Labor & Employment

in committee · Pennsylvania · House Jan 27, 2025

HB 323: An Act amending Title 15 (Corporations and Unincorporated Associations) of the Pennsylvania Consolidated Statutes, in general provisions relating to nonprofit corporations, providing for eligibility for receipt of State resources.

HB 323 requires nonprofit corporations (both domestic and foreign with 200+ Pennsylvania employees) to meet specific conditions to receive state contracts, funding, or grants. Key provisions include: prohibiting eligibility if the nonprofit violated federal labor laws in the past five years, was found guilty of unfair labor practices in Pennsylvania within five years, or fails to submit bylaws requiring at least 20% of board members to be current employees elected by staff. Healthcare-related funding (like Medicaid reimbursements) and past violations occurring before the law's effective date are exempt. The law applies to new state contracts, funding, or grants approved on or after its effective date, which is 60 days after enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits state funding for nonprofits violating labor laws/failing employee board representation requirements, directly strengthening labor protections and worker voice in nonprofits.92% confidence

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in committee · Pennsylvania · House Feb 24, 2025

HB 717: An Act amending Title 62 (Procurement) of the Pennsylvania Consolidated Statutes, in source selection and contract formation, further providing for debarment or suspension.

HB 717 amends Pennsylvania's procurement law to add wage law violations as a specific reason for barring state contractors from future government contracts. It directly affects state contractors who fail to pay wages owed to workers under the 1961 Wage Payment and Collection Law. The bill adds a new subsection (531(b)(6.1)) to the debarment rules, requiring state agencies to suspend or debar contractors found in violation of wage payment laws. This change creates a direct link between wage compliance and eligibility for state contracts. The bill takes effect 60 days after enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAdds wage violations as grounds for debarment, enforcing payment of owed wages under PA's 1961 Wage Law, directly protecting workers' rights through contractor penalties.90% confidence

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in committee · Pennsylvania · House Jan 29, 2025

HB 405: An Act amending Title 15 (Corporations and Unincorporated Associations) of the Pennsylvania Consolidated Statutes, in general provisions relating to business corporations, providing for eligibility for receipt of State resources.

HB 405 would require businesses with 200+ Pennsylvania employees to meet specific standards to receive state contracts, funding, or grants. Corporations would be ineligible if they violated federal labor laws (within 5 years), committed unfair labor practices (within 5 years), broke Pennsylvania's prevailing wage law (within 5 years), or failed to submit bylaws ensuring at least 20% of their governing board consists of employee-elected members. The bill applies only to new or renewed state contracts, funding, or grants approved after its effective date (60 days after enactment). This directly affects large corporations seeking state business by linking eligibility to labor compliance and employee representation requirements.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires compliance with labor laws for state contracts and mandates 20% employee-elected board representation, strengthening worker protections and corporate accountability.92% confidence

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in committee · Pennsylvania · House Apr 28, 2025

HB 1321: An Act amending Title 51 (Military Affairs) of the Pennsylvania Consolidated Statutes, in Pennsylvania National Guard, Pennsylvania Guard and militia, providing for leaves of absence for military spouses, for anti-retaliation protection and for employment protection.

HB 1321 creates a new "Military Spouse Leave and Employment Protection Act" in Pennsylvania law. It requires employers with 20+ employees to provide up to 14 paid days per year of leave for employees when their spouse is deployed to a combat zone or during a declared emergency, and up to 14 unpaid days for training deployments. The law prohibits employers from retaliating against employees who request this leave and mandates that employers maintain an employee's position, title, and accrued benefits during the leave. This directly affects Pennsylvania employees with military-connected spouses working at qualifying employers.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires paid leave for military spouses, prohibits retaliation, and maintains employment - directly protects workers' rights and benefits under Labor & Employment.95% confidence

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in committee · Pennsylvania · Senate May 22, 2025

SB 757: An Act providing for notice and disclosure of proposed collective bargaining agreements and related documents and for open records.

SB 757 requires public employers in Pennsylvania to publicly post proposed collective bargaining agreements, including cost estimates, on their websites for at least two weeks before signing. It mandates that these agreements become public records accessible online within 48 hours of receipt. The law applies to most public employees (excluding elected officials, management staff, and police/fire unions under separate law) and makes agreements unenforceable if proper notice isn't provided. This aims to increase transparency around public sector pay, benefits, and working conditions.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires public disclosure of collective bargaining agreements, enhancing transparency and protecting workers' right to informed negotiations per bill summary.95% confidence

Sub-Topics Collective Bargaining Tags Government Transparency

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in committee · Pennsylvania · Senate Apr 28, 2025

SB 678: An Act amending the act of July 14, 1961 (P.L.637, No.329), known as the Wage Payment and Collection Law, further providing for definitions; and providing for specific liability.

SB 678 amends Pennsylvania's Wage Payment and Collection Law to establish specific liability for general contractors in the construction industry. It makes general contractors jointly responsible for violations of wage payment laws committed by subcontractors providing construction services. The bill also requires subcontractors to repay general contractors for these liabilities, including wages and fees, unless otherwise specified in their contract or if the general contractor caused the violation by not paying promptly. These changes apply to construction contracts entered into on or after the bill's effective date.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMakes general contractors jointly liable for subcontractor wage violations, strengthening enforcement of wage payment laws and protecting workers' right to receive earned wages.95% confidence

Sub-Topics Labor Standards

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in committee · Pennsylvania · Senate May 28, 2025

SB 13: An Act providing for mandatory Statewide employer-paid sick leave for employees and for civil penalties and remedies.

This bill requires most Pennsylvania employers to provide paid sick leave to employees, directly affecting workers and their families who need time for medical care, family health needs, or public health emergencies. Employees earn one hour of paid sick leave for every 30 hours worked (max 56 hours/year), with rules on accrual, carryover, and usage. Employers with existing equivalent paid leave policies (covering the same purposes and conditions) are exempt. The bill mandates employers to provide written notice of leave policies and prohibits retaliation against employees using sick leave, with pay calculated at the employee's regular rate or minimum wage.

Topics ✓ HealthcareSupports HealthcareRequires paid sick leave for medical care access, enabling employees to seek treatment without financial penalty - directly improves healthcare access per bill's medical care purpose clause.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates employer-paid sick leave, expanding worker benefits and protecting health needs, aligning with support indicators for labor protections.95% confidence

Sub-Topics Public Health Labor Standards Minimum Wage Paid Leave

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in committee · Pennsylvania · House Mar 19, 2025

HB 964: An Act providing for employment leave for victims and victims' families because of violence; prohibiting certain acts by employers; prescribing penalties; and providing for a cause of action.

HB 964, the Victims of Violence Safe Employment Act, provides eligible Pennsylvania employees with up to 160 hours of protected leave when they or a defined family member experience a "qualifying act" of violence - including domestic violence, sexual violence, stalking, or abuse of a vulnerable adult. Employers cannot retaliate against employees for taking this leave, and employees can sue if they face adverse actions like termination or demotion for using it. The bill defines "family member" broadly to include domestic partners, caregivers, and others with significant emotional ties, and "qualifying acts" cover both criminal and non-criminal violent conduct. It requires employers to allow the leave without penalty, with penalties for violations including fines and legal liability.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProvides protected leave for violence victims, prohibits retaliation, and enables legal action - directly strengthens worker protections under Labor & Employment.95% confidence

Sub-Topics Paid Leave

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in committee · Pennsylvania · House Apr 3, 2025

HB 1150: An Act amending the act of January 17, 1968 (P.L.11, No.5), known as The Minimum Wage Act of 1968, further providing for definitions, for minimum wages and for preemption.

HB 1150 raises Pennsylvania's minimum wage to $15 per hour starting January 1, 2026, with annual increases thereafter. It also establishes a phased timeline for tipped employees: requiring higher base cash wages starting in 2025 (e.g., $5.00/hour after June 2025) and mandating that by July 1, 2029, employers must pay the full minimum wage without relying on tips. The bill ensures all tips received by employees remain their property and cannot be used by employers to meet minimum wage requirements. This directly affects most private-sector employers and tipped workers in Pennsylvania, particularly in hospitality and service industries.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRaises minimum wage to $15/hr by 2026, mandates full tip retention for workers, strengthening wage protections and workers' rights under Labor & Employment.95% confidence

Sub-Topics Labor Standards Minimum Wage

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in committee · Pennsylvania · Senate Jun 3, 2025

SB 817: An Act amending the act of March 4, 1971 (P.L.6, No.2), known as the Tax Reform Code of 1971, providing for prevailing wage and apprenticeship requirements.

SB 817 amends Pennsylvania's Tax Reform Code to require businesses seeking tax incentives (like exemptions or credits) for construction projects to meet prevailing wage and apprenticeship standards. Specifically, businesses making capital investments over $25,000 for construction, reconstruction, or repair on property where they seek tax benefits must ensure 70% of workers are skilled craft laborers and all workers receive the state-set prevailing wage. Violations require the business to refund 100% of the tax benefit received for that year. This applies to construction work (excluding routine maintenance) and is enforced by the Department of Labor and Industry under existing prevailing wage laws.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill closes tax loophole by requiring prevailing wage for construction tax incentives, ensuring fiscal responsibility in incentive distribution.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates prevailing wage and 70% skilled labor requirements for tax-incentivized construction projects, directly protecting worker compensation and promoting apprenticeship opportunities.95% confidence

Sub-Topics Apprenticeships

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