BASIL THOMSON

Support of S. 2143/H.R. 3809, the College Student Hunger Act of 2019, which will provide needed tools and resources aimed at ensuring that students will not go hungry as they pursue higher education.

Support for provisions in H.R 5, the Equality Act, that provide employment non-discrimination protections based on sexual orientation and gender identity.

Support for provisions in H.R 5, the Equality Act, that provide employment non-discrimination protections based on sexual orientation and gender identity; and suggested changes to the Department of Educations proposed rule amending Title IX regulations (RIN 1870-AA14) regarding the possible impact a final rule could have on how institutions address employment discrimination and the responsibilities of higher ed institutions.

Support for H.R. 5363, the FUTURE Act; concerns with Department of Education's Proposed Information Collection Request Concerning Foreign Gifts and Contracts

Support for and suggested changes to the US Department of Labors (DOL) proposed rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA20; opposition to H.R. 582, the Raise the Wage Act, concerns with the disproportionate impact $15 an hour would have on institutions in the south and with the automatic updates; opposition to H.R. 7, the Paycheck Fairness Act, as it would impose unprecedented government control over how employees are paid and create widespread uncertainty about which pay practices are lawful, leading to confusion and litigation; and concerns with the NLRBs proposed changes to the joint employer standard, RIN 3142-AA13.

Support for H.R. 6, the Dream and Promise Act of 2019, which would establish conditional permanent residency status for Dreamers and restore the ability of states to grant instate tuition to undocumented students on the basis of residency; and support for S. 874, the Dream Act of 2019, that would allow many Dreamers to earn lawful permanent residence in the United States and a path to Citizenship.

Support for H.R. 6, the Dream and Promise Act of 2019, which would establish conditional permanent residency status for Dreamers and restore the ability of states to grant instate tuition to undocumented students on the basis of residency.

Support for and suggested changes to the US Department of Labors (DOL) proposed rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA20; opposition to H.R. 582, the Raise the Wage Act, concerns with the disproportionate impact $15 an hour would have on institutions in the south and with the automatic updates; opposition to H.R. 7, the Paycheck Fairness Act, as it would impose unprecedented government control over how employees are paid and create widespread uncertainty about which pay practices are lawful, leading to confusion and litigation; and concerns with the NLRBs proposed changes to the joint employer standard, RIN 3142-AA13.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Support of S. 2143/H.R. 3809, the College Student Hunger Act of 2019, which will provide needed tools and resources aimed at ensuring that students will not go hungry as they pursue higher education.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for provisions in H.R. 1994, the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act) and S. 1667, the Tax Relief for Student Success Act that would provide a kiddy tax scholarship fix to the Tax Cuts and Jobs Act of 2017; concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a repeal of the provisions or a delay in the implementation of the provisions; and support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care.

Support for HR 748/S. 684, the Middle Class Health Benefits Tax Repeal Act of 2019, that would repeal the impending 40% tax on employer-provided health care; support for H.R. 2782, the Employee Flexibility Act of 2019, that would amend the work week threshold under Affordable Care Act to 40 hours per week; and support for S. 1895, the Lower Health Care Costs Act, to decrease health care costs.

Support for H.R. 6, the Dream and Promise Act of 2019, which would establish conditional permanent residency status for Dreamers and restore the ability of states to grant instate tuition to undocumented students on the basis of residency; and support for S. 874, the Dream Act of 2019, that would allow many Dreamers to earn lawful permanent residence in the United States and a path to Citizenship.

Concerns with the US Department of Labors (DOL) 2016 final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11 and related guidance; and support for H.R. 4219, the Workflex in the 21st Century Act, that encourages employers to create generous benefit plans for leave and flexible work arrangements by providing employers that provide such plans with relief from the confusing patchwork of various state and local laws and related tracking and paperwork requirements.

Concerns with the US Department of Labors (DOL) 2016 final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11 and related guidance; support for H.R. 4219, the Workflex in the 21st Century Act, that encourages employers to create generous benefit plans for leave and flexible work arrangements by providing employers that provide such plans with relief from the confusing patchwork of various state and local laws and related tracking and paperwork requirements; and support for and suggestions on the National Science Foundations notice of changes to reporting requirements for findings of sexual harassment, other forms of harassment, or sexual assault.

Concerns with the US Department of Labors (DOL) 2016 final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11 and related guidance; support for H.R. 4219, the Workflex in the 21st Century Act, that encourages employers to create generous benefit plans for leave and flexible work arrangements by providing employers that provide such plans with relief from the confusing patchwork of various state and local laws and related tracking and paperwork requirements; and support for and suggestions on the National Science Foundations notice of changes to reporting requirements for findings of sexual harassment, other forms of harassment, or sexual assault.

Support for improvements to Health Savings Accounts (HSAs), and specifically support for H.R. 5138, the Bipartisan HAS Improvement Act of 2018, that would improve the HSA statute to ensure that coverage options keep pace with innovation in the employee benefits marketplace.

Concerns with implementation of new unrelated business income tax provisions in Public Law No. 115-97, the Tax Cuts and Jobs Act, and support for a delay in the implementation of the provisions; and support for H.R. 795, the Employer Participation in Student Loan Assistance Act, which would expand Section 127 of the Internal Revenue Code to cover student loan repayment.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81, and support for the resolution of disapproval under the Congressional Review Act, H.J. Res. 37; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to over the option of comp time; and suggestions on several aspects of the EEOCs proposed enforcement guidance on unlawful harassment.

Concerns with H.R.1, the Tax Cuts and Jobs Act, especially the House version, which would have eliminated Section 127 (employer provided educational assistance) and Section 117(d) (qualified tuition reductions), as well as other provisions that would make college more expensive; Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; support for H.R. 4135/ S. 2007, the Upward Mobility Enhancement Act, that would increase the annual assistance limit of Section 127 to $11,500 and index that amount for inflation; and support for maintaining and strengthening Section 127, Section 117(d), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package, along with other tax provisions of importance to college students, families, and higher education institutions.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81, and support for the resolution of disapproval under the Congressional Review Act, H.J. Res. 37; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to over the option of comp time; and suggestions on several aspects of the EEOCs proposed enforcement guidance on unlawful harassment.

Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance and support for maintaining and strengthening Section 127 and Section 117(d) of the Internal Revenue Code in any upcoming tax reform package; and support for H.R. 173, the Middle Class Health Benefits Tax Repeal Act, that would amend the Internal Revenue Code to repeal, beginning with taxable years beginning after December 31, 2017, the excise tax on employer-sponsored health care coverage for which there is an excess benefit (high-cost plans), the Cadillac tax, as well as overall support for Congress to repeal the Cadillac tax in whatever healthcare or tax reform bill they move forward.

Concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; and concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; and support for H.R. 173, the Middle Class Health Benefits Tax Repeal Act, that would amend the Internal Revenue Code to repeal, beginning with taxable years beginning after December 31, 2017, the excise tax on employer-sponsored health care coverage for which there is an excess benefit (high-cost plans), the Cadillac tax, as well as overall support for Congress to repeal the Cadillac tax in whatever healthcare or tax reform bill they move forward.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Concerns with the US Department of Labors (DOL) 2016 final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and support for a more measured approach via responses to DOLs RFI (RIN 1235-AA20); concerns with Section 830 of the Senate-passed version of H.R. 2810, the National Defense Authorization Act for Fiscal Year 2018, that would effectively reinstate a version of the recently overturned regulations that implemented President Obamas Fair Pay and Safe Workplaces (FPSW) Executive Order; and support for H.R. 4219, the Workflex in the 21st Century Act, that encourages employers to create generous benefit plans for leave and flexible work arrangements by providing employers that provide such plans with relief from the confusing patchwork of various state and local laws and related tracking and paperwork requirements.

Concerns with H.R.1, the Tax Cuts and Jobs Act, especially the House version, which would have eliminated Section 127 (employer provided educational assistance) and Section 117(d) (qualified tuition reductions), as well as other provisions that would make college more expensive; Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; support for H.R. 4135/ S. 2007, the Upward Mobility Enhancement Act, that would increase the annual assistance limit of Section 127 to $11,500 and index that amount for inflation; and support for maintaining and strengthening Section 127, Section 117(d), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package, along with other tax provisions of importance to college students, families, and higher education institutions.

Concerns with the US Department of Labors (DOL) 2016 final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and support for a more measured approach via responses to DOLs RFI (RIN 1235-AA20); concerns with Section 830 of the Senate-passed version of H.R. 2810, the National Defense Authorization Act for Fiscal Year 2018, that would effectively reinstate a version of the recently overturned regulations that implemented President Obamas Fair Pay and Safe Workplaces (FPSW) Executive Order; and support for H.R. 4219, the Workflex in the 21st Century Act, that encourages employers to create generous benefit plans for leave and flexible work arrangements by providing employers that provide such plans with relief from the confusing patchwork of various state and local laws and related tracking and paperwork requirements.

Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance and support for maintaining and strengthening Section 127 and Section 117(d) of the Internal Revenue Code in any upcoming tax reform package; and support for H.R. 173, the Middle Class Health Benefits Tax Repeal Act, that would amend the Internal Revenue Code to repeal, beginning with taxable years beginning after December 31, 2017, the excise tax on employer-sponsored health care coverage for which there is an excess benefit (high-cost plans), the Cadillac tax, as well as overall support for Congress to repeal the Cadillac tax in whatever healthcare or tax reform bill they move forward.

Concerns with H.R.1, the Tax Cuts and Jobs Act, especially the House version, which would have eliminated Section 127 (employer provided educational assistance) and Section 117(d) (qualified tuition reductions), as well as other provisions that would make college more expensive; Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; support for H.R. 4135/ S. 2007, the Upward Mobility Enhancement Act, that would increase the annual assistance limit of Section 127 to $11,500 and index that amount for inflation; and support for maintaining and strengthening Section 127, Section 117(d), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package, along with other tax provisions of importance to college students, families, and higher education institutions.

Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; and support for maintaining and strengthening Section 127 (employer provided educational assistance), Section 117(d) (qualified tuition reductions), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package, along with other tax provisions of importance to college students, families, and higher education institutions.

Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; and support for maintaining and strengthening Section 127 (employer provided educational assistance), Section 117(d) (qualified tuition reductions), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Support for S. 1615, the Dream Act of 2017, that would allow some undocumented young people to earn lawful permanent residence in the United States; support for the Deferred Action for Childhood Arrivals (DACA) policy that provided temporary protection for Dreamers; and support for legislation to protect Dreamers be passed by Congress as soon as possible.

Concerns with H.R.1, the Tax Cuts and Jobs Act, especially the House version, which would have eliminated Section 127 (employer provided educational assistance) and Section 117(d) (qualified tuition reductions), as well as other provisions that would make college more expensive; Support for H.R. 795, the Employer Participation in Student Loan Assistance Act of 2017, that would expand Section 127 of the Internal Revenue Code to include loan repayment assistance; support for H.R. 4135/ S. 2007, the Upward Mobility Enhancement Act, that would increase the annual assistance limit of Section 127 to $11,500 and index that amount for inflation; and support for maintaining and strengthening Section 127, Section 117(d), and Section 3121 (b)(10) (the student FICA exemption) of the Internal Revenue Code in any upcoming tax reform package, along with other tax provisions of importance to college students, families, and higher education institutions.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining and the George Washington University case on resident advisor unionization; support for H.R. 2776, the Workforce Democracy and Fairness Act, and H.R. 2775, the Employee Privacy Protection Act; both of which would roll back the harmful changes made by the National Labor Relations Board concerning union elections; concerns with the Obama administrations final rule updating the white collar exemptions to federal overtime rules, RIN 1235-AA11, and promotion of a more measured approach; support for H.R. 1180, the Working Families Flexibility Act of 2017, that would allow private employers to offer the option of comp time; and discussion of the pros and cons of various paid leave proposals including S.337 and H.R. 947, the Family and Medical Insurance Leave Act; S.344, the Strong Families Act; and the Trump administrations paid leave proposal.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act; support for H.J. Res. 87, which provides for congressional disapproval and nullification of the final persuader rule; and concerns with BLS proposed occupation aggregation in the area of Postsecondary teachers, except Graduate teaching assistants and Vocational education teachers, postsecondary.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act; support for H.J. Res. 87, which provides for congressional disapproval and nullification of the final persuader rule; and concerns with BLS proposed occupation aggregation in the area of Postsecondary teachers, except Graduate teaching assistants and Vocational education teachers, postsecondary.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; sought clarification on application of teaching exemption for certain jobs on campus; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; and discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; sought clarification on application of teaching exemption for certain jobs on campus; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; sought clarification on application of teaching exemption for certain jobs on campus; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; and discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act; support for H.J. Res. 87, which provides for congressional disapproval and nullification of the final persuader rule; and concerns with BLS proposed occupation aggregation in the area of Postsecondary teachers, except Graduate teaching assistants and Vocational education teachers, postsecondary.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; and discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concerns with the NLRBs Columbia University decision on graduate and undergraduate student collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis, H.R. 5183, the Overtime Reform and Enhancement Act, that would phase in the new salary threshold over three years and eliminate the automatic three-year increase to the threshold, and H.R. 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, that would provide a six-month delay in implementation of the rule; sought clarification on application of teaching exemption for certain jobs on campus; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of final overtime regulations making changes to the FLSA, RIN 1235-AA11, and support for S. 2707 and H.R. 4773, the Protecting Workplace Advancement and Opportunity Act, that would prevent the rule from taking effect without conducting a deeper economic analysis; concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; discussions on gender discrimination wage legislation, including S. 2070, the Gender Advancement in Pay Act; support for H.J. Res. 87, which provides for congressional disapproval and nullification of the final persuader rule; and concerns with BLS proposed occupation aggregation in the area of Postsecondary teachers, except Graduate teaching assistants and Vocational education teachers, postsecondary.

Support for S. 2869 the Boost Savings for College Act, which would extend the SAVERs Credit to contributions made to 529 accounts, allow employers to match the college savings of their employees, permit savings that are not needed for college to be rolled over into a Roth IRA, and enable families with children with disabilities to roll over a 529 account into an ABLE account.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for an extension of expired higher education tax incentives; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; concerns with provisions contained in S. 1512, the Pregnant Workers Fairness Act; and conferred on S. 2070, the Gender Advancement in Pay Act.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; concerns with provisions contained in S. 1512, the Pregnant Workers Fairness Act; and conferred on S. 2070, the Gender Advancement in Pay Act.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for an extension of expired higher education tax incentives; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; concerns with provisions contained in S. 1512, the Pregnant Workers Fairness Act; and conferred on S. 2070, the Gender Advancement in Pay Act.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879, the Ax the Tax on Middle Class Americans Health Plans Act, and H.R. 2015, the Middle Class Health Benefits Tax Repeal Act of 2015, both would repeal the Cadillac tax in the Affordable Care Act; support for S.1996 and H.R. 2712, the Commonsense Reporting Act, to help reduce confusion surrounding the ACAs Exchange tax credit eligibility, and provide employers with regulatory relief under the laws reporting requirements; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with EEOCs rules on wellness plans under American with Disabilities Act, RIN 3046-AB01, and Genetic Information Nondiscrimination Act, RIN 3046-AB02 ; concerns with the treatment of part-time professionals and student employees in higher education under the ACA concerning employer shared responsibility for employee health insurance coverage, RIN 1545-BL33; concerns with the application of the ACA to Student Health Insurance Plans (SHIP plans) and informal guidance that will significantly impact graduate student coverage as a part of a graduate assistantship packages; concerns with the ACAs upcoming excise tax on high cost employer-sponsored health coverage (IRC Section 4980I); support for H.R. 879 and H.R. 2015; support for S.1996 and H.R. 2712; and support for Congressional actions to advance bipartisan changes to the ACA to ease burdens on employers.

Support for, H.R. 30, the Save American Workers Act, and S.30, the Forty Hours Is Full Time Act, to change the definition of full-time employment under the ACA to 40 hours a week; concerns with a rulemaking by the NLRB to amend its representation case procedures, RIN 3142-AA08; oppose the classification of student athletes as employees under the NLRA; concern over NLRB actions in higher education cases on graduate student and faculty collective bargaining; concerns with the ramifications of proposed overtime regulations making changes to the FLSA, RIN 1235-AA11; concerns with the actions of the NLRB to expand the joint employer standard; and concerns with the ramifications of the proposed regulations and guidance on new reporting requirements and debarment procedures for federal contractors, RIN 9000-AM81; concerns with provisions contained in S. 1512, the Pregnant Workers Fairness Act; and conferred on S. 2070, the Gender Advancement in Pay Act.