HR 4439, the Unemployment Insurance Modernization and Recession Readiness Act, modernizes unemployment insurance by providing full federal funding for extended benefits instead of state funding, increasing the number of weeks available during high unemployment periods, and improving how benefit amounts are calculated. The bill establishes minimum standards for regular unemployment benefits including a 26-week minimum duration, a minimum wage replacement rate of 75%, and a maximum benefit amount based on state average wages. It eliminates waiting weeks before benefits begin, expands eligibility for certain groups including student-workers and victims of violence or harassment, and creates a new jobseeker allowance program with specific eligibility criteria and a weekly payment of $250 (adjusted for inflation). The legislation also includes provisions for dependents' allowances and ensures extended benefits are exempt from sequestration (budget cuts).
The Safe Workplaces Act requires the Occupational Safety and Health Administration (OSHA) to develop nonmandatory guidance for workplaces to reduce violence threats. Within 4 years of enactment, OSHA must issue this guidance, tailored to specific settings like hospitals, retail stores, schools, and restaurants, based on a study and report completed within 15 months. The guidance will cover practical safety measures such as staff training, security personnel, physical barriers, and environmental improvements (e.g., better lighting or weapon detectors). It directly affects employers and employees across diverse workplaces by providing voluntary strategies to address violence risks. The bill does not create new laws but establishes a process for OSHA to share best practices on preventing workplace violence incidents.
S 3780, the "Give America a Raise Act," would gradually raise the federal minimum wage from $10.00 to $20.00 per hour over four years, then tie future increases to inflation or GDP growth (whichever is higher). It would also phase out the separate lower minimum wage for tipped workers, requiring their base pay to match the standard minimum wage by 2027, while ending the separate $4.25 hourly rate for workers under 20. The bill includes provisions to transition individuals with disabilities out of special wage certificates by 2027 and requires employers to inform workers about retaining all tips. These changes would directly affect millions of low-wage workers across the U.S. in covered industries.
This bill establishes minimum salary and wage standards for paraprofessionals and education support staff in public schools. It requires states to set a minimum annual salary of $45,000 for full-time staff (increasing with inflation after 2030) and a minimum hourly wage of $30 for part-time staff (also inflation-adjusted). The federal government will provide $25 billion in FY2026, with annual funding increases, to help states implement these standards through grants. States must ensure all local schools meet these minimums within 4 years of receiving funds, with 98% of grant money allocated directly to schools for salary increases or professional development.
HR 2949, the Working Families Task Force Act of 2025, establishes a federal task force to examine challenges facing working families and develop policy recommendations. The task force, led by the Secretary of Labor and including representatives from 9 agencies (like Health, Education, Housing, and Small Business), will meet quarterly to study issues such as affordable childcare, livable wages, housing access, healthcare costs, and workforce training. It must submit a report to Congress within 180 days, detailing findings, stakeholder consultations, and recommendations for improving working families' quality of life. This bill creates a research and coordination mechanism but does not enact new laws or funding.
The Public Safety Employer-Employee Cooperation Act establishes minimum standards for collective bargaining rights for public safety employees, including law enforcement officers, firefighters, and emergency medical services personnel. It requires states to substantially provide specific rights such as forming labor organizations, negotiating terms of employment, and using binding interest arbitration to resolve disputes. The Federal Labor Relations Authority would determine if states meet these standards, and states that don't would be subject to federal regulations for public safety bargaining. The law also prohibits strikes and lockouts in public safety sectors while respecting existing state laws that provide stronger protections for these workers.
The I-PLAN Act of 2025 establishes an Interstate Paid Leave Action Network (I-PLAN) to coordinate state paid family and medical leave programs across state lines. It requires participating states to develop a standardized interstate agreement covering key elements like benefit calculations, eligibility rules, and administrative processes to simplify compliance for employers and employees working in multiple states. The bill creates a national intermediary to support I-PLAN activities, including developing technology systems for processing cross-state leave claims and producing annual reports comparing state programs. States with existing paid leave programs can receive federal grants to help implement the agreement and cover administrative costs, with funding authorized for fiscal years 2026-2028. This legislation directly affects states, employers operating across state lines, and employees who work in multiple states.
Workplace Violence Prevention for Health Care and Social Service Workers Act This bill requires the Department of Labor to address workplace violence in health care, social service, and similar sectors. Specifically, Labor must issue an occupational safety and health standard that requires certain employers to take actions to protect workers and other personnel from workplace violence. The standard applies to employers in the health care sector, in the social service sector, and in sectors that conduct activities similar to those in the health care and social service sectors. Among other elements, the standard must require each employer to (1) develop a workplace violence prevention plan, (2) promptly investigate incidents of workplace violence, and (3) provide relevant training and education to employees. The bill requires certain hospitals and skilled nursing facilities to comply with this standard as a condition of Medicare participation.
The Pay Teachers Act requires states to ensure public school teachers earn a minimum starting salary of $60,000 that increases with experience, and paraprofessionals and education support staff earn at least $45,000 annually or $30 per hour. The bill provides mandatory federal funding to support these salary increases and requires states to develop implementation plans within 4 years (with possible extensions for states facing financial challenges). It also establishes career ladder programs that allow teachers to earn additional compensation for taking on leadership roles and responsibilities. This legislation directly affects all public school teachers, paraprofessionals, and education support staff nationwide, as well as state and local education agencies responsible for implementing the changes.
HR 4763, the PTO Act, requires most employers to provide employees with at least 1 hour of paid annual leave for every 25 hours worked, with a maximum of 80 hours per year. It applies to private-sector workers and certain government employees, protecting their right to use paid leave for any purpose without disclosing the reason. The bill mandates employers to maintain health benefits during leave, allow carryover of up to 40 hours of unused leave, and pay out unused leave upon separation. It also prohibits employers from discriminating against employees for using paid leave or requiring them to find replacements while on leave. The law includes enforcement mechanisms, allowing employees to file complaints with the Department of Labor or pursue private lawsuits.
