michigan's child care laws to strengthen background check requirements for staff, household members, and license applicants. It establishes specific rules that automatically disqualify individuals from working in child care if they refuse background checks, provide false information, or have convictions for crimes such as child abuse, sexual offenses, domestic violence, and certain felonies involving harm or fraud. The legislation also sets time limits on how long past felony or misdemeanor convictions must have occurred before an individual becomes eligible to work in a child care setting.

Maddy summaryThis bill updates Michigan's public health code to clarify and expand testing and counseling requirements for individuals charged with or convicted of prostitution and related offenses. It mandates that courts order medical examinations for sexually transmitted infections, hepatitis B, hepatitis C, and HIV for defendants at various stages of the legal process, including arrest, pre-trial release, and after conviction. The law also requires that test results be shared with defendants and health departments for partner notification, while ensuring that counseling and testing services are provided confidentially. Additionally, the bill specifies that victims of sexual offenses can request expedited testing within 48 hours of a defendant's custody or indictment.

Maddy summaryHB 5843 amends Michigan's Probate Code to clarify which specific offenses require a juvenile court to assert exclusive jurisdiction over minors under 18. The bill explicitly lists violations such as certain criminal acts, possession of dangerous weapons, escape from juvenile facilities, and commercial sexual activity as grounds for the court to take immediate control of a case. By updating these definitions, the legislation ensures that the juvenile court system handles cases involving these serious behaviors without interference from other courts. This change directly affects the legal process for minors charged with these specific offenses and their parents or guardians.

Maddy summaryThis bill amends Michigan's liquor control code to establish a formal server training program and a "responsible vendor" designation for retail alcohol licensees. It requires new or high-risk establishments to ensure supervisory staff complete a curriculum covering intoxication signs, ID verification, and legal consequences, while allowing the state to delegate these training standards to private organizations. Licensees who meet specific criteria, such as having no recent violations of alcohol laws, can be officially designated as responsible vendors after their employees finish the approved training. The legislation also mandates that all servers on duty must have completed this training to remain compliant with state regulations.

Maddy summaryThis bill prohibits Michigan employers from asking job applicants about their past wages, fringe benefits, credit scores, or credit history. It also bans employers from requiring employees to sign waivers that prevent them from sharing their salary information or from punishing workers who disclose their pay. By removing these restrictions, the legislation aims to prevent discrimination based on compensation history and financial records during the hiring process. The changes directly affect both current and prospective employees by limiting the types of questions employers can ask regarding financial details.

Maddy summaryThis bill requires employers in Michigan with 50 or more employees at a single location to post a notice informing workers about laws against wage discrimination based on various protected characteristics. The notice must explain that federal law prohibits unequal pay due to race, color, religion, sex, national origin, age, genetic information, or disability, while state law extends these protections to include sexual orientation, gender identity, height, weight, and marital status. It also directs employees to the Michigan Department of Civil Rights for assistance and provides contact information for anonymous reporting of violations. Employers who fail to display this approved notice may face a civil fine of up to $100.

Maddy summaryThis bill amends Michigan's wage and benefits law to establish stricter penalties and remedies for employers who fail to follow fair employment practices. It authorizes the Department of Labor to order employers to pay owed wages and benefits, plus an annual 10% penalty on those amounts while a complaint is being processed. The legislation also allows the department to award up to twice the owed amount in exemplary damages for flagrant or repeated violations and to cover legal costs for the affected employee. Additionally, it introduces a tiered fine system for specific violations, where fines increase from $500 for a first offense to $25,000 for subsequent offenses, and permits individuals to sue for at least $10,000 in damages if they prevail in court.

Maddy summaryThis Michigan bill creates a new program allowing employers to obtain a "fair paycheck workplace certificate" by demonstrating that they pay employees with different protected characteristics, such as race or gender, within a 5% compensation range. To qualify, businesses must submit detailed payroll records and employee demographic data to the Department of Labor and Economic Opportunity, which will then issue a certificate valid for six months initially and renewable annually. The legislation also mandates that employers cannot falsely claim to hold this certification and establishes a public online database where anyone can verify an employer's status. Additionally, the state director is required to set application fees and promulgate specific rules to implement the program's administrative procedures.

Maddy summaryThis bill amends Michigan's penal code to strengthen penalties for employers who discriminate against workers by paying them different wages based on sex, religion, race, or other protected characteristics. Under the proposed changes, an employer found guilty of such wage discrimination commits a misdemeanor and faces fines that increase with company size, ranging from $5,000 for businesses with 1 to 15 employees up to $20,000 for those with more than 50 employees. The legislation also maintains existing protections against assigning tasks disproportionate to a female worker's strength or employing women in roles detrimental to their health or potential for motherhood. While the bill clarifies that wage differences based on factors unrelated to protected status are not violations, it does not alter the underlying requirement that similarly employed individuals receive equal pay regardless of gender.