I 

112TH CONGRESS 

1ST SESSION H. R. 1876 

To allow Americans to earn paid sick time so that they can address their 

own health needs and the health needs of their families. 

IN THE HOUSE OF REPRESENTATIVES 

MAY 12, 2011 

Ms. DELAURO (for herself, Mr. GEORGE MILLER of California, Ms. CASTOR

of Florida, Mr. DAVIS of Illinois, Ms. SCHAKOWSKY, Mr. BRADY of Pennsylvania, Mr. JACKSON of Illinois, Mr. CONNOLLY of Virginia, Ms. RICHARDSON, Mr. CONYERS, Ms. TSONGAS, Ms. LINDA T. SA ́NCHEZ of California, Ms. MOORE, Mr. STARK, Mrs. CHRISTENSEN, Mrs. CAPPS, Mr. 

OLVER, Mr. ACKERMAN, Ms. LEE of California, Ms. SPEIER, Mrs. 

MALONEY, Mr. FILNER, Ms. CLARKE of New York, Ms. BASS of California, Mr. SERRANO, Mr. SCHIFF, Mr. SARBANES, Mr. LUJA ́N, Mr. 

TONKO, Ms. FUDGE, Ms. BALDWIN, Mr. TOWNS, Ms. NORTON, Mr. 

LANGEVIN, Mr. ISRAEL, Mr. COURTNEY, Mr. HOLT, Mr. LEWIS of Georgia, Mrs. LOWEY, Mr. NADLER, Mr. VAN HOLLEN, Mr. GRIJALVA, Mr. 

KILDEE, Mr. ELLISON, Ms. SCHWARTZ, Mr. HONDA, Ms. BROWN of 

Florida, Ms. HIRONO, Mr. CLAY, Mr. KUCINICH, Mr. BACA, Mr. 

HASTINGS of Florida, Mr. BISHOP of New York, Mr. PALLONE, Ms. PINGREE of Maine, Mr. MCGOVERN, Mr. FATTAH, Mr. MORAN, Mr. SHERMAN, Mr. BLUMENAUER, Ms. WOOLSEY, Ms. MCCOLLUM, Mrs. MCCARTHY of New York, Ms. ESHOO, Mrs. DAVIS of California, Ms. ZOE

LOFGREN of California, Ms. EDWARDS, Mr. WAXMAN, Mr. SCOTT of Virginia, Mr. PRICE of North Carolina, Ms. CHU, Mr. MARKEY, Mr. 

TIERNEY, Mr. MURPHY of Connecticut, Mr. HINCHEY, Mr. PASTOR of 

Arizona, Ms. WASSERMAN SCHULTZ, Ms. BERKLEY, Mr. GENE GREEN

of Texas, Mr. GUTIERREZ, Mr. CARNAHAN, Mr. LARSON of Connecticut, 

and Mr. RYAN of Ohio) introduced the following bill; which was referred 

to the Committee on Education and the Workforce, and in addition to 

the Committees on Oversight and Government Reform and House Administration, for a period to be subsequently determined by the Speaker, in 

each case for consideration of such provisions as fall within the jurisdiction of the committee concerned 


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A BILL 

To allow Americans to earn paid sick time so that they 

can address their own health needs and the health needs 

of their families. 

1 Be it enacted by the Senate and House of Representa2 tives of the United States of America in Congress assembled, 

3 SECTION 1. SHORT TITLE. 

4 This Act may be cited as the ‘‘Healthy Families Act’’. 

5 SEC. 2. FINDINGS. 

6 Congress makes the following findings: 

7 (1) Working Americans need time to meet their 

8 own health care needs and to care for family mem9 bers, including their children, spouse, parents, and 

10 parents-in-law, and other children and adults for 

11 whom they are caretakers. 

12 (2) Health care needs include preventive health 

13 care, diagnostic procedures, medical treatment, and 

14 recovery in response to short- and long-term ill15 nesses and injuries. 

16 (3) Providing employees time off to meet health 

17 care needs ensures that they will be healthier in the 

18 long run. Preventive care helps avoid illnesses and 

19 injuries and routine medical care helps detect ill20 nesses early and shorten their duration. 


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1 (4) When parents are available to care for their 

2 children who become sick, children recover faster, 

3 more serious illnesses are prevented, and children’s 

4 overall mental and physical health improve. In a 

5 2009 study published in the American Journal of 

6 Public Health, 81 percent of parents of a child with 

7 special health care needs reported that taking leave 

8 from work to be with their child had a ‘‘good’’ or 

9 ‘‘very good’’ effect on their child’s physical health. 

10 Similarly, 85 percent of parents of such a child 

11 found that taking such leave had a ‘‘good’’ or ‘‘very 

12 good’’ effect on their child’s emotional health. 

13 (5) When parents cannot afford to miss work 

14 and must send children with contagious illnesses to 

15 child care centers or schools, infection can spread 

16 rapidly through child care centers and schools. 

17 (6) Providing paid sick time improves public 

18 health by reducing infectious disease. Policies that 

19 make it easier for sick adults and children to be iso20 lated at home reduce the spread of infectious dis21 ease. 

22 (7) Routine medical care reduces medical costs 

23 by detecting and treating illness and injury early, 

24 decreasing the need for emergency care. These savVerDate Mar 15 2010 23:10 May 25, 2011 Jkt 099200 PO 00000 Frm 00003 Fmt 6652 Sfmt 6201 E:\BILLS\H1876.IH H1876

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1 ings benefit public and private payers of health in2 surance, including private businesses. 

3 (8) The provision of individual and family sick 

4 time by large and small businesses, both here in the 

5 United States and elsewhere, demonstrates that pol6 icy solutions are both feasible and affordable in a 

7 competitive economy. A 2009 study by the Center 

8 for Economic and Policy Research found that, of 22 

9 countries with comparable economies, the United 

10 States was 1 of only 3 countries that did not provide 

11 any paid time off for workers with short-term ill12 nesses. 

13 (9) Measures that ensure that employees are in 

14 good health and do not need to worry about unmet 

15 family health problems help businesses by promoting 

16 productivity and reducing employee turnover. 

17 (10) The American Productivity Audit found 

18 that presenteeism—the practice of employees coming 

19 to work despite illness—costs $180,000,000,000 an20 nually in lost productivity. Studies in the Journal of 

21 Occupational and Environmental Medicine, the Em22 ployee Benefit News, and the Harvard Business Re23 view show that presenteeism is a larger productivity 

24 drain than either absenteeism or short-term dis25 ability. 


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1 (11) The absence of paid sick time has forced 

2 Americans to make untenable choices between need3 ed income and jobs on the one hand and caring for 

4 their own and their family’s health on the other. 

5 (12) Nearly half of Americans lack paid sick 

6 time for self-care or to care for a family member. 

7 For families in the lowest quartile of earners, 79 

8 percent lack paid sick time. For families in the next 

9 2 quartiles, 46 and 38 percent, respectively, lack 

10 paid sick time. Even for families in the highest in11 come quartile, 28 percent lack paid sick time. In ad12 dition, millions of workers cannot use paid sick time 

13 to care for ill family members. 

14 (13) Due to the roles of men and women in so15 ciety, the primary responsibility for family care16 taking often falls on women, and such responsibility 

17 affects the working lives of women more than it af18 fects the working lives of men. 

19 (14) An increasing number of men are also tak20 ing on caretaking obligations, and men who request 

21 paid time for caretaking purposes are often denied 

22 accommodation or penalized because of stereotypes 

23 that caretaking is only ‘‘women’s work’’. 

24 (15) Employers’ reliance on persistent stereo25 types about the ‘‘proper’’ roles of both men and 


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1 women in the workplace and in the home continues 

2 a cycle of discrimination and fosters stereotypical 

3 views about women’s commitment to work and their 

4 value as employees. 

5 (16) Employment standards that apply to only 

6 one gender have serious potential for encouraging 

7 employers to discriminate against employees and ap8 plicants for employment who are of that gender. 

9 (17) It is in the national interest to ensure that 

10 all Americans can care for their own health and the 

11 health of their families while prospering at work. 

12 (18) Nearly 1 in 3 American women report 

13 physical or sexual abuse by a husband or boyfriend 

14 at some point in their lives. Domestic violence also 

15 affects men. Women account for about 85 percent of 

16 the victims of domestic violence and men account for 

17 approximately 15 percent of the victims. Therefore, 

18 women disproportionately need time off to care for 

19 their health or to find solutions, such as obtaining 

20 a restraining order or finding housing, to avoid or 

21 prevent physical or sexual abuse. 

22 (19) Up to 85 percent of domestic violence vic23 tims miss work because of abuse. The mean number 

24 of days of paid work lost by a rape victim is 8.1 

25 days, by a victim of physical assault is 7.2 days, and 


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1 by a victim of stalking is 10.1 days. Nationwide, do2 mestic violence victims lose almost 8,000,000 days of 

3 paid work per year. 

4 (20) Without paid sick days that can be used 

5 to address the effects of domestic violence, these vic6 tims are in grave danger of losing their jobs. Sur7 veys have found that 96 to 98 percent of employed 

8 domestic violence victims experience problems at 

9 work related to the violence. The Government Ac10 countability Office similarly found that 24 to 52 per11 cent of victims report losing a job due, at least in 

12 part, to domestic violence. The loss of employment 

13 can be particularly devastating for victims of domes14 tic violence, who often need economic security to en15 sure safety. 

16 (21) The Centers for Disease Control and Pre17 vention has estimated that domestic violence costs 

18 over $700,000,000 annually due to the victims’ lost 

19 productivity in employment. 

20 (22) Efforts to assist abused employees result 

21 in positive outcomes for employers as well as em22 ployees because employers can retain workers who 

23 might otherwise be compelled to leave. In a 2002 

24 survey, 68 percent of corporate leaders surveyed said 

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1 efit from addressing domestic violence among its em2 ployees. 

3 SEC. 3. PURPOSES. 

4 The purposes of this Act are— 

5 (1) to ensure that all working Americans can 

6 address their own health needs and the health needs 

7 of their families by requiring employers to permit 

8 employees to earn up to 56 hours of paid sick time 

9 including paid time for family care; 

10 (2) to diminish public and private health care 

11 costs by enabling workers to seek early and routine 

12 medical care for themselves and their family mem13 bers; 

14 (3) to assist employees who are, or whose fam15 ily members are, victims of domestic violence, sexual 

16 assault, or stalking, by providing the employees with 

17 paid time away from work to allow the victims to re18 ceive treatment and to take the necessary steps to 

19 ensure their protection; 

20 (4) to accomplish the purposes described in 

21 paragraphs (1) through (3) in a manner that is fea22 sible for employers; and 

23 (5) consistent with the provision of the 14th 

24 Amendment to the Constitution relating to equal 

25 protection of the laws, and pursuant to Congress’ 


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1 power to enforce that provision under section 5 of 

2 that amendment— 

3 (A) to accomplish the purposes described 

4 in paragraphs (1) through (3) in a manner that 

5 minimizes the potential for employment dis6 crimination on the basis of sex by ensuring gen7 erally that paid sick time is available for eligible 

8 medical reasons on a gender-neutral basis; and 

9 (B) to promote the goal of equal employ10 ment opportunity for women and men. 

11 SEC. 4. DEFINITIONS. 

12 In this Act: 

13 (1) CHILD.—The term ‘‘child’’ means a biologi14 cal, foster, or adopted child, a stepchild, a legal 

15 ward, or a child of a person standing in loco 

16 parentis, who is— 

17 (A) under 18 years of age; or 

18 (B) 18 years of age or older and incapable 

19 of self-care because of a mental or physical dis20 ability. 

21 (2) DOMESTIC VIOLENCE.—The term ‘‘domestic 

22 violence’’ has the meaning given the term in section 

23 40002(a) of the Violence Against Women Act of 

24 1994 (42 U.S.C. 13925(a)), except that the ref25 erence in such section to the term ‘‘jurisdiction reVerDate Mar 15 2010 23:10 May 25, 2011 Jkt 099200 PO 00000 Frm 00009 Fmt 6652 Sfmt 6201 E:\BILLS\H1876.IH H1876

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1 ceiving grant monies’’ shall be deemed to mean the 

2 jurisdiction in which the victim lives or the jurisdic3 tion in which the employer involved is located. 

4 (3) EMPLOYEE.—The term ‘‘employee’’ means 

5 an individual who is— 

6 (A)(i) an employee, as defined in section 

7 3(e) of the Fair Labor Standards Act of 1938 

8 (29 U.S.C. 203(e)), who is not covered under 

9 subparagraph (E), including such an employee 

10 of the Library of Congress, except that a ref11 erence in such section to an employer shall be 

12 considered to be a reference to an employer de13 scribed in clauses (i)(I) and (ii) of paragraph 

14 (4)(A); or 

15 (ii) an employee of the Government Ac16 countability Office; 

17 (B) a State employee described in section 

18 304(a) of the Government Employee Rights Act 

19 of 1991 (42 U.S.C. 2000e–16c(a)); 

20 (C) a covered employee, as defined in sec21 tion 101 of the Congressional Accountability 

22 Act of 1995 (2 U.S.C. 1301), other than an ap23 plicant for employment; 

24 (D) a covered employee, as defined in sec25 tion 411(c) of title 3, United States Code; or 


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1 (E) a Federal officer or employee covered 

2 under subchapter V of chapter 63 of title 5, 

3 United States Code. 

4 (4) EMPLOYER.— 

5 (A) IN GENERAL.—The term ‘‘employer’’ 

6 means a person who is— 

7 (i)(I) a covered employer, as defined 

8 in subparagraph (B), who is not covered 

9 under subclause (V); 

10 (II) an entity employing a State em11 ployee described in section 304(a) of the 

12 Government Employee Rights Act of 1991; 

13 (III) an employing office, as defined 

14 in section 101 of the Congressional Ac15 countability Act of 1995; 

16 (IV) an employing office, as defined in 

17 section 411(c) of title 3, United States 

18 Code; or 

19 (V) an employing agency covered 

20 under subchapter V of chapter 63 of title 

21 5, United States Code; and 

22 (ii) is engaged in commerce (including 

23 government), or an industry or activity af24 fecting commerce (including government), 

25 as defined in subparagraph (B)(iii). 


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1 (B) COVERED EMPLOYER.— 

2 (i) IN GENERAL.—In subparagraph 

3 (A)(i)(I), the term ‘‘covered employer’’— 

4 (I) means any person engaged in 

5 commerce or in any industry or activ6 ity affecting commerce who employs 

7 15 or more employees for each work8 ing day during each of 20 or more 

9 calendar workweeks in the current or 

10 preceding calendar year; 

11 (II) includes— 

12 (aa) any person who acts, 

13 directly or indirectly, in the inter14 est of an employer to any of the 

15 employees of such employer; and 

16 (bb) any successor in inter17 est of an employer; 

18 (III) includes any ‘‘public agen19 cy’’, as defined in section 3(x) of the 

20 Fair Labor Standards Act of 1938 

21 (29 U.S.C. 203(x)); and 

22 (IV) includes the Government 

23 Accountability Office and the Library 

24 of Congress. 


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1 (ii) PUBLIC AGENCY.—For purposes 

2 of clause (i)(III), a public agency shall be 

3 considered to be a person engaged in com4 merce or in an industry or activity affect5 ing commerce. 

6 (iii) DEFINITIONS.—For purposes of 

7 this subparagraph: 

8 (I) COMMERCE.—The terms 

9 ‘‘commerce’’ and ‘‘industry or activity 

10 affecting commerce’’ mean any activ11 ity, business, or industry in commerce 

12 or in which a labor dispute would 

13 hinder or obstruct commerce or the 

14 free flow of commerce, and include 

15 ‘‘commerce’’ and any ‘‘industry affect16 ing commerce’’, as defined in para17 graphs (1) and (3) of section 501 of 

18 the Labor Management Relations Act, 

19 1947 (29 U.S.C. 142 (1) and (3)). 

20 (II) EMPLOYEE.—The term ‘‘em21 ployee’’ has the same meaning given 

22 such term in section 3(e) of the Fair 

23 Labor Standards Act of 1938 (29 

24 U.S.C. 203(e)). 


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1 (III) PERSON.—The term ‘‘per2 son’’ has the same meaning given 

3 such term in section 3(a) of the Fair 

4 Labor Standards Act of 1938 (29 

5 U.S.C. 203(a)). 

6 (C) PREDECESSORS.—Any reference in 

7 this paragraph to an employer shall include a 

8 reference to any predecessor of such employer. 

9 (5) EMPLOYMENT BENEFITS.—The term ‘‘em10 ployment benefits’’ means all benefits provided or 

11 made available to employees by an employer, includ12 ing group life insurance, health insurance, disability 

13 insurance, sick leave, annual leave, educational bene14 fits, and pensions, regardless of whether such bene15 fits are provided by a practice or written policy of 

16 an employer or through an ‘‘employee benefit plan’’, 

17 as defined in section 3(3) of the Employee Retire18 ment Income Security Act of 1974 (29 U.S.C. 

19 1002(3)). 

20 (6) HEALTH CARE PROVIDER.—The term 

21 ‘‘health care provider’’ means a provider who— 

22 (A)(i) is a doctor of medicine or osteopathy 

23 who is authorized to practice medicine or sur24 gery (as appropriate) by the State in which the 

25 doctor practices; or 


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1 (ii) is any other person determined by the 

2 Secretary to be capable of providing health care 

3 services; and 

4 (B) is not employed by an employer for 

5 whom the provider issues certification under 

6 this Act. 

7 (7) PAID SICK TIME.—The term ‘‘paid sick 

8 time’’ means an increment of compensated leave that 

9 can be earned by an employee for use during an ab10 sence from employment for any of the reasons de11 scribed in paragraphs (1) through (4) of section 

12 5(b). 

13 (8) PARENT.—The term ‘‘parent’’ means a bio14 logical, foster, or adoptive parent of an employee, a 

15 stepparent of an employee, or a legal guardian or 

16 other person who stood in loco parentis to an em17 ployee when the employee was a child. 

18 (9) SECRETARY.—The term ‘‘Secretary’’ means 

19 the Secretary of Labor. 

20 (10) SEXUAL ASSAULT.—The term ‘‘sexual as21 sault’’ has the meaning given the term in section 

22 40002(a) of the Violence Against Women Act of 

23 1994 (42 U.S.C. 13925(a)). 

24 (11) SPOUSE.—The term ‘‘spouse’’, with re25 spect to an employee, has the meaning given such 


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1 term by the marriage laws of the State in which the 

2 employee resides. 

3 (12) STALKING.—The term ‘‘stalking’’ has the 

4 meaning given the term in section 40002(a) of the 

5 Violence Against Women Act of 1994 (42 U.S.C. 

6 13925(a)). 

7 (13) VICTIM SERVICES ORGANIZATION.—The 

8 term ‘‘victim services organization’’ means a non9 profit, nongovernmental organization that provides 

10 assistance to victims of domestic violence, sexual as11 sault, or stalking or advocates for such victims, in12 cluding a rape crisis center, an organization carrying 

13 out a domestic violence, sexual assault, or stalking 

14 prevention or treatment program, an organization 

15 operating a shelter or providing counseling services, 

16 or a legal services organization or other organization 

17 providing assistance through the legal process. 

18 SEC. 5. PROVISION OF PAID SICK TIME. 

19 (a) ACCRUAL OF PAID SICK TIME.— 

20 (1) IN GENERAL.—An employer shall permit 

21 each employee employed by the employer to earn not 

22 less than 1 hour of paid sick time for every 30 hours 

23 worked, to be used as described in subsection (b). 

24 An employer shall not be required to permit an em25 ployee to earn, under this section, more than 56 


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1 hours of paid sick time in a calendar year, unless 

2 the employer chooses to set a higher limit. 

3 (2) EXEMPT EMPLOYEES.— 

4 (A) IN GENERAL.—Except as provided in 

5 paragraph (3), for purposes of this section, an 

6 employee who is exempt from overtime require7 ments under section 13(a)(1) of the Fair Labor 

8 Standards Act of 1938 (29 U.S.C. 213(a)(1)) 

9 shall be assumed to work 40 hours in each 

10 workweek. 

11 (B) SHORTER NORMAL WORKWEEK.—If 

12 the normal workweek of such an employee is 

13 less than 40 hours, the employee shall earn 

14 paid sick time based upon that normal work 

15 week. 

16 (3) DATES OF ACCRUAL AND USE.—Employees 

17 shall begin to earn paid sick time under this section 

18 at the commencement of their employment. An em19 ployee shall be entitled to use the earned paid sick 

20 time beginning on the 60th calendar day following 

21 commencement of the employee’s employment. After 

22 that 60th calendar day, the employee may use the 

23 paid sick time as the time is earned. An employer 

24 may, at the discretion of the employer, loan paid 


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1 sick time to an employee in advance of the earning 

2 of such time under this section by such employee. 

3 (4) CARRYOVER.— 

4 (A) IN GENERAL.—Except as provided in 

5 subparagraph (B), paid sick time earned under 

6 this section shall carry over from 1 calendar 

7 year to the next. 

8 (B) CONSTRUCTION.—This Act shall not 

9 be construed to require an employer to permit 

10 an employee to accrue more than 56 hours of 

11 earned paid sick time at a given time. 

12 (5) EMPLOYERS WITH EXISTING POLICIES.— 

13 Any employer with a paid leave policy who makes 

14 available an amount of paid leave that is sufficient 

15 to meet the requirements of this section and that 

16 may be used for the same purposes and under the 

17 same conditions as the purposes and conditions out18 lined in subsection (b) shall not be required to per19 mit an employee to earn additional paid sick time 

20 under this section. 

21 (6) CONSTRUCTION.—Nothing in this section 

22 shall be construed as requiring financial or other re23 imbursement to an employee from an employer upon 

24 the employee’s termination, resignation, retirement, 


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1 or other separation from employment for earned 

2 paid sick time that has not been used. 

3 (7) REINSTATEMENT.—If an employee is sepa4 rated from employment with an employer and is re5 hired, within 12 months after that separation, by the 

6 same employer, the employer shall reinstate the em7 ployee’s previously earned paid sick time. The em8 ployee shall be entitled to use the earned paid sick 

9 time and earn additional paid sick time at the re10 commencement of employment with the employer. 

11 (8) PROHIBITION.—An employer may not re12 quire, as a condition of providing paid sick time 

13 under this Act, that the employee involved search for 

14 or find a replacement worker to cover the hours dur15 ing which the employee is using paid sick time. 

16 (b) USES.—Paid sick time earned under this section 

17 may be used by an employee for any of the following: 

18 (1) An absence resulting from a physical or 

19 mental illness, injury, or medical condition of the 

20 employee. 

21 (2) An absence resulting from obtaining profes22 sional medical diagnosis or care, or preventive med23 ical care, for the employee. 

24 (3) An absence for the purpose of caring for a 

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1 lated by blood or affinity whose close association 

2 with the employee is the equivalent of a family rela3 tionship, who— 

4 (A) has any of the conditions or needs for 

5 diagnosis or care described in paragraph (1) or 

6 (2); and 

7 (B) in the case of someone who is not a 

8 child, is otherwise in need of care. 

9 (4) An absence resulting from domestic vio10 lence, sexual assault, or stalking, if the time is to— 

11 (A) seek medical attention for the em12 ployee or the employee’s child, parent, or 

13 spouse, or an individual related to the employee 

14 as described in paragraph (3), to recover from 

15 physical or psychological injury or disability 

16 caused by domestic violence, sexual assault, or 

17 stalking; 

18 (B) obtain or assist a related person de19 scribed in paragraph (3) in obtaining services 

20 from a victim services organization; 

21 (C) obtain or assist a related person de22 scribed in paragraph (3) in obtaining psycho23 logical or other counseling; 

24 (D) seek relocation; or 


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1 (E) take legal action, including preparing 

2 for or participating in any civil or criminal legal 

3 proceeding related to or resulting from domestic 

4 violence, sexual assault, or stalking. 

5 (c) SCHEDULING.—An employee shall make a reason6 able effort to schedule a period of paid sick time under 

7 this Act in a manner that does not unduly disrupt the 

8 operations of the employer. 

9 (d) PROCEDURES.— 

10 (1) IN GENERAL.—Paid sick time shall be pro11 vided upon the oral or written request of an em12 ployee. Such request shall— 

13 (A) include the expected duration of the 

14 period of such time; 

15 (B) in a case in which the need for such 

16 period of time is foreseeable at least 7 days in 

17 advance of such period, be provided at least 7 

18 days in advance of such period; and 

19 (C) otherwise, be provided as soon as prac20 ticable after the employee is aware of the need 

21 for such period. 

22 (2) CERTIFICATION IN GENERAL.— 

23 (A) PROVISION.— 

24 (i) IN GENERAL.—Subject to subpara25 graph (C), an employer may require that a 


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1 request for paid sick time under this sec2 tion for a purpose described in paragraph 

3 (1), (2), or (3) of subsection (b) be sup4 ported by a certification issued by the 

5 health care provider of the eligible em6 ployee or of an individual described in sub7 section (b)(3), as appropriate, if the period 

8 of such time covers more than 3 consecu9 tive workdays. 

10 (ii) TIMELINESS.—The employee shall 

11 provide a copy of such certification to the 

12 employer in a timely manner, not later 

13 than 30 days after the first day of the pe14 riod of time. The employer shall not delay 

15 the commencement of the period of time on 

16 the basis that the employer has not yet re17 ceived the certification. 

18 (B) SUFFICIENT CERTIFICATION.— 

19 (i) IN GENERAL.—A certification pro20 vided under subparagraph (A) shall be suf21 ficient if it states— 

22 (I) the date on which the period 

23 of time will be needed; 

24 (II) the probable duration of the 

25 period of time; 


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1 (III) the appropriate medical 

2 facts within the knowledge of the 

3 health care provider regarding the 

4 condition involved, subject to clause 

5 (ii); and 

6 (IV)(aa) for purposes of paid sick 

7 time under subsection (b)(1), a state8 ment that absence from work is medi9 cally necessary; 

10 (bb) for purposes of such time 

11 under subsection (b)(2), the dates on 

12 which testing for a medical diagnosis 

13 or care is expected to be given and the 

14 duration of such testing or care; and 

15 (cc) for purposes of such time 

16 under subsection (b)(3), in the case of 

17 time to care for someone who is not a 

18 child, a statement that care is needed 

19 for an individual described in such 

20 subsection, and an estimate of the 

21 amount of time that such care is 

22 needed for such individual. 

23 (ii) LIMITATION.—In issuing a certifi24 cation under subparagraph (A), a health 

25 care provider shall make reasonable efforts 


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1 to limit the medical facts described in 

2 clause (i)(III) that are disclosed in the cer3 tification to the minimum necessary to es4 tablish a need for the employee to utilize 

5 paid sick time. 

6 (C) REGULATIONS.—Regulations pre7 scribed under section 13 shall specify the man8 ner in which an employee who does not have 

9 health insurance shall provide a certification for 

10 purposes of this paragraph. 

11 (D) CONFIDENTIALITY AND NONDISCLO12 SURE.— 

13 (i) PROTECTED HEALTH INFORMA14 TION.—Nothing in this Act shall be con15 strued to require a health care provider to 

16 disclose information in violation of section 

17 1177 of the Social Security Act (42 U.S.C. 

18 1320d–6) or the regulations promulgated 

19 pursuant to section 264(c) of the Health 

20 Insurance Portability and Accountability 

21 Act of 1996 (42 U.S.C. 1320d–2 note). 

22 (ii) HEALTH INFORMATION

23 RECORDS.—If an employer possesses 

24 health information about an employee or 

25 an employee’s child, parent, spouse or 


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1 other individual described in subsection 

2 (b)(3), such information shall— 

3 (I) be maintained on a separate 

4 form and in a separate file from other 

5 personnel information; 

6 (II) be treated as a confidential 

7 medical record; and 

8 (III) not be disclosed except to 

9 the affected employee or with the per10 mission of the affected employee. 

11 (3) CERTIFICATION IN THE CASE OF DOMESTIC

12 VIOLENCE, SEXUAL ASSAULT, OR STALKING.— 

13 (A) IN GENERAL.—An employer may re14 quire that a request for paid sick time under 

15 this section for a purpose described in sub16 section (b)(4) be supported by 1 of the fol17 lowing forms of documentation: 

18 (i) A police report indicating that the 

19 employee, or a member of the employee’s 

20 family described in subsection (b)(4), was 

21 a victim of domestic violence, sexual as22 sault, or stalking. 

23 (ii) A court order protecting or sepa24 rating the employee or a member of the 

25 employee’s family described in subsection 


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1 (b)(4) from the perpetrator of an act of 

2 domestic violence, sexual assault, or stalk3 ing, or other evidence from the court or 

4 prosecuting attorney that the employee or 

5 a member of the employee’s family de6 scribed in subsection (b)(4) has appeared 

7 in court or is scheduled to appear in court 

8 in a proceeding related to domestic vio9 lence, sexual assault, or stalking. 

10 (iii) Other documentation signed by 

11 an employee or volunteer working for a vic12 tim services organization, an attorney, a 

13 police officer, a medical professional, a so14 cial worker, an antiviolence counselor, or a 

15 member of the clergy, affirming that the 

16 employee or a member of the employee’s 

17 family described in subsection (b)(4) is a 

18 victim of domestic violence, sexual assault, 

19 or stalking. 

20 (B) REQUIREMENTS.—The requirements 

21 of paragraph (2) shall apply to certifications 

22 under this paragraph, except that— 

23 (i) subclauses (III) and (IV) of sub24 paragraph (B)(i) and subparagraph (B)(ii) 

25 of such paragraph shall not apply; 


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1 (ii) the certification shall state the 

2 reason that the leave is required with the 

3 facts to be disclosed limited to the min4 imum necessary to establish a need for the 

5 employee to be absent from work, and the 

6 employee shall not be required to explain 

7 the details of the domestic violence, sexual 

8 assault, or stalking involved; and 

9 (iii) with respect to confidentiality 

10 under subparagraph (D) of such para11 graph, any information provided to the em12 ployer under this paragraph shall be con13 fidential, except to the extent that any dis14 closure of such information is— 

15 (I) requested or consented to in 

16 writing by the employee; or 

17 (II) otherwise required by appli18 cable Federal or State law. 

19 SEC. 6. POSTING REQUIREMENT. 

20 (a) IN GENERAL.—Each employer shall post and 

21 keep posted a notice, to be prepared or approved in ac22 cordance with procedures specified in regulations pre23 scribed under section 13, setting forth excerpts from, or 

24 summaries of, the pertinent provisions of this Act includ25 ing— 


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1 (1) information describing paid sick time avail2 able to employees under this Act; 

3 (2) information pertaining to the filing of an 

4 action under this Act; 

5 (3) the details of the notice requirement for a 

6 foreseeable period of time under section 5(d)(1)(B); 

7 and 

8 (4) information that describes— 

9 (A) the protections that an employee has 

10 in exercising rights under this Act; and 

11 (B) how the employee can contact the Sec12 retary (or other appropriate authority as de13 scribed in section 8) if any of the rights are vio14 lated. 

15 (b) LOCATION.—The notice described under sub16 section (a) shall be posted— 

17 (1) in conspicuous places on the premises of the 

18 employer, where notices to employees (including ap19 plicants) are customarily posted; or 

20 (2) in employee handbooks. 

21 (c) VIOLATION; PENALTY.—Any employer who will22 fully violates the posting requirements of this section shall 

23 be subject to a civil fine in an amount not to exceed $100 

24 for each separate offense. 


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1 SEC. 7. PROHIBITED ACTS. 

2 (a) INTERFERENCE WITH RIGHTS.— 

3 (1) EXERCISE OF RIGHTS.—It shall be unlawful 

4 for any employer to interfere with, restrain, or deny 

5 the exercise of, or the attempt to exercise, any right 

6 provided under this Act, including— 

7 (A) discharging or discriminating against 

8 (including retaliating against) any individual, 

9 including a job applicant, for exercising, or at10 tempting to exercise, any right provided under 

11 this Act; 

12 (B) using the taking of paid sick time 

13 under this Act as a negative factor in an em14 ployment action, such as hiring, promotion, or 

15 a disciplinary action; or 

16 (C) counting the paid sick time under a 

17 no-fault attendance policy or any other absence 

18 control policy. 

19 (2) DISCRIMINATION.—It shall be unlawful for 

20 any employer to discharge or in any other manner 

21 discriminate against (including retaliating against) 

22 any individual, including a job applicant, for oppos23 ing any practice made unlawful by this Act. 

24 (b) INTERFERENCE WITH PROCEEDINGS OR INQUIR25 IES.—It shall be unlawful for any person to discharge or 

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1 ating against) any individual, including a job applicant, 

2 because such individual— 

3 (1) has filed an action, or has instituted or 

4 caused to be instituted any proceeding, under or re5 lated to this Act; 

6 (2) has given, or is about to give, any informa7 tion in connection with any inquiry or proceeding re8 lating to any right provided under this Act; or 

9 (3) has testified, or is about to testify, in any 

10 inquiry or proceeding relating to any right provided 

11 under this Act. 

12 (c) CONSTRUCTION.—Nothing in this section shall be 

13 construed to state or imply that the scope of the activities 

14 prohibited by section 105 of the Family and Medical Leave 

15 Act of 1993 (29 U.S.C. 2615) is less than the scope of 

16 the activities prohibited by this section. 

17 SEC. 8. ENFORCEMENT AUTHORITY. 

18 (a) IN GENERAL.— 

19 (1) DEFINITION.—In this subsection: 

20 (A) the term ‘‘employee’’ means an em21 ployee described in subparagraph (A) or (B) of 

22 section 4(3); and 

23 (B) the term ‘‘employer’’ means an em24 ployer described in subclause (I) or (II) of sec25 tion 4(4)(A)(i). 


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1 (2) INVESTIGATIVE AUTHORITY.— 

2 (A) IN GENERAL.—To ensure compliance 

3 with the provisions of this Act, or any regula4 tion or order issued under this Act, the Sec5 retary shall have, subject to subparagraph (C), 

6 the investigative authority provided under sec7 tion 11(a) of the Fair Labor Standards Act of 

8 1938 (29 U.S.C. 211(a)), with respect to em9 ployers, employees, and other individuals af10 fected. 

11 (B) OBLIGATION TO KEEP AND PRESERVE

12 RECORDS.—An employer shall make, keep, and 

13 preserve records pertaining to compliance with 

14 this Act in accordance with section 11(c) of the 

15 Fair Labor Standards Act of 1938 (29 U.S.C. 

16 211(c)) and in accordance with regulations pre17 scribed by the Secretary. 

18 (C) REQUIRED SUBMISSIONS GENERALLY

19 LIMITED TO AN ANNUAL BASIS.—The Secretary 

20 shall not require, under the authority of this 

21 paragraph, an employer to submit to the Sec22 retary any books or records more than once 

23 during any 12-month period, unless the Sec24 retary has reasonable cause to believe there 

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1 tion or order issued pursuant to this Act, or is 

2 investigating a charge pursuant to paragraph 

3 (4). 

4 (D) SUBPOENA AUTHORITY.—For the pur5 poses of any investigation provided for in this 

6 paragraph, the Secretary shall have the sub7 poena authority provided for under section 9 of 

8 the Fair Labor Standards Act of 1938 (29 

9 U.S.C. 209). 

10 (3) CIVIL ACTION BY EMPLOYEES OR INDIVID11 UALS.— 

12 (A) RIGHT OF ACTION.—An action to re13 cover the damages or equitable relief prescribed 

14 in subparagraph (B) may be maintained 

15 against any employer in any Federal or State 

16 court of competent jurisdiction by one or more 

17 employees or individuals or their representative 

18 for and on behalf of— 

19 (i) the employees or individuals; or 

20 (ii) the employees or individuals and 

21 others similarly situated. 

22 (B) LIABILITY.—Any employer who vio23 lates section 7 (including a violation relating to 

24 rights provided under section 5) shall be liable 

25 to any employee or individual affected— 


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1 (i) for damages equal to— 

2 (I) the amount of— 

3 (aa) any wages, salary, em4 ployment benefits, or other com5 pensation denied or lost by rea6 son of the violation; or 

7 (bb) in a case in which 

8 wages, salary, employment bene9 fits, or other compensation have 

10 not been denied or lost, any ac11 tual monetary losses sustained as 

12 a direct result of the violation up 

13 to a sum equal to 56 hours of 

14 wages or salary for the employee 

15 or individual; 

16 (II) the interest on the amount 

17 described in subclause (I) calculated 

18 at the prevailing rate; and 

19 (III) an additional amount as liq20 uidated damages; and 

21 (ii) for such equitable relief as may be 

22 appropriate, including employment, rein23 statement, and promotion. 

24 (C) FEES AND COSTS.—The court in an 

25 action under this paragraph shall, in addition to 


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1 any judgment awarded to the plaintiff, allow a 

2 reasonable attorney’s fee, reasonable expert wit3 ness fees, and other costs of the action to be 

4 paid by the defendant. 

5 (4) ACTION BY THE SECRETARY.— 

6 (A) ADMINISTRATIVE ACTION.—The Sec7 retary shall receive, investigate, and attempt to 

8 resolve complaints of violations of section 7 (in9 cluding a violation relating to rights provided 

10 under section 5) in the same manner that the 

11 Secretary receives, investigates, and attempts to 

12 resolve complaints of violations of sections 6 

13 and 7 of the Fair Labor Standards Act of 1938 

14 (29 U.S.C. 206 and 207). 

15 (B) CIVIL ACTION.—The Secretary may 

16 bring an action in any court of competent juris17 diction to recover the damages described in 

18 paragraph (3)(B)(i). 

19 (C) SUMS RECOVERED.—Any sums recov20 ered by the Secretary pursuant to subparagraph 

21 (B) shall be held in a special deposit account 

22 and shall be paid, on order of the Secretary, di23 rectly to each employee or individual affected. 

24 Any such sums not paid to an employee or indi25 vidual affected because of inability to do so 


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1 within a period of 3 years shall be deposited 

2 into the Treasury of the United States as mis3 cellaneous receipts. 

4 (5) LIMITATION.— 

5 (A) IN GENERAL.—Except as provided in 

6 subparagraph (B), an action may be brought 

7 under paragraph (3), (4), or (6) not later than 

8 2 years after the date of the last event consti9 tuting the alleged violation for which the action 

10 is brought. 

11 (B) WILLFUL VIOLATION.—In the case of 

12 an action brought for a willful violation of sec13 tion 7 (including a willful violation relating to 

14 rights provided under section 5), such action 

15 may be brought within 3 years of the date of 

16 the last event constituting the alleged violation 

17 for which such action is brought. 

18 (C) COMMENCEMENT.—In determining 

19 when an action is commenced under paragraph 

20 (3), (4), or (6) for the purposes of this para21 graph, it shall be considered to be commenced 

22 on the date when the complaint is filed. 

23 (6) ACTION FOR INJUNCTION BY SECRETARY.— 

24 The district courts of the United States shall have 


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1 jurisdiction, for cause shown, in an action brought 

2 by the Secretary— 

3 (A) to restrain violations of section 7 (in4 cluding a violation relating to rights provided 

5 under section 5), including the restraint of any 

6 withholding of payment of wages, salary, em7 ployment benefits, or other compensation, plus 

8 interest, found by the court to be due to em9 ployees or individuals eligible under this Act; or 

10 (B) to award such other equitable relief as 

11 may be appropriate, including employment, re12 instatement, and promotion. 

13 (7) SOLICITOR OF LABOR.—The Solicitor of 

14 Labor may appear for and represent the Secretary 

15 on any litigation brought under paragraph (4) or 

16 (6). 

17 (8) GOVERNMENT ACCOUNTABILITY OFFICE

18 AND LIBRARY OF CONGRESS.—Notwithstanding any 

19 other provision of this subsection, in the case of the 

20 Government Accountability Office and the Library of 

21 Congress, the authority of the Secretary of Labor 

22 under this subsection shall be exercised respectively 

23 by the Comptroller General of the United States and 

24 the Librarian of Congress. 


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1 (b) EMPLOYEES COVERED BY CONGRESSIONAL AC2 COUNTABILITY ACT OF 1995.—The powers, remedies, and 

3 procedures provided in the Congressional Accountability 

4 Act of 1995 (2 U.S.C. 1301 et seq.) to the Board (as de5 fined in section 101 of that Act (2 U.S.C. 1301)), or any 

6 person, alleging a violation of section 202(a)(1) of that 

7 Act (2 U.S.C. 1312(a)(1)) shall be the powers, remedies, 

8 and procedures this Act provides to that Board, or any 

9 person, alleging an unlawful employment practice in viola10 tion of this Act against an employee described in section 

11 4(3)(C). 

12 (c) EMPLOYEES COVERED BY CHAPTER 5 OF TITLE

13 3, UNITED STATES CODE.—The powers, remedies, and 

14 procedures provided in chapter 5 of title 3, United States 

15 Code, to the President, the Merit Systems Protection 

16 Board, or any person, alleging a violation of section 

17 412(a)(1) of that title, shall be the powers, remedies, and 

18 procedures this Act provides to the President, that Board, 

19 or any person, respectively, alleging an unlawful employ20 ment practice in violation of this Act against an employee 

21 described in section 4(3)(D). 

22 (d) EMPLOYEES COVERED BY CHAPTER 63 OF TITLE

23 5, UNITED STATES CODE.—The powers, remedies, and 

24 procedures provided in title 5, United States Code, to an 

25 employing agency, provided in chapter 12 of that title to 


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1 the Merit Systems Protection Board, or provided in that 

2 title to any person, alleging a violation of chapter 63 of 

3 that title, shall be the powers, remedies, and procedures 

4 this Act provides to that agency, that Board, or any per5 son, respectively, alleging an unlawful employment prac6 tice in violation of this Act against an employee described 

7 in section 4(3)(E). 

8 (e) REMEDIES FOR STATE EMPLOYEES.— 

9 (1) WAIVER OF SOVEREIGN IMMUNITY.—A 

10 State’s receipt or use of Federal financial assistance 

11 for any program or activity of a State shall con12 stitute a waiver of sovereign immunity, under the 

13 11th Amendment to the Constitution or otherwise, 

14 to a suit brought by an employee of that program 

15 or activity under this Act for equitable, legal, or 

16 other relief authorized under this Act. 

17 (2) OFFICIAL CAPACITY.—An official of a State 

18 may be sued in the official capacity of the official by 

19 any employee who has complied with the procedures 

20 under subsection (a)(3), for injunctive relief that is 

21 authorized under this Act. In such a suit the court 

22 may award to the prevailing party those costs au23 thorized by section 722 of the Revised Statutes (42 

24 U.S.C. 1988). 


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1 (3) APPLICABILITY.—With respect to a par2 ticular program or activity, paragraph (1) applies to 

3 conduct occurring on or after the day, after the date 

4 of enactment of this Act, on which a State first re5 ceives or uses Federal financial assistance for that 

6 program or activity. 

7 (4) DEFINITION OF PROGRAM OR ACTIVITY.—In 

8 this subsection, the term ‘‘program or activity’’ has 

9 the meaning given the term in section 606 of the 

10 Civil Rights Act of 1964 (42 U.S.C. 2000d–4a). 

11 SEC. 9. COLLECTION OF DATA ON PAID SICK TIME AND 

12 FURTHER STUDY. 

13 (a) COMPILATION OF INFORMATION.—Effective 90 

14 days after the date of enactment of this Act, the Commis15 sioner of Labor Statistics shall annually compile informa16 tion on the following: 

17 (1) The number of employees who used paid 

18 sick time. 

19 (2) The number of hours of paid sick time 

20 used. 

21 (3) The number of employees who used paid 

22 sick time for absences necessary due to domestic vio23 lence, sexual assault, or stalking. 


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1 (4) The demographic characteristics of employ2 ees who were eligible for and who used paid sick 

3 time. 

4 (b) GAO STUDY.— 

5 (1) IN GENERAL.—The Comptroller General of 

6 the United States shall annually conduct a study to 

7 determine the following: 

8 (A)(i) The number of days employees used 

9 paid sick time and the reasons for the use. 

10 (ii) The number of employees who used the 

11 paid sick time for periods of time covering more 

12 than 3 consecutive workdays. 

13 (B) The cost and benefits to employers of 

14 implementing the paid sick time policies. 

15 (C) The cost to employees of providing cer16 tification to obtain the paid sick time. 

17 (D) The benefits of the paid sick time to 

18 employees and their family members, including 

19 effects on employees’ ability to care for their 

20 family members or to provide for their own 

21 health needs. 

22 (E) Whether the paid sick time affected 

23 employees’ ability to sustain an adequate in24 come while meeting needs of the employees and 

25 their family members. 


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1 (F) Whether employers who administered 

2 paid sick time policies prior to the date of en3 actment of this Act were affected by the provi4 sions of this Act. 

5 (G) Whether other types of leave were af6 fected by this Act. 

7 (H) Whether paid sick time affected reten8 tion and turnover and costs of presenteeism. 

9 (I) Whether the paid sick time increased 

10 the use of less costly preventive medical care 

11 and lowered the use of emergency room care. 

12 (J) Whether the paid sick time reduced the 

13 number of children sent to school when the chil14 dren were sick. 

15 (2) AGGREGATING DATA.—The data collected 

16 under subparagraphs (A) and (D) of paragraph (1) 

17 shall be aggregated by gender, race, disability, earn18 ings level, age, marital status, family type, including 

19 parental status, and industry. 

20 (3) REPORTS.— 

21 (A) IN GENERAL.—Not later than 18 

22 months after the date of enactment of this Act, 

23 the Comptroller General of the United States 

24 shall prepare and submit a report to the appro25 priate committees of Congress concerning the 


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1 results of the study conducted pursuant to 

2 paragraph (1) and the data aggregated under 

3 paragraph (2). 

4 (B) FOLLOWUP REPORT.—Not later than 

5 5 years after the date of enactment of this Act, 

6 the Comptroller General of the United States 

7 shall prepare and submit a followup report to 

8 the appropriate committees of Congress con9 cerning the results of the study conducted pur10 suant to paragraph (1) and the data aggregated 

11 under paragraph (2). 

12 SEC. 10. EFFECT ON OTHER LAWS. 

13 (a) FEDERAL AND STATE ANTIDISCRIMINATION

14 LAWS.—Nothing in this Act shall be construed to modify 

15 or affect any Federal or State law prohibiting discrimina16 tion on the basis of race, religion, color, national origin, 

17 sex, age, or disability. 

18 (b) STATE AND LOCAL LAWS.—Nothing in this Act 

19 shall be construed to supersede (including preempting) 

20 any provision of any State or local law that provides great21 er paid sick time or leave rights (including greater paid 

22 sick time or leave, or greater coverage of those eligible for 

23 paid sick time or leave) than the rights established under 

24 this Act. 


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1 SEC. 11. EFFECT ON EXISTING EMPLOYMENT BENEFITS. 

2 (a) MORE PROTECTIVE.—Nothing in this Act shall 

3 be construed to diminish the obligation of an employer to 

4 comply with any contract, collective bargaining agreement, 

5 or any employment benefit program or plan that provides 

6 greater paid sick leave or other leave rights to employees 

7 or individuals than the rights established under this Act. 

8 (b) LESS PROTECTIVE.—The rights established for 

9 employees under this Act shall not be diminished by any 

10 contract, collective bargaining agreement, or any employ11 ment benefit program or plan. 

12 SEC. 12. ENCOURAGEMENT OF MORE GENEROUS LEAVE 

13 POLICIES. 

14 Nothing in this Act shall be construed to discourage 

15 employers from adopting or retaining leave policies more 

16 generous than policies that comply with the requirements 

17 of this Act. 

18 SEC. 13. REGULATIONS. 

19 (a) IN GENERAL.— 

20 (1) AUTHORITY.—Except as provided in para21 graph (2), not later than 180 days after the date of 

22 enactment of this Act, the Secretary shall prescribe 

23 such regulations as are necessary to carry out this 

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1 uals affected by employers described in subclause (I) 

2 or (II) of section 4(4)(A)(i). 

3 (2) GOVERNMENT ACCOUNTABILITY OFFICE; LI4 BRARY OF CONGRESS.—The Comptroller General of 

5 the United States and the Librarian of Congress 

6 shall prescribe the regulations with respect to em7 ployees of the Government Accountability Office and 

8 the Library of Congress, respectively and other indi9 viduals affected by the Comptroller General of the 

10 United States and the Librarian of Congress, re11 spectively. 

12 (b) EMPLOYEES COVERED BY CONGRESSIONAL AC13 COUNTABILITY ACT OF 1995.— 

14 (1) AUTHORITY.—Not later than 120 days 

15 after the date of enactment of this Act, the Board 

16 of Directors of the Office of Compliance shall pre17 scribe (in accordance with section 304 of the Con18 gressional Accountability Act of 1995 (2 U.S.C. 

19 1384)) such regulations as are necessary to carry 

20 out this Act with respect to employees described in 

21 section 4(3)(C) and other individuals affected by em22 ployers described in section 4(4)(A)(i)(III). 

23 (2) AGENCY REGULATIONS.—The regulations 

24 prescribed under paragraph (1) shall be the same as 

25 substantive regulations promulgated by the SecVerDate Mar 15 2010 23:10 May 25, 2011 Jkt 099200 PO 00000 Frm 00044 Fmt 6652 Sfmt 6201 E:\BILLS\H1876.IH H1876

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1 retary to carry out this Act except insofar as the 

2 Board may determine, for good cause shown and 

3 stated together with the regulations prescribed 

4 under paragraph (1), that a modification of such 

5 regulations would be more effective for the imple6 mentation of the rights and protections involved 

7 under this section. 

8 (c) EMPLOYEES COVERED BY CHAPTER 5 OF TITLE

9 3, UNITED STATES CODE.— 

10 (1) AUTHORITY.—Not later than 120 days 

11 after the date of enactment of this Act, the Presi12 dent (or the designee of the President) shall pre13 scribe such regulations as are necessary to carry out 

14 this Act with respect to employees described in sec15 tion 4(3)(D) and other individuals affected by em16 ployers described in section 4(4)(A)(i)(IV). 

17 (2) AGENCY REGULATIONS.—The regulations 

18 prescribed under paragraph (1) shall be the same as 

19 substantive regulations promulgated by the Sec20 retary to carry out this Act except insofar as the 

21 President (or designee) may determine, for good 

22 cause shown and stated together with the regula23 tions prescribed under paragraph (1), that a modi24 fication of such regulations would be more effective 


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1 for the implementation of the rights and protections 

2 involved under this section. 

3 (d) EMPLOYEES COVERED BY CHAPTER 63 OF TITLE

4 5, UNITED STATES CODE.— 

5 (1) AUTHORITY.—Not later than 120 days 

6 after the date of enactment of this Act, the Director 

7 of the Office of Personnel Management shall pre8 scribe such regulations as are necessary to carry out 

9 this Act with respect to employees described in sec10 tion 4(3)(E) and other individuals affected by em11 ployers described in section 4(4)(A)(i)(V). 

12 (2) AGENCY REGULATIONS.—The regulations 

13 prescribed under paragraph (1) shall be the same as 

14 substantive regulations promulgated by the Sec15 retary to carry out this Act except insofar as the Di16 rector may determine, for good cause shown and 

17 stated together with the regulations prescribed 

18 under paragraph (1), that a modification of such 

19 regulations would be more effective for the imple20 mentation of the rights and protections involved 

21 under this section. 

22 SEC. 14. EFFECTIVE DATES. 

23 (a) EFFECTIVE DATE.—This Act shall take effect 6 

24 months after the date of issuance of regulations under sec25 tion 13(a)(1). 


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1 (b) COLLECTIVE BARGAINING AGREEMENTS.—In the 

2 case of a collective bargaining agreement in effect on the 

3 effective date prescribed by subsection (a), this Act shall 

4 take effect on the earlier of— 

5 (1) the date of the termination of such agree6 ment; or 

7 (2) the date that occurs 18 months after the 

8 date of issuance of regulations under section 

9 13(a)(1). 

Æ 


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