By Representative Madaro of Boston, a petition (accompanied by bill, House, No. 2145) of Adrian C. Madaro relative to establishing a minimum wage for certain employees of airline catering companies. Labor and Workforce Development.
By Representative Tyler of Boston, a petition (accompanied by bill, House, No. 2178) of Chynah Tyler for legislation to establish a prevailing wage for security officers. Labor and Workforce Development.
By Representative Uyterhoeven of Somerville, a petition (accompanied by bill, House, No. 2182) of Erika Uyterhoeven relative to an eight hour work day. Labor and Workforce Development.
This bill (HD 311) requires employers in Massachusetts who pay employees via payroll cards to provide specific protections. It mandates that employees can make at least one free withdrawal per pay period (no more than weekly) for their full net wages, and employers must disclose all fees upfront (excluding third-party fees). Additionally, employees must have free access to check their account balances online or via phone, without limits on how many times they can check. The bill directly affects workers receiving wages through payroll cards, ensuring clearer access to their earned pay and reducing unexpected costs.
This bill updates Massachusetts labor law definitions to ensure consistency. It revises Chapter 149, Section 148B to include both Chapter 151 and Chapter 152 when defining "employee," and adds a cross-reference in Chapter 152 to adopt the same definition. The change directly affects how employment laws in Chapters 151 (wage standards) and 152 (labor relations) are interpreted and applied. It eliminates potential confusion by aligning the term "employee" across these related statutes without creating new rights or obligations.
HD 499 amends Massachusetts law to include security guard services under prevailing wage requirements for public construction projects. It updates the definition of covered services in Chapter 149 to explicitly add "security guard" alongside existing categories like cleaning and maintenance. This means security officers working on state or municipal public works projects would now be entitled to the same prevailing wage rates as other covered workers. The bill directly affects security companies and their employees hired for public construction jobs. It makes a concrete policy change by expanding the scope of prevailing wage coverage to security services.
This bill defines "wrongful discharge" in Massachusetts employment law, specifically covering situations where an employee quits due to unbearable work conditions created by the employer (called "constructive discharge"), or is fired without "good cause" after a probationary period, or if the employer violates its own written personnel policy. It establishes that employees can recover lost wages (up to 4 years), fringe benefits, and interest for wrongful termination, but not pain and suffering or emotional distress damages. The law sets a one-year deadline for filing claims and excludes cases covered by collective bargaining agreements, anti-discrimination laws, or other specific statutes. It directly affects employees and employers in Massachusetts, clarifying when termination is legally unjustifiable and the remedies available.
HD 785 requires that workers on construction projects receiving specific government tax incentives (like tax increment financing, housing credits, or historic rehabilitation credits) be paid at least the minimum wage rates set by the state commissioner. It directly affects mechanics, apprentices, teamsters, chauffeurs, and laborers working on buildings funded through these programs. Employers must follow existing wage reporting rules (G.L. ch. 149, Section 27B), submit weekly payroll records to the tax relief authority, and make these records available for public inspection upon request. This bill ensures wage standards are tied to the tax benefits provided for these projects.
HD 977 would change Massachusetts labor law to establish a standard 4-day workweek of 32 hours for most private employers, replacing the current 5-day/40-hour standard. The bill amends multiple sections of the General Laws to reduce maximum weekly hours and adjust overtime thresholds, requiring employers to pay 1.5x regular wages for hours worked beyond 32 in a week. This directly affects most private-sector employers in Massachusetts, including businesses covered under chapters 147 and 149 of the General Laws. The key mechanism is the statutory shift from 40-hour to 32-hour workweeks, with overtime rules tied to the new 32-hour limit. The bill does not exempt any specific industries or employee categories from this change.
This bill (HD 995) requires Massachusetts' pension fund (PRIM) to enforce labor standards on investments in private real estate, equity, and infrastructure projects where it holds a majority stake (over 50% equity). It mandates that developers and operators must use "responsible contractors" who pay fair wages and benefits, provide health care and apprenticeships, and avoid contractors debarred for wage violations. For projects with less than 50% PRIM ownership, the fund must encourage but not require these standards. The bill also prohibits investments risking public job losses or reputational harm and requires PRIM to vet external managers for labor compliance and risk management.
