{"description":"Documents matching 'compliance minimum wage sick leave'","count":547,"total_pages":28,"next_page_url":"https://www.federalregister.gov/api/v1/documents?conditions%5Bterm%5D=compliance+minimum+wage+sick+leave&format=json&page=2","results":[{"title":"General Services Administration Acquisition Regulation (GSAR); Construction Labor Requirements for Lease Acquisitions","type":"Proposed Rule","abstract":"The General Services Administration is proposing to amend the General Services Administration Acquisition Regulation to add a new section that adopts the amended definition of the term \"public building or public work\" from the Department of Labor's Updating the Davis-Bacon and Related Acts Regulations final rule and to include compliance with the minimum wage and sick leave Executive Orders, and other requirements for leasehold acquisitions when there is a qualifying construction event as defined in this rule.","document_number":"2024-25656","html_url":"https://www.federalregister.gov/documents/2024/11/06/2024-25656/general-services-administration-acquisition-regulation-gsar-construction-labor-requirements-for","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-11-06/pdf/2024-25656.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-25656.pdf?1730814315","publication_date":"2024-11-06","agencies":[{"raw_name":"GENERAL SERVICES ADMINISTRATION","name":"General Services Administration","id":210,"url":"https://www.federalregister.gov/agencies/general-services-administration","json_url":"https://www.federalregister.gov/api/v1/agencies/210","parent_id":null,"slug":"general-services-administration"}],"excerpts":"Services Administration Acquisition Regulation to add a new section that adopts the amended definition of the term “public building or public work” from the Department of Labor's Updating the Davis-Bacon and Related Acts Regulations final rule and to include <span class=\"match\">compliance</span> with the <span class=\"match\">minimum</span> <span class=\"match\">wage</span> and <span class=\"match\">sick</span> <span class=\"match\">leave</span> Executive Orders, and other requirements for leasehold acquisitions when there is a qualifying construction event as defined in this rule. \n \n \n DATES: \n Interested parties should submit written comments to the Regulatory Secretariat Division at the address"},{"title":"Administrative Leave, Investigative Leave, and Notice Leave","type":"Rule","abstract":"The Office of Personnel Management is issuing a final rule on the acceptable uses and proper recording of administrative leave, investigative leave, and notice leave for covered Federal employees. The Administrative Leave Act of 2016 created these categories of statutorily authorized paid leave and set parameters for their use by Federal agencies. OPM prescribes this final rule to carry out the Act and guide agencies regarding these leave categories.","document_number":"2024-29139","html_url":"https://www.federalregister.gov/documents/2024/12/17/2024-29139/administrative-leave-investigative-leave-and-notice-leave","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-12-17/pdf/2024-29139.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-29139.pdf?1734359292","publication_date":"2024-12-17","agencies":[{"raw_name":"OFFICE OF PERSONNEL MANAGEMENT","name":"Personnel Management Office","id":406,"url":"https://www.federalregister.gov/agencies/personnel-management-office","json_url":"https://www.federalregister.gov/api/v1/agencies/406","parent_id":null,"slug":"personnel-management-office"}],"excerpts":"recording of investigative <span class=\"match\">leave</span> and notice <span class=\"match\">leave</span>, baseline factors agencies must consider regarding investigative <span class=\"match\">leave</span>, and procedures for the approval and the extension of investigative <span class=\"match\">leave</span> to carry out section 6329b. \n II. Background \n Prior to passage of the Administrative <span class=\"match\">Leave</span> Act, there was no specific statutory authority for the use of administrative <span class=\"match\">leave</span>, which is an excused absence without loss of pay or charge to <span class=\"match\">leave</span>. Agencies granted paid excused absences (which they often called “administrative <span class=\"match\">leave</span>”) to employees based on statutes"},{"title":"Use of Electronic Payroll Data To Improve Program Administration","type":"Rule","abstract":"Section 824 of the Bipartisan Budget Act of 2015 (BBA) authorizes the Commissioner of Social Security to enter into information exchanges with payroll data providers to obtain wage and employment information. We use wage and employment information to administer the Old-Age, Survivors, and Disability Insurance (OASDI) disability and Supplemental Security Income (SSI) programs under titles II and XVI of the Social Security Act (Act). We are updating our rules pursuant to the BBA, which requires us to prescribe, by regulation, procedures for implementing the access to and use of the information held by payroll data providers. We expect this final rule will support proper use of information exchanges with payroll data providers that will help us administer our programs more efficiently, improve our customers' experience, and prevent improper payments under titles II and XVI of the Act, which can otherwise occur when we do not receive timely and accurate wage and employment information.","document_number":"2024-30593","html_url":"https://www.federalregister.gov/documents/2024/12/31/2024-30593/use-of-electronic-payroll-data-to-improve-program-administration","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-12-31/pdf/2024-30593.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-30593.pdf?1735566310","publication_date":"2024-12-31","agencies":[{"raw_name":"Social Security Administration","name":"Social Security Administration","id":470,"url":"https://www.federalregister.gov/agencies/social-security-administration","json_url":"https://www.federalregister.gov/api/v1/agencies/470","parent_id":null,"slug":"social-security-administration"}],"excerpts":"Employer Requesting Information About Wages Earned by Beneficiary \n \n (SSA-L725, OMB Control No. 0960-0034); Letter to Employer Requesting <span class=\"match\">Wage</span> Information (SSA-L4201, OMB Control No. 0960-0138); Monthly SSI <span class=\"match\">Wage</span> Reporting (SSA's Mobile <span class=\"match\">Wage</span> Reporting, Telephone <span class=\"match\">Wage</span> Reporting, and internet myWage Report application, OMB Control No. 0960-0715); the Authorization for the Social Security Administration to Obtain <span class=\"match\">Wage</span> and Employment Information from Payroll Data Providers (Form SSA-8240, OMB Control No. 0960-0807); and the Notice to Electronic Information"},{"title":"Medicare and Medicaid Programs; Minimum Staffing Standards for Long-Term Care Facilities and Medicaid Institutional Payment Transparency Reporting","type":"Rule","abstract":"This final rule establishes minimum staffing standards for long-term care facilities, as part of the Biden-Harris Administration's nursing home reform initiative to ensure safe and quality care in long- term care facilities. In addition, this rule requires States to report the percent of Medicaid payments for certain Medicaid-covered institutional services that are spent on compensation for direct care workers and support staff.","document_number":"2024-08273","html_url":"https://www.federalregister.gov/documents/2024/05/10/2024-08273/medicare-and-medicaid-programs-minimum-staffing-standards-for-long-term-care-facilities-and-medicaid","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-05-10/pdf/2024-08273.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-08273.pdf?1714143731","publication_date":"2024-05-10","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"},{"raw_name":"Centers for Medicare & Medicaid Services","name":"Centers for Medicare & Medicaid Services","id":45,"url":"https://www.federalregister.gov/agencies/centers-for-medicare-medicaid-services","json_url":"https://www.federalregister.gov/api/v1/agencies/45","parent_id":221,"slug":"centers-for-medicare-medicaid-services"}],"excerpts":"proposed <span class=\"match\">minimum</span> standard. While some commenters supported establishing specific <span class=\"match\">minimum</span> requirements for RNs and NAs, several commenters strongly supported the creation of a <span class=\"match\">minimum</span> total direct care nurse staffing standard that would include <span class=\"match\">minimum</span> HPRD requirements for RNs and nurse aides and incorporate LPNs/LVNs either as part of a <span class=\"match\">minimum</span> licensed nursing standard that includes a <span class=\"match\">minimum</span> RN HPRD or as a separate <span class=\"match\">minimum</span> LPN/LVN HPRD standard. For example, one commentator indicated that “a <span class=\"match\">minimum</span> standard for LPNs would reinforce a <span class=\"match\">minimum</span> standard"},{"title":"Agency Information Collection Activities; Comment Request on U.S. Individual Income Tax Returns and Related Forms, Schedules, Attachments, and Published Guidance","type":"Notice","abstract":"In accordance with the Paperwork Reduction Act of 1995, the IRS is inviting comments on the information collection request outlined in this notice.","document_number":"2025-13304","html_url":"https://www.federalregister.gov/documents/2025/07/16/2025-13304/agency-information-collection-activities-comment-request-on-us-individual-income-tax-returns-and","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2025-07-16/pdf/2025-13304.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2025-13304.pdf?1752583514","publication_date":"2025-07-16","agencies":[{"raw_name":"DEPARTMENT OF THE TREASURY","name":"Treasury Department","id":497,"url":"https://www.federalregister.gov/agencies/treasury-department","json_url":"https://www.federalregister.gov/api/v1/agencies/497","parent_id":null,"slug":"treasury-department"},{"raw_name":"Internal Revenue Service","name":"Internal Revenue Service","id":254,"url":"https://www.federalregister.gov/agencies/internal-revenue-service","json_url":"https://www.federalregister.gov/api/v1/agencies/254","parent_id":497,"slug":"internal-revenue-service"}],"excerpts":"purchase of services to provide information. \n Tax <span class=\"match\">Compliance</span> Burden \n \n Tax <span class=\"match\">compliance</span> burden is defined as the time and money taxpayers spend to comply with their tax filing responsibilities. Time-related activities include recordkeeping, tax planning, gathering tax materials, learning about the law and what you need to do, and completing and submitting the return. Out-of-pocket costs include expenses such as purchasing tax software, paying \n \n a third-party preparer, and printing and postage. Tax <span class=\"match\">compliance</span> burden does not include a taxpayer's tax liability"},{"title":"Information Collection; Special Use Administration","type":"Notice","abstract":"In accordance with the Paperwork Reduction Act of 1995, the Forest Service (Forest Service or Agency) is requesting comment on reapproval and proposed revisions of an approved information collection request (ICR), 0596-0082, Special Use Administration.","document_number":"2024-23216","html_url":"https://www.federalregister.gov/documents/2024/10/08/2024-23216/information-collection-special-use-administration","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-10-08/pdf/2024-23216.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-23216.pdf?1728305131","publication_date":"2024-10-08","agencies":[{"raw_name":"DEPARTMENT OF AGRICULTURE","name":"Agriculture Department","id":12,"url":"https://www.federalregister.gov/agencies/agriculture-department","json_url":"https://www.federalregister.gov/api/v1/agencies/12","parent_id":null,"slug":"agriculture-department"},{"raw_name":"Forest Service","name":"Forest Service","id":209,"url":"https://www.federalregister.gov/agencies/forest-service","json_url":"https://www.federalregister.gov/api/v1/agencies/209","parent_id":12,"slug":"forest-service"}],"excerpts":"FS-2700-31 \n \n Nonsubstantive Revisions That Do Not Require Public Notice and Comment \n Required <span class=\"match\">Minimum</span> <span class=\"match\">Wage</span>, Paid <span class=\"match\">Sick</span> <span class=\"match\">Leave</span>, and Davis-Bacon Act Clauses \n The Forest Service is including the <span class=\"match\">minimum</span> <span class=\"match\">wage</span> and paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> clauses in FSH 2709.11, Chapter 50, section 52.3, clauses C-5 and C-6, in the following 15 special use authorization forms, consistent with Executive Orders 14026 and 13706 and their implementing regulations. The <span class=\"match\">minimum</span> <span class=\"match\">wage</span> and paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> clauses are being added to the following special use authorization forms: \n \n FS-2700-3c"},{"title":"Reduction in Force","type":"Proposed Rule","abstract":"The Office of Personnel Management (OPM) is issuing a proposed rule to revise its reduction-in-force (RIF) regulations. The proposed rule would make the RIF regulations more streamlined, efficient, and merit-based by prioritizing performance over tenure and length of service when determining which employees will be retained in a RIF and modifying the types of employees who are excluded from RIF competition. OPM also proposes to revise its regulations regarding the reemployment priority list (RPL), career transition assistance program (CTAP), the interagency career transition assistance program (ICTAP), transfers of function, and furloughs.","document_number":"2026-04377","html_url":"https://www.federalregister.gov/documents/2026/03/05/2026-04377/reduction-in-force","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2026-03-05/pdf/2026-04377.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2026-04377.pdf?1772631911","publication_date":"2026-03-05","agencies":[{"raw_name":"OFFICE OF PERSONNEL MANAGEMENT","name":"Personnel Management Office","id":406,"url":"https://www.federalregister.gov/agencies/personnel-management-office","json_url":"https://www.federalregister.gov/api/v1/agencies/406","parent_id":null,"slug":"personnel-management-office"}],"excerpts":"medical conditions or other circumstances that would qualify for use of <span class=\"match\">sick</span> <span class=\"match\">leave</span> to use other appropriate <span class=\"match\">leave</span> (paid or unpaid) or other paid time off in addition to <span class=\"match\">sick</span> <span class=\"match\">leave</span>, subject to a 90-day cap and provided that the <span class=\"match\">leave</span> is used continuously. \n \n Proposed § 351.608(e) labels this provision “annual <span class=\"match\">leave</span>” to make clear the type of <span class=\"match\">leave</span> appropriate for an exception under this paragraph, which has been expanded to include not only employees covered by a Federal <span class=\"match\">leave</span> system under an authority other than 5 U.S.C. chapter 63 but also employees"},{"title":"Ensuring Consistent and Rigorous Standards for the Senior Executive Service Candidate Development Programs","type":"Rule","abstract":"The Office of Personnel Management (OPM) is issuing a final rule to amend its Senior Executive Service (SES) Candidate Development Program (SESCDP) regulations to implement certain SES training and development requirements. The SES represents the Federal Government's leadership, composed of executive positions above the GS-15 level. SESCDPs serve as a crucial succession management tool for Federal agencies, designed to identify and prepare high-potential employees for future roles within the SES. These programs aim to cultivate leaders equipped with a governmentwide perspective and the competencies necessary to tackle complex challenges.","document_number":"2026-12811","html_url":"https://www.federalregister.gov/documents/2026/06/25/2026-12811/ensuring-consistent-and-rigorous-standards-for-the-senior-executive-service-candidate-development","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2026-06-25/pdf/2026-12811.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2026-12811.pdf?1782305114","publication_date":"2026-06-25","agencies":[{"raw_name":"OFFICE OF PERSONNEL MANAGEMENT","name":"Personnel Management Office","id":406,"url":"https://www.federalregister.gov/agencies/personnel-management-office","json_url":"https://www.federalregister.gov/api/v1/agencies/406","parent_id":null,"slug":"personnel-management-office"}],"excerpts":"approve alternative work schedules, including flexible and compressed schedules. Where personal circumstances require, candidates and their agencies may avail themselves of the full range of <span class=\"match\">leave</span> authorities, including annual <span class=\"match\">leave</span>, <span class=\"match\">sick</span> <span class=\"match\">leave</span> for family care and bereavement purposes, <span class=\"match\">leave</span> under the Family and Medical <span class=\"match\">Leave</span> Act, and other applicable <span class=\"match\">leave</span> programs. OPM encourages agencies to design developmental assignments in partnership with the gaining organization and the candidate so that these existing flexibilities can be deployed in a"},{"title":"Supporting the Head Start Workforce and Consistent Quality Programming","type":"Rule","abstract":"This final rule makes regulatory changes to the Head Start Program Performance Standards (HSPPS) to support and stabilize the Head Start workforce and improve the quality of services Head Start programs provide to children and families. These changes include requirements for wages and benefits, breaks for staff, and enhanced support for staff health and wellness. The changes also include enhancements to mental health services to better integrate mental health into every aspect of program service delivery. Enhancements are also included in the areas of family service worker family assignments, identifying and meeting community needs, ensuring child safety, services for pregnant women and other pregnant people, and alignment with State early childhood systems. Finally, the changes include minor clarifications to promote better transparency and clarity of understanding for grant recipients.","document_number":"2024-18279","html_url":"https://www.federalregister.gov/documents/2024/08/21/2024-18279/supporting-the-head-start-workforce-and-consistent-quality-programming","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-08-21/pdf/2024-18279.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-18279.pdf?1723821314","publication_date":"2024-08-21","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"}],"excerpts":"consistent guidance on <span class=\"match\">minimum</span> standards for paid <span class=\"match\">leave</span> to avoid inequitable implementation. Some commenters requested that ACF provide a <span class=\"match\">minimum</span> requirement that aligns with existing policies in states that provide <span class=\"match\">sick</span> <span class=\"match\">leave</span>, while others requested alignment with private industry <span class=\"match\">leave</span> policies.\n \n \n Response: \n We appreciate the desire from some commenters to have clear and consistent guidance on <span class=\"match\">minimum</span> <span class=\"match\">leave</span> standards. To increase flexibility and local autonomy, we decline to require <span class=\"match\">minimum</span> standards for paid <span class=\"match\">leave</span> in the final rule.\n \n \n"},{"title":"Medicare and Medicaid Programs; Minimum Staffing Standards for Long-Term Care Facilities and Medicaid Institutional Payment Transparency Reporting","type":"Proposed Rule","abstract":"This proposed rule would establish minimum staffing standards for long-term care facilities, as part of the Biden-Harris Administration's Nursing Home Reform initiative to ensure safe and quality care in long-term care facilities. In addition, this rule proposes to require States to report the percent of Medicaid payments for certain Medicaid-covered institutional services that are spent on compensation for direct care workers and support staff.","document_number":"2023-18781","html_url":"https://www.federalregister.gov/documents/2023/09/06/2023-18781/medicare-and-medicaid-programs-minimum-staffing-standards-for-long-term-care-facilities-and-medicaid","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2023-09-06/pdf/2023-18781.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2023-18781.pdf?1693572323","publication_date":"2023-09-06","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"},{"raw_name":"Centers for Medicare & Medicaid Services","name":"Centers for Medicare & Medicaid Services","id":45,"url":"https://www.federalregister.gov/agencies/centers-for-medicare-medicaid-services","json_url":"https://www.federalregister.gov/api/v1/agencies/45","parent_id":221,"slug":"centers-for-medicare-medicaid-services"}],"excerpts":"resident health and safety. Therefore, <span class=\"match\">compliance</span> with the 24/7 RN requirement does not imply <span class=\"match\">compliance</span> with the <span class=\"match\">minimum</span> 0.55 RN HPRD and 2.45 NA HPRD requirements or vice versa. Specifically, as discussed elsewhere in this rule, the presence of an RN in a LTC facility on a 24-hour basis improves overall quality of care. Similarly, but separately, a <span class=\"match\">minimum</span> number of RN and NA hours per resident per day improve overall quality of care. Both independently and collaboratively, these requirements would support <span class=\"match\">compliance</span> with statutory mandates to provide"},{"title":"Exchange Visitor Program-Au Pairs","type":"Proposed Rule","abstract":"The U.S. Department of State (\"Department of State\") proposes to amend existing Exchange Visitor Program regulations governing the Au pair category to clarify and modernize the au pair program, by, among other things, restructuring the child care and educational components, replacing the EduCare program with the part- time option, enhancing au pair and host family orientation requirements, formalizing standard operating procedures for rematching au pairs with new host families, and proposing new requirements to strengthen au pair protections. The Department of State encourages public comment on the proposed rule, particularly the restructuring of the au pair program and the calculation of the weekly compensation.","document_number":"2023-23650","html_url":"https://www.federalregister.gov/documents/2023/10/30/2023-23650/exchange-visitor-program-au-pairs","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2023-10-30/pdf/2023-23650.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2023-23650.pdf?1698410722","publication_date":"2023-10-30","agencies":[{"raw_name":"DEPARTMENT OF STATE","name":"State Department","id":476,"url":"https://www.federalregister.gov/agencies/state-department","json_url":"https://www.federalregister.gov/api/v1/agencies/476","parent_id":null,"slug":"state-department"}],"excerpts":"the rate of 56 hours of paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> for a 12-month program and a prorated number of <span class=\"match\">sick</span> <span class=\"match\">leave</span> hours for program extensions shorter than 12 months (proposed paragraph (k)(1)(iv)). If the need for <span class=\"match\">sick</span> <span class=\"match\">leave</span> is foreseeable, the request should be made seven days in advance. If the need for <span class=\"match\">sick</span> <span class=\"match\">leave</span> is not foreseeable, the au pair should request <span class=\"match\">leave</span> as soon as practicable after becoming aware of the need for <span class=\"match\">sick</span> <span class=\"match\">leave</span>. \n \n This rulemaking also proposes in § 62.31(k)(1)(v) to provide 80 hours of paid time off (\n i.e., \n the equivalent of ten"},{"title":"Employee or Independent Contractor Classification Under the Fair Labor Standards Act","type":"Rule","abstract":"The U.S. Department of Labor (the Department) is modifying Wage and Hour Division regulations to replace its analysis for determining employee or independent contractor classification under the Fair Labor Standards Act (FLSA or Act) with an analysis that is more consistent with judicial precedent and the Act's text and purpose.","document_number":"2024-00067","html_url":"https://www.federalregister.gov/documents/2024/01/10/2024-00067/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-01-10/pdf/2024-00067.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-00067.pdf?1704807918","publication_date":"2024-01-10","agencies":[{"raw_name":"DEPARTMENT OF LABOR","name":"Labor Department","id":271,"url":"https://www.federalregister.gov/agencies/labor-department","json_url":"https://www.federalregister.gov/api/v1/agencies/271","parent_id":null,"slug":"labor-department"},{"raw_name":"Wage and Hour Division","name":"Wage and Hour Division","id":524,"url":"https://www.federalregister.gov/agencies/wage-and-hour-division","json_url":"https://www.federalregister.gov/api/v1/agencies/524","parent_id":271,"slug":"wage-and-hour-division"}],"excerpts":"familiarization costs, but the Department has used the median <span class=\"match\">wage</span> rate here, because it is more consistent with cost analyses in other <span class=\"match\">Wage</span> and Hour Division rulemakings. The Department used the median <span class=\"match\">wage</span> rate in the Withdrawal Rule. 86 FR 24321. Generally, the Department uses median <span class=\"match\">wage</span> rates to calculate costs, because the mean <span class=\"match\">wage</span> rate has the potential to be biased upward by high-earning outlier <span class=\"match\">wage</span> observations.\n \n \n \n \n 620 \n  Calculated using BLS Employer Costs for Employee Compensation data. The Department took the average of the most"},{"title":"Improving Protections for Workers in Temporary Agricultural Employment in the United States","type":"Rule","abstract":"The Department of Labor (Department or DOL) is amending its regulations governing the certification of temporary employment of nonimmigrant workers employed in temporary or seasonal agricultural employment and the enforcement of the contractual obligations applicable to employers of these nonimmigrant workers. The revisions in this final rule focus on strengthening protections for temporary agricultural workers and enhancing the Department's capabilities to monitor program compliance and take necessary enforcement actions against program violators.","document_number":"2024-08333","html_url":"https://www.federalregister.gov/documents/2024/04/29/2024-08333/improving-protections-for-workers-in-temporary-agricultural-employment-in-the-united-states","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-04-29/pdf/2024-08333.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-08333.pdf?1714135518","publication_date":"2024-04-29","agencies":[{"raw_name":"DEPARTMENT OF LABOR","name":"Labor Department","id":271,"url":"https://www.federalregister.gov/agencies/labor-department","json_url":"https://www.federalregister.gov/api/v1/agencies/271","parent_id":null,"slug":"labor-department"},{"raw_name":"Employment and Training Administration","name":"Employment and Training Administration","id":133,"url":"https://www.federalregister.gov/agencies/employment-and-training-administration","json_url":"https://www.federalregister.gov/api/v1/agencies/133","parent_id":271,"slug":"employment-and-training-administration"},{"raw_name":"Wage and Hour Division","name":"Wage and Hour Division","id":524,"url":"https://www.federalregister.gov/agencies/wage-and-hour-division","json_url":"https://www.federalregister.gov/api/v1/agencies/524","parent_id":271,"slug":"wage-and-hour-division"}],"excerpts":"highest applicable <span class=\"match\">wage</span> rate for each unit of pay in its job order and must advertise all of these <span class=\"match\">wage</span> rates in its recruitment. Under this proposal, where one of the <span class=\"match\">wage</span> rates in paragraph (a)(1) is expressed as a piece rate and the others are expressed as hourly <span class=\"match\">wage</span> rates, the employer must list both the piece rate and the highest hourly <span class=\"match\">wage</span> rate on the job order. Where more than one of the <span class=\"match\">wage</span> rates in paragraph (a)(1) are expressed as non-hourly <span class=\"match\">wage</span> rates, the employer would be required to list the highest applicable <span class=\"match\">wage</span> rate for each potential"},{"title":"Train Crew Size Safety Requirements","type":"Rule","abstract":"FRA is establishing minimum safety requirements for the size of train crews depending on the type of operation. This final rule requires railroad operations to have a minimum of two crewmembers except for certain identified one-person train crew operations that do not pose significant safety risks to railroad employees, the public, or the environment. This final rule includes requirements for railroads seeking to continue certain existing one-person train crew operations and a special approval process for railroads seeking to initiate certain new one-person train crew operations. This final rule also requires each railroad receiving special approval for a one-person train crew operation to submit to FRA an annual report summarizing the safety of the operation.","document_number":"2024-06625","html_url":"https://www.federalregister.gov/documents/2024/04/09/2024-06625/train-crew-size-safety-requirements","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2024-04-09/pdf/2024-06625.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2024-06625.pdf?1712580314","publication_date":"2024-04-09","agencies":[{"raw_name":"DEPARTMENT OF TRANSPORTATION","name":"Transportation Department","id":492,"url":"https://www.federalregister.gov/agencies/transportation-department","json_url":"https://www.federalregister.gov/api/v1/agencies/492","parent_id":null,"slug":"transportation-department"},{"raw_name":"Federal Railroad Administration","name":"Federal Railroad Administration","id":185,"url":"https://www.federalregister.gov/agencies/federal-railroad-administration","json_url":"https://www.federalregister.gov/api/v1/agencies/185","parent_id":492,"slug":"federal-railroad-administration"}],"excerpts":"to a two-person <span class=\"match\">minimum</span> train crew operation, and then once mitigated, demonstrate that the proposed operation is as safe or safer than a train operation with a two-person <span class=\"match\">minimum</span> train crew; and (4) a mitigation plan that documents the design and implementation timeline of the sustained mitigation strategies to eliminate or reduce the overall risk to a level such that the one-person train crew operation is as safe or safer than a two-person <span class=\"match\">minimum</span> train crew operation considering mitigation design and human factors, at a <span class=\"match\">minimum</span>. \n \n Using the"},{"title":"Medicare Program; Hospital Inpatient Prospective Payment Systems for Acute Care Hospitals (IPPS) and the Long-Term Care Hospital Prospective Payment System and Policy Changes and Fiscal Year (FY) 2027 Rates; Requirements for Quality Programs; and Other Policy Changes","type":"Proposed Rule","abstract":"This proposed rule would revise the Medicare hospital inpatient prospective payment systems (IPPS) for operating and capital- related costs of acute care hospitals; make changes relating to Medicare graduate medical education (GME) for teaching hospitals; update the payment policies and the annual payment rates for the Medicare prospective payment system (PPS) for inpatient hospital services provided by long-term care hospitals (LTCHs); update and make changes to requirements for certain quality programs; and make other policy-related changes.","document_number":"2026-07203","html_url":"https://www.federalregister.gov/documents/2026/04/14/2026-07203/medicare-program-hospital-inpatient-prospective-payment-systems-for-acute-care-hospitals-ipps-and","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2026-04-14/pdf/2026-07203.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2026-07203.pdf?1775852113","publication_date":"2026-04-14","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"},{"raw_name":"Centers for Medicare & Medicaid Services","name":"Centers for Medicare & Medicaid Services","id":45,"url":"https://www.federalregister.gov/agencies/centers-for-medicare-medicaid-services","json_url":"https://www.federalregister.gov/api/v1/agencies/45","parent_id":221,"slug":"centers-for-medicare-medicaid-services"}],"excerpts":"Rural Emergency Hospitals (REHs) from the <span class=\"match\">wage</span> index. \n For FY 2020 and subsequent years, other <span class=\"match\">wage</span>-related costs are also excluded from the calculation of the <span class=\"match\">wage</span> index. As discussed in the FY 2019 IPPS/LTCH final rule (83 FR 41365 through 41369), other <span class=\"match\">wage</span>-related costs reported on Worksheet S-3, Part II, Line 18 and Worksheet S-3, Part IV, Line 25 and subscripts, as well as all other <span class=\"match\">wage</span>-related costs, such as contract labor costs, are excluded from the calculation of the <span class=\"match\">wage</span> index. \n 2. Use of <span class=\"match\">Wage</span> Index Data by Suppliers and Providers Other"},{"title":"Assuring Responsive and Accountable Federal Executive Management","type":"Rule","abstract":"The Office of Personnel Management (OPM) is issuing this final rule to remove the prohibition of a forced distribution of performance rating levels within the Senior Executive Service (SES) as well as eliminate diversity, equity, and inclusion (DEI) language within SES performance management regulations. Governmentwide SES ratings data have consistently shown that most SES receive the highest rating levels (i.e., Levels 4 and 5) despite documented reports of SES failings. Allowing agencies to limit the highest SES rating levels will increase rigor in SES appraisal and lead to a more normalized distribution of SES ratings across the Federal Government.","document_number":"2025-17788","html_url":"https://www.federalregister.gov/documents/2025/09/15/2025-17788/assuring-responsive-and-accountable-federal-executive-management","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2025-09-15/pdf/2025-17788.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2025-17788.pdf?1757681116","publication_date":"2025-09-15","agencies":[{"raw_name":"OFFICE OF PERSONNEL MANAGEMENT","name":"Personnel Management Office","id":406,"url":"https://www.federalregister.gov/agencies/personnel-management-office","json_url":"https://www.federalregister.gov/api/v1/agencies/406","parent_id":null,"slug":"personnel-management-office"}],"excerpts":"community.” SES members are in positions to directly shape the direction of their agency and make positive impacts on their community and the Nation. Beyond the meaningful work, the SES offers a strong package of benefits, including competitive salaries, generous annual and <span class=\"match\">sick</span> <span class=\"match\">leave</span> programs, health and life insurance, access to the Federal Employees Retirement System, opportunities for executive development and training, and eligibility for rating-based performance awards. Agencies are able under the new SES appraisal system and plan to provide performance"},{"title":"Supporting the Head Start Workforce and Consistent Quality Programming","type":"Proposed Rule","abstract":"We propose to add new requirements to the Head Start Program Performance Standards (HSPPS) to support and stabilize the Head Start workforce, including requirements for wages and benefits, breaks for staff, and enhanced supports for staff health and wellness. We also propose to enhance several existing requirements and add new requirements to promote consistent quality of services across Head Start programs. This includes proposed enhancements to requirements for mental health services to better integrate these services into every aspect of programs as well as elevate the role of mental health consultation to support the well-being of children, families, and staff. Enhancements are also proposed in the areas of family service, worker family assignments, identifying and meeting community needs, ensuring child safety, services for pregnant women and people, and alignment with State early childhood systems. Finally, we propose minor clarifications to existing standards to promote better transparency and clarity of understanding for grant recipients.","document_number":"2023-25038","html_url":"https://www.federalregister.gov/documents/2023/11/20/2023-25038/supporting-the-head-start-workforce-and-consistent-quality-programming","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2023-11-20/pdf/2023-25038.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2023-25038.pdf?1700083040","publication_date":"2023-11-20","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"},{"raw_name":"Administration for Children and Families","name":"Children and Families Administration","id":49,"url":"https://www.federalregister.gov/agencies/children-and-families-administration","json_url":"https://www.federalregister.gov/api/v1/agencies/49","parent_id":221,"slug":"children-and-families-administration"}],"excerpts":"for ill family members, but employer-provided paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> is not universal and varies with worker wages. In March 2022, 79 percent of civilian workers had access to paid <span class=\"match\">sick</span> <span class=\"match\">leave</span>, 79 percent had paid holidays, and 77 percent had paid vacation <span class=\"match\">leave</span>, but just 40 percent of the lowest 10 percent of earners had access to paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> compared to nearly all (96 percent) of \n \n the top 10 percent of earners.\n 91 \n \n Eighty-eight percent of full-time civilian workers had access to paid <span class=\"match\">sick</span> <span class=\"match\">leave</span> compared to just about half (51 percent) of part-time"},{"title":"Improving Continuity for Religious Organizations and Their Employees","type":"Rule","abstract":"This interim final rule (IFR) amends U.S. Department of Homeland Security (DHS) regulations to remove the requirement that R-1 religious workers who have reached the maximum period of stay must reside abroad and be physically present outside the United States for one year before being eligible for readmission in R-1 status after departing from the United States upon reaching the maximum admission period. The purpose of this change is to promote stability and minimize disruptions to the vital services that R-1 religious workers provide to U.S. churches, mosques, synagogues, and other bona fide nonprofit religious organizations.","document_number":"2026-00830","html_url":"https://www.federalregister.gov/documents/2026/01/16/2026-00830/improving-continuity-for-religious-organizations-and-their-employees","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2026-01-16/pdf/2026-00830.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2026-00830.pdf?1768409408","publication_date":"2026-01-16","agencies":[{"raw_name":"DEPARTMENT OF HOMELAND SECURITY","name":"Homeland Security Department","id":227,"url":"https://www.federalregister.gov/agencies/homeland-security-department","json_url":"https://www.federalregister.gov/api/v1/agencies/227","parent_id":null,"slug":"homeland-security-department"}],"excerpts":"business or pleasure, for the immediate prior year. This limitation on admission is found in paragraph (r)(7).”).\n \n \n \n \n 55 \n  “Finally, although the Service must require an alien to <span class=\"match\">leave</span> the United States between stays as a religious worker, since the Act mandates that such stays shall not exceed five years, one year outside the United States is a sufficient <span class=\"match\">minimum</span> period. That period has previously been used satisfactorily for H-1 and L-1 nonimmigrants, and the Service will also use it for R nonimmigrants.” \n See \n 56 FR 66965, 66966-66967.\n "},{"title":"Patient Protection and Affordable Care Act; Marketplace Integrity and Affordability","type":"Rule","abstract":"This final rule revises standards relating to denial of coverage for failure to pay past-due premium; excludes Deferred Action for Childhood Arrivals recipients from the definition of \"lawfully present;\" establishes the evidentiary standard HHS uses to assess an agent's, broker's, or web-broker's potential noncompliance; revises the Exchange automatic reenrollment hierarchy; revises standards related to the annual open enrollment period and special enrollment periods; revises standards relating to failure to file and reconcile, income eligibility verifications for premium tax credits and cost-sharing reductions, annual eligibility redeterminations, de minimis thresholds for the actuarial value for plans subject to essential health benefits (EHB) requirements, and income-based cost-sharing reduction plan variations. This final rule also revises the premium adjustment percentage methodology and prohibits issuers of coverage subject to EHB requirements from providing coverage for specified sex-trait modification procedures as an EHB.","document_number":"2025-11606","html_url":"https://www.federalregister.gov/documents/2025/06/25/2025-11606/patient-protection-and-affordable-care-act-marketplace-integrity-and-affordability","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2025-06-25/pdf/2025-11606.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2025-11606.pdf?1750709712","publication_date":"2025-06-25","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"}],"excerpts":"and resuming coverage when <span class=\"match\">sick</span>. We stated that people already enrolled in fully-subsidized plans clearly have little incentive to drop their plan. We further stated that the adverse selection issue surfaces from people who do not enroll in a fully-subsidized plan during the OEP and, instead, wait to enroll when <span class=\"match\">sick</span>. We noted that people who wait can avoid enrollment if they never become <span class=\"match\">sick</span> and, therefore, avoid contributing when healthy. We further noted that many consumers can also wait and know, if they do become <span class=\"match\">sick</span>, they would qualify for"},{"title":"Patient Protection and Affordable Care Act, HHS Notice of Benefit and Payment Parameters for 2027; and Basic Health Program","type":"Proposed Rule","abstract":"This proposed rule contains provisions to improve implementation of the Patient Protection and Affordable Care Act, including payment parameters and provisions related to the HHS-operated risk adjustment and risk adjustment data validation (HHS-RADV) programs, as well as 2027 user fee rates for issuers offering qualified health plans (QHPs) through Federally-facilitated Exchanges (FFEs) and State-based Exchanges on the Federal platform (SBE-FPs). This proposed rule also includes provisions related to civil money penalties (CMPs) for noncompliant issuers and other responsible entities; standards governing agents, brokers, and web-brokers; the expansion and codification of hardship exemption eligibility; implementation of the State Exchange Improper Payment Measurement (SEIPM); provider access standards and essential community provider standards for QHP certification; QHP certification of non-network plans; a prohibition on issuers from including routine non-pediatric dental services as an Essential Health Benefit (EHB); cost-sharing flexibilities for catastrophic and individual market bronze plans; establishment of catastrophic plans with plan terms of up to 10 consecutive years; QHP issuer quality improvement strategies (QISs); revisions affecting which enrollees are included in Federal Basic Health Program (BHP) payment calculations to States; and seeks comment on potential adjustments to other Federal standards, including the Federal medical loss ratio (MLR) standard in the individual market. This proposed rule also includes amendments to implement certain provisions of the Working Families Tax Cut (WFTC) legislation.","document_number":"2026-02769","html_url":"https://www.federalregister.gov/documents/2026/02/11/2026-02769/patient-protection-and-affordable-care-act-hhs-notice-of-benefit-and-payment-parameters-for-2027-and","pdf_url":"https://www.govinfo.gov/content/pkg/FR-2026-02-11/pdf/2026-02769.pdf","public_inspection_pdf_url":"https://public-inspection.federalregister.gov/2026-02769.pdf?1770671709","publication_date":"2026-02-11","agencies":[{"raw_name":"DEPARTMENT OF HEALTH AND HUMAN SERVICES","name":"Health and Human Services Department","id":221,"url":"https://www.federalregister.gov/agencies/health-and-human-services-department","json_url":"https://www.federalregister.gov/api/v1/agencies/221","parent_id":null,"slug":"health-and-human-services-department"},{"raw_name":"Centers for Medicare & Medicaid Services","name":"Centers for Medicare & Medicaid Services","id":45,"url":"https://www.federalregister.gov/agencies/centers-for-medicare-medicaid-services","json_url":"https://www.federalregister.gov/api/v1/agencies/45","parent_id":221,"slug":"centers-for-medicare-medicaid-services"},{"raw_name":"Office of the Secretary"}],"excerpts":"also provided that <span class=\"match\">compliance</span> reviews conducted under this oversight authority would follow the standards set forth in § 156.715. Now we are considering additional clarifications to HHS' authority on <span class=\"match\">compliance</span> reviews under § 156.480. \n Currently, § 156.480(c) provides that in conducting APTC, CSR, and user fee audits or <span class=\"match\">compliance</span> reviews, HHS may assess an issuer's <span class=\"match\">compliance</span> with the requirements in 45 CFR part 156 subpart E and § 156.50. The regulatory text does not currently reference assessment of an issuer's <span class=\"match\">compliance</span> with other Exchange"}]}