To amend the Higher Education Act of 1965 to provide for additional uses of funds for grants to strengthen historically Black colleges and universities, and for other purposes.

HR20 — Richard L. Trumka Protecting the Right to Organize Act of 2025

Strengthens worker organizing rights and enforcement. The bill broadens who counts as an employee or joint employer and builds tougher remedies, penalties, and election rules to make organizing and bargaining easier to enforce and monitor. - Workers: Expands who is treated as an employee by tightening the three-part test for independent contractors and broadening the joint-employer test to include direct, indirect, and reserved control. It adds clear protections for strike participation and allows back pay without reduction and liquidated damages equal to twice awarded damages. - Employers: Requires prompt disclosure and new notice duties including a detailed voter list within two business days and multilingual employee notices. Noncompliance can trigger civil penalties including up to $50,000 per unfair labor practice, up to $10,000 per refusal to obey Board orders, and fines for posting or voter-list violations. - Elections, agencies, and unions: NLRB must adopt remote electronic voting within one year and aim to hold elections within twenty business days. The bill also boosts NLRB reporting and transparency, expands private suits, and creates new whistleblower protections and expedited enforcement.

HR14 — John R. Lewis Voting Rights Advancement Act of 2025

This bill would restore robust federal oversight of voting rights by rewriting Section 2 and creating a broad practice-based preclearance system. It sets new tests for vote-dilution and vote-denial claims, adds retrogression rules for actions on or after January 1, 2021, and requires extensive public notice, data disclosure, and observer powers. - Minority and language-minority voters: Provides clearer legal paths to challenge districting and practices that dilute or abridge votes, recognizes coalitions of minority groups, and applies retrogression rules to actions from January 1, 2021. - States and local election officials: Triggers preclearance using a 25-year lookback with numeric thresholds and creates an administrative bailout that requires demonstrating sustained compliance over a 10-year period to avoid coverage. - Enforcement, oversight, and courts: Expands who may sue to include private "aggrieved persons", centralizes observer authority in the Attorney General, and authorizes pre-suit inspection and information demands that courts may enforce or modify.

HR2763 — American Family Act

This bill creates monthly child tax credit payments that replace the annual Child Tax Credit mechanism and add a separate credit for other dependents. It sets fixed monthly amounts, a monthly advance payment system, rules for presumptive eligibility, and enforcement for improper claims. - Families and parents: Parents get monthly payments of $300 per child age 6 and older, higher monthly rates for younger children, and a $2,400 payment for a child in their birth month. - Other dependents and income: A new $500 nonrefundable credit for other dependents is added and phases out for higher earners, with thresholds that vary up to about $400,000 depending on filing status. - Administration and safeguards: The IRS will deliver monthly advance payments, use presumptive eligibility and a submission portal, require child and taxpayer TINs, permit limited data sharing with other government entities, and can disallow claims for fraud with penalties including a 120-month bar for fraud and a 24-month bar for reckless or intentional disregard.

HR17 — Paycheck Fairness Act

Strengthening pay equity by expanding who is protected and limiting employers from using past pay, the Paycheck Fairness Act would tighten how pay differences are justified and increase enforcement and data collection. - Workers and prospective employees would gain a ban on employer reliance on wage history and new nonretaliation protections for wage discussions. The bill lets a candidate voluntarily share prior pay only after a job offer and only to justify a higher wage. - Employers would face new civil penalties for wage-history violations starting at $5,000 for a first offense and rising by $1,000 per subsequent offense to a $10,000 cap. Affected workers could recover damages up to $10,000 plus attorneys’ fees and injunctive relief where appropriate. - Federal enforcement and oversight would increase. The EEOC and the Office of Federal Contract Compliance Programs would enforce the rules. The bill would create a National Equal Pay Enforcement Task Force and require expanded pay-data collection by EEOC, the Bureau of Labor Statistics, and OFCCP from federal contractors. Provisions would take effect six months after enactment.

HR3971 — Domestic Workers Bill of Rights Act

Extending workplace rights to domestic workers. The bill would set enforceable labor standards for household workers, add overtime and live‑in protections, require written agreements, create a Domestic Employee Standards Board, and push Medicaid rules to cover home care workers.

HR842 — Nancy Gardner Sewell Medicare Multi-Cancer Early Detection Screening Coverage Act

Would expand Medicare to cover multi-cancer early detection screening tests. It defines eligible tests as certain FDA-cleared or approved genomic blood tests or comparable biological-sample tests and directs the Secretary to use the national coverage determinations process to decide when they are covered.