Labor & Employment

in committee · Michigan · House May 7, 2025

HB 4433: Labor: fair employment practices; absence from work to respond to an emergency as an emergency responder; protect from adverse employment action. Creates new act.

House Bill 4433, titled the "emergency responder employment protection act," aims to protect employees in Michigan who serve as emergency responders. The bill prohibits employers from discriminating against, disciplining, or firing an employee for being an emergency responder or for being absent from work to respond to an emergency. To be protected, employees must provide notice before their shift, submit a written statement of emergency need within 72 hours, and ensure their absence does not create a workplace safety concern. Employees are also required to notify their employer of their emergency responder status and provide documentation, while employers retain the ability to treat such absences as paid or unpaid time off.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects emergency responders from adverse employment actions (discrimination, discipline, termination) for emergency absences, strengthening fair employment practices and worker rights.95% confidence

Sub-Topics Workplace Safety Tags Public Safety

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in committee · Michigan · House May 7, 2025

HB 4436: Labor: health and safety; employee communication regarding an occupational safety and health practice or hazard related to a communicable disease; prohibit an employer from taking an adverse employment action based on. Amends 1974 PA 154 (MCL 408.1001 - 408.1094) by adding sec. 66.

House Bill 4436 amends Michigan's occupational safety and health act to protect employees who communicate about workplace safety. The bill prohibits employers from firing or discriminating against an employee who discloses information about an occupational safety practice, workplace hazard, or communicable disease to the employer, other employees, a government agency, or the public. Employers are also barred from requiring employees to sign agreements or follow policies that limit such disclosures, rendering such provisions void. Additionally, the bill prevents employers from taking adverse action against an employee for wearing their own personal protective equipment that offers more protection than employer-provided gear. If an employer takes action within 90 days of a protected activity, it is presumed to be a violation.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer retaliation for reporting safety hazards/communicable diseases, directly protecting worker rights under labor health/safety provisions.95% confidence

Sub-Topics Workplace Safety

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in committee · Michigan · House May 7, 2025

HB 4453: Labor: fair employment practices; employees who perform certain lawful activities during nonworking hours; prohibit employers from discriminating against. Creates new act.

House Bill 4453, titled the "Employee Privacy Protection Act," proposes to prevent Michigan employers from making employment decisions based on an employee's lawful activities that occur off company property and outside of working hours. This includes decisions related to hiring, firing, or compensation. The bill outlines exceptions, such as activities that impair job requirements, create a significant conflict of interest, or misuse employer property. It also prohibits employers from retaliating against individuals who report violations and allows injured parties to seek civil action, including damages and attorney fees, if their rights under the act are violated.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer discrimination based on lawful off-duty activities, protecting workers' rights in hiring/firing/compensation decisions per bill summary.92% confidence

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in committee · Michigan · House May 7, 2025

HB 4457: Health facilities: employees; use of state funds to discourage unionization; prohibit and provide remedies for. Amends 1978 PA 368 (MCL 333.1101 - 333.25211) by adding sec. 20176b.

House Bill 4457 prohibits health facilities and agencies that receive state money from using those funds to interfere with or discourage employee unionization. The bill requires these facilities to maintain detailed records of state money expenditures and submit quarterly reports to the department. The department is authorized to audit these records to ensure compliance with the prohibition. Facilities found in violation may face civil liability to recover misused funds and a three-year ban on receiving state money.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits health facilities from using state funds to discourage unionization, directly protecting collective bargaining rights and workers' organizing efforts.95% confidence

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in committee · Michigan · House May 7, 2025

HB 4455: Labor: fair employment practices; worker freedom act; create. Creates new act.

House Bill 4455, known as the "Worker Freedom Act," aims to protect employees in Michigan from employer actions related to religious or political matters. The bill prohibits employers from taking adverse employment action, such as discharge or discipline, against an employee who declines to attend or participate in employer-sponsored meetings or communications that convey the employer's opinion on religious or political issues. It also prevents retaliation against employees who report suspected violations of the act. Employees can pursue a civil action for remedies including reinstatement, back pay, and attorney fees if their rights under this act are violated.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer retaliation for declining religious/political meetings, directly protecting workers' rights under fair employment practices.90% confidence

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in committee · Michigan · House May 7, 2025

HB 4456: Labor: fair employment practices; employer monitoring of employee communications; prohibit unless the employer establishes an employee monitoring policy and discloses that policy to employees. Creates new act.

House Bill 4456 regulates how employers in Michigan monitor their employees' communications. It prohibits employers from monitoring employee communications unless they establish a written policy that is disclosed to and acknowledged by each employee. This policy must specify the methods, media, types, and frequency of monitoring, and applies only to electronic devices owned by the employer. The bill explicitly prohibits monitoring personal employee devices. Employers who violate these provisions may be liable for damages to the affected employee, including a minimum of $5,000 plus attorney fees.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer monitoring without written policy disclosure, protecting employee communication privacy under fair employment practices.95% confidence ✓ TechnologySupports TechnologyProhibits employer monitoring without written policy disclosure, protects employee data privacy on personal devices, directly advancing data privacy protections in technology policy.95% confidence

Sub-Topics Labor Standards

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in committee · Michigan · House May 7, 2025

HB 4438: Labor: fair employment practices; employer taking adverse employment action against an employee who raises concern over infection control; prohibit. Creates new act.

HB 4438 aims to protect employees in Michigan from retaliation by their employers. It prohibits employers from taking adverse actions, such as reducing pay, denying promotions, or terminating employment, against an employee. This protection applies when an employee raises concerns or criticizes the employer's handling or management of a communicable disease in the workplace. Employees can voice these concerns to the employer, other employees, state agencies, or the public, including through social media. The bill also allows affected employees to file a civil lawsuit for damages or injunctive relief.

Topics ✓ HealthcareSupports HealthcareProtects employees reporting infection control concerns, advancing public health safety in workplaces by preventing retaliation for raising communicable disease issues.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProtects employees from retaliation for raising workplace infection control concerns, strengthening fair employment practices and worker safety protections.95% confidence

Sub-Topics Public Health

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in committee · Michigan · House May 7, 2025

HB 4448: Labor: other; cause for termination of employment; require. Creates new act.

House Bill 4448, known as the "Wrongful Discharge from Employment Act," aims to protect employees in Michigan by prohibiting employers from terminating their employment without cause. Under this bill, a discharge is considered wrongful if it's in retaliation for an employee reporting or refusing to violate public policy, is not for "just cause" after a probationary period, or violates the employer's own written policies. The bill defines "just cause" and limits employee probationary periods to a maximum of three months. Employees who believe they have been wrongfully discharged can either file a lawsuit to recover lost wages and potentially punitive damages, or file a complaint with the Department of Labor and Economic Opportunity, which will investigate and attempt to resolve the issue.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits termination without cause, protects against retaliation for reporting violations, defines 'just cause' to strengthen worker protections.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Michigan · House May 7, 2025

HB 4439: Labor: health and safety; employee communication regarding an occupational safety and health practice or hazard; prohibit an employer from taking an adverse employment action based on. Amends 1974 PA 154 (MCL 408.1001 - 408.1094) by adding sec. 66a.

House Bill 4439 amends the Michigan occupational safety and health act to protect employees who refuse to work due to a reasonable belief of exposure to a communicable disease or unsafe condition. This protection applies if the employee first requested the employer to correct the issue, the issue was not corrected, and the employee reported it to the Michigan Occupational Safety and Health Administration (MIOSHA). If an employee is not reassigned under these circumstances, the employer must pay their wages for the period the condition remains uncorrected. The bill also creates a presumption of employer violation if adverse action is taken against an employee within 90 days of them engaging in these protected activities.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects employees from adverse actions when reporting safety hazards, requiring employer correction and payment if not reassigned, directly strengthening workplace safety protections.95% confidence

Sub-Topics Labor Standards Workplace Safety

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in committee · Michigan · House May 7, 2025

HB 4451: Labor: collective bargaining; status as permanent replacement employee; prohibit employees from offering or granting to certain individuals who work for the employer during a labor dispute. Amends sec. 16 of 1939 PA 176 (MCL 423.16).

House Bill 4451 amends current law regarding unlawful employer practices during labor disputes. This bill prohibits employers from offering or granting permanent replacement employee status to individuals who perform work during a labor dispute. It also makes it unlawful for employers to give employment preference to individuals who worked or were willing to work during a dispute, over employees who were part of the labor dispute and have offered to return to work. This aims to protect the jobs of employees who participate in collective bargaining activities during a strike.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits permanent replacement workers during labor disputes, protecting collective bargaining rights and preventing employer preference for strikebreakers over returning workers.95% confidence

Sub-Topics Collective Bargaining

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