Massachusetts Labor Law Postings

Transcripción

Massachusetts Labor Law Postings Thank you for using GovDocs! Your order contains the following state posters: Name of Poster Poster Code Posting Requirements
Agency Responsible Unemployment Insurance Unemployment Insurance (Spanish*) Workers' Compensation Workers' Compensation (Spanish*) Minimum Fair Wage Law LMA01 LMA07 LMA02 LMA16 All employers All employers Division of Employment and Training Division of Employment and Training All employers All employers Department of Industrial Accidents Department of Industrial Accidents LMA03 All employers Minimum Wage and Hour Laws (Spanish*) Fair Employment Law Child Labor Law LMA15 All employers LMA04 LMA08 Sexual Harassment Right to Know** LMA09 LMA11 All employers Recommended if employer hires children under 18 Recommended All employers Attorney General's Fair Labor and Business Practices Div Attorney General's Fair Labor and Business Practices Div MA Commission Against Discrimination Department of Public Health MA Commission Against Discrimination Department of Labor and Workforce Development Department of Public Health MA Commission Against Discrimination MA Commission Against Discrimination No Smoking LMA10 All employers Maternity Leave Fact Sheet LMA13 All employers Fair Housing LMA14 All employers *While they are not required, Spanish versions are recommended for employers of Spanish‐speaking workers. Printing and Posting Instructions All files are print ready, according to size requirements from the issuing agency (if any). To ensure compliance, print all posters as provided. Posters requiring different paper size and/or color print are noted below as exceptions. Please note: In some cases, individual posters are set up to print on multiple pages. 1.) Print each of the posters listed above on 8.5”x11” paper. **(Massachusetts Department of Labor requires the Right to Know poster to be 8.5”x14”(legal size). GovDocs has provided a version to be printed on one 8.5”x14”, or if you are unable to print 8.5”x14”, we have also included a version to be printed on two “8.5x11”.) 2.) For multiple‐page posters, we recommend taping the pages together before posting. 3.) Review each poster and posting instructions (above) carefully to check for special posting requirements that might apply to your business. 4.) Display all applicable posters in a conspicuous area accessible to all employees (such as an employee lounge, break room, or cafeteria). Information on Employees' Unemployment Insurance Coverage
Employer name
Employer DUA ID #
Address
Employees of this business or organization are covered by Unemployment Insurance, a program financed entirely by Massachusetts employers. No
deductions are made from your salary to cover the cost of your Unemployment Insurance benefits.
If you lose your job, you may be entitled to collect Unemployment Insurance. Outlined below is the information you need in order to file a claim for Unemployment Insurance benefits.
Before you file
Your employer will give you a copy of the pamphlet: How to File for Unemployment Insurance Benefits, supplied by the Massachusetts Division of Unemployment Assistance (DUA). On the front of the pamphlet is a space to write down your employer's DUA identification number. That number is shown at the top of this poster. Having the number will help in the filing of your claim.
You can file over the telephone
Unemployment Insurance services are available by telephone. You can file a new claim for Unemployment Insurance, reopen a current claim, be interviewed if there are issues that affect your eligibility, obtain up-to-date information on the status of your claim and
benefit payment, resolve problems, and sign up for direct deposit — all by telephone. To file your claim by telephone, call the TeleClaim Center at 1-877-626-6800 from area codes 351, 413, 508, 774, and 978; or 1-617-626-6800 from any other area code.
You will be asked to enter your social security number and the year you were born. You will then be connected to an agent who will
take the information necessary to file your claim.
If the last digit of your Social
Security number is:
Assigned Day to Call Teleclaims
is:
0, 1 or 2
Monday
3, 4 or 5
Tuesday
6 or 7
Wednesday
8 or 9
Thursday
Any last digit
Friday and Saturday
Note: During peak periods from Monday through Thursday, call
scheduling may be implemented, providing priority for callers
based on the last digit of their Social Security Number. This
helps ensure that you and others can get through to the
TeleClaims Center in a timely manner. Please check the
schedule on the left before calling.
WALK-IN You can file your claim in person
Unemployment Insurance Walk-In services are available at One-Stop Career Centers in communities throughout Massachusetts.
Services include assistance with filing a new claim for Unemployment Insurance, reopening an existing claim, or resolving problems
with your current claim.
For the address of the nearest Ul Walk-In site, call 617-626-6560. After hearing the greeting, enter the number 331 on the keypad of
a touch tone telephone. When you are asked to do so, enter the first five digits of your zip code. You will be given the address of the
nearest Walk-In service. You can also find the addresses of all Walk-In services in Massachusetts on the DUA web site at
www.mass.gov/dua. Select “Find UI Walk-In Services” on the home page.
IMPORTANT Massachusetts General Law, Chapter 151A, Section 62A requires that this notice be displayed at each site operated by an employer, in a conspicuous place,
where it is accessible to all employees. It must include the name and mailing address of the employer and the identification number assigned to the employer by the Division of Unemployment Assistance.
Commonwealth of Massachusetts
www.mass.gov/dua
An equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with
disabilities. TDD/TTY 1-800-439-2370 - Voice 1-800-439-0183
Form 2553-A Rev. 03-09
LMA01
Print Date: 4/09
Información sobre la Cobertura del Seguro de Desempleo para los Empleados
Information on Employees’ Unemployment Insurance Coverage
Nombre del Empleador
Número de Identidad DUA del Empleador
Dirección
Los empleados de esta compañía u organización están cubiertos por el Seguro de Desempleo,el cual es un programa financiado en
su totalidad por los empleadores de Massachusetts. No habrá deducciones en su salario para cubrir el costo de estos beneficios de
Seguro de Desempleo.
Si usted pierde su empleo, puede tener derecho a recaudar del Seguro de Desempleo. A continuación encontrará información
necesaria para reclamar sus beneficios de Seguro de Desempleo.
Antes de presentar una reclamación
Su empleador le dará una copia del panfleto: “How to file for Unemployment Insurance Benefits” (“Cómo reclamar sus beneficios de
Seguro de Desempleo”) provisto por la Massachusetts Division of Employment and Training (DET). En la parte del frente del
panfleto,hay un espacio en blanco para anotar el número de identidad DET de su empleador. Este número se encuentra en la parte
superior de este anuncio. Es importante que conserve este número para el proceso de su reclamación.
WALK-IN
Usted puede presentar una reclamación en persona
Disponemos de servicios de atención en persona en los Centros de Carreras, ahora centralizados,en las distintas localidades de todo
Massachusetts. Estos servicios incluyen asistencia para presentar una nueva reclamación para recibir beneficios de Seguro de
Desempleo, para volver a entablar una reclamación existente o para resolver problemas con su reclamación actual.
Para ubicar la dirección de un centro más cercano que ofrece estos servicios en persona, llame al 617-626-6560. Después de
escuchar el mensaje, marque el número 331 desde un teléfono con sistema de marcación de tonos. Cuando se le indique, marque los
primeros cinco dígitos de su código postal. Así obtendrá la dirección del centro de servicios en persona más cercano.
También puede encontrar la dirección de todos los centros de servicios en persona de Massachusetts en la página web de la DUA
www.mass.gov/dua.
TELECLAIM Usted puede presentar una reclamación por teléfono
También disponemos de servicios de atención por teléfono. Usted puede presentar una nueva reclamación para recibir beneficios de
Seguro de Desempleo, volver a entablar una reclamación existente,entrevistarse con algún agente si hay situaciones que afectan su
elegibilidad, obtener información actualizada del proceso de su reclamación y de su cheque de pago de beneficios y resolver
problemas sobre su reclamación. Todo esto lo puede hacer por teléfono.
Al llamar al centro de TeleClaim, se le pedirá que marque su número de seguro social y el año en que nació, usando las teclas de un
teléfono con sistema de marcación de tonos. Se le transferirá a un agente que tomará la información necesaria para presentar su
reclamación.
Llame al Centro de TeleReclamaciones
(TeleClaim): 1-877-626-6800 si usted
llama desde los siguientes códigos de
área: 351, 413, 508, 774 y 978.
Llame al Centro de TeleReclamaciones
(TeleClaim): 617-626-6800 si usted
llama desde cualquier otro código de
área.
IMPORTANTE: La Ley General de Massachusetts, Capítulo 151A, Sección 62A exige que este anuncio se exhiba en todo sitio donde el empleador realice sus
operaciones, en un lugar que sea notorio y accesible a todos los empleados. Debe incluir el nombre y la dirección postal del empleador y el número de identidad asignado al
empleador por la División de Asistencia al Desempleado de Massachusetts.
Commonwealth of Massachusetts
www.mass.gov/dua
TDD/TTY 1-800-439-2370 - Voz 1-800-439-0183
LMA07
Form 2553-A Rev. 05-06 Spanish
Print Date: 4/08
NOTICE
TO
EMPLOYEES
NOTICE
TO
EMPLOYEES
The Commonwealth of Massachusetts
DEPARTMENT OF INDUSTRIAL ACCIDENTS
1 Congress Street, Suite 100, Boston, Massachusetts 02114-2017
617-727-4900 - http://www.state.ma.us/dia
As required by Massachusetts General Law, Chapter 152, Sections 21, 22 & 30, this will give you notice that I (we) have
provided for payment to our injured employees under the above mentioned chapter by insuring with:
NAME OF INSURANCE COMPANY
ADDRESS OF INSURANCE COMPANY
POLICY NUMBER
EFFECTIVE DATES
NAME OF INSURANCE AGENT
ADDRESS
EMPLOYER
ADDRESS
PHONE #
EMPLOYER’S WORKERS COMPENSATION OFFICER (IF ANY)
DATE
MEDICAL TREATMENT
The above named insurer is required in cases of personal injuries arising out of and in the course of employment to furnish adequate
and reasonable hospital and medical services in accordance with the provisions of the Workers’ Compensation Act. A copy of the First
Report of Injury must be given to the injured employee. The employee may select his or her own physician. The reasonable cost of
the services provided by the treating physician will be paid by the insurer, if the treatment is necessary and reasonably
connected to the work related injury. In cases requiring hospital attention, employees are hereby notified that the insurer has arranged
for such attention at the
NAME OF HOSPITAL
ADDRESS
TO BE POSTED BY EMPLOYER
LMA02
Print Date: 7/10
AVISO PARA
EMPLEADOS
AVISO PARA
EMPLEADOS
DEPARTMENT OF INDUSTRIAL ACCIDENTS
1 Congress Street, Suite 100, Boston, Massachusetts 02114-2017
617-727-4900 - http://www.mass.gov/dia
De acuerdo con lo dispuesto por los artículos 21, 22 y 30 del capítulo 152 de las Leyes Generales de Massachussets, por el
presente notificamos que hemos previsto el pago a nuestros empleados lesionados, conforme al capítulo antes mencionado,
mediante un seguro con:
NOMBRE DE LA COMPAÑÍA DE SEGURO
DOMICILIO DE LA COMPAÑÍA DE SEGURO
NÚMERO DE PÓLIZA
FECHAS DE VIGENCIA
NOMBRE DEL AGENTE DE SEGUROS
DOMICILIO
EMPLEADOR
DOMICILIO
TELÉFONO
FUNCIONARIO DEL EMPLEADOR PARA ACCIDENTES DE TRABAJO (SI HUBIERA)
FECHA
TRATAMIENTO MÉDICO
En caso de lesiones personales ocurridas a raíz del trabajo o durante el trabajo, la aseguradora cuyo nombre aparece arriba debe prestar
servicios médicos y hospitalarios adecuados razonables de acuerdo con lo dispuesto por la Ley de Accidentes de Trabajo. El empleado
lesionado debe recibir una copia del Primer Informe de Lesión. El empleado puede elegir su propio médico. El costo razonable de los
servicios prestados por el médico que asista en el caso será abonado por la aseguradora, siempre que el tratamiento sea necesario y esté
razonablemente relacionado con la lesión ocupacional. En caso de que se necesite atención hospitalaria, por la presente se notifica a los
empleados que la aseguradora ha dispuesto que esa atención sea prestada en:
NOMBRE DEL HOSPITAL
DOMICILIO
ANUNCIO PUBLICADO POR EL EMPLEADOR
LMA16
Print Date: 7/10
Massachusetts Wage & Hour Laws
Fair Labor Hotlines
Monday through Friday, 9:00 a.m. to 5:00 p.m.
Minimum Wage $8.00
Boston: (617) 727-3465
New Bedford: (508) 990-9700
Springfield: (413) 784-1240
Worcester: (508) 792-7600
Effective January 1, 2008
M.G.L. chapter 151, sections 1 and 2
The minimum wage law applies to all employees except those being rehabilitated or trained in
charitable, educational, or religious institutions; members of religious orders; agricultural,
floricultural, and horticultural workers; those in professional service; and outside salespersons
not reporting to or visiting their office daily. For further information regarding the Massachusetts
state minimum wage, contact the Massachusetts Division of Occupational Safety at (617) 6266975 or visit www.mass.gov/dos.
Wait staff, service employees and service bartenders may be paid the service rate of $2.63 per
hour if they regularly receive tips of more than $20 a month, and if their average hourly tips,
when added to the service rate, are equal to or exceed the basic minimum wage. M.G.L. chapter
151, section 7.
Agricultural employees may be paid $1.60 per hour. M.G.L. chapter 151, section 2A. A higher
rate may apply under Federal law. For more information, contact the U.S. Department of Labor
at (617) 624-6700 or visit www.dol.gov/esa/whd.
PAYMENT OF WAGES
Office of Massachusetts
Attorney General
Martha Coakley
June 2008
Fair Labor Division • One Ashburton Place • Boston, MA 02108
(617) 727-2200 • (617) 727-4765 TTY
www.mass.gov/ago • www.laborlowdown.com • www.mass.gov/ago/youthemployment
Total proceeds of a tip or service charge contained in a bill must be remitted only to wait staff
employees, service employees or service bartenders in proportion to the service provided by
those employees.
Under no circumstances may management employees or owners receive any portion of their
employees' tips.
MEAL BREAKS
M.G.L. chapter 149, sections 100 and 101
Employees who work a period of more than six hours are entitled to a 30-minute meal break.
Employees must be relieved of all duties during the meal break.
M.G.L. chapter 149, section 148
Wages (payment for all hours worked, including tips, earned vacation pay, holiday pay, and
definitely determined commission) must be paid within the following time periods:
• If employed for five or six days in a calendar week: within six days of the end of
the pay period during which the wages were earned;
• If employed seven days in a calendar week: within seven days of the end of the
pay period during which the wages were earned;
• An employee who has worked for a period of less than five days (also known
as a casual employee): within seven days of the end of the period.
Compensation for the 30-minute meal break must be paid if the employee has voluntarily agreed
to waive his or her meal break by (1) working through his or her meal break, or (2) agreeing to
remain on premises during the meal break.
An employee who resigns his or her employment must be paid in full on the following regular pay
day, or in the absence of a regular pay day, no later than the following Saturday. An employee
involuntarily terminated from employment, or laid off, must be paid in full on the day of discharge.
TRAVEL TIME
Employees who are paid on an hourly basis must be paid weekly or bi-weekly. Employers may not
make agreements with employees to be paid in another manner.
Employers must give each employee a pay statement setting forth the name of employer, name of
employee, date of check (including the day, month and year), number of hours worked during the
pay period, hourly rate, and all deductions or increases made during the pay period. This statement
must be provided with each payment of wages.
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This law does not apply to: iron works, glass works, paper mills, letterpress establishments, print
works, bleaching works or dyeing works. Exemptions may be granted for other continuous
processes in factories, workshops or mechanical establishments, or under other special
circumstances.
455 CMR 2.03(4)
Ordinary travel between home and work is not compensable working time. However, if an
employee who regularly works at a fixed location is required, for the convenience of the
employer, to report to a location other than his or her regular work site, the employee shall be
compensated for all travel time in excess of his or her ordinary travel time between home and
work. An employee required or directed to travel from one place to another after the beginning of
or before the close of the work day shall be compensated for all travel time.
Deductions: No deduction, other than those required or allowed by law and those listed in 455
CMR 2.04(l)(a) and (b), shall be made from the basic minimum wage.
REPORTING PAY
455 C.M.R. 2.03(1)
TIPS
M.G.L. chapter 149, section 152A
Tip pooling in which tips are distributed to any person not a wait staff, service employee or
service bartender is prohibited.
When an employee who is scheduled to work three or more hours reports for duty at the time set
by the employer, and that employee is not provided with the expected hours of work, the
employee shall be paid for at least three hours on such day at no less than the basic minimum
wage. This provision shall not apply to organizations granted status as charitable organizations
under the Internal Revenue Code.
CHILD LABOR
M.G.L. chapter 149, sections 60 through 73
Employment permits are required for minors under age 18. Employment permits must be issued for and maintained at the site where the minor is working. Employment permits are issued by the superintendent of schools in the city or town where the minor attends school or lives. For information on obtaining an employment permit, please contact the Division of Occupational Safety at (617)
626-6975 and or visit www.mass.gov/dos.
TIME AND HOUR RESTRICTIONS*
16-17 YEAR OLD MINORS
14-15 YEAR OLD MINORS
14-15 year old minors may NOT be employed:
• during school hours EXCEPT as provided in approved work experience and career
exploration programs
• between 7:00 p.m. and 7:00 a.m. EXCEPT from July 1 through Labor Day, when
they may work until 9:00 p.m.
• more than 3 hours per day during school weeks, not more than 8 hours per day
during weeks when school is not in session
• more than 18 hours per school week EXCEPT in approved work experience and
career exploration programs, in which case, they may work 23 hours
• more than 40 hours per week when school is not in session
• more than 6 days per week
16-17-Year-Old minors may NOT be employed between 10:00 p.m. and 6:00 a.m. EXCEPT:
when an establishment stops serving customers at 10:00 p.m., the minor may work
until 10:15 p.m.;
• on nights not preceding a regularly scheduled school day they may work until
11:30 p.m.; and
• in restaurants and race tracks, they may work until 12:00 a.m. on nights not preceding
a regularly scheduled school day.
16-17 year old minors may NOT be employed:
• more than 9 hours per day;
• more than 48 hours per week;
• more than 6 days per week.
•
*The Federal Fair Labor Standards Act, enforced by the U.S. Department of Labor, also restricts the employment of minors. This list combines the most restrictive state and federal time and hour
requirements.
HAZARDOUS OCCUPATION RESTRICTIONS**
Minors 14-15 years of age are prohibited from certain occupations, industries and tasks. For example, 14-15 year old minors may not work in or around manufacturing facilities or factories, mechanical
establishments where machinery is used, on construction sites, in garages or tunnels. Minors 16-17 years of age are prohibited from certain occupations, industries and tasks. For example, they may not
work in or around blast furnaces or anywhere explosives are manufactured. All minors are prohibited from working any job requiring the possession or use of a firearm.
**This is not an exhaustive list. For a complete list of prohibited occupations for minors 14-15 and 16-17 years of age, please contact the Fair Labor and Business Practices Division or visit
www.ago.state.ma.us and the U.S. Department of Labor at (617) 624-6700 or visit www.dol.gov.
SUPERVISION REQUIREMENTS
After 8:00 p.m., all minors must have the direct and immediate supervision of an adult supervisor who is located in the workplace and is reasonably accessible to the minor, unless the minor works at
a kiosk, cart or stand in the common area of an enclosed shopping mall that has security from 8:00 p.m. until the mall is closed to the public.
OVERTIME
M.G.L. chapter 151, section 1A
Employees must be paid at least one and one-half times their regular hourly rate of pay for all hours in excess of 40 per week. The overtime rate for employees who receive the service rate must be
calculated based upon the basic minimum wage. Certain categories of employment are exempt from the state overtime requirement†, including:
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as a janitor or caretaker of residential property, who when furnished with living quarters is
paid a wage of not less than $30 per week
as a golf caddy, newsboy or child actor or performer
as a bona fide executive, administrator, professional person or a qualified trainee for such
position earning more than $80 per week
as an outside salesman or outside buyer
as a learner, apprentice or handicapped person under a special license as provided in section
nine
as a fisherman or as a person employed in the catching or taking of any kind of fish, shell
fish or other aquatic forms of animal and vegetable life
as a switchboard operator in a public telephone exchange
as a driver or helper on a truck with respect to whom the Interstate CommerceCommission
has power to establish qualifications and maximum hours of service
by a common carrier of passengers by motor-vehicle
•
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•
†Note that some of these occupations may not be exempt under federal law.
in a business which is operated during a period or accumulated periods not in excess of 120
days in a year, and determined by the Director of the Department of Labor to be seasonal in
nature
as a seaman
in a hotel, motel, motor court or like establishment
in a gasoline station
in a restaurant
as a garageman, which term shall not include a parking lot attendant
in a hospital, sanatorium, convalescent or nursing home, infirmary, rest home or charitable
home for the aged
in a nonprofit school or college
in a summer camp operated by a nonprofit charitable corporation
as a laborer engaged in agriculture and farming on a farm
in an amusement park containing a permanent aggregation of amusement devices, games,
shows, and other attractions operated during a period or accumulated periods not in excess
of 150 days in any one year
EMPLOYEE’S RIGHT TO SUE
Employees have the right to bring private lawsuits against their employers on behalf of themselves and other similarly situated employees under the following wage and hour laws: M.G.L. chapter
149, sections 27, 27F, 27G, 27H, 33E, 52D, 148, 148A, 148B, 150, 150C, 152, 152A, 159C; and chapter 151, sections 1B, 19 and 20.
Employees who prevail in their lawsuits are entitled to back pay, triple damages, attorneys’ fees and litigation costs.
For violations of chapter 149 and chapter 151, section 19, employees must first file a complaint with the Attorney General’s Office (and wait 90 days or obtain permission from the Attorney General
to proceed with a private lawsuit before the 90-day period has passed) before filing in court. Any lawsuit under these provisions must be filed in court within three years after the violation(s).
For violations of chapter 151, sections 1B and 20, employees do not need to file with Attorney General’s Office, but must file in court within two years after the violation(s).
INSPECTION OF PAYROLL RECORDS
Employees have a right to inspect their own payroll records at reasonable times and places. Such records must be kept for two years and must include: a true and accurate record of the name, address
and occupation of the employee, of the amount paid each pay period and of the daily and weekly hours worked by the employee.
SMALL NECESSITIES LEAVE ACT
M.G.L. chapter 149, section 52D
Certain employees are permitted to take a total of 24 hours of unpaid leave during any 12-month period in order to: (1) participate in school activities directly related to the educational advancement
of a son or daughter of the employee; (2) accompany the son or daughter of the employee to routine medical or dental appointments; (3) accompany an elderly relative of the employee to routine
medical or dental appointments or appointments for other professional services related to the elder’s care. Employees are eligible for the 24 hours of leave if: (1) their employer has 50 or more employees; (2) they have been employed for at least 12 months by the employer; and (3) the employee has worked for at least 1,250 hours for the employer during the previous 12-month period. For
more information, visit the Attorney General’s Office website at www.mass.gov/ago.
M.G.L. chapter 149, section 148A,
chapter 151, section 19
NO RETALIATION
No employee shall be penalized by an employer or in any way discriminated against because he or she has made a complaint or otherwise sought to enforce rights under the wage and hour provisions
of chapters 149 and 151.
WORKPLACE NOTICE: This workplace notice is issued in accordance with the provisions of Massachusetts General Laws M.G.L. c. 151, §16 and the Code of Massachusetts
Regulations 455 C.M.R. §2.06(1), which require that employers post it in a conspicuous location.
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Print Date: 7/08
Leyes respecto a los salarios y horarios de Massachusetts
Líneas de Ayuda para el Trabajo Juststo
Salario mínimo $8.00
De lunes a viernes de 9:00 a 5:00 p.m.
A partir del 1ro de enero de 2008
M.G.L. capítulo 151, secciones 1 y 2
La ley de salario mínimo es válida para todos los empleados, excepto para aquellos que están en rehabilitación o reciben capacitación en instituciones benéficas, educativas o religiosas; miembros de órdenes religiosas; agricultores, floricultores y horticultores; personas que brindan servicios profesionales y vendedores
externos que no acuden a su oficina diariamente. Para obtener más información con respecto al salario mínimo del estado de Massachusetts, comuníquese con la División de Seguridad Ocupacional de Massachusetts
llamando al teléfono (617) 626-6975 o ingresando en www.mass.gov/dos.
Boston: (617) 727-3465
New Bedford: (508) 990-9700
Springfield: (413) 784-1240
Worcester: (508) 792-7600
Los camareros, empleados de servicio y bármanes pueden recibir la tarifa de servicios de $2.63 por hora si
reciben propinas de más de $20 por mes regularmente, y si el promedio de las propinas que reciben por hora,
al sumarlo a la tarifa de servicios, es igual o superior al salario mínimo. M.G.L. capítulo 151, sección 7.
Los empleados agrícolas pueden recibir $1.60 por hora. M.G.L. capítulo 151, sección 2A. Sin embargo, la
ley federal puede tener estipulada una tarifa más alta. Para obtener más información, comuníquese con el Departamento de Trabajo de los EE.UU. llamando al tel: (617) 624-6700 o ingresando en
www.dol.gov/esa/whd.
Oficina de la Fiscal
General de Massachusetts
Martha Coakley
Junio de 2008
Fair Labor Division (División de Trabajo Justo) • One Ashburton Place • Boston, MA 02108
(617) 727-2200 • (617) 727-4765 TTY
www.mass.gov/ago • www.laborlowdown.com • www.mass.gov/ago/youthemployment
La recaudación total de una propina o tarifa por servicios reflejada en una factura debe entregarse solamente a
los camareros, empleados de servicio o bármanes de manera proporcional al servicio brindado por esos empleados.
Los encargados o propietarios no pueden recibir una parte de las propinas de sus empleados bajo ninguna circunstancia.
PAGO DE SALARIOS
DESCANSOS PARA COMER
M.G.L. capítulo 149, sección 148
M.G.L. capítulo 149, secciones 100 y 101
El salario (el pago por el total de horas trabajadas que incluye las propinas, las vacaciones, los feriados y las
comisiones estipuladas) debe pagarse dentro de los siguientes periodos:
• Si el empleado trabaja cinco o seis días de una semana natural, se le deberá pagar dentro de los seis
días del final del periodo de pago durante el cual se ganó el salario;
• Si el empleado trabaja siete días de una semana natural, se le deberá pagar dentro de los siete días del
final del periodo de pago durante el cual se ganó el salario;
• Si un empleado trabajó menos de cinco días (a estos empleados se los llama jornaleros), se le deberá
pagar dentro de los siete días del final del periodo.
Un empleado que renuncia a su trabajo debe recibir todo lo que le corresponde el siguiente día de pago establecido. Si no hubiera un día de pago establecido, se le debe pagar antes del siguiente sábado. Un empleado
que es despedido del empleo debe recibir todo lo que le corresponde el mismo día del despido.
A los empleados que cobran por hora se les debe pagar todas las semanas o cada dos semanas. Los empleadores
no pueden acordar otra forma de pago con los empleados.
Los empleadores deben entregarle a cada empleado un recibo de salario que incluya el nombre del empleador,
el nombre del empleado, la fecha del cheque (incluidos el día, el mes y el año), el número de horas trabajadas
durante el periodo de pago, la tarifa por hora y todas las deducciones o aumentos realizados durante el periodo.
Este recibo debe entregarse con cada pago del salario.
Deducciones: No deberá hacerse ninguna deducción del salario mínimo básico, excepto las exigidas o permitidas por la ley y las que figuran en el Código de Normas de Massachusetts: 455 CMR 2.04 (1)(a) y (b).
LMA15/1
Los empleados que trabajan durante un periodo de más de 6 horas tienen derecho a un descanso de 30 minutos para comer. Durante el descanso para comer, los empleados deben ser liberados de toda responsabilidad.
Si un empleado decide renunciar voluntariamente al descanso de 30 minutos con el fin de (1) trabajar durante
su descanso para comer o (2) quedarse en las instalaciones durante el descanso para comer, el empleador deberá pagarle una compensación.
Esta ley no es válida para: herrerías, vidrierías, fábricas de papel, establecimientos de impresión
tipográfica, imprentas e industrias de decoloración o teñido. Pueden concederse exenciones para otros procesos continuos en fábricas, talleres, establecimientos mecánicos o para otras circunstancias especiales.
TIEMPO DE VIAJE
455 CMR 2.03(4)
El viaje habitual entre el hogar y el trabajo no constituye tiempo de trabajo compensable. Sin embargo, si a un
empleado que trabaja regularmente en un sitio fijo se le exige, por conveniencia del empleador, presentarse en
un sitio diferente al de su lugar habitual de trabajo, el empleado deberá ser compensado por todo el tiempo de
viaje que exceda el tiempo de viaje habitual entre su hogar y su trabajo. Un empleado a quien se le exige u ordena que viaje de un lugar a otro después del comienzo del día de trabajo o antes del final del día de trabajo
deberá ser compensado por todo el tiempo de viaje.
PROPINAS
SALARIO POR PRESENTARSE AL TRABAJO
M.G.L. capítulo 149, sección 152A
455 C.M.R. 2.03(1)
Está prohibido crear un fondo común con las propinas para distribuirlas a personas que no sean camareros,
empleados de servicio o bármanes.
Cuando un empleado que está contratado para trabajar durante tres o más horas se presenta en el trabajo a la
hora establecida por el empleador y este no lo hace trabajar el número de horas acordadas, se le deberá pagar
un mínimo de tres horas de trabajo ese mismo día a una tarifa no inferior al salario mínimo básico. Esta
cláusula no afecta a organizaciones consideradas benéficas por el Código de Rentas Internas.
TRABAJO DE MENORES
M.G.L. capítulo 149, secciones 60 a 105
Los menores de 18 años deben conseguir un permiso de empleo. Los permisos de empleo deben emitirse para el lugar donde trabaja el menor y deben guardarse allí. Los permisos de empleo son emitidos por el director de escuelas de la ciudad o pueblo donde el menor vive o asiste a la escuela. Para obtener información sobre cómo conseguir un permiso de empleo, comuníquese con la División
de Seguridad Ocupacional llamando al teléfono (617) 626-6975 o ingresando en www.mass.gov/dos.
Reststricciones de Tiempmpo y Horarios*
Menores de 14-15 años
Menores de 16-17 años
Los menores de 14 y 15 años NO PUEDEN trabajar:
• durante las horas de clase EXCEPTO en trabajos pertenecientes a programas aprobados para
adquirir experiencia laboral y orientación vocacional;
• entre las 7:00 p.m. y las 7:00 a.m. EXCEPTO desde el 1 de julio hasta el día del trabajo
(Labor Day), cuando pueden trabajar hasta las 9:00 p.m.;
• más de 3 horas por día durante las semanas en las que hay clases ni más de 8 horas por día
durante las semanas en las que no hay clases;
• más de 18 horas por semana EXCEPTO en trabajos pertenecientes a programas aprobados
para adquirir experiencia laboral y orientación vocacional, en cuyo caso pueden trabajar 23
horas por semana;
• más de 40 horas por semana cuando no hay clases ni más de 6 días por semana.
Los menores de 16 y 17 años NO PUEDEN trabajar entre las 10:00 p.m. y las 6:00 a.m.
EXCEPTO:
• cuando un establecimiento termina de atender a los clientes a las 10:00 p.m., el menor
puede trabajar hasta las 10:15 p.m.;
• cuando al día siguiente no hay clases pueden trabajar hasta las 11:30 p.m.; y
• en restaurantes y pistas de carreras pueden trabajar hasta las 12:00 a.m. cuando al día
siguiente no hay clases.
Los menores de 16 y 17 años NO PUEDEN trabajar:
• más de 9 horas por día;
• más de 48 horas por semana;
• más de 6 días por semana.
*La “Ley Federal sobre el Trabajo Justo” (Federal Fair Labor Standards Act) impuesta por el Departamento de Trabajo de EE.UU. también restringe el empleo de menores. En esta lista se agrupan
las normas más restrictivas a nivel estatal y federal con respecto al tiempo y los horarios de trabajo.
Reststricciones Relativas a Ocupaciones Peligrosas**
Se les prohíben ciertas ocupaciones, industrias y tareas a los menores 14-15 años. Por ejemplo, los menores de 14 y 15 años no pueden trabajar en plantas de manufactura o fábricas ni en sus cercanías,
tampoco en establecimientos mecánicos donde se usan maquinarias, ni en construcciones, talleres mecánicos y túneles. Los menores de 16 y 17 años tienen prohibido trabajar en ciertas ocupaciones, industrias y tareas. Por ejemplo, no pueden conducir un vehículo ni una carretilla elevadora en el trabajo ni trabajar a 30 pies o más del suelo. Todos los menores tienen prohibido realizar cualquier trabajo
para el cual sea necesario portar o usar un arma de fuego.
**La anterior no es una lista completa. Para encontrar una lista completa de las ocupaciones prohibidas para menores de 14 y 15 años y para menores de 16 y 17 años, comuníquese con la División
para el Trabajo Justo de la Oficina de la Procuradora General llamando al teléfono: (617) 727-3465 o ingresando en www.mass.gov/ago/youthemployment, o con el Departamento de Trabajo de
EE.UU. llamando al teléfono: (617) 624-6700 o ingresando en www.dol.gov..
Obligación de Brindar Supervisión
Después de las 8:00 p.m., todos los menores deben recibir la supervisión inmediata y directa de un supervisor adulto que se encuentre en el lugar de trabajo y razonablemente cerca del menor, salvo que el
menor trabaje en un quiosco, carrito o puesto en el área común de un centro comercial cerrado que tenga seguridad desde las 8:00 p.m. hasta que se cierra al público.
TIEMPO EXTRA
Los empleados que trabajen más de 40 horas por semana deben recibir por lo menos una vez y media su tarifa normal por cada hora extra trabajada. La tarifa de horas extra para los empleados que
cobran tarifa de servicios debe calcularse basándose en el salario mínimo básico. Para ciertas categorías de empleos y lugares de trabajo el estado no exige el pago de horas extra. Por ejemplo, en el
caso de la persona que trabaja:
LMA15/2
•
•
•
•
•
•
•
•
•
como portero o encargado de una propiedad residencial, quien al habérsele facilitado una
vivienda cobra un salario no inferior a $30 por semana
como caddie de golf, repartidor de periódicos o niño actor o artista
como ejecutivo, administrador o persona profesional de buena fe o como aprendiz
cualificado para tal puesto que gana más de $80 por semana.
como vendedor externo o comprador externo
como aprendiz o persona discapacitada con un permiso especial como lo establece el
sección 9
como pescador o persona empleada en la pesca de cualquier tipo de pescado, mariscos u
otras formas acuáticas de vida animal y vegetal
como teleoperador en una centralita telefónica
como conductor o ayudante en un camión, con respecto a quien la Comisión de Comercio
Interestatal tiene la facultad de establecer restricciones y un máximo de horas de servicio
como transportista común de pasajeros en un vehículo motorizado
•
•
•
•
•
•
•
•
•
•
•
†Es posible que para algunas de estas ocupaciones se exija el pago de horas extra en las leyes
federales.
en un negocio que funciona durante un periodo o periodos acumulados que no superan los
120 días anuales y que ha sido denominado “temporal” por el Director del Departamento de
Trabajo
como marinero
en un hotel, hotel de carretera, motel u otro establecimiento de esta índole
en una gasolinera
en un restaurante
como mecánico
en un hospital, sanatorio, casa de reposo, asilo de ancianos u hogar benéfico de ancianos
en una escuela o universidad sin fines de lucro
en un campamento de verano organizado por una sociedad benéfica sin fines de lucro
como peón dedicado a la agricultura y ganadería en un campo
en un parque de diversiones que cuenta con una suma permanente de aparatos para
diversión, juegos, espectáculos y otras atracciones, y que funciona durante un periodo o
periodos acumulados que no superan los 150 días anuales
DERECHO DEL EMPLEADO A INICIAR ACCIONES LEGALES
Los empleados tienen derecho a interponer una demanda contra sus empleadores en nombre suyo y de otros empleados que se encuentren en situaciones similares según las siguientes leyes de
salarios y horas laborales. M.G.L. Capítulo 149, secciónes 27, 27F, 27G, 27H, 33E, 52D, 148, 148A, 148B, 150, 150C, 152, 152A, 159C; y Capítulo 151, secciónes 1B, 19 y 20.
Los empleados que ganen sus juicios tienen derecho a recibir pago retroactivo, triple indemnización por daños y perjuicios, honorarios de los abogados y gastos de litigio.
En el caso de violaciones del capítulo 149 y del capítulo 151, sección 19, los empleados deben primero presentar una demanda ante la Oficina de la Fiscal General (y esperar 90 días u obtener una autorización de la Fiscal General para continuar con un juicio privado antes de que haya transcurrido el lapso de 90 días) antes de presentarse en tribunales. Todo juicio que se inicie en relación con
estas cláusulas debe llevarse a tribunales antes de transcurridos los tres años de la violación legal.
En el caso de violaciones del capítulo 151, secciónes 1B y 20, los empleados no necesitan presentar la demanda ante la Oficina de la Fiscal General, sino que deben presentarla en el tribunal antes de
transcurridos los dos años de la violación legal.
INSPECCIÓN DE REGISTROS DE PAGO
Los empleados tienen derecho a inspeccionar sus registros de pago en horarios y lugares razonables. Dichos registros deben conservarse durante dos años e incluir: un registro verdadero y exacto del
nombre, la dirección y la ocupación del empleado, la cantidad pagada y las horas diarias y semanales trabajadas.
LEY DE PERMISO PARA PEQUEÑAS NECESIDADES
M.G.L. capítulo 149, sección 52D
Ciertos empleados tienen permitido retirarse del trabajo por un total de 24 horas sin goce de salario durante cualquier periodo de 12 meses a fin de: (1) participar en actividades escolares relacionadas
con el progreso educativo de un hijo o hija del empleado, (2) acompañar al hijo o hija del empleado a consultas médicas u odontológicas de rutina, (3) acompañar a un pariente anciano del empleado
a consultas médicas u odontológicas de rutina o a consultas de otros servicios profesionales relacionados con el cuidado del anciano. Los empleados tienen derecho a retirarse durante dichas 24 horas
si: (1) su empleador tiene 50 empleados o más; (2) han estado empleados durante por lo menos 12 meses por el empleador, y (3) el empleado ha trabajado durante por lo menos 1250 horas para el empleador en el periodo anterior de 12 meses. Para obtener más información, ingrese en el sitio web de la Oficina de la Fiscal General: www.mass.gov/ago.
Ningún empleador deberá sancionar a un empleado ni discriminarlo de ninguna forma por haber iniciado una demanda o haber exigido de alguna otra forma que se respeten los derechos establecidos
en las cláusulas relativas a los salarios y horas laborales de los capítulos 149 y 151.
PROHIBICIÒN DE TOMAR REPRESALIAS
Letrero para el Lugar de Trabajo: Este letrero para el lugar de trabajo se emite de acuerdo con las cláusulas de las Leyes Generales de Massachusetts M.G.L. capítulo 151,
sección 16 y el Código de Normas de Massachusetts 455 CMR 2.06(1) donde se exige a los empleadores que lo expongan en un sitio visible.
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Print Date: 7/08
FAIR EMPLOYMENT LAW
The Fair Employment Law declares that it is illegal to discriminate on the basis of race, color, religious creed,
national origin, sex, sexual orientation, genetic information, military service, age, ancestry or disability
IT IS UNLAWFUL:
• to print or circulate any advertisement or use any
application form which directly or indirectly specifies
any limitation on the basis of race, color, religious creed,
national origin, sex, sexual orientation,genetic
information, military service, age, ancestry or disability.
• to require an employee to remain at work during
any day or part thereof that s/he observes as a religious
holiday provided that the employee gives a
ten-day notice and the absence does not cause undue
hardship to the employer.
• to discharge or refuse to hire any individual on the
basis of their race, color, religious creed, national
origin, sex, sexual orientation, genetic information,
military service, age, ancestry, or disability.
• to discharge or refuse to hire any person because
of their failure to furnish information concerning
admission to a center for the treatment of mentally ill
persons.
• to discriminate against any individual in matters
relating to compensation, terms, conditions, or
privileges of employment because of their race, color,
religious creed, national origin, sex, sexual orientation,
genetic information, military service, age, ancestry or
disability.
• to require a women to leave her job at some
arbitrary stage in her pregnancy or to refuse to let her
return to work until a specified time set by the employer.
• to refuse to grant a female employee at least eight
weeks leave for purposes of childbirth or to treat her
absence differently than any other absence due to
disability.
• to discriminate against a job applicant for failure to
furnish information, written or oral, concerning: A) an
arrest, detention or disposition regarding a violation of
law in which no conviction resulted; B) a first
conviction for any of the following misdemeanors:
driving under the influence, simple assault, speeding,
minor traffic violations, disturbance of the peace; or C)
conviction for a misdemeanor where the date of the
conviction or end of period of incarceration, if any,
occurred more than five years prior to the employment
application, and the applicant has not been convicted
of any offense within the five years immediately
before the date of application.
RETALIATION:
It is illegal to retaliate against any person because s/he has opposed any practices forbidden under this Chapter or because s/he has
filed a complaint, testified, or assisted in any proceeding before the Commission. It is also illegal to aid, abet, incite, compel or coerce
the doings of any of the acts forbidden under this Chapter or to attempt to do so.
SEXUAL HARASSMENT
151B:1,18 The term “sexual harassment” shall mean sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when (a) submission to or rejection of such advances, requests or conduct is
made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions:
(b)such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s
work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.
COMPLAINTS
All complaints must be filed in writing. Information on the filing of complaints can be obtained by contacting the
MASSACHUSETTS COMMISSION AGAINST DISCRIMINATION at the following locations:
Boston office:
One Ashburton Place
Room 601
Boston, MA 02108
(617) 994-6000 voice
(617) 994-6196 TTY
Springfield office:
436 Dwight Street
Suite 220
Springfield, MA 01103
(413) 739-2145
THE MASSACHUSETTS COMMISSION AGAINST DISCRIMINATION
2004
Section 7 of M. G. L. cl5lB MANDATES THE POSTING OF THIS NOTICE.
LMA04
Child Labor Laws in Massachusetts*
2010
Legal Work Hours for Minors
14 & 15 Year Olds
During the summer
(July 1-Labor Day):
• Only between 7 am and 9 pm
All teens under 18 must
get a Work Permit from
the school district where
they live or go to school.
For more information,
visit the website of the
Division of Occupational
Safety at:
www.mass.gov/dos/youth.
Work Hours
All year round:
• Only between 6 am and 10 pm on
nights preceding a regularly scheduled
school day
• If the establishment stops serving
customers at 10 pm, the minor may be
employed until 10:15 pm
• Only between 6 am and 11:30 pm on
nights not preceding a regularly
scheduled school day, except in
restaurants and race tracks until midnight
Maximum Hours
When school is in session:
• 18 hours per week
• 3 hours per day on school days
• 8 hours per day on weekends and holidays
• 6 days per week
When school is not in session:
• 8 hours per day
• 6 days per week
Maximum Hours
All year round:
• 9 hours per day
• 6 days per week
After 8 pm, all minors must be
directly supervised by an adult who
is located in the workplace and who
is reasonably accessible.
(With the exception of minors who work at
kiosks in the common areas of some malls.)
Prohibited Jobs for Minors
Persons under 18 may NOT:
Persons under 16 may NOT:
• Operate power-driven machinery (except office machines or machines in retail or
food service not otherwise prohibited)
• Cook (except on electric or gas grills that do not have open flames)
• Operate fryolators, rotisseries, NEICO broilers, or pressure cookers
• Operate, clean or repair power-driven food slicers, grinders or choppers
• Perform any baking activities
• Operate microwave ovens (except to heat food in microwave ovens with a
maximum capacity of 140 degrees Fahrenheit)
• Clean kitchen surfaces that are hotter than 100 degrees Fahrenheit
• Filter, transport, or dispose of cooking oil or grease hotter than 100 degrees
Fahrenheit
• Work in freezers or meat coolers
• Work in a manufacturing facility (e.g., factory)
• Work on ladders or scaffolds
• Work in garages, except dispensing gas & oil
• Work in brick or lumber yards
• Work in amusement places (e.g., pool or billiard room, or bowling alley)
• Work in barber shops
• Work in construction, transportation, communications, or public utilities (except
doing clerical work away from heavy machinery off the job-site)
• Work in warehouses (except doing clerical work)
• Load or unload trucks, railroad cars, or conveyors
• Wash windows in public or commercial buildings if the sill is more than 10 feet
above the ground
• Work doing laundry in a commercial laundry or dry cleaning establishment
• Work as a public messenger
• Work at processing operations (e.g., in meat, fish, or poultry processing or cracking
nuts, bulk or mass mailing)
• Work around boilers or in engine rooms
• Do industrial homework
• Work with dangerous electrical machinery or appliances+
• Work that is determined by Massachusetts Attorney General to be dangerous to the
health and well-being of minors
• Work in any of the occupations or tasks prohibited for persons under age 18
Persons under 14 may not work! There are a few exceptions to this,
such as babysitting, working as news carriers, on farms, and in
entertainment (with a special permit).
• Drive a vehicle, forklift, or work assist vehicle (except golf carts in certain circumstances)
• Ride as a passenger on a forklift
• Operate, clean or repair power-driven meat slicers, grinders or choppers
• Operate, clean or repair power-driven bakery machines (except for certain
countertop models and pizza dough rollers)
• Work 30 feet or more above ground or water
• Handle, serve, or sell alcoholic beverages
• Use circular, chain, or band saws; guillotine shears; wood chippers; and abrasive
cutting discs
• Use power-driven woodworking machines
• Use, service, drive, or work from hoisting machines
• Operate or load power-driven balers, compactors, or paper processing machines
• Use power-driven metal-forming, punching, or shearing machines
• Use buffing or polishing equipment
• Manufacture brick, tile, or kindred products
• Manufacture or store explosives
• Work in excavation, wrecking, demolition, or shipbreaking
• Work in forest fire fighting, forest fire prevention, timber track operations, and
forestry service
• Work in logging, sawmilling, or mining
• Work slaughtering, packing, or processing meat and poultry
• Work in railway operations
• Work in roofing or on or about a roof
• Work in foundries or around blast furnaces
• Work manufacturing phosphorus or phosphorus matches
• Work where they are exposed to radioactive substances
• Work as a firefighter or engineer on a boat
• Oil or clean hazardous machinery in motion
• Work in any job requiring the possession or use of a firearm
Resources for More Information
Work Hours
During the school year:
• Only between 7 am and 7 pm
• Not during school hours
16 & 17 Year Olds
For questions about wages or the child labor laws:
• Massachusetts Office of the Attorney General
Fair Labor and Business Practices Division
www.ago.state.ma.us - (617) 727-3465
• U.S. Department of Labor, Wage and Hour Division
www.dol.gov/whd - (617) 624-6700
For questions about workers’ compensation:
• Massachusetts Department of Industrial Accidents
www.mass.gov/dia - (800) 323-3249 x470
For questions about health and safety:
• U.S. Department of Labor
Occupational Safety & Health Administration (OSHA)
www.osha.gov
Andover Office - (978) 837-4460
Braintree Office - (617) 565-6924
Springfield Office - (413) 785-0123
• Massachusetts Department of Public Health
Occupational Health Surveillance Program
Teens at Work Injury Surveillance and Prevention Project
www.mass.gov/dph/teensatwork - (617) 624-5632
* This is a compilation of state and federal child labor laws. The most protective laws are presented here and apply to all employers of teens including family members who
employ their teenaged relatives. There are additional regulations and some exceptions for employers in agricultural industries and student learners participating in
cooperative education programs.
LMA08
Print Date: 5/11
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LMA09
RIGHT TO KNOW
WORKPLACE NOTICE
DEVAL L. PATRICK
GOVERNOR
TIMOTHY P. MURRAY
LIEUTENANT GOVERNOR
Executive Office of Labor and Workforce Development
Department of Labor
Division of Occupational Safety
JOANNE F. GOLDSTEIN
SECRETARY
GEORGE E. NOEL
DIRECTOR
The RIGHT TO KNOW LAW, Chapter 111F of the Massachusetts General Laws, provides rights to Public Sector
employees* regarding the communication of information on toxic and hazardous substances. These rights include:
WORKPLACE NOTICE- A notice must be posted in a central location in the workplace informing employees of their rights
under the law. The notice must be in the English language. In workplaces where employees’ first language is other than
English, the notice must be posted in that language.
TRAINING- Employers must provide an annual training program to employees who work with toxic or hazardous
substances. New employees must receive training within thirty days from date of hire. The training program must be
conducted by a competent person and may be in the form of verbal and/or written instruction. At a minimum, training must
include an explanation of employee rights, information on how to read an MSDS, the specific hazards of the chemicals
used, handled or stored in the workplace, the type of personal protective equipment to be worn, and information on labeling
of hazardous substances. This training must be done with pay during the employee’s normal work shift or work hours. A
record of this training must be maintained by the employer.
MATERIAL SAFETY DATA SHEET (MSDS)- The Material Safety Data Sheet is the document that provides information
on each toxic or hazardous substance used or stored in the workplace. An employee or his or her designated representative
has the right to obtain and examine the MSDS for any toxic or hazardous substance to which the employee “is, has been, or
may be”, exposed, if the employee’s request is made to the employer in writing. After four working days from the date the
request is made, an employee can refuse to work with the substance under two circumstances:
1. The employer fails to: (a) furnish the employee with the MSDS and (b) furnish the employee with proof that the employer
has exercised diligent effort to obtain the MSDS, either through the manufacturer or through the Deputy Director of the
Division of Occupational Safety, or,
2. The MSDS provided by the employer is incomplete or outdated.
LABELING- All containers in the workplace of more than five pounds or more than one gallon, containing toxic or
hazardous substances, must be labeled with the chemical name of the substance. Containers of mixtures must be labeled with
the chemical name of each toxic or hazardous constituent when the constituents comprise one percent or more of the mixture.
Containers must also be labeled with the appropriate National Fire Prevention Association (NFPA) symbol if available.
Labels must be clear, prominent, in English and weather resistant. There are some exceptions to the labeling requirements
for containers which are labeled in accordance with certain Federal laws.
NON-DISCRIMINATION- An employee who believes he or she has been discharged, disciplined, or in any other manner
discriminated against by an employer for exercising rights granted under the Law, has one hundred eighty days following
the violation of the Law or following the date on which he or she obtained knowledge that a violation occurred, to file a
complaint with the Deputy Director of the Division of Occupational Safety. A copy of the complaint must be sent to the
employer at the same time by certified mail.
NOTE- The employee rights listed above are further defined in Chapter 111F of the Massachusetts General Laws and the
Code of Massachusetts Regulations 454 CMR 21.00. Copies of the law and regulation can be obtained at the Statehouse
Bookstore (Phone: 617-727-2834).
All Right-to Know Inquiries should be addressed to:
1001 Watertown Street
West Newton, MA 02465
Phone: 617-969-7177
Fax: 617-727-4581
*Private sector employees in Massachusetts are covered by a similar regulation, the Hazard Communication Standard
(29 CFR 1910.1200), enforced by the Federal Occupational Safety and Health Administration (OSHA 617-565-9860).
LMA11_Legal
Print Date: 7/10
RIGHT TO KNOW
WORKPLACE NOTICE
DEVAL L. PATRICK
GOVERNOR
TIMOTHY P. MURRAY
LIEUTENANT GOVERNOR
Executive Office of Labor and Workforce Development
Department of Labor
JOANNE F. GOLDSTEIN
SECRETARY
GEORGE E. NOEL
DIRECTOR
The RIGHT TO KNOW LAW, Chapter 111F of the Massachusetts General Laws, provides rights to Public Sector
employees* regarding the communication of information on toxic and hazardous substances. These rights include:
WORKPLACE NOTICE- A notice must be posted in a central location in the workplace informing employees of their rights
under the law. The notice must be in the English language. In workplaces where employees’ first language is other than
English, the notice must be posted in that language.
TRAINING- Employers must provide an annual training program to employees who work with toxic or hazardous
substances. New employees must receive training within thirty days from date of hire. The training program must be
conducted by a competent person and may be in the form of verbal and/or written instruction. At a minimum, training must
include an explanation of employee rights, information on how to read an MSDS, the specific hazards of the chemicals
used, handled or stored in the workplace, the type of personal protective equipment to be worn, and information on labeling
of hazardous substances. This training must be done with pay during the employee’s normal work shift or work hours. A
record of this training must be maintained by the employer.
MATERIAL SAFETY DATA SHEET (MSDS)- The Material Safety Data Sheet is the document that provides information
on each toxic or hazardous substance used or stored in the workplace. An employee or his or her designated representative
has the right to obtain and examine the MSDS for any toxic or hazardous substance to which the employee “is, has been, or
may be”, exposed, if the employee’s request is made to the employer in writing. After four working days from the date the
request is made, an employee can refuse to work with the substance under two circumstances:
1. The employer fails to: (a) furnish the employee with the MSDS and (b) furnish the employee with proof that the employer
has exercised diligent effort to obtain the MSDS, either through the manufacturer or through the Deputy Director of the
Division of Occupational Safety, or,
2. The MSDS provided by the employer is incomplete or outdated.
LABELING- All containers in the workplace of more than five pounds or more than one gallon, containing toxic or
LMA11/1
hazardous substances, must be labeled with the chemical name of the substance. Containers of mixtures must be labeled with
the chemical name of each toxic or hazardous constituent when the constituents comprise one percent or more of the mixture.
Containers must also be labeled with the appropriate National Fire Prevention Association (NFPA) symbol if available.
Labels must be clear, prominent, in English and weather resistant. There are some exceptions to the labeling requirements
for containers which are labeled in accordance with certain Federal laws.
NON-DISCRIMINATION- An employee who believes he or she has been discharged, disciplined, or in any other manner
discriminated against by an employer for exercising rights granted under the Law, has one hundred eighty days following
the violation of the Law or following the date on which he or she obtained knowledge that a violation occurred, to file a
complaint with the Deputy Director of the Division of Occupational Safety. A copy of the complaint must be sent to the
employer at the same time by certified mail.
NOTE- The employee rights listed above are further defined in Chapter 111F of the Massachusetts General Laws and the
Code of Massachusetts Regulations 454 CMR 21.00. Copies of the law and regulation can be obtained at the Statehouse
Bookstore (Phone: 617-727-2834).
All Right-to Know Inquiries should be addressed to:
1001 Watertown Street
West Newton, MA 02465
Phone: 617-969-7177
Fax: 617-727-4581
*Private sector employees in Massachusetts are covered by a similar regulation, the Hazard Communication Standard
(29 CFR 1910.1200), enforced by the Federal Occupational Safety and Health Administration (OSHA 617-565-9860).
LMA11/2
Print Date: 7/10
NO SMOKING
It is illegal to smoke in this establishment.
To report a violation, contact the Massachusetts Department of Public Health
at 1-800-992-1895.
Massachusetts Smoke-Free Workplace Law
By order of: M.G.L. Chapter 270, Section 22
LMA10
Maternity Leave Act
I. Introduction
The Massachusetts Commission Against Discrimination ("MCAD" or "commission") is issuing these guidelines to provide guidance to practitioners, employers,
individuals and MCAD staff about how to interpret, apply and enforce the Massachusetts Maternity Leave Act ("MMLA"), M.G.L. c. 149, §105D. The MCAD is
responsible for enforcing the MMLA. The standards governing employment practices with regard to maternity leave and related issues are part of the statutory and
regulatory framework governing fair employment practices under Massachusetts
General Laws Chapter 151B, Chapter 149, §105D, and Code of Massachusetts
Regulations, tit. 804, §3.01 and §8.00. These guidelines are issued pursuant to
M.G.L. c. 151B, § 2. [1]
II. Definitions
An employee may voluntarily use any accrued vacation or personal time she has
concurrently with all or part of her maternity leave. Employers cannot require an
employee to use her accrued paid vacation or personal time concurrently with all
or part of her maternity leave, even if such requirement is imposed upon similarly
situated persons who take leave for other reasons.
2. Sick Leave
If an employer provides paid sick leave, an employee may use such sick leave
concurrently with any part of her maternity leave that satisfies the employer's sick
leave policy. An employer may not require an employee to use her accrued sick
leave for any part of her maternity leave that satisfies the employer's sick leave
policy, even if the employer requires its employees to use accrued sick leave for
other types of absences that satisfy the employer's policy.
For the purposes of these Guidelines, the following definitions shall apply:
A. The term "employer" means one or more individuals, governments, government agencies, political subdivisions, labor organizations, partnerships, associations, corporations, legal representatives, mutual companies, joint-stock
companies, trusts, unincorporated organizations, trustees, or receivers, having six
or more employees. The term "employer" does not include a club exclusively social, or a fraternal association or corporation, if such club, association or corporation is not organized for private profit. Nonprofit clubs, associations, or
corporations which are not exclusively social are not excluded.
B. In determining whether an employee is treated as a "full time" employee the
commission considers such factors as hours worked, days worked, benefits received, other leave entitlement, the employer's policies and other factors tending
to show whether the employee is treated as a full time employee.
C. The term "maternity leave" means a period of time, not exceeding eight weeks,
that a female employee is absent from employment for the purpose of giving birth
or adopting a child and subsequently caring for that newborn or adopted child.
D. The phrase "pregnancy related disability" means a physical or mental impairment, associated with an individual's pregnancy, miscarriage, abortion, childbirth,
or recovery therefrom, which substantially limits one or more major life activities.
[2]
E. The definitions of the terms "disability," "impairment," "substantially limits"
and "major life activities" can be found in the MCAD's "Guidelines: Employment
Discrimination on the Basis of Handicap - Chapter 151B."
F. Absence for "the purpose of giving birth" as used in the MMLA refers to absence from work for the purpose of preparing for or participating in the birth or
adoption of a child, and caring for a newborn or newly adopted child.
G. The term "similar position" is defined below in Section IV regarding job
restoration after leave.
H. The term "initial probationary period" means a period of time, not exceeding
six calendar months, set by an employer to establish initial suitability of an employee to perform a job notwithstanding the fact that the actual period required to
attain tenure or other employment benefits may be longer.
III. Eligibility For Leave Under the MMLA
A female employee is eligible for maternity leave under the MMLA if:
A. She has completed the initial probationary period, if any, set by the terms of her
employment; or, if there is no such probationary period, has been employed by the
same employer for at least three consecutive months as a full-time employee; and
B. she is absent from such employment for a period not exceeding eight weeks for
the purpose of:
The MMLA does not in any way limit the right of an employee to use accrued vacation, sick leave or personal time before her statutory maternity leave begins, or
after her leave ends, in accordance with her employer's policies and applicable
law.
V. Job Restoration After Leave
The MMLA requires that an employee on leave be restored to her previous or a
similar position upon her return to employment following leave. That position
must have the same status, pay, length of service credit and seniority as the position the employee held prior to the leave. If an employee's job was changed temporarily because of her pregnancy prior to leave (e.g., her hours were reduced or
her duties were changed as an accommodation) she should be restored to the same
or similar position held prior to such temporary change.
In determining whether a position's "status" is the same or similar, the commission
considers such factors as:
* reporting relationships;
* whether the position would be considered a demotion;
* title;
* responsibilities; and
* other evidence tending to illustrate the employee's status.
In determining whether "pay" is the same or similar, the commission considers all
compensation, including, but not limited to:
* salary;
* wages;
* bonuses;
* commissions;
* vacations; and
* benefits.
In determining whether a position offered to an employee returning from leave is
similar to her prior position, the commission considers, in addition to the factors
listed above, such factors as:
* duties, functions and responsibilities;
* location or distance of commute;
* facilities;
* resources or support;
* hours of work;
* training opportunities; and
* opportunities for advancement.
The MMLA also requires that a maternity leave not affect an employee's right to
receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which she was eligible at the date of her
leave, and any other advantages or rights of her employment incident to her posiLMA13/1
VII. Pregnancy-Related Medical Conditions as a Disability
Chapter 151B's prohibitions against disability discrimination protect employees
who have a pregnancy-related disability. Generally, a normal, uncomplicated pregnancy will not be considered a disability even if the employee is unable to work
for a period of time as a result of the pregnancy or childbirth. A female employee
will be considered a "handicapped person", however, if she can show that she has
a pregnancy-related physical or mental impairment that substantially limits a
major life activity, or that she is regarded as having or has a history of such an impairment. [11]In such a case, the employee is entitled to the same protections
under Chapter 151B as are other disabled employees.
Under the MMLA an employer must grant eight weeks of maternity leave to an eligible female employee regardless of whether the employee is incapacitated from
working or is a "handicapped person" as defined by Chapter 151B, Â§ 1 during
such period. If the employee is disabled at the expiration of her maternity leave,
however, the employer may have an obligation, pursuant to Chapter 151B, to provide a reasonable accommodation to her disability. In some circumstances additional leave may constitute such reasonable accommodation. [12];
An employer may not require a pregnant employee to take maternity leave based
on the fact that the employee is pregnant, nor may an employer require an employee to remain out of work for a fixed period of time before or after the birth of
her child. To the extent that an employee is unable to perform the essential functions of her position, however, the employer should treat the employee as it would
treat any other disabled employee, being mindful of obligations of nondiscrimination and reasonable accommodation.
VIII. Interrelationship of the MMLA and the FMLA
As described above, the MMLA requires covered Massachusetts employers to provide no fewer than eight weeks of unpaid leave to eligible female employees for
the purpose of giving birth or for adopting a child under the age of 18 (or under
the age of 23 if the child is disabled).
Employees also may be entitled to leave under the Family and Medical Leave Act
("FMLA"), a federal law enforced by the United States Department of Labor,
Wage and Hour Division, that applies to employers with 50 or more employees.
The FMLA requires covered employers to provide up to 12 weeks of unpaid leave
during a 12-month period to an eligible female or male employee who needs
leave: (1) for a serious health condition of the employee which renders him/her
unable to perform the functions of his/her job; (2) to care for certain family members who have a serious health condition; or (3) to care for a newborn, adopted or
foster child.
In certain instances, the MMLA and FMLA will overlap. Where leave is taken for
a reason specified in both the FMLA and MMLA, the leave may be counted simultaneously against the employee's entitlement under both laws. [13] For example, a female employee who takes a leave for the purpose of caring for a newborn
or adopted child may be covered both by the FMLA and MMLA. In such an instance, provided that all FMLA requirements are met, the employee's leave may
count simultaneously against her 12-week entitlement under FMLA and her 8week entitlement under the MMLA.
In other instances, however, the MMLA may entitle an employee to leave in addition to leave taken under the FMLA. The FMLA provides that nothing in the law
supersedes any provision of state law that provides greater family or medical leave
rights. [14] Thus, for example, if an employee takes 12 weeks of FMLA leave for
a purpose other than birth or adoption of a child, she will still have the right to
take eight weeks of maternity leave under the MMLA.
Unlike the FMLA, the MMLA does not require an employer to specifically designate leave as MMLA leave. Thus, if an employee takes leave for an MMLA purpose, such as giving birth, that leave will count towards that employee's MMLA
entitlement whether or not the employer designates it as such. FMLA leave, by
* giving birth; or
* adopting a child under the age of 18; or
* adopting a child under the age of 23, if the child is mentally or physically disabled; and
C. she gives her employer at least two weeks notice of her anticipated date of departure and intention to return.
If an employee meets these eligibility requirements, the employer must grant eight
weeks of unpaid maternity leave under the MMLA. An employer cannot refuse to
grant MMLA leave on the grounds that doing so would constitute a hardship.
The MMLA, by its terms, provides maternity leave to female employees only.
This means that the MCAD is unable to take jurisdiction over claims in which
male employees are seeking eight weeks of unpaid paternity leave. Providing maternity leave in excess of the eight weeks required by the MMLA to female employees only, and not to males, would in most circumstances constitute sex
discrimination in violation of Chapter 151B.
An employer who provides leave to female employees only, and not to male employees, may also violate the federal prohibitions against sex discrimination even
though the employer has acted in compliance with the MMLA. According to the
EEOC, "[w]hen an employer does grant maternity leave, the employer may not
deny paternity leave to a male employee for similar purposes, e.g., preparing for
or participating in the birth of his child or caring for the newborn. Accommodating
female but not male employees constitutes unlawful disparate treatment of males
on the basis of sex." EEOC Compliance Manual, Section 626.6 on Paternity
Leave.
The Massachusetts Supreme Judicial Court has not as of the date of these Guidelines considered whether the MMLA's requirement of leave for females only violates the Massachusetts Equal Rights Amendment, Article CVI of the
Massachusetts Constitution. Given the possibility of a successful challenge to the
constitutionality of the MMLA, employers should consider providing leave to all
members of their workforce who otherwise meet the eligibility requirements of the
MMLA.
IV. When Leave May be Taken, and the Type of Leave Taken
A. When Maternity Leave May be Taken
Maternity leave under the MMLA is available to a female employee either "for the
purpose of giving birth" or to adopt a child. Thus, it is available at the time of the
birth or adoption, but not substantially earlier or substantially later.
B. Paid or Unpaid Leave and Entitlement to Benefits
The MMLA does not require that leave be paid or that maternity leave be included
in the computation of benefits, rights and advantages incident to employment, or
that an employer pay for the costs of any benefits, plans or programs during the
maternity leave. [3]
An employee may, however, be entitled to receive pay or benefits during her maternity leave pursuant to a collective bargaining agreement, company policy, employment contract or other agreement with the employer. In addition, if an
employer generally provides pay, benefits or the costs of such benefits to employees on non-MMLA leaves of absence, the employer must provide the same such
pay, benefits or costs to employees on MMLA leave. For example, if an employer
generally provides pay to employees who are on extended sick leave, the employer must provide pay to employees on maternity leave.
C. Use of Accrued Vacation, Personal and Sick Time During Maternity Leave
If maternity leave is unpaid, the employee must be permitted to use, concurrently
with the maternity leave, accrued paid sick, vacation or personal time under the
following circumstances.
1. Vacation or Personal Time
tion. Such maternity leave, however, need not be included in the computation of
such benefits, rights and advantages. [4] For example, if the employee has accrued
7.5 years of seniority as of the commencement of her leave, she must be returned
to work following her leave with the same 7.5 years of seniority.
An employee returning from maternity leave has no greater right to reinstatement
or to other benefits and conditions of employment than other employees who were
continuously working during the leave period. An employer is not required to restore an employee on maternity leave to her previous or a similar position if other
employees of equal length of service credit and status in the same or similar positions have been laid off due to economic conditions or due to other changes in operating conditions affecting employment during the period of such maternity
leave; provided, however, that such employee on maternity leave shall retain any
preferential consideration for another position to which she may be entitled as of
the date of her leave.
contrast, must be specifically designated as such, in writing, in order for that leave
to be counted toward that employee's twelve-week entitlement. [15]
Under the MMLA, an employee may take a maternity leave each time she gives
birth or adopts a child. Thus, for example, if an employee gives birth in January
and adopts a second child in March, she would be entitled to two separate eightweek maternity leaves under the MMLA for a total of 16 weeks. By contrast,
under the FMLA, leave is limited to a maximum of 12 weeks in a 12-month period.
Inquiries regarding rights and obligations under the FMLA should be directed to
the United States Department of Labor's Wage & Hour Division.
IX. MMLA Notice and Posting Requirements
A. Posting Requirements
Nothing in the MMLA shall be construed to affect any bargaining agreement, employment agreement or company policy providing benefits that are greater than, or
in addition to, those required under the statute. An employer may grant a longer
maternity leave than required under the MMLA. If the employer does not intend
for full MMLA rights to apply to the period beyond eight weeks, however, it must
clearly so inform the employee in writing prior to the commencement of the leave.
[5]
All employers must post a notice in a conspicuous place that contains at least the
following information:
PURSUANT TO M.G.L. C. 151B, Â§4(1) AND C. 149, Â§105D EVERY FULLTIME FEMALE EMPLOYEE IS ENTITLED AS A MATTER OF LAW TO AT
LEAST EIGHT WEEKS MATERNITY LEAVE IF SHE COMPLIES WITH THE
FOLLOWING CONDITIONS:
VI. Sex Discrimination Issues Arising Under M.G.L. c. 151B
Pregnancy and childbirth are sex-linked characteristics, and any actions of an employer that adversely affect an employee because of her pregnancy, childbirth or
the requirement of a maternity leave may also amount to sex discrimination under
M.G.L. c. 151B. [6] Employers may not treat employees and applicants who are
affected by pregnancy or related conditions less favorably than employees who are
affected by other conditions but who are similarly able or unable to work. [7] Such
disparate treatment may constitute sex discrimination.
1. SHE HAS COMPLETED AN INITIAL PROBATIONARY PERIOD SET BY
HER EMPLOYER WHICH DOES NOT EXCEED SIX MONTHS OR, IN THE
EVENT THE EMPLOYER DOES NOT UTILIZE A PROBATIONARY PERIOD
FOR THE POSITION IN QUESTION, HAS BEEN EMPLOYED FOR AT
LEAST THREE CONSECUTIVE MONTHS; AND,
2. SHE GIVES TWO WEEKS' NOTICE OF HER EXPECTED DEPARTURE
DATE AND NOTICE THAT SHE INTENDS TO RETURN TO HER JOB.
An employer may not deny a woman the right to work or restrict her job functions, such as heavy lifting or travel, during or after pregnancy or childbirth when
the employee is physically able to perform the necessary functions of her job. The
mere fact of pregnancy does not automatically establish a disqualifying disability.
An employer may not, therefore, use a woman's pregnancy, childbirth or potential
or actual use of MMLA leave as a reason for an adverse job action, such as refusing to hire or promote a woman or for discharging her, laying her off, failing to reinstate her or restricting her duties. An employer may not, moreover, force a
pregnant woman to take leave prior to giving birth if she is willing to continue
working, nor can an employer prevent her from returning to work after she recovers from any temporary disability associated with her pregnancy or a related condition. [8] Similarly, an employer may not treat an employee returning from
maternity leave less favorably than it treats other employees seeking to return to
work after comparable absences for non-pregnancy reasons.
SHE IS ENTITLED TO RETURN TO THE SAME OR A SIMILAR POSITION
WITHOUT LOSS OF EMPLOYMENT BENEFITS FOR WHICH SHE WAS ELIGIBLE ON THE DATE HER LEAVE COMMENCED, IF SHE TERMINATES
HER MATERNITY LEAVE WITHIN EIGHT WEEKS. (THE GUARANTEE OF
A SAME OR SIMILAR POSITION IS SUBJECT TO CERTAIN EXCEPTIONS
SPECIFIED IN M.G.L. C. 149, Â§ 105D.). ACCRUED SICK LEAVE BENEFITS SHALL BE PROVIDED FOR MATERNITY LEAVE PURPOSES UNDER
THE SAME TERMS AND CONDITIONS WHICH APPLY TO OTHER TEMPORARY MEDICAL DISABILITIES. ANY EMPLOYER POLICY OR COLLECTIVE BARGAINING AGREEMENT WHICH PROVIDES FOR GREATER
OR ADDITIONAL BENEFITS THAN THOSE OUTLINED IN THIS NOTICE
SHALL CONTINUE TO APPLY.
Normal pregnancy and related short-term medical conditions may, at some point,
incapacitat a woman from performing her usual work for a short period of time. In
some circumstances these short-term conditions may rise to the level of a disability under Chapter 151B. [9] Whether or not an employee's short-term condition
rises to the level of a disability, an employer must treat such employee in the same
manner as it treats employees who are temporarily incapacitated or disabled for
other medical reasons. When an employee is unable to perform some or all of the
functions of her job, such as heavy lifting, because of pregnancy or a related condition, an employer must offer her the opportunity to perform modified tasks, alternative assignments or a transfer to another available position if the employer
offers such opportunities to employees who are temporarily disabled for other reasons. Failure to do so may constitute sex discrimination. It may also constitute sex
discrimination for an employer to base employment decisions on a woman's reproductive capacity. For this reason, employers may not adopt policies that limit or
preclude women from performing specific jobs or tasks, such as performing physical labor or working with hazardous substances. [10]
An employee seeking maternity leave must give two weeks notice of her anticipated date of departure and intent to return. "Anticipated" date of departure does
not mean "exact" date. Thus, for example, an employee who gives birth prior to
her anticipated departure date is entitled to start her maternity leave earlier. Likewise, an employee may desire to start her leave later or return from leave earlier
than anticipated. It is expected that employers and employees will communicate in
good faith with regard to making arrangements for leave, taking into account the
uncertainty inherent in delivery and adoption dates and the needs of the employer
to plan in advance for an employee's absence.
Providing maternity leave to female employees and not to males may, in some circumstances, constitute sex discrimination under Chapter 151B, Â§4(1). See Part
III, above.
B. Notice by Employees
X. Enforcing Rights Under the MMLA
The MCAD enforces the MMLA. An employee, to initiate a formal action, must
file a complaint with the MCAD. The complaint must be filed within 300 days of
the alleged violation of the MMLA, subject only to very limited exceptions. A violation of the MMLA constitutes a violation of M.G.L. c. 151B, Â§4(11A). An aggrieved employee is therefore entitled to the same remedies under the MMLA as
are available pursuant to M.G.L. c. 151B.
LMA13/2
Print Date: 2/10
THE FAIR HOUSING LAW
THE FAIR HOUSING LAW DECLARES THAT IT IS ILLEGAL TO DISCRIMINATE ON THE BASIS
OF RACE, COLOR, RELIGIOS CREED, NATIONAL ORIGIN, SEX, SEXUAL ORIENTATION, AGE,
CHILDREN, ANCESTRY, MARITIAL STATUS, VETERAN HISTORY, PUBLIC ASSISTANCE RECIPIENCY,
OR HANDICAP (MENTAL OR PHYSICAL)
It is an unlawful practice for owners, lessees, sublessees, licensed real estate brokers, assignees, managing
agents, or unit owners to refuse (on the basis of membership in one or more of the above groups) the:
Right to Buy
Right to Lease
Right to Rent
Right of Ownership
Right of Possession
Under Massachusetts Law, it is illegal to:
Discourage a person from buying or renting a dwelling in a particular area and encourage him or her to buy or rent in
another area.
Represent that a dwelling is not available for sale, rent of inspection when the dwelling is in fact so available.
Charge or quote a higher rental or sale price for a dwelling.
State or provide less favorable terms for the rental or sale of a dwelling.
Publish discriminatory advertising.
Discriminate in the granting of mortgage loans.
Discriminate on the basis of handicap by refusing to make reasonable accommodations in policies and services or refusing
to permit reasonable modifications of dwellings.
Discriminate on the basis of rental subsidy recipiency by refusing to rent to subsidy recipients because of program
requirements.
Refuse to rent to families with children under six because of lead paint.
Notice to Real Estate Agents
State law provides limited exemptions for owners of certain types of residential properties. These exemptions do not apply to real
estate agents.
Complaints:
ALL COMPLAINTS MUST BE FILED IN WRITING. INFORMATION ON THE FILING OF COMPLAINTS CAN BE OBTAINED BY EITHER VISITING OR CONTACTING THE MASSACHUSETTS
COMMISSION AGAINST DISCRIMINATION AT THE FOLLOWING LOCATIONS:
One Ashburton Place, Rm. 601
436 Dwight Street, Rm. 220
Boston MA 02108
Springfield MA 01103
(617) 994-6000 voice
(413) 739 2145 voice
(617) 994-6196 TTY
www.mass.gov/mcad
Massachusetts General Loans, G.L. c. 151B§7mandates the posting of this notice.
LMA14

Massachusetts Labor Law Postings

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