I 

118TH CONGRESS 

1ST SESSION H. R. 5578 

To extend protections to part-time workers in the areas of family and medical 

leave and to ensure equitable treatment in the workplace. 

IN THE HOUSE OF REPRESENTATIVES 

SEPTEMBER 19, 2023 

Ms. SCHAKOWSKY (for herself, Ms. DELAURO, Mr. DOGGETT, Mr. BOWMAN, 

Ms. PORTER, Mr. MCGOVERN, Ms. NORTON, Ms. PRESSLEY, Ms. LEE of 

California, Mr. DAVIS of Illinois, Mr. GARCI ́A of Illinois, and Ms. CHU) 

introduced the following bill; which was referred to the Committee on 

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

House Administration, Oversight and Accountability, and the Judiciary, 

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 

A BILL 

To extend protections to part-time workers in the areas 

of family and medical leave and to ensure equitable treatment in the workplace. 

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 ‘‘Part-Time Worker Bill 

5 of Rights Act’’. 


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1 SEC. 2. TABLE OF CONTENTS. 

2 The table of contents is as follows: 

Sec. 1. Short title. 

Sec. 2. Table of contents. 

TITLE I—EXPANDING ACCESS TO BENEFITS FOR PART-TIME 

WORKERS 

Sec. 101. Elimination of hours of service requirement for FMLA leave. 

TITLE II—ENSURING FAIR TREATMENT FOR PART-TIME AND 

TEMPORARY WORKERS 

Sec. 201. Definitions. 

Sec. 202. Elimination of discrimination on the basis of hours worked. 

Sec. 203. Offer of work to existing employees. 

Sec. 204. Prohibited acts. 

Sec. 205. Remedies and enforcement. 

Sec. 206. Regulations. 

3 TITLE I—EXPANDING ACCESS TO 

4 BENEFITS FOR PART-TIME 

5 WORKERS 

6 SEC. 101. ELIMINATION OF HOURS OF SERVICE REQUIRE7 MENT FOR FMLA LEAVE. 

8 (a) AMENDMENT.—Section 101(2)(A) of the Family 

9 and Medical Leave Act of 1993 (29 U.S.C. 2611(2)(A)) 

10 is amended to read as follows: 

11 ‘‘(A) IN GENERAL.—The term ‘eligible em12 ployee’ means an employee who has been em13 ployed for at least 90 days by the employer with 

14 respect to whom leave is requested under sec15 tion 102.’’. 

16 (b) AMENDMENTS TO RELATED STATUTES.— 

17 (1) CONGRESSIONAL ACCOUNTABILITY ACT OF

18 1995.—Section 202(a)(2)(B) of the Congressional 


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1 Accountability Act of 1995 (2 U.S.C. 

2 1312(a)(2)(B)) is amended by striking ‘‘12 months 

3 and for at least 1,250 hours of employment during 

4 the previous 12 months’’ and inserting ‘‘at least 90 

5 days’’. 

6 (2) TITLE 3, UNITED STATES CODE.—Section 

7 412(a)(2)(B) of title 3, United States Code, is 

8 amended by striking ‘‘12 months and for at least 

9 1,250 hours of employment during the previous 12 

10 months’’ and inserting ‘‘at least 90 days’’. 

11 (3) TITLE 5, UNITED STATES CODE.—Chapter 

12 63 of title 5, United States Code, is amended— 

13 (A) in section 6381(1)(B), by striking ‘‘at 

14 least 12 months of service’’ and inserting ‘‘at 

15 least 90 days of service’’; and 

16 (B) in section 6382(d)(2)(E), by striking 

17 ‘‘at least 12 months of service’’ and inserting 

18 ‘‘at least 90 days of service’’. 

19 (c) CONFORMING AMENDMENTS.— 

20 (1) Section 101(2) of the Family and Medical 

21 Leave Act of 1993 (29 U.S.C. 2611(2)) is amend22 ed— 

23 (A) by striking subparagraphs (C) and 

24 (D); and 


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1 (B) by redesignating subparagraph (E) as 

2 subparagraph (C). 

3 (2) Section 102(a) of such Act (29 U.S.C. 

4 2612(a)) is amended by striking paragraph (5). 

5 (d) EFFECTIVE DATE.—The amendments made by 

6 subsections (a), (b), and (c) shall take effect beginning 

7 on the date that is 1 year after the date of enactment 

8 of this Act. 

9 TITLE II—ENSURING FAIR 

10 TREATMENT FOR PART-TIME 

11 AND TEMPORARY WORKERS 

12 SEC. 201. DEFINITIONS. 

13 In this title: 

14 (1) EMPLOY.—The term ‘‘employ’’ has the 

15 meaning given the term in section 3(g) of the Fair 

16 Labor Standards Act of 1938 (29 U.S.C. 203(g)). 

17 (2) EMPLOYEE.—The term ‘‘employee’’ means 

18 an individual who is— 

19 (A) an employee, as defined in section 3(e) 

20 of the Fair Labor Standards Act of 1938 (29 

21 U.S.C. 203(e)), who is not covered under any of 

22 subparagraphs (B) through (F), except that a 

23 reference in such section to an employer shall 

24 be considered to be a reference to a person in 

25 commerce described in paragraph (3)(A); 


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1 (B) a State employee described in section 

2 304(a) of the Government Employee Rights Act 

3 of 1991 (42 U.S.C. 2000e–16c(a)); 

4 (C) a covered employee, as defined in sec5 tion 101 of the Congressional Accountability 

6 Act of 1995 (2 U.S.C. 1301), except that such 

7 term shall not include an applicant for employ8 ment; 

9 (D) a covered employee, as defined in sec10 tion 411(c) of title 3, United States Code; 

11 (E) a Federal officer or employee covered 

12 under subchapter V of chapter 63 of title 5, 

13 United States Code; or 

14 (F) an employee of the Government Ac15 countability Office. 

16 (3) EMPLOYER.—The term ‘‘employer’’— 

17 (A)(i) means any person in commerce 

18 that— 

19 (I) employs more than 15 employees 

20 described in paragraph (2)(A), which shall 

21 be calculated by including all employees de22 scribed in paragraph (2)(A) performing 

23 work for compensation on a full-time, part24 time, or temporary basis, except that if the 

25 number of such employees who perform 


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1 work for such a person for compensation 

2 fluctuates, the number may be determined 

3 for a calendar year based upon the average 

4 number of such employees who performed 

5 work for the person for compensation dur6 ing the preceding calendar year; or 

7 (II) is part of an integrated enter8 prise, chain of businesses, group of fran9 chises associated with a franchisor, or net10 work of franchises that, in the aggregate, 

11 employs more than 15 employees, cal12 culated in accordance with subclause (I); 

13 (ii) includes— 

14 (I) any person who acts, directly or 

15 indirectly, in the interest of such an em16 ployer to any of the employees (described 

17 in clause (i)) of such employer; and 

18 (II) any successor in interest of such 

19 an employer; and 

20 (iii) includes an agency described in sub21 paragraph (A)(iii) of section 101(4) of the 

22 Family and Medical Leave Act of 1993 (29 

23 U.S.C. 2611(4)), to which subparagraph (B) of 

24 such section shall apply; 


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1 (B) is an entity employing a State em2 ployee described in section 304(a) of the Gov3 ernment Employee Rights Act of 1991 (42 

4 U.S.C. 2000e–16c(a)); 

5 (C) is an employing office, as defined in 

6 section 101 of the Congressional Accountability 

7 Act of 1995 (2 U.S.C. 1301); 

8 (D) is an employing office, as defined in 

9 section 411(c) of title 3, United States Code; 

10 (E) is an employing agency covered under 

11 subchapter V of chapter 63 of title 5, United 

12 States Code; or 

13 (F) is the Comptroller General of the 

14 United States. 

15 (4) PERSON.—The term ‘‘person’’, except as 

16 used with the term ‘‘person in commerce’’, has the 

17 meaning given the term in section 3(a) of the Fair 

18 Labor Standards Act of 1938 (29 U.S.C. 203(a)). 

19 (5) PERSON IN COMMERCE.— 

20 (A) IN GENERAL.—The term ‘‘person in 

21 commerce’’ means any person who is engaged 

22 in commerce, in any industry or activity affect23 ing commerce, or in the production of goods for 

24 commerce. 


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1 (B) COMMERCE.—In subparagraph (A), 

2 the term ‘‘commerce’’ includes government. 

3 (6) SECRETARY.—The term ‘‘Secretary’’ means 

4 the Secretary of Labor. 

5 SEC. 202. ELIMINATION OF DISCRIMINATION ON THE BASIS 

6 OF HOURS WORKED. 

7 (a) RULE.— 

8 (1) IN GENERAL.—An employer shall not dis9 criminate against an employee on the basis that 

10 such employee is scheduled to work fewer hours per 

11 week, or is employed for a shorter expected duration, 

12 than another employee of the employer if the jobs of 

13 such employees require substantially equal skill, ef14 fort, responsibility, and duties and such jobs are per15 formed under similar working conditions. 

16 (2) EXAMPLES.—Discrimination described in 

17 paragraph (1) shall include differential treatment 

18 with respect to— 

19 (A) rate of compensation; 

20 (B) notice of, and input into, work hours; 

21 (C) eligibility to accrue, on a pro rata 

22 basis, employer-provided paid and unpaid time 

23 off and other benefits; 

24 (D) promotion opportunities; or 


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1 (E) other terms, conditions, or privileges of 

2 employment. 

3 (b) DISTINCTIONS PERMITTED.—This section shall 

4 not be construed to prohibit differences in rate of com5 pensation, or other conditions, terms, or privileges of em6 ployment, of employees of an employer for reasons other 

7 than the number of hours the employees are scheduled to 

8 work per week, or the expected duration of employment 

9 of the employees, including for reasons such as— 

10 (1) the date on which the employees are hired; 

11 (2) a merit system; or 

12 (3) a system that measures earnings by quan13 tity per hour or quality of production. 

14 SEC. 203. OFFER OF WORK TO EXISTING EMPLOYEES. 

15 (a) WRITTEN STATEMENTS REQUIRED.—Upon hir16 ing an employee, an employer shall— 

17 (1) obtain a written statement of the employee’s 

18 desired number of weekly work hours and the days 

19 and times the employee is available to work; 

20 (2) notify the employee that this written state21 ment may be modified in writing at any time during 

22 employment; and 

23 (3) specify the process to modify the written 

24 statement. 


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1 (b) OFFER OF DESIRED WEEKLY WORK HOURS TO

2 EXISTING EMPLOYEES.— 

3 (1) IN GENERAL.—Except as provided in para4 graph (2), an employer shall schedule an employee 

5 to work the number of weekly hours identified by the 

6 employee as desired weekly hours in a written state7 ment under subsection (a) prior to hiring any new 

8 employee from an external applicant pool, including 

9 hiring through the use of a temporary services or 

10 staffing agency, or contracting with a contractor or 

11 subcontractor, to work such hours. 

12 (2) EXCEPTIONS.—An employer may hire an 

13 individual as a new employee, or engage a contractor 

14 or subcontractor, to perform work for the employer 

15 if— 

16 (A) the employer needs to fill hours for 

17 which no existing employees who have provided 

18 written statements under subsection (a) are 

19 available based on such written statements; 

20 (B) all existing employees who have pro21 vided written statements under subsection (a) 

22 lack, and cannot obtain with reasonable train23 ing, the qualifications necessary to perform the 

24 work; or 


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1 (C) scheduling any such employee to per2 form the work would require providing such em3 ployee overtime compensation at a rate not less 

4 than one and one half times the regular rate at 

5 which the employee is employed, in accordance 

6 with section 7 of the Fair Labor Standards Act 

7 of 1938 (29 U.S.C. 207) or any State law. 

8 (c) COMPENSATION REQUIRED.— 

9 (1) IN GENERAL.—Except as provided in para10 graph (2), an employee (referred to in this sub11 section as an ‘‘existing employee’’) who is not sched12 uled for the desired number of total weekly work 

13 hours identified by the employee in a written state14 ment under subsection (a) shall be compensated for 

15 each hour worked by a newly hired employee, con16 tractor, or subcontractor hired after the existing em17 ployee so identified such number of hours, during an 

18 hour that such existing employee identified in a writ19 ten statement under such subsection as an hour for 

20 which the employee is available to work. 

21 (2) EXCEPTION.—An employer shall not be re22 quired to compensate an existing employee under 

23 paragraph (1) for any hour of work for which— 


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1 (A) the employee lacks, or cannot obtain 

2 with reasonable training, the qualifications nec3 essary to perform the work; 

4 (B) scheduling such employee to perform 

5 the work would require providing the employee 

6 overtime compensation as described in sub7 section (b)(2)(C); 

8 (C) the employer made a reasonable at9 tempt to contact the employee to work such 

10 hour and was unable to reach the employee; or 

11 (D) the employee was otherwise no longer 

12 available. 

13 (d) DEFINITION.—For purposes of this section, the 

14 terms ‘‘written’’, with respect to a statement, and ‘‘writ15 ing’’ mean a printed or printable communication in phys16 ical or electronic form. 

17 SEC. 204. PROHIBITED ACTS. 

18 (a) INTERFERENCE WITH RIGHTS.—It shall be un19 lawful for any employer to interfere with, restrain, or deny 

20 the exercise or the attempt to exercise, any rights set forth 

21 under this title. 

22 (b) RETALIATION PROHIBITED.—It shall be unlawful 

23 for any employer to discharge, threaten to discharge, de24 mote, suspend, reduce work hours of, or otherwise dis25 criminate (including taking any other adverse employment 


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1 action) against any person because of an employee of the 

2 employer exercising the rights of the employee under this 

3 title or opposing any practice made unlawful by this title. 

4 (c) INTERFERENCE WITH PROCEEDINGS OR INQUIR5 IES.—It shall be unlawful for any person to discharge or 

6 in any other manner discriminate against an individual be7 cause such individual— 

8 (1) has filed any charge, or has instituted or 

9 caused to be instituted any proceeding, under or re10 lated to this title; 

11 (2) has given, or is about to give, any informa12 tion in connection with any inquiry or proceeding re13 lating to any right provided under this title; or 

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

15 inquiry or proceeding relating to any right provided 

16 under this title. 

17 SEC. 205. REMEDIES AND ENFORCEMENT. 

18 (a) INVESTIGATIVE AUTHORITY.— 

19 (1) IN GENERAL.—To ensure compliance with 

20 this title, including any regulation or order issued 

21 under this title, the Secretary shall have, subject to 

22 paragraph (3), the investigative authority provided 

23 under section 11(a) of the Fair Labor Standards 

24 Act of 1938 (29 U.S.C. 211(a)). 


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1 (2) OBLIGATION TO KEEP AND PRESERVE

2 RECORDS.— 

3 (A) IN GENERAL.—Each employer shall 

4 maintain for a period of not less than 3 years, 

5 or for the duration of any claim (including the 

6 duration of a related civil action or investiga7 tion) pending pursuant to this title, whichever 

8 is longer, all records necessary to demonstrate 

9 compliance with this title, including compliance 

10 with the requirements of regulations issued by 

11 the Secretary under section 206. Such records 

12 shall include documentation of offers of hours 

13 of work to employees and responses to such of14 fers. 

15 (B) COPIES.—Each employer shall, upon a 

16 reasonable request of an employee of the em17 ployer, provide the employee with a copy of the 

18 records described in subparagraph (A) relating 

19 to the employee. 

20 (3) REQUIRED SUBMISSIONS GENERALLY LIM21 ITED TO AN ANNUAL BASIS.—The Secretary shall 

22 not require, under the authority of this subsection, 

23 any employer to submit to the Secretary any books 

24 or records more than once during any 12-month pe25 riod, unless the Secretary has reasonable cause to 


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1 believe there may exist a violation of this title, in2 cluding any regulation or order issued pursuant to 

3 this title, or is investigating a charge pursuant to 

4 subsection (c). 

5 (4) SUBPOENA POWERS.—For the purposes of 

6 any investigation provided for in this subsection, the 

7 Secretary shall have the subpoena authority provided 

8 for under section 9 of the Fair Labor Standards Act 

9 of 1938 (29 U.S.C. 209). 

10 (b) CIVIL ACTION BY EMPLOYEES.— 

11 (1) LIABILITY.— 

12 (A) IN GENERAL.—Any employer who vio13 lates section 202, 203, or 204 (each such provi14 sion referred to in this section as a ‘‘covered 

15 provision’’) shall be liable to any person af16 fected for— 

17 (i) damages equal to the amount of— 

18 (I) any wages, salary, employ19 ment benefits (as defined in section 

20 101 of the Family and Medical Leave 

21 Act of 1993 (29 U.S.C. 2611)), or 

22 other compensation denied, lost, or 

23 owed to such employee by reason of 

24 the violation; or 


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1 (II) in a case in which wages, 

2 salary, employment benefits (as so de3 fined), or other compensation have 

4 not been denied, lost, or owed to the 

5 employee, any actual monetary losses 

6 sustained by the employee as a direct 

7 result of the violation; 

8 (ii) interest on the amount described 

9 in clause (i) calculated at the prevailing 

10 rate; 

11 (iii) except as provided in subpara12 graph (B), an additional amount as liq13 uidated damages equal to the sum of the 

14 amount described in clause (i) and the in15 terest described in clause (ii); and 

16 (iv) such equitable relief as may be 

17 appropriate, including employment, rein18 statement, and promotion. 

19 (B) EXCEPTION FOR LIQUIDATED DAM20 AGES.—If an employer who has violated a cov21 ered provision proves to the satisfaction of the 

22 court that the act or omission which violated 

23 the covered provision was in good faith and that 

24 the employer had reasonable grounds for believ25 ing that the act or omission was not a violation 


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1 of a covered provision, such court may, in the 

2 discretion of the court, reduce the amount of li3 ability under subparagraph (A) to the amount, 

4 interest, and equitable relief determined under 

5 clauses (i), (ii), and (iv), respectively. 

6 (2) RIGHT OF ACTION.—An action to recover 

7 the damages, interest, or equitable relief set forth in 

8 paragraph (1) may be maintained against any em9 ployer (including a public agency) in any Federal or 

10 State court of competent jurisdiction by any one or 

11 more employees for and on behalf of— 

12 (A) such employees; or 

13 (B) such employees and any other employ14 ees similarly situated. 

15 (3) FEES AND COSTS.—The court in such an 

16 action shall, in addition to any judgment awarded to 

17 the plaintiff, allow a reasonable attorney’s fee, rea18 sonable expert witness fees, and other costs of the 

19 action to be paid by the defendant. 

20 (4) LIMITATIONS.—The right provided by para21 graph (2) to bring an action by or on behalf of any 

22 employee shall terminate on the filing of a complaint 

23 by the Secretary in an action under subsection (c)(4) 

24 in which a recovery is sought of the damages, inter25 est, or equitable relief described in paragraph (1)(A) 


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1 owing to an employee by an employer liable under 

2 paragraph (1) unless the action is dismissed without 

3 prejudice on motion of the Secretary. 

4 (c) ACTIONS BY THE SECRETARY.— 

5 (1) ADMINISTRATIVE ACTION.—The Secretary 

6 shall receive, investigate, and attempt to resolve 

7 complaints of violations of this title in the same 

8 manner that the Secretary receives, investigates, and 

9 attempts to resolve complaints of violations of sec10 tions 6 and 7 of the Fair Labor Standards Act of 

11 1938 (29 U.S.C. 206 and 207), and may issue an 

12 order making determinations, and assessing a civil 

13 penalty described in paragraph (3) (in accordance 

14 with such paragraph), with respect to such an al15 leged violation. 

16 (2) ADMINISTRATIVE REVIEW.—An affected 

17 person who takes exception to an order issued under 

18 paragraph (1) may request review of and a decision 

19 regarding such an order by an administrative law 

20 judge. In reviewing the order, the administrative law 

21 judge may hold an administrative hearing con22 cerning the order, in accordance with the require23 ments of sections 554, 556, and 557 of title 5, 

24 United States Code. Such hearing shall be conducted 

25 expeditiously. 


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1 (3) CIVIL PENALTY.— 

2 (A) IN GENERAL.—An employer who will3 fully and repeatedly violates— 

4 (i) section 204(a) shall be subject to 

5 a civil penalty in an amount to be deter6 mined by the Secretary, but not to be less 

7 than $500, or more than $1,000, per viola8 tion (subject to subparagraph (B)); or 

9 (ii) subsection (b) or (c) of section 

10 204 shall be subject to a civil penalty in an 

11 amount to be determined by the Secretary, 

12 but not to be less than $1,100, or more 

13 than $5,000, per violation (subject to sub14 paragraph (B)). 

15 (B) INFLATION.—The Secretary shall, for 

16 each year beginning with calendar year 2024, 

17 increase the minimum and maximum amounts 

18 for the penalties described in clauses (i) and (ii) 

19 of subparagraph (A) by a percentage equal to 

20 the percentage increase in the Consumer Price 

21 Index for All Urban Consumers, published by 

22 the Department of Labor, between December 

23 2023 and the December prior to the year for 

24 which the increase takes effect. 


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1 (C) WILLFUL VIOLATION.—For purposes 

2 of this section, an employer willfully violates a 

3 provision of section 204 when, after taking into 

4 account all of the facts and circumstances sur5 rounding the violation, it is determined that the 

6 employer— 

7 (i) knew that its conduct was prohib8 ited by such section; or 

9 (ii) showed reckless disregard for the 

10 requirements of such section. 

11 (4) CIVIL ACTION.— 

12 (A) IN GENERAL.—The Secretary may 

13 bring an action in any court of competent juris14 diction on behalf of aggrieved employees to— 

15 (i) restrain violations of this title; 

16 (ii) obtain such equitable relief as may 

17 be appropriate, including employment, re18 instatement, and promotion; and 

19 (iii) in the case of a violation of a cov20 ered provision, recover the damages, inter21 est, and equitable relief described in 

22 clauses (i) through (iv) of subsection 

23 (b)(1)(A). 

24 (B) RECOVERY ON BEHALF OF EMPLOY25 EES.—Any sums recovered by the Secretary 


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1 under subparagraph (A) on behalf of an em2 ployee shall be held in a special deposit account 

3 and shall be paid, on order of the Secretary, di4 rectly to the employee affected. Any such sums 

5 not paid to an employee because of inability to 

6 do so within a period of 3 years shall be depos7 ited in the Treasury and credited to miscella8 neous receipts. 

9 (d) LIMITATION.— 

10 (1) IN GENERAL.—Except as provided in para11 graph (2), an action may be brought under this sec12 tion not later than 2 years after the date of the last 

13 event constituting the alleged violation for which the 

14 action is brought. 

15 (2) WILLFUL VIOLATION.—In the case of such 

16 action brought for a willful violation of section 204 

17 (as described in subsection (c)(3)), such action may 

18 be brought within 3 years of the date of the last 

19 event constituting the alleged violation for which 

20 such action is brought. 

21 (3) COMMENCEMENT.—In determining when an 

22 action is commenced by the Secretary or by an em23 ployee under this section for the purposes of this 

24 subsection, it shall be considered to be commenced 

25 on the date when the complaint is filed. 


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1 (e) OTHER ADMINISTRATIVE OFFICERS.— 

2 (1) EMPLOYEES COVERED BY CONGRESSIONAL

3 ACCOUNTABILITY ACT OF 1995.—The powers and 

4 procedures provided in the Congressional Account5 ability Act of 1995 (2 U.S.C. 1301 et seq.) to the 

6 Board (as defined in section 101 of that Act (2 

7 U.S.C. 1301)), or any person, alleging a violation of 

8 section 202(a)(1) of that Act (2 U.S.C. 1312(a)(1)) 

9 shall be the powers and procedures this title provides 

10 to that Board, or any person, alleging a violation of 

11 this title against an employee described in section 

12 201(2)(C). 

13 (2) EMPLOYEES COVERED BY CHAPTER 5 OF

14 TITLE 3, UNITED STATES CODE.—The powers and 

15 procedures provided in chapter 5 of title 3, United 

16 States Code, to the President, the Merit Systems 

17 Protection Board, or any person, alleging a violation 

18 of section 412(a)(1) of that title, shall be the powers 

19 and procedures this title provides to the President, 

20 that Board, or any person, respectively, alleging a 

21 violation of this title against an employee described 

22 in section 201(2)(D). 

23 (3) EMPLOYEES COVERED BY CHAPTER 63 OF

24 TITLE 5, UNITED STATES CODE.—The powers and 

25 procedures provided in title 5, United States Code, 


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1 to an employing agency, provided in chapter 12 of 

2 that title to the Merit Systems Protection Board, or 

3 provided in that title to any person, alleging a viola4 tion of chapter 63 of that title, shall be the powers 

5 and procedures this title provides to that agency, 

6 that Board, or any person, respectively, alleging a 

7 violation of this title against an employee described 

8 in section 201(2)(E). 

9 (4) COMPTROLLER GENERAL.—In the case of 

10 employees of the Government Accountability Office, 

11 the authority of the Secretary under this title shall 

12 be exercised by the Comptroller General of the 

13 United States. 

14 SEC. 206. REGULATIONS. 

15 (a) SECRETARY OF LABOR.—Except as provided in 

16 subsections (b) through (e), not later than 180 days after 

17 the date of enactment of this Act, the Secretary shall issue 

18 such regulations as may be necessary to implement this 

19 title. 

20 (b) BOARD.— 

21 (1) IN GENERAL.—Not later than 180 days 

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

23 of Directors of the Office of Congressional Work24 place Rights shall issue such regulations as may be 

25 necessary to implement this title with respect to emVerDate Sep 11 2014 22:34 Sep 21, 2023 Jkt 039200 PO 00000 Frm 00023 Fmt 6652 Sfmt 6201 E:\BILLS\H5578.IH H5578

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1 ployees described in section 201(2)(C). The proce2 dures applicable to regulations of the Board issued 

3 for the implementation of the Congressional Ac4 countability Act of 1995 (2 U.S.C. 1301 et seq.), 

5 prescribed in section 304 of that Act (2 U.S.C. 

6 1384), shall be the procedures applicable to regula7 tions issued under this subsection. 

8 (2) CONSIDERATION.—In prescribing the regu9 lations, the Board shall take into consideration the 

10 enforcement and remedies provisions concerning the 

11 Office and applicable to rights and protections under 

12 the Family and Medical Leave Act of 1993 (29 

13 U.S.C. 2601 et seq.), under the Congressional Ac14 countability Act of 1995 (2 U.S.C. 1301 et seq.). 

15 (3) MODIFICATIONS.—The regulations issued 

16 under paragraph (1) to implement this title shall be 

17 the same as substantive regulations issued by the 

18 Secretary to implement this title, except to the ex19 tent that the Board may determine, for good cause 

20 shown and stated together with the regulations 

21 issued by the Board, that a modification of such 

22 substantive regulations would be more effective for 

23 the implementation of the rights and protections 

24 under this title. 

25 (c) PRESIDENT.— 


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1 (1) IN GENERAL.—Not later than 180 days 

2 after the date of enactment of this Act, the Presi3 dent shall issue such regulations as may be nec4 essary to implement this title with respect to em5 ployees described in section 201(2)(D). 

6 (2) CONSIDERATION.—In prescribing the regu7 lations, the President shall take into consideration 

8 the enforcement and remedies provisions concerning 

9 the President and the Merit Systems Protection 

10 Board, and applicable to rights and protections 

11 under the Family and Medical Leave Act of 1993, 

12 under chapter 5 of title 3, United States Code. 

13 (3) MODIFICATIONS.—The regulations issued 

14 under paragraph (1) to implement this title shall be 

15 the same as substantive regulations issued by the 

16 Secretary to implement this title, except to the ex17 tent that the President may determine, for good 

18 cause shown and stated together with the regula19 tions issued by the President, that a modification of 

20 such substantive regulations would be more effective 

21 for the implementation of the rights and protections 

22 under this title. 

23 (d) OFFICE OF PERSONNEL MANAGEMENT.— 

24 (1) IN GENERAL.—Not later than 180 days 

25 after the date of enactment of this Act, the Office 


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1 of Personnel Management shall issue such regula2 tions as may be necessary to implement this title 

3 with respect to employees described in section 

4 201(2)(E). 

5 (2) CONSIDERATION.—In prescribing the regu6 lations, the Office shall take into consideration the 

7 enforcement and remedies provisions concerning an 

8 employing agency and the Merit Systems Protection 

9 Board under subchapter V of chapter 63 of title 5, 

10 United States Code. 

11 (3) MODIFICATIONS.—The regulations issued 

12 under paragraph (1) to implement this title shall be 

13 the same as substantive regulations issued by the 

14 Secretary to implement this title, except to the ex15 tent that the Office may determine, for good cause 

16 shown and stated together with the regulations 

17 issued by the Office, that a modification of such sub18 stantive regulations would be more effective for the 

19 implementation of the rights and protections under 

20 this title. 

21 (e) COMPTROLLER GENERAL.— 

22 (1) IN GENERAL.—Not later than 180 days 

23 after the date of enactment of this Act, the Comp24 troller General of the United States shall issue such 

25 regulations as may be necessary to implement this 


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1 title with respect to employees of the Government 

2 Accountability Office. 

3 (2) CONSIDERATION.—In prescribing the regu4 lations, the Comptroller General shall take into con5 sideration the enforcement and remedies provisions 

6 concerning the Comptroller General under title I of 

7 the Family and Medical Leave Act of 1993 (29 

8 U.S.C. 2611 et seq.). 

9 (3) MODIFICATIONS.—The regulations issued 

10 under paragraph (1) to implement this title shall be 

11 the same as substantive regulations issued by the 

12 Secretary to implement this title, except to the ex13 tent that the Comptroller General may determine, 

14 for good cause shown and stated together with the 

15 regulations issued by the Comptroller General, that 

16 a modification of such substantive regulations would 

17 be more effective for the implementation of the 

18 rights and protections under this title. 

Æ 


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