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S 1304

Establishes the crime of criminal use of weapons; firing into a crowded space

2025 Regular Session Introduced by Patrick Gallivan

Creates a voluntary state program granting funds and support for eligible guardians to bring infants 6 weeks–6 months to work, with safety, space, and reporting requirements.

REFERRED TO CODES
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Bill Summary · S 1304

Summary — S.1304 (Senate No. 1304) — “An Act promoting infant friendly workplaces”

Note on metadata: The bill text filed as Senate No. 1304 (sponsored by Sen. Lydia Edwards, Third Suffolk) creates an “Infant‑Friendly Workplace” program in Massachusetts. Some provided metadata (an unrelated title about weapons, and a list of federal senators as cosponsors) appears inconsistent with the bill text; this summary is based on the Massachusetts bill text.

Purpose

To create a voluntary state-supported “Infant‑Friendly Workplace” program that allows eligible guardians to bring infants aged six weeks to six months to the workplace while performing job duties. The intent is to support parent‑infant bonding, protect mental health, and improve workforce retention during the transition back to work after Paid Family and Medical Leave (PFML).

Key provisions

  • Definitions: establishes terms including “Infant‑Friendly Workplace,” “eligible guardian” (≥18 years, parent or legal guardian of a child 6 weeks–6 months), and “eligible employer” (MA business or nonprofit eligible for grants).
  • Program establishment (Chapter 175M, new Section 11):
    • Voluntary program administered under Chapter 175M and overseen by the Department of Family and Medical Leave (DFML) and Executive Office of Labor and Workforce Development.
    • Eligible guardians returning from PFML (birth, adoption, foster) may participate.
    • Employers must apply, be designated, provide training/resources, create suitable child care locations, set reasonable participation limits, and ensure compliance with Massachusetts infant immunization rules.
    • Employers may offer flexible schedules or remote days as part of accommodations.
    • Permissible uses of grants: equipment, training, private spaces for breastfeeding/expressing milk, hiring domestic workers to assist child care while guardian performs work not suitable for child exposure, and other program startup/maintenance costs.
    • Prohibited grant uses: land purchase/improvement; construction or permanent building improvements; purchase of major medical equipment; matching other federal grants; research/training payments to non‑nonprofit entities.
  • Funding & incentives:
    • Program may be funded via state budget, dedicated grants, allocations under Chapter 175M, and federal Maternal and Child Health Block Grant funds.
    • Participating employers eligible for state tax incentives and grants to offset setup/maintenance costs.
    • DFML to prioritize fund distribution to high‑need workplaces and those serving populations with limited childcare access.
  • Wage contribution:
    • Employers in the program may offer employees a voluntary deduction up to 10% of wages to fund program establishment/maintenance.
  • Reporting & oversight:
    • Participating employers must report annually to DFML on participation numbers, outcomes (retention, absenteeism, productivity), and implementation challenges/successes — report deadline specified as “September 31” (bill text; note September has 30 days).
    • DFML must promulgate safety, implementation, and reporting regulations.
  • Relationship to PFML: explicit that the program does not replace Paid Family and Medical Leave entitlements; it is an additional option.

Who is affected

  • Eligible guardians (parents/legal guardians of infants aged 6 weeks–6 months) who work in Massachusetts.
  • Employers in Massachusetts that choose to participate (for‑profit and nonprofit).
  • State agencies (DFML and Executive Office of Labor and Workforce Development) responsible for program administration, regulations, grant allocation, and reporting oversight.
  • Indirectly affects coworkers, workplace safety/compliance practices, and local childcare markets.

Timeline & procedural status

  • Bill filed as Senate docket No. 363 (filed 01/12/2025); introduced/ read in Senate (dates in 2025).
  • Referred to relevant committees (Labor and Workforce Development; Codes appear in the record).
  • Hearing scheduled: 06/10/2025, 11:00 AM–1:00 PM (B‑1) (per legislative actions list).
  • Effective date: 180 days after enactment to allow agencies to adopt regulations and guidelines.

Practical considerations / potential issues

  • Operational feasibility for small employers (space, supervision, safety).
  • Liability, workplace safety, privacy, and infection control when infants are present.
  • The bill authorizes employee wage deductions of up to 10% — implementation and consent mechanisms should be clarified.
  • Reporting date in the text (“September 31”) appears to be a clerical error.
  • Interactions with child care licensing, occupational safety rules, and local building codes will need regulatory detail.

This summary highlights the bill’s core design to create a grant‑backed, voluntary program to enable parents of very young infants to bring children to work temporarily, while setting guardrails for safety, funding use, and program administration.

Compiled from official sources — confirm details with the bill’s official record.

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