Labor & Employment

in committee · Michigan · House Mar 26, 2025

HB 4289: Labor: fair employment practices; certain employment discrimination information; require employers to post. Amends sec. 602 of 1976 PA 453 (MCL 37.2602) & adds sec. 202b.

HB 4289 requires Michigan employers with 2 or more employees to post a clear notice about equal pay laws in a visible workplace location. The notice must state that federal and state laws prohibit wage discrimination based on race, sex, religion, national origin, age, disability, sexual orientation, gender identity, height, weight, or marital status. It also provides contact details for reporting violations to the Michigan Department of Civil Rights, including a phone line and website. Employers who fail to post the notice may face a $100 civil fine.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires employers to post visible notices about anti-discrimination laws and violation reporting, strengthening worker protections against wage discrimination per MCL 37.2602.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Michigan · House Mar 26, 2025

HB 4296: Crimes: other; provision regarding wage discrimination based on sex; modify, and increase fines. Amends sec. 556 of 1931 PA 328 (MCL 750.556).

HB 4296 amends Michigan's wage discrimination law (MCL 750.556) to clarify that employers cannot pay differently based on protected characteristics like sex, race, religion, or marital status for similar work. It specifies that wage differences based on legitimate factors (not protected traits) do not violate the law. The bill maintains the existing fine structure for violations: up to $5,000 for employers with 1-15 staff, $10,000 for 16-50 employees, and $20,000 for larger businesses. This update aligns the penal code with current civil rights protections under the Elliot-Larsen Act. The bill directly affects all Michigan employers who hire workers.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentClarifies wage discrimination protections based on sex/race and increases fines for violations, strengthening worker rights under labor laws.95% confidence

Sub-Topics Employment Discrimination Labor Standards Minimum Wage

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in committee · Michigan · House Mar 26, 2025

HB 4294: State management: purchasing; award of state contracts to persons that do not possess fair paycheck workplace certificate; prohibit. Amends secs. 241 & 261 of 1984 PA 431 (MCL 18.1241 & 18.1261). TIE BAR WITH: HB 4295'25

HB 4294 prohibits state agencies from awarding construction, repair, remodeling, or demolition contracts to employers without a "fair paycheck workplace certificate." This requirement directly affects state agencies purchasing such services and contractors bidding on those projects. The bill amends Michigan's Management and Budget Act to add Section 241(3), mandating that all eligible contractors must hold this certificate, which verifies compliance with fair pay standards. The law applies to all state-funded construction projects where competitive bidding is required, ensuring contractors meet specific workplace fairness criteria before securing contracts.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates fair pay certification for state contractors, requiring compliance with fair wage standards and protecting workers' rights through procurement requirements.95% confidence

Sub-Topics Labor Standards

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in committee · Michigan · House Mar 26, 2025

HB 4293: Labor: fair employment practices; deductions from wages without written consent of employee; revise notice period for certain deductions related to garnishment. Amends sec. 7 of 1978 PA 390 (MCL 408.477).

HB 4293 requires Michigan employers to obtain written permission from employees before deducting most amounts from paychecks, with exceptions for legally required payments. It limits deductions to 15% of gross wages and ensures employees still receive at least the state or federal minimum wage after deductions. The bill also sets specific rules for handling overpaid wages (without consent if properly documented) and court-ordered debt deductions (requiring 10 business days' written notice). This directly affects all Michigan employers and employees who have deductions taken from their paychecks.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires written consent for wage deductions, limits to 15% gross wages, ensures minimum wage post-deduction, protecting worker pay rights per Labor: fair employment practices.90% confidence

Sub-Topics Labor Standards Minimum Wage

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in committee · Michigan · House Mar 26, 2025

HB 4297: Labor: fair employment practices; wage information of similarly situated employees; require an employer to disclose to an employee under certain circumstances. Amends sec. 13a of 1978 PA 390 (MCL 408.483a).

HB 4297 requires Michigan employers to disclose wage information for "similarly situated employees" upon an employee's request. Specifically, employers must provide details on salary, bonuses, overtime, and other compensation within 30 days, while redacting individual names but including sex and seniority data for comparable roles. The bill prohibits employers from retaliating against employees who ask for this information or from requiring non-disclosure of wages as a condition of employment. It directly affects all Michigan employers and their employees by increasing wage transparency for jobs with comparable duties, skills, and responsibilities.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires wage transparency for comparable roles, prohibits retaliation for requests, and bans non-disclosure clauses - directly advancing workers' rights to equitable pay.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Michigan · House Mar 26, 2025

HB 4295: Labor: fair employment practices; requirements to obtain a fair paycheck workplace certificate; provide for. Creates new act.

HB 4295 creates a "Fair Paycheck Workplace Certificate" program for Michigan employers. To obtain the certificate, employers must submit payroll data showing less than a 5% average pay gap between employees with different protected characteristics (like race, gender, or age) and pay the required fee. Employers without a valid certificate cannot claim to have one, facing up to $1,000 civil fines for false claims. The state will maintain a public database of certified employers, and all employee data submitted for certification is exempt from public disclosure.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates employers to demonstrate <5% pay gap across protected characteristics, enforcing pay equity and transparency via public certification database with enforcement penalties.95% confidence

Sub-Topics Employment Discrimination Labor Standards Professional Licensing

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in committee · Michigan · House Mar 26, 2025

HB 4292: Labor: discrimination; anonymous reporting of wage discrimination; allow. Amends sec. 602 of 1976 PA 453 (MCL 37.2602).

HB 4292 amends Michigan's Elliott-Larsen Civil Rights Act to improve reporting of wage discrimination. It requires the Michigan Civil Rights Commission to establish a dedicated phone line and a public website with an anonymous electronic reporting form for workers to report wage discrimination without revealing their identity. These mechanisms must prominently display the phone number and website link, ensuring anonymity for individuals who report violations or assist in investigations. The bill directly affects workers experiencing wage discrimination by providing safer, confidential reporting options.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEnables anonymous wage discrimination reporting, protecting workers from retaliation and strengthening enforcement of anti-discrimination laws.95% confidence

Sub-Topics Employment Discrimination Labor Standards Minimum Wage

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in committee · Michigan · House Mar 26, 2025

HB 4290: Labor: fair employment practices; certain information about a job applicant's compensation history and credit history; prohibit an employer from seeking or asking about. Amends sec. 13a of 1978 PA 390 (MCL 408.483a).

HB 4290 prohibits Michigan employers from asking job applicants about their past pay, credit scores, or credit history during the hiring process. It also prevents employers from requiring employees to sign agreements that stop them from discussing their wages or punishing employees for disclosing their pay. The law applies to most employers, with limited exceptions for legal or bonding requirements that legally mandate such information. This aims to reduce pay disparities by stopping employers from basing new salaries on past compensation.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits pay history inquiries and wage secrecy agreements to reduce pay disparities and protect worker rights per bill summary.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Michigan · House Mar 26, 2025

HB 4291: Labor: discrimination; certain protected attributes and characteristics of an employee; prohibit an employer from basing the employee's wage rate on. Amends 1978 PA 390 (MCL 408.471 - 408.490) by adding sec. 13b & repeals sec. 13 of 2018 PA 337 (MCL 408.943).

HB 4291 prohibits Michigan employers from paying employees different wages for equal work based on protected attributes like race, gender identity, religion, or age. It amends the state's wage law to require equal pay for jobs requiring equal skill, effort, and responsibility under similar conditions, while allowing exceptions for seniority, merit, or productivity-based systems. The bill explicitly defines "protected attributes" using the Elliott-Larsen Civil Rights Act and repeals a prior section (2018 PA 337, Sec. 13) that previously allowed certain pay differentials. It directly affects all Michigan employers and employees by mandating pay equity for comparable work. The law would take effect if passed, aligning Michigan's wage standards with broader civil rights protections.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits wage discrimination based on protected attributes, requiring equal pay for equal work under Michigan law, directly strengthening worker protections in employment.95% confidence

Sub-Topics Employment Discrimination Labor Standards Minimum Wage

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in committee · Michigan · House Apr 17, 2025

HB 4318: Labor: fair employment practices; penalty for wage and fringe benefit payment violations with the intent to defraud; increase. Amends sec. 15 of 1978 PA 390 (MCL 408.485).

House Bill 4318 increases the penalties for employers who intentionally fail to pay wages and fringe benefits owed to their employees. It establishes a tiered system where the severity of the punishment depends on the total value of the unpaid wages and benefits. For smaller amounts, employers could face misdemeanor charges with fines and imprisonment. However, for larger unpaid amounts or repeat offenses, employers could face felony charges, with significantly higher fines up to three times the unpaid amount and potential imprisonment for up to 20 years. This bill directly affects employers and their employees and will take effect 90 days after enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentIncreases penalties for wage/benefit non-payment, strengthening worker compensation protections and enforcing fair employment practices.95% confidence

Sub-Topics Labor Standards

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