Good Jobs for Good Airports Act
- Sponsor
- Sen. Markey, Edward J. [D-MA]
- Committees
- Health, Education, Labor, and Pensions Committee (primary)
- Last action
- Jul 14, 2026
Bottom line
The bill aims to significantly raise wages and benefits for a broad category of airport service workers by applying federal prevailing wage standards, thereby increasing labor costs for airport employers and contractors.
What it actually does
This bill mandates that employers of airport service workers at small, medium, and large hub airports pay their employees a prevailing wage and provide fringe benefits. These standards are to be determined by the Secretary of Labor, aligning with the methodology of the Service Contract Act, or the higher of applicable state or local laws. The bill also establishes enforcement mechanisms for the Departments of Labor and Transportation, including a private right of action for interested persons.
Proponents argue
Proponents argue that this bill is essential for ensuring safe and effective airport operations by fostering a well-trained, stable workforce. They contend that providing living wages and adequate health benefits will reduce high turnover, improve worker morale, and enhance public safety and security, including protection from infectious diseases, ultimately benefiting national commerce and general welfare.
Opponents contend
Opponents might argue that imposing federal prevailing wage and benefit mandates will substantially increase operational costs for airport contractors, which could be passed on to airlines and ultimately to consumers through higher ticket prices or reduced services. They may also raise concerns about potential administrative burdens for businesses and the expansion of federal intervention into private sector labor markets.
The bill is relatively concise and clearly structured, making it accessible for an informed reader to understand its core provisions within a reasonable timeframe.
Section 1
Short Title
This section establishes the official short title of the Act as the 'Good Jobs for Good Airports Act'. This title is used for easy reference and identification of the legislation.
Supporters argue
Establishing a clear and concise short title is standard legislative practice that facilitates discussion and identification of the bill's purpose.
Critics contend
No specific opposition is typically raised against this provision as it is a procedural element of legislation.
Tradeoffs
None.
Section 2(a)
Findings and Purposes
This section outlines Congress's findings that safe airport operations require a stable, well-trained workforce, which is achieved through living wages and health benefits. It states the bill's purposes are to establish minimum wage and benefit standards for airport workers and to stabilize the labor pool supporting airport operations.
Section 2(b)(1), amending 49 U.S.C. 40102(a)
Definition of 'Covered Service Worker' and 'Covered Employer'
This provision broadly defines 'covered service worker' to include individuals performing various functions at small, medium, or large hub airports, such as loading, passenger assistance, security, ticketing, ground-handling, cleaning, transportation, ramp agent duties, concessions services (food, retail, lounge), airline catering, and hotel services on airport property. It explicitly includes individuals regardless of their contractual relationship with a contractor or subcontractor, but excludes managerial employees, state/municipal employees, and TSA/private screening company employees. A 'covered employer' is defined as any person employing one or more covered service workers.
Section 2(b)(2)(A), adding 49 U.S.C. 40133(a)
Prevailing Wage and Fringe Benefit Requirement
This section mandates that covered employers at small, medium, or large hub airports must pay covered service workers a wage and fringe benefits that are not less than the higher of: (1) the prevailing wage and benefits determined by the Secretary of Labor for the appropriate locality and classification under the Service Contract Act (SCA) methodology, or (2) the minimum wage and benefits required by any applicable State or local law or policy. These determinations are to be adjusted annually.
Section 2(b)(2)(A), adding 49 U.S.C. 40133(b)
Certification Requirement for Covered Employers
This provision requires covered employers to submit monthly certifications, under penalty of perjury, to the Secretary of Transportation, affirming that all their covered service workers are being paid wages and fringe benefits compliant with the Act. Failure to submit this certification or submitting a false certification constitutes a violation of the section.
Section 2(b)(2)(A), adding 49 U.S.C. 40133(e); Section 2(b)(3), amending 49 U.S.C. 46301; Section 2(b)(4), adding 49 U.S.C. 46112
Enforcement Mechanisms and Penalties
This set of provisions grants enforcement authority to both the Secretary of Labor (for wage and benefit requirements, using Fair Labor Standards Act powers) and the Secretary of Transportation (for certification requirements). It amends existing law to impose a maximum civil penalty of up to three times the standard civil penalty for violations of the new labor standards. Furthermore, it creates a new section allowing an 'interested person' to bring a civil action in a U.S. district court to enforce the labor standards.
Section 2(b)(2)(A), adding 49 U.S.C. 40133(f)
Non-Preemption of State or Local Laws
This provision explicitly states that nothing in the Act shall preempt any State or local law, regulation, or policy that requires a higher minimum wage or otherwise provides greater benefits or protections for covered service workers than those established by this federal Act.
Section 2(c), amending 29 U.S.C. 206
FLSA Amendment for Covered Service Workers
This section amends the Fair Labor Standards Act of 1938 (FLSA) to incorporate the new wage and fringe benefit requirements for covered service workers at small, medium, and large hub airports. It specifies that employers must pay these workers the minimum wage and fringe benefits as defined under the new 49 U.S.C. 40133(a). Crucially, it clarifies that any unpaid fringe benefits required under this Act will be deemed 'unpaid minimum wages' for the purposes of FLSA administration and enforcement.
The definition of 'covered service worker' explicitly includes 'an individual without regard to any contractual relationship alleged to exist between the individual and a contractor or subcontractor.'
Section 2(b)(1), amending 49 U.S.C. 40102(a)(48)(B)
Why it matters:This language is standard legislative practice to prevent employers from circumventing labor laws through worker misclassification (e.g., as independent contractors) or by structuring complex subcontracting arrangements. Its placement ensures comprehensive applicability of the wage and benefit requirements.
Case for: Proponents argue this clause is vital to close potential loopholes that allow employers to avoid their obligations by misclassifying workers or using multi-layered contracting, thereby ensuring that the bill's protections reach all intended airport service workers.
Case against: Critics might argue that this broad language could create ambiguity regarding employer responsibilities in complex contracting chains, potentially imposing burdens on entities that are not direct employers and increasing litigation risk over worker classification disputes.
Estimated impact: This provision significantly broadens the reach of the wage and benefit requirements, ensuring that workers in various contractual arrangements, including those often subject to misclassification, are covered. It strengthens the bill's intent to provide comprehensive worker protections.