Rep. Emily Dievendorf

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.

Maddy summaryHB 4295 creates a "Fair Paycheck Workplace Certificate" program for Michigan employers. To obtain the certificate, employers must submit payroll data showing less than a 5% average pay gap between employees with different protected characteristics (like race, gender, or age) and pay the required fee. Employers without a valid certificate cannot claim to have one, facing up to $1,000 civil fines for false claims. The state will maintain a public database of certified employers, and all employee data submitted for certification is exempt from public disclosure.

Maddy summaryHB 4292 amends Michigan's Elliott-Larsen Civil Rights Act to improve reporting of wage discrimination. It requires the Michigan Civil Rights Commission to establish a dedicated phone line and a public website with an anonymous electronic reporting form for workers to report wage discrimination without revealing their identity. These mechanisms must prominently display the phone number and website link, ensuring anonymity for individuals who report violations or assist in investigations. The bill directly affects workers experiencing wage discrimination by providing safer, confidential reporting options.

Maddy summaryHB 4290 prohibits Michigan employers from asking job applicants about their past pay, credit scores, or credit history during the hiring process. It also prevents employers from requiring employees to sign agreements that stop them from discussing their wages or punishing employees for disclosing their pay. The law applies to most employers, with limited exceptions for legal or bonding requirements that legally mandate such information. This aims to reduce pay disparities by stopping employers from basing new salaries on past compensation.

Maddy summaryHB 4291 prohibits Michigan employers from paying employees different wages for equal work based on protected attributes like race, gender identity, religion, or age. It amends the state's wage law to require equal pay for jobs requiring equal skill, effort, and responsibility under similar conditions, while allowing exceptions for seniority, merit, or productivity-based systems. The bill explicitly defines "protected attributes" using the Elliott-Larsen Civil Rights Act and repeals a prior section (2018 PA 337, Sec. 13) that previously allowed certain pay differentials. It directly affects all Michigan employers and employees by mandating pay equity for comparable work. The law would take effect if passed, aligning Michigan's wage standards with broader civil rights protections.

Maddy summaryHB 4272 would create specific sentencing rules for people convicted of campaign finance violations in Michigan. It amends the state’s criminal procedure code to add a new sentencing guideline for these offenses, requiring judges to follow set sentencing ranges instead of general guidelines. This bill directly affects candidates, political committees, or individuals who break campaign finance laws by changing how judges impose penalties for such violations. The bill is currently in committee referral after being introduced on March 19, 2025.

Maddy summaryHB 4269 requires political nonprofits - specifically 527 organizations (like issue advocacy groups) and 501(c)(4) social welfare groups - to publicly disclose detailed financial information. These groups must electronically file annual reports by January 31 and July 31, listing donor names, occupations, addresses (for contributions over $100), and itemized expenditures over $100. Organizations with less than $5,000 in annual activity may request a filing waiver. Failure to comply risks fines (up to $5,000) or dissolution for repeated violations, including intentional underreporting of contributions or expenditures.

Maddy summaryHB 4273 amends Michigan's lobbying law (MCL 4.415) to clarify definitions and registration requirements for lobbyists and legislative staff. It specifically defines "lobbying" as communicating to influence government action using information or data, and sets thresholds: anyone spending over $1,000 annually on lobbying must register, or $250 for lobbying a single official. The bill adds exemptions for certain government employees (like university staff, school board workers, and state department employees) who are not required to register. This is a procedural update to existing law, focusing on precise definitions rather than new policy.