(7) participates as a member of, or takes an ac-
tion described in paragraph (8) with respect to, the 
Domestic Employee Standards Board described in 
section 201; 
(8)(A) files an action, or institutes or causes to 
be instituted any proceeding, under or related to this 
subtitle; 
(B) gives, or is about to give, any information 
in connection with any inquiry or proceeding relating 
to any right provided under this subtitle; or 
(C) testifies, or is about to testify, in any in-
quiry or proceeding relating to any right provided 
under this subtitle; and 
(9) engages in concerted activities for the pur-
pose of collective bargaining or other mutual aid or 
protection, regardless of whether such activities are 
with domestic employees of different employers or 
domestic employees at different worksites. 
(c) IMMIGRATION-RELATED ACTIONS AS DISCRIMI-
NATION.—For purposes of subsections (a) and (b), dis-
crimination with respect to compensation, terms, condi-
tions, or privileges of employment occurs if a person un-
dertakes any of the following activities (unless such activ-
ity is legal conduct undertaken at the express and specific 
direction or request of the Federal Government): 
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(1) Reporting or threatening to report the citi-
zenship or immigration status of a domestic em-
ployee or the suspected citizenship or immigration 
status of a family member of such an individual, to 
a Federal, State, or local agency. 
(2) Requesting more or different documents 
than those required under section 274A(b) of the 
Immigration 
and 
Nationality 
Act 
(8 
U.S.C. 
1324a(b)), or refusing to honor documents that on 
their face appear to be genuine. 
(3) Using the Federal E-Verify system to check 
employment status in a manner not required under 
section 274A(b) of the Immigration and Nationality 
Act (8 U.S.C. 1324a(b)) or any memorandum gov-
erning use of the E-Verify system. 
(4) Filing or threatening to file a false police 
report relating to the immigration status of a do-
mestic employee or a family member of a domestic 
employee. 
(5) Contacting or threatening to contact immi-
gration authorities relating to the immigration sta-
tus of a domestic employee or a family member of 
a domestic employee. 
(d) PRESUMPTION OF RETALIATION.— 
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(1) IN
GENERAL.—For the purposes of sub-
sections (a) and (b), proof that a person discharged 
an individual or discriminated against an individual 
with respect to compensation, terms, conditions, or 
privileges of employment, within 90 days of the indi-
vidual involved asserting any claim or right under 
this subtitle, or assisting any other individual in as-
serting such a claim or right, shall raise a presump-
tion that the discharge or discrimination was in re-
taliation as prohibited under subsection (a) or (b), 
as the case may be. 
(2) REBUTTAL.—The presumption under para-
graph (1) may be rebutted by clear and convincing 
evidence that such discharge or discrimination was 
taken for another permissible reason. 
SEC. 118. ENFORCEMENT AUTHORITY. 
(a) IN GENERAL.— 
(1) APPLICATION.—In this subsection— 
(A) the term ‘‘domestic employee’’ means a 
domestic employee described in subsection 
(e)(1)(A); and 
(B) the term ‘‘employer’’ means an em-
ployer described in clause (i) or (ii) of subpara-
graph (A) and subparagraph (B) of subsection 
(e)(2). 
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(2) INVESTIGATIVE AUTHORITY.— 
(A) IN GENERAL.—To ensure compliance 
with the provisions of this subtitle, or any regu-
lation or order issued under this subtitle, the 
Secretary shall have the investigative authority 
provided under section 11(a) of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 211(a)), 
with respect to employers, domestic employees, 
and other individuals affected. 
(B) OBLIGATION TO KEEP AND PRESERVE 
RECORDS.—An employer shall make, keep, and 
preserve records pertaining to compliance with 
this subtitle in accordance with section 11(c) of 
the Fair Labor Standards Act of 1938 (29 
U.S.C. 211(c)) and in accordance with regula-
tions prescribed by the Secretary. 
(C) REQUIRED
SUBMISSIONS
GENERALLY 
LIMITED TO AN ANNUAL BASIS.—The Secretary 
shall not require under this paragraph an em-
ployer to submit to the Secretary any books or 
records more than once during any 12-month 
period, unless the Secretary— 
(i) has reasonable cause to believe 
there may exist a violation of this subtitle, 
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including any regulation or order issued 
under this subtitle; or 
(ii) is investigating a charge under 
paragraph (4). 
(D) SUBPOENA AUTHORITY.—For the pur-
poses of any investigation under this paragraph, 
the Secretary shall have the subpoena authority 
provided under section 9 of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 209). 
(3) CIVIL ACTION BY DOMESTIC EMPLOYEES.— 
(A) RIGHT OF ACTION.—An action to re-
cover the damages or equitable relief prescribed 
in subparagraph (B) may be maintained 
against an employer by one or more domestic 
employees, or a representative for and on behalf 
of the domestic employees and any other do-
mestic employees that may be similarly situ-
ated. 
(B) LIABILITY.—An employer that violates 
this subtitle shall be liable to a domestic em-
ployee aggrieved by the violation, except as pro-
vided in subparagraphs (C) and (D), for— 
(i) damages equal to— 
(I) the amount of— 
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(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, 
or the costs reasonably related to 
damage to or loss of property, or 
any other injury to the person, 
reputation, character, or feelings, 
sustained by a domestic employee 
as a direct result of the violation, 
or any injury to another person 
sustained as a direct result of the 
violation, by the employer; 
(II) the interest on the amount 
described in subclause (I) calculated 
at the prevailing rate; 
(III) an additional amount as liq-
uidated damages; and 
(IV) such other legal relief as 
may be appropriate; 
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(ii) such equitable relief as may be ap-
propriate, including employment, reinstate-
ment, and promotion; and 
(iii) a reasonable attorney’s fee, rea-
sonable expert witness fees, and other costs 
of the action. 
(C) MEAL AND REST BREAKS.—In the case 
of a violation of section 115, an employer in-
volved shall be liable under subparagraph (B)— 
(i) for the amount of damages de-
scribed in subclauses (I), (II), and (III) of 
subparagraph (B)(i); and 
(ii) under subparagraph (B)(i)(IV), 
for each such violation, for an amount 
equal to 1 hour of pay at the domestic em-
ployee’s regular rate of compensation (but 
not more than 2 hours of such pay for 
each workday for which the employer is in 
violation of such section). 
(D) WRITTEN AGREEMENTS.—In the case 
of a violation of section 110, the employer in-
volved shall be liable, under subparagraph 
(B)(i)(I), for an amount equal to $5,000. 
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(E) VENUE.—An action under this para-
graph may be maintained in any Federal or 
State court of competent jurisdiction. 
(4) ACTION BY THE SECRETARY.— 
(A) ADMINISTRATIVE ACTION.— 
(i) IN
GENERAL.—Subject to clause 
(ii), and subparagraphs (C) and (D) of 
paragraph (3), the Secretary shall receive, 
investigate, and attempt to resolve com-
plaints of violations of this subtitle in the 
same manner that the Secretary receives, 
investigates, and attempts to resolve com-
plaints of violations of sections 6, 7, and 
15(a)(3) of the Fair Labor Standards Act 
of 1938 (29 U.S.C. 206, 207, and 
215(a)(3)), including the Secretary’s au-
thority to supervise payment of wages and 
compensation under section 16(c) of the 
Fair Labor Standards Act of 1938 (29 
U.S.C. 216(c)). 
(ii) VIOLATIONS
GENERALLY.—The 
Secretary may assess a civil penalty 
against an employer that violates any sec-
tion of this subtitle— 
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(I) of not more than $15,000 for 
any first violation of any such section 
by such employer; and 
(II) of not more than $25,000 
for any subsequent violation of any 
such section by such employer. 
(B) ADMINISTRATIVE
REVIEW.—Any ag-
grieved dislocated employee who takes exception 
to an order issued by the Secretary under sub-
paragraph (A) may request review of and a de-
cision regarding such order by an administra-
tive law judge. In reviewing the order, the ad-
ministrative law judge may hold an administra-
tive hearing concerning the order, in accordance 
with the requirements of sections 554, 556, and 
557 of title 5, United States Code. Such hear-
ing shall be conducted expeditiously. If no ag-
grieved dislocated employee requests such re-
view within 60 days after the order is issued 
under subparagraph (A), the order shall be con-
sidered to be a final order that is not subject 
to judicial review. 
(C) CIVIL
ACTION.—The Secretary may 
bring an action in any court of competent juris-
diction to recover amounts described in para-
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graph (3)(B) on behalf of a domestic employee 
aggrieved by a violation of this subtitle. 
(D) SUMS RECOVERED.— 
(i) IN GENERAL.—Any sums recovered 
by the Secretary under subparagraph (C) 
shall be held in a special deposit account 
and shall be paid, on order of the Sec-
retary, directly to each domestic employee 
aggrieved by the violation for which the ac-
tion was brought. Any such sums not paid 
to a domestic employee because of inability 
to do so within a period of 3 years shall be 
deposited into the Treasury of the United 
States as a miscellaneous receipt. 
(ii) CIVIL
PENALTY.—Any sums re-
covered by the Secretary under subpara-
graph (A)(ii) shall be deposited into the 
general fund of the Treasury of the United 
States as a miscellaneous receipt. 
(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-
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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 this 
subtitle, such action may be brought not later 
than 3 years after the date of the last event 
constituting the alleged violation for which such 
action is brought. 
(C) COMMENCEMENT.—An action shall be 
considered commenced under paragraph (3), 
(4), or (6) for the purposes of this paragraph 
on the date on which the complaint is filed 
under such paragraph (3), (4), or (6). 
(6) ACTION
FOR
INJUNCTION.—The district 
courts of the United States together with the Dis-
trict Court of the Virgin Islands and the District 
Court of Guam shall have jurisdiction, for cause 
shown, in an action brought by a domestic employee 
or the Secretary— 
(A) to restrain violations of this subtitle, 
including the withholding of a written agree-
ment from a domestic employee as required 
under section 110, or of any withholding of 
payment of wages, salary, employment benefits, 
or other compensation, plus interest, found by 
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the court to be due to a domestic employee 
under this subtitle; or 
(B) to award such other equitable relief as 
may be appropriate, including employment, re-
instatement, and promotion, for a violation of 
this subtitle. 
(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 
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, 
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(e) DEFINITION.—In section 117 and this section: 
(1) DOMESTIC
EMPLOYEE.—Notwithstanding 
section 3, the term ‘‘domestic employee’’ means— 
(A) a domestic employee (as defined in 
such section) who is employed by an employer 
described in clause (i) or (ii) of subparagraph 
(A) and subparagraph (B) of paragraph (2) for 
the performance of domestic services; 
(B) a domestic employee (as defined in 
such section) who is employed by an employer 
described in subparagraphs (A)(iii) and (B) of 
paragraph (2) for the performance of domestic 
services; 
(C) a domestic employee (as defined in 
such section) who is employed by an employer 
described in subparagraphs (A)(iv) and (B) of 
paragraph (2) for the performance of domestic 
services; and 
(D) a domestic employee (as defined in 
such section) who is employed by an employer 
described in subparagraphs (A)(v) and (B) of 
paragraph (2) for the performance of domestic 
services. 
(2) EMPLOYER.—Notwithstanding section 3, 
the term ‘‘employer’’ means a person who is— 
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(A)(i) an employer, as defined in section 3 
of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203), who is not covered under another 
clause of this subparagraph; 
(ii) an entity employing a State employee 
described in section 304(a) of the Government 
Employee Rights Act of 1991; 
(iii) an employing office, as defined in sec-
tion 101 of the Congressional Accountability 
Act of 1995; 
(iv) an employing office, as defined in sec-
tion 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 
(B) engaged in commerce or the produc-
tion of goods for commerce or is an enterprise 
engaged in commerce or in the production of 
goods for commerce. 
SEC. 119. EFFECT ON EXISTING EMPLOYMENT BENEFITS 
AND OTHER LAWS. 
(a) IN GENERAL.—Nothing in this subtitle shall— 
(1) supersede a provision in a collective bar-
gaining agreement; or 
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(2) be construed to diminish the obligation of 
an employer to comply with any contract, collective 
bargaining agreement, or employment benefit pro-
gram or plan that provides greater rights or benefits 
to domestic employees than the rights established 
under this Act. 
(b) OTHER LAWS.—Nothing in this subtitle shall— 
(1) affect the obligation of an employer to pro-
vide a reasonable accommodation in the form of a 
change to the work schedule of a domestic employee 
required under any other law, or to otherwise comply 
with any other law; 
(2) preempt, limit, or otherwise affect the appli-
cability of any State or local law that provides com-
parable or superior benefits for domestic employees 
to the requirements under this subtitle; or 
(3) diminish the rights, privileges, or remedies 
of any domestic employee under any Federal or 
State law or under any collective bargaining agree-
ment. 
(c) NO WAIVERS.—The rights and remedies in this 
subtitle may not be waived by a domestic employee 
through any agreement, policy, or form, or as a condition 
of employment. 
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Subtitle C—Amendment to Title 
VII of the Civil Rights Act of 1964 
SEC. 131. INCLUDING CERTAIN DOMESTIC EMPLOYEES IN 
CIVIL RIGHTS PROTECTIONS AGAINST DIS-
CRIMINATION IN EMPLOYMENT. 
Section 701(b) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e(b)) is amended by striking ‘‘but’’ and insert-
ing ‘‘and a person who employs a domestic employee (as 
defined in section 3(b)(6) of the Domestic Worker Bill of 
Rights Act of 2024), but’’. 
TITLE II—STANDARDS BOARD 
AND BENEFITS 
SEC. 201. DOMESTIC EMPLOYEE STANDARDS BOARD. 
(a) ESTABLISHMENT
AND PURPOSES.—The Sec-
retary shall establish a board to be known as the ‘‘Domes-
tic Employee Standards Board’’ (referred to in this sec-
tion as the ‘‘Board’’) to investigate standards in the do-
mestic employees industry and issue recommendations to 
the Secretary under subsection (e)(1), in order to promote 
the health, safety, and well-being of domestic employees. 
(b) MEMBERSHIP.— 
(1) COMPOSITION.—The Board shall be com-
posed of 11 members, of which— 
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(A) 5 shall be individuals, appointed by the 
Secretary in accordance with paragraph (2), 
representing domestic employees; 
(B) 5 shall be individuals, appointed by the 
Secretary in accordance with paragraph (3), 
representing employers of domestic employees; 
and 
(C) 1 shall be an individual appointed by 
the Secretary who is an expert on the domestic 
services sector and who is from academia, the 
nonprofit sector, or a Federal, State, or local 
governmental agency. 
(2) DOMESTIC EMPLOYEES SEATS.— 
(A) IN GENERAL.—The Secretary shall ap-
point members of the Board representing do-
mestic employees from among individuals nomi-
nated under subparagraph (B) by eligible em-
ployee organizations. 
(B) SELECTION OF ELIGIBLE EMPLOYEE 
ORGANIZATIONS.—The Secretary shall enter 
into agreements, on a competitive basis, with el-
igible employee organizations for such organiza-
tions to nominate individuals to serve as mem-
bers of the Board representing domestic em-
ployees. 
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(C) SELECTING
INDIVIDUALS
ON
THE 
BOARD.—For each individual nominated under 
subparagraph (B), the Secretary shall submit a 
report to Congress indicating whether the Sec-
retary has decided to appoint the individual to 
the Board and the reasons for such decision. 
(D) DEFINITION OF ELIGIBLE EMPLOYEE 
ORGANIZATION.—In this paragraph, the term 
‘‘eligible employee organization’’ means an or-
ganization that— 
(i) is not an employer of a domestic 
employee or an employment agency; 
(ii) represents members of the organi-
zation, including domestic employees; 
(iii)(I) is described in paragraph (3), 
(4), or (5) of section 501(c) of the Internal 
Revenue Code of 1986, and exempt from 
taxation under section 501(a) of such 
Code; and 
(II) is organized and operated for the 
betterment of employees, including domes-
tic employees; 
(iv) engages in public advocacy to pro-
mote the health and well-being of domestic 
employees; 
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(v) has a governing structure that 
promotes the decisionmaking power of do-
mestic employees; and 
(vi) submits an application to the Sec-
retary at such time, in such manner, and 
containing such information as the Sec-
retary may reasonably require. 
(3) EMPLOYER SEATS.— 
(A) IN GENERAL.—The Secretary shall ap-
point members of the Board representing em-
ployers of domestic employees from among indi-
viduals nominated by eligible hiring organiza-
tions under subparagraph (B). 
(B) SELECTION OF ELIGIBLE HIRING OR-
GANIZATIONS.—The Secretary shall enter into 
agreements on a competitive basis with eligible 
hiring organizations for such organizations to 
nominate individuals to serve as members of the 
Board representing employers of domestic em-
ployees. 
(C) SELECTING
INDIVIDUALS
ON
THE 
BOARD.— 
(i) IN GENERAL.—For each individual 
nominated under subparagraph (B), the 
Secretary shall submit a report to Con-
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gress indicating whether the Secretary has 
decided to appoint the individual to the 
Board and the reasons for such decision. 
(ii) REQUIREMENTS
FOR
APPOINT-
MENTS.—The 
Secretary 
shall 
ensure 
that— 
(I) not less than 2 seats under 
this paragraph are filled by an indi-
vidual who contracts with, or hires, 
not less than 1 domestic employee to 
work in the residence of the indi-
vidual; 
(II) not less than 1 seat under 
this paragraph is filled by a nomina-
tion from an eligible hiring organiza-
tion that is dedicated to the well-being 
of domestic employees; 
(III) not less than 1 seat under 
this paragraph is filled by an indi-
vidual who relies on a personal care 
aide or assistant financed through a 
State Medicaid program under title 
XIX of the Social Security Act (42 
U.S.C. 1396 et seq.); 
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(IV) not less than 1 seat under 
this paragraph is filled by an indi-
vidual who— 
(aa) is an adult family mem-
ber of a Medicaid HCBS-eligible 
elderly individual or an individual 
with a disability; 
(bb) is an informal provider 
of in-home care to such Medicaid 
HCBS-eligible elderly individual 
or individual with a disability; 
and 
(cc) contracts with, or hires, 
1 or more domestic employees to 
provide additional care for the 
Medicaid HCBS-eligible elderly 
individual or individual with a 
disability; 
(V) a single employer does not 
fill more than 1 seat under this para-
graph; and 
(VI) any employer serving on the 
Board 
satisfies 
the 
requirements 
under clause (iii). 
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(iii) DISCLOSURE
OF
LABOR
VIOLA-
TIONS.— 
(I) IN GENERAL.—The Secretary 
shall require that each employer that 
serves on the Board disclose to the 
Secretary, with respect to the pre-
ceding 5-year period— 
(aa) any administrative mer-
its determination, arbitral award 
or decision, or civil judgment, 
rendered against the employer 
for a violation of the labor laws 
listed in subclause (II); and 
(bb) any steps taken by the 
employer to correct a violation of 
or improve compliance with the 
labor laws listed in subclause 
(II), including any agreement en-
tered into with an enforcement 
agency. 
(II) LABOR
LAWS.—The labor 
laws described in this subclause are 
each of the following: 
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(aa) The Fair Labor Stand-
ards Act of 1938 (29 U.S.C. 201 
et seq.). 
(bb) Title VII of the Civil 
Rights Act of 1964 (42 U.S.C. 
2000e et seq.). 
(cc) The Occupational Safe-
ty and Health Act of 1970 (29 
U.S.C. 651 et seq.). 
(III) RESPONSIBLE
SOURCE.— 
The Secretary shall consider informa-
tion disclosed by an employer under 
this clause to determine whether the 
employer has a satisfactory record of 
integrity and business ethics for pur-
poses of determining whether the em-
ployer shall serve on the Board. 
(D) DEFINITION OF ELIGIBLE HIRING OR-
GANIZATION.—In this paragraph, the term ‘‘eli-
gible hiring organization’’ means an organiza-
tion that— 
(i)(I) is an agency employing 2 or 
more domestic employees; or 
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(II) is an association of 2 or more in-
dividuals who hire or contract with domes-
tic employees; and 
(ii) submits an application to the Sec-
retary at such time, in such manner, and 
containing such information as the Sec-
retary may reasonably require. 
(4) CHAIRPERSON.—The Board shall select a 
Chairperson from among the members of the Board. 
(5) EXECUTIVE COMMITTEE.—The Chairperson 
shall assign an executive committee of 3 members of 
the Board, including not less than 1 representative 
appointed under paragraph (2) and 1 representative 
appointed under paragraph (3). Such executive com-
mittee shall establish an agenda and a work plan for 
the Board. 
(c) TERMS.— 
(1) IN GENERAL.—Except as provided in para-
graph (2), each member of the Board shall serve a 
term of 2 years. 
(2) INITIAL
MEMBERS.—The Secretary shall 
stagger the terms of the Board members such 
that— 
(A) 6 of the initial members appointed to 
the Board serve a term of 4 years, including 3 
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of 
the 
members 
described 
in 
subsection 
(b)(1)(A) and 3 of the members described in 
subsection (b)(1)(B); and 
(B) 5 of the initial members appointed to 
the Board serve a term of 2 years, including 2 
of 
the 
members 
described 
in 
subsection 
(b)(1)(A), 2 of the members described in sub-
section (b)(1)(B), and the member described in 
subsection (b)(1)(C). 
(3) VACANCIES.— 
(A) IN
GENERAL.—A vacancy on the 
Board— 
(i) shall not affect the powers of the 
Board; and 
(ii) shall be filled in the same manner 
as the original appointment was made and 
shall be subject to any conditions that ap-
plied with respect to the original appoint-
ment. 
(B) FILLING UNEXPIRED TERMS.—An in-
dividual chosen to fill a vacancy shall be ap-
pointed for the unexpired term of the member 
replaced. 
(C) PRESUMPTION.—If a member of the 
Board is unable to fill the duties of the member 
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in serving on the Board or leaves the domestic 
service industry for a period that exceeds 90 
days while serving on the Board, the seat of the 
member shall be considered a vacancy for pur-
poses of this paragraph. 
(d) MEETINGS.— 
(1) IN GENERAL.—The Board shall meet at the 
call of the Chairperson. 
(2) PUBLIC NOTICE.—The call of the Chair-
person under paragraph (1) shall include notice to 
the public of the meeting. 
(3) INITIAL MEETING.—Not later than 90 days 
after the date on which all members of the Board 
have been appointed, the Board shall hold the initial 
meeting of the Board. 
(e) STANDARDS.— 
(1) PROCESS
FOR
RECOMMENDING
STAND-
ARDS.— 
(A) IN GENERAL.—Not later than 1 year 
after the date of enactment of this Act, and 
every 3 years thereafter, the Board shall issue 
recommendations to the Secretary for standards 
that affect the well-being of domestic employ-
ees, including recommendations for— 
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(i) workplace standards or regulations 
for domestic employees, including stand-
ards for— 
(I) occupational safety and health 
standards under the Occupational 
Safety and Health Act of 1970, that 
include the immediate protection of 
domestic employees from infectious 
diseases such as COVID–19; and 
(II) standards or regulations, in-
cluding those on— 
(aa) wages; 
(bb) hours; 
(cc) benefits; and 
(dd) other matters that im-
pact working conditions; 
(ii) implementing and enforcing the 
rights of domestic employees granted 
under this Act and other Federal laws, in-
cluding rights for minimum wage, health, 
safety, and other workplace standards; and 
(iii) training and certification of do-
mestic employees and methods to ensure 
that training and certification results in 
higher wages. 
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100 
(B) VOTING.— 
(i) IN GENERAL.—Any decision of the 
Board regarding a recommendation issued 
under subparagraph (A) shall be decided 
through a vote of the Board. In any such 
vote— 
(I) each voting member of the 
Board shall have 1 vote; 
(II) a quorum of the members of 
the Board shall be required to be in 
attendance at the vote; and 
(III) the vote shall be agreed to 
upon the affirmative vote of not less 
than a majority of the members of the 
Board present and voting. 
(ii) QUORUM.—A quorum required 
under clause (i)(II) shall not be formed if 
there are in attendance fewer than— 
(I) 2 members of the Board de-
scribed in subsection (b)(1)(A); or 
(II) 2 members of the Board de-
scribed in subsection (b)(1)(B). 
(2) RULEMAKING.— 
(A) AUTHORITY.—Subject to requirements 
under other law, subparagraph (B), and para-
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101 
graph (3), the Secretary may issue a rule, in 
accordance with section 553 of title 5, United 
States Code, regarding any standard rec-
ommended by the Board under paragraph (1). 
(B) PROTECTION FROM INFECTIOUS DIS-
EASES.—To carry out paragraph (1)(A)(i)(I), 
the Assistant Secretary of Labor for Occupa-
tional Safety and Health may promulgate rules 
regarding occupational safety and health stand-
ards under authority and procedures of the Oc-
cupational Safety and Health Act of 1970 that 
include the immediate protection of domestic 
employees from infectious diseases such as 
COVID–19. 
(C) DECISION.— 
(i) IN GENERAL.—Not later than 90 
days after receiving a recommendation 
from the Board under paragraph (1), the 
Secretary shall provide a response on— 
(I) whether the Secretary will 
issue a rule under subparagraph (A) 
regarding such recommendation; and 
(II) if the Secretary issues such a 
rule, whether the Secretary will devi-
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102 
ate 
from 
such 
recommendation 
through such rule. 
(ii) EXPLANATORY
STATEMENT.—If 
the Secretary decides not to issue a rule 
under subparagraph (A) regarding a rec-
ommendation under paragraph (1) or de-
cides to deviate from such recommendation 
in such a rule, the Secretary shall have 90 
days after receiving such recommendation 
to issue a statement explaining the deci-
sion. 
(D) WORKPLACE STANDARDS.—No stand-
ard included in a rule issued under subpara-
graph (A) may be for a workplace standard 
that is less protective of domestic employees 
than any law in effect on the date of enactment 
of this Act for domestic employees under any 
Federal, State, or local law. 
(3) RECOMMENDATIONS TO CONGRESS.— 
(A) IN GENERAL.—For any recommenda-
tion made by the Board under paragraph (1) 
that the Secretary determines is not within the 
authority of the Secretary, the Secretary shall 
make a recommendation to Congress to take ac-
tion on the recommendation. 
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103 
(B) HEARING AND INVESTIGATIONS.—Not 
later than 1 year after such a recommendation 
is made by the Secretary to Congress under 
subparagraph (A), Congress shall conduct a 
hearing on and investigate the recommendation. 
(C) RULEMAKING.—This paragraph is en-
acted by Congress— 
(i) as an exercise of the rulemaking 
power of the Senate and House of Rep-
resentatives, respectively, and as such it is 
deemed a part of the rules of each House, 
respectively, but applicable only with re-
spect to the procedure to be followed in 
that House in the case of a joint resolu-
tion, and it supersedes other rules only to 
the extent that it is inconsistent with such 
rules; and 
(ii) with full recognition of the con-
stitutional right of either House to change 
the rules (so far as relating to the proce-
dure of that House) at any time, in the 
same manner, and to the same extent as in 
the case of any other rule of that House. 
(f) POWERS.— 
(1) HEARINGS.— 
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104 
(A) IN GENERAL.—The Board may hold 
such hearings, meet and act at such times and 
places, take such testimony, and receive such 
evidence as the Board considers advisable to 
carry out this section. 
(B) REQUIRED
PUBLIC
HEARINGS.—The 
Board shall, prior to issuing any recommenda-
tion under this section, hold public hearings to 
enable domestic employees across the United 
States to have access to the Board. Any such 
public hearing shall— 
(i) be held at such a time, in such a 
location, and in such a facility that ensures 
accessibility for domestic employees; 
(ii) include interpretation services in 
the languages most commonly spoken by 
domestic employees in the geographic re-
gion of the hearing; 
(iii) be held in each of the regions 
served by the regional offices of the Wage 
and Hour Division of the Department of 
Labor; and 
(iv) include eligible employee organiza-
tions in helping to populate the hearings. 
(2) INFORMATION FROM FEDERAL AGENCIES.— 
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105 
(A) IN GENERAL.—The Board may secure 
directly from a Federal agency such informa-
tion as the Board considers necessary to carry 
out this section. 
(B) PROVISION OF INFORMATION.—On re-
quest of the Chairperson of the Board, the head 
of the agency shall provide the information to 
the Board. 
(3) POSTAL
SERVICES.—The Board may use 
the United States mails in the same manner and 
under the same conditions as other agencies of the 
Federal Government. 
(4) GIFTS.—The Board may accept, use, and 
dispose of gifts or donations of services or property. 
(g) BOARD PERSONNEL MATTERS.— 
(1) COMPENSATION OF MEMBERS.— 
(A) NON-FEDERAL EMPLOYEES.—A mem-
ber of the Board who is not an officer or em-
ployee of the Federal Government shall be com-
pensated at a rate equal to the daily equivalent 
of the annual rate of basic pay prescribed for 
level IV of the Executive Schedule under section 
5315 of title 5, United States Code, for each 
day (including travel time) during which the 
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106 
member is engaged in the performance of the 
duties of the Board. 
(B) FEDERAL EMPLOYEES.—A member of 
the Board who is an officer or employee of the 
Federal Government shall serve without com-
pensation in addition to the compensation re-
ceived for the services of the member as an offi-
cer or employee of the Federal Government. 
(2) TRAVEL
EXPENSES.—A member of the 
Board shall be allowed travel expenses, including per 
diem in lieu of subsistence, at rates authorized for 
an employee of an agency under subchapter I of 
chapter 57 of title 5, United States Code, while 
away from the home or regular place of business of 
the member in the performance of the duties of the 
Board. 
(3) STAFF.— 
(A) IN GENERAL.—The Chairperson of the 
Board may, without regard to the civil service 
laws (including regulations), appoint and termi-
nate an executive director and such other addi-
tional personnel as are necessary to enable the 
Board to perform the duties of the Board. 
(B) REQUIRED
STAFF
MEMBERS.—The 
Secretary shall, in accordance with subpara-
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107 
graph (A), designate not fewer than 2 full-time 
staff members to support the operation of the 
Board through logistical, administrative, and 
legislative activities. 
(C) CONFIRMATION OF EXECUTIVE DIREC-
TOR.—The employment of an executive director 
shall be subject to confirmation by the Board. 
(D) COMPENSATION.— 
(i) IN GENERAL.—Except as provided 
in clause (ii), the Chairperson of the Board 
may fix the compensation of the executive 
director and other personnel without re-
gard to the provisions of chapter 51 and 
subchapter III of chapter 53 of title 5, 
United States Code, relating to classifica-
tion of positions and General Schedule pay 
rates. 
(ii) MAXIMUM
RATE
OF
PAY.—The 
rate of pay for the executive director and 
other personnel shall not exceed the rate 
payable for level V of the Executive Sched-
ule under section 5316 of title 5, United 
States Code. 
(4) DETAIL
OF
FEDERAL
GOVERNMENT
EM-
PLOYEES.— 
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108 
(A) IN
GENERAL.—An employee of the 
Federal Government may be detailed to the 
Board without reimbursement. 
(B) CIVIL SERVICE STATUS.—The detail of 
the employee shall be without interruption or 
loss of civil service status or privilege. 
(5) PROCUREMENT OF TEMPORARY AND INTER-
MITTENT SERVICES.—The Chairperson of the Board 
may procure temporary and intermittent services in 
accordance with section 3109(b) of title 5, United 
States Code, at rates for individuals that do not ex-
ceed the daily equivalent of the annual rate of basic 
pay prescribed for level V of the Executive Schedule 
under section 5316 of that title. 
(h) RULE OF CONSTRUCTION FOR REPORTING RE-
QUIREMENTS.— 
(1) IN GENERAL.—Neither the nomination by 
an eligible employee organization of 1 or more indi-
viduals to serve as members of the Board, nor serv-
ice on the Board by a representative of an eligible 
employee organization, shall— 
(A) make the eligible employee organiza-
tion subject to the reporting requirements for 
labor organizations under title II of the Labor- 
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109 
Management Reporting and Disclosure Act of 
1959 (29 U.S.C. 431 et seq.); or 
(B) be considered as a factor in any deter-
mination of whether the eligible employee orga-
nization is subject to such reporting require-
ments. 
(2) LMRDA REQUIREMENTS.—The status of 
an organization as an eligible employee organization 
shall not, by itself, make the organization subject to 
any reporting requirements under the Labor-Man-
agement Reporting and Disclosure Act of 1959 (29 
U.S.C. 401 et seq.). 
(3) DEFINITION OF ELIGIBLE EMPLOYEE ORGA-
NIZATION.—For purposes of this subsection, the 
term ‘‘eligible employee organization’’ has the mean-
ing given such term in subsection (b)(2)(D). 
(i) RULE OF CONSTRUCTION FOR STATE AND LOCAL 
STANDARDS.—Nothing in this section shall preempt a 
State or local law with greater protections for domestic 
employees than the protections for such employees in-
cluded in a standard issued through a rule under sub-
section (e)(2). 
(j) EFFECT
ON EXISTING DOMESTIC EMPLOYEE 
BENEFITS.— 
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110 
(1) MORE PROTECTIVE.—Nothing in this sec-
tion shall be construed to diminish the obligation of 
an employer to comply with any contract, collective 
bargaining agreement, or any domestic employee 
benefit program or plan that provides greater rights 
or benefits to domestic employees than the rights es-
tablished under this Act. 
(2) LESS PROTECTIVE.—The rights established 
for domestic employees under this section shall not 
be diminished by any contract, collective bargaining 
agreement, or any benefit program or plan. 
(k) APPLICABILITY OF LAW.—Section 1013(a)(2) of 
title 5, United States Code, shall not apply to the Board. 
SEC. 202. DOMESTIC EMPLOYEES’ BENEFITS STUDY. 
(a) STUDY.— 
(1) IN GENERAL.—The Secretary shall conduct 
a study, which may be through a contract with an-
other entity, for the purpose of providing informa-
tion to labor organizations, employers, and the gen-
eral public concerning how to increase the number of 
domestic employees who have access to a secure re-
tirement, affordable health care, unemployment in-
surance, life insurance, and other common benefits 
provided to employees of large private and public 
sector employers. 
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111 
(2) MATTERS.—The study conducted under 
paragraph (1) shall include— 
(A) a review of— 
(i) the levels of access to and usage of 
benefits for domestic employees, including 
retirement savings, health insurance, and 
reduced health care costs, paid sick time, 
unemployment insurance, disability and life 
insurance, and paid family and medical 
leave; 
(ii) barriers for domestic employees 
to— 
(I) participate in the Old-Age, 
Survivors, and Disability Insurance 
program established under title II of 
the Social Security Act (42 U.S.C. 
401 et seq.); 
(II) obtain disability insurance; 
(III) access and use benefits, in-
cluding the Old-Age, Survivors, and 
Disability Insurance program estab-
lished under title II of the Social Se-
curity Act (42 U.S.C. 401 et seq.), 
the Medicare program established 
under title XVIII of the Social Secu-
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112 
rity Act (42 U.S.C. 1395 et seq.), the 
Medicaid program established under 
title XIX of that Act (42 U.S.C. 1396 
et seq.), unemployment insurance, any 
benefits provided under the Patient 
Protection and Affordable Care Act 
(Public Law 111–148), including the 
amendments made by that Act, paid 
family and medical leave, paid sick 
time, and any additional benefits iden-
tified by the Secretary, including such 
benefits that are portable from job to 
job; 
(IV) otherwise access affordable 
health insurance; and 
(V) access any other benefits de-
scribed in clause (i); 
(iii) the portability of work-related 
benefits for domestic employees and the 
laws, including regulations, preventing in-
novation, and improvement in the port-
ability of such benefits; and 
(iv) whether domestic employees bene-
fitted from the emergency family and med-
ical leave and emergency paid sick leave 
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113 
provisions 
under 
the 
Families 
First 
Coronavirus Response Act (Public Law 
116–127), including the amendments made 
by that Act, and lessons learned from the 
implementation of such provisions; 
(B) an identification and analysis of State 
and nongovernmental innovations that can serve 
as potential replicable models on the national 
level to increase access to work-related benefits 
for domestic employees, through portability, 
outreach, enrollment, and other strategies; 
(C) a comparison of the ability of domestic 
employees to access, be eligible for, and partici-
pate in public and private sector work-related 
benefits compared to such ability of other em-
ployees; 
(D) a study on the coverage of domestic 
employees under State employees’ compensation 
laws, including in all 50 States, the District of 
Columbia, and territories of the United States; 
and 
(E) recommendations for innovations and 
reforms that would— 
(i) ensure domestic employees could— 
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114 
(I) access and use benefits, in-
cluding the Old-Age, Survivors, and 
Disability Insurance program estab-
lished under title II of the Social Se-
curity Act (42 U.S.C. 401 et seq.), 
the Medicare program established 
under title XVIII of the Social Secu-
rity Act (42 U.S.C. 1395 et seq.), the 
Medicaid program established under 
title XIX of that Act (42 U.S.C. 1396 
et seq.), unemployment insurance, any 
benefits provided under the Patient 
Protection and Affordable Care Act 
(Public Law 111–148), including the 
amendments made by that Act, paid 
family and medical leave, paid sick 
time, and any additional benefits iden-
tified by the Secretary, including such 
benefits that are portable from job to 
job; and 
(II) have contributions for the 
benefits described in subclause (I) 
from multiple employers as applicable; 
(ii) provide adequate levels of such 
benefits for domestic employees; and 
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115 
(iii) enable a domestic employee to 
have access to such benefits through mul-
tiple jobs the employee may have. 
(b) REPORT.—Not later than 15 months after the 
date of enactment of this Act, the Secretary shall submit 
to the President and Congress a report on the study con-
ducted under subsection (a) that includes each of the fol-
lowing: 
(1) The findings and conclusions of the study, 
including its findings and conclusions with respect to 
the matters described in subsection (a)(2). 
(2) Considerations for laws, including regula-
tions, that should be reviewed to address barriers 
impacting domestic employees. 
(3) Other information and recommendations 
with respect to benefits for domestic employees as 
the Secretary considers appropriate. 
TITLE III—IMPLEMENTATION OF 
THE 
DOMESTIC 
WORKERS 
BILL OF RIGHTS 
SEC. 301. DEFINITIONS. 
In this title: 
(1) DOMESTIC
WORKERS
BILL
OF
RIGHTS.— 
The term ‘‘domestic workers bill of rights’’— 
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118 
(VIII) the protection against re-
taliation under section 117(b); and 
(vi) the availability of the national do-
mestic employee hotline supported under 
section 304, including the phone number 
and other contact methods for the hotline; 
and 
(B) includes any rules promulgated by the 
Secretary under this Act, or the amendments 
made by this Act, and any standard rec-
ommended by the Board that is promulgated as 
such a rule or otherwise implemented by the 
Secretary. 
(2) ELIGIBLE ENTITY.—The term ‘‘eligible enti-
ty’’ means— 
(A) an organization described in paragraph 
(3), (5), or (6) of section 501(c) of the Internal 
Revenue Code of 1986, and exempt from tax-
ation under section 501(a) of such Code, that— 
(i) has a board of directors, at least 
one-half of the members of which is com-
prised of— 
(I) domestic employees; or 
(II) representatives of organiza-
tions of such employees, which organi-
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119 
zation is independent from all busi-
nesses, organizations, corporations, or 
individuals that would pursue any fi-
nancial interest in conflict with that 
of the employees; 
(ii) is independent, as described in 
clause (i)(II); 
(iii) has— 
(I) expertise in domestic service 
and the workforce of domestic employ-
ees; and 
(II) a track record of working 
with domestic employees; and 
(iv) operates in a jurisdiction with a 
significant population of domestic employ-
ees; or 
(B) a partnership of organizations de-
scribed in subparagraph (A). 
(3) 
NOTICE
OF
DOMESTIC
EMPLOYEE 
RIGHTS.—The term ‘‘notice of domestic employee 
rights’’ means the document created and made avail-
able by the Secretary under section 302(a). 
SEC. 302. NOTICE OF DOMESTIC EMPLOYEE RIGHTS. 
(a) PROVIDING NOTICE OF RIGHTS TO DOMESTIC 
EMPLOYEES.— 
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120 
(1) NOTICE OF RIGHTS.—The Secretary shall 
create, and make available, a notice of domestic em-
ployee rights document that describes the rights and 
protections provided by the domestic workers bill of 
rights and any other protections and other rights af-
forded under Federal law to domestic employees. 
(2) AVAILABILITY AND ACCESSIBILITY OF NO-
TICE.—The notice of domestic employee rights shall 
be— 
(A) a written document made available on-
line, including through the website described in 
subsection (b); and 
(B) available in English, Spanish, and 
other languages understood by domestic em-
ployees, which shall be determined by the Sec-
retary and include, at a minimum, the trans-
lation languages for the basic information fact 
sheet (or any successor document) produced by 
the Department of Labor. 
(b) ESTABLISHING A DOMESTIC EMPLOYEES RIGHTS 
WEBSITE.—Not later than 180 days after the date of en-
actment of this Act, the Secretary shall establish a single 
web page on the website of the Department of Labor that 
summarizes in plain language the rights of domestic em-
ployees under the domestic workers bill of rights. 
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121 
SEC. 303. INTERAGENCY TASK FORCE ON DOMESTIC WORK-
ERS BILL OF RIGHTS ENFORCEMENT. 
(a) ESTABLISHMENT.—There is established an Inter-
agency Task Force on Domestic Workers Bill of Rights 
Enforcement (referred to in this section as the ‘‘Task 
Force’’). 
(b) MEMBERS.—The Task Force shall consist of— 
(1) representatives of the Department of Labor 
selected by the Secretary, including representatives 
of the Wage and Hour Division, representatives of 
the Occupational Safety and Health Administration, 
and representatives of the Office of the Solicitor of 
Labor; 
(2) representatives of the Department of Health 
and Human Services selected by the Secretary of 
Health and Human Services, including representa-
tives of the Centers for Medicare & Medicaid Serv-
ices and representatives of the Administration for 
Community Living; and 
(3) representatives of the Equal Employment 
Opportunity Commission, selected by the Commis-
sion. 
(c) INITIAL MEETING.—The Task Force shall hold 
its first meeting by not later than 90 days after the date 
of enactment of this Act. 
(d) DUTIES.— 
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(1) RECOMMENDATIONS
REGARDING
WORK-
PLACE CHALLENGES.—Beginning not later than 180 
days after the date of enactment of this Act, the 
Task Force shall— 
(A) examine the issues and challenges fac-
ing domestic employees who come forward to 
enforce their workplace rights; 
(B) identify challenges agencies enforcing 
these workplace rights have in reaching domes-
tic employees and enforcing such rights, includ-
ing by conducting hearings in each of the re-
gions served by the regional offices of the Wage 
and Hour Division of the Department of Labor 
to hear directly from domestic employees, advo-
cates, and officials or employees of such agen-
cies in the regional and local areas; and 
(C) develop a set of recommendations, in-
cluding sample legislative language, on the best 
enforcement strategies to protect the workplace 
rights of domestic employees, including— 
(i) how to reach, and enforce the 
rights of, domestic employees; 
(ii) ways for Federal agencies to work 
together or conduct joint enforcement of 
workplace rights for domestic employees, 
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as domestic employees who experience one 
type of violation are likely also experi-
encing other types of violations; and 
(iii) ways the Task Force can work 
with State and local enforcement agencies 
on the enforcement of workplace rights for 
domestic employees. 
(2) REPORT.—Not later than 1 year after the 
date of the first meeting of the Task Force, the 
Task Force shall prepare and submit a report to 
Congress regarding the recommendations described 
in paragraph (1)(C). 
(3) JOINT ENFORCEMENT.— 
(A) IN
GENERAL.—For a period of not 
more than 3 years after the date of enactment 
of this Act, the Task Force shall carry out such 
actions as the Task Force determines necessary 
to support joint enforcement by Federal agen-
cies of violations of the rights of domestic em-
ployees. 
(B) REPORT.—At the end of the 3-year pe-
riod described in subparagraph (A), the Task 
Force shall submit a report to Congress regard-
ing the efficacy of such joint enforcement. 
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(4) AUDIT OF FEDERAL ENFORCEMENT STRAT-
EGIES.—Not later than 3 years after the date of en-
actment of this Act, and every 3 years thereafter, 
the Task Force shall— 
(A) conduct an audit of the Federal en-
forcement strategies relating to the rights of 
domestic employees; and 
(B) prepare and submit to Congress a re-
port regarding the results of the audit. 
(5) CONSULTATION
REGARDING
COMMUNITY- 
BASED
ENFORCEMENT
DEMONSTRATION 
PROJECTS.—Upon the request of the Secretary, the 
Task Force shall review, and provide recommenda-
tions regarding, the applications for community- 
based enforcement grants under section 305. 
SEC. 304. NATIONAL DOMESTIC EMPLOYEE HOTLINE. 
The Secretary shall award a grant, on a competitive 
basis, to an eligible entity for a national hotline that do-
mestic employees may call to seek assistance on any do-
mestic employee-related issue. 
SEC. 305. NATIONAL GRANT FOR COMMUNITY-BASED EDU-
CATION, OUTREACH, AND ENFORCEMENT OF 
DOMESTIC EMPLOYEE RIGHTS. 
(a) PROGRAM AUTHORIZED.— 
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(1) IN GENERAL.—From amounts made avail-
able to carry out this section, the Secretary, after 
consultation with the Interagency Task Force on 
Domestic Workers Bill of Rights Enforcement, shall 
award grants to eligible entities to enable the eligible 
entities to expand and improve cooperative efforts 
between Federal agencies and members of the com-
munity, in order to— 
(A) enhance the enforcement of the domes-
tic workers bill of rights and other workplace 
rights provided to domestic employees under 
relevant Federal, State, and local laws; 
(B) educate domestic employees of their 
rights under the domestic workers bill of rights 
and other workplace rights under Federal, 
State, and local laws; 
(C) educate employers regarding their re-
sponsibilities and obligations under the domes-
tic workers bill of rights and other relevant 
Federal, State, and local laws; and 
(D) assist domestic employees in pursuing 
their workplace rights under the domestic work-
ers bill of rights and other relevant Federal, 
State, or local laws. 
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(2) 
DURATION
OF
GRANTS.—Each 
grant 
awarded under this section shall be for a period of 
not more than 3 years. 
(b) APPLICATIONS.— 
(1) IN GENERAL.—An eligible entity desiring a 
grant under this section shall submit an application 
at such time, in such manner, and containing such 
information as the Secretary may require. 
(2) PARTNERSHIP APPLICATIONS.—In the case 
of an eligible entity that is a partnership, the eligible 
entity may designate, in the application, a single or-
ganization in the partnership as the lead entity for 
purposes of receiving and disbursing funds. 
(3) CONTENTS.—An application described in 
paragraph (1) shall include— 
(A) a description of a plan for the dem-
onstration project that the eligible entity pro-
poses to carry out with a grant under this sec-
tion, including a long-term strategy and de-
tailed implementation plan that reflects ex-
pected participation of, and partnership with, 
community partners; and 
(B) information on the training and edu-
cation that will be provided to domestic employ-
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ees and employers of such employees under 
such program. 
(c) SELECTION.— 
(1) IN GENERAL.—Subject to paragraph (2), 
the Secretary shall award grants under this section 
on a competitive basis. 
(2) DISTRIBUTION
THROUGH
REGIONS.—In 
awarding grants under this section, the Secretary 
shall ensure that a grant is awarded to an eligible 
entity in each region represented by a regional office 
of the Wage and Hour Division of the Department 
of Labor, to the extent practicable based on the 
availability of appropriations and the applications 
submitted. 
(d) USE OF FUNDS.—An eligible entity receiving a 
grant under this section shall use the grant funds to de-
velop a community partnership and establish and support, 
through the partnership, 1 or more of the following activi-
ties: 
(1) Disseminating information and conducting 
outreach and training to educate domestic employees 
about the rights and protections provided under the 
domestic workers bill of rights. 
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128 
(2) Conducting educational training for employ-
ers about their obligations under the domestic work-
ers bill of rights. 
(3) Conducting orientations and training jointly 
with relevant Federal agencies, including the Inter-
agency Task Force established under section 303, 
regarding the rights and protections provided under 
the domestic workers bill of rights. 
(4) Providing mediation services between pri-
vate-pay employers and employees. 
(5) Providing assistance to domestic employees 
in filing claims relating to violations of the domestic 
workers bill of rights, either administratively or in 
court. 
(6) Monitoring compliance by employers with 
the domestic workers bill of rights. 
(7) Establishing networks for education, com-
munication, and participation in the community re-
lating to the domestic workers bill of rights. 
(8) Evaluating the effectiveness of programs de-
signed to prevent violations of the domestic workers 
bill of rights and enforce the domestic workers bill 
of rights. 
(9) Recruiting and hiring staff and volunteers 
for the activities described in this subsection. 
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129 
(10) Producing and disseminating outreach and 
training materials. 
(11) Any other activity as the Secretary may 
reasonably prescribe through notice and comment 
rulemaking. 
(e) MEMORANDA OF UNDERSTANDING.— 
(1) IN GENERAL.—Not later than 60 days after 
receiving a grant under this section, an eligible enti-
ty shall negotiate and finalize with the Secretary a 
memorandum of understanding that sets forth spe-
cific goals, objectives, strategies, and activities that 
will be carried out under the grant by the eligible 
entity through a community partnership. 
(2) SIGNATURES.—A representative of the eligi-
ble entity receiving a grant (or, in the case of an eli-
gible entity that is a partnership, a representative of 
each organization in the partnership) and the Sec-
retary shall sign the memorandum of understanding 
under this subsection. 
(3) REVISIONS.—A memorandum of under-
standing under this subsection shall be reviewed and 
revised by the eligible entity and the Secretary each 
year for the duration of the grant. 
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130 
(f) AUTHORIZATION
OF APPROPRIATIONS.—There 
are authorized to be appropriated such sums as may be 
necessary to carry out this section. 
SEC. 306. ENCOURAGING THE USE OF FISCAL INTER-
MEDIARIES. 
Not later than 1 year after the date of enactment 
of this Act, the Secretary shall issue a rule to facilitate 
the use of fiscal intermediaries that enable payments be-
tween domestic employees and employers of such employ-
ees, to improve transparency, enforcement, and working 
conditions of domestic employees. 
SEC. 307. APPLICATION TO DOMESTIC EMPLOYEES WHO 
PROVIDE MEDICAID-FUNDED SERVICES. 
(a) REGULATIONS TO APPLY DOMESTIC EMPLOYEE 
PROTECTIONS AND RIGHTS.—Not later than 1 year after 
the date of enactment of this Act, the Secretary and the 
Secretary of Health and Human Services jointly shall de-
velop and issue regulations regarding the application of 
the protections and rights afforded to domestic employees 
including personal care aides or assistants who provide 
services described in subsection (b) that are funded under 
the State plan under title XIX of the Social Security Act 
(42 U.S.C. 1396 et seq.), or under a waiver of such plan, 
including through a contract or other arrangement with 
a 
managed 
care 
entity 
(as 
defined 
in 
section 
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131 
1932(a)(1)(B) of the Social Security Act (42 U.S.C. 
1396u–2(a)(1)(B))), to individuals enrolled in such plan 
or waiver. The regulations issued under this subsection 
shall recognize the role of self-directed care for individuals 
with disabilities and shall— 
(1) protect, stabilize, and expand the domestic 
employee and personal care aide or assistant work-
force; 
(2) recognize the role of self-directed care for 
individuals with disabilities; 
(3) prohibit States from requiring individuals 
with disabilities who self-direct their care to use 
their direct service budget to pay for costs resulting 
from the application of such protections and rights 
to domestic employees (such as paid sick time, pen-
alties, or overtime pay) except to the extent that 
such costs are directly related to the provision of 
services described in subsection (b) to such individ-
uals; 
(4) facilitate Federal and State compliance with 
section 504 of the Rehabilitation Act of 1973 (29 
U.S.C. 794), the Americans with Disabilities Act of 
1990 (42 U.S.C. 12101 et seq.), and the holdings of 
the Supreme Court in Olmstead v. L.C., 527 U.S. 
581 (1999) and companion cases; and 
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(5) prohibit States from reducing the level at 
which States make medical assistance for the serv-
ices described in subsection (b) available under the 
State plan under title XIX of the Social Security Act 
(42 U.S.C. 1396 et seq.) or under a waiver of such 
plan as a result of the application of protections and 
rights afforded to domestic employees who provide 
such services. 
(b) SERVICES DESCRIBED.—The services described 
in this subsection are the following: 
(1) Home health care services authorized under 
paragraph (7) of section 1905(a) of the Social Secu-
rity Act (42 U.S.C. 1396d(a)). 
(2) Personal care services authorized under 
paragraph (24) of such section. 
(3) PACE services authorized under paragraph 
(26) of such section. 
(4) Home and community-based services au-
thorized under subsections (b), (c), (i), (j), and (k) 
of section 1915 of such Act (42 U.S.C. 1396n), such 
services authorized under a waiver under section 
1115 of such Act (42 U.S.C. 1315), and such serv-
ices provided through coverage authorized under sec-
tion 1937 of such Act (42 U.S.C. 1396u–7). 
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(5) Case management services authorized under 
section 1905(a)(19) of the Social Security Act (42 
U.S.C. 1396d(a)(19)) and section 1915(g) of such 
Act (42 U.S.C. 1396n(g)). 
(6) Rehabilitative services, including those re-
lated to behavioral health described in section 
1905(a)(13) of such Act (42 U.S.C. 1396d(a)(13)). 
(7) Such other services specified by the Sec-
retary of Health and Human Services. 
SEC. 308. DELAYED ENFORCEMENT FOR GOVERNMENT- 
FUNDED PROGRAMS. 
(a) IN GENERAL.—Notwithstanding any other provi-
sion of this Act, the Secretary shall delay all enforcement 
relating to the provisions of this Act, or the amendments 
made by this Act, with respect to a Federal, State, or local 
governmental agency, or an entity operating under a 
grant, contract, or other agreement for such agency, until 
the day that is 2 years after the date of enactment of this 
Act. 
(b) EXTENSION OPTION.—The Secretary may extend 
the 2-year delay period in enforcement under subsection 
(a) with respect to a Federal, State, or local governmental 
agency, or an entity operating under a grant, contract, 
or other agreement for such agency, for an additional 1- 
year period, if, through a process established by the Sec-
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134 
retary, the Secretary determines the delay appropriate. In 
applying the preceding sentence, a delay in issuing the 
regulations required under section 307 shall be deemed a 
reason to extend the delayed enforcement period. 
(c) DELAY OF ENFORCEMENT THROUGH CIVIL AC-
TIONS BY DOMESTIC EMPLOYEES PROVIDING SERVICES 
FUNDED UNDER MEDICAID.—No action may be brought 
under section 118(a)(3) against an employer of a domestic 
employee that receives payment under a State Medicaid 
plan or waiver under title XIX of the Social Security Act 
for providing any services described in section 307(b), 
until on or after the date that is 2 years after the date 
of enactment of this Act. 
TITLE IV—FUNDING 
SEC. 401. TEMPORARY INCREASE IN THE FEDERAL MED-
ICAL ASSISTANCE PERCENTAGE FOR MED-
ICAID-FUNDED SERVICES PROVIDED BY DO-
MESTIC EMPLOYEES. 
Section 1905 of the Social Security Act (42 U.S.C. 
1396d) is amended— 
(1) in subsection (b), by striking ‘‘and (ii)’’ and 
inserting ‘‘(ii), and (jj)’’; and 
(2) by adding at the end the following new sub-
section: 
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