(1) DISCRIMINATE.—The term ‘‘discriminate’’, 
used with respect to the terms, conditions, or privi-
leges of employment, includes failing to implement a 
request from an individual, in response to actual or 
threatened domestic violence, dating violence, sexual 
assault, or stalking, for a reasonable safety proce-
dure or a job-related modification to enhance the se-
curity of that individual or safeguard the workplace 
(such as installation of a lock, change of a telephone 
number or seating assignment, provision of a trans-
fer, provision of leave, modification of a schedule, or 
adjustment of a work requirement), unless the em-
ployer can demonstrate that granting the request 
would impose an undue hardship on the operation of 
the employer, or would significantly disrupt other 
employee’s performance of their core job functions. 
(2) DOMESTIC VIOLENCE.—The terms ‘‘domes-
tic violence’’, ‘‘dating violence’’, ‘‘sexual assault’’, 
and ‘‘stalking’’ have the meanings given such terms 
in section 40002 of the Violence Against Women Act 
of 1994 (42 U.S.C. 13925). 
(3) EMPLOYEE.— 
(A) IN GENERAL.—The term ‘‘employee’’ 
means any person employed by an employer. In 
the case of an individual employed by a public 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00002
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
agency, such term means an individual em-
ployed as described in section 3(e)(2) of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 
203(e)(2)). 
(B) BASIS.—The term includes a person 
employed as described in subparagraph (A) on 
a full- or part-time basis, for a fixed time pe-
riod, on a temporary basis, pursuant to a detail, 
or as a participant in a work assignment as a 
condition of receipt of Federal or State income- 
based public assistance. 
(4) EMPLOYER.—The term ‘‘employer’’— 
(A) means any person engaged in com-
merce or in any industry or activity affecting 
commerce who employs 15 or more individuals; 
(B) includes any person acting directly or 
indirectly in the interest of an employer in rela-
tion to an employee; and 
(C) includes a public agency that employs 
individuals as described in section 3(e)(2) of the 
Fair Labor Standards Act of 1938, but does 
not include any labor organization (other than 
when acting as an employer) or anyone acting 
in the capacity of officer or agent of such labor 
organization. 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00003
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
(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) FAMILY
OR
HOUSEHOLD
MEMBER.—The 
term ‘‘family or household member’’, used with re-
spect to a person, means an individual who is a 
spouse, former spouse, parent, son or daughter, or 
person residing or formerly residing in the same 
dwelling unit as the person. 
(7) PARENT; SON OR DAUGHTER.—The terms 
‘‘parent’’ and ‘‘son or daughter’’ have the meanings 
given the terms in section 101 of the Family and 
Medical Leave Act of 1993 (29 U.S.C. 2611). 
(8) REDUCED
LEAVE
SCHEDULE.—The term 
‘‘reduced leave schedule’’ means a leave schedule 
that reduces the usual number of hours per work-
week, or hours per workday, of an employee. 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00004
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
(9) SECRETARY.—The term ‘‘Secretary’’ means 
the Secretary of Labor. 
(10) UNDUE HARDSHIP.— 
(A) IN GENERAL.—The term ‘‘undue hard-
ship’’ means an action requiring significant dif-
ficulty or expense, when considered in light of 
the factors set forth in subparagraph (B). 
(B) FACTORS TO BE CONSIDERED.—In de-
termining whether a reasonable accommodation 
would impose an undue hardship on the oper-
ation of an employer or public agency, factors 
to be considered include— 
(i) the nature and cost of the request 
of an employee for an accommodation; 
(ii) the overall financial resources of 
the facility involved, the number of persons 
employed at such facility, the effect on ex-
penses and resources, or the impact other-
wise of such accommodation on the oper-
ation of the facility; 
(iii) the overall financial resources of 
the employer or public agency, the overall 
size of the business of an employer or pub-
lic agency with respect to the number of 
employees of the employer or public agen-
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00005
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
cy, and the number, type, and location of 
the facilities of an employer or public agen-
cy; and 
(iv) the type of operation of the em-
ployer or public agency, including the com-
position, structure, and functions of the 
workforce of the employer or public agen-
cy, the geographic separateness of the fa-
cility from the employer or public agency, 
and the administrative or fiscal relation-
ship of the facility to the employer or pub-
lic agency. 
(11) VICTIM OF DOMESTIC VIOLENCE, DATING 
VIOLENCE, SEXUAL ASSAULT, OR STALKING.—The 
term ‘‘victim of domestic violence, dating violence, 
sexual assault, or stalking’’ includes a person who 
has been a victim of domestic violence, dating vio-
lence, sexual assault, or stalking and a person whose 
family or household member has been a victim of do-
mestic violence, dating violence, sexual assault, or 
stalking. 
(12) VICTIM
SERVICES
ORGANIZATION.—The 
term ‘‘victim services organization’’ means a non-
profit, nongovernmental organization that provides 
assistance to victims of domestic violence, dating vio-
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00006
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
lence, sexual assault, or stalking, or to advocates for 
such victims, including a rape crisis center, an orga-
nization carrying out a domestic violence 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. EMPLOYMENT PROTECTION FOR VICTIMS OF DO-
MESTIC VIOLENCE, DATING VIOLENCE, SEX-
UAL ASSAULT, OR STALKING. 
An employer shall not fail to hire, refuse to hire, dis-
charge, or harass any individual, or otherwise discriminate 
against any individual with respect to the compensation, 
terms, conditions, or privileges of employment of the indi-
vidual (including retaliation in any form or manner) be-
cause— 
(1) the individual involved is or the employer or 
public agency involved perceives that individual to be 
a victim of domestic violence, dating violence, sexual 
assault, or stalking; 
(2) that individual attended, participated in, 
prepared for, or requested leave to attend, partici-
pate in, or prepare for, a criminal or civil court pro-
ceeding relating to an incident of domestic violence, 
dating violence, sexual assault, or stalking of which 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00007
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
the individual, or the family or household member of 
the individual, was a victim; 
(3) that individual, in response to actual or 
threatened domestic violence, dating violence, sexual 
assault, or stalking, requested that the employer or 
public agency implement a reasonable safety proce-
dure or a job-related modification to enhance the se-
curity of that individual or safeguard the workplace 
involved; or 
(4) the workplace is disrupted or threatened by 
the action of a person whom that individual states 
has committed or threatened to commit domestic vi-
olence, dating violence, sexual assault, or stalking 
against that individual, or that individual’s family or 
household member. 
SEC. 4. ENTITLEMENT TO LEAVE FOR ADDRESSING DOMES-
TIC VIOLENCE, DATING VIOLENCE, SEXUAL 
ASSAULT, OR STALKING. 
(a) ENTITLEMENT TO LEAVE.— 
(1) IN GENERAL.—An employee who is a victim 
of domestic violence, dating violence, sexual assault, 
or stalking shall be entitled to a total of 15 days of 
unpaid leave during any 12-month period for any of 
the following: 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00008
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
(A) To obtain services from a victim serv-
ices organization related to an incident of do-
mestic violence. 
(B) To obtain psychological or other coun-
seling for the employee or the employee’s family 
or household member related to experiences of 
domestic violence, dating violence, sexual as-
sault, or stalking. 
(C) To participate in safety planning or 
take other actions to increase the safety of the 
employee or the employee’s family or household 
member from future domestic violence, dating 
violence, sexual assault, or stalking or ensure 
economic security, including temporarily or per-
manently relocating. 
(D) To seek medical attention for injuries 
caused by domestic violence or sexual assault. 
(2) LEAVE FOR COURT PROCEEDINGS.—An em-
ployee who is a victim of domestic violence, dating 
violence, sexual assault, or stalking shall be entitled 
to such leave as is necessary to enable the employee 
to attend or participate in any civil or criminal legal 
proceeding resulting from an incident of domestic vi-
olence, dating violence, sexual assault, or stalking 
against that employee, including, seeking to obtain a 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00009
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
temporary restraining order, restraining order, or 
other injunctive relief, or to help ensure the health, 
safety, or welfare of the victim or his or her child. 
(b) SCHEDULE.—Leave described in subsection (a) 
may be taken intermittently or on a reduced leave sched-
ule. The taking of leave intermittently or on a reduced 
leave schedule shall not result in a reduction of the total 
amount of leave to which the employee is entitled under 
subsection (a). 
(c) CALCULATION OF 12-MOTNH PERIOD.—An em-
ployer is permitted to choose any 1 of the following meth-
ods for determining the 12-month period in which the 15 
days of leave entitlement occurs: 
(1) The calendar year. 
(2) Any fixed 12-month ‘‘leave year’’ such as a 
fiscal year, a year required by State law, or a year 
starting on the date that is 1 year after the date on 
which an employee begins employment with that em-
ployer. 
(3) The 12-month period measured forward 
from the first date on which an employee’s takes 
leave under subsection (a). 
(d) RELATIONSHIP TO PAID LEAVE.—An employee 
who is entitled to take paid or unpaid leave (including 
family, medical, sick, annual, personal, or similar leave) 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00010
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
from employment, pursuant to Federal, State, or local law, 
a collective bargaining agreement, or an employment bene-
fits program or plan, may elect to substitute any period 
of such leave for an equivalent period of leave provided 
under subsection (a). 
(e) NOTICE TO EMPLOYER AND CERTIFICATION.— 
(1) NOTICE TO EMPLOYER AND DUTIES OF EM-
PLOYEE.—In any case in which the necessity for 
leave under subsection (a) is foreseeable based on a 
scheduled appointment or planned activity, the em-
ployee shall— 
(A) make a reasonable effort to schedule 
the appointment or activity so as not to disrupt 
unduly the operations of the employer; and 
(B) provide the employer with not less 
than 15 days notice before the date the leave is 
to begin, of the employee’s intention to take 
leave under such subsection, except that if such 
15 days’ notice is not practicable, the employee 
shall provide the employer with such advanced 
notice as is practicable. 
(2) CERTIFICATION.— 
(A) IN GENERAL.—The employer may re-
quire the employee to provide certification to 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00011
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
the employer, within a reasonable period after 
the employer requests the certification, that— 
(i) the employee or the employee’s 
family or household member is a victim of 
domestic violence, dating violence, sexual 
assault, or stalking; and 
(ii) the leave is for 1 of the purposes 
enumerated in subsection (a). 
(B) CONTENTS.—An employee may satisfy 
the certification requirement of subparagraph 
(A) by providing to the employer— 
(i) a sworn statement of the employee; 
(ii) documentation from an employee, 
agent, or volunteer of a victim services or-
ganization, an attorney, a member of the 
clergy, or a medical or other professional, 
from whom the employee or the employee’s 
family or household member has sought as-
sistance in addressing domestic violence, 
dating violence, sexual assault, or stalking 
and the effects of domestic violence, dating 
violence, sexual assault, or stalking; or 
(iii) a police or court record. 
(3) CONFIDENTIALITY.—All information pro-
vided to the employer pursuant to paragraphs (1) or 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00012
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
(2), including a statement of the employee or any 
other documentation, record, or corroborating evi-
dence, and the fact that the employee has requested 
or obtained leave pursuant to subsection (a), shall be 
retained in the strictest confidence by the employer, 
except to the extent that disclosure is— 
(A) requested or consented to by the em-
ployee in writing; or 
(B) otherwise required by applicable Fed-
eral or State law. 
(f) EMPLOYMENT AND BENEFITS.— 
(1) RESTORATION
TO
POSITION.—Except as 
provided in paragraph (3), any employee who takes 
leave under this section for the intended purpose of 
the leave shall be entitled, on return from such 
leave— 
(A) to be restored by the employer to the 
position of employment held by the employee 
when the leave commenced; or 
(B) to be restored to an equivalent position 
with equivalent employment benefits, pay, and 
other terms and conditions of employment. 
(2) LOSS OF BENEFITS.—The taking of leave 
under this section shall not result in the loss of any 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00013
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
employment benefits accrued prior to the date on 
which the leave commenced. 
(3) LIMITATIONS.—Nothing in this subsection 
shall be construed to entitle any restored employee 
to— 
(A) the accrual of any seniority or employ-
ment benefits during any period of leave; or 
(B) any right, benefit, or position of em-
ployment other than any right, benefit, or posi-
tion to which the employee would have been en-
titled had the employee not taken the leave. 
(4) CONSTRUCTION.—Nothing in this sub-
section shall be construed to prohibit an employer 
from requiring an employee on leave under this title 
to report periodically to the employer on the status 
and intention of the employee to return to work. 
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 section 4. 
(2) EMPLOYER
DISCRIMINATION.—It shall be 
unlawful for any employer to discharge or harass 
any individual, or otherwise discriminate against any 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00014
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
individual with respect to compensation, terms, con-
ditions, or privileges of employment of the individual 
(including retaliation in any form or manner) be-
cause the individual— 
(A) exercised any right provided under sec-
tion 4 ; or 
(B) opposed 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 (as described in sub-
section (a)(2)) against any individual because such indi-
vidual— 
(1) has filed any charge, 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. 
SEC. 6. ENFORCEMENT. 
(a) CIVIL ACTION BY AFFECTED INDIVIDUALS.— 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00015
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
(1) LIABILITY.—Any employer who violates sec-
tion 3 or 5 of this Act shall be liable to any indi-
vidual affected— 
(A) for damages equal to— 
(i) the amount of— 
(I) any wages, salary, employ-
ment benefits, or other compensation 
denied or lost to such individual by 
reason of the violation; or 
(II) in a case in which wages, 
salary, employment benefits, or other 
compensation has not been denied or 
lost to the individual, any actual mon-
etary losses sustained by the indi-
vidual as a direct result of the viola-
tion; 
(ii) the interest on the amount de-
scribed in clause (i) calculated at the pre-
vailing rate; and 
(iii) an additional amount as liq-
uidated damages equal to the sum of the 
amount described in clause (i) and the in-
terest described in clause (ii), except that, 
in the case of an alleged violation of sec-
tion 5, if an employer that has violated 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00016
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
section 5 proves to the satisfaction of the 
court that the act or omission that violated 
section 5 was in good faith and that the 
employer had reasonable grounds for be-
lieving that the act or omission was not a 
violation of section 5, such court may, in 
the discretion of the court, reduce the 
amount of the liability to the amount and 
interest determined under clauses (i) and 
(ii), respectively; and 
(B) for such equitable relief as may be ap-
propriate, including employment, reinstatement, 
and promotion. 
(2) RIGHT OF ACTION.—An action to recover 
the damages or equitable relief prescribed in para-
graph (1) may be maintained against any employer 
in any Federal or State court of competent jurisdic-
tion by any 1 or more affected individuals for and 
on behalf of— 
(A) the individuals; or 
(B) the individuals and other individuals 
similarly situated. 
(3) FEES AND COSTS.—The court in such an 
action shall, in addition to any judgment awarded to 
the plaintiff, allow a reasonable attorney’s fee, rea-
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00017
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
sonable expert witness fees, and other costs of the 
action to be paid by the defendant. 
(4) LIMITATIONS.—The right provided by para-
graph (2) to bring an action by or on behalf of any 
affected individual shall terminate— 
(A) on the filing of a complaint by the Sec-
retary in an action under subsection (d) in 
which restraint is sought of any further delay 
in the payment of the amount described in 
paragraph (1)(A) to such individual by an em-
ployer responsible under paragraph (1) for the 
payment; or 
(B) on the filing of a complaint by the Sec-
retary in an action under subsection (b) in 
which a recovery is sought of the damages de-
scribed in paragraph (1)(A) owing to an af-
fected individual by an employer liable under 
paragraph (1), 
unless the action described in subparagraph (A) or 
(B) is dismissed without prejudice on motion of the 
Secretary. 
(b) ACTION BY THE SECRETARY OF LABOR.— 
(1) ADMINISTRATIVE
ACTION.—The Secretary 
shall receive, investigate, and attempt to resolve 
complaints of violations of section 3 or 5 in the same 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00018
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
manner as the Secretary receives, investigates, and 
attempts to resolve complaints of violations of sec-
tions 6 and 7 of the Fair Labor Standards Act of 
1938 (29 U.S.C. 206 and 207). 
(2) CIVIL ACTION.—The Secretary may bring 
an action in any court of competent jurisdiction to 
recover 
the 
damages 
described 
in 
subsection 
(a)(1)(A). 
(3) SUMS RECOVERED.—Any sums recovered by 
the Secretary pursuant to paragraph (2) shall be 
held in a special deposit account and shall be paid, 
on order of the Secretary, directly to each individual 
affected. Any such sums not paid to such an indi-
vidual because of inability to do so within a period 
of 3 years shall be deposited into the Treasury of 
the United States as miscellaneous receipts. 
(c) LIMITATION.— 
(1) IN GENERAL.—Except as provided in para-
graph (2), an action may be brought under this sub-
section not later than 2 years after the date of the 
last event constituting the alleged violation for which 
the action is brought. 
(2) WILLFUL VIOLATION.—In the case of such 
action brought for a willful violation of section 5, 
such action may be brought within 3 years after the 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00019
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
date of the last event constituting the alleged viola-
tion for which such action is brought. 
(3) COMMENCEMENT.—In determining when an 
action is commenced by the Secretary under this 
subsection for the purposes of this paragraph, it 
shall be considered to be commenced on the date 
when the complaint is filed. 
(d) 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— 
(1) to restrain violations of section 3 or 5, in-
cluding the restraint of any withholding of payment 
of wages, salary, employment benefits, or other com-
pensation, plus interest, found by the court to be 
due to affected individuals; or 
(2) to award such other equitable relief as may 
be appropriate, including employment, reinstate-
ment, and promotion. 
(e) SOLICITOR OF LABOR.—The Solicitor of Labor 
may appear for and represent the Secretary on any litiga-
tion brought under this subsection. 
(f) CERTAIN PUBLIC AGENCY EMPLOYERS.— 
(1) AGENCIES.—Notwithstanding any other 
provision of this section, in the case of a public 
agency that employs individuals as described in sub-
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00020
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
paragraph (A) or (B) of section 3(e)(2) of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 203(e)(2)), 
paragraph (2) shall apply. 
(2) AUTHORITY.—In the case described in 
paragraph (1), the powers, remedies, and procedures 
provided in the case of a violation of chapter 63 of 
title 5, United States Code, in that title to an em-
ploying agency, in chapter 12 of that title to the 
Merit Systems Protection Board, or in that title to 
any person alleging a violation of chapter 63 of that 
title, shall be the powers, remedies, and procedures 
this subsection provides in the case of a violation of 
section 3 or 5 to that agency, that Board, or any 
person alleging a violation of section 3 or 5, respec-
tively, against an employee who is such an indi-
vidual. 
SEC. 7. SECRETARY OF LABOR REGULATIONS. 
Not later than 120 days after the date of the enact-
ment of this Act, the Secretary of Labor shall prescribe 
such regulations as are necessary to carry out this Act. 
SEC. 8. RELATIONSHIP TO STATE LAWS. 
This Act supersedes any provision of a statute, regu-
lation, or rule of a State or political subdivision of a State 
which provides similar protections and entitlements as 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00021
Fmt 6652
Sfmt 6201
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS
provided by this Act, except to the extent that such stat-
ute, regulation, or rule provides— 
(1) greater protection to an individual than that 
provided by section 3; or 
(2) an entitlement to leave that exceeds that 
provided under section 5. 
Æ 
VerDate Aug 31 2005 
04:16 Nov 01, 2007
Jkt 059200
PO 00000
Frm 00022
Fmt 6652
Sfmt 6301
E:\BILLS\H4015.IH
H4015
bajohnson on PROD1PC71 with BILLS