In May, the group drafted its first proposal, outlining that all public job listings must include information such as the intended hire and start dates, whether it’s a new role or backfill, and if the position is being offered internally with preference to current employees. The proposal also specifies the number of times a position has been posted in the last two years, as per the draft language. The legislation sets guidelines for the duration of job postings, requiring them to be up for no more than 90 calendar days and allowing a submission period of at least four calendar days before applications are reviewed. The proposed bill targets businesses with more than 50 employees, with violators facing fines of at least $2,500 for each infraction. Thompson explains that the federal framework is essential because state-level policies would not hold employers accountable if they operate across multiple states or use third-party platforms that are beyond state jurisdiction.
Thompson’s initiative has gained traction, as he has connected with former colleagues and professionals across the country who have experienced similar issues. These individuals, now part of the TJAAA working group, have contributed to shaping the proposal. The legislation’s focus on transparency aligns with growing concerns about job market dishonesty, which has sparked discussions among labor advocates and policymakers. With the potential to impact the hiring practices of large corporations, the TJAAA proposal could lead to significant changes in how companies manage their recruitment processes. As the group continues to refine its proposal, the push for federal legislation reflects a broader movement toward accountability in the job market.