This bill requires Massachusetts employers with 50 or more employees to offer pre-tax transit benefits to non-union workers, aligning with federal tax rules. It mandates that employers provide this benefit as a way to reduce employees' taxable income for commuting costs, with fines of $100 for first violations and $250 per month for ongoing non-compliance. The Department of Revenue must run a public awareness campaign and provide multilingual materials to help workers understand and request these benefits. The law applies to private employers (excluding federal government employers) and takes effect one year after enactment.
HD 433 modifies Massachusetts' unemployment insurance rules for overpayments. It limits deductions from future benefits to 10% of the weekly rate for recipients not at fault, sets a 3-year deadline for recovery in such cases, and expands waiver eligibility for people on public assistance (like SNAP or TAFDC) or facing financial hardship. The bill also requires a 60-day waiting period before collections begin and clarifies when overpayments must be waived due to department errors or specific hardship situations (e.g., pandemic-era payment mistakes). It directly affects unemployment benefit recipients who received overpayments through no fault of their own.
HD 2405, "An Act relative to fairness in debt collection," protects consumers facing debt collection by setting clear limits on wage garnishment. It exempts 90% of a consumer's gross weekly wages (or 65 times the state/federal minimum wage) from attachment for consumer debt, with an additional hardship exemption available through a court process. The bill also prohibits employers from firing or refusing to hire workers due to garnishments and sets a 5-year statute of limitations for debt collection actions. These provisions apply to most personal debts (like credit cards or medical bills) but exclude mortgages, homeowner fees, and child support.
HD 3058 requires employers with 10 or more employees to offer a "parking cash-out" program instead of providing free or subsidized parking. Under this law, employees who choose not to use employer-provided parking can receive equivalent financial benefits - such as transit subsidies, cash, or a mix - equal to the current market cost of parking. Employers must calculate this cost based on nearby public parking rates or, if unavailable, the lowest-priced transit option within a quarter-mile, adjusting annually using the Consumer Price Index. The bill directly affects employers (excluding those with union contracts requiring parking or vehicle-reimbursed roles) and their employees who currently receive parking benefits.
This bill (HD 3047) requires public safety telecommunicators - emergency call dispatchers who handle 911 and non-emergency calls for police, fire, and medical services - to receive the same internal benefits as first responders. These benefits include health coverage, retirement plans, and other agency-provided perks, but the bill explicitly states that telecommunicators' compensation and pension benefits will remain unchanged. It applies to all dispatchers employed by public safety agencies, including those who supervise others in this role. The policy change ensures these critical frontline staff receive equitable internal support without altering their current pay or retirement terms.
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Public Safety
This bill (HD 216) changes worker compensation rules for healthcare workers who contract COVID-19 on the job. It states that for any claim where an employee is diagnosed with COVID-19, it is automatically presumed they were performing regular duties, the claim is valid under the law, and proper notice was given. The law specifically covers healthcare employees and non-medical staff at hospitals, nursing homes, psychiatric facilities, emergency medical technicians, paramedics, and at-home care workers. This shifts the burden of proof to employers in such claims, making it easier for these workers to receive compensation.
This bill requires construction contractors and subcontractors working on specific public projects to use approved apprenticeship programs. Within 30 days of winning a contract, they must join or maintain a state or U.S. Department of Labor-approved program and employ registered apprentices throughout the project. By January 1, 2025 (for most contracts), approved programs must have graduated at least three apprentices to journey worker status in the past five years. Contractors must submit written compliance proof and program details to the attorney general within 45 days of contract award. It affects all trade contractors on eligible construction, reconstruction, maintenance, or repair projects under specified state laws.
Massachusetts bill SD 956 requires employers with state business licenses to verify all new employees' work authorization using the federal E-Verify program. It prohibits employers from intentionally or knowingly hiring unauthorized workers, including those contracted through independent contractors. The law establishes a complaint process where workers or others can report violations without providing Social Security numbers, with investigations handled by the Attorney General or District Attorneys. Employers found violating the law must terminate unauthorized employees' work and face penalties, while all immigration status checks must be confirmed through federal authorities, not state officials.
This bill requires that any Massachusetts state or local government contract receiving state funds must employ up to 2% of workers with disabilities, provided the contractor employs at least 75 full-time equivalent workers. It specifically applies to service contracts for janitorial, landscaping, food services, facility management, and other similar work. The law defines "individuals with disabilities" broadly to include various physical and mental conditions, and mandates that agencies like the Massachusetts Office on Disability will implement the rule within one year of contract award. Contractors must also use nonprofit employment providers to support workers with disabilities, while minimizing displacement of current workers.
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People with Disabilities
This bill establishes the Massachusetts Community College Career Pathways Trust Fund to support low-income students, particularly those receiving Transitional Aid to Families with Dependent Children (TAFDC), in earning certificates or associate degrees. It creates education opportunity coordinators at every community college to help students access career planning, financial aid, childcare, and work-study programs. The fund provides state work-study jobs (capped at 15 hours/week) at colleges, career-related off-campus sites, or community service roles, prioritizing TAFDC recipients. Annual reports will track student enrollment, success rates, and post-graduation employment to evaluate the program’s effectiveness.
