Currently, more than 13,000 farmworkers are employed on farms across the state and the annual market value of agricultural products in Massachusetts is $475 million.

Though some farmworkers are considered seasonal H-2A visa holders, the majority of Massachusetts farmworkers are year-round residents.

During the growing season, farmworkers in Massachusetts typically work up to 11 hours a day, six days a week. Federal law mandates farm workers receive minimum wage of only $7.25/hour and do not give them the ability to earn overtime pay. Massachusetts has only set the minimum agricultural wage slightly higher than the federal requirement at $8/hour which is 40% below the Massachusetts minimum wage of $13.50 guaranteed by law to most workers in the state.

Farmworkers in Massachusetts also have limited access to healthcare despite the fact that on average they are providing for a 3-person household which tends to include extended adult family members living below the poverty level.

This legislation would ensure farmworkers in the state receive the same wage protections as other essential workers and would abolish the sub-minimum wage that they earn. It would also extend wage equity to all formwork’s, including those who don’t work alongside H-2A workers.

This bill would also provide seasonal farmworkers with pay at time-and-a-half for all hours over 55 worked in a week. It would also provide farmworkers employed year round in the agricultural field with pay at time-and-a-half for all hours over 40 worked in a week.

This bill proposes the implementation of a refundable tax credit for employers in Massachusetts who hire non-family individuals for agricultural and farm work, aiming to incentivize the employment of such workers. It allows for a tax credit amounting to up to 40% of the overtime wages paid to these employees. The exact percentage of the credit depends on the size of the employer’s agricultural workforce, with smaller farms receiving a higher percentage credit, but capped at 40%. Additionally, the bill updates wage and hour regulations to mandate that agricultural workers must receive 1.5 times their standard pay for hours worked beyond 55 per week. A key aspect of the bill is the revision of definitions related to agricultural work, differentiating between 'primary agriculture'—such as farming, harvesting, and dairy production—and 'secondary agriculture'—such as preparing commodities for sale. The Massachusetts Department of Revenue is given a six-month period to draft regulations for implementing the tax credit, adjusting the credit scale according to the size of the farm. Meanwhile, the Department of Labor Standards is tasked with formulating regulations to define criteria for overtime pay eligibility in collaboration with stakeholders. Implementation of these frameworks will involve stakeholder consultation to ensure they are effectively integrated into existing systems. While most sections of the bill take effect immediately, the tax credit provisions are set to become operative from the start of the next calendar year following the bill’s passage. 

This bill proposes significant changes to the licensing process for social workers in Massachusetts. It removes the current requirement for applicants to pass a board-prepared examination as outlined in various parts of Section 131, Chapter 112. In place of strict examination criteria, the bill introduces a provisional license option for those who have failed the social work associate exam at least twice but were within 15 points of passing. This provisional license lasts for up to one year, during which the license holder must meet specific professional development, supervisory, and educational requirements. They must also maintain a detailed professional portfolio, which includes writing papers on designated topics, keeping a daily journal, analyzing cases, conducting self-evaluations, and receiving evaluations from supervisors. Additionally, the bill calls for the formation of a special legislative commission to investigate the potential need for a specialized certification for child welfare workers employed by the Department of Children and Families. This commission will assess whether a new certification is necessary or if current social work licensure suffices while also examining the role of standardized tests and striving to create a certification process that is accessible and fair to individuals from various backgrounds. The commission is required to report its findings and suggestions within fifteen months from the bill's enactment.