House committee advances bill to require employer anti‑harassment policies, create training fund

The House Labor & Industry Committee on May 20 advanced House Bill 1825, printers number 2249, a measure sponsored by Representative Madden that would amend the Pennsylvania Human Relations Act to require employers to adopt written policies and procedures to prevent discrimination, harassment and retaliation and to create a Human Relations Training Fund.

Supporters said the measure would give workers clearer notice of protections and create model, standardized policies the Pennsylvania Human Relations Commission could publish for employers to use. Representative Madden, the bill sponsor, told the committee the bill would ensure employers “take proactive steps to uphold these protections, not just in principle, but in practice.” The bill would also direct penalties collected under the act to a training fund aimed at supporting employer compliance and employee education.

Committee staff explained Amendment A01810, which the committee adopted before reporting the bill. The amendment clarifies that model policies developed by the Commission are not mandatory: employers may satisfy the law by adopting policies and procedures that are consistent with the act even if they differ from the Commission’s model.

Opponents and skeptical members pressed for details about the evidence underlying the bill’s rationale. Representative Anderson asked about a frequently cited figure — that “90%” of workplace discrimination goes unreported — and sought the source and methodology for that number. Supporters cited national EEOC research and said the percentage reflects underreporting described in federal studies; representatives asked staff to provide the committee with the underlying report citations and sample details.

Several members raised concerns about the Pennsylvania Human Relations Commission’s administration of complaints. Representative Anderson and others described long case processing times and a high share of cases that resolved without probable‑cause findings; they urged committee and executive branch oversight and asked staff to obtain agency performance data cited in the hearing. Supporters countered that the legislation would improve protections and that the Commission’s model policies would help smaller employers adopt consistent complaint procedures.

The committee adopted the amendment and voted to report HB 1825 favorably to the full House as amended.

What’s next: The bill, as amended, was reported out of committee for consideration by the full House; supporters and opponents asked staff to provide additional materials, including the EEOC source for the underreporting estimate and agency case‑processing data, for members’ review before floor consideration.