The Fairness for Farm Workers Act amends the Fair Labor Standards Act to extend overtime protections to agricultural workers, who are currently largely exempt from these requirements. The bill establishes a phased schedule requiring employers to pay farm workers time-and-a-half for hours worked beyond a threshold that decreases from 55 hours per week in 2027 to the standard 40 hours by 2030. Small farms with 25 or fewer employees are granted an additional three-year grace period, reaching full compliance by 2033. Additionally, the legislation removes several existing exemptions that allow agricultural employers to bypass federal wage and hour standards, ensuring broader coverage for workers in the sector.
The Border Patrol Overtime Parity Act amends federal law to expand eligibility for special overtime pay rates for U.S. Border Patrol agents. Currently, these higher pay rates are restricted to agents occupying positions at the GS-12 grade level or above. By removing this specific grade requirement from the statute, the bill allows agents in lower-grade positions to qualify for the same overtime compensation. This change directly affects Border Patrol officers by broadening the group of employees who can receive additional pay for working beyond standard hours.
The Restoring Justice for Workers Act prohibits employers from forcing workers to agree to arbitration for workplace disputes and bans agreements that prevent employees from joining together to seek legal relief. Under this bill, any contract requiring arbitration before a dispute arises would be invalid, while agreements made after a dispute occurs must be truly voluntary, require plain language explanations, include a 45-day waiting period, and receive explicit written consent from the worker. The legislation also makes it illegal to retaliate against employees who refuse to sign arbitration clauses and ensures that courts, rather than arbitrators, decide whether these arbitration agreements are valid. Additionally, the act amends the National Labor Relations Act to explicitly forbid employers from interfering with employees' rights to engage in collective actions regarding their work. These changes apply to all workers, including independent contractors, and take effect immediately upon enactment.
The Restoring Justice for Workers Act prohibits employers from requiring workers to sign agreements that force them to resolve disputes through individual arbitration rather than in court or as part of a group. It bans retaliation against employees who refuse to arbitrate and mandates that any post-dispute arbitration agreements be truly voluntary, requiring plain language explanations, a 45-day waiting period, and written consent. The bill also amends the National Labor Relations Act to make it illegal for employers to enter into or enforce contracts that prevent workers from joining together to file joint or class-action lawsuits regarding workplace rights. These changes apply to all workers, including independent contractors, and take effect immediately upon enactment.
The Congress Leads by Example Act of 2026 expands workplace protections for employees of the legislative branch, including the House, Senate, and agencies like the Government Accountability Office and Library of Congress. The bill strengthens existing safety rules by giving the Office of Congressional Workplace Rights new authority to investigate workplace hazards and explicitly forbids retaliation against staff who report these issues. It also extends several federal employee rights to congressional staff, such as protections against firing due to garnishment or bankruptcy, access to parental bereavement leave, and mandatory mediation for labor disputes. Additionally, the legislation requires legislative offices to keep specific records regarding discrimination claims and ensures that hearings related to these complaints are open to the public.
The No Corporate Crooks Act bars individuals from working in the federal executive branch if they have been convicted of specific crimes committed while serving as a chief executive officer of a public or private non-federal entity. This ban applies to offenses such as bribery, fraud, cybercrime, embezzlement, insider trading, wage theft, and tax evasion, as well as comparable state-level crimes. Additionally, the law requires that any current federal executive branch employee who would be ineligible under these new rules must be removed from their position.
The Ethical Investigations and Integrity Act requires the Secretary of Labor to create a written agreement before sharing information with attorneys for use in civil wage and hour cases. This agreement must outline the scope of assistance and be shared with any employers or contractors who could be negatively affected by the disclosure. Additionally, the law mandates that the Department of Labor submit annual reports to Congress detailing these agreements and the specific information exchanged, while protecting the identities of other potential defendants. These provisions aim to increase transparency in how the government provides legal support to attorneys in labor disputes.
This bill updates Pennsylvania's Equal Pay Law to require employers with fifteen or more workers to share specific wage and benefit details in job advertisements and job offers. Under the new rules, companies must list costs for health insurance, life insurance, and retirement plans in job postings or provide a direct link to this information online. When making a job offer, employers must also state the salary or hourly wage, clarify overtime rules, and include summaries of employee benefit plans. The legislation applies to positions performed in Pennsylvania, including remote roles, and establishes penalties for employers who knowingly fail to provide this required information.
Senate, July 9, 2026 -- The committee on Revenue to whom was referred the petition (accompanied by bill, Senate, No. 2012) of Adam Gomez and James B. Eldridge for legislation to establish fairness for agricultural laborers, report the accompanying bill (Senate, No. 3132).
The Good Jobs for Good Airports Act establishes new federal standards to ensure that workers at small, medium, and large hub airports receive a living wage and adequate health benefits. It defines "covered service workers" to include employees in roles such as baggage handling, passenger assistance, security, ticketing, and concession services, regardless of whether they are directly hired by the airport or work for a contractor. Under the bill, employers must pay these workers at least the higher of the federal Service Contract Act wage rates or applicable state and local minimum wages, and they must provide similar fringe benefits. To enforce these rules, the Secretary of Labor and the Secretary of Transportation will have the authority to investigate violations, issue penalties, and require employers to submit monthly compliance certifications. Additionally, the law allows private individuals to file lawsuits against non-compliant employers and mandates annual reports to Congress on the implementation of these labor standards.
