The Shutdown Fairness Act ensures that certain federal employees who must work during government shutdowns - such as those in national security or emergency roles, plus their supporting contractors - receive wages during funding gaps. It directs agencies to use unspent Treasury funds to pay these "excepted employees" for work performed when no appropriations are in effect, covering periods until new funding is enacted. Payments end automatically when either full-year appropriations are passed or a continuing resolution without such funding is enacted. All costs are later charged to the agency’s next regular budget, avoiding new appropriations. This directly affects federal workers designated as essential during shutdowns, not the general public.
This bill, S 3823 (FAIR Act), sets specific pay adjustments for federal employees in calendar year 2027. It mandates a 3.1% increase in base pay for employees covered by statutory pay systems (most federal workers) and prevailing rate employees (those paid based on local private-sector wages), and a 1% increase in locality pay adjustments. These changes directly affect all federal employees whose pay is determined under the specified systems outlined in Title 5 of the U.S. Code. The bill is procedural, establishing concrete pay rate adjustments without altering broader employment policies.
HRES 297 is a non-binding resolution expressing the House of Representatives' support for fair compensation, benefits, and working conditions for paraprofessionals (like instructional assistants) and education support staff (including bus drivers, cafeteria workers, and clerical staff) in schools. It specifically calls for livable wages, job security, access to affordable health care, paid leave, and meaningful input in school policies for these workers. As a resolution, it does not create new laws or mandate changes but serves as a symbolic statement highlighting these workers' needs. The resolution directly addresses the concerns of over 3 million school support staff facing issues like underpayment, lack of benefits, and job instability.
HR 5578 expands whistleblower protections for employees and contractors working with the U.S. Department of Defense (DoD) and National Aeronautics and Space Administration (NASA). It broadens the definition of "protected individual" to include state/local governments, tribal organizations, and intelligence community personnel working under federal contracts. Key changes prohibit retaliation for reporting gross mismanagement, waste, safety dangers, or violations of law, ban forced arbitration waivers that would override these rights, and require disciplinary action against officials who request retaliation. This applies specifically to DoD/NASA contractors under Section 4701 and extends similar protections to all federal contractors under Section 4712 of U.S. Code.
The Shutdown Fairness Act guarantees standard pay for covered government workers and contractors during federal funding gaps. It directly affects federal employees, military personnel on active duty, and contractor staff who must work during a shutdown, ensuring they receive their regular compensation without regard to prior furloughs. The bill requires agencies to use emergency funds to pay covered employees within 7 days of enactment for the 2025-2026 shutdown period, and on regular pay schedules for future shutdowns. This applies retroactively from September 30, 2025, and limits funds strictly to pay, prohibiting reprogramming for other purposes.
This bill suspends the federal government's authority to garnish wages for student loan borrowers starting upon enactment, directly affecting individuals with federal student loans facing wage deductions. It requires the Secretary of Education to submit a certification within one year detailing either a process to fix improper garnishments (including refunds within a week, employer verification, and borrower data tracking) or a decision to end garnishment entirely. The bill mandates that borrowers receive double the amount of improperly garnished wages within 10 days and holds employers liable for withholding wages after a suspension notice. It also prohibits wage garnishment for loans outstanding over 10 years.
This bill allows qualifying workers to exclude income from a secondary job from their taxable income and payroll taxes. To qualify, workers must designate a primary employer (based on hourly work ≥2,080 hours) and earn secondary income below phase-out thresholds ($100,000 individual/$150,000 married joint filers). The exclusion phases out for income above these thresholds and expires after five years. It directly affects workers with a second job who meet the primary employer requirement, changing how secondary job earnings are taxed under the Internal Revenue Code.
The Worker RESULTS Act (S 3117) amends the National Labor Relations Act to change how union representation elections work. It creates a 90-day "decertification window" allowing workers to challenge a union if bargaining stalls for 60 days after the union is certified, and requires secret ballot elections for union representation. The bill also establishes a 2-year window (150 days before and 60 days after contract expiration) for new union elections, and prohibits the NLRB from blocking elections due to unfair labor practice charges. These changes directly affect unions, employers, and workers involved in collective bargaining processes.
HR 6122, the BARN Act, reforms the H-2A agricultural visa program. It shifts oversight from the Labor Department to the Agriculture Department, requires employers to provide housing or pay HUD-based housing allowances (based on 2-bedroom fair market rents), and shortens application processing to 30 days. The bill also limits visa stays to 2 years (with one 1-year extension), mandates workers leave after 2 years, and penalizes employers for hiring workers with expired visas. These changes directly affect agricultural employers and temporary farm workers seeking H-2A status.
Fair Pay for Federal Contractors Act of 2025 This bill provides back pay to employees of federal contractors who lost pay due to a lapse in appropriations (i.e., government shutdown) in FY2026. Specifically, the bill provides appropriations for federal agencies that are subject to a lapse in appropriations in FY2026 to adjust the price of contracts to compensate federal contractors for providing back pay to employees who were affected by the lapse in appropriations. The agencies must adjust the price of any contract for which the contractor stopped, suspended, delayed, or interrupted all or part of the work under the contract due to the lapse in appropriations. The price adjustment must compensate the contractor for reasonable costs incurred to (1) compensate employees who were furloughed or laid off, were not working, or experienced a reduction of hours or compensation due to the lapse in appropriations; or (2) restore paid leave taken by employees during the lapse in appropriations if the contractor required or permitted employees to use paid leave as a result of the lapse in appropriations. The maximum amount of weekly compensation of an employee for which an adjustment may be made under this bill may not exceed the lesser of (1) the employee's actual weekly compensation, or (2) $1,442 (or a lesser amount pro-rated for an employee who works less than 40 hours per week). The bill also requires the Office of Federal Procurement Policy to submit a report to Congress on the adjustments made under this bill.
