Supporters of a new wage equity law in Massachusetts say it will help close the state's gender and racial wage gap. Starting next year, companies with more than 25 employees must disclose a salary range for all posted positions.

Kimberly Borman, executive director of the Boston Women's Workforce Council, said wage transparency not only benefits women and people of color, who are often paid less than their coworkers, but their employers as well.

"If you never put out there what you can pay, you're going to get a lot of people who are kicking the tires and then you may like them and you get to a point you can't hire them because you just don't have the money," she said.

Borman said the new requirements build on a 2016 law that prohibits wage discrimination based on gender. Massachusetts is now the eleventh state to mandate pay transparency.

The new law also requires larger companies to share their federal wage and workforce data with the state Executive Office of Labor and Workforce Development to help identify where wage gaps remain. In Greater Boston, a 2023 report found the gender wage gap was 21 cents, and for Black women it was 54 cents. Borman says the new law will help Massachusetts remain competitive with other states and better able to recruit and retain top talent.

"So, we're losing good talent because they don't believe that they're going to be paid fairly or be promoted to the positions that they should be promoted to and earn the kind of money that they need to stay in this city," she continued.

Borman said a recent survey by the Greater Boston Chamber of Commerce found one in four residents ages 20 to 30 plans to leave the state in the next five years due to the lack of job availability and high housing costs.


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Over 70 Michigan townships and counties are taking a stand in court, saying the state is overstepping its authority on renewable energy permits.

These municipalities have appealed to the state Court of Appeals on Michigan's new clean energy law. They argue it takes away local control over zoning and permits for renewable projects.

They say the authority goes to the Michigan Public Service Commission under the new law.

Attorney Michael Homier said the commission initially promised input from local communities, but changed the process through an order.

"My clients, you know, frankly find it insulting," said Homier. "This is about local control and the constant erosion of local control, when the state and some bureaucratic agency thinks they know better, and they don't."

The new law went into effect on November 29. A spokesperson for the MPSC said the agency will implement the legislation as the court reviews the case.

The municipalities claim the order from the MPSC also improperly redefines key terms, creates unlawful processes, and contradicts clear legislative intent - violating the Administrative Procedures Act.

Homier said this is a big issue.

"You can't just change those definitions because you want it some other way," said Homier. "That's not how it works. Only the legislature can amend it."

Michigan aims for 100% clean energy by 2040, with 2023 legislation requiring 80% from clean sources and 60% from renewables by 2035 - something Homier stressed that he's not against.

"Nobody wants to stop clean energy, at least I don't," said Homier. "None of my clients do. But, they do have a say in where it should be located and what adverse impacts might be caused by it."

Since filing the appeal on November 8, and an amended version on November 12 - adding more municipalities, Homier said about a dozen others have contacted him wanting to join the fight.





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A Wisconsin Circuit Court's ruling involving public sector bargaining rights has intensified the stakes for the state's Supreme Court election in 2025.

The judge ruled Act 10 is unconstitutional because it treats different groups of public employees unequally. The controversial 13-year-old law strictly limits public sector bargaining rights in Wisconsin.

Michael Childers is a professor of labor education at the University of Wisconsin-Madison.

He said the law also took the state back more than fifty years, as Wisconsin was a pioneer in the fight for workers' legal rights.

"It was the first state in the nation that formerly allowed for public sector bargaining," said Childers, "and then became the first to basically greatly curtail bargaining rights for all but police and fire in the state."

Act 10 would be struck down pending a final decision by the Wisconsin Supreme Court, which currently has a liberal majority.

The Republican-controlled legislature that appealed the recent decision is hoping to drag out the case, but the public workers who challenged the law hope the court rules before a new justice is seated next year.

Wisconsin's public sector laws of 1959 and 1962 are regarded as turning points in American politics and the legal rights of workers.

Childers said Wisconsin's union participation was always higher than the national average until the passage of Act 10 in 2011, which fundamentally changed the ability of public sector workers in Wisconsin to have influence over their workplace.

"They had rights similar to what most workers in the private sector in the United States enjoyed, which is the ability to bargain over hours, wages, and all other conditions of work," said Childers, "so this would be reinstated pending this decision."

Childers said Wisconsin experienced the largest decline of union membership in the U.S. over the past decade.

If Act 10 is struck down, it could open the door for a resurgence of union engagement across the state.





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The latest round of Workforce Ready Grants means $42 million is being divided among 62 projects aiming to foster Oregon's diverse workforce in the fields of health care, manufacturing and technology.

The grants are part of Future Ready Oregon, a $200 million initiative launched by the Oregon Legislature in 2022 to enhance workforce training. Funds can be used to address barriers to education and employment, support curriculum development and purchase equipment.

Jennifer Purcell, director of the program, said partnerships with employers, industry leaders and labor organizations are key to its success.

"It's relying on those partnerships, and the expertise and lived experience of those community-based organizations, that allows for this funding to be used to meet the needs of individuals in really responsive ways," Purcell explained.

Grantees for the latest round include Adelante Mujeres, Klamath Union High School, Project Youth and Eastern Oregon University.

Purcell pointed out grant money does not only fund training and education programs. It also helps people stay focused on school and work by helping them cover essential needs like child care, housing or transportation.

"In some parts of the state, that looks like providing bus passes," Purcell outlined. "We have an organization that even purchased refurbished bicycles."

Future Ready Oregon has focused the funding on 10 priority underserved populations, including veterans, people of color and rural communities. Purcell added the Afghan Support Network, for example, received a grant to prepare Afghan refugees to earn certifications so they can fill high-demand jobs in Oregon's tech sector.

"This training will also provide culturally responsive supports and career coaching, as well as vocational English classes," Purcell noted.

This was the third and final round of the Workforce Ready Grants. Purcell acknowledged Future Ready Oregon has learned a lot from the process that will help inform state funding strategies in the future.


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