We served as members of the National Academy of Sciences Committee on Review of Methods for Setting Building and Equipment Performance Standards, and offer these comments based on the peer review we conducted between the fall of 2019 and spring of 2021.
We served as members of the National Academy of Sciences Committee on Review of Methods for Setting Building and Equipment Performance Standards. We write to request that the Committee’s report and recommendations, “Review of Methods Used by the U.S. Department of Energy in Setting Appliance and Equipment Standards,”1 be placed on the rulemaking docket for rule EERE–2021–BT–STD–0003, “Energy Conservation Program for Appliance Standards: Procedures, Interpretations, and Policies for Consideration in New or Revised Energy Conservation Standards and Test Procedures for Consumer Products and Commercial/Industrial Equipment.”
An article co-authored by Howard Beales, professor emeritus of strategic management and public policy at the George Washington University School of Business and senior scholar at the GW Regulatory Studies Center, was cited by the U.S. Supreme Court in a ruling issued earlier this month limiting the Federal Trade Commission’s ability to recover monetary relief for consumers defrauded by companies that use deceptive practices.
The Department of Homeland Security (DHS) is proposing to amend its regulations governing the affidavit of support requirements under section 213A of the Immigration and Nationality Act. The department estimates that the notice of proposed rulemaking (NPRM) will produce direct net costs of up to $2.0 billion over 10 years.
The notice of proposed rulemaking (NPRM) from DHS would amend regulations on the use and collection of biometrics by USCIS, U.S. Customs and Border Protection (CBP), and U.S. Immigration and Customs Enforcement (ICE).
The Federal Employee Paid Leave Act, enacted in 2019, allows several categories of federal employees to substitute up to 12 weeks of paid parental leave for the unpaid leave they are entitled to under the Family and Medical Leave Act. The substitution is permitted in connection with the birth, adoption, or foster care placement of a child with the employee. OPM’s interim final rule implements the legislation.