Labor & Employment (Labor Standards)

in committee · Pennsylvania · Senate Aug 12, 2025

SB 72: An Act amending the act of October 13, 2010 (P.L.506, No.72), known as the Construction Workplace Misclassification Act, further providing for definitions, for improper classification of employees and for criminal penalties; providing for private right of action; and further providing for administrative penalties, for retaliation for action prohibited, for availability of information, for use of penalty funds and for funding.

SB 72 strengthens Pennsylvania's Construction Workplace Misclassification Act by increasing penalties for employers who wrongly classify workers as independent contractors. It adds criminal penalties (misdemeanors to felonies based on prior offenses), creates a private right for misclassified employees to sue for triple back pay plus attorney fees, and expands debarment authority to exclude violators from public construction projects for up to five years. The bill directly affects construction employers, workers on public projects, and contractors doing state work, while prohibiting retaliation against those reporting violations. These changes aim to enforce proper worker classification and compensation under the existing 2010 law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill increases penalties for misclassifying workers, allows lawsuits for triple back pay + fees, and debars violators from public projects, directly protecting worker rights and wages.90% confidence

Sub-Topics Gig Economy Labor Standards

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in committee · Pennsylvania · House Feb 20, 2025

HB 676: An Act amending Title 35 (Health and Safety) of the Pennsylvania Consolidated Statutes, establishing the First Responder Resilience Grant Program and the First Responder Resilience Grant Program Fund; and imposing duties on the Pennsylvania Emergency Management Agency.

HB 676 establishes the First Responder Resilience Grant Program to help first responder organizations (like police, fire, and emergency medical services) cover costs for embedding mental health resilience coaches. The program provides competitive grants to defray salaries and overtime for these coaches, who deliver evidence-based support such as stress reduction, peer mentoring, and suicide prevention services. The Pennsylvania Emergency Management Agency will administer the program and manage the dedicated First Responder Resilience Grant Fund. This bill directly affects first responder organizations by enabling them to access funding for mental wellness support tailored to the unique stressors of their work.

Topics ✓ HealthcareSupports HealthcareFunds mental health resilience coaches for first responders via competitive grants, directly supporting mental health services as defined in the topic description.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentFunds mental health resilience coaches for first responders, improving workplace safety and well-being through evidence-based stress reduction and suicide prevention services.90% confidence

Sub-Topics Labor Standards

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in committee · Pennsylvania · House Feb 20, 2025

HB 667: An Act amending the act of March 10, 1949 (P.L.30, No.14), known as the Public School Code of 1949, in professional employees, providing for restrictions on administrative meetings during instructional time or planning periods.

HB 667 amends Pennsylvania's Public School Code to protect classroom teachers' instructional and planning time. It prohibits requiring teachers to attend administrative meetings during teaching hours unless covered by another qualified teacher or substitute. If meetings occur during a teacher's designated planning period (time for lesson prep, parent communication, or grading), schools must offer compensatory time or replace the diverted time. The bill applies to all public school districts, joint districts, intermediate units, and career schools, taking effect 60 days after enactment.

Topics ✓ EducationSupports EducationProtects teachers' instructional/planning time from administrative disruptions, supporting educator effectiveness and school operations per bill's explicit language.95% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProtects teachers' instructional time and planning periods from administrative disruptions, aligning with workplace safety and employment standards by preventing forced meeting attendance during work hours.95% confidence

Sub-Topics Teachers Labor Standards

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in committee · Pennsylvania · House Jan 22, 2025

HB 241: An Act amending Title 53 (Municipalities Generally) of the Pennsylvania Consolidated Statutes, in preemptions, providing for employer mandates by municipalities.

This bill prohibits Pennsylvania municipalities from regulating or enforcing mandates related to employer policies or practices (such as wages, hiring, scheduling, or workplace rules) for private businesses. It directly affects private employers across the state by preventing local governments from imposing such requirements. Key exceptions include mandates for municipal employees, provisions under the Pennsylvania Human Relations Act, and collective bargaining agreements. Violating the prohibition after January 1, 2015, voids the ordinance, and affected businesses can seek court-ordered relief, damages, and reasonable expenses like attorney fees.

Topics ✗ Labor & EmploymentOpposes Labor & EmploymentBill prohibits municipalities from imposing local mandates on private employers regarding wages, hiring, and scheduling, preventing stronger labor standards and weakening worker protections.95% confidence

Sub-Topics Collective Bargaining Labor Standards Tags Local Government

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in committee · Pennsylvania · House Jan 27, 2025

HB 367: An Act providing for employee's right to request a flexible working arrangement; imposing duties on the Department of Labor and Industry; and imposing penalties.

HB 367, the Flexible Working Arrangements Act, gives employees in Pennsylvania with employers of 50+ staff the right to request flexible work options like adjusted hours, remote work, or job sharing once yearly. Employers must consider these requests in good faith, respond in writing if requested, and cannot retaliate - though they may deny requests only if they would harm business operations (e.g., cause excessive costs or disrupt service). The Department of Labor and Industry will enforce the law, issuing warnings for first violations and imposing up to $500 per violation for repeat offenses. The bill does not override existing employment rights or collective bargaining agreements.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentGrants employees right to request flexible work, prohibits retaliation, requires employer consideration - directly protects worker rights under employment standards.95% confidence

Sub-Topics Collective Bargaining Labor Standards Paid Leave

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in committee · Pennsylvania · House Jan 23, 2025

HB 288: An Act amending the act of March 4, 1971 (P.L.6, No.2), known as the Tax Reform Code of 1971, providing for construction tax credit requirements.

HB 288 amends Pennsylvania's Tax Reform Code to add new requirements for construction tax credits, affecting taxpayers making capital expenditures over $25,000 for facility construction or renovation. To qualify for these credits, taxpayers must verify good-faith local hiring efforts and confirm that all workers on the project are paid the prevailing wage rate under Pennsylvania's Prevailing Wage Act. The Department of Labor and Industry will enforce these rules, requiring pre-construction wage rate determinations and compliance with prevailing wage standards for all new construction jobs. Violations of these requirements could trigger a 10% refund of the awarded tax credit.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates prevailing wage rates and local hiring for construction tax credits, enforcing PA's Prevailing Wage Act to protect worker compensation standards.95% confidence

Sub-Topics Labor Standards

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in committee · Pennsylvania · Senate Jan 22, 2025

SB 29: An Act prohibiting discrimination against individuals based on unemployment status; providing for powers and duties of the Department of Labor and Industry; and imposing a penalty.

SB 29, the Fair Chance for Employment Act, prohibits employers (including government entities and businesses with 5+ employees) from considering an applicant's unemployment status when making hiring or pay decisions. The law explicitly bans using current or recent joblessness as a factor, though it allows employers to require specific licenses, education, or experience as job qualifications. Violations can result in a $500 penalty assessed by the Department of Labor and Industry after an investigation. The bill takes effect 90 days after passage and directly affects job applicants and employers across Pennsylvania.

Topics ✓ Criminal JusticeSupports Criminal JusticePromotes employment access for formerly incarcerated individuals, reducing recidivism - a key criminal justice reform goal.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits unemployment status discrimination in hiring/pay, protecting workers' rights and expanding fair employment opportunities.95% confidence

Sub-Topics Civil Rights Employment Discrimination Labor Standards Unemployment

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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 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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in committee · Pennsylvania · Senate Feb 26, 2025

SB 341: An Act amending the act of July 14, 1961 (P.L.637, No.329), known as the Wage Payment and Collection Law, further providing for definitions; providing for duty of department to report; further providing for civil remedies and penalties, for liquidated damages and for criminal penalties; providing for employer liability; and establishing the Wage Enforcement Fund.

SB 341 strengthens Pennsylvania's Wage Payment and Collection Law by expanding the definition of "employer" to include the Commonwealth, local governments, and public authorities, ensuring all public and private employers are covered. It requires the Department of Labor to collect and report quarterly data on wage violations, unpaid wages, and investigations to lawmakers and the public, and mandates quarterly reviews of "high violation industries" (those with 25+ violations in two years). The bill increases penalties for wage theft to $2,000 per violation or triple unpaid wages, whichever is greater, and adds stronger protections against employer retaliation for workers who file complaints or cooperate with investigations. These changes directly affect all employers in Pennsylvania and workers owed unpaid wages.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentExpands employer coverage to public entities, mandates wage violation reporting, and establishes Wage Enforcement Fund - strengthening worker wage protections under Labor & Employment.95% confidence

Sub-Topics Labor Standards

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