The No Rigged Grocery Prices Act prohibits grocery stores and third-party delivery services from using a customer's personal data to raise prices for specific individuals. While the law allows for standard promotions, loyalty rewards, and objective cost differences like shipping fees, it bans dynamic pricing that targets consumers based on their personal information. Retailers must also inform customers if item availability changes or if prices are calculated by weight, and delivery services need explicit permission before swapping out grocery items. Violations of these rules would be treated as unfair business practices enforceable by the Federal Trade Commission. Additionally, the bill requires the Department of Labor to report on how the adoption of electronic shelf labels affects employment at grocery stores.
The Passenger Rail Crew Protection Act makes it a federal crime to assault or interfere with employees working on or around passenger trains, including engineers, conductors, and station staff. This law prohibits actions that hinder crew members from doing their jobs or reduce their ability to perform safety-sensitive duties. Penalties range from fines and up to six months in jail for minor offenses to up to 20 years in prison if the assault involves a weapon, intent to commit murder, or results in serious bodily injury. The bill directly affects anyone onboard a train or at a station serving passenger rail lines by establishing specific legal consequences for such interference.
The GAME Act of 2026 prohibits large digital advertising platforms from showing targeted ads for sports gambling to anyone under 18 years old. This ban takes effect one year after the law is passed and applies to major social media sites, search engines, and ad networks that have over 100 million monthly users. The Federal Trade Commission is responsible for enforcing the rule, with repeated violations potentially leading to criminal fines of up to $100,000 per ad instance. The legislation defines specific types of data used for targeting, such as precise location tracking and unique device identifiers, while excluding simple context-based ads or those requested directly by users.
The Renewing our PACT Act of 2026 expands disability benefits for federal employees who worked in foreign contingency operations after August 2, 1990, and were exposed to burn pits or other toxic hazards. It creates a legal presumption that specific diseases listed in the bill were caused by this exposure, meaning workers do not need to provide medical proof linking their illness to their time abroad to receive compensation. The Department of Labor is responsible for maintaining the official list of covered diseases, which must align with the list used by the Department of Veterans Affairs. Additionally, the bill requires the Department of Labor to submit a report to Congress within one year detailing how many eligible employees have filed claims under the new provisions.
This bill, known as the Aaron Salter, Jr., Responsible Body Armor Possession Act, prohibits civilians from buying, owning, or possessing enhanced body armor. The law defines enhanced body armor as protective gear that meets or exceeds the ballistic resistance of RF1 armor, which includes certain helmets and shields. Exceptions are made for law enforcement officers, government agencies, and individuals who already legally owned such armor before the law takes effect. Violating this ban could result in a fine, up to five years in prison, or both penalties.
The Moms Matter Act establishes two main grant programs to improve maternal mental health and expand the healthcare workforce dedicated to this field. The first program provides funding to community organizations and healthcare providers to integrate mental health services into prenatal and postpartum care, with a specific focus on groups facing higher risks of poor childbirth outcomes. The second program offers grants to educational institutions to train and recruit more mental health professionals who specialize in maternal care, prioritizing schools that commit to diversity and training on implicit bias. Both initiatives include requirements for regular reporting on how funds are used and their effectiveness in addressing maternal health disparities.
This bill, titled the Restoring Overtime Pay Act of 2026, raises the minimum salary required for employees to be exempt from federal overtime pay rules, directly affecting workers classified as executive, administrative, or professional staff. It establishes a specific salary schedule that starts at $45,000 per week and increases annually to $75,000 by 2029, after which the threshold will automatically adjust to match the 55th percentile of national earnings for full-time salaried workers. Additionally, the legislation modifies the criteria for determining job duties, requiring that at least 20 percent of an employee's time be spent on executive or administrative tasks rather than the previous 40 percent standard. The law also mandates that the Bureau of Labor Statistics regularly publish earnings data and requires the Department of Labor to provide public notice before implementing any updated salary thresholds.
The Maternal Health Pandemic Response Act allocates $190 million to the Centers for Disease Control and Prevention and other federal agencies to improve maternal health data collection and research during public health emergencies. This funding supports efforts to track how infectious diseases affect pregnant and postpartum individuals, with a specific focus on collecting and sharing detailed demographic information to address disparities among racial and ethnic minority groups. The bill also establishes a task force to develop guidelines for respectful maternity care, which includes recommendations on telehealth access, doula coverage, and addressing issues like racism and intimate partner violence in healthcare settings. Additionally, the legislation mandates that the government publicly release deidentified data on maternal health outcomes at least monthly during emergencies to help communities make informed decisions.
This resolution expresses support for designating May 16, 2026, as the "National Day of Light" to raise awareness about the importance of light in modern technology and daily life. The bill highlights how light-based innovations have advanced fields such as medicine, communications, transportation, and national security, while also commemorating the 50th anniversary of the compact fluorescent lamp. It encourages educational institutions to observe the day with activities that inspire future scientists and innovators, recognizing the United States' leadership in light-based science.
The Traumatic Births Research Act of 2026 directs the Department of Health and Human Services to study how traumatic birth experiences and post-traumatic stress disorder affect mothers, infants, and families. This legislation expands research funding to include states, Indian Tribes, and Tribal organizations, requiring that study results be broken down by race and ethnicity. Additionally, the bill authorizes a pilot program to compare midwife-led care models against traditional medical care regarding their impact on birth trauma and mental health. To monitor progress, the Secretary must submit an interim report by the end of fiscal year 2028 and a final report by the end of fiscal year 2030.
The Restoring Overtime Pay Act of 2026 raises the minimum salary required for certain employees to be exempt from federal overtime pay rules, starting at $45,000 per year and increasing annually until it reaches $75,000 by 2029. The bill also mandates that this threshold automatically updates each year to match the 55th percentile of weekly earnings for full-time salaried workers nationwide, with adjustments taking effect based on Bureau of Labor Statistics data. Additionally, the law modifies the duties test for exemption, requiring that at least 20 percent of an employee's time be spent on executive or administrative tasks rather than the current 40 percent standard. These changes directly affect employers and workers covered by the Fair Labor Standards Act by redefining eligibility for overtime exemptions and establishing a new mechanism for adjusting salary requirements over time.
The PLAN Act of 2026 directs the Secretary of Health and Human Services to launch a public education campaign encouraging Americans to plan for future long-term care needs. This initiative will use various media channels, including television, social media, and community partnerships, to provide objective information about care options and financial planning tools. The bill specifically targets working-age adults, family caregivers, and low-to-middle-income individuals who might struggle to afford care later in life. Additionally, the legislation requires the government to submit annual reports to Congress detailing the campaign's progress and reach. Funding for these educational activities will be drawn from existing appropriations under the Older Americans Act.
