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HB 5679

Labor: job training; fall prevention training; require employers to pay wages to employees for participating in. Creates new act. TIE BAR WITH: HB 5678'26

2025-2026 Regular Session Introduced by Joey Andrews and 26 co-sponsors

Employers must pay employees their normal hourly wage for time spent in the mandated fall prevention training, tying payment to the training program HB 5678 establishes.

bill electronically reproduced 03/05/2026
#labor:hoursandwages #labor:jobtraining #seniorcitizens:housing
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Bill Summary · HB 5679

Summary of HB 5679 (2025-2026) – Michigan

Overview

HB 5679 proposes to require employers to compensate employees for time spent participating in a mandated fall prevention training program. The bill is designed to work in tandem with HB 5678, which establishes a fall prevention training program for nursing home staff (unlicensed personnel) under the Public Health Code.

  • Jurisdiction: Michigan
  • Session: 2025-2026
  • Primary focus: Labor and training; wage compensation for participation in a state-mandated training
  • Tie-bar: Must be enacted together with HB 5678 (or its Senate counterpart)

Purpose and Intent

  • To ensure that employees in nursing home settings (unlicensed personnel) who participate in the required fall prevention training are paid at their normal hourly wage rate for the time spent in training.
  • To formalize wage compensation for training time as part of the compliance framework for fall prevention efforts in long-term care facilities.

Key Provisions

HB 5679 (new act)

  • Defines terms:
    • Employee: An individual employed by an employer.
    • Employer: Any person employing one or more employees.
    • Person: Broad definition including individuals and various legal entities.
  • Wage requirement:
    • If an employer is required to ensure employees complete the fall prevention training program established under HB 5678 (Public Health Code, MCL 333.21795a), the employer must pay each employee their normal hourly wage rate for the time spent participating in the training.
  • Enacting condition:
    • The act does not take effect unless HB 5678 (or its equivalent) is enacted into law.

Connection to HB 5678

  • HB 5678 would amend the Public Health Code to require LARA (in consultation with DHHS) to establish and administer a fall prevention training program for unlicensed personnel in nursing homes.
  • Nursing homes would be required to ensure completion of the training by unlicensed personnel.

Affected Parties

  • Primary beneficiaries: Employees (specifically unlicensed personnel) in nursing homes who participate in the fall prevention training.
  • Employers: Nursing homes and other facilities subject to the HB 5678 training program; they would bear the obligation to compensate trainees for training time at their normal wage rate.
  • State agencies: LARA (Department of Licensing and Regulatory Affairs) and DHHS (Department of Health and Human Services) would collaborate to implement the program.

Procedural and Timeline Aspects

  • Effective date: The wage-compensation provision in HB 5679 is contingent on HB 5678 (or its Senate counterpart) being enacted.
  • Enacting section: The two bills are intended to function as a package (tie-bar)—HB 5679 cannot take effect independently of HB 5678.
  • Legislative process notes: As of the latest action, HB 5679 was introduced March 5, 2026, with referral to the Committee on Families and Veterans; HB 5678 has an associated analysis and is part of the same package.

Fiscal Impact (Summary)

  • HB 5678: Expected to have minimal fiscal impact on LARA’s Bureau of Community and Health Systems; potential updates to the fall prevention program could cost up to about $100,000 if changes are necessary.
  • Overall state and local government expenditure impact: Not expected to be significant.

Practical Implications

  • For nursing homes: If required by HB 5678 to conduct fall prevention training, they must compensate affected employees for training time at their ordinary wages, potentially affecting labor costs associated with mandatory training.
  • For employees: Provides wage protection for time spent in mandatory training, reducing concerns about unpaid training time.
  • For the state: Establishes a standardized training program and a clear wage obligation tied to that program.

If you’d like, I can add a simplified bullet-point quick reference or compare this bill to existing wage-and-training laws in Michigan.

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

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