Transcript Highlights:

• First is the significance of incidents of workplace violence and violent assaults in health care and
• Now, we may serve different organizations and have different constituencies, but we... ...stop it.
• Now, we may serve different organizations and have different constituencies, but we have the same goal
• Over 15 years ago, we filed workplace violence legislation.
• This is also the second time I've given testimony for a workplace violence bill.

Committee: Joint Joint Committee on Public Safety and Homeland Security

Summary: The Joint Committee on Public Safety and Homeland Security heard testimony on several bills, beginning with a major workplace violence proposal for health care settings. Senator Lovely, the Massachusetts Nurses Association, the Massachusetts Hospital Association, and SEIU 1199 all supported legislation requiring hospitals and other health care employers to conduct facility-specific risk assessments, develop violence prevention plans, train workers, and provide reporting and protections for assaulted employees. Witnesses described workplace assaults as frequent and escalating, and committee members discussed balancing worker safety with concerns about criminalizing mental illness; testimony emphasized that the bill targets intentional assaults while preserving treatment and discretion for behavioral health crises. The committee also heard strong support for bills to strengthen traffic safety, including primary seat belt enforcement, rear-facing car seat requirements, and seat belts on school buses. AAA Northeast, the Brain Injury Association of Massachusetts, law enforcement, legislators, and the Massachusetts Insurance Federation all backed the measures, citing crash data, injury prevention, and personal stories of traumatic brain injury. Senator O’Connor testified for school bus seat belts, saying Massachusetts should join other states requiring them, and later Sophia Furzada of the National Transportation Safety Board urged passage of school bus seat belt and child passenger safety bills, saying lap-shoulder belts would reduce injuries and save lives in crashes where compartmentalization is not enough. Other testimony included support for a bill to make 9-1-1 disability indicator forms more accessible and inclusive, with the witness arguing the form should better reflect mental health, developmental disabilities, language access needs, and a fifth-grade reading level. The committee also heard opposition to a proposal to extend Christian’s Law to swimming pools, with a parks and recreation director warning of unintended consequences for municipal camps and underserved communities. Finally, the committee took testimony on a bill to expand the Forensic Science Oversight Board to include workforce representation, which MOSES said would restore technical expertise to the board. At the end of the hearing, the committee adjourned without taking votes on the bills discussed.

Transcript Highlights:

• Workplace surveillance is not a recent phenomenon, but today's workplace surveillance tools differ in
• From Pinkerton agents being used to spy and bust union organizing to the introduction of workplace cameras
• Name an organization, please. My name is Alejandra Chavez.
• Let's just remind them: name and organization, and support. Okay.
• Let's just remind them, name an organization and support. Okay.

Summary: The committee heard a series of labor-related bills, with most measures focused on worker training, privacy, wages, and safety. AB 296 would require schools or districts to host apprenticeship fairs at least once a year, with flexibility on how they are run and whether programs outside the county can participate. Supporters said it would help connect students to skilled trades and address workforce shortages; school administrators opposed the bill as an unfunded mandate that could be impractical for elementary schools. The bill was later moved on call, with the committee noting it could not vote until quorum was established. AB 1221 and AB 1331 both addressed workplace surveillance. AB 1221 would restrict invasive monitoring tools, require notice to workers, limit the use and sharing of worker data, and require human review before discipline based on surveillance outputs. Labor groups supported the bill as a response to AI-driven monitoring, while business groups raised concerns about broad definitions, security cameras, investigations, and data-access provisions. AB 1331 focused more narrowly on privacy in off-duty and private spaces, limiting surveillance in places like restrooms, break areas, vehicles, and homes; hospitals and business groups opposed it as too broad and potentially disruptive to safety, cybersecurity, and facility monitoring. Both bills were advanced by committee vote. The committee also heard AB 1181, which would require firefighter turnout gear to be free of cancer-causing chemicals such as PFAS by 2027, and AB 1198, which would require prevailing wage rates on public works to reflect the wage in effect when the work is performed rather than when the project was first advertised. Firefighter representatives strongly supported AB 1181, while the chemical industry asked to continue working on scope and timelines. AB 1198 drew support from labor and contractor groups but opposition from local governments and housing groups concerned about mid-project cost increases; it was passed to Appropriations after a roll-call vote. Other measures approved included AB 1235 on skilled-and-trained workers for CSU construction, AB 1251 on ghost job postings, AB 552 on locating the Agricultural Labor Relations Board office outside Sacramento, AB 1110 on updating Cal/OSHA workplace posters, AB 1136 on expanding high road training partnerships, and AB 1234 on wage claim enforcement. AB 692, which would ban employer debt agreements that require workers to repay training or other costs if they leave a job, drew strong support from nurses and labor advocates and opposition from business and health care groups; it was also passed on a roll-call vote.

Transcript Highlights:

• I think we can all agree that we want workers to have safe workplaces.
• the workplace violence law that was passed, 606.
• The DIR has routinely withheld those organization charts.
• Get the DIR to release the June 30th organization report and the July 31st organization report, because
• Our organization is founded on the principle that all workplace injuries, illnesses, and deaths are preventable

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 members described the audit as a response to serious workplace tragedies and argued that California’s strong worker protections are undermined when enforcement is inconsistent. Chair Ortega and others emphasized that the issue is not only staffing, but also structural problems in how complaints, inspections, citations, and penalties are handled. State Auditor Grant Parks testified that the audit found major weaknesses in Cal/OSHA’s operations during a five-year review period, including a 32% vacancy rate in 2023-24, heavy reliance on employer self-investigation letters for complaints, late inspections, incomplete case files, outdated policies, and weak documentation for fine calculations and reductions. He said Cal/OSHA often lacked evidence to justify why it did not inspect certain complaints or why it reduced penalties, and that many files did not show proof that employers corrected hazards. He also noted that criminal referrals were rare and that the agency’s paper-based system made oversight difficult. Cal/OSHA and the Department of Industrial Relations responded that they accept the audit’s findings and are already taking corrective steps. Director Jennifer Osborne and Chief Deborah Lee said the division has hired more staff, reduced vacancies to about 12% through recruitment and position eliminations, hired a policy writer, updated or is updating several policies, and is developing a new data management system expected to go live in late 2026 or early 2027. They said serious hazards will be directed to on-site inspections, letter investigations will be limited to non-serious complaints, and internal audits and training will be used to improve consistency and accountability. Members pressed the department on whether these changes will be enough, how fines are set and reduced, and whether the agency is doing enough to protect workers and hold employers accountable.

Transcript Highlights:

• The bill recognizes that living organ donations often produce better outcomes than deceased donor organs
• The bill recognizes that living organ donations often produce better outcomes than deceased donor organs
• More than 30 states provide workplace protections or paid leave for living organ donors.
• More than 30 states provide workplace protections or paid leave for living organ donors.
• But we're addressing workplace violence prevention.

Committee: House Labor & Industrial Relations

Summary: The committee first disposed of several measures without debate, including deferrals of House Bill 460, House Bill 561, Senate Bill 322, and another deferred Senate measure, before taking up House Bill 819 by Chairman Cruz. HB 819 would replace Louisiana’s current workers’ compensation medical treatment schedule with ODG by MCG, a private evidence-based guideline system used in other states. Cruz and Troy Prevo argued ODG is more comprehensive, updated more frequently, and could reduce claim duration, medical costs, and premium rates; Dr. Jason Picard said Louisiana already uses ODG as a secondary reference for gaps in the state schedule and that the bill would not change appeals or variance procedures. Opponents, including injured-worker advocates Joseph Jola St. and Robin Crumholt, argued Louisiana’s current guidelines are working, that ODG is more cost-cutting and insurer-driven, and that the bill could increase denials and delay care. Members discussed amendments to add a two-year sunset, allow tacit approval when treatment follows the schedule, require payment within 30 days, and raise the carrier’s burden to challenge care; the committee adopted the amendments and then reported HB 819 favorably by a 7-6 vote. The committee then began Senate Bill 409 by Senator Myers, the Louisiana Living Donor Leave Protection Act. The bill would provide paid leave protections for living organ donors, set eligibility and verification procedures, and prohibit forfeiture of leave in certain circumstances for private employers. Myers said the measure is intended to remove job and paycheck barriers for people willing to donate organs and to support better transplant outcomes. Technical amendments were adopted at the start of the presentation, and the bill was introduced for further discussion.

Transcript Highlights:

• This is a tool that assesses organizations' disability inclusion practices in areas such as culture,
• We recognize that if individuals are excluded from the workplace, it becomes an upstander.
• So that's internal ableism, and that's very common in the workplace.
• HR has been working with an external resource to help with neurodiversity in the workplace.
• So next item on the agenda is an opportunity to work with an organization called SEED.

Summary: The Massachusetts Commission on the Status of Persons with Disabilities subcommittee on Disability Employment approved the prior meeting minutes, welcomed new commission member Victoria Gill, and heard an opening quote on leadership before moving to presentations and planning. The main presentation was from Kristen Grip and Katie McCarthy of Boston Children’s Hospital’s Disability Alliance employee-led group, which described its mission to build an inclusive workplace through education, community-building, and advocacy. They discussed monthly disability-awareness programming, intersectional events, accommodation and accessibility efforts, internal ableism, universal design, and BCH’s recognition in the 2025 Disability Equality Index. They also described their own lived experience and emphasized that employees with disabilities should lead disability-related workplace efforts. Committee members asked how to start a disability employee resource group and what external partnerships might help. The presenters said BCH’s HR diversity team helped launch the group over about a year, and members noted related resources, including a Work Without Limits guide and possible connections with Spalding Rehabilitation and other hospitals. The committee also discussed BCH’s continued support for disability inclusion work despite broader political pressure, and members praised the hospital’s efforts and offered to share additional contacts and resources. The subcommittee then turned to possible collaboration with SEED, the State Exchange on Employment and Disability, on Massachusetts as a model employer and benefit cliff analysis work. Members agreed SEED could help with policy framing, comparative data, stakeholder education, and youth disability employment efforts, and they approved inviting SEED to brief the subcommittee in January or February. The group also discussed possible links to CAPE-Youth, Commonwealth HR and DEI offices, and a future partnership with the Office of the Veterans Advocate. The meeting ended with a motion to adjourn, which was seconded and approved.

Transcript Highlights:

• The reason they leave is the conditions of their workplace.
• The reason they leave is the conditions of their workplace.
• </c><00:10:36.440><c> principles</c> associations, and organizing principles associations, and organizing
• And so I'm just going to keep using workplace, workplace, workplace as a sort of a new lens of addressing
• And so I'm just going to keep using workplace, workplace, workplace as a sort of a new lens of addressing

Transcript Highlights:

• Um and there are specific workplace.
• </c><00:18:37.919><c> staff</c> uh nurses and other organization staff uh nurses and other organization
• </c> party administrators are organizations party administrators are organizations that<00:19:12.640>
• </c> compliance across many many workplaces compliance across many many workplaces in<00:20:37.600><c
• </c> express in the workplace. express in the workplace. &gt;&gt; Thank<00:35:29.359><c> you.

Committee: Senate Labor

Transcript Highlights:

• Because to be at a workplace should not be a 24-7 adventure.
• You're seeing more and more nurses organize.
• That's organized. But basically it's us and what's, is it Crington?
• But there's one other smaller hospital that's organized.
• Stable workplaces lead to better outcomes for workers and residents alike.

Committee: Senate Labor

Summary: The Senate Committee on Labor met with a quorum, adopted the June 4 minutes, and then took up Senate Bill 948, the Workplace Employees Boundaries Act (WEB Act), after adopting an S-1 substitute by a 4-1 vote. Senator Geis presented the bill as a Michigan “right to disconnect” measure that would generally bar employers from requiring employees to access or respond to work communications outside usual work hours, allow employees to set availability hours, prohibit retaliation, direct LEO to write rules, and provide complaint and enforcement procedures with exceptions for emergencies and existing collective bargaining agreements. In questioning, Senator Albert raised concerns about how the bill would apply in small businesses and practical situations like staffing calls, school notifications, and emergency-like circumstances; Geis said the bill was meant to protect non-work time while preserving emergency carve-outs and informational messages. NFIB’s Amanda Fisher opposed the bill, arguing it was too broad, difficult to define across industries and schedules, potentially duplicative of existing wage-and-hour law, and likely to create confusion and reduce flexibility, especially for small employers. The committee then shifted to testimony on health care workforce and labor disputes. Nurses from Teamsters Local 332 described a 291-day strike at Henry Ford/Genesis over safe staffing, return-to-work terms, and alleged union-busting, saying the hospital’s staffing levels and use of replacement workers threatened patient safety and could displace experienced specialty nurses. Michigan Nurses Association president Aaron McCormick and Marquette RN union president Christina Hanson said Michigan’s problem is not a shortage of licensed nurses but of nurses willing to stay in overworked, hostile workplaces; they cited retaliation, slow grievance/arbitration processes, hospital consolidation, rural OB closures, and unsafe staffing ratios as drivers of burnout and departures. They urged stronger protections and faster dispute resolution, especially given the limited effectiveness of the NLRB and delays in labor processes. Additional testimony came from UAW Local 4911’s Kim Wheeler, who said UMH Sparrow was outsourcing two low-paid support groups—patient transport/housekeeping and food and nutrition—despite their importance to hospital operations and despite a recently ratified contract, and asked for transparency and limits on corporate outsourcing. Don Hill of SEIU Health Care Michigan described chronic understaffing in nursing homes, mandatory overtime, burnout, retaliation fears, and the need for enforceable patient-to-staff ratios and stronger wage support; he also noted that home care workers are negotiating first contracts after restored bargaining rights. The committee took no vote on SB 948 beyond adopting the substitute, heard extensive testimony, and adjourned without further business.

Transcript Highlights:

• </c><00:01:44.400><c> require</c> areas, and similar workplaces require areas, and similar workplaces
• In fact, a in workplace standards.
• Providing a sense in the workplace.
• </c> of prolonged standing in the workplace. of prolonged standing in the workplace.
• </c> jurisdiction of the Safe Workplaces Act. jurisdiction of the Safe Workplaces Act.

Committee: Senate Labor

Transcript Highlights:

• Our workplaces need more bold, innovative, and public displays of allyship.
• that have nothing to do with these issues, and in arts organizations.
• We've experienced antisemitism even in the workplace.
• It's very organized, and we can organize through the Commonwealth.
• There's a bit of organizing that's going on there.

Summary: The Special Commission on Combating Anti-Semitism opened by approving the minutes from its November 5, 2025 meeting and outlining plans for its next meeting on November 20, when it expects to vote on the draft master report and recommendations. The chair explained that revised drafts would be circulated, changes would be handled by motion, and the final vote would be by roll call. The meeting then moved through several public panels focused on prevention, education, workplace support, and community safety. Parents for Peace testified that anti-Semitism and extremism should be treated as a public health crisis and urged state funding for training in K-12 schools, healthcare, and law enforcement. The panel described its intervention work with radicalized youth and families, argued for early-warning training for educators, and recommended diversion resources for courts and prosecutors so cases can be addressed before they escalate. Commissioners asked about the origins of radicalization, the need for school-based training, and how to connect courts and police to available resources. Project Shema’s Orrin Jacobson argued that effective anti-Semitism education must be nuanced, pluralistic, and grounded in a better understanding of Jewish identity and contemporary anti-Semitism, especially in conversations about Israel and Palestine. He said the group has run dozens of workshops in Massachusetts and emphasized that institutions should adopt content-neutral norms, train staff and administrators, and measure whether trainings lower tensions and increase willingness to intervene. Commissioners asked about handling activists who reject nuance, the role of faculty versus students, and whether classroom norms should limit teachers from advancing personal agendas. A workplace panel from Klaal and Combined Jewish Philanthropies presented survey data showing many Jewish employees feel unsafe being openly Jewish at work and that antisemitism training is the top requested support. They described rapid growth in Jewish employee resource groups, existing programming and stipends for ERG leaders, and recommended mandatory anti-Semitism training, support for Jewish affinity groups in public and private sectors, and broader convenings of major employers. The commission also heard from Truah rabbis and educators, who urged stronger interfaith solidarity, a state office of faith-based and neighborhood partnerships, and explicit attention to democracy and civil rights as part of anti-Semitism strategy. After a recess, the commission heard from Israeli-American, Russian Jewish, and Persian Jewish witnesses who described antisemitism as a lived, personal, and civic issue affecting immigrants and their families. They called for inclusion of diverse Jewish voices in state initiatives, stronger protections for Israeli-American businesses, and recognition that anti-Zionist rhetoric often becomes direct harassment of Jews. The chair said the testimony and suggested edits would be incorporated into the draft report, and the meeting ended with plans for further revisions before the final vote.

Transcript Highlights:

• I think we can all agree that we want workers to have safe workplaces.
• And we should not— ...be lowering the value of human life in California workplaces.
• “And largest Hispanic civil rights organization in America.
• The DIR has routinely withheld those organization charts.
• Our organization is founded on the principle that all workplace injuries, illnesses, and deaths are preventable

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:

• Senate Bill 4063 by Campbell relating to the definition of facility for purposes of workplace violence
• Senate Bill 463 will strengthen the workplace violence prevention law passed last session and protect
• HB4752 by Landgraf relates to the eligibility of a charitable organization for certain tax exemptions
• . organization for an exemption from ad valorem taxation of the organization's property if the organization
• Members, we still have post- Own business, we are getting it organized and ready.

Bills: HB200 , HB541 , HB1803 , HB30 , HB175 , HB249 , HB721 , HB851 , HB897 , HB 1128 , HB1904 , HB1916 , HB5560 , HB3071 , HB5627 , HB5435 , HB3913 , HB2921 , HB2695 , HB2688 , HB3045 , HB3483 , HB3673 , HB4213 , HB4226 , HB783 , HB4373 , HB4735 , HB5155 , HB5057 , HB4984 , HB4944 , HB4813 , HB5339 , HB5196 , HB5033 , HB4853 , HB3486 , HB4211 , HB74 , HB4670 , HB4730 , HB4743 , HB4603 , HB4463 , HB3892 , HB4139 , HB4752 , HB4520 , HB4517 , HB4486 , HB4437 , HB4426 , HB4396 , HB4263 , HB3487 , HB3418 , HB2284 , HB2266 , HB2229 , HB4912 , HB2189 , HB4506 , HB5269 , HB5224 , HB5195 , HB3317 , HB4166 , HB3947 , HB3358 , HB3370 , HB4438 , HB3745 , HB3602 , HB3697 , HB2001 , HB1968 , HB3371 , HB3909 , HCR7 , SB1744 , SB1364 , SB1316 , HB2026 , HB3302 , HB3368 , HB1639 , HB5652 , HB4655 , HB5654 , HB5658 , HB5656 , HB4894 , HB4996 , HB5088 , HB5650 , HB4464 , HB3751 , HB5665 , HB5661 , HB 1237 , HB2802 , HB5437 , HB2703 , HB5666 , HB5667 , HCR113 , HCR86 , SB2196 , SB463 , SB856 , SB1245 , SB1169 , SB509 , SB985 , SB305 , SB552 , HB1535 , HB 123 , HB1804 , HB426 , HB1773 , HB1871 , HB2035 , HB2492 , HB1411 , HB4753 , HB4666 , HB4529 , HB1499 , HB1610 , HB2028 , HB1506 , HB886 , HB3546 , HB796 , HB223 , HB3556 , HB2448 , HB4638 , HB 111 , HB180 , HB 1027 , HB 1178 , HB610 , HB 1277 , HB1615 , HB1620 , HB5342 , HB4885 , HB4751 , HB4530 , HB4488 , HB2149 , HB2071 , HB2282 , HB2248 , HB2243 , HB2522 , HB2310 , HB2513 , HB2300 , HB1902 , HB1813 , HB3719 , HB4284 , HB3743 , HB3778 , HB5153 , HB5147 , HB4877 , HB4850 , HB3261 , HB3005 , HB3033 , HB2849 , HB2967 , HB3531 , HB1768 , HB333 , HB2914 , HB2613 , HB3717 , HB3704 , HB2697 , HB3801 , HB3099 , HB3488 , HB3477 , HB3466 , HB3396 , HB3469 , HB2594 , HB2776 , HB2564 , HB2298 , HB5331 , HB5646 , HB5247 , HB5323 , HB4384 , HB3896 , HB4014 , HB3627 , HB3594 , HB2524 , HB510 , HB561 , HB5111 , HB5446 , HB 1181 , HB3963 , HB2785 , HB1661 , HB2460 , HB200 , HB541 , HB1803 , HB30 , HB175 , HB249 , HB721 , HB851 , HB897 , HB 1128 , HB1904 , HB1916 , HB5560 , HB3071 , HB5627 , HB5435 , HB3913 , HB2921 , HB2695 , HB2688 , HB3045 , HB3483 , HB3673 , HB4213 , HB4226 , HB783 , HB4373 , HB4735 , HB5155 , HB5057 , HB4984 , HB4944 , HB4813 , HB5339 , HB5196 , HB5033 , HB4853 , HB3486 , HB4211 , HB74 , HB4670 , HB4730 , HB4743 , HB4603 , HB4463 , HB3892 , HB4139 , HB4752 , HB4520 , HB4517 , HB4486 , HB4437 , HB4426 , HB4396 , HB4263 , HB3487 , HB3418 , HB2284 , HB2266 , HB2229 , HB4912 , HB2189 , HB4506 , HB5269 , HB5224 , HB5195 , HB3317 , HB4166 , HB3947 , HB3358 , HB3370 , HB4438 , HB3745 , HB3602 , HB3697 , HB2001 , HB1968 , HB3371 , HB3909 , HCR98 , HCR92 , HCR126 , HCR7

Keywords: juvenile offenders, parole eligibility, youth justice, criminal justice reform, inmate rehabilitation, direct patient care, healthcare, physicians, medical services, insurance regulation, dentist, dental hygienist, interstate practice, licensure, compact privilege, public health, military members, disaster relief, tax rates, local government

Transcript Highlights:

• for justice and dignity in the workplace.
• for justice and dignity in the workplace.
• Workers or union organizers.
• I'm the organizing co-director for Working Washington, a workers' rights organization dedicated to raising
• organizing organizations, labor, and employer advocates across the state, I'm here to... ...I'm here

Summary: The committee first heard Senate Bill 6045, which would place agricultural employees under the Public Employment Relations Commission for collective bargaining, including card-check or election certification, bargaining duties, and interest arbitration. Staff explained the bill’s scope, exclusions, enforcement provisions, and fiscal note, and members asked about the domestic-violence privilege language, the fiscal impact, and implementation timing. Public testimony was sharply divided: labor and farmworker advocates said the bill would correct a historic exclusion of agricultural workers and improve wages, safety, and dignity, while growers and industry groups argued it would raise costs, create coercive card-check concerns, and risk disruptions during short harvest windows. The sponsor closed by saying the bill was a starting point and that she would continue working with stakeholders. The committee then took up Senate Bill 6188, an agency-request bill on asbestos training rules. Staff said it would remove a limit on Labor and Industries’ rulemaking authority so the agency could adopt additional training and certification requirements beyond those specifically required by federal law; the fiscal note showed no fiscal impact. The sponsor and L&I said the change would let the state strengthen worker safety around asbestos removal, while the Building Industry Association opposed it, warning about divergence from federal standards and added costs. The hearing then moved to Senate Bill 6053 on domestic workers, which would create statewide labor protections including minimum wage and overtime, written agreements, notice requirements, anti-discrimination protections, and enforcement by L&I and private actions. Testimony from domestic workers, advocates, and caregivers supported the bill as a needed extension of basic protections, while L&I noted implementation costs and technical amendments. Finally, the committee heard Senate Bill 5852 on immigrant workers and I-9 audits. Staff described requirements for employers to notify workers within 72 hours of a federal inspection notice, provide copies of results and correction timelines, limit voluntary access to records without a warrant or subpoena, and prohibit retaliation, with enforcement by the Attorney General and private lawsuits. The Attorney General’s office and supporters said the bill would add due process and transparency and reduce fear during workplace raids, while business, hospitality, county, and small-business representatives argued it could conflict with federal law, create heavy compliance burdens, and expose employers to severe penalties and lawsuits. No votes were taken in the transcript; the committee heard testimony and closed hearings on the bills discussed.

Transcript Highlights:

• frequently become missing in the workplace.
• It's about how we're integrating technology into our workplace.
• It's about how we're integrating technology into our workplace.
• of what tools are used in the workplace.
• So I would say it was the consequence of workplace...

Committee: House Labor and Employment

Summary: The Assembly Labor and Employment Committee heard and advanced a series of labor, workplace, and pay equity bills. SB 703 on port trucking misclassification would require ports to collect and report data to help identify misclassified independent contractors; supporters said the bill would improve enforcement and protect workers, while trucking and retail groups said recent amendments addressed many concerns. The bill passed 5-0 and was re-referred to Transportation. The committee also approved a consent calendar including SB 275, SB 648, SB 355, and SB 693. Members then heard SB 294, the Workplace Know Your Rights Act, which would require the Labor Commissioner to create a template for employers to annually notify workers of labor and civil rights protections, with supporters arguing workers need clearer information amid federal uncertainty and opponents from the restaurant industry raising concerns. SB 7, dealing with automated decision-making systems in employment discipline and termination, would require notice and human review; labor groups supported it as a safeguard against biased or opaque algorithmic management, while employer groups objected to broad definitions and burdens on businesses. Both bills passed and were re-referred to Judiciary and Privacy and Consumer Protection, respectively. The committee also approved SB 238 on workplace AI/surveillance transparency, SB 442 on self-checkout staffing standards, and SB 464 on expanding public-sector pay data reporting tied to reparations and pay equity goals. Supporters of SB 238 emphasized transparency and privacy, while business and public-sector groups warned about security and administrative burdens; SB 442 drew support from labor and retail workers who said self-checkout reduces hours and increases safety risks, while grocers argued it would raise costs and reduce flexibility; SB 464 was backed as a way to better measure representation and pay gaps, though counties and local government groups said the bill needed narrowing to avoid covering county workers. Finally, SB 642 on equal pay reforms and a longer recovery period for wage claims passed 5-0 after labor advocates said it would help workers recover lost pay, while business groups opposed the 10-year lookback as too burdensome.

Transcript Highlights:

• ><c> in</c> partnerships with organizations in partnerships with organizations in Alabama,<00:02:06.240
• We're well aware that our organizing.
• </c> organizing at all. organizing at all.
• </c> anti-union behavior to thwart organizing anti-union behavior to thwart organizing efforts.
• So we're a different organization.

Committee: Senate Labor

Transcript Highlights:

• Workplace surveillance is not a recent phenomenon, but today's workplace surveillance tools differ in
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• As the Assembly member noted, workplace surveillance is not a new phenomenon.
• From Pinkerton agents being used to spy on and bust union organizing to the introduction of workplace
• Let's just remind them, name an organization and support. Okay.

Committee: House Labor and Employment

Summary: The committee heard several labor-related bills, with testimony largely focused on workforce development, worker privacy, wage theft, and workplace safety. AB 296 would require schools and districts to host apprenticeship fairs at least once per year; supporters said it would expose students to skilled-trades careers, while school administrators opposed the mandate as too broad, especially for elementary schools and districts without local apprenticeship programs. AB 1221 and AB 1331 both sought to curb invasive workplace surveillance, with labor groups arguing that AI, biometric, and algorithmic monitoring can be discriminatory and chill worker rights, while business and industry groups warned the bills were too broad and could interfere with security, cybersecurity, and ordinary workplace operations. AB 1181 would require firefighter turnout gear to be free of cancer-causing chemicals, and AB 1198 would require prevailing wage rates on public works to reflect the wage in effect when work is performed; both drew support from labor and construction witnesses, while local governments and other stakeholders raised cost and implementation concerns. AB 1251 would require private employers to disclose whether a job posting is for an actual vacancy, and AB 692 would prohibit employer debt agreements that require workers to repay training or other costs if they leave employment; both bills were supported by worker advocates and opposed by employer groups who said the measures were overly broad or unnecessary under existing law. The committee also heard AB 552, AB 1110, AB 1136, and AB 1234, which respectively would allow the Agricultural Labor Relations Board to locate its main office outside Sacramento, update Cal/OSHA poster information, expand high road training partnership eligibility, and strengthen the wage claim process by encouraging employer participation and allowing judgments when employers fail to respond. Several bills were voted out on due-pass motions, including AB 1198, AB 1251, AB 1221, AB 1331, AB 552, AB 1110, AB 1136, and AB 692; AB 1181 was approved by the committee but remained on call, and AB 296 was heard in subcommittee without a vote. AB 963 was pulled by the author.

Transcript Highlights:

• Today we have our respect in the workplace training.
• </c> So, what does a respectful workplace So, what does a respectful workplace mean?
• For example, if someone organizations?
• ,</c> is harassed in a political organization, is harassed in a political organization, but<00:42:42.880
• </c> creating a respectful workplace. creating a respectful workplace.

Transcript Highlights:

• of the collective bargaining agreement of the TSA, federal workers being stripped of the right to organize
• proud rank-and-file union member, I know that unions provide workers with a strong voice in the workplace
• know that unions set the standard for all workers when they negotiate fair wages and benefits and workplace
• </c> all working people have safe workplaces all working people have safe workplaces a<00:04:57.720><
• We fully support the rights of workers to organize and advocate for fair working conditions.

Transcript Highlights:

• That's why we organized a union. We have a First Amendment right to organize and strike.
• Name and organization, please.
• Name an organization, please.
• Name and organization, please. Mr.
• Name and organization, please. Mr.

Summary: The committee heard several labor-related bills, with AB 1424, AB 1340, AB 288, and AB 746 all advancing on due-pass motions to Appropriations after testimony and roll calls. AB 1424 would require climate resiliency and extreme-heat protections in CDCR facilities; supporters described dangerous heat conditions for incarcerated workers and staff, while no opposition testified. AB 1340 would allow rideshare drivers to unionize and collectively bargain; drivers, labor groups, and researchers testified that app-based work is low-paid and unstable, while TechNet, Uber, Lyft, and other business groups argued the bill conflicts with Proposition 22 and could raise costs. AB 288 would let PERB step in when federal labor remedies are unavailable; supporters said it is needed because of NLRB dysfunction, while the Chamber of Commerce raised preemption and enforcement concerns. AB 746 would create an inmate cooperative program and a green reentry reserve; supporters framed it as a recidivism-reduction and reentry strategy, and there was no opposition testimony. The committee also heard AB 858, which would extend hotel and hospitality worker recall rights after declared emergencies and extend existing COVID-era protections. Hospitality workers and unions supported the bill as a way to protect jobs after pandemics, wildfires, and other disasters, while hotel, chamber, retail, restaurant, trucking, travel, and attractions groups opposed it, saying the current recall rules were meant to sunset and that the bill would create broad liabilities and hiring complications. The bill was moved to Appropriations but remained on call after the roll. AB 291, creating a credentialed educator apprenticeship program to address teacher shortages and improve diversity, drew support from education groups and stakeholders who said apprenticeships could lower preparation costs and provide better support; it was also moved to Appropriations and placed on call. Later, the committee took up AB 1104, a solar-energy bill intended to clarify that private solar customers are not “awarding bodies” and to ease certain business-to-business solar transactions while preserving prevailing wage and apprenticeship requirements for contractors. Supporters said the current interpretation has chilled commercial solar adoption and harmed jobs, while opponents from electrical workers, PG&E, and others warned about expanded “over-the-fence” power sales and the need for clearer limits. Members questioned the lack of a definition of “small,” and the bill was held without a second. The committee also heard AB 338, which seeks $50 million for Los Angeles and Ventura wildfire workforce recovery; the author and county officials described major job loss and business destruction and said the funds would support displaced workers and rebuilding, with the testimony continuing beyond the excerpt provided.

Transcript Highlights:

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• Such efforts could effectively kill the capacity for the kind of workplace organizing that is necessary
• Such efforts could effectively kill the capacity for the kind of workplace organizing that is necessary
• A union such efforts could effectively kill the capacity for the kind of workplace organizing that is
• </c><01:11:58.840><c> I</c> experiencing AI am in their workplaces I experiencing AI am in their workplaces

Committee: Senate Labor