Thomas M. Conway Veterans Access to Resources in the Workplace Act
- Bill Number
- S. 3591
- Origin Chamber
- Senate
- Congress
- 119th Congress, Session 2
- Policy Area
- Armed Forces and National Security
- Status
- Introduced
- Latest Action
- 2026-04-29: Committee on Veterans' Affairs. Hearings held.
- Last Updated
- 2026-04-30T11:03:20Z
AI-Generated Summary
Purpose
The legislation aims to improve veterans' access to benefits by requiring the development and display of informational notices in workplaces. It ensures that employers provide visible information about federal and state veteran benefits, including crisis support, to help transitioning veterans integrate into the workforce.
Key Provisions
- Development of Notices: Within 270 days of enactment, the Secretary of Labor (through the Veterans' Employment and Training Service) must coordinate with the Secretary of Veterans Affairs (consulting the Veterans Experience Office) to create a customized notice for each state. This notice details benefits available to veterans under federal laws administered by these departments. States have 45 days to submit information on their own veteran benefits for inclusion.
- Contents of Notices: Each notice must include:
- Information on the Veterans Crisis Line (a 24/7 hotline for mental health support).
- Instructions on how to apply for relevant federal benefits.
- Any state-specific veteran benefits provided by the state.
- Updates and Publication: Notices must be reviewed and updated at least twice yearly, with opportunities for states to revise their input. They will be posted on the websites of the Department of Labor and Department of Veterans Affairs and formatted for standard 8.5-by-11-inch paper.
- Employer Display Requirement: Employers must post the state-specific notice in visible locations where employee notices are typically displayed. This takes effect one year after enactment.
- Information Campaign: For 180 days after enactment, the Secretaries of Labor and Veterans Affairs must run a campaign to educate employers about the notices and the posting obligation.
- Definitions:
- Employer: Applies to businesses or entities employing 50 or more people for 20 or more workweeks in the current or prior year, including agents, successors, public agencies (government bodies), the Government Accountability Office, and the Library of Congress. (This mirrors definitions in the Fair Labor Standards Act, a key U.S. labor law.)
- State: Includes all 50 U.S. states, the District of Columbia, Puerto Rico, American Samoa, Guam, the Northern Mariana Islands, and the U.S. Virgin Islands.
- Employee and Person: Defined per the Fair Labor Standards Act.
- Effective Dates: Most provisions start on enactment; the posting requirement begins one year later.
Significant Changes to Existing Law
This bill introduces a new federal mandate for workplace postings specific to veteran benefits, which does not appear to exist in current law. It builds on existing labor posting requirements (e.g., under the Fair Labor Standards Act) by adding a veteran-focused notice but does not amend prior statutes directly. It also formalizes inter-agency coordination between the Departments of Labor and Veterans Affairs for ongoing updates.
Potential Impacts
- On Government Agencies: The Departments of Labor and Veterans Affairs will face administrative burdens to develop, update, and publicize notices, plus run an awareness campaign. States may need to allocate resources to provide and update benefit information.
- On Citizens: Veterans and job applicants will gain easier access to benefit information in workplaces, potentially improving mental health support, employment transitions, and benefit utilization. Smaller employers (under 50 employees) are exempt, limiting reach to about half of the U.S. workforce.
- On International Relations: No direct impact, as the bill focuses on domestic U.S. veterans and benefits.
Main Stakeholders Affected
- Veterans: Primary beneficiaries, as the notices promote awareness of federal and state support services.
- Employers: Medium-to-large businesses (50+ employees), public agencies, and specified federal entities must comply with posting and may need to adjust notice boards.
- Government Agencies: Departments of Labor and Veterans Affairs handle creation and maintenance; states contribute data.
- Job Applicants and Employees: Indirectly benefit from visible information, especially veteran applicants.
Notable Legal, Constitutional, or Political Implications
- Legal: The bill leverages existing labor law frameworks (e.g., Fair Labor Standards Act definitions) for enforcement, but it does not specify penalties for non-compliance, potentially relying on general labor regulations. This could lead to future guidance or rules on enforcement.
- Constitutional: Aligns with Congress's authority to regulate commerce and support veterans (under Article I powers), without raising free speech or privacy concerns, as it mandates informational postings similar to wage or safety notices.
- Political: Highlights bipartisan support for veterans (introduced by Sens. King and Banks), emphasizing workforce integration and mental health. It may set a precedent for expanding workplace education on social benefits, though its scope is limited to larger employers.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.
Sponsor
Sen. King, Angus S., Jr. [I-ME]
Cosponsors (1)
Recent Actions
- 2026-04-29: Committee on Veterans' Affairs. Hearings held.
- 2026-01-07: Read twice and referred to the Committee on Veterans' Affairs.
- 2026-01-07: Introduced in Senate
Bill Versions
- Thomas M. Conway Veterans Access to Resources in the Workplace Act — issued 2026-01-07 — PDF (6 pages)