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Transformation to Competitive Integrated Employment Act

Source: Congress.gov  ·  10,287 words in original text
This bill helps employers who pay people with disabilities below minimum wage (using special certificates) transition to paying fair wages and hiring people with disabilities in regular community jobs. The bill gradually raises the minimum wages these workers must receive over five years, then stops issuing new special certificates and ends the program entirely after five years. ##
- Employers currently holding special certificates to pay workers with disabilities subminimum wages - People with disabilities currently employed under special certificates - States applying for grants to help with the transition - Nonprofit organizations providing employment support services - State agencies handling disability services, Medicaid, vocational rehabilitation, and workforce development - The federal Department of Labor and Department of Health and Human Services ##
- The Secretary of Labor must award grants to states and eligible organizations to help employers transform their business models from paying subminimum wages to paying competitive integrated employment (regular jobs at standard wages) (Sec. 101) - Workers with disabilities must be paid at least the greater of federal minimum wage, state minimum wage, or the customary wage paid to non-disabled workers doing the same job (Sec. 101) - Subminimum wage rates increase gradually: 60 percent of federal minimum wage initially, reaching 100 percent of federal minimum wage five years after the law takes effect (Sec. 201) - No new special certificates can be issued to employers that do not already have them (Sec. 202) - All special certificates expire and have no legal effect five years after the law takes effect (Sec. 202) - States receiving grants must establish advisory councils with people with disabilities, families, employers, and service providers (Sec. 102) - The Department of Labor must contract with a nonprofit to conduct evaluations and report on employment outcomes and wage changes (Sec. 401) ##
If enacted, employers currently using special certificates to pay workers with disabilities below minimum wage must gradually increase those wages over five years until reaching the full federal or state minimum wage, whichever is higher. No new employers can obtain special certificates. After five years, no employer can legally use special certificates to pay subminimum wages. States and individual employers can apply for federal grants to help pay for the costs of this transition, including staff retraining and developing new business models. Workers will receive support services to help them find and keep jobs in regular community workplaces. Congress will require annual reports on how many workers transitioned to regular employment and their new wages. ##
- "Competitive integrated employment" means work in the general community labor market at regular wages with interaction between workers with and without disabilities (Sec. 501) - "Integrated services" means support services designed to help people with disabilities live in homes and communities, provided in regular community locations where people without disabilities also use services (Sec. 501) - "Special certificate" means a legal permission slip issued under federal wage law allowing employers to pay workers with disabilities less than minimum wage (Sec. 501) - "Olmstead decision" means a 1999 Supreme Court ruling requiring states to serve people with disabilities in community settings rather than institutions (Sec. 501) - "ABLE account" means a special savings account for people with disabilities (Sec. 501) ##
The wage increase requirement takes effect 90 days after the law is enacted (Sec. 201). The prohibition on new special certificates and the five-year sunset of all special certificates begins on the date of enactment (Sec. 202).
Important: This plain English summary was generated by AI and is provided for informational purposes only. It is not legal advice. Always consult the official bill text on Congress.gov or a qualified attorney for legal matters.