This bill establishes an income tax credit for film and digital media productions operating in Hawaii to encourage local investment in the industry. The credit provides a percentage of qualified production costs, offering 22% for projects in counties with over 700,000 residents and 27% for those in smaller counties, with an additional 5% bonus for productions that hire at least 80% local workers. To claim the credit, producers must submit sworn statements and independent third-party certifications detailing their spending and hiring practices to state agencies. The total credit available per production is capped at $20 million, though this limit does not apply to projects with at least $60 million in qualified costs, while the overall annual credit pool is set at $60 million.
This bill, signed into law as Act 237, strengthens legal protections for public servants in Hawaii by creating a specific misdemeanor offense for harassment directed at them during their official duties. It directly affects government employees, law enforcement officers, and anyone subject to threats or harassment while performing their jobs. The key provision amends existing harassment laws to ensure that acts intended to disrupt public service are treated more seriously than general harassment, addressing concerns that current penalties were insufficient to deter such behavior. By elevating these specific threats to a misdemeanor, the law aims to provide clearer legal recourse and better safeguard the safety and effectiveness of public service.
This bill proposes to increase funding for a federal grant program designed to address shortages in the dental workforce. Specifically, it would raise the annual budget allocation from $13.9 million to $15 million for the years 2027 through 2031. The funds are intended to remain available until they are spent, supporting initiatives that help train and recruit dental professionals.
This bill directs the Small Business Administration to create educational resources for small business owners and employees regarding their rights and responsibilities during immigration enforcement actions. The SBA must develop online modules, a physical card, and planning guides that explain how to respond to searches or arrests, including the constitutional right to remain silent and consult a lawyer. These materials will be made available in English and the 15 most commonly spoken languages in the U.S., with content reviewed by legal experts and government agencies to ensure accuracy.
The Federal Employee Financial Protection Act of 2026 prohibits consumer reporting agencies from including late payment or nonpayment records on credit reports for federal employees who are furloughed or work without pay during government shutdowns. Under this bill, any missed payments made during these periods must be treated as if they were paid on time, effectively shielding affected workers from negative credit reporting. Additionally, the legislation directs the Bureau of Consumer Financial Protection to issue rules enforcing these changes within 30 days of enactment. The bill also expresses a sense of Congress that private lenders should offer payment flexibility, waive late fees, and refrain from reporting adverse credit information for these specific incidents.
The Menopausal Workers' Fairness Act of 2026 expands federal employment protections to explicitly cover workers experiencing menopause and related symptoms, requiring employers with 15 or more employees to provide reasonable accommodations unless doing so causes significant business hardship. Under this bill, it would be illegal for employers to discriminate against or retaliate against qualified employees who request accommodations for issues such as hot flashes, fatigue, or mood changes, while also mandating that medical information regarding these conditions remains confidential. The legislation includes a specific list of low-cost adjustments, such as allowing extra restroom breaks or flexible sitting and standing, that employers must grant without requiring extensive documentation. Enforcement and legal remedies for violations will follow the same procedures currently used for age and disability discrimination claims, and the Equal Employment Opportunity Commission is tasked with issuing detailed regulations within a year of the law's passage.
The Wildfire Responder Protection Act updates federal regulations to expand the list of wildfire workers who receive specific employment protections. By amending an existing statute, the bill adds roles such as fuels specialists, burn bosses, and prescribed fire crew members to the categories of employees covered under these rules. It also broadens the scope of protected activities to include planned ignition and fuels reduction efforts alongside traditional fire suppression. These changes ensure that a wider range of personnel engaged in wildfire management receive the same legal safeguards as those currently protected.
The Health Over Wealth Act requires for-profit corporations that own or invest in hospitals, nursing facilities, and other health care providers to submit detailed annual reports to the government regarding their financial status, debt levels, staffing changes, and political spending. To protect public access to care, the bill mandates that hospitals must provide at least 90 days of notice before closing or discontinuing essential services and must submit a mitigation plan to ensure patients and staff are not left without support. Additionally, the legislation establishes a new licensing system for private equity firms investing in health care, gives the government authority to block risky mergers or acquisitions, and changes bankruptcy laws to prioritize the repayment of employee pension liabilities over other debts.
This bill, the End H-1B Visa Abuse Act of 2026, proposes to stop the issuance of H-1B work visas for three years and then restrict them to primary workers rather than their families. It would require employers to prove a shortage of qualified American workers and pay a minimum wage of $200,000 per year, while also banning the use of staffing agencies to hire these workers. The legislation further limits the total number of H-1B visas to 25,000 annually, removes the current lottery system in favor of prioritizing higher wages, and prohibits H-1B workers from holding jobs with more than one employer or working for third-party agencies. Additionally, the bill bars federal government agencies from hiring H-1B workers, eliminates optional training programs for foreign students, and generally prevents nonimmigrant visa holders from changing their status to permanent residents while in the United States.
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.
