(12) 
SECRETARY.—The 
term 
‘‘Secretary’’ 
means the Secretary of Labor. 
(13) SEXUAL ASSAULT.—The term ‘‘sexual as-
sault’’ has the meaning given the term in section 
40002(a) of the Violence Against Women Act of 
1994 (34 U.S.C. 12291(a)). 
(14) SPOUSE.—The term ‘‘spouse’’, with re-
spect to an employee, has the meaning given such 
term by the marriage laws of the State in which the 
marriage was celebrated. 
(15) STALKING.—The term ‘‘stalking’’ has the 
meaning given the term in section 40002(a) of the 
Violence Against Women Act of 1994 (34 U.S.C. 
12291(a)). 
(16) STATE.—The term ‘‘State’’ has the mean-
ing given the term in section 3 of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 203). 
(17) UNPAID SICK TIME.—The term ‘‘unpaid 
sick time’’ means the leave earned and used in the 
same manner and under the same conditions and 
procedures as paid sick time for the purposes of this 
Act, except that no compensation shall be paid. 
(18) VICTIM
SERVICES
ORGANIZATION.—The 
term ‘‘victim services organization’’ means a non-
profit, nongovernmental organization that provides 
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assistance to victims of domestic violence, sexual as-
sault, or stalking or advocates for such victims, in-
cluding a rape crisis center, an organization carrying 
out a domestic violence, sexual assault, or stalking 
prevention or treatment program, an organization 
operating a shelter or providing counseling services, 
or a legal services organization or other organization 
providing assistance through the legal process. 
SEC. 3. EARNED PAID SICK TIME. 
(a) EARNING OF PAID SICK TIME.— 
(1) IN GENERAL.—An employer shall provide 
each employee employed by the employer not less 
than 1 hour of earned paid sick time for every 30 
hours worked, to be used as described in this sec-
tion. An employer shall not be required to permit an 
employee to earn, under this section, more than 56 
hours of paid sick time in a year, unless the em-
ployer chooses to set a higher limit. 
(2) EXEMPT EMPLOYEES.— 
(A) IN GENERAL.—Except as provided in 
subparagraph (B), for purposes of this section, 
an employee who is exempt from overtime re-
quirements under section 13(a)(1) of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 
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213(a)(1)) shall be deemed to work 40 hours in 
each workweek. 
(B) SHORTER
NORMAL
WORKWEEK.—If 
the normal workweek of such an employee is 
less than 40 hours, the employee shall earn 
paid sick time based upon that normal work-
week. 
(3) SPECIAL
RULE
FOR
SMALLER
EMPLOY-
ERS.—A smaller employer, as defined in section 
2(6)(B)(iii), may provide paid sick time as provided 
under paragraph (1) but if such smaller employer 
opts not to do so, the smaller employer shall provide 
not fewer than 56 hours of unpaid sick time to each 
employee per year to be used for the same purposes 
and under the same conditions and procedures as set 
out in this Act. The provision and earning of unpaid 
sick time shall be treated in all respects the same as 
the provision and earning of paid sick time under 
this Act. References in this Act to paid sick time 
shall, with respect to such smaller employers, be 
deemed to be references to unpaid sick time. 
(4) DATES FOR BEGINNING TO EARN PAID SICK 
TIME AND USE.—Except as provided in the second 
sentence of paragraph (8), employees shall begin to 
earn paid sick time under this section at the com-
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mencement of their employment. Except as provided 
in such sentence, an employee shall be entitled to 
use the earned paid sick time beginning on the 60th 
calendar day following commencement of the em-
ployee’s employment. After that 60th calendar day, 
the employee may use the paid sick time as the time 
is earned. An employer may, at the discretion of the 
employer, loan paid sick time to an employee for use 
by such employee in advance of the employee earn-
ing such sick time as provided in this subsection and 
may permit use before the 60th day of employment. 
(5) CARRYOVER.— 
(A) IN GENERAL.—Except as provided in 
subparagraph (B), paid sick time earned under 
this section shall carry over from 1 year to the 
next. 
(B) CONSTRUCTION.—This Act shall not 
be construed to require an employer to permit 
an employee to earn more than 56 hours of 
earned paid sick time in a calendar year. 
(6) EMPLOYERS
WITH
EXISTING
POLICIES.— 
Any employer with a paid leave policy who makes 
available an amount of paid leave that is sufficient 
to meet the requirements of this section and that 
may be used for the same purposes and under the 
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same conditions and procedures as the purposes, 
conditions, and procedures described in this section 
shall not be required to permit an employee to earn 
additional paid sick time under this section. 
(7) CONSTRUCTION.—Nothing in this section 
shall be construed as requiring financial or other re-
imbursement to an employee from an employer upon 
the employee’s termination, resignation, retirement, 
or other separation from employment for earned 
paid sick time that has not been used. 
(8) REINSTATEMENT.—If an employee is sepa-
rated from employment with an employer and is re-
hired, within 12 months after that separation, by the 
same employer, the employer shall reinstate the em-
ployee’s previously earned paid sick time. The em-
ployee shall be entitled to use the earned paid sick 
time and earn additional paid sick time at the re-
commencement of employment with the employer. 
(9) PROHIBITION.—An employer may not re-
quire, as a condition of providing paid sick time 
under this Act, that the employee involved search for 
or find a replacement employee to cover the hours 
during which the employee is using paid sick time. 
(b) USES.—Paid sick time earned under subsection 
(a) may be used by an employee for any of the following: 
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(1) An absence resulting from a physical or 
mental illness, injury, or medical condition of the 
employee. 
(2) An absence resulting from obtaining profes-
sional medical diagnosis or care, or preventive med-
ical care, for the employee. 
(3) An absence for the purpose of caring for a 
child, a parent, a spouse, a domestic partner, or any 
other individual related by blood or affinity whose 
close association with the employee is the equivalent 
of a family relationship, who— 
(A) has any of the conditions or needs for 
diagnosis or care described in paragraph (1) or 
(2); 
(B) is required to attend— 
(i) in the case of someone who is a 
child, a school meeting; or 
(ii) a meeting at a place where the 
child, parent, spouse, domestic partner, or 
such other individual is receiving care ne-
cessitated by a health condition or dis-
ability of the child, parent, spouse, domes-
tic partner, or such other individual; 
(C) is in need of care and is typically cared 
for by an individual who is unable to provide 
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care because the individual has any of condi-
tions or needs for diagnosis or care described in 
paragraph (1) or (2); or 
(D) is otherwise in need of care. 
(4) An absence resulting from domestic vio-
lence, sexual assault, or stalking, if the time is to— 
(A) seek medical attention for the em-
ployee or the employee’s child, parent, spouse, 
domestic partner, or an individual related to the 
employee as described in paragraph (3), to re-
cover from physical or psychological injury or 
disability caused by domestic violence, sexual 
assault, or stalking; 
(B) obtain or assist a child, a parent, a 
spouse, a domestic partner, or any other indi-
vidual related by blood or affinity whose close 
association with the employee is the equivalent 
of a family relationship in obtaining services 
from a victim services organization; 
(C) obtain or assist a child, a parent, a 
spouse, a domestic partner, or any other indi-
vidual related by blood or affinity whose close 
association with the employee is the equivalent 
of a family relationship in obtaining psycho-
logical or other counseling; 
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(D) seek relocation; or 
(E) take legal action, including preparing 
for or participating in any civil or criminal legal 
proceeding related to or resulting from domestic 
violence, sexual assault, or stalking. 
(c) SCHEDULING.—An employee shall make a reason-
able effort to schedule a period of paid sick time under 
this Act in a manner that does not unduly disrupt the 
operations of the employer. 
(d) PROCEDURES.— 
(1) IN GENERAL.—Paid sick time shall be pro-
vided upon the oral or written request of an em-
ployee. Such request shall— 
(A) include the expected duration of the 
period of such time; and 
(B)(i) in a case in which the need for such 
period of time is foreseeable at least 7 days in 
advance of such period, be provided at least 7 
days in advance of such period; or 
(ii) otherwise, be provided as soon as prac-
ticable after the employee is aware of the need 
for such period. 
(2) CERTIFICATION IN GENERAL.— 
(A) PROVISION.— 
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(i) IN GENERAL.—Subject to subpara-
graph (C), an employer may require that a 
request for paid sick time under this sec-
tion for a purpose described in paragraph 
(1), (2), or (3) of subsection (b) be sup-
ported by a certification issued by the 
health care provider of the eligible em-
ployee or of an individual described in sub-
section (b)(3), as appropriate, if the period 
of such time covers more than 3 consecu-
tive workdays. 
(ii) TIMELINESS.—The employee shall 
provide a copy of such certification to the 
employer in a timely manner, not later 
than 30 days after the first day of the pe-
riod of time. The employer shall not delay 
the commencement of the period of time on 
the basis that the employer has not yet re-
ceived the certification. 
(B) SUFFICIENT CERTIFICATION.—A cer-
tification provided under subparagraph (A) 
shall be sufficient if it states— 
(i) the date on which the period of 
time will be needed; 
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(ii) the probable duration of the pe-
riod of time; and 
(iii)(I) for purposes of paid sick time 
under subsection (b)(1), a statement that 
absence from work is medically necessary; 
(II) for purposes of such time under 
subsection (b)(2), the dates on which test-
ing for a medical diagnosis or care is ex-
pected to be given and the duration of such 
testing or care; and 
(III) for purposes of such time under 
subsection (b)(3), in the case of time to 
care for someone who is not a child, a 
statement that care is needed for an indi-
vidual described in such subsection, and an 
estimate of the amount of time that such 
care is needed for such individual. 
(C) 
REGULATIONS.—Regulations 
pre-
scribed under section 12 shall specify the man-
ner in which an employee who does not have 
health insurance shall provide a certification for 
purposes of this paragraph. 
(D) CONFIDENTIALITY
AND
NONDISCLO-
SURE.— 
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(i) PROTECTED
HEALTH
INFORMA-
TION.—Nothing in this Act shall be con-
strued to require a health care provider to 
disclose information in violation of section 
1177 of the Social Security Act (42 U.S.C. 
1320d–6) or the regulations promulgated 
pursuant to section 264(c) of the Health 
Insurance Portability and Accountability 
Act of 1996 (42 U.S.C. 1320d–2 note). 
(ii) 
HEALTH
INFORMATION 
RECORDS.—If 
an 
employer 
possesses 
health information about an employee or 
an employee’s child, parent, spouse, domes-
tic partner, or an individual related to the 
employee as described in subsection (b)(3), 
such information shall— 
(I) be maintained on a separate 
form and in a separate file from other 
personnel information; 
(II) be treated as a confidential 
medical record; and 
(III) not be disclosed except to 
the affected employee or with the per-
mission of the affected employee. 
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(3) CERTIFICATION IN THE CASE OF DOMESTIC 
VIOLENCE, SEXUAL ASSAULT, OR STALKING.— 
(A) IN GENERAL.—An employer may re-
quire that a request for paid sick time under 
this section for a purpose described in sub-
section (b)(4) be supported by a form of docu-
mentation described in subparagraph (B) if the 
period of such time covers more than 3 consecu-
tive workdays. 
(B) FORM OF DOCUMENTATION.—A form 
of documentation described in this subpara-
graph is any one of the following: 
(i) A police report indicating that the 
employee, or an individual described in 
subsection (b)(4)(A) with respect to the 
employee, was a victim of domestic vio-
lence, sexual assault, or stalking. 
(ii) A court order protecting or sepa-
rating the employee, or such an individual 
with respect to the employee, from the per-
petrator of an act of domestic violence, 
sexual assault, or stalking, or other evi-
dence from the court or prosecuting attor-
ney that the employee, or an individual de-
scribed in subsection (b)(4)(A) with re-
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spect to the employee, has appeared in 
court or is scheduled to appear in court in 
a proceeding related to domestic violence, 
sexual assault, or stalking. 
(iii) Other documentation signed by 
an employee or volunteer working for a vic-
tim services organization, an attorney, a 
police officer, a medical professional, a so-
cial worker, an antiviolence counselor, or a 
member of the clergy, affirming that the 
employee, or an individual described in 
subsection (b)(4)(A) with respect to the 
employee, is a victim of domestic violence, 
sexual assault, or stalking. 
(C) REQUIREMENTS.—The requirements of 
paragraph (2) shall apply to certifications 
under this paragraph, except that— 
(i) subparagraph (B)(iii) of such para-
graph shall not apply; 
(ii) the certification shall state the 
reason that the leave is required with the 
facts to be disclosed limited to the min-
imum necessary to establish a need for the 
employee to be absent from work, and the 
employee shall not be required to explain 
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the details of the domestic violence, sexual 
assault, or stalking involved; and 
(iii) with respect to confidentiality 
under subparagraph (D) of such para-
graph, any information provided to the em-
ployer under this paragraph shall be con-
fidential, except to the extent that any dis-
closure of such information is— 
(I) requested or consented to in 
writing by the employee; or 
(II) otherwise required by appli-
cable Federal or State law. 
(D) 
SPECIFICATION
OF
DOCUMENTA-
TION.—An employer may not specify which of 
the forms of documentation described in clause 
(i), (ii), or (iii) of subparagraph (B) is required 
to be provided in order to satisfy the require-
ment under subparagraph (A). 
SEC. 4. NOTICE REQUIREMENT. 
(a) IN GENERAL.—Each employer shall notify each 
employee and include in any employee handbook, informa-
tion— 
(1) describing paid sick time available to em-
ployees under this Act; 
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(2) pertaining to the filing of an action under 
this Act; 
(3) on the details of the notice requirement for 
a 
foreseeable 
period 
of 
time 
under 
section 
3(d)(1)(B)(i); and 
(4) that describes— 
(A) the protections that an employee has 
in exercising rights under this Act; and 
(B) how the employee can contact the Sec-
retary (or other appropriate authority as de-
scribed in section 6) if any of the rights are vio-
lated. 
(b) POSTING OF NOTICE.—Each employer shall post 
and keep posted a notice, to be prepared or approved in 
accordance with procedures specified in regulations pre-
scribed under section 12, setting forth excerpts from, or 
summaries of, the pertinent provisions of this Act includ-
ing the information described in paragraphs (1) through 
(4) of subsection (a). 
(c) LOCATION.—The notice described under sub-
section (b) shall be posted— 
(1) in conspicuous places on the premises of the 
employer, where notices to employees (including ap-
plicants) are customarily posted; and 
(2) in employee handbooks. 
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(d) VIOLATION; PENALTY.—Any employer who will-
fully violates subsection (b) shall be subject to a civil fine 
in an amount not to exceed $100 for each separate of-
fense. 
SEC. 5. PROHIBITED ACTS. 
(a) INTERFERENCE WITH RIGHTS.— 
(1) EXERCISE OF RIGHTS.—It shall be unlawful 
for any employer to interfere with, restrain, or deny 
the exercise of, or the attempt to exercise, any right 
provided under this Act, including— 
(A) discharging or discriminating against 
(including retaliating against) any individual, 
including a job applicant, for exercising, or at-
tempting to exercise, any right provided under 
this Act; 
(B) using the taking of paid sick time or 
unpaid sick time under this Act as a negative 
factor in an employment action, such as hiring, 
promotion, reducing hours or number of shifts, 
or a disciplinary action; or 
(C) counting the paid sick time or unpaid 
sick time under a no-fault attendance policy or 
any other absence-control policy. 
(2) DISCRIMINATION.—It shall be unlawful for 
any employer to discharge or in any other manner 
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discriminate against (including retaliating against) 
any individual, including a job applicant, for oppos-
ing any practice made unlawful by this Act. 
(b) INTERFERENCE WITH PROCEEDINGS OR INQUIR-
IES.—It shall be unlawful for any person to discharge or 
in any other manner discriminate against (including retali-
ating against) any individual, including a job applicant, 
because such individual— 
(1) has filed an action, or has instituted or 
caused to be instituted any proceeding, under or re-
lated to this Act; 
(2) has given, or is about to give, any informa-
tion in connection with any inquiry or proceeding re-
lating to any right provided under this Act; or 
(3) has testified, or is about to testify, in any 
inquiry or proceeding relating to any right provided 
under this Act. 
(c) CONSTRUCTION.—Nothing in this section shall be 
construed to state or imply that the scope of the activities 
prohibited by section 105 of the Family and Medical Leave 
Act of 1993 (29 U.S.C. 2615) is less than the scope of 
the activities prohibited by this section. 
SEC. 6. ENFORCEMENT AUTHORITY. 
(a) IN GENERAL.— 
(1) DEFINITION.—In this subsection— 
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(A) the term ‘‘employee’’ means an em-
ployee described in subparagraph (A) or (B) of 
section 2(5); and 
(B) the term ‘‘employer’’ means an em-
ployer described in subclause (I) or (II) of sec-
tion 2(6)(A)(i). 
(2) INVESTIGATIVE AUTHORITY.— 
(A) IN GENERAL.—To ensure compliance 
with the provisions of this Act, or any regula-
tion or order issued under this Act, the Sec-
retary shall have, subject to subparagraph (C), 
the investigative authority provided under sec-
tion 11(a) of the Fair Labor Standards Act of 
1938 (29 U.S.C. 211(a)), with respect to em-
ployers, employees, and other individuals af-
fected by an employer. 
(B) OBLIGATION TO KEEP AND PRESERVE 
RECORDS.—An employer shall make, keep, and 
preserve records pertaining to compliance with 
this Act in accordance with section 11(c) of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 
211(c)) and in accordance with regulations pre-
scribed by the Secretary. 
(C) REQUIRED
SUBMISSIONS
GENERALLY 
LIMITED TO AN ANNUAL BASIS.—The Secretary 
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shall not require, under the authority of this 
paragraph, an employer to submit to the Sec-
retary any books or records more than once 
during any 12-month period, unless the Sec-
retary has reasonable cause to believe there 
may exist a violation of this Act or any regula-
tion or order issued pursuant to this Act, or is 
investigating a charge pursuant to paragraph 
(4). 
(D) SUBPOENA AUTHORITY.—For the pur-
poses of any investigation provided for in this 
paragraph, the Secretary shall have the sub-
poena authority provided for under section 9 of 
the Fair Labor Standards Act of 1938 (29 
U.S.C. 209). 
(3) CIVIL ACTION BY EMPLOYEES OR INDIVID-
UALS.— 
(A) RIGHT OF ACTION.—An action to re-
cover the damages or equitable relief prescribed 
in subparagraph (B) may be maintained 
against any employer in any Federal or State 
court of competent jurisdiction by an employee 
or individual or a representative for and on be-
half of— 
(i) the employee or individual; or 
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(ii) the employee or individual and 
others similarly situated. 
(B) LIABILITY.—Any employer who vio-
lates section 5 (including a violation relating to 
rights provided under section 3) shall be liable 
to any employee or individual affected— 
(i) for damages equal to— 
(I) the amount of— 
(aa) any wages, salary, em-
ployment benefits, or other com-
pensation denied or lost by rea-
son of the violation; or 
(bb) in a case in which 
wages, salary, employment bene-
fits, or other compensation have 
not been denied or lost, any ac-
tual monetary losses sustained as 
a direct result of the violation up 
to a sum equal to 56 hours of 
wages or salary for the employee 
or individual; 
(II) the interest on the amount 
described in subclause (I) calculated 
at the prevailing rate; and 
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(III) an additional amount as liq-
uidated damages; and 
(ii) for such equitable relief as may be 
appropriate, including employment, rein-
statement, and promotion. 
(C) FEES AND COSTS.—The court in an 
action under this paragraph shall, in addition to 
any judgment awarded to the plaintiff, allow a 
reasonable attorney’s fee, reasonable expert wit-
ness fees, and other costs of the action to be 
paid by the defendant. 
(4) ACTION BY THE SECRETARY.— 
(A) ADMINISTRATIVE
ACTION.—The Sec-
retary shall receive, investigate, and attempt to 
resolve complaints of violations of section 5 (in-
cluding a violation relating to rights provided 
under section 3) in the same manner that the 
Secretary receives, investigates, and attempts to 
resolve complaints of violations of sections 6 
and 7 of the Fair Labor Standards Act of 1938 
(29 U.S.C. 206 and 207). 
(B) CIVIL
ACTION.—The Secretary may 
bring an action in any court of competent juris-
diction to recover the damages described in 
paragraph (3)(B)(i). 
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(C) SUMS RECOVERED.—Any sums recov-
ered by the Secretary pursuant to subparagraph 
(B) shall be held in a special deposit account 
and shall be paid, on order of the Secretary, di-
rectly to each employee or individual affected. 
Any such sums not paid to an employee or indi-
vidual affected because of inability to do so 
within a period of 3 years shall be deposited 
into the Treasury of the United States as mis-
cellaneous receipts. 
(5) LIMITATION.— 
(A) IN GENERAL.—Except as provided in 
subparagraph (B), an action may be brought 
under paragraph (3), (4), or (6) not later than 
2 years after the date of the last event consti-
tuting the alleged violation for which the action 
is brought. 
(B) WILLFUL VIOLATION.—In the case of 
an action brought for a willful violation of sec-
tion 5 (including a willful violation relating to 
rights provided under section 3), such action 
may be brought not later than 3 years after of 
the last event constituting the alleged violation 
for which such action is brought. 
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(C) 
COMMENCEMENT.—In 
determining 
when an action is commenced under paragraph 
(3), (4), or (6) for the purposes of this para-
graph, it shall be considered to be commenced 
on the date when the complaint is filed. 
(6) ACTION FOR INJUNCTION BY SECRETARY.— 
The district courts of the United States shall have 
jurisdiction, for cause shown, in an action brought 
by the Secretary— 
(A) to restrain violations of section 5 (in-
cluding a violation relating to rights provided 
under section 3), including the restraint of any 
withholding of payment of wages, salary, em-
ployment benefits, or other compensation, plus 
interest, found by the court to be due to em-
ployees or individuals eligible under this Act; or 
(B) to award such other equitable relief as 
may be appropriate, including employment, re-
instatement, and promotion. 
(7) SOLICITOR
OF
LABOR.—The Solicitor of 
Labor may appear for and represent the Secretary 
on any litigation brought under paragraph (4) or 
(6). 
(8) GOVERNMENT
ACCOUNTABILITY
OFFICE 
AND LIBRARY OF CONGRESS.—Notwithstanding any 
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other provision of this subsection, in the case of the 
Government Accountability Office and the Library of 
Congress, the authority of the Secretary of Labor 
under this subsection shall be exercised respectively 
by the Comptroller General of the United States and 
the Librarian of Congress. 
(b) EMPLOYEES COVERED BY CONGRESSIONAL AC-
COUNTABILITY ACT OF 1995.—The powers, remedies, and 
procedures provided in the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301 et seq.) to the Board (as de-
fined in section 101 of that Act (2 U.S.C. 1301)), or any 
person, alleging a violation of section 202(a)(1) of that 
Act (2 U.S.C. 1312(a)(1)) shall be the powers, remedies, 
and procedures this Act provides to that Board, or any 
person, alleging an unlawful employment practice in viola-
tion of this Act against an employee described in section 
2(5)(C). 
(c) EMPLOYEES COVERED BY CHAPTER 5 OF TITLE 
3, UNITED STATES CODE.—The powers, remedies, and 
procedures provided in chapter 5 of title 3, United States 
Code, to the President, the Merit Systems Protection 
Board, or any person, alleging a violation of section 
412(a)(1) of that title, shall be the powers, remedies, and 
procedures this Act provides to the President, that Board, 
or any person, respectively, alleging an unlawful employ-
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ment practice in violation of this Act against an employee 
described in section 2(5)(D). 
(d) EMPLOYEES COVERED BY CHAPTER 63 OF TITLE 
5, UNITED STATES CODE.—The powers, remedies, and 
procedures provided in title 5, United States Code, to an 
employing agency, provided in chapter 12 of that title to 
the Merit Systems Protection Board, or provided in that 
title to any person, alleging a violation of chapter 63 of 
that title, shall be the powers, remedies, and procedures 
this Act provides to that agency, that Board, or any per-
son, respectively, alleging an unlawful employment prac-
tice in violation of this Act against an employee described 
in section 2(5)(E). 
(e) REMEDIES FOR STATE EMPLOYEES.— 
(1) WAIVER
OF
SOVEREIGN
IMMUNITY.—A 
State’s receipt or use of Federal financial assistance 
for any program or activity of a State shall con-
stitute a waiver of sovereign immunity, under the 
11th Amendment to the Constitution or otherwise, 
to a suit brought by an employee of that program 
or activity under this Act for equitable, legal, or 
other relief authorized under this Act. 
(2) OFFICIAL CAPACITY.—An official of a State 
may be sued in the official capacity of the official by 
any employee who has complied with the procedures 
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under subsection (a)(3), for injunctive relief that is 
authorized under this Act. In such a suit the court 
may award to the prevailing party those costs au-
thorized by section 722 of the Revised Statutes (42 
U.S.C. 1988). 
(3) APPLICABILITY.—With respect to a par-
ticular program or activity, paragraph (1) applies to 
conduct occurring on or after the day, after the date 
of enactment of this Act, on which a State first re-
ceives or uses Federal financial assistance for that 
program or activity. 
(4) DEFINITION OF PROGRAM OR ACTIVITY.—In 
this subsection, the term ‘‘program or activity’’ has 
the meaning given the term in section 606 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000d–4a). 
SEC. 7. EDUCATION AND OUTREACH. 
(a) IN GENERAL.—The Secretary may conduct a 
public awareness campaign to educate and inform the pub-
lic of the requirements for paid sick time required by this 
Act. 
(b) AUTHORIZATION OF APPROPRIATIONS.—There is 
authorized to be appropriated to the Secretary such sums 
as may be necessary to carry out such campaign. 
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SEC. 8. COLLECTION OF DATA ON PAID SICK TIME AND 
FURTHER STUDY. 
(a) COMPILATION OF INFORMATION.—The Commis-
sioner of Labor Statistics of the Department of Labor 
shall annually compile and report to the Comptroller Gen-
eral of the United States information on— 
(1) the amount of paid and unpaid sick time 
available to employees by occupation and type of em-
ployment establishment; and 
(2) an estimate of the average sick time used 
by employees according to occupation and the type 
of employment establishment. 
(b) GAO STUDY.— 
(1) IN GENERAL.—Not later than 5 years after 
the date of enactment of this Act, the Comptroller 
General of the United States shall conduct a study 
to evaluate the implementation of this Act. Such 
study shall include an estimation of employees’ ac-
cess to paid sick time, employees’ awareness of their 
rights under this Act, and employers’ experiences 
complying with this Act. Such study shall take into 
account access, awareness and experiences of em-
ployees by race, ethnicity, gender, and occupation. 
(2) REPORT.—Upon completion of the study re-
quired by paragraph (1), the Comptroller General of 
the United States shall prepare and submit a report 
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to the appropriate committees of Congress con-
cerning the results of the study and the information 
compiled pursuant to subsection (a). 
(c) REPORT ON RAIL CARRIER ENFORCEMENT.—Not 
later than 3 years after the date of enactment of this Act, 
the Secretary shall submit a report to Congress on any 
action by the Secretary under section 6(a) with respect 
to employers described in section 2(6)(B)(i)(V) providing 
paid sick time to employees described in section 
2(5)(A)(iii). 
SEC. 9. EFFECT ON OTHER LAWS. 
(a) FEDERAL
AND
STATE
ANTIDISCRIMINATION 
LAWS.—Nothing in this Act shall be construed to modify 
or affect any Federal or State law prohibiting discrimina-
tion on the basis of race, religion, color, national origin, 
sex, age, disability, sexual orientation, gender identity, 
marital status, familial status, or any other protected sta-
tus. 
(b) STATE AND LOCAL LAWS.—Nothing in this Act 
shall be construed to supersede (including preempting) 
any provision of any State or local law that provides great-
er paid sick time or leave rights (including greater 
amounts of paid sick time or leave or greater coverage of 
those eligible for paid sick time or leave) than the rights 
established under this Act. 
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SEC. 10. EFFECT ON EXISTING EMPLOYMENT BENEFITS. 
(a) MORE PROTECTIVE.—Nothing in this Act shall 
be construed to diminish the obligation of an employer to 
comply with any contract, collective bargaining agreement, 
or any employment benefit program or plan that provides 
greater paid sick leave or other leave rights to employees 
or individuals than the rights established under this Act. 
(b) LESS PROTECTIVE.—The rights established for 
employees under this Act shall not be diminished by any 
contract, collective bargaining agreement, or any employ-
ment benefit program or plan. 
SEC. 11. ENCOURAGEMENT OF MORE GENEROUS LEAVE 
POLICIES. 
Nothing in this Act shall be construed to discourage 
employers from adopting or retaining leave policies more 
generous than policies that comply with the requirements 
of this Act. 
SEC. 12. REGULATIONS. 
(a) IN GENERAL.— 
(1) AUTHORITY.—Except as provided in para-
graph (2), not later than 180 days after the date of 
enactment of this Act, the Secretary shall prescribe 
such regulations as are necessary to carry out this 
Act with respect to employees described in subpara-
graph (A) or (B) of section 2(5) and other individ-
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uals affected by employers described in subclause (I) 
or (II) of section 2(6)(A)(i). 
(2) GOVERNMENT ACCOUNTABILITY OFFICE; LI-
BRARY OF CONGRESS.—The Comptroller General of 
the United States and the Librarian of Congress 
shall prescribe the regulations with respect to em-
ployees of the Government Accountability Office and 
the Library of Congress, respectively, and other indi-
viduals affected by the Comptroller General of the 
United States and the Librarian of Congress, re-
spectively. 
(b) EMPLOYEES COVERED BY CONGRESSIONAL AC-
COUNTABILITY ACT OF 1995.— 
(1) AUTHORITY.—Not later than 90 days after 
the Secretary prescribes regulations under sub-
section (a), the Board of Directors of the Office of 
Compliance shall prescribe (in accordance with sec-
tion 304 of the Congressional Accountability Act of 
1995 (2 U.S.C. 1384)) such regulations as are nec-
essary to carry out this Act with respect to employ-
ees described in section 2(5)(C) and other individ-
uals affected by employers described in section 
2(6)(A)(i)(III). 
(2) AGENCY
REGULATIONS.—The regulations 
prescribed under paragraph (1) shall be the same as 
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substantive regulations promulgated by the Sec-
retary to carry out this Act except insofar as the 
Board may determine, for good cause shown and 
stated together with the regulations prescribed 
under paragraph (1), that a modification of such 
regulations would be more effective for the imple-
mentation of the rights and protections involved 
under this section. 
(c) EMPLOYEES COVERED BY CHAPTER 5 OF TITLE 
3, UNITED STATES CODE.— 
(1) AUTHORITY.—Not later than 90 days after 
the Secretary prescribes regulations under sub-
section (a), the President (or the designee of the 
President) shall prescribe such regulations as are 
necessary to carry out this Act with respect to em-
ployees described in section 2(5)(D) and other indi-
viduals affected by employers described in section 
2(6)(A)(i)(IV). 
(2) AGENCY
REGULATIONS.—The regulations 
prescribed under paragraph (1) shall be the same as 
substantive regulations promulgated by the Sec-
retary to carry out this Act except insofar as the 
President (or designee) may determine, for good 
cause shown and stated together with the regula-
tions prescribed under paragraph (1), that a modi-
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SEC. 13. EFFECTIVE DATES. 
(a) EFFECTIVE DATE.—This Act shall take effect 6 
months after the date of issuance of regulations under sec-
tion 12(a)(1). 
(b) COLLECTIVE BARGAINING AGREEMENTS.—In the 
case of a collective bargaining agreement in effect on the 
effective date prescribed by subsection (a), this Act shall 
take effect on the earlier of— 
(1) the date of the termination of such agree-
ment; 
(2) the date of any amendment, made on or 
after such effective date, to such agreement; or 
(3) the date that occurs 18 months after the 
date of issuance of regulations under section 
12(a)(1). 
Æ 
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