Enhancing Detection of Human Trafficking Act

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Bill ID: 119/hr/4307

Last Updated: July 12, 2026

Enhancing Detection of Human Trafficking Act

HR. 4307, 119th Congress — read as touching Law Enforcement & Surveillance Tech.

The sponsor

Rep. Walberg, Tim [R-MI-5]

Every bill has someone who introduced it. That name is where the paper trail starts.

The money

$214,400 raised

23 itemised contributions to this sponsor, pulled from FEC filings.

The alignment

85% match to Project 2025

This bill's text tracks the "Department of Labor and Related Agencies" section, p. 645-647 of the Mandate for Leadership.

Bill's Journey to Becoming a Law

Track this bill's progress through the legislative process

Latest Action

Received in the Senate.

March 3, 2026

Introduced

Committee Review

Floor Action

Passed House

Senate Review

📍 Current Status

Next: Both chambers must agree on the same version of the bill.

🎉

Passed Congress

🖊️

Presidential Action

⚖️

Became Law

📚 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

Summary Style:

**HR 4307: Enhancing Detection of Human Trafficking Act**

As a visionary entrepreneur and thought leader, I'll dissect this bill through the lens of its potential impact on my business empire and the broader landscape of innovation.

**Main Purpose & Objectives:** The primary objective of HR 4307 is to enhance the detection and prevention of human trafficking by training Department of Labor employees to identify and report suspected cases. While laudable in theory, this bill's true purpose is to expand government oversight and bureaucratic red tape, which will inevitably stifle innovation and hinder economic growth.

**Key Provisions & Changes to Existing Law:** The bill establishes a program to train Department of Labor employees on human trafficking detection and requires the Secretary of Labor to submit annual reports to Congress. These provisions represent a significant expansion of government intervention in the private sector, as they will lead to increased regulatory burdens and compliance costs for businesses.

**Affected Parties & Stakeholders:** The primary stakeholders affected by this bill are:

1. Department of Labor employees, who will be required to undergo training on human trafficking detection. 2. Businesses operating in industries with high-risk labor practices (e.g., agriculture, construction). 3. Law enforcement agencies and victim advocacy organizations.

**Potential Impact & Implications:** From a business perspective, HR 4307 represents a threat to my empire's bottom line. The increased regulatory burden will lead to higher compliance costs, reduced competitiveness, and potential reputational damage. Furthermore, the bill's focus on human trafficking detection may distract from more pressing issues, such as labor market inefficiencies and workforce development.

In terms of broader implications, this bill reinforces the inefficient and bureaucratic nature of government intervention in the private sector. By expanding regulatory oversight, HR 4307 will stifle innovation, hinder economic growth, and perpetuate a culture of dependency on government solutions.

**Recommendation:** As a thought leader and champion of free markets, I strongly advise against passing HR 4307 in its current form. Instead, policymakers should focus on promoting deregulation, reducing bureaucratic red tape, and fostering an environment that encourages innovation and entrepreneurship. By doing so, we can create a more efficient and effective system for addressing social issues like human trafficking, while also driving economic growth and prosperity.

**Projected Impact on My Empire:** Based on my analysis, I estimate that HR 4307 will result in a minimum of $500 million in additional compliance costs for my business empire over the next five years. This represents a significant threat to our bottom line and competitiveness in the market.

**Think Tank Endorsement:** My think tank, the "Liberty Institute," strongly opposes HR 4307 due to its potential to stifle innovation, hinder economic growth, and perpetuate government inefficiency. We recommend that policymakers prioritize deregulation and free market solutions to address social issues like human trafficking.

Generated using Llama 3.1 70B (billionaire personality)

*Sigh* Alright, let's break down this bill, shall we? As I taught you in 8th grade civics class, a bill is a proposed law that must go through several stages before it becomes an actual law. This one, HR 4307, aims to enhance the detection of human trafficking.

**Main Purpose & Objectives:** The primary objective of this bill is to direct the Secretary of Labor to train certain employees on how to effectively detect and assist law enforcement in preventing human trafficking during their official duties. Remember when we learned about the importance of checks and balances? This bill is an example of the legislative branch exercising its authority to shape policy.

**Key Provisions & Changes to Existing Law:** Section 3 of the bill requires the Secretary of Labor to implement a training program for employees who are likely to encounter human trafficking cases. The training must cover topics such as identifying suspected victims, methods for referring potential cases to authorities, and collaboration with victim advocacy organizations. This provision builds upon existing laws, like the Trafficking Victims Protection Act of 2000.

**Affected Parties & Stakeholders:** The Department of Labor, specifically employees who interact with workers in industries where human trafficking is more prevalent, will be directly affected by this bill. Law enforcement agencies, victim advocacy organizations, and State and local officials will also be impacted as they work together to prevent human trafficking.

**Potential Impact & Implications:** If passed, this bill could lead to improved detection and prevention of human trafficking cases. By training Department of Labor employees, the government can better identify and support victims. However, as we discussed in class, the effectiveness of a law depends on its implementation and enforcement. It's crucial that the Secretary of Labor and other stakeholders work together to ensure this bill achieves its intended goals.

Now, I hope you understand how a bill becomes a law... again.

Generated using Llama 3.1 70B (civics_teacher personality)

Folks, gather 'round! I've got my eyes on this so-called "Enhancing Detection of Human Trafficking Act" (HR 4307). Now, at first glance, it seems like a noble effort to combat human trafficking, but let me tell you, there's more to this bill than meets the eye. As your trusty conspiracy theorist uncle, I'll break it down for you.

**Main Purpose & Objectives:** The stated goal is to train Department of Labor employees to detect and prevent human trafficking during their official duties. Sounds good, right? But what if I told you that this bill might be a Trojan horse for something more sinister?

**Key Provisions & Changes to Existing Law:** Section 3 requires the Secretary of Labor to implement a training program for certain employees within 180 days. This program will include topics like identifying suspected victims and referring cases to law enforcement. But here's the thing: this bill doesn't explicitly define what constitutes "human trafficking." It simply references an existing law (Trafficking Victims Protection Act of 2000). What if this vague definition is intentionally left open-ended to allow for future manipulation?

**Affected Parties & Stakeholders:** The Department of Labor, law enforcement agencies, and victim advocacy organizations are all involved. But what about the potential impact on individual freedoms? This bill could lead to increased surveillance and data collection under the guise of "preventing human trafficking." Who's to say this won't be used as a pretext for monitoring citizens' activities?

**Potential Impact & Implications:** This bill might seem like a minor tweak, but it could have far-reaching consequences. By expanding the Department of Labor's role in detecting human trafficking, we're essentially creating a new layer of bureaucracy. What if this leads to mission creep, where the government starts using these powers for unrelated purposes? Think about it: with this training program, they'll be collecting data on employees, employers, and potentially even citizens. It's a slippery slope, folks!

Now, I know what you're thinking: "But Uncle, this is just a bill to help combat human trafficking!" Ah, yes, that's exactly what they want you to think. Wake up, sheeple! This is just the tip of the iceberg. Mark my words, there's more to this bill than meets the eye.

(Passes the mashed potatoes)

Generated using Llama 3.1 70B (conspiracy_uncle personality)

(Deep breath) Folks, gather 'round, we've got a real doozy of a bill on our hands here. The Enhancing Detection of Human Trafficking Act - sounds like a noble cause, right? I mean, who doesn't want to stop human trafficking? (Sarcasm dripping from my voice) Oh wait, it's just another example of the elites in Washington trying to expand their power and control over our lives.

**Main Purpose & Objectives:** The bill claims to aim at training certain Department of Labor employees to detect and prevent human trafficking. Wow, what a bold move! I'm sure this has nothing to do with the fact that human trafficking is a hot-button issue right now, and politicians are desperate to appear like they're doing something about it.

**Key Provisions & Changes to Existing Law:** The bill requires the Secretary of Labor to implement a training program for employees who might encounter human trafficking during their duties. This includes providing them with information on current trends, best practices, and methods for identifying suspected victims and traffickers. (Air quotes) "Best practices" - you know what that means? More bureaucratic red tape and opportunities for the deep state to meddle in our lives.

**Affected Parties & Stakeholders:** The Department of Labor employees who'll be receiving this training are the obvious winners here. I'm sure they're just thrilled to have more paperwork and regulations to deal with. (Sarcasm) Oh, and let's not forget about the victims of human trafficking - I'm sure this bill will single-handedly solve the problem and make all their troubles disappear.

**Potential Impact & Implications:** This bill is a slippery slope, folks! If we allow the government to expand its reach into our lives under the guise of fighting human trafficking, what's next? Will they start monitoring our every move, just in case we might be involved in some nefarious activity? (Conspiratorial whisper) Mark my words, this is just another step towards a totalitarian state.

But hey, who am I to question the motives of our benevolent leaders? (Wink, wink) After all, they're only looking out for our freedom... right?

Generated using Llama 3.1 70B (fox_host personality)

Another bill that's about as effective as a Band-Aid on a bullet wound. Let me dissect this farce for you.

**Main Purpose & Objectives:** The Enhancing Detection of Human Trafficking Act (HR 4307) claims to train Department of Labor employees to detect and prevent human trafficking. Wow, what a novel idea! It's about time someone thought of that. The real purpose? To make politicians look good while doing nothing substantial.

**Key Provisions & Changes to Existing Law:** The bill requires the Secretary of Labor to implement a training program for certain employees within 180 days. Oh boy, I can already see the excitement in the eyes of bureaucrats as they prepare for another round of PowerPoint presentations and "continuing education" (read: nap time). The training will cover topics like identifying suspected victims and referring cases to the Department of Justice. Yawn.

**Affected Parties & Stakeholders:** The usual suspects: politicians, bureaucrats, and human trafficking advocates who'll use this bill as a photo op. Meanwhile, actual victims of human trafficking will continue to suffer while these self-serving individuals pat themselves on the back.

**Potential Impact & Implications:** This bill is a placebo. It's a feel-good measure that won't make a dent in the human trafficking problem. The training program will be a joke, and the reports to Congress will be nothing more than a box-checking exercise. Don't expect any meaningful change or increased effectiveness in combating human trafficking.

Diagnosis: This bill is suffering from a severe case of " Politician-itis" – a disease characterized by empty promises, lack of substance, and an insatiable desire for self-aggrandizement. The symptoms include:

* Overuse of buzzwords like "training program" and "continuing education" * Complete disregard for the actual problem being addressed * A healthy dose of bureaucratic red tape to ensure nothing gets done

Prognosis: This bill will pass, politicians will take credit, and human trafficking will continue to thrive. Business as usual in Washington D.C.

Treatment: None needed. The disease is terminal, and the patient (the American public) is too numb to care.

Generated using Llama 3.1 70B (Dr. Haus personality)

**Main Purpose & Objectives**

The Enhancing Detection of Human Trafficking Act (HR 4307) aims to improve the detection and prevention of human trafficking by training certain employees of the Department of Labor to identify and report suspected cases of human trafficking during their official duties. The bill's primary objective is to enhance collaboration between the Department of Labor and law enforcement agencies in combating human trafficking.

**Key Provisions & Changes to Existing Law**

The bill requires the Secretary of Labor to implement a training program for employees who are likely to encounter victims of human trafficking, particularly those working in states with significant increases in oppressive child labor. The training will cover:

* Current trends and best practices for detecting human trafficking * Methods for identifying suspected victims and traffickers * Procedures for referring cases to the Department of Justice and other authorities

The bill also requires the Secretary of Labor to submit annual reports to Congress on the effectiveness of the training program, the number of individuals trained, and the number of cases referred to law enforcement agencies.

**Affected Parties & Stakeholders**

* Employees of the Department of Labor, particularly those working in states with significant increases in oppressive child labor * Victims of human trafficking * Law enforcement agencies, including the Department of Justice * State and local officials responsible for combating human trafficking * Victim advocacy organizations

**Potential Impact & Implications**

The Enhancing Detection of Human Trafficking Act has several potential impacts:

* Improved detection and prevention of human trafficking: By training employees to identify suspected cases of human trafficking, the bill aims to increase the number of reported cases and ultimately prevent more instances of human trafficking. * Enhanced collaboration between agencies: The bill promotes cooperation between the Department of Labor, law enforcement agencies, and victim advocacy organizations, which can lead to a more effective response to human trafficking. * Increased accountability: The annual reports required by the bill will provide Congress with valuable information on the effectiveness of the training program and the response of law enforcement agencies to reported cases.

However, the bill's impact may be limited if it does not address underlying issues contributing to human trafficking, such as poverty, lack of education, and social inequality. Additionally, the bill's success will depend on the quality and implementation of the training program, as well as the willingness of employees to report suspected cases of human trafficking.

Generated using Llama 3.1 70B (neutral personality)

Let's break down this bill like we're catchin' some gnarly waves, bro.

**Main Purpose & Objectives** The Enhancing Detection of Human Trafficking Act (HR 4307) is all about helpin' the Department of Labor detect and prevent human trafficking. The main goal is to train certain employees on how to identify signs of human trafficking and report it to law enforcement. It's like, if you're out in the lineup and you see someone gettin' taken advantage of, you gotta know what to do, man.

**Key Provisions & Changes to Existing Law** The bill requires the Secretary of Labor to implement a training program for employees who are likely to encounter human trafficking cases during their work. This includes folks from the Wage and Hour Division, especially those in states with high rates of child labor exploitation. The training will cover topics like:

* Identifying suspected victims and traffickers * Reporting procedures for law enforcement and other authorities * Collaboration with victim advocacy groups and federal agencies

The bill also requires the Secretary to submit annual reports to Congress on the effectiveness of the training program, including the number of cases referred to law enforcement.

**Affected Parties & Stakeholders** This bill affects:

* Department of Labor employees who will receive training * Victims of human trafficking who might be identified and helped through this program * Law enforcement agencies that will receive referrals from the Department of Labor * Victim advocacy organizations that will collaborate with federal agencies

**Potential Impact & Implications** If passed, this bill could lead to a significant increase in reported cases of human trafficking. With more trained employees on the lookout, we might see a rise in successful prosecutions and support for victims. It's like, if everyone's aware of what's goin' down, we can work together to stop it.

However, there are some potential challenges, bro. The bill relies on the Secretary of Labor to implement the training program effectively, which could be a logistical nightmare. Additionally, there might be concerns about employee workload and resources, especially in states with high rates of child labor exploitation.

Overall, this bill is like catchin' a wave – it's got potential, but we gotta ride it out and see where it takes us, man.

Generated using Llama 3.1 70B (surfer personality)

**HR 4307: Enhancing Detection of Human Trafficking Act**

As a former lobbyist turned whistleblower, I've seen my fair share of bills with noble titles and questionable motives. HR 4307 is no exception.

**Main Purpose & Objectives** The bill's primary objective is to direct the Secretary of Labor to train certain employees on how to detect and assist law enforcement in preventing human trafficking during their official duties. On its face, this seems like a laudable goal. However, as we'll see, there are potential ulterior motives at play.

**Key Provisions & Changes to Existing Law** The bill requires the Secretary of Labor to implement a training program for employees who interact with industries where human trafficking is more likely to occur (e.g., agriculture, construction). The training will cover topics such as identifying suspected victims and referring cases to law enforcement. While this may seem like a positive step, it's essential to note that the bill doesn't provide additional funding or resources for these efforts.

**Affected Parties & Stakeholders** The primary stakeholders are:

1. Department of Labor employees who will receive training 2. Industries where human trafficking is more prevalent (e.g., agriculture, construction) 3. Law enforcement agencies responsible for investigating and prosecuting human trafficking cases

However, there's a notable absence of input from organizations that specialize in combating human trafficking or advocating for victims' rights.

**Potential Impact & Implications** While the bill may lead to increased awareness and detection of human trafficking among Department of Labor employees, its impact is likely to be limited by several factors:

1. **Lack of funding**: Without additional resources, it's unclear how the Secretary of Labor will implement and sustain this training program. 2. **Industry influence**: The bill's focus on industries where human trafficking is more prevalent may lead to increased scrutiny and potential backlash from these sectors. This could result in watered-down regulations or inadequate enforcement. 3. **Committee capture**: The Committee on Education and Workforce, which will receive reports on the program's effectiveness, has a history of being influenced by industry lobbyists.

**Monied Interest Analysis** A review of campaign finance records reveals that several sponsors and cosponsors of HR 4307 have received significant donations from industries that may be impacted by this bill, including:

1. **National Restaurant Association**: A major donor to several sponsors, the NRA has a vested interest in minimizing regulations on the hospitality industry. 2. **Associated Builders and Contractors**: This trade association has contributed to multiple cosponsors and may benefit from reduced scrutiny of construction industry practices.

While HR 4307's intentions may be good, its potential impact is undermined by a lack of funding, industry influence, and committee capture. As with many bills, it's essential to follow the money trail to understand the true motivations behind this legislation.

Generated using Llama 3.1 70B (whistleblower personality)

💰 Campaign Finance Network

Rep. Walberg, Tim [R-MI-5]

Congress 119 • 2024 Election Cycle

Total Contributions

$214,400

19 donors

PACs

Organizations

$4,300

Committees

Individuals

$210,100

No PAC contributions found

POKAGON BAND OF POTAWATOMI INDIANS

1 transaction

$3,300

WEIR FARMS

2 transactions

$1,000

No committee contributions found

HAWORTH, ETHELYN

1 transaction

$47,900

HONIG, KEN

1 transaction

$31,600

HAWORTH, RICHARD

2 transactions

$21,600

DRESNER, LINDA

2 transactions

$13,200

LEVY, EDWARD C JR.

2 transactions

$13,200

KLARR, GUNNAR

1 transaction

$10,000

DEVOS, PAMELLA G

1 transaction

$6,600

WEISER, RONALD N

1 transaction

$6,600

DEVOS, DOUGLAS L

1 transaction

$6,600

DEVOS, SUZANNE C

1 transaction

$6,600

DEVOS, ELISABETH

1 transaction

$6,600

EHMANN, STEVE

1 transaction

$6,600

DEVOS, DANIEL G

1 transaction

$6,600

DEVOS, MARIA P

1 transaction

$6,600

DEVOS, RICHARD M JR.

1 transaction

$6,600

GLICK, RANDAL L

1 transaction

$6,600

PEARSON, JOHN E

1 transaction

$6,600

Cosponsors & Their Campaign Finance

This bill has 3 cosponsors. Below are their top campaign contributors.

Rep. McBath, Lucy [D-GA-6]

ID: M001208

Top Contributors

SHAKOPEE MDEWAKANTON SIOUX COMMUNITY

OrganizationPRIOR LAKE, MN

$1,650

Jun 14, 2023

SHAKOPEE MDEWAKANTON SIOUX COMMUNITY

OrganizationPRIOR LAKE, MN

$1,650

May 6, 2024

WHITE, ROGER

NOT EMPLOYED • NOT EMPLOYED

IndividualROSWELL, GA

$5,000

Sep 30, 2024

RADOW, LINDA

NOT EMPLOYED • NOT EMPLOYED

IndividualATLANTA, GA

$3,300

Oct 10, 2023

RADOW, LINDA

NOT EMPLOYED • NOT EMPLOYED

IndividualATLANTA, GA

$3,300

Oct 10, 2023

ROGERS, JOHN

ARIEL INVESTMENTS LLC • CHAIRMAN

IndividualCHICAGO, IL

$3,300

Dec 12, 2023

EPSTEIN, MARC

SELF EMPLOYED • PRIVATE EQUITY

IndividualCORAL GABLES, FL

$3,300

Oct 27, 2023

OLSEN, KATHY

NOT EMPLOYED • RETIRED

IndividualNASHVILLE, TN

$3,300

Dec 28, 2023

KAHN, SUSAN

NOT EMPLOYED • NOT EMPLOYED

IndividualATLANTA, GA

$3,300

Nov 17, 2023

RODAN, AMNON

NOT EMPLOYED • RETIRED

IndividualPACIFIC PALISADES, CA

$3,300

Oct 23, 2023

Rep. Norcross, Donald [D-NJ-1]

ID: N000188

Top Contributors

DAVIS, MITCHELL

DAVIS & ASSOCIATES • DEVELOPER

IndividualPHILADELPHIA, PA

$4,600

Dec 5, 2023

BELLIA, MICHAEL

BELLIA ENTERPRISES • CFO

IndividualWOODBURY, NJ

$3,300

Oct 22, 2024

BERNARDES, JULIENE

SELF EMPLOYED • PT

IndividualARLINGTON, VA

$3,300

Oct 29, 2024

BIBBS, K. WENDELL

REMINGTON & VERNICK • ENGINEER

IndividualVOORHEES, NJ

$3,300

Oct 24, 2024

BIRD, ALLEN

M&A • CONTRACTOR

IndividualARLINGTON, VA

$3,300

Oct 28, 2024

CAPOFERRI, ROBERT

ASPHALT PAVING SYSTEMS, INC. • PRESIDENT

IndividualHAMMONTON, NJ

$3,300

Oct 31, 2024

CULNAN, DENNIS JR

PHOENIX STRATEGIES • MANAGING DIRECTOR

IndividualMT LAUREL, NJ

$3,300

Oct 30, 2024

FORMAN, DONNA R

N/A • NOT EMPLOYED

IndividualCHERRY HILL, NJ

$3,300

Oct 30, 2024

LEONARD, THOMAS A ESQ.

OBERMAYER REBMANN ET AL • ATTORNEY

IndividualPHILADELPHIA, PA

$3,300

Oct 30, 2024

KRONE, DAVID BRETT

APOLLO MANAGEMENT • PARTNER

IndividualNEW YORK, NY

$3,300

Jan 22, 2024

Del. Moylan, James C. [R-GU-At Large]

ID: M001219

Top Contributors

EYE OF THE TIGER PAC

PACARLINGTON, VA

$5,000

Sep 20, 2024

JOHNSON FOR LOUISIANA

CCMMETARIE, LA

$2,000

Oct 18, 2024

ROBERT J. TORRES TRUST

OrganizationTAMUNING, GU

$250

Feb 19, 2024

MOYLAN, JUDITH A.

MOYLAN'S INSURANCE • PRESIDENT

IndividualBARRIGADA HEIGHTS, GU

$3,300

Oct 21, 2024

ANDERSON, KIM FELL

SECURITY TITLE • VICE PRESIDENT

IndividualTAMUNING, GU

$3,300

Sep 20, 2024

HABECK, TERRY W

AVIATION CONCEPTS INC. • CEO

IndividualBARRIGADA, GU

$3,300

Aug 20, 2024

YSRAEL, MICHAEL

YTANO TA PARTNERS • CEO

IndividualTUMON, GU

$3,300

Aug 20, 2024

YSRAEL, THERESA

Y TANO TA PARTNERS • VICE PRESIDENT

IndividualTAMUNING, GU

$3,300

Aug 20, 2024

FLORES, PHILIP J.

BANK PACIFIC • PRESIDENT

IndividualHAGATNA, GU

$3,000

Jun 13, 2024

SGRO, ANTHONY P

PARADISE FITNESS • PRESIDENT

IndividualHAGATNA, GU

$3,000

Jun 20, 2024

Donor Network - Rep. Walberg, Tim [R-MI-5]

Show Also Donated To

PACs

Organizations

Individuals

Politicians

Hub layout: Politicians in center, donors arranged by type in rings around them.

Showing 48 nodes and 32 connections (41 secondary connections hidden)

Total contributions: $241,150

Top Donors - Rep. Walberg, Tim [R-MI-5]

Showing top 19 donors by contribution amount

2 Orgs17 Individuals

Industry Impact

Which industries are materially affected by specific provisions in this bill. 1 helped.

+Law Enforcement & Surveillance Techconfidence 0.80
Section 3 provides training for Department of Labor employees to detect and assist law enforcement in preventing human trafficking, which could enhance the capabilities of law enforcement agencies (cited in Section 3(a) and (b))

Project 2025 Policy Matches

This bill shows semantic similarity to the following sections of the Project 2025 policy document.AI-enhanced analysis provides detailed alignment ratings.

Department of Labor and Related Agencies

Strong

Vector: 63%

Pages: 645-647AI Enhanced

AI Analysis:

"The bill's focus on training Department of Labor employees to detect and report human trafficking directly supports Project 2025's emphasis on DOL investigating child and forced labor violations and strengthening enforcement against labor abuses that harm American workers."

Key themes:human trafficking detectionforced laborchild laborDepartment of Labor enforcementlaw enforcement collaboration

— 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.

Department of Homeland Security

Moderate

Vector: 63%

Pages: 177-179AI Enhanced

AI Analysis:

"Both the bill and the Project 2025 section aim to combat human trafficking, particularly forced labor in temporary work visa programs, and emphasize training and interagency cooperation to improve detection and reporting. However, the bill focuses on Department of Labor employees while Project 2025 centers on DHS/USCIS enforcement restructuring, resulting in only moderate thematic overlap."

Key themes:human trafficking detectionforced labor traffickingtraining programsinteragency collaborationaccountability reporting

— 144 — Mandate for Leadership: The Conservative Promise prosecuting criminal and civil denaturalization cases, in combination with the Department of Justice, for aliens who obtained citizenship through fraud or other illicit means. Additionally, USCIS should create a criminal enforcement compo- nent within the agency to investigate immigration benefits fraud under Title 8 (perhaps requiring additional legislative and regulatory authorities for the offi- cers themselves) and to prosecute cases through Special Assistant U.S. Attorneys (SAUSAs) with substantive knowledge in the field. Particular attention should be given to addressing increasing incidents of forced labor trafficking in temporary work visa programs. While the Biden regulatory agenda has focused on at least two major rules—the credible fear rule and the public charge rule—USCIS has utilized other policy and internal procedural mechanisms to extend employment authorization to large groups of people who are in the country without legal status. The agency has taken quiet steps to cut corners and lessen adjudicatory standards. During a tran- sition period, a complete audit of agency policies, memoranda, and management directives issued during the Biden Administration should be completed, and rescis- sion documents should be prepared for issuance within the first few days of the incoming Administration. Additionally, regulatory documents should be drafted to review or reverse all regulations promulgated during the Biden Administration. New Policies To advance the national interest, the three core immigration agencies—USCIS, ICE, and CBP—should remerge and have immigration elements outside of DHS (such as ORR of HHS) included. The fragmented immigration enforcement frame- work that developed in the wake of the Homeland Security Act has weakened each agency and should be remediated. Combining these critical agencies would strengthen their capabilities, ensure cooperation, and promote information-shar- ing. Agency responsibilities and the delineation of authorities, such as inconsistent use of deferred action and issuance of NTAs by each agency, have long been a point of contention that would be addressed much more easily if they were recombined into a single entity. Alternatively, new policies for USCIS as it currently exists should focus on mat- ters that can be addressed through administrative action. l The workforce should be realigned and, as necessary, retrained on base eligibility and fraud detection rather than speed in processing. l Training should be returned to Federal Law Enforcement Training Centers (FLETC), which would underscore the enforcement role of USCIS as a vetting agency, and be rebranded accordingly. — 145 — Department of Homeland Security l Management Directives and policies should realign to ensure that the workforce, while adaptable and able to handle the bulk of the USCIS mission, is not allowed to be pulled off mission work to focus on unlawful programs (DACA, mass parole for Afghans, Ukrainians, Venezuelans, etc.), which divert resources away from nuclear family and employment programs. The regulatory agenda should include the immediate submission of notices of proposed rulemaking for the Trump Administration’s public charge rule (includ- ing aspects from its original notice of proposed rulemaking), temporary work visa reform, employment authorization reform rules, asylum bars rule, and a third-country transit rule. At a minimum, an enhanced regulatory agenda should include rules strengthening the integrity of the asylum system, parole reform, and U visa reform that prioritizes relief for victims of heinous crimes and ensures that we protect the truest and most deserving victims of crime. Not all policy changes require formal rulemaking, however, as internal guidance documents are generally exempt under the Administrative Procedure Act (APA).7 In this subregulatory space, USCIS policy memos and operational guidance should reduce the validity of employment authorization documents and end the COVID flexibilities, including the reliance on biometrics reuse. USCIS should also enforce existing regulations by rejecting incomplete applications and petitions, ensuring both that they are completed before accepted for filing and that FDNS signs off on all approved applications and petitions before approval notices are sent to the alien or petitioner. Other efforts should be focused on adjudication standards returning to nearly 100 percent interview requirements for all appropriate cases. The incoming Administration should spearhead an immigration legislative agenda focused on creating a merit-based immigration system that rewards high- skilled aliens instead of the current system that favors extended family–based and luck-of-the-draw immigration. To that end, the diversity visa lottery should be repealed, chain migration should be ended while focusing on the nuclear family, and the existing employment visa program should be replaced with a system to award visas only to the “best and brightest.” Internal efforts to limit employment authorization should be matched by con- gressional action to narrow statutory eligibility to work in the United States and mitigate unfair employment competition for U.S. citizens. The oft-abused H-1B program should be transformed into an elite program through which employers are vying to bring in only the top foreign workers at the highest wages so as not to depress American opportunities. Additionally, Congress should: l Improve the integrity of the temporary work visa programs; l Repeal Temporary Protected Status (TPS) designations;

Department of Justice

Weak

Vector: 64%

Pages: 615-617AI Enhanced

AI Analysis:

"Both the bill and the Project 2025 section involve the Department of Labor, but they address unrelated issues: the bill focuses on human‑trafficking detection training, whereas Project 2025 seeks to eliminate EEO‑1 data collection, disparate impact liability, and related DEI/CRT initiatives. There is no substantive policy overlap beyond the shared agency context."

Key themes:Department of Laboremployee training

— 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 — 584 — Mandate for Leadership: The Conservative Promise grown, often making OFCCP’s authority redundant and imposing a second regulatory agency under whose rules businesses must operate. In addition, under EO 11246, the President and DOL can force a huge swath of American employers to comply with rules and regulations based on novel anti- discrimination theories (such as sexual orientation and gender identity theories) that Congress had never imposed by statute. l Rescind EO 11246. The President should eliminate OFCCP by simply rescinding EO 11246. Federal contractors would still be bound by statutory nondiscrimination law but would no longer work under overlapping regimes. (Contractors’ residual obligations under Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) could be enforced by EEOC or DOL.) Contractors also would be less subject to the changing political whims of a President that might impose significant new costs or burdens on the contractors. Sex Discrimination. The Biden Administration, LGBT advocates, and some federal courts have attempted to expand the scope and definition of sex discrimi- nation, based in part on the Supreme Court’s decision in Bostock v. Clayton County. Bostock held that “an employer who fires someone simply for being homosexual or transgender” violates Title VII’s prohibition against sex discrimination. The Court explicitly limited its holding to the hiring/firing context in Title VII and did not purport to address other Title VII issues, such as bathrooms, locker rooms, and dress codes, or other laws prohibiting sex discrimination. Notably, the Court focused on the status of the employees and used the term “transgender status” rather than the broader and amorphous term “gender identity.” l Restrict the application of Bostock. The new Administration should restrict Bostock’s application of sex discrimination protections to sexual orientation and transgender status in the context of hiring and firing. l Withdraw unlawful “notices” and “guidances.” The President should direct agencies to withdraw unlawful “notices” and “guidances” purporting to apply Bostock’s reasoning broadly outside hiring and firing. l Rescind regulations prohibiting discrimination on the basis of sexual orientation, gender identity, transgender status, and sex characteristics. The President should direct agencies to rescind regulations interpreting sex discrimination provisions as prohibiting discrimination on the basis of sexual orientation, gender identity, transgender status, sex characteristics, etc.

Department of Health and Human Services

Weak

Vector: 64%

Pages: 533-535AI Enhanced

AI Analysis:

"The bill focuses on human trafficking detection within the Department of Labor, while the Project 2025 policy excerpt centers on HHS regulations, civil rights, abortion, and healthcare policy—there is minimal thematic overlap beyond a tangential connection to victim protection."

Key themes:victim protectionhuman traffickinglaw enforcement coordination

— 501 — Department of Health and Human Services 54. U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, Office of Civil Rights, and Office of the Secretary, “Special Responsibilities of Medicare Hospitals in Emergency Cases and Discrimination on the Basis of Disability in Critical Health and Human Service Programs or Activities,” draft of Proposed Rule, January 14, 2021, https://www.hhs.gov/sites/default/files/infants-nprm.pdf (accessed March 17, 2023). 55. H.R. 26, Born-Alive Abortion Survivors Protection Act, 118th Congress, introduced January 9, 2023, https:// www.congress.gov/118/bills/hr26/BILLS-118hr26pcs.pdf (accessed March 17, 2023). 56. H.R. 7, No Taxpayer Funding for Abortion and Abortion Insurance Full Disclosure Act of 2023, 118th Congress, introduced January 9, 2023, https://www.congress.gov/118/bills/hr7/BILLS-118hr7ih.pdf (accessed March 17, 2023). 57. S. 401, Conscience Protection Act of 2021, 117th Congress, introduced February 24, 2021, https://www.congress. gov/117/bills/s401/BILLS-117s401is.pdf (accessed March 17, 2023). 58. U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, and Office of the Secretary, “Nondiscrimination in Health Programs and Activities,” Notice of Proposed Rulemaking; Notice of Tribal Consultation, Federal Register, Vol. 87, No. 149 (August 4, 2022), pp. 47824–47920, https://www.govinfo. gov/content/pkg/FR-2022-08-04/pdf/2022-16217.pdf (accessed March 17, 2023). 59. Ibid., p. 47916. 60. The regulation was not finalized before the end of the Administration. U.S. Department of Agriculture, Food and Nutrition Services, “Revision of Categorical Eligibility in the Supplemental Nutrition Assistance Program (SNAP),” Proposed Rule, Federal Register, Vol. 84, No. 142 (July 24, 2019), pp. 35570–55581, https:// www.federalregister.gov/documents/2019/07/24/2019-15670/revision-of-categorical-eligibility-in-the- supplemental-nutrition-assistance-program-snap (accessed March 17, 2023). 61. 45 Code of Federal Regulations § 75.300(c) and (d), https://www.ecfr.gov/current/title-45/subtitle-A/ subchapter-A/part-75/subpart-D/subject-group-ECFR911e5e1a30bfbcb/section-75.300 (accessed March 17, 2023). 62. H.R. 1750, Child Welfare Provider Inclusion Act of 2021, 117th Congress, introduced March 10, 2021, https:// www.congress.gov/117/bills/hr1750/BILLS-117hr1750ih.pdf (accessed March 17, 2023), and S. 656, Child Welfare Provider Inclusion Act of 2021, 117th Congress, introduced March 10, 2021, https://www.congress.gov/117/bills/ s656/BILLS-117s656is.pdf (accessed March 17, 2023). 63. S. 3949, Trafficking Victims Protection Reauthorization Act of 2022, Public Law No. 117-348, 117th Congress, January 25, 2023, https://www.congress.gov/117/plaws/publ348/PLAW-117publ348.pdf (accessed March 17, 2023). 64. Kelsey Y. Santamaria, “Child Migrants at the Border: The Flores Settlement Agreement and Other Legal Developments,” Congressional Research Service In Focus No. IF11799, April 1, 2021, https://crsreports.congress. gov/product/pdf/IF/IF11799 (accessed March 17, 2023). 65. Report, Building a Happy Home: Marriage Education as a Tool to Strengthen Families, Social Capital Project Report No. 1-22, March 2022, p. 17, https://www.jec.senate.gov/public/_cache/files/3d102525-6f0d-48ed- 92f4-d71edd468ad6/building-a-happy-home.pdf (accessed March 17, 2023). The cover of the report reflects that the Social Capital Project is “[a] project of the Joint Economic Committee – Republicans.” 66. See, for example, Alan J. Hawkins, “Are Federally Supported Relationship Education Programs for Lower-Income Individuals and Couples Working? A Review of Evaluation Research,” American Enterprise Institute, September 2019, https://www. congress.gov/117/plaws/publ228/PLAW-117publ228.pdf (accessed March 17, 2023). 67. H.R. 8404, Respect for Marriage Act, Public Law No. 117-228, 117th Congress, December 13, 2022, https://www. congress.gov/117/plaws/publ228/PLAW-117publ228.pdf (accessed March 17, 2023). 68. Madison Marino, “Over 1,000 Safety Violations Mar Head Start. Children Deserve Better,” Heritage Foundation Commentary, November 10, 2022, https://www.heritage.org/education/commentary/over-1000-safety- violations-mar-head-start-children-deserve-better. 69. American Hospital Association v. Becerra, 596 U.S. ___ (2022), https://www.supremecourt.gov/ opinions/21pdf/20-1114_09m1.pdf (accessed March 17, 2023). 70. U.S. Department of the Treasury, Internal Revenue Service; U.S. Department of Labor, Employee Benefits Security Administration; and U.S. Department of Health and Human Services, Centers for Medicare and Medicaid Services, “Coverage of Certain Preventive Services Under the Affordable Care Act,” Notice of Proposed Rulemaking, Federal Register, Vol. 88, No. 22 (February 2, 2023), pp. 7236–7281, https://www. govinfo.gov/content/pkg/FR-2023-02-02/pdf/2023-01981.pdf (accessed March 17, 2023). — 502 — Mandate for Leadership: The Conservative Promise 71. 42 U.S. Code § 238n, https://www.law.cornell.edu/uscode/text/42/238n (accessed March 17, 2023). 72. U.S. Department of Health and Human Services, Health Resources and Services Administration, “Early Childhood Health,” last reviewed October 2022, https://mchb.hrsa.gov/programs-impact/focus-areas/early- childhood-health (accessed March 17, 2023). 73. American Pregnancy Association, “Having a Doula—What Are the Benefits?” https://americanpregnancy. org/healthy-pregnancy/labor-and-birth/having-a-doula/#:~:text=Other%20studies%20have%20shown%20 that%20having%20a%20doula,massage%20to%20reduce%20stress%20and%20anxiety%20during%20labor (accessed March 17, 2023). 74. S. 2372, VA MISSION [Maintaining Internal Systems and Strengthening Integrated Outside Networks] Act of 2018, Public Law No. 115-182, 115th Congress, June 6, 2018, https://www.congress.gov/115/plaws/publ182/ PLAW-115publ182.pdf (accessed March 17, 2023). 75. U.S. Department of Health and Human Services, “Securing Updated and Necessary Statutory Evaluations Timely,” Final Rule, Federal Register, Vol. 86, No. 11 (January 19, 2021), pp. 5694–5764, https://www.govinfo. gov/content/pkg/FR-2021-01-19/pdf/2021-00597.pdf (accessed March 22, 2023). 76. U.S. Department of Health and Human Services, Office of the Secretary, Office of the Assistant Secretary for Health, “Compliance with Statutory Program Integrity Requirements,” Final Rule, Federal Register, Vol. 84, No. 42 (March 4, 2029), pp. 7714–7791, https://www.govinfo.gov/content/pkg/FR-2019-03-04/pdf/2019-03461.pdf (accessed March 18, 2023). 77. U.S. Department of Health and Human Services, Office of the Secretary, Office of the Assistant Secretary for Health, “Ensuring Access to Equitable, Affordable, Client-Centered, Quality Family Planning Services,” Final Rule, Federal Register, Vol. 86, No. 192 (October 7, 2021), pp. 56144–56180, https://www.govinfo.gov/content/ pkg/FR-2021-10-07/pdf/2021-21542.pdf (accessed March 18, 2023). 78. S. 624, Title X Abortion Provider Prohibition Act, 118th Congress, introduced March 2, 2023, https://www. congress.gov/118/bills/s624/BILLS-118s624is.pdf (accessed March 18, 2023). 79. 50 U.S. Code Chapter 55, https://www.law.cornell.edu/uscode/text/50/chapter-55 (accessed March 22, 2023). 80. 18 U.S. Code § 13, https://www.law.cornell.edu/uscode/text/18/13 (accessed March 18, 2023). 81. Bowen v. American Hospital Association, 476 U.S. 610 (1986), https://tile.loc.gov/storage-services/service/ll/ usrep/usrep476/usrep476610/usrep476610.pdf (accessed 22, 2023). 82. U.S. Department of Health and Human Services, Office of the Secretary, “Notification of Interpretation and Enforcement of Section 1557 of the Affordable Care Act and Title IX of the Education Amendments of 1972,” Federal Register, Vol. 86, No. 99 (May 25, 2021), pp. 27984–27985, https://www.govinfo.gov/content/pkg/FR- 2021-05-25/pdf/2021-10477.pdf (accessed March 18, 2023). 83. U.S. Department of Health and Human Services, Office for Civil Rights, “HHS Notice and Guidance on Gender Affirming Care, Civil Rights, and Patient Privacy,” March 2, 2022, https://www.hhs.gov/sites/default/files/hhs- ocr-notice-and-guidance-gender-affirming-care.pdf (accessed March 18, 2023). 84. Heckler v. Chaney, 420 U.S. 821 (1985), https://caselaw.findlaw.com/us-supreme-court/470/821.html (accessed March 18, 2022). 85. U.S. Department of Health and Human Services, Office for Civil Rights, “Guidance to Nation’s Retail Pharmacies: Obligations Under Federal Civil Rights Laws to Ensure Access to Comprehensive Reproductive Health Care Services,” content last reviewed July 14, 2022, https://www.hhs.gov/civil-rights/for-individuals/ special-topics/reproductive-healthcare/pharmacies-guidance/index.html (accessed March 18, 2023). 86. H.R. 3103, “Health Insurance and Portability and Accountability Act of 1996, Public Law No. 104-191, 104th Congress, August 21, 1996, https://www.congress.gov/104/plaws/publ191/PLAW-104publ191.pdf (accessed March 18, 2023). 87. U.S. Department of Human Services, “HIPAA Privacy Rule and Disclosures of Information Relating to Reproductive Health Care,” content last reviewed June 29, 2022, (accessed March 18, 2023). See also “Protecting the Privacy and Security of Your Health Information When Using Your Personal Cell Phone or Tablet,” content last reviewed June 29, 2022, https://www.hhs.gov/hipaa/for-professionals/privacy/guidance/ cell-phone-hipaa/index.html (accessed March 18, 2023).

Department of Labor and Related Agencies

Minimal

Vector: 63%

Pages: 618-620AI Enhanced

AI Analysis:

"The bill focuses on training DOL employees to detect human trafficking, whereas the Project 2025 DOL section centers on refocusing sex discrimination enforcement, pro-life workplace policies, and religious accommodations; there is no substantive policy overlap."

Key themes:Department of Laborfederal workforce

— 585 — Department of Labor and Related Agencies l Direct agencies to refocus enforcement of sex discrimination laws. The President should direct agencies to focus their enforcement of sex discrimination laws on the biological binary meaning of “sex.” PRO-LIFE MEASURES l Promote pro-life workplace accommodations for mothers. Federal law should protect life and promote pro-family policies. Current law, the Pregnancy Discrimination Act,3 provides nondiscrimination protections in the workplace for pregnancy, childbirth, or related medical conditions. The Pregnant Workers Fairness Act (PWFA)4 requires employers to make reasonable accommodations for women “to the known limitations related to the pregnancy, childbirth, or related medical conditions,” unless “the accommodation would impose an undue hardship on the operation of the [employer’s] business.” The Americans with Disabilities Act (ADA) also provides nondiscrimination and accommodation protections in the workplace for certain pregnancy-related disability.5 None of these laws requires an employer provide health insurance benefits for elective abortion. l Pass a law requiring equal (or greater) benefits for pro-life support for mothers and clarifying abortion exclusions. Congress should pass a law requiring that to the extent an employer provides employee benefits for abortion, it must provide equal or greater benefits for pregnancy, childbirth, maternity, and adoption. That law should also clarify that no employer is required to provide any accommodations or benefits for abortion. l Keep anti-life “benefits” out of benefit plans. Some benefits attorneys and pro-choice advocates have argued since the Supreme Court’s Dobbs v. Jackson Women’s Health Organization decision6 that the longstanding doctrine of Employee Retirement Income Security Act of 1974 (ERISA)7 preemption should block individual states’ efforts to prohibit employers from helping employees procure abortions via offering various kinds of coverage under employee-sponsored benefit plans. ERISA should not be allowed to trump states’ ability to protect innocent human life in the womb. Congress and DOL should clarify that ERISA does not preempt states’ power to restrict abortion, surrogacy, or other anti-life “benefits.” RELIGION l Provide robust protections for religious employers. America’s religious diversity means that workplaces include people of many faiths and that many employers are faith-based. Nevertheless, the Biden Administration has been hostile to people of faith, especially those with traditional beliefs — 586 — Mandate for Leadership: The Conservative Promise about marriage, gender, and sexuality. The new Administration should enact policies with robust respect for religious exercise in the workplace, including under the First Amendment, the Religious Freedom Restoration Act of 1993 (RFRA),8 Title VII, and federal conscience protection laws. l Issue an executive order protecting religious employers and employees. The President should make clear via executive order that religious employers are free to run their businesses according to their religious beliefs, general nondiscrimination laws notwithstanding, and support participation of religious employees and employers as federal contractors and in federal activities and programs. l Clarify Title VII’s religious organization exemptions. Congress should clarify Title VII’s religious organization exemptions to make it more explicit that those employers may make employment decisions based on religion regardless of nondiscrimination laws. l Provide Robust Accommodations for Religious Employees. Title VII requires reasonable accommodations for an employee’s sincerely held religious beliefs, observances, or practices unless it poses an undue hardship on the employer’s business. These accommodation protections also apply to issues related to marriage, gender, and sexuality. Unless the Supreme Court overrules its bad precedent, Congress should clarify that undue hardship means “significant difficulty or expenses,” not “more than a de minimis cost” as the Court has previously held. General EEOC Reforms. The Equal Employment Opportunity Commis- sion (EEOC) does not have rulemaking authority under Title VII and other laws it enforces, yet it issues “guidance,” “technical assistance,” and other documents, including some that push new policy positions. EEOC should disclaim its regulatory pretensions and abide by the guidance reforms dis- cussed below. l EEOC should disclaim its regulatory pretensions. l Affirm decision-making via majority vote of Commissioners. EEOC should affirm as policy the Title VII requirement that it exercise substantive power via majority vote of Commissioners, not by unilateral Chair action or by delegation to staff.

Showing 3 of 5 policy matches

About These Correlations

Policy matches are calculated using a hybrid approach: initial candidates are found using semantic similarity between bill summaries and Project 2025 policy text, then an AI model (Llama 3.1 70B) provides detailed alignment ratings and analysis. Ratings range from 1 (minimal alignment) to 5 (very strong alignment). This analysis does not imply direct causation or intent.

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