STATE/FEDERAL RESOURCES
AAPI Women in Politics Infographic
We would like to share two key resources: (1) our AAPI Women in Politics: National Report and (2) AAPI Women in Politics: Massachusetts Report. These reports compile key statistics and quotes that illustrate the current state of AAPI women’s political representation across the Commonwealth and the United States. Read further to learn more about the progress and barriers surrounding AAPI women’s representation in elected office, and join us in sharing these reports widely to call attention to the urgency and importance of increasing AAPI women representation. Click below to read, download, and share.
Massachusetts State Resources
How a Bill Becomes a Law in Massachusetts
(adapted from the National Association of Social Workers Massachusetts Chapter)
Step 1
- A bill is filed with the House or Senate Clerk’s office by a legislator.
- It is then assigned to a committee and given a bill number, which is how the bill can be tracked.
- Every bill must then have a public hearing held by the committee to which it is assigned.
Step 2
- After a bill is heard in committee the chairperson of the committee decides to report it out of committee favorably or unfavorably or into a study order.
- If a bill gets reported out favorably it may go to another committee
- If a bill is reported out unfavorably it will go to the Floor of that branch for concurrence and if there is no objection it will die on the floor.
- All bills relating to money originate in the House to the House committee on Ways and Means either after its hearing in the original committee or straight from the clerk’s office.
Step 3
- If a bill makes it out of Ways and Means or another committee and then to the Committee on Steering Policy and Scheduling, it goes to the Committee on Third Reading and then if reported out of that committee, to the Floor of one branch and if passed favorably, to the floor of the other branch.
Step 4
- The final step for a bill is engrossment in one branch and then engrossment in the other branch, followed by enactment in each branch. If there are differences in the bill from one branch to the other after engrossment, a conference committee is set up to iron out the differences. Then the bill goes back to its original branch for approval, then to the other branch and is then enacted in each branch and then finally to the Governor’s desk. Once the governor makes a decision to sign it, the bill becomes law after 90 days. If the governor vetoes the bill, it goes back to the legislature, which can choose to override the veto with a 2/3 majority in each branch.
Download the PDF Version of the Flow Chart (Color) | Download the PDF Version of the Flow Chart (Black & White)
Federal Resources
US Equal Employment Opportunity Commission
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
- Multilingual Resources (click here)
The U.S. Small Business Administration helps Americans start, build, and grow businesses.
- MA Resources (click here)
US Dept. of Labor: Wage & Hour
The Wage and Hour mission is to promote and achieve compliance with labor standards to protect and enhance the welfare of the Nation’s workforce.
- Multilingual Resources (click here)
- Multilingual Resources (click here)
US Dept. of Labor: Office of Federal Contract Compliance Programs
At the Office of Federal Contract Compliance Programs (OFCCP), we protect workers, promote diversity and enforce the law. OFCCP holds those who do business with the federal government (contractors and subcontractors) responsible for complying with the legal requirement to take affirmative action and not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discharging or otherwise discriminating against applicants or employees who inquire about, discuss or disclose their compensation or that of others, subject to certain limitations.