House Appropriations Chairwoman and Connecticut Representative Rosa DeLauro, along with 45 democratic co-sponsors, has again filed the Wage Theft Prevention and Wage Recovery Act of 2022. In general terms, the bill would upset some long-standing legal doctrines surrounding the Labor Management Relations Act, and increase both the risk and severity of FLSA collective actions. In particular, HR 7701 amends the Fair Labor Standards Act (FLSA) by placing a number of new requirements on business, especially as relates wage recovery and final payments. In that vein, the bill would require final paychecks to cover full payment of any remaining salary by the earlier of the scheduled payday or 14 days after termination and would require all employers to provide regular pay stubs as well as initial salary disclosures. In addition, it would change wage recovery by requiring payment at an employee’s agreed-upon wage rate – explicitly including rates set forth in collective bargaining, rather than at the minimum wage or minimum overtime wage rates. This has historically been within the purview of state laws and has never been a function of the FLSA. Finally, HR 7701 would change FLSA collective actions from an opt-in to an opt-out model and prohibit all arbitration agreements and class action waivers going forward. Although only minor consolation, the legislation has a long way to go.