Rep. Jennifer Conlin

Maddy summaryHouse Bill 4316 creates the Office of the State Employee Ombudsman within the legislative council. This new office is tasked with investigating complaints from state employees regarding suspected violations of law, conduct endangering public health or safety, or gross mismanagement of public funds by state departments and agencies. The ombudsman can initiate investigations or respond to complaints, accessing agency records and holding informal hearings. The bill establishes procedures for complaint processing, confidentiality, and requires the ombudsman to issue reports with findings and recommendations to both complainants and the legislative council.

Maddy summaryHouse Bill 4327 proposes a new "false claims act" to establish civil penalties and remedies against individuals or entities that knowingly present false or fraudulent claims to obtain money, property, or services from the state or local governments. The bill defines what constitutes a false claim and outlines specific prohibited acts, such as making false records or conspiring to defraud. It imposes civil penalties ranging from $6,000 to $12,000, plus up to three times the damages sustained by the government. The bill also includes provisions to protect individuals who report such false claims and allows private citizens to initiate actions under certain circumstances.

Maddy summaryHouse Bill 4326 amends Michigan's Whistleblowers' Protection Act to expand the types of disclosures protected from employer retaliation. It prohibits employers from discharging or discriminating against employees who report a violation or suspected violation of law to "the press" or "the state employee ombudsman." The bill also protects employees who are asked to participate in investigations by a public body or the state employee ombudsman. It clarifies that "employee" includes state employees (excluding the state classified civil service) and outlines civil action procedures for alleged violations.

Maddy summaryHouse Resolution 56 declares April 2025 as Scottish-American Heritage Month in the state of Michigan. This resolution, introduced by Rep. Mike McFall and adopted by the House of Representatives, aims to recognize and celebrate the cultural heritage and historical contributions of Scottish-Americans in Michigan.

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 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.