Latest action: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
Referred to one or more standing committees for review, hearings, and possible markup.
Specific committees not parsed from action data.
The committee may hold hearings, amend the bill, or let it die without action.
Next: Reported
Full chamber floor — Speaker / Majority Leader controls scheduling
Establishes workplace violence prevention requirements for health care and social service employers.
The problem
Health care and social service workers face high rates of workplace violence including assaults and threats. Current federal protections are limited compared to other industries.
The proposal
Requires employers in health care and social services to develop violence prevention plans, training programs, and reporting procedures to protect workers from violent incidents.
The impact
Health care and social service workers gain new safety protections. Employers must implement new policies and training. Patients and clients may experience service changes.
Health care and social service workers would have clearer protections and procedures when facing violence. Employers would be required to take systematic steps to prevent and respond to violent incidents. This could reduce injuries and trauma for vulnerable worker populations.
The bill would create uniform violence prevention requirements across the health care and social service sectors nationwide. Currently, protections vary significantly by state and employer. Consistent standards ensure all workers have baseline protections.
Preventing workplace injuries from violence could reduce worker compensation claims and medical expenses. Fewer injuries mean less lost work time and lower training costs for replacement workers. These savings could benefit both employers and the health care system.
Required reporting and response procedures would improve how incidents are documented and addressed. Better data collection helps identify patterns and inform future prevention strategies. Systematic responses can reduce repeat incidents.
Employers would face costs for developing prevention plans, conducting training, and implementing new procedures. Small health care providers and nonprofits may struggle with these expenses. Costs could be passed to patients through higher fees.
New security measures and staff training could temporarily disrupt normal operations. Some facilities might need to hire additional security personnel, reducing resources for patient care. Implementation challenges could create short-term staffing issues.
The bill adds federal compliance requirements that employers must follow and document. Administrative burden increases, especially for smaller organizations with limited HR staff. Monitoring and enforcement could require additional government resources.
Without seeing the full bill text, the exact definition of workplace violence and which organizations are covered remains uncertain. Unclear requirements could lead to inconsistent implementation across different facilities. Ambiguity may result in legal disputes over compliance.
Generated by AI from the bill text. Not a prediction and not legal or policy advice. The percentage is the model's own rating of each item — self-reported, and not a measure of how accurate it is.
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Individual contributions, grouped by employer · FEC
Where their individual donors work · 2026 cycle
Money from people who work there, not from the company. Not tied to this bill.
Itemized individual contributions via FEC, grouped by the employer each contributor self-reported. Companies and unions cannot contribute to federal candidates from their treasuries, so these totals are money from people who work at an employer — never from the organization itself. They are campaign contributions covering a full election cycle and are not connected to this bill.
Senate LDA lobbying disclosures
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