available, a written statement describing the domes-
tic violence, sexual assault, or stalking and their ef-
fects.’’. 
(g) CONFIDENTIALITY.—Section 6383 of title 5, 
United States Code, as amended by subsection (f), is 
amended— 
(1) in the section heading, by adding before the 
period the following: ‘‘; confidentiality’’; and 
(2) by adding at the end the following: 
‘‘(g) All evidence of domestic violence, sexual assault, 
or stalking provided to an employing agency under this 
subsection, including an employee’s statement, any cor-
roborating evidence, and the fact that an employee has 
requested leave for the purpose of addressing domestic vio-
lence, sexual assault, or stalking and their effects, shall 
be retained in the strictest confidence by the employing 
agency, except to the extent consented to by the employee 
where disclosure is necessary to— 
‘‘(1) protect the safety of the employee or fam-
ily member of the employee; or 
‘‘(2) assist in documenting domestic violence, 
sexual assault, or stalking for a court or law enforce-
ment agency.’’. 
(h) TABLE OF SECTIONS.—The table of sections for 
chapter 63 of title 5, United States Code, is amended by 
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striking the item relating to section 6383 and inserting 
the following: 
‘‘6383. Certification; confidentiality.’’. 
SEC. 165. INCLUSION OF SAME-SEX SPOUSES AND DOMES-
TIC PARTNERS FOR LEAVE FOR FEDERAL EM-
PLOYEES. 
(a) DEFINITIONS.—Section 6381 of title 5, United 
States Code, as amended by section 164, is further amend-
ed— 
(1) in paragraph (6), by inserting ‘‘a child of 
an individual’s domestic partner,’’ after ‘‘a legal 
ward,’’; and 
(2) by adding at the end the following: 
‘‘(15) the term ‘spouse’ means a husband or 
wife, as the case may be, and, notwithstanding sec-
tion 7 of title I, United States Code, includes a 
spouse of the same sex as the employee as deter-
mined under applicable State law; and 
‘‘(16) the term ‘domestic partner’ means— 
‘‘(A) the person recognized as the domestic 
partner of the employee under any domestic 
partner registry or civil union laws of the State 
or political subdivision of a State where the em-
ployee resides; or 
‘‘(B) in the case of an unmarried employee 
who resides in a State where a person cannot 
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marry a person of the same sex under the laws 
of the State, a single, unmarried adult person 
of the same sex as the employee who is in a 
committed, intimate relationship with the em-
ployee, is not a domestic partner to any other 
person, and who is designated to the employing 
agency by such employee as that employee’s do-
mestic partner.’’. 
(b) LEAVE REQUIREMENT.—Section 6382 of title 5, 
United States Code, is further amended— 
(1) 
in 
subsection 
(a)(1)(C), 
by 
striking 
‘‘spouse,’’ both places it appears and inserting 
‘‘spouse or domestic partner,’’; 
(2) in subsection (a)(3), by striking ‘‘spouse,’’ 
and inserting ‘‘spouse or domestic partner,’’; and 
(3) in subsection (e)(2)(A), by inserting ‘‘do-
mestic partner,’’ after ‘‘spouse,’’. 
(c) CERTIFICATION.—Section 6383 of title 5, United 
States Code, is amended— 
(1) in subsection (a), by inserting ‘‘domestic 
partner,’’ after ‘‘spouse,’’; and 
(2) in subsection (b)(4)(A), by inserting ‘‘do-
mestic partner,’’ after ‘‘spouse,’’ both places it ap-
pears. 
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Subtitle D—Healthy Families Act 
SEC. 171. SHORT TITLE. 
This subtitle may be cited as the ‘‘Healthy Families 
Act’’. 
SEC. 172. PURPOSES. 
The purposes of this subtitle are— 
(1) to ensure that all working Americans can 
address their own health needs and the health needs 
of their families by requiring employers to permit 
employees to earn up to 56 hours of paid sick time 
including paid time for family care; 
(2) to diminish public and private health care 
costs by enabling workers to seek early and routine 
medical care for themselves and their family mem-
bers; 
(3) to assist employees who are, or whose fam-
ily members are, victims of domestic violence, sexual 
assault, or stalking, by providing the employees with 
paid time away from work to allow the victims to re-
ceive treatment and to take the necessary steps to 
ensure their protection; 
(4) to accomplish the purposes described in 
paragraphs (1) through (3) in a manner that is fea-
sible for employers; and 
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(5) consistent with the provision of the 14th 
amendment to the Constitution relating to equal 
protection of the laws, and pursuant to Congress’ 
power to enforce that provision under section 5 of 
that amendment— 
(A) to accomplish the purposes described 
in paragraphs (1) through (3) in a manner that 
minimizes the potential for employment dis-
crimination on the basis of sex by ensuring gen-
erally that paid sick time is available for eligible 
medical reasons on a gender-neutral basis; and 
(B) to promote the goal of equal employ-
ment opportunity for women and men. 
SEC. 173. DEFINITIONS. 
In this subtitle: 
(1) CHILD.—The term ‘‘child’’ means a biologi-
cal, foster, or adopted child, a stepchild, a legal 
ward, or a child of a person standing in loco 
parentis, who is— 
(A) under 18 years of age; or 
(B) 18 years of age or older and incapable 
of self-care because of a mental or physical dis-
ability. 
(2) DOMESTIC VIOLENCE.—The term ‘‘domestic 
violence’’ has the meaning given the term in section 
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40002(a) of the Violence Against Women Act of 
1994 (42 U.S.C. 13925(a)), except that the ref-
erence in such section to the term ‘‘jurisdiction re-
ceiving grant monies’’ shall be deemed to mean the 
jurisdiction in which the victim lives or the jurisdic-
tion in which the employer involved is located. 
(3) EMPLOYEE.—The term ‘‘employee’’ means 
an individual who is— 
(A)(i) an employee, as defined in section 
3(e) of the Fair Labor Standards Act of 1938 
(29 U.S.C. 203(e)), who is not covered under 
subparagraph (E), including such an employee 
of the Library of Congress, except that a ref-
erence in such section to an employer shall be 
considered to be a reference to an employer de-
scribed in clauses (i)(I) and (ii) of paragraph 
(4)(A); or 
(ii) an employee of the Government Ac-
countability Office; 
(B) a State employee described in section 
304(a) of the Government Employee Rights Act of 
1991 (42 U.S.C. 2000e–16c(a)); 
(C) a covered employee, as defined in section 
101 of the Congressional Accountability Act of 1995 
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(2 U.S.C. 1301), other than an applicant for em-
ployment; 
(D) a covered employee, as defined in section 
411(c) of title 3, United States Code; or 
(E) a Federal officer or employee covered under 
subchapter V of chapter 63 of title 5, United States 
Code. 
(4) EMPLOYER.— 
(A) IN GENERAL.—The term ‘‘employer’’ 
means a person who is— 
(i)(I) a covered employer, as defined 
in subparagraph (B), who is not covered 
under subclause (V); 
(II) an entity employing a State em-
ployee described in section 304(a) of the 
Government Employee Rights Act of 1991; 
(III) an employing office, as defined 
in section 101 of the Congressional Ac-
countability Act of 1995; 
(IV) an employing office, as defined in 
section 411(c) of title 3, United States 
Code; or 
(V) an employing agency covered 
under subchapter V of chapter 63 of title 
5, United States Code; and 
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(ii) is engaged in commerce (including 
government), or an industry or activity af-
fecting commerce (including government), 
as defined in subparagraph (B)(iii). 
(B) COVERED EMPLOYER.— 
(i) IN
GENERAL.—In subparagraph 
(A)(i)(I), the term ‘‘covered employer’’— 
(I) means any person engaged in 
commerce or in any industry or activ-
ity affecting commerce who employs 
15 or more employees for each work-
ing day during each of 20 or more 
calendar workweeks in the current or 
preceding calendar year; 
(II) includes— 
(aa) any person who acts, 
directly or indirectly, in the inter-
est of an employer to any of the 
employees of such employer; and 
(bb) any successor in inter-
est of an employer; 
(III) includes any ‘‘public agen-
cy’’, as defined in section 3(x) of the 
Fair Labor Standards Act of 1938 
(29 U.S.C. 203(x)); and 
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(IV) includes the Government 
Accountability Office and the Library 
of Congress. 
(ii) PUBLIC
AGENCY.—For purposes 
of clause (i)(III), a public agency shall be 
considered to be a person engaged in com-
merce or in an industry or activity affect-
ing commerce. 
(iii) DEFINITIONS.—For purposes of 
this subparagraph: 
(I) 
COMMERCE.—The 
terms 
‘‘commerce’’ and ‘‘industry or activity 
affecting commerce’’ mean any activ-
ity, business, or industry in commerce 
or in which a labor dispute would 
hinder or obstruct commerce or the 
free flow of commerce, and include 
‘‘commerce’’ and any ‘‘industry affect-
ing commerce’’, as defined in para-
graphs (1) and (3) of section 501 of 
the Labor Management Relations Act, 
1947 (29 U.S.C. 142 (1) and (3)). 
(II) EMPLOYEE.—The term ‘‘em-
ployee’’ has the same meaning given 
such term in section 3(e) of the Fair 
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Labor Standards Act of 1938 (29 
U.S.C. 203(e)). 
(III) PERSON.—The term ‘‘per-
son’’ has the same meaning given 
such term in section 3(a) of the Fair 
Labor Standards Act of 1938 (29 
U.S.C. 203(a)). 
(C) PREDECESSORS.—Any reference in 
this paragraph to an employer shall include a 
reference to any predecessor of such employer. 
(5) EMPLOYMENT BENEFITS.—The term ‘‘em-
ployment benefits’’ means all benefits provided or 
made available to employees by an employer, includ-
ing group life insurance, health insurance, disability 
insurance, sick leave, annual leave, educational bene-
fits, and pensions, regardless of whether such bene-
fits are provided by a practice or written policy of 
an employer or through an ‘‘employee benefit plan’’, 
as defined in section 3(3) of the Employee Retire-
ment Income Security Act of 1974 (29 U.S.C. 
1002(3)). 
(6) HEALTH
CARE
PROVIDER.—The term 
‘‘health care provider’’ means a provider who— 
(A)(i) is a doctor of medicine or osteopathy 
who is authorized to practice medicine or sur-
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gery (as appropriate) by the State in which the 
doctor practices; or 
(ii) is any other person determined by the 
Secretary to be capable of providing health care 
services; and 
(B) is not employed by an employer for 
whom the provider issues certification under 
this subtitle. 
(7) PAID
SICK
TIME.—The term ‘‘paid sick 
time’’ means an increment of compensated leave that 
can be earned by an employee for use during an ab-
sence from employment for any of the reasons de-
scribed in paragraphs (1) through (4) of section 
5(b). 
(8) PARENT.—The term ‘‘parent’’ means a bio-
logical, foster, or adoptive parent of an employee, a 
stepparent of an employee, or a legal guardian or 
other person who stood in loco parentis to an em-
ployee when the employee was a child. 
(9) SECRETARY.—The term ‘‘Secretary’’ means 
the Secretary of Labor. 
(10) 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 (42 U.S.C. 13925(a)). 
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(11) 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 
employee resides. 
(12) STALKING.—The term ‘‘stalking’’ has the 
meaning given the term in section 40002(a) of the 
Violence Against Women Act of 1994 (42 U.S.C. 
13925(a)). 
(13) VICTIM
SERVICES
ORGANIZATION.—The 
term ‘‘victim services organization’’ means a non-
profit, nongovernmental organization that provides 
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. 174. PROVISION OF PAID SICK TIME. 
(a) ACCRUAL OF PAID SICK TIME.— 
(1) IN
GENERAL.—An employer shall permit 
each employee employed by the employer to earn not 
less than 1 hour of paid sick time for every 30 hours 
worked, to be used as described in subsection (b). 
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An employer shall not be required to permit an em-
ployee to earn, under this section, more than 56 
hours of paid sick time in a calendar year, unless 
the employer chooses to set a higher limit. 
(2) EXEMPT EMPLOYEES.— 
(A) IN GENERAL.—Except as provided in 
paragraph (3), for purposes of this section, an 
employee who is exempt from overtime require-
ments under section 13(a)(1) of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 213(a)(1)) 
shall be assumed 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) DATES OF ACCRUAL AND USE.—Employees 
shall begin to earn paid sick time under this section 
at the commencement of their employment. An em-
ployee shall be entitled to use the earned paid sick 
time beginning on the 60th calendar day following 
commencement of the employee’s employment. After 
that 60th calendar day, the employee may use the 
paid sick time as the time is earned. An employer 
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may, at the discretion of the employer, loan paid 
sick time to an employee in advance of the earning 
of such time under this section by such employee. 
(4) CARRYOVER.— 
(A) IN GENERAL.—Except as provided in 
subparagraph (B), paid sick time earned under 
this section shall carry over from 1 calendar 
year to the next. 
(B) CONSTRUCTION.—This subtitle shall 
not be construed to require an employer to per-
mit an employee to accrue more than 56 hours 
of earned paid sick time at a given time. 
(5) 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 
same conditions as the purposes and conditions out-
lined in subsection (b) shall not be required to per-
mit an employee to earn additional paid sick time 
under this section. 
(6) 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, 
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or other separation from employment for earned 
paid sick time that has not been used. 
(7) 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. 
(8) PROHIBITION.—An employer may not re-
quire, as a condition of providing paid sick time 
under this subtitle, that the employee involved 
search for or find a replacement worker to cover the 
hours during which the employee is using paid sick 
time. 
(b) USES.—Paid sick time earned under this section 
may be used by an employee for any of the following: 
(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. 
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(3) An absence for the purpose of caring for a 
child, a parent, a spouse, or any other individual re-
lated by blood or affinity whose close association 
with the employee is the equivalent of a family rela-
tionship, who— 
(A) has any of the conditions or needs for 
diagnosis or care described in paragraph (1) or 
(2); and 
(B) in the case of someone who is not a 
child, 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, or 
spouse, or an individual related to the employee 
as described in paragraph (3), to recover from 
physical or psychological injury or disability 
caused by domestic violence, sexual assault, or 
stalking; 
(B) obtain or assist a related person de-
scribed in paragraph (3) in obtaining services 
from a victim services organization; 
(C) obtain or assist a related person de-
scribed in paragraph (3) 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 subtitle 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; 
(B) 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; and 
(C) 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.— 
(i) IN GENERAL.—A certification pro-
vided under subparagraph (A) shall be suf-
ficient 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 
period of time; 
(III) the appropriate medical 
facts within the knowledge of the 
health care provider regarding the 
condition involved, subject to clause 
(ii); and 
(IV)(aa) for purposes of paid sick 
time under subsection (b)(1), a state-
ment that absence from work is medi-
cally necessary; 
(bb) for purposes of such time 
under subsection (b)(2), the dates on 
which testing for a medical diagnosis 
or care is expected to be given and the 
duration of such testing or care; and 
(cc) 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 individual described in such 
subsection, and an estimate of the 
amount of time that such care is 
needed for such individual. 
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(ii) LIMITATION.—In issuing a certifi-
cation under subparagraph (A), a health 
care provider shall make reasonable efforts 
to limit the medical facts described in 
clause (i)(III) that are disclosed in the cer-
tification to the minimum necessary to es-
tablish a need for the employee to utilize 
paid sick time. 
(C) 
REGULATIONS.—Regulations 
pre-
scribed under section 182 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.— 
(i) PROTECTED
HEALTH
INFORMA-
TION.—Nothing in this subtitle shall be 
construed to require a health care provider 
to disclose information in violation of sec-
tion 1177 of the Social Security Act (42 
U.S.C. 1320d–6) or the regulations pro-
mulgated pursuant to section 264(c) of the 
Health Insurance Portability and Account-
ability Act of 1996 (42 U.S.C. 1320d–2 
note). 
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(ii) 
HEALTH
INFORMATION 
RECORDS.—If 
an 
employer 
possesses 
health information about an employee or 
an employee’s child, parent, spouse or 
other individual 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. 
(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 1 of the fol-
lowing forms of documentation: 
(i) A police report indicating that the 
employee, or a member of the employee’s 
family described in subsection (b)(4), was 
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a victim of domestic violence, sexual as-
sault, or stalking. 
(ii) A court order protecting or sepa-
rating the employee or a member of the 
employee’s family described in subsection 
(b)(4) from the perpetrator of an act of 
domestic violence, sexual assault, or stalk-
ing, or other evidence from the court or 
prosecuting attorney that the employee or 
a member of the employee’s family de-
scribed in subsection (b)(4) has appeared 
in court or is scheduled to appear in court 
in a proceeding related to domestic vio-
lence, 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 a member of the employee’s 
family described in subsection (b)(4) is a 
victim of domestic violence, sexual assault, 
or stalking. 
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(B) REQUIREMENTS.—The requirements 
of paragraph (2) shall apply to certifications 
under this paragraph, except that— 
(i) subclauses (III) and (IV) of sub-
paragraph (B)(i) and subparagraph (B)(ii) 
of such paragraph 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 
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. 
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SEC. 175. POSTING REQUIREMENT. 
(a) IN GENERAL.—Each employer shall post and 
keep posted a notice, to be prepared or approved in ac-
cordance with procedures specified in regulations pre-
scribed under section 182, setting forth excerpts from, or 
summaries of, the pertinent provisions of this subtitle in-
cluding— 
(1) information describing paid sick time avail-
able to employees under this subtitle; 
(2) information pertaining to the filing of an 
action under this subtitle; 
(3) the details of the notice requirement for a 
foreseeable 
period 
of 
time 
under 
section 
174(d)(1)(B); and 
(4) information that describes— 
(A) the protections that an employee has 
in exercising rights under this subtitle; and 
(B) how the employee can contact the Sec-
retary (or other appropriate authority as de-
scribed in section 177) if any of the rights are 
violated. 
(b) LOCATION.—The notice described under sub-
section (a) shall be posted— 
(1) in conspicuous places on the premises of the 
employer, where notices to employees (including ap-
plicants) are customarily posted; or 
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(2) in employee handbooks. 
(c) VIOLATION; PENALTY.—Any employer who will-
fully violates the posting requirements of this section shall 
be subject to a civil fine in an amount not to exceed $100 
for each separate offense. 
SEC. 176. 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 subtitle, 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 subtitle; 
(B) using the taking of paid sick time 
under this subtitle as a negative factor in an 
employment action, such as hiring, promotion, 
or a disciplinary action; or 
(C) counting the paid 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 subtitle. 
(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 subtitle; 
(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 subtitle; or 
(3) has testified, or is about to testify, in any 
inquiry or proceeding relating to any right provided 
under this subtitle. 
(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. 177. ENFORCEMENT AUTHORITY. 
(a) IN GENERAL.— 
(1) DEFINITIONS.—In this subsection: 
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