This bill, known as the Responsible Artificial Intelligence Security for Employees Act, restricts how employers in Michigan can use automated decision-making tools and electronic monitoring systems for their workforce. It generally prohibits using these technologies for employment decisions like hiring or firing, except when screening large volumes of applications based on specific job criteria. Employers are only allowed to monitor employees for specific purposes such as ensuring job function completion, monitoring production quality, or protecting health and safety, and they must obtain written consent from every employee before using such tools. The legislation also mandates that employers provide clear notice of monitoring, maintain accurate data, allow employees to correct their records, and conduct impact assessments to ensure these tools do not negatively affect individuals based on protected characteristics.
This bill requires electric utilities in Michigan to include specific labor conditions in contracts for building or maintaining data centers. Under the new rules, these projects must use registered apprenticeship programs, pay workers at least the prevailing local wage and fringe benefit rates, and utilize project labor agreements or collective bargaining agreements. The legislation defines data centers as facilities housing equipment for data storage and processing and aims to ensure fair labor standards for construction work without speculating on future economic impacts.
This bill requires employers in Michigan to provide suitable seats with back support to employees working at locations they own, lease, or control, provided it is reasonable for the employee to sit while performing their duties. The law mandates that if sitting is not reasonable during active work, the employer must still keep a seat nearby and cannot prevent its use unless the employee is actively working. Employers who fail to comply face civil fines of $250 for each affected employee for every two-week period the violation continues, with penalties collected by county prosecutors or the state attorney general. Additionally, the Department of Labor and Economic Opportunity is authorized to create specific rules to implement these requirements, and the law applies to existing contracts that conflict with its provisions once those agreements expire or are renewed.
This bill requires employers in Michigan to display a poster outlining employee collective bargaining rights at every work site and provide a digital version to staff. The Department of Labor and Economic Opportunity will create this poster using materials from the National Labor Relations Board and ensure it is available in English and any other language requested by the employer or a labor organization. Employers who fail to comply face civil fines of $5,000 for a first violation and $10,000 for subsequent violations, which are collected by county prosecutors or the attorney general and deposited into the state general fund.
This bill, known as the Temporary Laborer Rights Act, establishes new regulations for temporary labor agencies, their clients, and the workers they employ in Michigan. It requires agencies to provide workers with clear written notices detailing job duties, pay rates, and meal or equipment costs before they start work. The law also mandates that agencies keep detailed records of transactions for seven years and makes these records available to workers upon request. Additionally, the bill prohibits agencies and clients from charging workers for meals they do not eat or for transportation to and from job sites. Finally, it includes provisions to prevent retaliation against workers who exercise their rights under the new rules.
This legislative resolution asks residents, employers, and community groups in Michigan to raise awareness about workers' rights and workplace protections. It highlights the importance of these rights for economic stability and directs attention to existing resources provided by state agencies like the Bureau of Employment Relations and the Occupational Safety and Health Administration. The bill specifically encourages promoting these rights during Workplace Rights Week, which is scheduled for April 27 through May 1, 2026. A copy of the resolution will be sent to the Director of the Department of Labor and Economic Opportunity to facilitate this outreach.
This Michigan bill, known as the Employee Fair Scheduling Act, establishes new rules for larger employers in retail, hospitality, and food service industries to provide more predictable work schedules. It requires companies with at least 20 employees to give new hires a written estimate of their expected hours and to post detailed work schedules at least 14 days in advance. The legislation also mandates compensation for certain last-minute schedule changes, allows employees to request schedule adjustments, and prohibits retaliation against workers who exercise these rights.
This bill, known as the Workplace Employee Boundaries Act, prohibits employers from requiring employees to check work emails, texts, or calls outside of their regular working hours. It allows workers to set specific times when they are available for work-related messages and protects them from retaliation, such as firing or threatening them, if they do not respond during off-hours. The law also bans employers from forcing employees to give up these protections as a condition of getting a job and provides for fines and extra pay for violations. Exceptions exist for emergencies, urgent notices to all staff, and situations where employees are already paid to be on call.
This bill requires employers in Michigan to pay employees their regular hourly wage for time spent participating in mandatory fall prevention training programs. The law applies to any employer who must ensure their staff complete the fall prevention training established under state public health regulations. By compensating workers for this required training time, the bill aims to remove financial barriers that might prevent employees from completing safety education. The legislation creates a new legal requirement for wage payment specifically tied to fall prevention training participation.
This bill modifies Michigan's Youth Employment Standards Act to update how work permits are issued and managed for minors under 18. It clarifies the documentation required to prove a minor's age, expands acceptable proof options to include school records and other documents, and establishes clearer procedures for when permits can be suspended or revoked due to poor school attendance or legal violations. The legislation also sets specific limits on how many hours minors can work during school weeks and non-school weeks, while removing certain older requirements that are no longer in effect. These changes aim to balance the need for youth employment with protections for minors' education and well-being.
