Transcript Highlights:

• For employers already using electronic monitoring for performance evaluations, the employer must provide
• I have no problem if my employer, such as my employer saying, when you're prescribing scheduled drugs
• I have no problem if my employer, such as my employer saying, when you're prescribing scheduled drugs
• We support transparency.
• She said she supports anything that reduces tax liability for employers and employees, but she is concerned

Bills: HB2144 , HB2190 , HB2191 , HB2303 , HB2345

Committee: House Labor & Workplace Standards

Keywords: employee monitoring, workplace privacy, performance evaluations, notification, transparency, language access, collective bargaining, providers, healthcare, interpreters, social services, construction, wage theft, misclassification, independent contractor, employee classification, fringe benefits, prevailing wages, subcontractor liability, joint and several liability

Transcript Highlights:

• Association, in support.
• here in support.
• Thank you. in support and also voicing support today for Western Center on Law and Poverty.
• here in support.
• displaced workers in finding new employment and pay for the safety... ...to support displaced workers

Committee: House Labor and Employment

Keywords: 988, house, all

Transcript Highlights:

• , workforce supports, long-term services and supports, and health equity.
• We also discussed the importance of bridging education and employment pathways and supporting students
• support caregivers.
• We also discussed the importance of bridging education and employment pathways and supporting students
• We also discussed the importance of bridging education and employment pathways and supporting students

Summary: The commission approved the December minutes and heard opening remarks on upcoming initiatives, including a second “Meeting the Moment” community forum in Lowell on March 27 focused on digital accessibility, education-to-employment transition, workforce supports, long-term services and supports, and health equity. The chair also previewed planning for National Disability Employment Awareness Month in October, including formation of a small planning group to help select employer awardees and shape the program. A major portion of the meeting featured an update from the Attorney General’s office on federal litigation affecting Massachusetts. The presentation covered lawsuits and amicus work involving higher education diversity data requests, anti-DEI funding conditions, immigration and Haiti Temporary Protected Status, NIH research grant disruptions, and Department of Education mental health training grants. Commissioners asked about possible impacts on Medicaid and whether disability is included in the federal administration’s undefined “DEI” restrictions; the AG’s office said it was monitoring Medicaid developments closely, had not seen a CMS letter at that time, and would share guidance on DEI and employment initiatives. The meeting also included a workforce and apprenticeship presentation from Undersecretary Josh Cutler and Amara Riemann. They described registered apprenticeship and pre-apprenticeship programs, emphasizing paid, employer-driven training, classroom instruction, wage progression, and transferable credentials. Commissioners highlighted the Bridgewater State University Excel program for neurodivergent individuals and people with disabilities as a promising model and discussed the need to build similar pathways through community colleges and employer partnerships in fields such as direct support, CNA work, and other in-demand jobs. Subcommittee reports noted that the disability employment subcommittee heard from SEED and will host future presentations from the Lawrence Partnership for Transition to Employment and the Office of Veterans Affairs. The long-term services, supports, and health equity subcommittee discussed MassHealth budget pressures, a projected $3.5 billion budget gap tied to federal changes, upcoming Medicaid eligibility changes, and crisis standards of care. The executive director reported on collaboration with the Massachusetts Office on Disability, planning for the Lowell event, participation in statewide disability employment and autism advocacy work, and upcoming engagement with the Massachusetts Caregiver Coalition. Commissioners also announced several honors, including awards for Regina Marshall, Jay Livingstone, and Vanna Howard.

Transcript Highlights:

• So I was the employer.
• To discuss the Massachusetts Association for People Supporting Employment First, Jassie had emailed Rachel
• I mean, I guess, as you may know, the Massachusetts Association for People Supporting Employment First
• is part of a national organization called the Association of People Supporting Employment First, which
• Employment-focused transition educators and other employment advocates, which could include some employers

Keywords: 995, all

Summary: The meeting began with a presentation from Run the Gamut, a new two-year transition program for young adults with autism ages 18 to 24. Staff described the program’s focus on person-centered planning, independent living skills, social connection, and experiential learning, including a teaching kitchen, laundry room, community-based instruction, and job shadowing. They said the program is intended to complement existing Massachusetts services and partnerships rather than duplicate them, and that it is inspired by the founders’ experience helping their daughter transition to adulthood and employment. Committee members asked about employment outcomes, employer readiness, funding, eligibility, and whether students with intellectual disabilities could participate. Run the Gamut said the program is currently private-pay tuition-based, but a grant is covering tuition for the first cohort while they explore additional funding sources, including possible school-district or insurance pathways. They said students with intellectual disabilities would not be automatically excluded if they meet admissions criteria. Staff also emphasized building employer relationships in advance, using job shadowing and industry partnerships to improve hiring practices and create real opportunities for students. They noted partnerships with programs such as PYD, JBS, Aspire, and Boston University, and said the program is opening soon with about eight students enrolled and an open house planned for September 18. After the presentation, the committee shifted to planning its proposed workshop for the Massachusetts APSE conference, “Employment Matters,” themed “Partners in Progress.” Members discussed submitting the application by the August 31 deadline, selecting a second presenter, and shaping interactive questions for attendees using a live polling tool. Suggested audience questions focused on the benefits of hiring people with disabilities and the barriers or challenges employers and employment advocates face, with an emphasis on connecting responses back to commission resources and partnerships. The committee also approved the minutes from the prior meeting unanimously and ended with a discussion of future fiscal year goals, including interest in a possible veterans-and-disability-focused event or resource effort.

Transcript Highlights:

• These efforts for supporting competitive integrated employment are reflected in the current and ongoing
• DOR's existing employment services already only support competitive integrated employment outcomes.
• So where will these individuals get support to find and maintain employment?
• There is also an adjustment for employment support services to include a one to two ratio.
• And you run quickly into things like you're a supported employment provider and you're supporting funding

Keywords: 988, house, all

Transcript Highlights:

• Association, in support.
• here in support.
• , in support.
• Support. Judy E. State Billing Traits in support. J.B.
• displaced workers to find new employment and pay for the safety to support displaced workers to find

Summary: The committee heard several labor-related bills, with testimony largely focused on worker protections, AI, workplace safety, and employment access. AB 1697 would delay implementation of AB 692 on employer debt traps by one year to allow more time to address collective bargaining concerns; it drew support from the NFL and no opposition. AB 2495 would expand prohibitions on immigration-related threats used by employers to intimidate workers, with strong support from immigrant-rights, labor, and legal aid groups describing coercion and fear among undocumented and new-arrival workers; it advanced on a divided roll with some members voting no or not voting. AB 2511 would require DIR to study pay disparities between behavioral health and medical-surgical providers, with supporters arguing low reimbursement drives provider shortages and opponents warning of duplicative reporting, proprietary-data concerns, and added administrative burden; it was moved forward to the Health Committee. AB 2157 would make permanent the Displaced Oil and Gas Workers Fund Pilot Program, with displaced refinery workers and labor/environmental groups supporting the bill as a needed transition tool; it passed to Appropriations. AB 2530 would require 60-day notice for public-employer layoffs, relocations, and closures, narrowed by amendment to public agencies; supporters said public workers deserve the same notice protections as private-sector workers, while some opposition sought clarification, and the bill passed to Judiciary. The committee also heard AB 2488, which would direct DIR and UC to study Cal/OSHA inspector vacancies and recruitment pathways. Supporters, including a laid-off refinery worker and WorkSafe, said chronic understaffing has weakened enforcement and that experienced workers could fill the gap; the bill passed to Appropriations. AB 2545 would create an EDD study of AI-related workforce displacement and safety-net impacts, with labor and tech-policy supporters warning of large-scale job loss and the need for data to plan for unemployment and other public programs; business groups opposed the reporting and task-force structure but acknowledged the issue, and the bill passed to Privacy and Consumer Protection. AB 2027 would restrict employers and vendors from using worker data to train or deploy AI systems that replace workers, while limiting collection to what is necessary for employment administration; supporters framed it as a privacy and anti-displacement measure, and opponents argued the definitions were too broad and could hinder useful workplace technologies. The bill advanced to Privacy and Consumer Protection. Later, AB 2095, the Fair Chance Act bill, was presented to clarify and strengthen rules limiting conviction-history screening in hiring, including written explanations and protections for applicants seeking promotions or new roles with current employers. Supporters described ongoing discrimination against people with records and the need for a real second chance, while opponents said the bill was too broad, added burdens, and could conflict with existing statewide rules. The transcript cuts off before the final vote on AB 2095, but the discussion centered on balancing reentry opportunities with employer concerns about individualized assessments and safety-based hiring decisions.

Transcript Highlights:

• to practically support employers developing apprenticeship programs.
• directly, you know, find funds to practically support employers developing apprenticeship programs.
• The name of the employer.
• But I know that other agencies are constantly retraining people for support and employment and things
• Support side or the employment for people with disabilities side.

Summary: The subcommittee met to approve the January minutes and then heard an update from Undersecretary of Labor and Workforce Development Josh Cutler on apprenticeship expansion in the Healey-Driscoll administration. Cutler described apprenticeship as a key workforce tool, especially for sectors with labor shortages, and highlighted growth in early education, health care, banking, bio, and human services. He noted the administration’s milestones and supports, including reaching 10,000 registered apprenticeships, expanding the registered apprenticeship tax credit (RATSY), lowering program fees, adding apprenticeship liaisons, and issuing Grow grants to help employers start programs. Members focused on how apprenticeship could better serve people with disabilities and human services employers. They raised examples such as sterile processing, radiology, PCA services, developmental disability supports, and community college partnerships, and asked how smaller or lower-paid providers could afford to participate. Cutler explained that apprentices are W-2 employees, programs must include on-the-job learning, related instruction, mentorship, and progressive wages, and employers largely design their own programs. He said the state can support through tax credits, grants, and intermediaries such as trade associations or disability organizations that help employers navigate the process. The discussion also covered employer outreach, the role of intermediaries, and possible collaboration with community colleges and organizations like Commonwealth Corporation. Cutler said Eastern Bank did not currently have a program but could be a potential partner, and he confirmed that the RATSY credit is $4,800 per apprentice, with a cap and online application process, and that it can be stacked with the disability employment tax credit. The subcommittee agreed to follow up with Cutler’s team, identify a few priority occupations, and consider a targeted panel or information session to help expand apprenticeship opportunities for people with disabilities and in human services.

Transcript Highlights:

• Sometimes collections are applied for employers, and then also employers at times go bankrupt, and you
• and employers.
• It also allows you to look at the size of the employer, and it outlines if it's a small employer what
• So the employer, I heard employer, employer, employer a lot in that statement, didn't hear a worker a
• the maximum. effective work that is essential to supporting the maximum penalties and supporting the

Summary: The hearing focused on a state audit of Cal/OSHA titled “The Division of Occupational Safety and Health: Process Deficiencies and Staffing Shortages Limit Its Ability to Protect Workers.” Committee leaders and the audit team described serious workplace tragedies, argued that California’s worker protections are not being adequately enforced, and said the audit was prompted by concerns that Cal/OSHA was too often relying on letters instead of inspections, delaying investigations, and closing cases without enough documentation. Members repeatedly emphasized that the issue was not just staffing, but also outdated policies, weak oversight, and inconsistent enforcement. State Auditor Grant Parks said the audit found a 32% vacancy rate in 2023-24, heavy reliance on hard-copy files, outdated or unclear policies, and inconsistent decision-making in complaints, accidents, citations, and fine reductions. He said Cal/OSHA conducted on-site inspections in only about 20% of complaints, used letter investigations more than 80% of the time, often lacked evidence that hazards were corrected, and sometimes failed to inspect serious injury cases on time. The audit also found weak documentation for fine calculations and settlement reductions, with some penalties reduced substantially without clear explanations. Parks said the agency had accepted the findings and would provide progress updates later in the year. Committee members pressed the auditor on vacancy rates, the use of letter investigations, the low rate of criminal referrals, and whether fines were being reduced too often. Cal/OSHA and DIR officials responded that the vacancy rate had fallen to 12% partly because 66 vacant positions were eliminated in a statewide budget reduction and partly because of hiring; they said 126 people had been hired in the first half of the year. They also said they had hired a policy writer, were updating several policies, were planning periodic internal audits, and were developing a new data management system expected to go live in late 2026 or early 2027. On fines, officials said Title 8 sets base penalties and allows adjustments based on factors like employer size, history, and good faith, with appeals and informal conferences also affecting final amounts. No votes or formal actions were taken during the hearing.

Transcript Highlights:

• </c> tools to support everyone impacted. tools to support everyone impacted.
• Many people we were supporting in subminimum wage employment kept coming back to work every day to spend
• This speaks volumes about the support of competitive employment throughout Minnesota.
• In 2024, Lifeworks partnered with 521 people through our employment support services in finding or maintaining
• So, we created three new employment services: employment development, exploration, and support.

Committee: Senate Labor

Keywords: 1187, senate, all

Transcript Highlights:

• I love helping out employers.
• Here is a disability-community-focused employment fair.
• You're supporting employers and educating them.
• Employment Crosswalk Policy Brief.
• So we had the workforce supports committee met.

Keywords: 995, all

Summary: The Massachusetts Permanent Commission on the Status of Persons with Disabilities met virtually and in person for its June meeting. Members approved the March meeting minutes and heard a chair’s report on recent “Meeting the Moment” community conversations, including the successful Lowell event and plans for a July 14 Northampton event and an October National Disability Employment Awareness Month celebration at the State House. The October event will include a panel with MassAbility on artificial intelligence and its impacts on people with disabilities, with discussion of both accessibility benefits and risks such as bias and discrimination. A major presentation came from the Supplier Diversity Office on its Empowering Abilities in Contracting and Employment (EAC) program. Staff described the program’s evolution from a pilot launched after 2016 legislation to a statewide policy now included in new state contracts. The program aims to increase certification of disability-owned and service-disabled veteran-owned businesses, expand workforce participation by people with disabilities, and use vendor reporting to track progress toward a 3% workforce goal. The office reported about 292 active certified businesses, roughly 40 vendors currently on EAC contracts, and expectations that the number of participating vendors will grow to about 130 by November. Commissioners praised the program and asked about its reach, data, and potential replication in other states or institutions. The advisory council update highlighted broad engagement across topics including accessibility, employment, youth transition, housing, health equity, transportation, technology, AI, and supported decision-making. Members were asked to share fact sheets and resources for posting on the commission website, and two council members will help plan the October employment event. Subcommittee reports followed: the employment subcommittee reviewed transition-to-employment barriers, the disability employment tax credit, veteran services, and a SEED policy brief; the workforce supports subcommittee discussed apprenticeships and a May webinar on addressing workforce barriers through apprenticeships; and the long-term services and supports/health equity subcommittee heard about care coordination training resources and a presentation on post-COVID health care inequities for people with disabilities. The executive director also reported on ongoing work with state agencies, MassHealth-related conversations, caregiver and aging issues, and AI planning. The meeting ended with commissioner announcements on the Paul Spooner Generational Leadership Summit and a Medicaid summit, followed by adjournment by vote.

Transcript Highlights:

• Employers are in control.
• Do we have additional witnesses in support? Do we have additional witnesses in support?
• Do we have any additional witnesses in support? Additional witnesses in support.
• On behalf of the California Employment Lawyers Association, in support.
• On behalf of the California Employment Lawyers Association, in support. Good afternoon.

Summary: The Assembly Labor and Employment Committee heard and advanced several bills focused on worker protections, training access, wage enforcement, outreach, and workplace safety. SB 513 would require employees to have access to their training and certification records; supporters, including laid-off refinery workers and labor organizations, said employers sometimes withhold records during layoffs, while committee members called the practice unacceptable. The bill passed 5-0 and was re-referred to Appropriations. SB 809 addressed misclassification of construction truck owner-drivers by offering employers amnesty if they reclassify workers as employees and adopt a two-check payment system; labor and construction trades groups supported it, and it passed 5-0 to Judiciary. SB 578 would codify the California Workplace Outreach Program, which funds trusted community organizations to educate workers about their rights. Supporters described the program as a proven way to reach low-wage, immigrant, and hard-to-reach workers, especially amid wage theft, retaliation, and immigration enforcement concerns. The bill passed 5-0 to Appropriations. SB 261 would strengthen collection of wage theft judgments by creating a public list of nonpaying employers and adding penalties after six months of nonpayment; county enforcement officials and labor advocates said it would help workers recover unpaid wages. It passed 6-0 to Judiciary. The committee also approved SB 369, which would require skilled and trained workforce standards for Salton Sea restoration projects, with supporters saying the work is hazardous and should use trained labor; it passed 6-0 to Appropriations. Finally, SB 20 sought to address silicosis in stone countertop fabrication by requiring training and certification protections for workers; supporters said the disease has caused deaths among mostly Latino workers, while industry groups supported the bill with amendments and requested implementation resources. It passed 6-0 to Appropriations. The committee also adopted a consent calendar of four additional bills and adjourned after all listed measures were moved forward.

Transcript Highlights:

• CalHHS will advance the goals of the office by coordinating employment support services.
• DOR's existing employment services already only support competitive integrated employment outcomes.
• So where will these individuals get support to find and maintain employment?
• So the regular employment services, trying out other individualized supports, going through training,
• And you run quickly into things like: you're a supported employment provider and you're supporting five

Summary: The Assembly Budget Subcommittee on Human Services held a hearing on developmental services, rehabilitation, and related supports, with no votes taken. The first major topic was the Master Plan for Developmental Services. Administration officials described a year-long, community-driven process that included a steering committee, work groups, and statewide engagement sessions, and said the final draft would be released that Friday with about 170 recommendations. The Department of Developmental Services said the plan would inform future work, but did not offer a detailed implementation roadmap. The LAO said the plan contains significant policy and budget implications, may require statutory changes, and needs further analysis to turn recommendations into actionable proposals. Advocates and regional center representatives urged the Legislature and administration to avoid letting the plan sit on a shelf, called for prioritization and ongoing stakeholder oversight, and emphasized the need to address equity, workforce, service coordination, and cross-system collaboration. The chair said he wanted to work with the LAO on trailer bill language and future reporting to create a clearer path forward. The second topic was the Office of Employment First and competitive integrated employment. Administration witnesses said California has ended subminimum wage under SB 639, but that moving people into competitive integrated employment remains a major priority. They described existing efforts such as DDS’s coordinated career pathways pilot, paid internships, job development services, benefits counseling, and DOR’s career counseling and referral services, along with pilot projects in San Diego and Orange County. The State Council on Developmental Disabilities and advocates argued that employment outcomes have remained stuck at roughly 15% and that a dedicated Employment First Office is needed to coordinate across agencies, align goals, and improve outcomes. The LAO recommended regular legislative oversight on people transitioning out of subminimum wage and asked for technical assistance on coordinated career pathways. The chair criticized the administration’s decision to effectively eliminate funding for the office, requested a detailed implementation timeline and quarterly transition reports, and said the committee would continue pressing for the office to be implemented. The final issue was respite services, utilization trends, and access. DDS reported that in-home respite use and spending have risen sharply over several years, with about 150,000 people using respite in 2023-24 and expenditures reaching about $1 billion. Officials said access depends on families knowing the service exists, service coordinators identifying need, and having enough providers, especially in rural and linguistically diverse communities. The San Diego Regional Center said utilization generally mirrors statewide trends, but access is stronger in some areas, such as Imperial County, where families often prefer family-directed or agency-supported models that allow them to hire trusted workers. Committee members emphasized the importance of respite for family health and caregiver well-being, asked whether service coordinators are asking practical questions about sleep and stress, and discussed the need for better identification of complex behavioral and medical needs. DDS said a standardized family support tool and updated IPP process are intended to improve consistency, transparency, and person-centered assessment for respite and related services.

Transcript Highlights:

• to practically support employers developing apprenticeship programs.
• directly, you know, find funds to practically support employers developing apprenticeship programs.
• There's a whole array of employers that have applied for and, and, There's a whole array of employers
• But I know that other agencies are constantly retraining people for support and employment and things
• How do we help employers get it?

Keywords: 995, all

Summary: The subcommittee opened with roll call and approved the January minutes. Members then heard from Undersecretary of Labor and Workforce Development Josh Cutler, who gave an update on the Healey-Driscoll administration’s apprenticeship efforts and emphasized apprenticeship as an earn-while-you-learn model that can help address workforce shortages while including people with disabilities. He described growth in apprenticeships across sectors such as banking, bio, early education, health care, and human services, and noted recent milestones including the state’s 10,000th registered apprenticeship, expanded tax credits, reduced program fees, added apprenticeship liaisons, and Grow grants to support program development. Committee members focused on how apprenticeship could be adapted for human services and disability-related jobs, including early education, direct care, PCA work, sterile processing, and related health occupations. They asked about funding structures, employer participation, community college involvement, and how to make programs accessible to people with disabilities. Cutler explained that apprenticeship programs are employer-designed but must meet core requirements such as paid employment, at least 2,000 hours of on-the-job learning, related technical instruction, mentorship, and progressive wages. He said the state can support programs through the registered apprenticeship tax credit, which he said is $4,800 per apprentice and can be stacked with the disability employment tax credit, and through Grow grants, which were most recently awarded at about $2.1 million statewide. Members and Cutler discussed using intermediaries such as trade associations, nonprofits, and disability organizations to help employers set up programs and navigate incentives. He said the commission could be useful as a convener and suggested a targeted panel or information session with apprenticeship liaisons, employers, and existing sponsors to identify a few specific occupations and build a proof of concept. The meeting ended with agreement to follow up offline on potential partner employers, including Eastern Bank, and on possible next steps for a focused panel or pilot opportunities.

Transcript Highlights:

• But early this year we're launching outbound voice and dedicated employer support, and then we'll have
• </c><00:46:57.800><c> have</c><00:46:57.880><c> an</c> employer support and then we'll have an employer
• </p> <p>Small employer assistance, starting in January 2026, funding will be available to support small
• </p> <p>Small employer assistance, starting in January 2026, funding will be available to support small
• ><c> use</c> that employer that employers could use that employer that employers could use in<00:58:34.920

Committee: House Workforce, Labor, and Economic Development Finance and Policy

Keywords: 1183, house

Transcript Highlights:

• For employers already using electronic monitoring for performance evaluations, the employer must provide
• I have no problem if my employer, such as my employer saying, when you're prescribing scheduled drugs
• I have no problem if my employer, such as my employer saying, when you're prescribing scheduled drugs
• We support transparency.
• So the employer, it hasn’t changed the employer portion or the employee portion.

Summary: The Labor and Workplace Standards Committee heard testimony on several bills. HB 2303 would prohibit employers from requesting, requiring, or coercing employees to receive subcutaneous microchip implants, with enforcement through L&I complaints, civil penalties, and private lawsuits; the sponsor said it was a preventive labor standard and noted there was no opposition. HB 2144 would require employers to give written notice before using electronic monitoring for employee performance evaluations, and testimony split between labor supporters, who said workers should know how they are monitored, and business, local government, trucking, retail, construction, and law enforcement representatives, who raised concerns about broad definitions, safety uses, and litigation exposure. HB 2190 would expand collective bargaining rights for language access providers so missed or canceled appointments could be bargained as compensation; interpreters and union representatives supported it, saying they lose income when clients no-show, while the sponsor said the bill would clarify bargaining rights without changing employment status. The committee also heard HB 2345, a technical change to the state paid family and medical leave premium split in response to IRS guidance. Staff explained the proposed substitute would shift the employer contribution from the medical share to the family share so benefits would not be treated as taxable wages, while keeping the overall premium burden roughly the same; supporters called it a common-sense fix, and some business and school district witnesses said they wanted to avoid additional taxes and preserve program stability. The most extensive debate was over HB 2191, which would make property owners and direct contractors liable for unpaid wages and benefits in construction projects, with exceptions for government and small residential properties. Workers, unions, the Attorney General’s office, and some contractors supported the bill as a way to combat wage theft and level the playing field, while industry groups and subcontractors argued it would impose broad liability on responsible contractors, raise costs, hurt small businesses and minority-owned firms, and should be narrowed with safe harbors or right-to-cure provisions. No votes were taken; the committee held hearings on the bills and adjourned after testimony.

Transcript Highlights:

• That's a 0.2% surcharge, the tax employers pay.
• We partner with DSHS on supporting the benefit side.
• Like most employers, the employer, you know, I wear the hat of everything, right?
• Here today in strong support of Senate Bill 5292.
• We're in support of this bill.

Summary: The Senate Labor and Commerce Committee opened its 2026 session with member introductions and a work session on the Employment Security Department’s structure and programs. ESD officials described their roles and reviewed paid family and medical leave, WA Cares, unemployment insurance, workforce services, and agricultural worker outreach. Senators raised concerns about call volume, program solvency, fraud detection, employer access to information, and whether workers can receive leave benefits while working other jobs. ESD said WA Cares is in a limited pilot, PFML has seen rapid growth, UI trust fund solvency is projected to be near the statutory trigger level, and they would follow up with more detailed information on eligibility, fraud referrals, and employer scenarios. The committee then heard Senate Bill 5292, which would replace the current PFML rate-setting formula with a forward-looking actuarial model and require a four-month reserve beginning in 2030. Supporters, including the sponsor, JLARC staff, labor advocates, and employer groups, said the change would improve stability and follow JLARC recommendations; opponents warned it could lead to higher payroll taxes and argued the program is already too costly. The chair said she intended to keep the bill narrow as it moved forward. The committee also heard Senate Bill 6014, a technical bill on pregnancy-related accommodations that would preserve the ability of pregnant workers to request certain accommodations without a doctor’s note and create a public records exemption for sensitive complaint and investigation records; the sponsor and supporters said it corrects a drafting error and protects privacy. Next, the committee heard Senate Bill 5972, which would remove the population threshold limiting interest arbitration for correctional officers in jails, and Senate Bill 5869, which would make permanent and expand from residential to all building construction sites a requirement that L&I notify employers or owners within 10 working days when a hazard is identified. Correctional officers’ representatives and labor groups supported SB 5972 as a fairness and safety measure, while the sponsor said it would create consistency across jurisdictions. Construction industry groups supported SB 5869, and L&I said it had no concerns but wanted the bill kept narrow; the chair noted the bill’s purpose was to speed hazard communication. Finally, the committee heard Senate Bill 5874, which would allow ESD to waive penalties for minor errors in quarterly unemployment reports, especially missing SOC/job-title information. The sponsor said small businesses were being hit with unnecessary fines, and ESD said it had identified a sharp rise in penalties and was working with the sponsor on possible fixes. The committee adjourned after the hearings.

Transcript Highlights:

• Most employers pay premiums to the state fund.
• And then, of course, as you know, employers, each employer then once that overall rate is set, each employer's
• We are the second largest private employer in the state, and our workers and employers deserve to expect
• I will be supporting the bill today.
• than supporting her choice for treatment with primary care providers near her home and support system

Summary: The committee first held a public hearing on Senate Bill 6136, which would require Labor and Industries to publish actuarial indicated workers’ compensation rates for each risk class and disclose when rate increases are capped below those indicated levels. The sponsor and supporters from the hospitality, retail, business, and construction sectors said the bill would improve transparency about how rates are set and how reserve funds and investment earnings are used to hold down premiums. L&I testified that the bill would require publication of a large amount of rate-setting information, but said it was already developed in the normal process and that the bill had no fiscal impact. Questions focused on reserve use, advisory committee involvement, and how the actuarial calculations interact with investment returns. The committee then moved to executive session and took action on several bills, adopting substitutes or amendments and advancing bills including SB 5292, 6014, 5972, 5869, 5874, 6058, 6039, 5944, and 6180, with most sent to Rules and SB 5292 sent to Ways and Means. The committee then heard Senate Bill 5847, which would expand injured workers’ access to medical care by allowing treatment outside the L&I provider network when no provider is available nearby, limiting employer steering to specific providers, shortening utilization review timelines, allowing provider deviation from L&I guidelines when medically appropriate, and expanding continued treatment and cancer monitoring. Labor and worker advocates argued the bill would better reflect the Murray decision and reduce delays in care, while L&I and employer groups said the current evidence-based guideline system works for most claims and warned the bill could weaken quality controls, create vague standards, and increase costs. Testimony also raised concerns about the 15-mile access rule, the employer communication restrictions, and the appeal process for provider removal. The sponsor said the goal was to improve individualized care and continue working with stakeholders. Finally, the committee heard Senate Bill 6067, which would change workers’ compensation time-loss calculations so that 100% of the employer-paid health insurance contribution is included in the benefit calculation instead of the current partial inclusion. Supporters said the bill would help injured workers keep health coverage during recovery and reduce pressure to choose between medical care and income, while opponents argued it would not guarantee the money is actually used for health insurance, could be diverted to other uses or attorney fees, and would significantly increase costs for employers and the accident fund. L&I said the bill would require IT and administrative changes and estimated substantial ongoing benefit costs. The hearing ended without further action on SB 6067, and the chair closed the session after public testimony concluded.

Transcript Highlights:

• It means I may need a different kind of support and a fair opportunity when employers focus only on limitations
• or their employment in general?
• was a heavy investment on employment supports.
• However, they are making a strong push towards competitive integrated employment by supporting employment
• practices from partners such as StatEmployment, Leadership Network, Association of People Support Employment

Keywords: 914, all

Transcript Highlights:

• provide for the creation of employment certificate forms, to establish the requirements for employment
• certificates from employers.
• I had to first get my employment certificate signed by the employer, which was easy enough.
• So I appreciate your supporting that. I appreciate your supporting that.
• Association of Self-Insured Employers, president, and not wishing to speak, but in support.

Summary: The committee first handled House Bill 232 by Rep. Carlson, which would shift the process for minors’ employment certificates away from schools and school boards and instead have Louisiana Works create and collect the forms directly from employers. An amendment set was adopted to update the title, revise a section heading, add a collection procedure, and make the bill effective upon the governor’s signature. Carlson and supporters, including members of the Legislative Youth Advisory Council, said the change would reduce burdens on schools, make it easier for 16- and 17-year-olds to enter the workforce, and better fit summer hiring. The secretary said the department could move quickly to notify schools and employers. The bill was reported with amendments. The committee then took up House Bill 951 by Rep. Bamberg, which creates an Office of the Talent Accelerator within Louisiana Works and a business workforce committee to coordinate employer-facing workforce services. After adopting a large amendment set, Bamberg and Secretary Schowan said the office would help Louisiana respond more quickly to business needs, especially as major economic development projects create demand for skilled labor. Supporters from Leaders for a Better Louisiana and Bollinger Shipyards described similar results in Mississippi’s centralized workforce model and said employers need a one-stop, regional approach to training and recruitment. Members discussed needs in welding, electrical, HVAC, data centers, and other sectors. The bill was reported with amendments. House Bill 923 by Rep. Barrault, a technical cleanup bill related to the reorganization of Louisiana Works and related workforce and social service statutes, was then amended and reported with amendments. Finally, House Bill 301 by Rep. Weibel, which would create a voluntary portable benefits framework for independent contractors and gig workers, drew the most debate. Supporters said it would let contractors and hiring entities voluntarily contribute to portable benefit accounts for health, retirement, and similar needs, with examples from other states and the gig economy. Opponents from labor and injured workers argued it could encourage misclassification, weaken workers’ compensation protections, and shift costs to workers and the state. The discussion continued with questions about who would benefit and how the bill would interact with existing contractor law and protections.

Transcript Highlights:

• I'm in support. I'm Teresa Wynn, a member of UAW 4811, in support.
• Mitch Steiger with CFT, in support. Thank you. Mitch Steiger with CFT, in support.
• I also am in support of SB 1203. Also, I'm in support of SB 1203. Good afternoon.
• I fully support SB 1203. Thank you. I fully support SB 1203. Thank you.
• I support SB 1284. Good afternoon. I'm Alexander Nunez, and I support SB 1284.

Committee: House Labor and Employment

Keywords: 988, house, all