Our Advocacy Approach

Effective governments build business climates that encourage employers in all industries to invest, expand, and create economic opportunities. Eliminate Massachusetts-only laws and regulations that create competitive disadvantage for Bay State employers and force them to move jobs elsewhere.

Sam Larson
Associate Vice President, Government Affairs


Learn more about HR / Labor Impacts »

Policy Watch

Wage Theft ( extended to 4/4)

Creates vicarious liability for wage violations up and down the contract chain.  Said differently, if your sub-contractor or sub-sub-contractor commits a wage violation- you are also liable for 3x damages.

Domestic Abuse Victims Accomodations

This bill would make victims of domestic abuse a protected class in the workplace. This would entitle them to various employer accommodations including flexible hours and temporary transfers.

Workplace Bullying

Creates an employer liability for workplace bullying. A wide amount of behavior, regardless of if the victim is a member of a protected class or not, would result in liability.

Scheduling of Employees (extended to 4/4)

Employees must have a mandatory expected work schedule 14 or 21 days out. Any changes to the schedule, requires additional compensation from the employer.

No Fault Waivers ( extneded to 4/4)

Would waive all overpayment collections for unemployment insurance recipients who were over by the Department of Unemployment Assistance during the pandemic.

Defence Against Abusive Waivers

The bill would ban mandatory arbitration agreements in all employment contracts.

PFML issues

Advisory Board – Creates an Advisory Board of outside stakeholders within the Executive Office of Labor and Workforce Development to oversee the Paid Family and Medical Leave program.

Topping Off –Would allow employees using the public PFML plan to access into other earned paid time off to subsidize their PFML benefits to achieve 100% wage replacement.


Replacement Workers-If employers hire a replacement worker for someone on leave and they stay long enough to be eligible for unemployment insurance, it allows for them to be paid from the PFML Trust Fund not from Unemployment Insurance.



“When a new employment law is introduced in Massachusetts our employer clients need us to become experts in the letter of the law along with the intent and spirit behind it. We have found that partnering with AIM in this process has been invaluable for us and our employer clients as together we seek to anticipate and address the ramifications of each new law on Massachusetts employers.”

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