The Securing Agriculture's Workforce Act of 2026 modernizes the H-2A visa program by transferring administrative authority to the Department of Homeland Security and introducing a unified online platform to streamline applications for employers and workers. Key provisions include establishing new housing standards with mandatory inspections, creating a system for staggered worker entry and exit, and allowing workers to transfer between employers without losing their status. The bill also defines specific job classifications for wage calculations, expands the scope of covered agricultural activities, and provides legal protections for employers who document the employment of workers seeking visa status. Additionally, it requires agencies to develop a heat illness prevention plan and allows for contract termination due to natural disasters.
The PFAS Alternatives Act directs the Secretary of Health and Human Services to create grant programs that help develop and train firefighters on using protective gear free from PFAS chemicals. Under this law, eligible nonprofit and educational organizations can receive funding to research next-generation turnout gear that maintains safety standards without relying on per- and polyfluoroalkyl substances. The legislation allocates up to $25 million between 2027 and 2031 for research grants and $2 million between 2028 and 2032 for training initiatives, ensuring that new gear designs are tested and that first responders learn proper care and decontamination methods. Additionally, the bill requires the Secretary to submit a progress report to Congress within two years of enactment to track the implementation of these safety improvements.
The STRONG Act directs the Office of Management and Budget to create a separate occupational code for strength and conditioning coaches within the Standard Occupational Classification system. This change aims to formally recognize these professionals, who work with athletes, military personnel, and first responders, as having unique skills distinct from athletic trainers or physical therapists. The bill requires the OMB to establish this new category during its next revision of the classification system or submit a report to Congress explaining why it was not done. No new funding is authorized to implement this administrative update.
The TECH Act allows qualified technical schools to apply for the same federal funding as traditional two-year and four-year colleges. To make this happen, the bill requires government agencies to update their rules and application forms so these technical schools can participate in specific grant programs for student support and workforce training. A technical school must offer approved career training programs that lead to recognized credentials in high-demand fields like healthcare or manufacturing to qualify. This change aims to help these schools compete more fairly for financial resources while ensuring they prepare students for essential jobs.
The Restoring Rights of Medical Residents Act repeals a specific section of the Pension Funding Equity Act of 2004 that previously barred medical residents from participating in certain pension plans. By removing this restriction, the bill allows medical residents to join and benefit from the same retirement savings programs available to other employees. This change directly affects medical residents working in the United States by expanding their access to employer-sponsored pension funding. The law takes effect on the first March 18 following its enactment.
This bill, titled the Kenya Merritt Renewing our PACT Act of 2026, establishes a legal presumption that specific diseases are caused by exposure to open burn pits and other toxic hazards for certain federal employees. It directly affects workers in departments such as Defense, State, and Homeland Security who spent at least 30 days in foreign contingency operations on or after August 2, 1990. Under the new rules, eligible employees can receive disability or death compensation for listed illnesses without needing to prove that the disease was recorded during their time of exposure. The Secretary of Labor is tasked with maintaining an updated list of covered diseases and submitting a progress report to Congress within one year of the law's enactment.
The PROTECT Act of 2026 modifies rules for H-1B visa petitions to ensure higher wages and stricter oversight for third-party work arrangements. It requires employers to pay H-1B workers at least the higher of the local market rate or $100,000, adjusted annually for inflation, and limits visas for those working at third-party sites to a maximum of one year unless the job assignment is clearly defined and long-term. Additionally, the bill mandates that visa petitions offering higher compensation be prioritized for approval regardless of filing date. A separate provision exempts health care workers from certain filing fees if the employer can prove they made a good faith effort to hire a U.S. citizen or permanent resident before bringing in foreign staff. These changes apply to all H-1B visa petitions filed on or after the date the law is enacted.
This bill directs the Department of Defense to connect military recruits who cannot enlist with the Job Corps program for training in skilled industrial jobs within the defense industry. It expands specific workforce incentives to include Job Corps centers and gives local operators more flexibility to hire staff, partner with educational institutions, and manage their programs without waiting for federal approval. The legislation also updates rules to allow Job Corps centers to accept cash donations and grants more easily while streamlining enrollment for veterans and active-duty service members. Overall, the act aims to reduce shortages of skilled workers in defense manufacturing by aligning Job Corps training with the needs of the defense industrial base.
This bill requires large defense contractors to agree to specific restrictions as a condition for receiving Department of Defense contracts. It prohibits these contractors from buying their own company stock, paying dividends, or linking employee compensation to short-term financial metrics, while also capping annual covered compensation at $5 million per employee. Contractors must demonstrate strong performance on delivery dates, readiness, technical metrics, and cost reporting to qualify for a waiver of these restrictions. The Department of Defense must establish a review process to identify violations, renegotiate existing contracts, and can impose penalties including contract termination or clawing back employee compensation if rules are broken.
The Support our Firefighters Act establishes mandatory rest and recuperation leave for federal wildland firefighters working for the Forest Service and Department of the Interior. The bill requires these employees to take paid leave after completing specific deployment periods, such as 3 days after 14 days of work or 4 days after 21 days of work, with policies set jointly by the Secretaries of Agriculture and the Interior. Additionally, the legislation allows up to $5 million in unspent wildfire management funds to be transferred between the two departments to support ongoing salary increases for firefighters. The act also removes expiration dates on overtime pay provisions for wildland firefighters, ensuring these benefits continue indefinitely rather than being limited to specific years.
