This bill establishes Massachusetts' "Smart Work Week Pilot" to test four-day work weeks for qualifying private employers. It requires employers with at least 15 employees to apply, transition to a four-day schedule without pay cuts, and allow employees to opt out. The program runs for at least two years, collecting data on worker well-being and business impacts through surveys and interviews. Participating employers may receive a tax credit (excluding public-sector employers) based on their transition costs and data submission. The pilot aims to study whether this model benefits both workers and businesses.
HD 2782 requires Massachusetts public employers (like state park staff, construction crews, and utility workers) to prevent heat-related illness among outdoor workers. It mandates written prevention plans including regular heat monitoring, access to water and shade, paid rest breaks, emergency response procedures, and annual training for employees and supervisors. The Department of Labor Standards must establish heat exposure standards by January 1, 2027, with public employers required to comply within six months of that date. The law also prohibits retaliation against workers reporting heat-related concerns.
This bill expands Massachusetts' prevailing wage laws to cover offsite fabrication work for public construction projects. It directly affects contractors, subcontractors, and workers involved in custom plumbing, electrical, mechanical, and sheet metal systems (like piping or ductwork) made offsite for public projects. Key provisions require contractors to report detailed payroll information weekly, including the fabrication location, worker names, occupations, hours, and wages paid. The law ensures these offsite workers receive the same wage rates and reporting standards as on-site construction labor under existing public works rules.
This bill establishes that app-based delivery workers (like those for food or package delivery apps) are presumed to be employees of Delivery Network Companies (DNCs) for wage and labor purposes. It requires DNCs to pay at least the state minimum wage for all "working time" (including both delivery time and time spent waiting for assignments), or 150% of minimum wage for delivery time if workers control their schedule. DNCs must provide detailed payroll data to the Department of Labor, including hours worked, pay rates, and incentives, and publish quarterly reports on average wages and hours by location. The bill directly affects app-based delivery workers and the companies using them, changing how their compensation is calculated and reported.
This bill establishes that Massachusetts municipalities are considered employers under state minimum wage laws (Chapter 151, Section 1). It directly affects municipal employees in cities and towns by requiring local governments to comply with the state's minimum wage standards. However, municipalities can opt out of this requirement by passing a majority vote in their legislative body, with approval from the chief executive officer (or just the legislative body if no chief executive exists). The bill creates a clear mechanism for local governments to choose whether they must follow the state minimum wage for their own employees.
This bill requires private railroad companies and their contractors, as well as MassDOT's rail and transit division (which operates commuter rail), to provide earned sick leave under the same standards as other Massachusetts workers. Specifically, it mandates compliance with Chapter 149, Section 148c of the General Laws, which sets minimum sick leave requirements. The law directly affects railroad workers employed by these entities, ensuring they receive paid sick time for health needs. It extends existing state sick leave protections to workers in the railroad sector who were previously excluded. The key mechanism is applying the established Chapter 149 rules to these specific employers without creating new requirements.
This bill changes overtime rules for Massachusetts agricultural workers and creates a tax credit for farms. It requires farms to pay overtime at 1.5 times the regular rate for hours worked beyond 55 in a week (instead of the standard 40 hours) for employees primarily engaged in farming activities. Farms employing agricultural workers (excluding immediate family members) receive a refundable tax credit of up to 40% of overtime wages paid, with smaller farms getting a higher percentage of the credit based on their employee count. The credit is designed to offset compliance costs for farms while clarifying what constitutes agricultural work under the law.
By Mr. Finegold, a petition (accompanied by bill, Senate, No. 1332) of Barry R. Finegold for legislation to clarify the process for paying the wages of dismissed employees. Labor and Workforce Development.
By Mr. Oliveira, a petition (accompanied by bill, Senate, No. 1362) of Jacob R. Oliveira, Rodney M. Elliott, Rebecca L. Rausch, Jason M. Lewis and other members of the General Court for legislation to prohibit mandatory overtime. Labor and Workforce Development.
This bill raises Massachusetts' minimum wage to $20.00 per hour by 2029 through phased increases (starting at $16.25 in 2026). It establishes an automatic annual adjustment starting in 2030, where the minimum wage will increase each January based on the previous year's inflation rate (using the Consumer Price Index). The bill directly affects all public and private employers in Massachusetts who pay hourly wages. It also adjusts the tipped wage to 60% of the new minimum wage rate.
