Family Violence Prevention and Services Improvement Act of 2026

HR3112 — Better CARE for Animals Act of 2025

Stronger federal enforcement of the Animal Welfare Act. This bill would require valid licenses for dealers and exhibitors, expand enforcement tools for federal prosecutors and the Secretary of Agriculture, and allow larger fines and animal seizure to stop ongoing harms.

HR2253 — Puppy Protection Act of 2025

This bill would create comprehensive welfare standards for dogs held by dealers. It sets detailed minimums for housing, food and water, exercise, socialization, veterinary care, breeding practices, and retirement placement. - Dogs and families: Dogs would get solid-floor housing, minimum indoor space starting at 12 square feet for small dogs, and temperature controls between 45 and 85 degrees Fahrenheit while present. Continuous clean potable water would be required. - Dealers and breeders: Dealers would have to provide meaningful daily socialization for at least 30 minutes and follow breeding limits including a lifetime cap of 6 litters plus age-based restrictions to reduce early or late breeding risks. - Regulators and retirements: The Secretary must issue final regulations within 18 months and dealers must make reasonable efforts to place retired breeding dogs with adopters or rescues rather than auctions or resale for breeding.

HR3514 — Improving Seniors’ Timely Access to Care Act of 2025

Standardize prior authorization in Medicare Advantage plans to make approvals faster and more transparent for beneficiaries and providers. The bill would require plans that use prior authorization to adopt a secure electronic PA program, publish plan-level PA data, and follow federal timeframes and enrollee protections.

HR1661 — SAFE Act of 2025

Prohibits slaughter of equines for human consumption. This bill would expand the Agriculture Improvement Act of 2018 so that federal law treats horses and other equines the same way it treats dogs and cats regarding slaughter for human food. It accomplishes this by changing the statute's wording from “a dog or cat” to “a dog, cat, or equine,” thereby bringing equines under the existing ban.

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.

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.