Sponsors (22)
The bill directs modest federal funds and employer reimbursements to help veterans, separating service members, and spouses access energy-sector jobs and to encourage employer hiring, but it relies on limited per-hire caps, targeted preference rules, and tight administrative limits that may constrain reach and participation while increasing federal spending.
Veterans, separating service members, and their spouses receive up to $10,000 per hire for job training and certifications to get energy-sector jobs, lowering their out-of-pocket costs for workforce entry.
Employers—especially small businesses and firms in Opportunity Zones—can get hiring-cost reimbursements, reducing hiring barriers and increasing demand for covered workers.
Separating service members and veterans benefit from better-coordinated transition services across DOL, DoD, and VA, which should streamline placement and reduce duplication of federal assistance.
Taxpayers fund $60 million per year (FY2026–2031) for the program, increasing federal outlays to support these hiring incentives.
Veterans, separating service members, spouses, and small employers may find the $10,000 per-hire cap insufficient to cover high-cost credentialing, licensing, or relocation, leaving gaps in support.
Small employers may be deterred from participating by compliance burdens (reporting, audits, repayment obligations) and limits on administrative spending, reducing program take-up.
Based on analysis of 2 sections of legislative text.
Creates a DOL grant program reimbursing energy employers up to $10,000 per hire (max $500,000/year per grantee) for hiring eligible separating service members, veterans, and spouses.
Introduced June 24, 2025 by Jennifer Kiggans · Last progress June 24, 2025
Creates a Department of Labor grant program that reimburses energy employers for costs of hiring eligible transitioning service members, veterans, and their spouses. Grants may cover training, certification, recruitment, relocation, and limited administrative costs, with a cap of $10,000 per hire and $500,000 per grantee per fiscal year. The program requires annual grantee reporting, audits, and interagency coordination with Defense and Veterans Affairs to avoid duplication and provide at least one coordination report to congressional committees each year the program operates.