Warehouse Worker Protection Act
Sponsored By: Representative Rep. Norcross, Donald [D-NJ-1]
Introduced
Summary
Limits on productivity quotas and strengthens protections for covered warehouse employees. It creates a Fairness and Transparency Office, sets paid-break and data rules, and expands enforcement across agencies.
Show full summary
- Workers: Gives covered employees a paid 15-minute rest break for every 4 hours worked and bars retaliation for exercising rights. It creates a rebuttable presumption of retaliation for adverse actions close in time to protected activity and requires employers to investigate and correct inaccurate work-speed data.
- Employers: Forces contemporaneous recordkeeping of each employee's work-speed data, aggregated peer data, and written quota descriptions. Employers must retain records at least 3 years after termination and preserve the 6 months before termination and limit quota disclosures to legitimate business needs.
- Agencies and enforcement: Creates a Fairness and Transparency Office inside the Wage and Hour Division led by a presidentially appointed Director. OSHA must propose ergonomic rules within 3 years and finalize them within 4 years. The Federal Trade Commission may treat quota violations as unfair or deceptive acts and agencies must coordinate enforcement and education.
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Bill Overview
Analyzed Economic Effects
4 provisions identified: 4 benefits, 0 costs, 0 mixed.
Stronger enforcement and higher penalties
If enacted, the Labor Department would have to open an investigation within 30 days after triggers like 40,000 annual work hours plus an injury rate 1.5 times the industry average, or 5 credible complaints at one site (10 across sites) in a year. Inspectors could enter worksites, question workers privately, and allow a knowledgeable worker representative to accompany them, including at a worker’s anonymous request. Violators could face up to $76,987 per violation, and up to $769,870 for repeat or willful violations, plus $10,000 or $25,000 per‑violation amounts for specified breaches. The FTC could also enforce these violations as unfair or deceptive acts. Workers bringing group cases under this Act would meet key class‑action requirements more easily.
Clear quota rules and worker rights
If enacted, large warehouse employers (more than 200 employees including affiliates) would have to give each worker a written quota notice at hire or within 180 days, whichever is later. The notice would be in plain language and your main language, delivered in person and electronically, and updated at least 2 business days before changes. Employers could collect and use work‑speed data only as needed to track quotas, and could not set quotas that block meals, breaks, bathroom use, safety, or reasonable accommodations. Quotas could not measure output over periods shorter than one day, and you could not be disciplined for failing to meet unlawful or undisclosed quotas. Imposing a quota that limits your labor rights would be an unfair labor practice, and there would be a rebuttable presumption of retaliation if a quota is imposed within 90 days after protected activity. Predispute arbitration and class‑action waivers would not apply to claims under this Act.
New labor office and funding
If enacted, the Department of Labor would create a Fairness and Transparency Office led by a Director appointed by the President. The Director could hire staff (with pay up to Executive Schedule level V) and would seat an advisory board of workers, employers, and experts that meets at least twice a year. The bill would authorize whatever funds are needed from fiscal years 2025 through 2035 to carry out these duties. Actual spending would still need future approval by Congress.
New OSHA safety and medical rules
If enacted, OSHA would propose an ergonomics standard within 3 years and finalize it within 4 years. It would cover hazard checks, controls like equipment redesign, pace reductions, job rotation, training, and medical management. OSHA would also propose a first‑aid and occupational medicine rule within 1 year and finalize it within 3 years. Covered employers would need a trained first‑aid responder on site and prompt referrals, plus access to a board‑certified occupational medicine physician for program reviews and onsite services.
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Sponsors & CoSponsors
Sponsor
Rep. Norcross, Donald [D-NJ-1]
NJ • D
Cosponsors
Rep. Lawler, Michael [R-NY-17]
NY • R
Sponsored 8/5/2025
Rep. Stevens, Haley M. [D-MI-11]
MI • D
Sponsored 8/5/2025
Rep. Magaziner, Seth [D-RI-2]
RI • D
Sponsored 8/5/2025
Rep. Boyle, Brendan F. [D-PA-2]
PA • D
Sponsored 8/5/2025
Rep. Sherman, Brad [D-CA-32]
CA • D
Sponsored 8/5/2025
Rep. García, Jesús G. "Chuy" [D-IL-4]
IL • D
Sponsored 8/5/2025
Del. Norton, Eleanor Holmes [D-DC-At Large]
DC • D
Sponsored 8/5/2025
Rep. Dingell, Debbie [D-MI-6]
MI • D
Sponsored 8/5/2025
Rep. Ocasio-Cortez, Alexandria [D-NY-14]
NY • D
Sponsored 8/5/2025
Rep. Thanedar, Shri [D-MI-13]
MI • D
Sponsored 8/5/2025
Rep. Jayapal, Pramila [D-WA-7]
WA • D
Sponsored 8/5/2025
Rep. Sánchez, Linda T. [D-CA-38]
CA • D
Sponsored 8/5/2025
Rep. Ramirez, Delia C. [D-IL-3]
IL • D
Sponsored 8/8/2025
Rep. McIver, LaMonica [D-NJ-10]
NJ • D
Sponsored 8/26/2025
Rep. Omar, Ilhan [D-MN-5]
MN • D
Sponsored 9/3/2025
Rep. Carson, Andre [D-IN-7]
IN • D
Sponsored 9/8/2025
McBath
GA • D
Sponsored 9/30/2025
Rep. Goodlander, Maggie [D-NH-2]
NH • D
Sponsored 10/24/2025
Rep. Waters, Maxine [D-CA-43]
CA • D
Sponsored 11/10/2025
Rep. Salinas, Andrea [D-OR-6]
OR • D
Sponsored 4/9/2026
Rep. Kennedy, Timothy M. [D-NY-26]
NY • D
Sponsored 4/9/2026
Roll Call Votes
No roll call votes available for this bill.
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