Labor: discrimination; certain protected attributes and characteristics of an employee; prohibit an employer from basing the employee's wage rate on. Amends 1978 PA 390 (MCL 408.471 - 408.490) by adding sec. 13b & repeals sec. 13 of 2018 PA 337 (MCL 408.943).
The enactment of HB4291 is expected to bring significant changes to the wage structures within various businesses in Michigan. By mandating equal pay for equal work and restricting employers from basing wage rates on attributes that have historically led to discrimination, the bill aims to create a more equitable work environment. It reinforces existing labor laws and complements protections established under the Elliott-Larsen Civil Rights Act, thereby enhancing employee rights and promoting fair labor practices.
House Bill 4291 aims to amend the existing labor legislation in Michigan by prohibiting wage discrimination based on protected attributes or characteristics of employees. The bill specifically states that employers cannot pay an employee a different wage for equal work—defined as jobs requiring equal skill, effort, and responsibility under similar working conditions—on the basis of attributes such as religion, race, age, sex, and sexual orientation. This legislation seeks to strengthen the protections against wage discrimination, thereby addressing long-standing inequities in the workplace.
Despite the intended benefits of HB4291, there are notable points of contention among lawmakers and stakeholders. Supporters argue that the bill is necessary to combat systemic wage discrimination and to ensure every employee is compensated fairly regardless of their personal characteristics. Opponents, however, may express concerns about potential implications for business flexibility, operational costs, and the complexities involved in implementing and monitoring compliance with these regulations. The balance between protecting employee rights and supporting business interests continues to fuel debate surrounding this legislation.