On April 27, President Joseph R. Biden signed an executive order requiring federal contractors to pay $15 per hour for employees working on or in connection with a federal government contract.

Beginning January 30, 2022, all federal agencies are required to incorporate a $15 minimum wage in new contract solicitations. By March 30, 2022, all agencies will need to implement the minimum wage into new contracts. Federal agencies are also directed to implement the higher wage into existing contracts when the parties exercise their option to extend such contracts.

Contractors and subcontractors must certify they will meet this condition requiring the minimum wage. This certification is a condition of payment to the contractors from the government.

The order applies, with certain exceptions, to any new contract; new contract-like instrument; new solicitation; extension or renewal of an existing contract or contract-like instrument; or exercise of an option on an existing contract or contract-like instrument. This order does not apply to grants; contracts, contract-like instruments, or certain specific type of agreements with Indian Tribes.

Starting January 1, 2023, the minimum wage will be adjusted annually, but not lowered, by the U.S. secretary of labor based on a consumer price index formula and rounded to the nearest multiple of $0.05. For tipped workers, the minimum wage mandated by the order is $10.50 per hour beginning January 30, 2022. Beginning January 1, 2023, tipped workers must receive 85% of the wage rate in effect for non-tipped employees, rounded to the nearest multiple of $0.05. Then beginning January 1, 2024, and for each subsequent year, tipped workers must receive 100% of the wage received by non-tipped worker, eliminating the difference between the type of workers. Adjustments must be considered by employers of tipped workers who do not receive a sufficient additional amount on account of tips to equal to the minimum wage of non-tipped workers.

If a state or municipality has a higher minimum wage, the Executive Order does not excuse noncompliance with the laws requiring the higher wage. The secretary of labor is ordered to issue regulations by November 24, implementing this order.

President Trump signed an executive order today for the purpose of allowing religious institutions to engage more directly in political activity without losing their tax-exempt status.

Federal law prohibits tax-exempt religious and charitable institutions from specifically supporting, opposing, or endorsing political candidates or risk losing their tax-exempt status. Today’s order, named the Presidential Executive Order Promoting Free Speech and Religious Liberty, does not address charitable institutions covered under the same federal law.

The executive order directs the Department of the Treasury to “not take any adverse action against any individual, house of worship, or other religious organization on the basis that such individual or organization speaks or has spoken about moral or political issues from a religious perspective, where speech of similar character has, consistent with law, not ordinarily been treated as participation or intervention in a political campaign on behalf of (or in opposition to) a candidate for public office by the Department of the Treasury.” The order defines “adverse action” as “the imposition of any tax or tax penalty; the delay or denial of tax-exempt status; the disallowance of tax deductions for contributions made to entities exempted from taxation under section 501(c)(3) of title 26, United States Code; or any other action that makes unavailable or denies any tax deduction, exemption, credit, or benefit.”

Additionally, the order directs the Secretary of the Treasury, the Secretary of Labor, and the Secretary of Health and Human Services to “consider issuing amended regulations, consistent with applicable law, to address conscience-based objections to the preventive-care mandate promulgated under” the Affordable Care Act.

President Obama marked Labor Day by signing an Executive Order requiring federal contractors to offer their employees up to seven days of paid sick leave per year. The order also allows employees  to use paid sick leave to care for themselves,  a  family member, a domestic  partner, or another loved one, and grants leave for absences resulting from domestic violence, sexual assault, or stalking, according to a White House press release.

The While House hopes the Executive Order will set a standard prodding “lawmakers, private employers, and state and local governments to expand their leave policies,” according to the New York Times. The order’s requirements will take effect with new contracts starting in 2017.