Relates to prohibiting retaliatory action by employers for the reporting of discrimination violations

2025 Regular Session Introduced by Jo Anne Simon

Prohibits retaliation by employers against employees who report discrimination, strengthening protections and enforcement.

REFERRED TO LABOR

Summary: Bill A 3648

What the bill is

Bill Number: A 3648

Title: Relates to prohibiting retaliatory action by employers for the reporting of discrimination violations

Status: REFERRED TO LABOR

Introduced: January 29, 2025

Classification: bill

Purpose and intent

The bill, by its title, aims to prohibit employers from taking retaliatory actions against employees who report discrimination violations. The core purpose is to protect workers who raise concerns about discrimination from punishment or adverse employment consequences.

Key provisions (note)

The exact text of A 3648 is not provided in the information given. As such, specific statutory definitions and prohibitions are not detailed here.

In bills of this nature, typical provisions often include:

A clear definition of “retaliatory action” (e.g., discharge, demotion, discipline, reduced hours, negative performance evaluations, or other adverse employment actions) directed at an employee for reporting discrimination.
A definition of “discrimination violations” or reference to existing anti-discrimination laws and protections.
Prohibitions on retaliation measures taken in response to a protected report or disclosure.
Possible enforcement mechanisms, remedies (such as reinstatement, back pay, front pay, compensatory damages), and anti-retaliation protections in ongoing employment relationships.

Specific protections, exemptions, and enforcement details will be found in the bill’s enacted text and any committee amendments.

Affected parties

Primary: Employees or prospective employees who report discrimination violations.

Employers: Businesses and organizations subject to anti-discrimination laws; may include contractors or agents depending on the final text.

Agencies: State labor or civil rights bodies may be tasked with enforcement, investigation, and remedies (to be specified in the bill).

Procedural and timeline aspects

The bill has been introduced and assigned to the Labor Committee (REFERRED TO LABOR) as of January 29, 2025.

Next steps typically include committee hearings, potential amendments, and a floor vote in the chamber. If approved, it would move to the other house (e.g., Senate) for consideration and must eventually be enacted into law.

Related legislation

Related bills from prior sessions: A 11143, A 1807, A 5268, A 7909. The presence of these related measures suggests ongoing legislative interest in strengthening protections against retaliation for reporting discrimination.

Potential impact

If enacted, the bill could strengthen protections for employees who report discrimination, potentially reducing fear of retaliation and promoting more robust reporting and enforcement of anti-discrimination laws.

Employers may need to adjust personnel policies, training, and complaint-handling procedures to ensure compliance and minimize retaliation risks.

Since specific provisions are not provided, readers should review the full bill text and any amendments for precise obligations, remedies, and enforcement details.