The FARM AI Act of 2026 directs the U.S. Department of Agriculture to prioritize artificial intelligence in its research, extension programs, and workforce training initiatives. This legislation requires the department to update its funding categories to include AI projects that enhance precision farming, resource management, and cybersecurity while adding specific training for implementing computing systems and maintaining agricultural machinery. To oversee these efforts, the bill establishes a new position called the Artificial Intelligence Agriculture Advisor, who will coordinate with the National Institute of Standards and Technology to develop national standards and promote the adoption of digital tools among farmers and rural communities.
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 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 Veterans to Advanced Manufacturing Plan Act directs the Secretary of Veterans Affairs to create a strategic action plan aimed at increasing veteran employment in advanced manufacturing industries. This plan requires the Department to identify specific barriers veterans face in hiring and training, as well as challenges employers encounter when recruiting and retaining these workers. The Secretary must also analyze regional needs, highlight the unique skills veterans bring to the field, and consult with industry leaders and educational institutions to develop effective solutions. Ultimately, the bill mandates the publication of a document outlining short- and long-term actions to improve veteran participation in this specific workforce sector.
The Child Care Modernization Act of 2026 updates federal rules to help states create flexible child care systems that offer parents more choices across different settings like homes, centers, and schools. It expands eligibility for assistance to include children of parents who are job seekers, students, or those receiving health treatment, while also raising the income limit for some families. The bill requires states to use cost-based models to set payment rates that cover provider expenses and mandates the creation of new grants to help build and expand child care facilities. Additionally, it establishes new reporting requirements to track how much families spend on care and measures progress on improving workforce quality and access.
The Mandatory E-Verify Act of 2026 makes the E-Verify employment eligibility verification system permanent and mandatory for all employers in the United States, including those who hire, recruit, or refer individuals for jobs. The bill requires employers to use the system within a phased timeline based on company size, ranging from six months for large businesses with 10,000 or more employees to 18 months for smaller businesses with fewer than 20 employees, while exempting agricultural labor verification until 18 months after enactment. Key provisions include increased civil and criminal penalties for non-compliance, the ability for the government to debar repeat violators from federal contracts, and a requirement that states sharing driver's license data with the system remain eligible for certain federal funding. Additionally, the act establishes a self-check feature for individuals to verify their own status, expands data sharing between federal and state agencies to prevent fraud, and creates a good-faith defense for employers who rely on the system's results.
The HERO Child Care for Military Families Act aims to improve child care availability and workforce stability for military families by expanding eligibility for military child development centers and introducing new hiring and benefit structures. Key provisions allow the Department of Defense to hire national service volunteers as child care employees and establish a preclearance program that conducts background checks and health screenings on potential hires regardless of whether a job opening currently exists. The bill also authorizes job-sharing arrangements where two part-time employees share one full-time position to reduce vacancies and offers limited benefits, such as commissary access and tuition assistance, to help recruit and retain staff. To better track progress, the legislation requires the creation of a unified data system to monitor child care capacity and waitlists, along with specific reports on how child care availability impacts military readiness and family retention.
This bill, known as the Let Experienced Pilots Fly Act, raises the mandatory retirement age for commercial airline pilots from 65 to 67 years old. It allows airlines to voluntarily choose to keep a stricter limit of 70 years, but once they make that choice, they cannot lower it later. The law also ensures that pilots aged 60 and older must hold a specific type of medical certificate and prevents them from facing stricter medical checks solely because of their age, unless the Federal Aviation Administration determines it is necessary for safety. Additionally, the bill requires that any changes to pilot contracts or benefit plans needed to comply with these new age rules must be agreed upon by both the airline and the pilots' union representatives.
The Davis-Bacon Repeal Act would eliminate federal wage requirements that currently mandate contractors on government-funded construction projects pay workers at least the prevailing local wage rate. By repealing the relevant section of the U.S. Code, the bill removes the legal basis for these minimum wage standards on future contracts. The law includes a transition period that protects existing contracts and those with outstanding bids for 30 days after enactment, ensuring no immediate disruption to ongoing projects. This change would directly affect construction firms and workers involved in federally funded building work by removing the obligation to adhere to specific local wage floors.
This bill expands whistleblower protections for contractors, subcontractors, and grant recipients working with the Department of Defense, NASA, and the broader Federal Government. It allows these individuals to report evidence of gross mismanagement, waste of funds, abuse of authority, or dangers to public health and safety without fear of retaliation. The legislation also prohibits government officials from demanding that contractors take retaliatory actions and bans the waiver of these rights through arbitration agreements or other employment contracts. Additionally, it broadens the definition of who is protected to include personal service workers and employees of state, tribal, and territorial governments.
