Labor & Employment

The Child Care Modernization Act of 2025 amends the Child Care and Development Block Grant Act to improve access to high-quality child care for working parents. It requires states to develop plans with input from parents, providers, and employers, and to set payment rates that cover providers' full costs including staff salaries and benefits. The bill creates a new grant program to expand child care supply through facilities improvements and support for providers serving priority populations like homeless children, rural communities, and children with disabilities. It clarifies eligibility requirements, including income limits for families and definitions for "eligible child" and "eligible activity." The act aims to increase the number of low-income children in high-quality child care settings while supporting the child care workforce.

This bill requires federal agencies to reinstate eligible probationary employees who were terminated during mass layoffs (defined as 15+ separations in 30 days) between January 20, 2025, and the bill's enactment. It mandates reinstatement to similar positions with matching benefits (health insurance, retirement, etc.) and back pay covering the period from termination to reinstatement. Employees must accept reinstatement within 30 days, and agencies must process payments within 90 days. The bill also requires agencies to report on mass terminations and reinstatement outcomes to Congress.

This bill establishes tax credits for individuals and corporations that contribute to scholarship-granting organizations and workforce training organizations. Individuals can claim a credit up to 10% of their adjusted gross income for contributions supporting elementary/secondary education, career training, or vocational education. Corporations can claim a credit up to 5% of taxable income for similar contributions. The bill includes a $10 billion annual cap on total credits ($5 billion for education, $5 billion for workforce training) and creates a web portal to help taxpayers make contributions and receive tax credit pre-approval.

S 3155, the COACH Act, requires the Small Business Administration to create and regularly update a multilingual resource guide for small childcare providers. The guide must cover operations, finances, compliance, safety, quality standards, and other key areas, and must be published annually for 5 years after enactment. It mandates consultation with health officials, child care agencies, and local resource organizations before creation. The guide must be published in English and 10 additional languages (including Mandarin, Cantonese, Japanese, and Korean) on a public website and distributed to childcare providers, especially those with limited administrative capacity, through small business support centers. This is a procedural bill focused on providing practical resources, not changing funding or regulations.

This bill, the "A Chance To Serve Act," provides expanded benefits for Peace Corps and AmeriCorps volunteers. It extends job eligibility for 3 years after service, increases readjustment allowances from $125 to $425, and provides one year of health care coverage after service. The bill also suspends student loan payments and interest during service, doubles the Segal AmeriCorps Education Award, and ensures no discrimination based on immigration status. Additionally, it increases living allowances to 200% of the poverty line and expands student loan forgiveness for national service. These changes directly benefit current and former Peace Corps and AmeriCorps volunteers.

This bill increases the required representation of labor organizations on state and local workforce development boards from 20% to 30% under the Workforce Innovation and Opportunity Act. It also expands the definition of "labor organization" to include groups representing federal/state employees, railroad workers, and agricultural laborers - previously excluded under the National Labor Relations Act. These changes directly affect workforce boards that design job training programs and connect workers to employment services. The key mechanism is raising the mandated labor representation percentage and clarifying which worker groups qualify as labor organizations for this purpose. The policy aims to broaden worker input in workforce planning without altering existing labor protections.

The WORK to Save Lives Act requires the Occupational Safety and Health Administration (OSHA) to issue two types of guidance within 270 days of enactment. For private employers (excluding the U.S. Postal Service), OSHA must provide non-mandatory guidance on acquiring naloxone kits and offering annual employee training for opioid overdose emergencies. For all federal agencies (including the Veterans Health Administration), OSHA must issue mandatory regulations requiring agencies to maintain naloxone kits and provide annual employee training on their use. The bill directly affects private businesses and federal workplaces by establishing specific, time-bound requirements for opioid overdose response preparedness.

HR 5397, the HEALING Mothers and Fathers Act, expands paid leave under the Family and Medical Leave Act (FMLA) to cover "spontaneous loss of an unborn child" (unplanned pregnancy loss not from a purposeful act). This affects private-sector employees and federal workers, allowing them to take up to 12 weeks of job-protected leave for this reason, with provisions for intermittent leave when medically necessary. The bill also creates a refundable tax credit for individuals who experienced a stillbirth (defined as spontaneous fetal death before delivery), equal to the amount of the existing section 24 credit, to help offset related expenses. These changes directly impact employees seeking leave for pregnancy loss and taxpayers who suffered stillbirths, adding specific eligibility criteria and certification requirements to both provisions.

Essential Caregivers Act of 2025   This bill prohibits certain health care facilities from limiting the access of essential caregivers to residents of those facilities, including during designated emergency periods.   Specifically, the bill generally prohibits Medicare skilled nursing facilities, Medicaid nursing facilities, Medicaid intermediate care facilities, and associated inpatient rehabilitation facilities from restricting the access of essential caregivers to residents of the facilities, including during emergency periods in which visitation rights are otherwise restricted. During emergency periods, facilities may restrict access for an initial period of up to seven days and for one additional maximum seven-day period (if the additional period is approved by the state health department). Facilities may restrict access for a total of 7 days (or 14 days with the approval of the state health department) during an emergency period. Essential caregivers must agree to comply with any safety protocols set by the facility, which may be no more stringent for caregivers compared to those for staff. Caregivers who fail to comply with these requirements may be denied access, subject to an appeals process.

The LAB Personnel Act of 2025 (S 3334) protects the laboratory workforce at the Drug Enforcement Administration (DEA) from hiring freezes or workforce reductions caused by budget cuts or fund reprogramming. It directly affects DEA forensic lab staff, including forensic chemists, fingerprint specialists, digital forensic examiners, and other defined roles in DEA forensic laboratories. The bill mandates that these positions be exempt from reductions related to spending constraints, while clarifying that it does not prevent the Attorney General from managing staff under existing misconduct or performance procedures. This is a concrete policy change to maintain staffing levels in DEA forensic operations.