Transformation to Competitive Integrated Employment Act

This bill would phase out paying people with disabilities less than the minimum wage and help move them into regular jobs in the community at fair pay. Starting 3 months after it becomes law, pay for workers under “special certificates” must be at least 60% of the federal minimum wage. That floor rises to 70% after 1 year, 80% after 2 years, 90% after 3 years, and the full minimum wage after 4 years. A worker’s pay cannot drop below what they were earning before the law.

No new special certificates can be issued, and all existing ones end 4 years after the effective date. The bill funds grants to states and current certificate‑holding employers to change their programs so people with disabilities work in regular, inclusive jobs with needed supports. A national nonprofit would provide technical help, and the Labor Department would track progress and report on wages and transitions. It allows up to $50 million per year from 2026–2031 to carry out most of this work.

• Who is affected: People with disabilities now paid under special certificates; employers who use those certificates; state workforce and disability agencies.
• What changes: Wages rise each year until they reach at least the full federal minimum; no new certificates and existing ones end; grants and technical help support the shift to regular jobs; ongoing reports measure progress.
• When: Starts 3 months after enactment; full minimum wage by year 4; certificates end 4 years after the effective date; funding available from 2026–2031.