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S 1295

Permits schools located within the state to purchase certain New York milk

2025 Regular Session Introduced by George Borrello and 1 co-sponsor

MA S.1295: Employers must adopt a written anti-harassment policy, use MCAD model materials, and provide mandatory training (within 6 months of hire, annually) with 5-year records.

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Bill Summary · S 1295

Summary — S.1295 (2025) — “An Act relative to workforce training”

Note: the supplied bill metadata contains inconsistencies (different titles, jurisdictions, and sponsor lists). The text below summarizes the bill language filed as “Senate No. 1295” in the Massachusetts 194th General Court amending Chapter 151B (Massachusetts anti‑discrimination law).

Purpose / Intent

To strengthen employer obligations to prevent unlawful harassment (including sexual harassment) by requiring specific written anti‑harassment policies, standardized model materials, and mandatory interactive employee training with minimum standards and recordkeeping requirements.

Key provisions

  • Applicability: Employers, employment agencies, and labor organizations subject to Massachusetts Chapter 151B.

  • Employer policy requirements (must include):

    • Statement that all forms of unlawful harassment (including sexual harassment) are prohibited and unlawful under Section 4 of Chapter 151B.
    • Statement that retaliation for filing complaints or cooperating in investigations is unlawful.
    • Description and examples of unlawful harassment and retaliation.
    • Range of consequences for perpetrators.
    • Internal complaint process and contact information for complaint recipients.
    • Identification and contact directions for appropriate state and federal enforcement agencies.

  • Distribution of policy:

    • Employers must provide an individual written copy of the policy to all employees by January 1, 2027.
    • New hires receive the policy at hire; employees changing positions receive it at the time of the change.

  • Model materials:

    • The Massachusetts Commission Against Discrimination (MCAD or “the commission”) will prepare a model policy and poster employers may use.

  • Training requirements:

    • Employers and labor organizations must provide training to prevent unlawful harassment within six months after hiring or promotion.
    • Annual training for every employee starting January 1, 2027.
    • Minimum standards if not using the MCAD model:
    • Focus on compliance with non‑discrimination law and harassment prevention.
    • Include an interactive component (in‑person, online, remote) led by qualified trainers allowing timely Q&A.
    • For online training: allow anonymous questions and require trainers to respond within two business days; must demonstrate active participation (e.g., time viewing, answers).
    • Minimum of one hour per year.
    • Include examples, remedies, bystander intervention training, and supervisory responsibilities; for employers with 100+ employees, tailor examples to the industry.
    • Employers must maintain records of training completion and preserve questions/answers (anonymized) for at least five years.

  • Liability and enforcement:

    • Failure to provide required information or training does not itself create employer liability for harassment claims, nor does compliance insulate an employer from liability.
    • The Attorney General may promulgate rules or guidelines necessary to effectuate the section.

Who is affected

  • All Massachusetts employers, employment agencies, and labor organizations covered by Chapter 151B — including public and private employers — will face new policy, training, and recordkeeping obligations. Larger employers (100+ employees) have tailoring requirements.

Timeline & procedural notes

  • Key effective dates in the bill text: mandatory written policy distribution and the start of annual training — January 1, 2027. Initial training must be provided within six months of hire or promotion.
  • Records retention: training completion and Q&A records retained for at least five years and produced to the Attorney General or MCAD on request.
  • The bill text authorizes the Attorney General to issue implementing regulations.

Practical impact

  • Administrative and cost impacts for employers: developing or procuring compliant training, tracking completion, maintaining records, and responding to anonymous Q&A.
  • Potential benefits: clearer employer expectations, standardized prevention training, and improved workplace climates; the measure does not itself change standards of legal liability for harassment.

Recommendation: verify the bill number and jurisdiction before relying on sponsor lists or external metadata, as provided materials contained mixed or conflicting information.

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

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