HB 5119 allows tax-exempt organizations in Michigan (like nonprofits) to claim a state tax credit equal to 50% of the federal Work Opportunity Tax Credit (WOTC) they earn for hiring employees from specific targeted groups. The credit applies to wages paid to employees certified by Michigan’s unemployment agency as members of these groups, starting in tax years beginning January 1, 2026. Employers must claim this credit on their annual tax returns, and it can only offset state income tax withholding - any excess credit isn’t refunded. The bill directly affects tax-exempt employers hiring eligible employees, aligning Michigan’s credit with federal WOTC rules.
HB 4129 creates a program to award annual grants to graduates working in Michigan's nuclear or hydrogen energy sector. It provides up to $3,000 per year for three years to individuals who: (1) graduate from a qualifying STEM program (like engineering or skilled trades supporting nuclear/hydrogen facilities), and (2) work at a qualified facility in Michigan within one year of graduation. The program requires annual employment verification, with repayment required if employment ends or false information is provided (penalties include fines up to $1,000). Funds are managed through a dedicated state account administered by the Department of Labor and Economic Opportunity.
HB 5141 amends Section 2 of Michigan's 1939 Labor Relations Act (MCL 423.2) by removing specific exclusions from the definition of "employee." This change would extend labor protections to workers previously excluded, including domestic workers, agricultural laborers, and certain supervisors. The bill directly affects these workers by ensuring they fall under the act's coverage for organizing, collective bargaining, and dispute resolution. It makes a concrete policy change to the legal definition without altering other provisions of the law.
SB 630 requires broadband developers to pay prevailing wages and fringe benefits to workers on certain broadband service projects in Michigan. It directly affects broadband developers working on new construction, improvement, or expansion projects that are *not* funded by federal programs like the Infrastructure Investment and Jobs Act or the Coronavirus Capital Projects Fund. The bill applies existing prevailing wage requirements - meaning workers must receive the local standard wage for similar work, including benefits - to these specific broadband projects. This policy change ensures fair compensation for labor on state-supported broadband infrastructure, aligning with broader wage standards for public projects.
HB 5185 modifies Michigan's worker's compensation law to clarify job search requirements for injured workers. It presumes a good-faith job search effort if an injured worker is employed by their current employer (with accommodations), submits two or more job applications, or works full-time. The bill also exempts workers from seeking employment if a doctor states it risks health, interferes with treatment, or if they're already employed (with evidence of potential benefit loss), during public health emergencies, or for other valid reasons. A job is only considered "reasonably available" if the worker receives a genuine job offer. This change directly affects injured workers receiving compensation and aims to balance their job search obligations with medical and employment realities.
HB 5178 modifies Michigan's worker's compensation law to clarify when injured workers can sue their employers beyond standard benefits. It specifies that an employer's intentional harm (e.g., deliberately causing injury or ignoring known safety risks) or serious violations of safety laws (under the Michigan OSHA Act) allow workers to seek additional compensation. If safety violations cause injury, weekly compensation payments must increase by 100%. This directly affects injured workers and employers who fail to comply with safety regulations, while maintaining worker's compensation as the primary remedy for most workplace injuries.
House Bill 4492 proposes changes to the state's wage act regarding employees who receive gratuities, commonly known as tipped employees. Currently, employees can voluntarily share their tips with co-workers. This bill would allow employers to require tipped employees to share their gratuities with other employees, provided the initial tipped employee's gratuities still meet a specific wage threshold. This change directly affects employees who earn tips and their employers by altering the rules for gratuity distribution within a workplace.
HB 5215 prohibits Michigan employers from firing, punishing, or threatening employees who are running for public office or intend to run, including during nonworking hours for campaign activities. It directly affects employees seeking public office and their employers across all sectors in Michigan. Employers violating the law face civil fines up to $2,000, and affected employees can sue for lost wages or seek court orders to stop discrimination. The bill creates new legal remedies while clarifying that existing employment agreements conflicting with these protections will be superseded after their expiration.
HB 5232 changes Michigan's military leave law to require local governments (cities, towns, counties) to provide paid leave for certain law enforcement and fire department employees who serve in active military duty. It mandates that local units of government must cover the pay difference between an employee's civilian salary and military pay during their leave, ensuring they don't lose income. The bill specifically adds mandatory paid leave for these public safety workers, while still allowing local governments flexibility to create similar programs for other employees. This amendment updates existing law (MCL 32.273a) to reflect new requirements for first responders.
HB 5233, the "Military Leave for First Responders Act," requires fire departments and law enforcement agencies in Michigan to provide at least 26 days of paid leave annually for employees serving in military reserve components. It directly affects fire department and law enforcement agency members who are enlisted in reserve units, covering both active duty deployment and training. The law mandates employers pay these members their regular wage during leave and maintain all contractually required benefits. It also specifies advance notice requirements for leave requests (14 days for 10-20 days off, as soon as possible for longer periods) and includes a provision for paid leave to attend pre-induction military exams.
