Transformation to Competitive Integrated Employment Act

This legislation moves people with disabilities into regular jobs with fair pay. It helps states and certain employers change from paying subminimum wages under special federal certificates to “competitive integrated employment,” where workers with disabilities earn at least the legal minimum and the usual rate for the job alongside coworkers without disabilities . No new special wage certificates can be issued, and all existing ones end five years after the law takes effect .

To make the switch work, the bill funds state and employer grants, plus training and support. States can get 5‑year grants to plan and expand real job options and services, with required input from people with disabilities and families; awards range from $3–$15 million per state . Employers that currently use special certificates can get 3‑year grants ($200k–$750k) to redesign their programs, train staff, set a stop date for subminimum wages, and help workers move into regular jobs . A national nonprofit will provide 6 years of technical assistance and share proven strategies . The Department of Labor will track results, publish annual reports on wages and transitions, and audit at least 10% of current certificate holders within a year . The bill authorizes $200 million per year from 2026–2030, with extra follow‑on funding paths for states that complete their transition plans .

• Who is affected: People with disabilities paid under special certificates; employers who use those certificates; state agencies and workforce systems .
• What changes: Phaseout of subminimum wages; grants and technical help to expand real jobs at fair pay; required reporting and audits to monitor progress .
• When: No new certificates immediately; all certificates end five years after enactment; major funding runs 2026–2030, with additional state support available afterward for successful transitions .