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Transformation to Competitive Integrated Employment Act

Source: Congress.gov  ·  9,914 words in original text
This bill helps employers stop using special wage certificates (which allow paying people with disabilities less than minimum wage) and transition to paying everyone at least minimum wage. It provides grants to states and individual employers to help them transform their business practices. The bill also gradually increases wages for people currently working under these special certificates and stops any new employers from getting these certificates. ##
* Individuals with disabilities employed under special wage certificates * Employers currently holding special wage certificates * State governments and state agencies handling disability services * Nonprofit organizations providing employment support services * Families of people with disabilities * State vocational rehabilitation agencies * State Medicaid offices ##
* States receiving grants must ensure all individuals employed under special certificates transition to competitive integrated employment paying at least minimum wage and receive necessary support services (Sec. 101) * Wages for workers under special certificates increase gradually: 60 percent of federal minimum wage initially, reaching 100 percent of federal minimum wage after 4 years (Sec. 201) * New employers cannot receive special wage certificates, and all existing certificates lose legal effect 4 years after the bill becomes law (Sec. 202) * Grants up to $10,000,000 per state over 5 years and up to $500,000 per eligible employer over 3 years help fund business transformations (Sec. 102, Sec. 103) * States must establish advisory councils with at least 25 percent of members being individuals with disabilities currently or formerly employed under special certificates (Sec. 102) ##
If this bill becomes law, employers with special wage certificates will be required to phase out those practices and transition workers to regular employment paying at least minimum wage. Currently, employers can pay individuals with disabilities significantly less than minimum wage. Under this bill, those wages increase in steps over four years until they reach at least the federal minimum wage or the state minimum wage, whichever is higher. States will receive grant money to help manage this transition by creating new employment programs, training staff, and supporting individuals with disabilities through the change. After four years, no employer can issue new special certificates, and existing certificates will no longer be valid. Federal and state agencies must coordinate to provide wraparound services (support services in community settings) to help people with disabilities keep their new jobs. ##
* **Competitive integrated employment**: Work in the general community where people with disabilities work alongside people without disabilities, earn at least minimum wage, and have the same opportunities as coworkers without disabilities * **Special certificate**: A permit issued by the Department of Labor allowing employers to pay workers with disabilities less than minimum wage * **Integrated services**: Support services designed to help people with disabilities live in their homes and communities, receive person-centered planning, and participate fully in community life * **Olmstead decision**: A Supreme Court ruling requiring states to provide services for people with disabilities in community settings rather than institutions when appropriate * **ABLE account**: A special savings account that allows people with disabilities to save money without losing government benefits ##
The wage increase requirements become effective 3 months after the date the bill is signed into law (Sec. 201(b)).
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.