HB 724 amends Pennsylvania's tax code to prohibit businesses from deducting expenses related to opposing workers' unionization efforts. It applies to all business entities operating in Pennsylvania - including corporations, limited liability companies, and partnerships - that spend money to influence employees against forming or joining labor organizations. The law specifically blocks tax deductions for costs like hiring anti-union consultants, running campaigns against unionization, or other activities aimed at discouraging union membership. This change increases taxable income for businesses engaging in such activities, directly affecting employers in the state who previously deducted these expenses.
SB 276, the Pregnant Workers Fairness Act, requires Pennsylvania employers to provide reasonable accommodations for employees with pregnancy-related limitations (like modified schedules, extra breaks, or equipment adjustments) unless it causes significant cost or disruption to the business. It prohibits employers from refusing such accommodations, forcing leave when alternatives exist, or retaliating against workers who request them. The law applies to all employers in Pennsylvania and makes it illegal to deny employment or change work terms based on pregnancy-related needs. Employees can file complaints with the Pennsylvania Human Relations Commission if their rights are violated, with enforcement mirroring existing anti-discrimination procedures.
SB 341 strengthens Pennsylvania's Wage Payment and Collection Law by expanding the definition of "employer" to include the Commonwealth, local governments, and public authorities, ensuring all public and private employers are covered. It requires the Department of Labor to collect and report quarterly data on wage violations, unpaid wages, and investigations to lawmakers and the public, and mandates quarterly reviews of "high violation industries" (those with 25+ violations in two years). The bill increases penalties for wage theft to $2,000 per violation or triple unpaid wages, whichever is greater, and adds stronger protections against employer retaliation for workers who file complaints or cooperate with investigations. These changes directly affect all employers in Pennsylvania and workers owed unpaid wages.
SB 321, the Mandatory Severance for Mass Layoffs Act, requires employers with 50+ employees to provide severance pay and advance notice when shutting down a facility, transferring operations, or laying off 50+ workers within 30 days. It mandates 90 days' notice (or federal requirements if longer) to employees, the state labor department, and local officials before such events. Severance pay equals one week of average pay per full year of employment, with an additional four weeks if notice is shorter than required. This applies to most full-time employees but excludes managers, temporary workers, and part-timers working under 20 hours weekly.
HB 815, the Worker Adjustment and Retraining Notification Act, requires employers with 50+ full-time equivalent employees to provide 90 days' written notice before mass layoffs or business closings affecting 30+ employees at a single site. It directly affects large employers in Pennsylvania, mandating notification to affected employees, the Department of Labor and Industry, and local municipalities. The bill specifies that notices must be delivered to employee representatives or employees directly, and includes exceptions for unforeseeable circumstances or natural disasters. Violations may result in civil penalties enforced by the Department of Labor and Industry.
SB 346 establishes workplace health and safety standards specifically for public employees in Pennsylvania, including state, county, city, school, and local government workers. It creates the Pennsylvania Occupational Safety and Health Review Board to handle disputes, requires employers to provide hazard-free workplaces, and authorizes workplace inspections. The bill extends protections similar to federal OSHA standards (which currently cover private-sector workers) to public employees who are not already covered by federal rules. Key provisions include employer duties to eliminate recognized hazards, requirements for written hazard disclosures, and penalties for violations.
HB 884 establishes Pennsylvania's Four-Day Workweek Pilot Program, allowing private and public employers to test a four-day workweek for at least 30 employees without pay or benefit cuts. Employers participating must apply to the Department of Labor and Industry, submit a transition plan, and allow the department to study impacts through surveys. Qualifying employers receive tax credits of either $250,000 per business or $5,000 per participating employee, capped at $15 million total annually. The program requires the Department of Labor and Revenue to coordinate administration, study outcomes, and encourage public-sector adoption, with the pilot set to expire after its initial implementation period.
SB 443 requires Pennsylvania employers to grant eligible employees up to two hours of paid time off on election days to vote. It applies to all employers in the state and directly affects registered voters who need to cast ballots during work hours. The bill mandates that employers must permit this leave without penalty, though they may specify the exact hours during which the time off can be taken. The policy aims to reduce barriers to voting by ensuring workers can access polling places without losing work time. The bill is currently pending in the State Government committee.
HB 560 amends Pennsylvania's Equal Pay Law to require employers with 15 or more employees to disclose pay ranges for job postings and internal transfer or promotion opportunities. Specifically, employers must provide the pay range to job applicants when a position is advertised and to current employees considered for internal moves. The bill also mandates that employers give new hires and update annually in writing the pay range for the employee's job title and for substantially similar positions within the company. This amendment, which would take effect 60 days after enactment, aims to increase pay transparency under the existing Equal Pay Law.
SB 342 creates the Pennsylvania Family and Medical Leave Act, providing eligible employees with up to six weeks of unpaid leave to care for a sibling, grandparent, or grandchild with a certified terminal illness. This applies only when the family member has no living spouse, children over 17, or parents under 65. The law builds on federal family leave protections but adds specific eligibility conditions for these family relationships. Employers must post a summary of the law, and employees can file complaints with the Department of Labor if denied leave under these provisions.
