HR 2477, the Portable Ultrasound Reimbursement Equity Act of 2025, would amend Medicare rules to require equal reimbursement for portable ultrasound transportation and setup services as is currently provided for portable X-ray services. This change directly affects Medicare beneficiaries needing portable ultrasound exams and healthcare providers (like mobile clinics) who offer these services. The bill mandates that Medicare pay separately for portable ultrasound transportation and setup in the same way and to the same extent as portable X-ray services, using similar supplier requirements as existing regulations. The policy change would take effect for services provided on or after January 1, 2027.
This bill requires colleges receiving federal financial aid to prohibit events promoting antisemitism, using the International Holocaust Remembrance Alliance's 2016 working definition (including contemporary examples). It bans institutions from authorizing, funding, or otherwise supporting such events on campus. The policy change applies directly to all higher education institutions covered by the Higher Education Act of 1965. This amendment modifies existing federal funding requirements for colleges.
HR 2460 would repeal the Renewable Fuel Standard (RFS), a Clean Air Act requirement mandating that fuel producers blend renewable fuels like ethanol into gasoline. This repeal would directly affect oil refiners and fuel distributors who currently must meet these blending quotas. The bill removes Section 211(o) of the Clean Air Act and updates related provisions in the Clean Air Act and Petroleum Marketing Practices Act to eliminate references to the RFS program. If enacted, the measure would eliminate the federal mandate for renewable fuel blending in transportation fuels.
HR 2423, the Unfair Tax Prevention Act, amends the U.S. tax code to modify how the base erosion tax applies to certain foreign-owned businesses. It directly affects foreign-controlled entities operating under specific foreign tax systems that impose taxes based on ownership chains, such as those linked to foreign corporations. Key provisions include treating these entities as "applicable taxpayers" for tax purposes, changing a deadline from December 31, 2025, to the bill's enactment date, and counting 50% of their cost of goods sold as a tax benefit while excluding certain other tax rules. The changes apply to taxable years beginning after the bill becomes law.
This bill establishes a single "Southwestern Power Administration Fund" within the U.S. Treasury to consolidate all existing funds managed by the Southwestern Power Administration (SPA), a federal agency that markets power from federally owned dams. It combines SPA's receipts, unexpended balances from three specific legacy funds, and certain appropriations into one account. The fund will cover SPA's core operations: maintaining power transmission lines, marketing electricity, building infrastructure, and administrative costs tied to existing laws like the Flood Control Act of 1944. Any excess funds must be transferred back to the Treasury annually. The bill primarily streamlines how SPA manages its finances without creating new policy.
HR 2398, the Rural Veterinary Workforce Act, amends federal tax law to exempt certain student loan repayment or forgiveness assistance from income tax for veterinarians working in rural areas. It specifically expands existing tax exclusions to include programs under the National Agricultural Research, Extension, and Teaching Policy Act (7 U.S.C. 3151a) and similar state-level programs designed to increase rural veterinary access. This change directly affects veterinarians participating in qualifying loan repayment or forgiveness programs in states prioritizing rural veterinary services. The policy change modifies IRS tax treatment to reduce the financial burden on veterinarians serving underserved rural communities.
This bill expands benefits for National Guard members injured during State active duty (like responding to disasters). It adds "State active duty" to the definition of qualifying service for retirement pay based on disability, and requires the military to adjust retirement pay if it duplicates other federal or state disability benefits. It also creates new eligibility for VA healthcare to treat disabilities incurred during State active duty, with rules requiring exhaustion of other insurance claims before VA coverage applies. These changes directly affect National Guard members who become disabled while serving under state authority, not federal deployment.
HRES 254 is a non-binding resolution recognizing the 250th anniversary of the United States Marine Corps, to be observed on November 10, 2025. The resolution honors the Corps' founding at Tun Tavern in Philadelphia on November 10, 1775, its history of service in major conflicts, and its values of honor, courage, and commitment. It encourages public participation in commemorative events and local recognition of Marines' contributions to national defense.
This bill allows state and federal correctional facilities (like jails and prisons) to operate cellphone jamming systems to block wireless signals used for contraband devices or by incarcerated individuals. It restricts the FCC from preventing this use, but requires jamming systems to be limited to housing areas within the facility. Facilities must fund the systems entirely themselves (if state-run), consult local law enforcement before implementation, and notify the Bureau of Prisons about operations. The law specifically targets blocking signals to/from contraband devices or inmates, not general cellphone use.
S 1138 requires U.S. Customs and Border Protection to deploy up to 50 additional scanning systems and hire 100 new agents focused on inspecting vehicles and people traveling *from the U.S. to Mexico*. It mandates that by March 2027, at least 10% of southbound conveyances must undergo inspection, using methods like scanning or physical checks. The bill also requires quarterly reports on seized currency, firearms, and ammunition from outbound inspections, along with annual reports detailing resource use and inspection rates. These provisions apply specifically to the U.S.-Mexico border and expire after five years.
Accountability Through Electronic Verification Act This bill expands the E-Verify program by requiring all employers to use it and permanently reauthorizes the program. Currently, E-Verify use is voluntary for most employers, although some states mandate its use. All employers must use E-Verify to confirm the identity and employment eligibility of all recruited, referred, or hired individuals, including current employees who were never verified under the program. Failure to use E-Verify shall create a rebuttable presumption that the employer is violating immigration law. U.S. Citizenship and Immigration Services must generate weekly reports about individuals who have received a final nonconfirmation of employment eligibility. The Department of Homeland Security (DHS) must use the report to enforce immigration laws. The bill increases civil and criminal penalties for hiring non-U.S. nationals ( aliens under federal law) who are not authorized to work. DHS must bar repeat offenders and those criminally convicted from holding federal contracts, grants, or cooperative agreements. The Social Security Administration, Internal Revenue Service, Department of the Treasury, and DHS must jointly establish a program to share information to help identify non-U.S. nationals who are not authorized to work. The bill establishes the Employer Compliance Inspection Center within Homeland Security Investigations of U.S. Immigration and Customs Enforcement. The center's duties include processing I-9 employment eligibility verification forms and ensuring compliance with employment eligibility laws. DHS must report to Congress on ways to simplify procedures relating to I-9 forms and on whether the I-9 process should be eliminated.
The Working Families Flexibility Act of 2025 allows private sector employees to earn time off instead of cash for overtime hours, at a rate of 1.5 hours of time off for every hour of overtime worked. To qualify, employees must have worked at least 1,000 hours for their employer in the prior 12 months, and agreements for time off must be voluntary, in writing, and not tied to employment conditions. Employers must pay cash for unused time off by January 31 each year (or another agreed 12-month period), with a cap of 160 hours of accrued time. The bill excludes public employees, includes enforcement provisions for violations, and expires 5 years after enactment.
