Labor & Employment

S 2945, the Safe Transit Accountability Act, amends federal transit safety law to clarify decision-making authority for safety recommendations. It requires transit agencies to designate a single "accountable executive" who has ultimate responsibility for safety plans and asset management. This accountable executive must decide whether to implement safety committee recommendations and serves as the final decision-maker in any committee disputes. The bill directly affects large public transit agencies operating under federal safety planning requirements.

This joint resolution (SJRES 99) seeks congressional disapproval of a specific U.S. Citizenship and Immigration Services (USCIS) rule that removed automatic extensions for Employment Authorization Documents (EADs). The rule, published in the Federal Register on October 30, 2025, ended the prior practice of automatically extending work permits for certain immigrants while their renewal applications were pending. If approved, this resolution would block the rule from taking effect, restoring the automatic extension process for EAD holders. The policy change directly affects non-citizens in the U.S. who hold EADs and are waiting for renewal processing, preventing potential gaps in work authorization.

# Summary of Workplace Discrimination and Harassment Legislation This comprehensive bill expands protections against workplace discrimination and harassment while strengthening enforcement mechanisms for workers. Key provisions include: 1. **Expanded Protections (Section 301)**: - Extends anti-discrimination protections to independent contractors, interns, fellows, volunteers, and trainees under major civil rights laws - Creates "covered establishment" definition for entities engaging these workers 2. **Nondisclosure/Nondisparagement Clause Ban (Section 302)**: - Prohibits employers from requiring workers to sign nondisclosure or nondisparagement clauses covering harassment or discrimination - Establishes strict requirements for settlement agreements (including 21-day consideration period, 7-day revocation period, and clear written disclosure) - Protects workers' right to report harassment to the EEOC without penalty 3. **Arbitration Restrictions (Section 303)**: - Bans mandatory pre-dispute arbitration agreements that prevent class or collective actions - Establishes new requirements for post-dispute arbitration agreements - Allows workers to sue employers who violate these provisions 4. **Federal Contractor Compliance (Section 304)**: - Requires federal contractors to disclose past violations of labor and civil rights laws - Establishes Labor Compliance Advisors at executive agencies - Creates a system for monitoring contractor compliance with labor laws 5. **Grant Programs (Sections 401-436)**: - Creates national grants to prevent and address employment discrimination - Establishes grants for legal assistance for low-income workers facing discrimination - Creates a system of state advocacy for workers' rights through state-level systems The bill aims to strengthen worker protections against discrimination and harassment while expanding access to legal remedies and creating new mechanisms for enforcement and prevention. It also includes provisions to ensure federal contractors comply with labor and civil rights laws and establishes new reporting requirements for contractors with past violations.

This bill establishes the "Expanding Childcare in Rural America Initiative" under the USDA, directing the Secretary of Agriculture to prioritize funding through six existing USDA programs (like rural business grants and essential community facilities loans) for projects addressing childcare availability, quality, or cost in rural and agricultural communities. It specifically prioritizes applications from providers in farming-dependent counties (using USDA 2015 county typology) and requires balanced geographic distribution of funds across rural areas. The initiative runs from fiscal years 2026 through 2030, with the USDA required to evaluate outcomes and report findings to Congress within three years. It directly affects rural childcare providers, families in underserved communities, and existing USDA grant programs.

HR 3178, the Save Healthcare Workers Act, creates a new federal crime for assaulting hospital staff while they are performing their duties, with penalties including fines and up to 10 years in prison (up to 20 years for aggravated cases involving weapons or injuries). The bill directly affects hospital employees - including nurses, doctors, and support staff - across all covered facilities (such as emergency rooms, long-term care centers, and children’s hospitals) by criminalizing violence that disrupts patient care. It also establishes a $25 million annual grant program (2025-2034) to help hospitals implement safety measures like staff de-escalation training, security technology, and coordination with local law enforcement. These provisions aim to address workplace violence in healthcare settings, which the bill cites as a growing problem affecting service delivery and staff retention.

HR 2800, the "Boost the Middle Class Act," increases the Earned Income Tax Credit (EITC) for low-to-moderate income workers and families. It raises the base credit amounts (e.g., from $6,330 to $13,629 for single filers) and expands the income thresholds where benefits phase out (e.g., from $11,610 to $24,992 for single filers), while adjusting inflation calculations to 2025. These changes directly benefit millions of working households, particularly those with children, by increasing refundable tax credits. The bill takes effect for tax years beginning after December 31, 2025.

This bill prohibits employers from using a job applicant's past salary or benefits history when making hiring decisions or setting new pay. It specifically bans employers from asking about prior wages before making an offer, relying on that history to set pay (except if the applicant voluntarily shares it after an offer to request higher pay), or retaliating against applicants who object to these practices. The law directly affects job seekers and employees who might face pay discrimination based on past earnings. Violations carry civil penalties of up to $10,000 per offense and allow affected individuals to seek damages of up to $10,000 plus attorney fees.

The CONSTRUCTS Act of 2025 creates a federal grant program to fund training programs at community colleges and career schools focused on residential construction careers. It targets rural areas and underserved populations - including veterans, low-income individuals, and groups with historically low representation in construction - to develop skills in trades like carpentry, plumbing, electrical work, and HVAC. Grants, totaling $20 million annually from 2026-2030, require flexible scheduling, partnerships with construction employers, and plans to increase affordable housing supply through workforce development. The bill directly affects community colleges in rural or underserved regions and their students seeking residential construction careers.

This bill transfers unused funds from the Internal Revenue Code's Section 9006(a) fund to the Unemployment Trust Fund's Employment Security Administration Account. The funds will support state programs providing reemployment services and eligibility assessments for unemployment benefits. It directly affects state unemployment agencies administering these services by providing additional resources for job training and benefit verification. The change involves reallocating existing unobligated funds without creating new taxes or spending.

This bill, the REHIRE Act (HR 3093), creates a hiring preference for certain federal employees who were involuntarily separated between January 1, 2025, and January 1, 2027. It directly affects career federal employees removed during that period who were not in political positions or separated for misconduct or poor performance. The key provision gives these employees 5 additional points in their hiring rating (under 5 U.S.C. §3309) and deems them "preference eligible" for competitive service positions. The preference expires 5 years after the bill becomes law and does not apply to political appointees, those fired for misconduct, or those with documented poor performance reviews.