Thomas M. Conway Veterans Access to Resources in the Workplace Act
- Sponsor
- Sen. King, Angus S., Jr. [I-ME]
- Committees
- Veterans' Affairs Committee (primary)
- Last action
- Apr 29, 2026
Bottom line
The bill aims to improve veterans' access to information about their benefits by requiring employers to display a comprehensive notice in the workplace.
What it actually does
This bill mandates the Secretary of Labor, in coordination with the Secretary of Veterans Affairs, to develop and publish a state-specific notice detailing federal and state benefits available to veterans. It requires employers with 50 or more employees to conspicuously post this notice on their premises. The Secretaries must review and update these notices at least twice a year.
Proponents argue
Supporters argue this bill will significantly enhance veterans' awareness of the benefits they have earned, ensuring they can access critical support for healthcare, employment, and other services. By centralizing information and making it readily available in workplaces, it removes barriers to access and helps veterans navigate complex benefit systems, ultimately improving their well-being and economic stability.
Opponents contend
Critics might argue that this bill imposes an additional regulatory burden on businesses, particularly small to medium-sized employers, by requiring them to print and display specific notices and potentially monitor updates. They might also contend that existing channels for veterans' outreach are sufficient and that this mandate is an inefficient use of federal resources for development and maintenance, or that veterans already have multiple avenues to access this information.
The bill is very short and easy to read, allowing ample time for stakeholders to understand its provisions.
Section 2(a)
Employer Display of Veterans Benefits Notice
This section requires all employers, defined as those with 50 or more employees, to prominently post a state-specific notice detailing veterans' benefits in places where other employee notices are typically displayed. This requirement takes effect one year after the bill's enactment.
Supporters argue
Supporters argue that placing this information directly in the workplace ensures that veterans, who may not actively seek out benefits information, are exposed to it regularly. This passive dissemination method can reach a broad audience of working veterans and applicants.
Critics contend
Opponents might argue that this creates an unnecessary administrative burden for employers, especially those with multiple locations or complex HR systems, who must ensure compliance with state-specific notices and updates. They may also question the effectiveness of a physical notice in an increasingly digital world.
Tradeoffs
The tension lies between the goal of increasing veterans' access to information and the burden placed on employers to facilitate this access.
Section 2(b)
Federal Development and Maintenance of Veterans Benefits Notices
This provision mandates the Secretary of Labor (through VETS) and the Secretary of Veterans Affairs (in consultation with the Veterans Experience Office) to develop and publish a unique notice for each state within 270 days of enactment. These notices must detail federal and state veterans' benefits, including the Veterans Crisis Line and application procedures. States are given 45 days to provide input on state-specific benefits. The notices must be reviewed and updated at least twice a year and made publicly available online.
Section 2(c) and 2(d)
Employer Information Campaign and Scope of Applicability
The bill requires the Secretaries of Labor and VA to conduct an information campaign for 180 days after enactment to inform employers about the new notices and the display requirement. It also defines "employee," "person," "employer" (as any person engaged in commerce employing 50 or more employees, including public agencies, GAO, and Library of Congress), and "State" (including territories).