Labor & Employment

in committee · Pennsylvania · Senate Jun 30, 2026

SB 142: An Act prohibiting enforcement of covenants not to compete in broadcast employment agreements.

SB 142 prohibits employers in Pennsylvania's broadcast industry (including TV, radio, and digital media companies) from enforcing non-compete clauses in employment agreements. It makes such clauses void and unenforceable if they restrict an employee's ability to move to a new employer or work within a specific geographic area after leaving a job. The bill does not affect agreements requiring employees to keep company information confidential. The law takes effect 60 days after enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits non-compete clauses restricting job mobility in broadcast employment, directly protecting workers' rights and enhancing employment flexibility per bill summary.95% confidence

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in committee · Pennsylvania · House Jan 30, 2025

HB 421: An Act protecting workers from training repayment agreement provisions; conferring powers and imposing duties on the Department of Labor and Industry; and imposing penalties.

HB 421 prohibits Pennsylvania employers from requiring employees to sign training repayment agreements as a condition of employment. The bill directly affects workers who might otherwise be forced to repay training costs if they leave a job, excluding government employers and agreements under collective bargaining. It makes such agreements void and unenforceable, with the Department of Labor and Industry empowered to investigate violations. Employers violating the law face civil penalties of up to $25,000 per violation, increasing to $25,000 per affected employee for repeat offenses. The law takes effect 60 days after enactment.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProhibits employer-mandated training repayment agreements, directly protecting workers' rights from financial penalties upon job separation.95% confidence

Sub-Topics Apprenticeships Labor Standards Workforce Development

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in committee · Pennsylvania · House Feb 4, 2025

HB 466: An Act amending the act of July 23, 1970 (P.L.563, No.195), known as the Public Employe Relations Act, in definitions, further providing for definitions; and, in scope of bargaining, providing for political contributions.

HB 466 prohibits public employers from deducting wages to fund political contributions made by employee unions, except for existing collective bargaining agreements in place before the law took effect. It directly affects public employee unions and their ability to use payroll deductions for political activities. The bill adds a new provision banning such deductions in new or renewed contracts while allowing pre-existing agreements to continue. It exempts employees covered by the Policemen and Firemen Collective Bargaining Act, who are generally prohibited from striking.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentProhibits public employer wage deductions for union political contributions in new contracts, restricting union funding mechanisms and limiting collective bargaining power.90% confidence

Sub-Topics Collective Bargaining Public Employees

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in committee · Pennsylvania · House Feb 11, 2025

HB 551: An Act providing for paid leave time for a pregnancy loss or related reason; and imposing penalties.

HB 551, the "Support Through Loss Act," requires employers with five or more employees in Pennsylvania to provide 24 hours of paid leave annually for employees experiencing pregnancy loss or related reproductive health events. It covers specific situations like pregnancy loss, failed fertility treatments (including assisted reproductive technology), adoption issues, or fertility-related diagnoses, as well as leave to care for a spouse or domestic partner in these circumstances. Employers must post notices about the policy and are prohibited from retaliating against employees who use this leave or discriminating based on its use. The bill takes effect for all covered employers starting January 1, 2026.

Topics ✓ HealthcareSupports HealthcareProvides paid leave for reproductive health events including pregnancy loss, improving access to healthcare services and protecting employee rights during medical needs.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentMandates 24 hours of paid leave for pregnancy loss/reproductive health events, expanding worker benefits and protecting reproductive rights under employment standards.95% confidence

Sub-Topics Women's Health Paid Leave

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in committee · Pennsylvania · House Feb 12, 2025

HB 590: An Act amending the act of December 5, 1936 (2nd Sp.Sess., 1937 P.L.2897, No.1), known as the Unemployment Compensation Law, in administration of act, providing for emergency unemployment compensation assistance.

This bill amends Pennsylvania's Unemployment Compensation Law to create a process for providing emergency staffing during high-demand periods. It allows the Governor to hire additional workers or reassign existing state employees (including furloughed staff) to unemployment compensation offices when the state enters an extended benefit period or declares a disaster emergency. The Governor must consult with legislative committee chairs before making staffing decisions, and all actions must prioritize employee health and safety. The law takes immediate effect to help ensure unemployed Pennsylvanians can access benefits without delays during crises.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill ensures timely unemployment claim processing during emergencies by authorizing emergency staffing, directly supporting workers' access to benefits under unemployment compensation law.90% confidence

Sub-Topics Unemployment

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in committee · Pennsylvania · House Feb 12, 2025

HB 594: An Act amending the act of October 27, 1955 (P.L.744, No.222), known as the Pennsylvania Human Relations Act, further providing for definitions; providing for use of automated employment decision tool; and further providing for civil penalties.

HB 594 amends Pennsylvania's Human Relations Act to regulate the use of AI-driven hiring tools. It requires employers using automated employment decision tools (like AI resume screeners) to notify job applicants 10 days before interviews, explain how the tool works, and obtain explicit consent. Employers must also conduct annual bias audits to check for unfair discrimination against protected groups and publicly post audit summaries online. Violations could result in civil penalties of up to $1,500 for repeat offenses. This directly affects all Pennsylvania employers and employment agencies using such technology in hiring, promotion, or compensation decisions.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires bias audits & transparency for AI hiring tools to prevent discrimination, strengthening worker protections under employment standards.90% confidence ✓ TechnologySupports TechnologyRegulates AI hiring tools with transparency, consent, and bias audits to protect applicants from discrimination, advancing data privacy and digital rights in tech use.95% confidence

Sub-Topics Artificial Intelligence

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in committee · Pennsylvania · House Feb 20, 2025

HB 631: A Joint Resolution proposing an amendment to the Constitution of the Commonwealth of Pennsylvania, providing for an economic bill of rights.

HB 631 proposes adding a new "economic bill of rights" to Pennsylvania's state constitution, guaranteeing four specific rights: a living wage for supporting a family (Section 30a), affordable healthcare and health opportunities (30b), safe transportation infrastructure (30c), and safe working conditions (30d). This constitutional amendment would directly affect all Pennsylvania residents by establishing these economic rights as fundamental. The resolution outlines the process requiring two legislative passages by the General Assembly, followed by voter approval at the next eligible election. If approved by voters, it would become part of Pennsylvania's constitution.

Topics ✓ HealthcareSupports HealthcareBill explicitly guarantees 'affordable healthcare and health opportunities' as a constitutional right (Section 30b), directly advancing healthcare access and rights per indicators.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentBill explicitly guarantees safe working conditions (30d) and living wage (30a), directly advancing labor and employment rights through constitutional amendment.95% confidence ✓ TransportationSupports TransportationBill explicitly guarantees 'safe transportation infrastructure' (Section 30c) as a constitutional right, directly advancing transportation safety standards.95% confidence

Sub-Topics Minimum Wage

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in committee · Pennsylvania · House Feb 20, 2025

HB 637: An Act establishing the Youth Summer Employment Grant Program and the Youth Summer Employment Fund; and authorizing regulations.

HB 637 establishes Pennsylvania's Youth Summer Employment Grant Program, administered by the Department of Labor and Industry. The program provides grants to eligible employers (including businesses, nonprofits, and municipalities) who hire residents aged 15-18 for at least eight weeks during summer, pay at least $15/hour or the state minimum wage, and offer work or educational experiences. Grants amount to $5,000 for 10-20 youth, $10,000 for over 20 youth, with an additional $5,000 if 50% of hired youth live in historically disadvantaged communities (defined as areas with ≥20% poverty for 30+ years). Funding comes from a new nonlapsing Youth Summer Employment Fund in the State Treasury, with the department required to advertise the program to employers and schools.

Topics ✓ Budget & TaxesSupports Budget & TaxesBill allocates state funds ($5k-$10k grants) to fund youth employment program, directly advancing public service funding under budget management.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentEstablishes youth employment grants requiring $15/hr wage, advancing employment standards for young workers.90% confidence

Sub-Topics Child Labor Minimum Wage

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in committee · Pennsylvania · Senate Feb 20, 2025

SB 278: An Act amending the act of December 12, 1986 (P.L.1559, No.169), known as the Whistleblower Law, further providing for definitions.

SB 278 amends Pennsylvania's Whistleblower Law by adding a new definition to clarify that state courts (including the Supreme Court, Superior Court, Commonwealth Court, courts of common pleas, and minor judiciary) are explicitly included as "public bodies" under the law. This change directly affects employees working within Pennsylvania's judicial branch who report violations of law, ensuring they receive the same whistleblower protections as employees in other state agencies. The bill does not create new protections or penalties but adjusts the law's scope to cover judicial branch employees by updating the definition of "public body." The amendment takes effect 60 days after enactment.

Topics ✓ Criminal JusticeSupports Criminal JusticeAdds judicial branch to whistleblower protections, strengthening accountability for court employees handling criminal cases under Pennsylvania's criminal justice system.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentAmends Whistleblower Law to explicitly include judicial employees under 'public bodies,' strengthening protections for workers reporting violations, directly advancing workers' rights under Labor & Employment.95% confidence

Sub-Topics Courts

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in committee · Pennsylvania · House Feb 12, 2025

HB 567: An Act providing for assumption of employment relationship, for terms of yearly employment contract, for prohibition on waivers or limitations of employment protections, for elements of wrongful discharge, for remedies for wrongful discharge and for probationary period of employment.

HB 567, the "Employment Clarification Act," proposes ending Pennsylvania's at-will employment doctrine by presuming all employment relationships are yearly contracts requiring "good cause" for termination. It directly affects employers with 15+ employees in Pennsylvania, prohibiting waivers of employment protections and defining "good cause" to include gross incompetence, felonies, or financial exigency. Key provisions establish that employees can only be fired for specific, job-related reasons (not arbitrary decisions), define "constructive discharge" (when intolerable conditions force resignation), and require employers to provide remedies for wrongful termination. The bill aims to shift bargaining power toward employees while giving employers clearer termination standards under state law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEnds at-will employment, requires 'good cause' for termination, and prohibits waivers of worker protections for employers with 15+ employees.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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