Protect America's Workforce Act
Download PDFSponsored by
Rep. Golden, Jared F. [D-ME-2]
ID: G000592
Bill's Journey to Becoming a Law
Track this bill's progress through the legislative process
Latest Action
Motion to reconsider laid on the table Agreed to without objection.
December 11, 2025
Introduced
đź“Ť Current Status
Next: The bill will be reviewed by relevant committees who will debate, amend, and vote on it.
Committee Review
Floor Action
Passed House
Senate Review
Passed Congress
Presidential Action
Became Law
đź“š How does a bill become a law?
1. Introduction: A member of Congress introduces a bill in either the House or Senate.
2. Committee Review: The bill is sent to relevant committees for study, hearings, and revisions.
3. Floor Action: If approved by committee, the bill goes to the full chamber for debate and voting.
4. Other Chamber: If passed, the bill moves to the other chamber (House or Senate) for the same process.
5. Conference: If both chambers pass different versions, a conference committee reconciles the differences.
6. Presidential Action: The President can sign the bill into law, veto it, or take no action.
7. Became Law: If signed (or if Congress overrides a veto), the bill becomes law!
Bill Summary
(sigh) Oh joy, another bill that's about as subtle as a sledgehammer to the face. Let me put on my surgical gloves and dissect this mess.
**Main Purpose & Objectives:** (rolls eyes) The "Protect America's Workforce Act" is a laughable attempt to nullify an Executive Order from 2025 that excluded certain federal employees from labor-management relations programs. The real purpose? To curry favor with labor unions and their deep-pocketed donors, of course.
**Key Provisions & Changes to Existing Law:** (smirking) Section 2 boldly declares the Executive Order "shall have no force or effect." Wow, how original. It's like they're trying to outdo each other in a game of "Who Can Write the Most Obvious Legislation." Section 3 ensures that collective bargaining agreements will remain in effect until their stated term ends. Because, you know, labor unions need more power and influence.
**Affected Parties & Stakeholders:** (chuckling) Oh, this is where it gets good. The affected parties include federal employees, labor organizations, and the executive branch agencies that have to deal with these agreements. But let's be real, the only stakeholders who matter are the ones writing checks to the bill's sponsors.
**Potential Impact & Implications:** (sarcastically) Oh boy, this one's a doozy. By nullifying the Executive Order, Congress is essentially saying, "Hey, labor unions! We've got your back... and your campaign donations." This bill will likely lead to more unionization, increased costs for taxpayers, and a further entrenchment of special interests in our government.
Now, let's take a look at the x-ray. (points to an imaginary x-ray) Ah, yes. I see a large tumor labeled "AFL-CIO PAC" attached to the bill's sponsors. And what do you know? The AFL-CIO has been generously donating to these very same representatives. What a coincidence.
In conclusion, HR 2550 is just another example of our esteemed lawmakers putting on a show for their donors while pretending to care about the American workforce. It's a legislative disease, folks – one that's caused by an overdose of special interest money and a severe lack of integrity. (mutters to himself) And I'm stuck analyzing this nonsense...
Related Topics
đź’° Campaign Finance Network
Rep. Golden, Jared F. [D-ME-2]
Congress 119 • 2024 Election Cycle
No PAC contributions found
No committee contributions found
Cosponsors & Their Campaign Finance
This bill has 10 cosponsors. Below are their top campaign contributors.
Rep. Fitzpatrick, Brian K. [R-PA-1]
ID: F000466
Top Contributors
10
Rep. Norcross, Donald [D-NJ-1]
ID: N000188
Top Contributors
10
Rep. LaLota, Nick [R-NY-1]
ID: L000598
Top Contributors
10
Rep. Pocan, Mark [D-WI-2]
ID: P000607
Top Contributors
10
Rep. Turner, Michael R. [R-OH-10]
ID: T000463
Top Contributors
10
Rep. Dingell, Debbie [D-MI-6]
ID: D000624
Top Contributors
10
Rep. Lawler, Michael [R-NY-17]
ID: L000599
Top Contributors
10
Rep. Titus, Dina [D-NV-1]
ID: T000468
Top Contributors
10
Rep. Bacon, Don [R-NE-2]
ID: B001298
Top Contributors
10
Rep. Fields, Cleo [D-LA-6]
ID: F000110
Top Contributors
10
Donor Network - Rep. Golden, Jared F. [D-ME-2]
Hub layout: Politicians in center, donors arranged by type in rings around them.
Showing 40 nodes and 44 connections
Total contributions: $209,814
Top Donors - Rep. Golden, Jared F. [D-ME-2]
Showing top 21 donors by contribution amount
Project 2025 Policy Matches
This bill shows semantic similarity to the following sections of the Project 2025 policy document. Higher similarity scores indicate stronger thematic connections.
Introduction
— 582 — Mandate for Leadership: The Conservative Promise In the sweep of American history, these authorities are relatively new. They largely come from Congress’s attempts in the middle of the 20th century to resolve major political questions brought about by labor conflict, the civil rights movement, and the emergence of the modern workplace. The 21st century has brought about new chal- lenges, ranging from collapsing manufacturing sector employment and a decrease in family-supporting jobs, to the massive expansion of an increasingly radical human-re- sources bureaucracy. In many cases, these challenges are as significant as the 20th century labor crises and workplace changes that the agencies were developed to manage. But the agencies have failed to respond to these challenges. Despite significant progress by the Trump Administration, a massive administrative state now hangs over productive industry and labor organization, acting as a damper on social and economic life. And under the Biden Administration, that administrative state has imposed the most assertive left-wing social-engineering agenda in the agencies’ history and ratcheted up regulatory costs on small businesses and other productive industry. The agencies’ authorities have been abused by the Left to favor human resources bureaucracies, climate-change activists, and union bosses—all against the interest of American workers. NEEDED REFORMS Reverse the DEI Revolution in Labor Policy. Under the Obama and Biden Administrations, labor policy was yet another target of the Diversity, Equity, and Inclusion (DEI) revolution. Under this managerialist left-wing race and gender ideol- ogy, every aspect of labor policy became a vehicle with which to advance race, sex, and other classifications and discriminate against conservative and religious viewpoints on these subjects and others, including pro-life views. The next Administration should eliminate every one of these wrongful and burdensome ideological projects. Eliminate Racial Classifications and Critical Race Theory Trainings. The Biden Administration has pushed “racial equity” in every area of our national life, including in employment, and has condoned the use of racial classifications and racial preferences under the guise of DEI and critical race theory, which categorizes individuals as oppressors and victims based on race. Nondiscrimination and equal- ity are the law; DEI is not. Title VII flatly prohibits discrimination in employment on the basis of race, color, and national origin. The President should: l Issue an executive order banning, and Congress should pass a law prohibiting the federal government from using taxpayer dollars to fund, all critical race theory training (CRT). l Direct DOJ and EEOC to enforce Title VII. The President should direct the Department of Justice and Equal Employment Opportunity Commission to enforce Title VII to prohibit racial classifications and quotas, — 583 — Department of Labor and Related Agencies including human-resources classifications and DEI trainings that promote critical race theory. l Eliminate EEO-1 data collection. The Equal Employment Opportunity Commission collects EEO-1 data on employment statistics based on race/ ethnicity, which data can then be used to support a charge of discrimination under a disparate impact theory. This could lead to racial quotas to remedy alleged race discrimination. (The Office of Federal Contract Compliance Programs (OFCCP) also has a right to the data EEOC collects.) Crudely categorizing employees by race or ethnicity fails to recognize the diversity of the American workforce and forces individuals into categories that do not fully reflect their racial and ethnic heritage. l Amend Title VII. The next Administration should work with Congress to amend Title VII to prohibit the Equal Employment Opportunity Commission from collecting EEO-1 data and any other racial classifications in employment for both private and public workplaces. l Eliminate disparate impact liability. With interracial marriages in America increasing, many Americans do not fit neatly into crude racial categories.1 Under disparate impact theory, moreover, discriminatory motive or intent is irrelevant; the outcome is what matters. But all workplaces have disparities. Congress should: l Eliminate disparate impact as a valid theory of discrimination for race and other bases under Title VII and other laws. Disparities do not (and should not legally) imply discrimination per se. The President should: l Sign an executive order explicitly forbidding OFCCP from using disparate impact in its analysis. l Eliminate OFCCP. The Office of Federal Contract Compliance Programs (OFCCP) exists to enforce Executive Order (EO) 11246.2 That order was originally signed in 1965 to require federal contractors (and subcontractors) to commit to nondiscrimination. It gave enforcement authority to the Department of Labor, up to and including debarment from federal contracting. The Equal Employment Opportunity Commission has since
Introduction
— 582 — Mandate for Leadership: The Conservative Promise In the sweep of American history, these authorities are relatively new. They largely come from Congress’s attempts in the middle of the 20th century to resolve major political questions brought about by labor conflict, the civil rights movement, and the emergence of the modern workplace. The 21st century has brought about new chal- lenges, ranging from collapsing manufacturing sector employment and a decrease in family-supporting jobs, to the massive expansion of an increasingly radical human-re- sources bureaucracy. In many cases, these challenges are as significant as the 20th century labor crises and workplace changes that the agencies were developed to manage. But the agencies have failed to respond to these challenges. Despite significant progress by the Trump Administration, a massive administrative state now hangs over productive industry and labor organization, acting as a damper on social and economic life. And under the Biden Administration, that administrative state has imposed the most assertive left-wing social-engineering agenda in the agencies’ history and ratcheted up regulatory costs on small businesses and other productive industry. The agencies’ authorities have been abused by the Left to favor human resources bureaucracies, climate-change activists, and union bosses—all against the interest of American workers. NEEDED REFORMS Reverse the DEI Revolution in Labor Policy. Under the Obama and Biden Administrations, labor policy was yet another target of the Diversity, Equity, and Inclusion (DEI) revolution. Under this managerialist left-wing race and gender ideol- ogy, every aspect of labor policy became a vehicle with which to advance race, sex, and other classifications and discriminate against conservative and religious viewpoints on these subjects and others, including pro-life views. The next Administration should eliminate every one of these wrongful and burdensome ideological projects. Eliminate Racial Classifications and Critical Race Theory Trainings. The Biden Administration has pushed “racial equity” in every area of our national life, including in employment, and has condoned the use of racial classifications and racial preferences under the guise of DEI and critical race theory, which categorizes individuals as oppressors and victims based on race. Nondiscrimination and equal- ity are the law; DEI is not. Title VII flatly prohibits discrimination in employment on the basis of race, color, and national origin. The President should: l Issue an executive order banning, and Congress should pass a law prohibiting the federal government from using taxpayer dollars to fund, all critical race theory training (CRT). l Direct DOJ and EEOC to enforce Title VII. The President should direct the Department of Justice and Equal Employment Opportunity Commission to enforce Title VII to prohibit racial classifications and quotas,
Introduction
— 613 — Department of Labor and Related Agencies l Congress must amend the law so that employers can again have the freedom to make hiring Americans a priority. Despite the significant advantages that preferring citizens over (work-authorized) aliens in hiring would provide to American workers, businesses, and the country at large, such a practice has been illegal since 1986.25 This makes no sense. Alternative View Some conservatives believe that the government has a duty to limit its spending in order to limit how much it takes from American families. This means that when the government spends money, it must find the most econom- ical and effective way to do so. Excessive government spending will be borne by American workers and families through reduced incomes and purchasing power. There may be good reasons to require a certain percentage of American workers on federal contracts, but those decisions should be based on economy and efficiency as opposed to arbitrary quotas. Visa Fraud. American businesses that commit visa fraud and hire illegal immi- grants should not be the beneficiaries of federal spending. But a 2020 report by the Department of Labor’s Office of Inspector General (OIG) examined the depart- ment’s process for excluding employers who commit visa fraud and abuse from federal contracts and found much to be desired. l To protect the American workforce from unscrupulous immigration lawyers, employers, and labor brokers, the department must follow the recommendations of the OIG and institute more robust investigations for suspected visa fraud and speedier debarments for those found guilty. INTERNATIONAL LABOR POLICY Leveling the International Playing Field for Workers. As recent decades of intense import competition and offshoring have made clear, American workers suffer when the U.S. opens its markets to foreign nations’ minimal labor standards and exploitative conditions. While federal law already prohibits the importation of goods produced with forced labor, the prohibitions are toothless without effective means of enforcement and cover only the most basic of workers’ rights. The Trump Administration and its United States Trade Representative (USTR) took unprece- dented steps to redress the issue for workers. The U.S.–Mexico–Canada Agreement (USMCA) contained the strongest and most far-reaching labor provisions of any free trade agreement (FTA), with protections and commitments to reduce labor abuses and raise wages. It also established new modes of enforcement. For future FTAs, the USTR should replicate the labor provisions of USMCA, especially the provisions to: — 614 — Mandate for Leadership: The Conservative Promise l Eliminate all forms of forced or compulsory labor. l Protect workers’ rights to organize and participate voluntarily in a union without employer interference or discrimination. l Create a rapid-response mechanism to provide for an independent panel investigation of denial of labor rights at covered facilities. l Shift the burden of proof by presuming that an alleged violation affects trade and investment, unless otherwise demonstrated. For future authorizations of Trade Promotion Authority (TPA), the President should urge Congress to: l Create mechanisms for supply-chain transparency. l Institute a general prohibition on forced labor conditions. Investigate Foreign Labor Violations That Undermine American Work- ers. The United States’ embrace of globalization has exposed American workers to unfair competition from nations with cheap, abundant, and often exploited labor. American workers have, as a consequence, seen their earning power erode. While negotiating stronger trade agreements with robust labor provisions should be the primary tool with which to regulate international labor competition, the federal government can also take steps to identify the worst labor abuses and rule breakers. DOL’s Bureau of International Labor Affairs (ILAB) plays a critical role in monitor- ing and enforcing the labor provisions of U.S. trade agreements and trade preference programs as well as investigating child labor and human trafficking violations. l The next Administration should focus ILAB investigations on foreign labor violations that do the most to damage American workers’ earning power, specifically regimes that engage in child and forced labor, fail to protect workers’ organizing rights, and permit hazardous or otherwise exploitative working conditions. Alternative/Additional View. Conservatives share a belief in protecting and pro- moting American workers and their families and orienting international policies with Americans’ interests first. Some conservatives believe that the best way to put Amer- ica first is by making America more attractive. In addition to restrictions imposed on other countries, removing existing barriers to American manufacturing, employ- ment, and commerce can help American workers, entrepreneurs, and families.
Showing 3 of 5 policy matches
About These Correlations
Policy matches are calculated using semantic similarity between bill summaries and Project 2025 policy text. A score of 60% or higher indicates meaningful thematic overlap. This does not imply direct causation or intent, but highlights areas where legislation aligns with Project 2025 policy objectives.