HR7531-119

What This Bill Does

This bill creates a national paid sick time requirement. Covered employees would earn at least 1 hour of paid sick time for every 30 hours worked, capped at 56 hours in a year unless an employer allows more. Leave can be used for the employee illness, medical diagnosis, preventive care, care for a child, parent, spouse, domestic partner, or close family-equivalent relationship, school or care meetings, unavailable caregivers, and needs related to domestic violence, sexual assault, or stalking. The bill requires employee notices, posted notices, records, anti-retaliation enforcement, damages, attorney fees, Labor Department investigations, private lawsuits, public education, BLS data collection, GAO implementation studies, and regulations for Labor, GAO, Library of Congress, congressional, executive, and federal employee systems.

Who Benefits and How

Employees, rail carrier employees, federal employees, State employees covered by the Government Employee Rights Act, congressional employees, survivors of domestic violence, family caregivers, and workers without employer leave policies benefit because they gain paid time away from work for health, caregiving, and safety needs without finding replacement workers. Employees also gain notices, private enforcement rights, liquidated damages, attorney fees, and protection against weaker contracts or policies.

Who Bears the Burden and How

Covered employers must provide and track paid sick time, reinstate unused time after rehiring within 12 months, preserve records, post notices, include information in handbooks, avoid interference or retaliation, process certification rules, and face civil fines, damages, equitable relief, attorney fees, Labor Department investigations, and lawsuits. The Department of Labor, BLS, GAO, Library of Congress, Office of Congressional Workplace Rights, and federal workplace authorities must issue regulations, collect data, study implementation, and conduct outreach.

Key Provisions

• Requires covered employers to provide at least 1 hour of earned paid sick time for every 30 hours worked, up to 56 hours annually unless the employer provides more.
• Allows paid sick time for illness, preventive care, family care, school or care meetings, unavailable caregivers, domestic violence, sexual assault, stalking, relocation, counseling, services, and legal proceedings.
• Requires employers to notify employees, post notices, include handbook information, keep records, and avoid requiring replacement coverage.
• Creates enforcement through Labor Department investigations, private lawsuits, damages, liquidated damages, attorney fees, equitable relief, and civil fines.
• Requires BLS data collection, GAO study and reporting, public education, and implementing regulations by Labor and other government workplace authorities.
• Protects stronger state laws, local laws, contracts, collective bargaining agreements, and employer policies from being displaced or diminished.