Massachusetts Lie Detector Tests: What you need to know

Under Massachusetts law (MA Gen. Laws Ch. 149 Sec. 19B), it is illegal to require an employee or job applicant, including applicants for employment as a police officer, to submit to a lie detector test as a condition of employment. This prohibition covers employers in both the public and private sectors. The state law does not apply to lie detector tests administered by law enforcement agencies as part of a criminal investigation. The law also prohibits any demotion, discharge, or other discrimination in regard to the refusal to take a lie detector test. The legal prohibition also extends to lie detector tests performed outside of Massachusetts for employment in Massachusetts.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Lie detector tests. “Lie detector test” is defined by the law as any test utilizing a polygraph or any other device, mechanism, instrument, or written examination, which is operated or the results of which are used or interpreted by an examiner for the purpose of assisting in or enabling the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.
Honesty tests. The state's prohibition extends to “written examinations … the results of which are used (to) enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.”
Penalties. A fine of up to $1,000 (minimum: $300) may be imposed for a violation of the state polygraph law. Subsequent offenses are punishable by a fine of not more than $1,500 or by imprisonment for not more than 90 days, or both. Corporate officers and managers may be held personally liable for company violations. Employees, within three years of ...

>> Read more about Lie Detector Tests

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Jersey | New Mexico | New York | North Carolina | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin |

Massachusetts Lie Detector Tests Resources

Lie Detector Tests Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.