Rep. Morgan Foreman

Maddy summaryHouse Bill 4447 proposes to repeal the "Fair and Open Competition in Governmental Construction Act" (2011 PA 98). This existing act currently establishes specific rules and regulations for how competition is managed among contractors for government-funded construction projects. If enacted, HB 4447 would eliminate these state-level provisions governing the bidding and awarding process for public construction work. The repeal would directly impact government agencies, contractors, and workers involved in these projects.

Maddy summaryHouse Bill 4453, titled the "Employee Privacy Protection Act," proposes to prevent Michigan employers from making employment decisions based on an employee's lawful activities that occur off company property and outside of working hours. This includes decisions related to hiring, firing, or compensation. The bill outlines exceptions, such as activities that impair job requirements, create a significant conflict of interest, or misuse employer property. It also prohibits employers from retaliating against individuals who report violations and allows injured parties to seek civil action, including damages and attorney fees, if their rights under the act are violated.

Maddy summaryHouse Bill 4457 prohibits health facilities and agencies that receive state money from using those funds to interfere with or discourage employee unionization. The bill requires these facilities to maintain detailed records of state money expenditures and submit quarterly reports to the department. The department is authorized to audit these records to ensure compliance with the prohibition. Facilities found in violation may face civil liability to recover misused funds and a three-year ban on receiving state money.

Maddy summaryHouse Bill 4455, known as the "Worker Freedom Act," aims to protect employees in Michigan from employer actions related to religious or political matters. The bill prohibits employers from taking adverse employment action, such as discharge or discipline, against an employee who declines to attend or participate in employer-sponsored meetings or communications that convey the employer's opinion on religious or political issues. It also prevents retaliation against employees who report suspected violations of the act. Employees can pursue a civil action for remedies including reinstatement, back pay, and attorney fees if their rights under this act are violated.

Maddy summaryHouse Bill 4456 regulates how employers in Michigan monitor their employees' communications. It prohibits employers from monitoring employee communications unless they establish a written policy that is disclosed to and acknowledged by each employee. This policy must specify the methods, media, types, and frequency of monitoring, and applies only to electronic devices owned by the employer. The bill explicitly prohibits monitoring personal employee devices. Employers who violate these provisions may be liable for damages to the affected employee, including a minimum of $5,000 plus attorney fees.

Maddy summaryHB 4438 aims to protect employees in Michigan from retaliation by their employers. It prohibits employers from taking adverse actions, such as reducing pay, denying promotions, or terminating employment, against an employee. This protection applies when an employee raises concerns or criticizes the employer's handling or management of a communicable disease in the workplace. Employees can voice these concerns to the employer, other employees, state agencies, or the public, including through social media. The bill also allows affected employees to file a civil lawsuit for damages or injunctive relief.

Maddy summaryHouse Bill 4448, known as the "Wrongful Discharge from Employment Act," aims to protect employees in Michigan by prohibiting employers from terminating their employment without cause. Under this bill, a discharge is considered wrongful if it's in retaliation for an employee reporting or refusing to violate public policy, is not for "just cause" after a probationary period, or violates the employer's own written policies. The bill defines "just cause" and limits employee probationary periods to a maximum of three months. Employees who believe they have been wrongfully discharged can either file a lawsuit to recover lost wages and potentially punitive damages, or file a complaint with the Department of Labor and Economic Opportunity, which will investigate and attempt to resolve the issue.

Maddy summaryHB 4442 proposes to amend Michigan's Code of Criminal Procedure. The bill aims to establish or modify sentencing guidelines specifically for crimes related to the employment of minors. It directly affects individuals convicted of such offenses by providing updated frameworks for their potential sentences. This is achieved by amending section 14b of the existing criminal procedure code.

Maddy summaryHouse Bill 4463 amends the Michigan election law to require the Secretary of State to periodically review voter registration application instructions. This review must take place at least once before each even-year general November election. The purpose is to ensure the instructions clearly describe the U.S. citizenship requirement for voter registration and inform individuals who do not meet this requirement that they must not register to vote. In conducting this review, the Secretary of State is mandated to consult with an expert on the usability of election or governmental forms.

Maddy summaryHouse Bill 4439 amends the Michigan occupational safety and health act to protect employees who refuse to work due to a reasonable belief of exposure to a communicable disease or unsafe condition. This protection applies if the employee first requested the employer to correct the issue, the issue was not corrected, and the employee reported it to the Michigan Occupational Safety and Health Administration (MIOSHA). If an employee is not reassigned under these circumstances, the employer must pay their wages for the period the condition remains uncorrected. The bill also creates a presumption of employer violation if adverse action is taken against an employee within 90 days of them engaging in these protected activities.