Urge your state legislators to co-sponsor workers' rights bills in Michigan

Workers deserve more rights

We live in a culture where corporations simply have too much power. Currently, they can:

  • Ask us to sign away our rights
  • Push us out of our jobs for any reason or no reason
  • Work while grieving a loved one
  • Check our credit in the hiring process
  • Fail to conduct investigations for reports of sexual harassment
  • Discriminate against those suffering from domestic violence
  • Retaliate against injured workers
  • Make it difficult for us to leave toxic workplaces when our healthcare is tied to our jobs
  • Silence us when we've been abused
  • Pay some workers below minimum wage
  • Not grant sufficient sick leave amid COVID-19
  • Conduct abusive scheduling practices
  • Avoid accountability for discrimination through wages and promotions
  • Steal wages
  • Block public employees from striking
  • Ask about our desired salary ranges, which has a discriminatory impact
  • Verbally abuse and sabotage workers with zero accountability

We can change this toxic culture for workers through by passing these bills into law:

At-will employment, S904/H5831
This bill will prohibit employers from wrongfully discharging employees.

Civil rights damages, S323
This bill will create a definition of damages under the Elliott-Larsen Civil Rights Act.

Credit reports, S913/H5827
This bill will prohibit employers from making certain recruiting or hiring decisions based on an individual's credit history and certain inquiries, prohibit certain waivers and retaliation and provide remedies.

Criminal history, H4083, H5914
This bill will prohibit requests for criminal history during the hiring process and prescribe civil sanctions.

Discrimination based on physical characteristics, S893/H5828
This bill will prohibit employers from making employment decisions based on certain physical characteristics, appearance, or fitness, prohibit retaliation, and provide remedies.

Discrimination based on health history (Employee Family Health Privacy Act), H5829
This bill will prohibit employers from making employment decisions based on health history, prohibit retaliation, and provide remedies.

Employee monitoring, H5825

This bill will prohibit certain employers from monitoring employee communications, unless the employer establishes an employee monitoring policy and discloses that policy to employees, and provide certain civil remedies.

Minimum wage, H5479
This bill will increase the minimum wage to $15 per hour as of 2026.

Paid medical leave, H4677
This bill will require certain employers to provide certain employees with paid medical leave for personal or family health needs as well as certain acts or crimes (domestic violence) and provide sanctions for retaliation for use of this leave.

Paid parental leave, S658/H5347/H5348/H5350
A bill to require employers to provide paid parental leave to certain employees and provide sanctions for retaliation for use of this leave.

Pay equity, S324/H4585 and S325, H4586, and H5349
This bill will require employers to provide de-identified wage information for similarly situated employees upon request and penalties for violations.

Pay equity - commission, S322/H4578
This bill will create a commission on pay equity to develop definitions, models, and guidelines.

Pay equity - reporting, H4582
This bill will require reporting of current and projected wage disparities.

Scheduling (Fair Workweek), H5136
This bill will require certain employers to provide written work schedules to certain employees, compensation for changes to a work schedule in certain circumstances, allowance work schedule change requests, rest periods, and certain notices and postings. It will prohibit retaliation and provide remedies and sanctions.

Wage theft, H6027
This bill will give consequences to contractors who violate prevailing wage requirements.

Whistleblower protections, S592/H6033
This bill will expand protections for reports of law violations.

Sponsored by
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Westborough, MA