Pennsylvania HB 64: An Act prohibiting the penalization of employees for nonparticipation in religious or political matters; providing for notice requirements; establishing the Captive Audience Meeting Enforcement Fund; and imposing penalties.

Bill Text

PRIOR PRINTER'S NO. 53 PRINTER'S NO. 3056
THE GENERAL ASSEMBLY OF PENNSYLVANIA
HOUSE BILL
No. 64
Session of
2025
INTRODUCED BY KHAN, D. MILLER, DAWKINS, SIEGEL, GREEN, POWELL,
FRANKEL, MATZIE, HADDOCK, RABB, VENKAT, BENHAM, SANCHEZ,
PIELLI, HILL-EVANS, CIRESI, DONAHUE, SCHLOSSBERG, FIEDLER,
FREEMAN, OTTEN, INGLIS AND KENYATTA, JANUARY 14, 2025
AS REPORTED FROM COMMITTEE ON LABOR AND INDUSTRY, HOUSE OF
REPRESENTATIVES, AS AMENDED, MARCH 23, 2026
AN ACT
Prohibiting the penalization of employees for nonparticipation
in religious or political matters; providing for notice
requirements; ESTABLISHING THE CAPTIVE AUDIENCE MEETING
ENFORCEMENT FUND; and imposing penalties.
The General Assembly of the Commonwealth of Pennsylvania
hereby enacts as follows:
Section 1. Short title.
This act shall be known and may be cited as the Employee
Protection from Captive Audience Meeting Act.
Section 2. Scope of act.
This act relates to employee participation in meetings
relating to political matters or religious matters at their
place of employment.
Section 3. Definitions.
The following words and phrases when used in this act shall
have the meanings given to them in this section unless the
context clearly indicates otherwise:
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"Department." The Department of Labor and Industry of the
Commonwealth.
"EMPLOY." TO ENGAGE, SUFFER OR PERMIT TO WORK.
"Employee." An individual employed by an employer.
"Employer." A person or entity, including an agent,
representative or designee, that employs an employee. THE TERM
INCLUDES THE COMMONWEALTH, ANY OF ITS POLITICAL SUBDIVISIONS,
INCLUDING A PUBLIC SCHOOL ENTITY OR SCHOOL ENTITY, AND ANY
OFFICE, BOARD, COMMISSION, AGENCY, AUTHORITY, LOCAL
TRANSPORTATION ORGANIZATION OR OTHER INSTRUMENTALITY THEREOF.
"Interested party." An organization that monitors or is
attentive to compliance with State laws relating to public or
worker safety, wage and hour requirements or other labor issues.
"Political matter." A matter regarding an election for
political office, a political party, a proposal to amend State
law, a proposal to amend a regulation or a decision to join or
support a political party or a political, civic, community,
fraternal or labor organization.
"Religious matter." A matter regarding a religious belief,
affiliation or practice or a decision to join or support a
religious organization or association.
"SECRETARY." THE SECRETARY OF LABOR AND INDUSTRY OF THE
COMMONWEALTH.
"Voluntary." Any of the following:
(1) Not incentivized by a positive change in an
employment condition, including a form of compensation or any
other benefit of employment.
(2) Not taken under threat of a negative change in an
employment condition for nonattendance, including a negative
performance evaluation, an adverse change in a form of
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compensation or an adverse change in any other benefit of
employment.
Section 4. Prohibition on penalizing employees for
nonparticipation in religious or political matters.
An employer or an agent, representative or designee of an
employer may not discharge, discipline or penalize, threaten to
discharge, discipline or penalize, or take adverse employment
action against an employee:
(1) because the employee declines to attend or
participate in an employer-sponsored meeting or declines to
receive or listen to a communication from the employer or an
agent, representative or designee of the employer if the
purpose of the meeting or communication is to transmit the
opinion of the employer about a religious matter or political
matter;
(2) as a means of inducing the employee to attend or
participate in a meeting or receive or listen to
communications specified under paragraph (1); or
(3) because the employee, including a person acting on
behalf of the employee, makes a good faith report, orally or
in writing, of a violation or suspected violation of this
section.
Section 5. Civil penalties.
(a) Right of action.--An employee aggrieved by a violation
of section 4 may bring an action against an employer in a court
of competent jurisdiction to enforce compliance with section 4.
The action must be brought no later than one year after the date
of the alleged violation. An employee may bring an action under
this section on behalf of the employee or multiple other
employees similarly situated as the employee.
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(b) Damages.--A court may award an employee prevailing in an
action under subsection (a) appropriate relief, including
injunctive relief, reinstatement of a former employment position
or an equivalent position, back pay, reestablishment of employee
benefits, including seniority, to which the employee would
otherwise have been eligible if the violation had not occurred
or any other appropriate relief as deemed necessary by the court
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