Latest action: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
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
Limits employer surveillance of workers during work.
The problem
Employers increasingly use monitoring technology and spyware to track employee activities, raising privacy and workplace freedom concerns among workers.
The proposal
The bill restricts employers from using surveillance software and monitoring tools on workers without clear disclosure and reasonable limits.
The impact
Employees gain privacy protections; employers face new rules on how they monitor workers; technology companies may need to change products.
Employees would have clearer rights about what employers can monitor. This protects personal data and reduces invasive tracking during work hours. Workers could focus on jobs without constant surveillance.
Less secret monitoring builds better workplace relationships. Employees feel more respected when employers are transparent about tracking. This can improve job satisfaction and reduce stress.
Companies get legal certainty about what surveillance is allowed. Employers can plan monitoring policies that follow the law. This prevents expensive lawsuits over unclear privacy rules.
Businesses must review and change monitoring systems to follow new rules. Small companies may struggle with legal and technology costs. Compliance could be expensive and time-consuming.
Some employers use monitoring to prevent theft, data leaks, or safety violations. Strict limits could make it harder to catch wrongdoing. Sensitive workplaces may lose important security tools.
Some employers argue monitoring helps track work progress and output. Limits on tracking could make it harder to measure employee performance. Businesses may struggle to manage remote work effectively.
Without seeing the full bill text, it's unclear what counts as prohibited surveillance. Vague rules could create confusion about what employers can and cannot do.
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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