Labor & Employment (Gig Economy)

The Employee Rights Act (S 2984) amends key labor laws to change union representation processes and worker classification. It requires secret ballot elections for collective bargaining (Section 2), prohibits non-lawfully-status employees from voting in union elections (Section 3), and establishes privacy protections for employee information used in organizing efforts (Section 4). The bill also changes how workers are classified as employees versus independent contractors (Section 5) and creates a new "independent negotiating" option for workers who leave unions (Section 7). These changes directly affect union representation processes, employee classification, and privacy protections for workers across various industries.

The "No Robot Bosses Act" (HR 6371) prevents employers from making final employment decisions (like hiring, firing, or promotions) using automated systems without human oversight. It requires companies with 11+ employees to test these systems for bias against protected groups, explain how they work in plain language to workers, and provide opportunities for workers to dispute automated decisions through human review. The bill creates a new Technology and Worker Protection Division within the Department of Labor to enforce these rules and requires annual public reports on bias testing. It also includes strong whistleblower protections for workers who report violations. The law applies to most employers but excludes certain government entities and labor organizations acting in their representative capacity.

This bill establishes federal standards for unemployment insurance to increase consistency and support during economic downturns. It sets minimum requirements for benefit duration (26 weeks), wage replacement (75% of earnings), and maximum benefit amounts, while expanding eligibility for individuals separated due to compelling reasons like family care or workplace violence. The bill creates a new Jobseeker Allowance program providing weekly payments to unemployed individuals actively seeking work, with higher payments during periods of elevated unemployment. States would administer these programs with full federal funding for extended benefits and specific administrative support for the new allowance. The changes would take effect for unemployment claims beginning on or after January 1, 2027.

HR 6818, the Part-Time Worker Bill of Rights Act, would expand rights for part-time workers by reducing eligibility requirements for family and medical leave from 12 months to 90 days of employment under the FMLA. The bill prohibits employers from discriminating against part-time workers based on hours worked, requiring equal treatment for benefits, promotions, and scheduling. It mandates that employers obtain written statements from employees about their desired work hours and prioritize offering available work hours to existing employees before hiring new external workers. The bill establishes enforcement mechanisms including civil penalties for violations and allows employees to file private lawsuits for damages, with the Secretary of Labor having investigative authority to ensure compliance. This legislation directly affects part-time workers and employers with more than 15 employees across both private and public sectors.

This non-binding resolution expresses the House's support for creators and digital workers (over 10 million Americans earning income via platforms) who face challenges like misclassification as independent contractors, opaque revenue terms, and limited access to benefits. It calls for transparent revenue-sharing agreements, portable health care and retirement options, clearer platform algorithm policies, and protections against unfair account actions. The resolution does not create new laws but urges platforms and policymakers to address these issues. It focuses on concrete concerns like income volatility and lack of labor protections for this growing workforce.

# Summary of the Workplace Discrimination and Harassment Bill This comprehensive legislation aims to strengthen protections against workplace discrimination and harassment, with several key provisions: ## Key Provisions ### 1. Expanded Protections for Workers - Extends protections to independent contractors, interns, and volunteers - Clarifies that domestic service workers in households are covered under interstate commerce - Prohibits nondisclosure and nondisparagement clauses that cover harassment or discrimination ### 2. Nondisclosure Agreement Restrictions - Makes it unlawful for employers to require nondisclosure or nondisparagement clauses covering harassment or discrimination - Establishes specific requirements for valid settlement agreements: - Requires mutual agreement - Limits scope to statements with knowledge of falsity - Requires written advice to consult an attorney - Provides 21-day consideration period and 7-day revocation period - Prohibits enforcement of such clauses against workers reporting discrimination ### 3. Federal Contractor Compliance - Requires federal contractors to disclose labor and civil rights violations from the past 3 years - Establishes Labor Compliance Advisors within executive agencies - Creates procedures for pre-award and post-award compliance monitoring - Mandates annual reporting on contractor compliance ### 4. Nationwide Grant Programs - **National Grants**: For preventing and addressing employment discrimination through education, outreach, and complaint assistance - **Legal Assistance Grants**: For low-income workers facing employment discrimination - **State Advocacy System**: Creates state-level systems to protect workers' rights, with: - Independent lead entities - Authority to investigate discrimination - Annual reporting requirements - Coordination with federal and state agencies ### 5. Enforcement Mechanisms - Empowers the Equal Employment Opportunity Commission to enforce the bill - Establishes clear procedures and remedies for violations - Requires employers to provide specific information about their compliance with labor laws The bill represents a comprehensive approach to workplace rights, focusing on prevention, reporting, and enforcement mechanisms while ensuring workers can seek redress without fear of retaliation or silencing through restrictive agreements.

This bill establishes comprehensive labor protections for domestic workers, including house cleaners, nannies, personal care aides, and other employees working in private homes. It directly affects approximately 2.2 million domestic workers, predominantly women of color and immigrants who have historically been excluded from key labor protections. Key provisions include requiring written employment agreements outlining wages and hours, providing earned sick days for health and safety needs, establishing fair scheduling practices with advance notice requirements, protecting privacy rights, and prohibiting unfair wage deductions. The bill also extends civil rights protections under Title VII of the Civil Rights Act to domestic workers and creates a Domestic Employee Standards Board to recommend workplace standards.

The Schedules That Work Act would require employers in retail, food service, hospitality, cleaning, and warehouse sectors to provide workers with 14 days' advance notice of their schedules and pay predictability wages for last-minute changes. It allows employees to request schedule changes related to caregiving responsibilities, health conditions, education, or other jobs, with employers required to engage in good-faith discussions about such requests. The bill prohibits retaliation against employees who request schedule changes and mandates written notice of schedule changes and predictability pay. It applies to employers with 15 or more employees in covered sectors, aiming to address widespread issues with unpredictable schedules that negatively impact workers' ability to care for family members, maintain housing stability, and access health care.