Bill Text: MI HB4226 | 2017-2018 | 99th Legislature | Introduced


Bill Title: Labor; benefits; leave time for care of newborn or adoption of child; establish for certain employees. Creates new act.

Spectrum: Partisan Bill (Democrat 1-0)

Status: (Introduced - Dead) 2017-02-16 - Bill Electronically Reproduced 02/15/2017 [HB4226 Detail]

Download: Michigan-2017-HB4226-Introduced.html

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HOUSE BILL No. 4226

 

 

February 15, 2017, Introduced by Rep. Kosowski and referred to the Committee on Commerce and Trade.

 

     A bill to provide for birth or adoption leave from employment;

 

to prescribe the conditions for taking that leave; to prohibit

 

retaliation; and to prescribe remedies.

 

THE PEOPLE OF THE STATE OF MICHIGAN ENACT:

 

     Sec. 1. This act shall be known and may be cited as the "birth

 

or adoption leave act".

 

     Sec. 3. As used in this act:

 

     (a) "Birth or adoption leave" means paid time off from work to

 

allow an employee time to care for a newborn or newly adopted

 

child.

 

     (b) "Employee" means a person who works for an employer under

 

an express or implied contract of hire, but does not include an

 

independent contractor.

 

     (c) "Employer" means an individual, partnership, corporation,


association, or other business entity that employs 50 or more

 

employees and includes this state and a unit of local government.

 

     Sec. 5. An employer shall allow 4 consecutive weeks of birth

 

or adoption leave to an employee if all of the following conditions

 

are met:

 

     (a) The employee has been employed by the employer for at

 

least 12 months and has worked for at least 1,250 hours during the

 

immediately preceding 12 months.

 

     (b) The employee is the parent or adoptive parent of a newborn

 

child or child newly placed for adoption and the employee uses the

 

birth or adoption leave to care for that child.

 

     (c) The employee notifies the employer of the intent to use

 

the leave as soon as practicable after the need for the employee to

 

use birth or adoption leave becomes apparent.

 

     Sec. 7. An employer may require an employee who gives notice

 

under section 5(c) to provide supporting information regarding the

 

employee's eligibility for leave under this act.

 

     Sec. 9. (1) An employer shall continue to provide existing

 

fringe benefits to an employee during birth or adoption leave, and

 

the employee is responsible for the same proportion of the cost of

 

those benefits as the employee paid before the leave period.

 

     (2) Upon an employee's return to work from birth or adoption

 

leave, an employer shall restore the employee to his or her

 

position or to a position with at least equivalent seniority,

 

benefits, pay, and other terms and conditions of employment.

 

     Sec. 11. (1) An employer shall not interfere with, restrain,

 

or deny the exercise or attempted exercise of a right provided


under this act.

 

     (2) An employer shall not discharge, fine, suspend, expel,

 

discipline, or discriminate against an employee with respect to any

 

term or condition of employment because of the employee's actual or

 

potential exercise, or support for another employee's exercise, of

 

a right under this act. This subsection does not prohibit an

 

employer from taking employment action that is independent of the

 

exercise of a right under this act.

 

     (3) An employer shall not deprive an employee who takes birth

 

or adoption leave of an employment benefit that accrued before the

 

date that the birth or adoption leave begins.

 

     Sec. 13. This act does not affect an employer's obligation to

 

comply with a collective bargaining agreement, employee benefit

 

plan, or other law that provides greater leave rights to employees

 

than provided under this act.

 

     Sec. 15. (1) An employer shall not require an employee to

 

waive a right under this act.

 

     (2) An employee's rights under this act cannot be waived or

 

diminished under a term in a collective bargaining agreement or

 

employee benefit plan that takes effect after the effective date of

 

this act.

 

     Sec. 17. An individual aggrieved by a violation of this act

 

may bring an action in the circuit court to enjoin the violation or

 

for any other relief necessary to secure a right under this act.

 

     Enacting section 1. This act takes effect 90 days after the

 

date it is enacted into law.

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