Part-Time Worker Bill of Rights Act
Sponsored By: Representative Rep. Schakowsky, Janice D. [D-IL-9]
Introduced
Summary
Protect part-time workers from hours-based discrimination and expand family leave access. This bill would extend Family and Medical Leave Act eligibility to employees after 90 days of service and bar employers from treating workers differently because of scheduled hours or expected job duration.
Show full summary
- Workers and families: Part-time and short-tenure employees would gain FMLA eligibility after 90 days and new protections against lower pay, fewer benefits, or denied promotions tied to hours worked.
- Scheduling and pay: New hires would not be allowed to take hours that existing employees identified as available without first offering those hours to current staff. If an outside hire fills those identified hours the existing employee can be compensated for each hour filled, subject to narrow exceptions like qualifications or overtime rules.
- Employers and government workers: Employers would need to collect written availability at hire, retain records for at least 3 years, and face civil and administrative enforcement by the Secretary of Labor, including inflation-adjusted penalties for willful or repeated violations. The bill would direct five authorities to issue coordinated implementing regulations within 180 days.
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Bill Overview
Analyzed Economic Effects
4 provisions identified: 1 benefits, 0 costs, 3 mixed.
Shorter family leave eligibility
If enacted, the bill would make employees eligible for Family and Medical Leave after 90 days of employment with an employer, replacing the prior 12-month or 1,250-hour rules in the covered statutes. The change would also apply to the Congressional Accountability Act and certain Title 5 provisions. This eligibility change would take effect one year after enactment.
Enforcement, penalties, and rule deadlines
If enacted, the Labor Secretary would be able to take complaints, investigate, and bring cases for violations. Employees would be able to seek administrative review or sue to recover wages, benefits, interest, and fees. Employers would generally have to keep records for at least 3 years and give copies on request. Willful or repeated violations could trigger civil fines per violation ($500–$1,000 for some violations, $1,100–$5,000 for others) that the Secretary would raise each year by changes in the Consumer Price Index starting in 2024. The bill would also require the Labor Secretary and several federal and congressional agencies to issue implementing rules within 180 days of enactment.
New scheduling and pay rights
If enacted, your employer would have to get a written note at hire saying how many hours you want each week and the days and times you are available. You would be able to change that note in writing later. Employers would generally have to offer those hours to existing employees before hiring outside workers. If an employer hires an outside worker for hours you listed and during times you listed, the employer would generally have to pay you for each such hour. Some exceptions apply, for example if no one is available, nobody has the needed qualifications, you cannot be reached, or filling the hours would trigger overtime pay at 1.5 times the regular rate under the Fair Labor Standards Act or state law.
Who counts as an employer
If enacted, a person would be an employer under this title if they employ more than 15 people, counting full-time, part-time, and temporary staff. If numbers change, employers could use the prior year's average. Employers would have to count workers across related companies, chains, and franchise groups. The rule also covers certain congressional and federal employing offices and successors in interest.
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Sponsors & CoSponsors
Sponsor
Rep. Schakowsky, Janice D. [D-IL-9]
IL • D
Cosponsors
Rep. DeLauro, Rosa L. [D-CT-3]
CT • D
Sponsored 12/17/2025
Rep. Lynch, Stephen F. [D-MA-8]
MA • D
Sponsored 12/17/2025
Rep. Stansbury, Melanie Ann [D-NM-1]
NM • D
Sponsored 12/17/2025
Rep. Doggett, Lloyd [D-TX-37]
TX • D
Sponsored 12/17/2025
Rep. McGovern, James P. [D-MA-2]
MA • D
Sponsored 12/17/2025
Del. Norton, Eleanor Holmes [D-DC-At Large]
DC • D
Sponsored 12/17/2025
Simon
CA • D
Sponsored 12/17/2025
Rep. Tlaib, Rashida [D-MI-12]
MI • D
Sponsored 12/17/2025
Rep. Goldman, Daniel S. [D-NY-10]
NY • D
Sponsored 12/17/2025
Rep. Carson, Andre [D-IN-7]
IN • D
Sponsored 12/17/2025
Rep. Dingell, Debbie [D-MI-6]
MI • D
Sponsored 12/17/2025
Rep. Deluzio, Christopher R. [D-PA-17]
PA • D
Sponsored 12/17/2025
Rep. Hayes, Jahana [D-CT-5]
CT • D
Sponsored 12/17/2025
Rep. Thanedar, Shri [D-MI-13]
MI • D
Sponsored 12/17/2025
Rep. Chu, Judy [D-CA-28]
CA • D
Sponsored 12/17/2025
Rep. Pingree, Chellie [D-ME-1]
ME • D
Sponsored 12/17/2025
Rep. Lieu, Ted [D-CA-36]
CA • D
Sponsored 12/17/2025
Rep. García, Jesús G. "Chuy" [D-IL-4]
IL • D
Sponsored 12/17/2025
Rep. Bonamici, Suzanne [D-OR-1]
OR • D
Sponsored 12/17/2025
Rep. Evans, Dwight [D-PA-3]
PA • D
Sponsored 12/17/2025
Rep. Tokuda, Jill N. [D-HI-2]
HI • D
Sponsored 12/17/2025
Rep. Ramirez, Delia C. [D-IL-3]
IL • D
Sponsored 12/17/2025
Rep. Adams, Alma S. [D-NC-12]
NC • D
Sponsored 12/17/2025
Rep. Cherfilus-McCormick, Sheila [D-FL-20]
FL • D
Sponsored 12/17/2025
Rep. McIver, LaMonica [D-NJ-10]
NJ • D
Sponsored 12/17/2025
Ansari
AZ • D
Sponsored 12/17/2025
Rep. Casar, Greg [D-TX-35]
TX • D
Sponsored 12/17/2025
Rep. Salinas, Andrea [D-OR-6]
OR • D
Sponsored 12/17/2025
McBride
DE • D
Sponsored 12/17/2025
Rep. Barragan, Nanette Diaz [D-CA-44]
CA • D
Sponsored 12/17/2025
Rep. Magaziner, Seth [D-RI-2]
RI • D
Sponsored 12/17/2025
Rep. DeSaulnier, Mark [D-CA-10]
CA • D
Sponsored 1/21/2026
Rep. McCollum, Betty [D-MN-4]
MN • D
Sponsored 1/22/2026
Roll Call Votes
No roll call votes available for this bill.
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