HB 1559, titled the "Employee Right to Privacy Act," requires Pennsylvania employers to provide written notice to employees (including independent contractors) about electronic monitoring, such as tracking computer use or phone calls, by posting a visible notice before implementing it. Exceptions allow monitoring without notice if an employer reasonably suspects an employee of misconduct that violates law, workplace rights, or creates a hostile environment. Violating this notice requirement incurs fines: $500 for a first offense, $2,000 for a second, and $5,000 for third or subsequent violations. The bill aims to ensure transparency in workplace monitoring while balancing employer needs for safety and legal compliance.
HB 1568 amends Pennsylvania's Wage Payment and Collection Law to clarify when employers must pay employees who are terminated or leave their job before the next scheduled payday. The bill specifies that final paychecks must be issued by a defined deadline, ensuring workers receive earned wages promptly without delay. This directly affects employees who separate from their job before payday and their employers, who must comply with the updated payment timeline. The bill was referred to the Labor & Industry committee on June 9, 2025.
SB 586, the Workplace Misclassification Act, sets clear criteria for determining when a worker qualifies as an independent contractor (requiring written project-specific contracts, business ownership, and independence from employer control) and prohibits employers from misclassifying employees as independent contractors. This directly affects workers who might lose access to workers' compensation, unemployment benefits, and other employee protections if misclassified, as well as employers who fail to properly classify workers. Key mechanisms include criminal penalties for violations, administrative fines, stop-work orders for noncompliant employers, and a private right for workers to sue for misclassification. The bill aims to replace vague standards with enforceable rules, requiring the Department of Labor to enforce these provisions and report annually on compliance.
SB 406 creates workplace health and safety committees at Pennsylvania meat packing and food processing facilities employing 100+ workers, directly affecting large facilities covered by meat hygiene laws or food safety regulations. It requires employers to provide language-appropriate safety training on health risks, workers' compensation rights, and committee details to new hires, and mandates paid training time. The bill establishes a workers' rights coordinator in the Department of Labor to oversee compliance and imposes penalties for violations. Employers must also cover out-of-pocket emergency medical transportation costs for work-related injuries requiring immediate care. The law aims to improve workplace safety through joint worker-management committees, regular hazard inspections, and clearer worker protections.
This bill amends Pennsylvania's unemployment compensation law to clarify eligibility rules. It adds a 30-day benefit exclusion for claimants unemployed due to labor disputes (excluding lockouts), and clarifies that workers who leave jobs due to company union requirements, unfair labor conditions, or military spouse relocation needs remain eligible. The law also defines "suitable employment" as work requiring comparable skills and paying at least 80% of prior wages. These changes directly affect workers filing for unemployment benefits and employers processing claims. The bill takes effect immediately upon enactment.
SB 828 creates a program that reimburses Pennsylvania local governments (like cities, counties, and school districts) for up to 20% of the cost of purchasing "union-made" vehicles. A vehicle is "union-made" if it was assembled in the U.S. at a facility operating under a collective bargaining agreement. The program, administered by the Department of Community and Economic Development, uses a state fund financed by state appropriations and other sources, with grants awarded on a first-come, first-served basis until funds run out. Local governments must apply for reimbursement and provide proof the vehicles meet the "union-made" definition.
SB 548, the Fair Workweek Employment Standards Act, requires large retail, hospitality, and food services employers (those with 250+ employees across 20+ locations) to provide written advance notice of work schedules to employees. It mandates that employers give a good-faith estimate of weekly hours at hire, revise estimates for significant schedule changes, and notify employees of schedule changes at least seven days in advance. Employees gain the right to request schedule adjustments, though employers may deny requests for lawful reasons. The bill also authorizes the Department of Labor and Industry to enforce these standards and impose penalties for violations.
SB 651 is a joint resolution proposing an amendment to the Pennsylvania Constitution to establish "Workers' rights." This amendment would grant employees the fundamental right to organize and collectively bargain through representatives of their choice regarding wages, hours, working conditions, and workplace safety. It specifies that no law can diminish these rights, including those that prohibit agreements requiring union membership as a condition of employment. If passed by the General Assembly twice, this proposed amendment would then be put before Pennsylvania voters for approval.
This bill (HR 81) is a resolution urging Congress to amend two sections of U.S. copyright law (17 U.S.C. §§ 102 and 107) to protect creative workers. It specifically targets how artificial intelligence systems use copyrighted creative work (like writing, music, or art) without permission, seeking to require authorization for AI training on such material. The resolution directly affects artists, writers, musicians, and other creative professionals whose work could be displaced by AI. It proposes concrete policy changes by adjusting copyright protections to prevent AI from automatically using their creations without consent, rather than creating new rules. The bill was referred to the Communications & Technology committee but was later laid on the table, halting further progress.
SB 852 updates Pennsylvania's Minimum Wage Act to establish new hourly wage rates starting in 2026 ($12/hour) and 2027 ($15/hour), with automatic annual cost-of-living adjustments based on the Consumer Price Index beginning in 2025. It clarifies that tipped workers must retain all tips, cannot be required to surrender tips to employers to meet wage requirements, and must be informed in writing about their minimum wage entitlement. The bill also preempts local ordinances, meaning cities cannot set higher minimum wages than this state law. It directly affects all Pennsylvania employers and workers, particularly those in tipped occupations.
