H.R. 6818

[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[H.R. 6818 Introduced in House (IH)]

<DOC>

119th CONGRESS
1st Session
H. R. 6818

To extend protections to part-time workers in the areas of family and 
medical leave and to ensure equitable treatment in the workplace.

_______________________________________________________________________

IN THE HOUSE OF REPRESENTATIVES

December 17, 2025

Ms. Schakowsky (for herself, Ms. DeLauro, Mr. Lynch, Ms. Stansbury, Mr. 
Doggett, Mr. McGovern, Ms. Norton, Ms. Simon, Ms. Tlaib, Mr. Goldman of 
New York, Mr. Carson, Mrs. Dingell, Mr. Deluzio, Mrs. Hayes, Mr. 
Thanedar, Ms. Chu, Ms. Pingree, Mr. Lieu, Mr. Garcia of Illinois, Ms. 
Bonamici, Mr. Evans of Pennsylvania, Ms. Tokuda, Mrs. Ramirez, Ms. 
Adams, Mrs. Cherfilus-McCormick, Mrs. McIver, Ms. Ansari, Mr. Casar, 
Ms. Salinas, Ms. McBride, Ms. Barragan, and Mr. Magaziner) introduced 
the following bill; which was referred to the Committee on Education 
and Workforce, and in addition to the Committees on House 
Administration, Oversight and Government Reform, and the Judiciary, for 
a period to be subsequently determined by the Speaker, in each case for 
consideration of such provisions as fall within the jurisdiction of the 
committee concerned

_______________________________________________________________________

A BILL

To extend protections to part-time workers in the areas of family and 
medical leave and to ensure equitable treatment in the workplace.

Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

This Act may be cited as the ``Part-Time Worker Bill of Rights 
Act''.

SEC. 2. TABLE OF CONTENTS.

The table of contents is as follows:

Sec. 1. Short title.
Sec. 2. Table of contents.
TITLE I--EXPANDING ACCESS TO BENEFITS FOR PART-TIME WORKERS

Sec. 101. Elimination of hours of service requirement for FMLA leave.
TITLE II--ENSURING FAIR TREATMENT FOR PART-TIME AND TEMPORARY WORKERS

Sec. 201. Definitions.
Sec. 202. Elimination of discrimination on the basis of hours worked.
Sec. 203. Offer of work to existing employees.
Sec. 204. Prohibited acts.
Sec. 205. Remedies and enforcement.
Sec. 206. Regulations.

TITLE I--EXPANDING ACCESS TO BENEFITS FOR PART-TIME WORKERS

SEC. 101. ELIMINATION OF HOURS OF SERVICE REQUIREMENT FOR FMLA LEAVE.

(a) Amendment.--Section 101(2)(A) of the Family and Medical Leave 
Act of 1993 (29 U.S.C. 2611(2)(A)) is amended to read as follows:
``(A) In general.--The term `eligible employee' 
means an employee who has been employed for at least 90 
days by the employer with respect to whom leave is 
requested under section 102.''.
(b) Amendments to Related Statutes.--
(1) Congressional accountability act of 1995.--Section 
202(a)(2)(B) of the Congressional Accountability Act of 1995 (2 
U.S.C. 1312(a)(2)(B)) is amended by striking ``12 months and 
for at least 1,250 hours of employment during the previous 12 
months'' and inserting ``at least 90 days''.
(2) Title 3, united states code.--Section 412(a)(2)(B) of 
title 3, United States Code, is amended by striking ``12 months 
and for at least 1,250 hours of employment during the previous 
12 months'' and inserting ``at least 90 days''.
(3) Title 5, united states code.--Chapter 63 of title 5, 
United States Code, is amended--
(A) in section 6381(1)(B), by striking ``at least 
12 months of service'' and inserting ``at least 90 days 
of service''; and
(B) in section 6382(d)(2)(E), by striking ``at 
least 12 months of service'' and inserting ``at least 
90 days of service''.
(c) Conforming Amendments.--
(1) Section 101(2) of the Family and Medical Leave Act of 
1993 (29 U.S.C. 2611(2)) is amended--
(A) by striking subparagraphs (C) and (D); and
(B) by redesignating subparagraph (E) as 
subparagraph (C).
(2) Section 102(a) of such Act (29 U.S.C. 2612(a)) is 
amended by striking paragraph (5).
(d) Effective Date.--The amendments made by subsections (a), (b), 
and (c) shall take effect beginning on the date that is 1 year after 
the date of enactment of this Act.

TITLE II--ENSURING FAIR TREATMENT FOR PART-TIME AND TEMPORARY WORKERS

SEC. 201. DEFINITIONS.

In this title:
(1) Employ.--The term ``employ'' has the meaning given the 
term in section 3(g) of the Fair Labor Standards Act of 1938 
(29 U.S.C. 203(g)).
(2) Employee.--Except as provided in section 205(e), the 
term ``employee'' means an individual who is--
(A) an employee, as defined in section 3(e) of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 203(e)), 
who is not covered under any of subparagraphs (B) 
through (F), except that a reference in such section to 
an employer shall be considered to be a reference to a 
person in commerce described in paragraph (3)(A);
(B) a State employee described in section 304(a) of 
the Government Employee Rights Act of 1991 (42 U.S.C. 
2000e-16c(a));
(C) a covered employee, as defined in section 101 
of the Congressional Accountability Act of 1995 (2 
U.S.C. 1301), except that such term shall not include 
an applicant for employment;
(D) a covered employee, as defined in section 
411(c) of title 3, United States Code;
(E) a Federal officer or employee covered under 
subchapter V of chapter 63 of title 5, United States 
Code (without regard to the limitation in section 
6381(1)(B) of that title), who is not covered under 
subparagraph (D); or
(F) an employee of the Government Accountability 
Office.
(3) Employer.--Except as provided in section 205(e), the 
term ``employer''--
(A)(i) means any person in commerce that is not 
otherwise described in any other subparagraph of this 
paragraph and--
(I) employs more than 15 employees 
described in paragraph (2)(A), which shall be 
calculated by including all employees described 
in paragraph (2)(A) performing work for 
compensation on a full-time, part-time, or 
temporary basis, except that if the number of 
such employees who perform work for such a 
person for compensation fluctuates, the number 
may be determined for a calendar year based 
upon the average number of such employees who 
performed work for the person for compensation 
during the preceding calendar year; or
(II) is part of an integrated enterprise, 
chain of businesses, group of franchises 
associated with a franchisor, or network of 
franchises that, in the aggregate, employs more 
than 15 such employees, calculated in 
accordance with subclause (I);
(ii) includes--
(I) any person who acts, directly or 
indirectly, in the interest of such an employer 
to any of the employees (described in clause 
(i)) of such employer; and
(II) any successor in interest of such an 
employer; and
(iii) includes an agency described in subparagraph 
(A)(iii) of section 101(4) of the Family and Medical 
Leave Act of 1993 (29 U.S.C. 2611(4));
(B) is an entity employing a State employee 
described in section 304(a) of the Government Employee 
Rights Act of 1991 (42 U.S.C. 2000e-16c(a));
(C) is an employing office, as defined in section 
101 of the Congressional Accountability Act of 1995 (2 
U.S.C. 1301);
(D) is an employing office, as defined in section 
411(c) of title 3, United States Code;
(E) is an employing agency covered under subchapter 
V of chapter 63 of title 5, United States Code; or
(F) is the Comptroller General of the United 
States.
(4) Person.--The term ``person'', except as used with the 
term ``person in commerce'', has the meaning given the term in 
section 3(a) of the Fair Labor Standards Act of 1938 (29 U.S.C. 
203(a)).
(5) Person in commerce.--
(A) In general.--The term ``person in commerce'' 
means any person who is engaged in commerce, in any 
industry or activity affecting commerce, or in the 
production of goods for commerce.
(B) Commerce.--In subparagraph (A), the term 
``commerce'' includes government.
(6) Secretary.--The term ``Secretary'' means the Secretary 
of Labor.

SEC. 202. ELIMINATION OF DISCRIMINATION ON THE BASIS OF HOURS WORKED.

(a) Rule.--
(1) In general.--An employer shall not discriminate against 
an employee on the basis that such employee is scheduled to 
work fewer hours per week, or is employed for a shorter 
expected duration, than another employee of the employer if the 
jobs of such employees require substantially equal skill, 
effort, responsibility, and duties and such jobs are performed 
under similar working conditions.
(2) Examples.--Discrimination described in paragraph (1) 
shall include differential treatment with respect to--
(A) rate of compensation;
(B) notice of, and input into, work hours;
(C) eligibility to accrue, on a pro rata basis, 
employer-provided paid and unpaid time off and other 
benefits;
(D) promotion opportunities; or
(E) other terms, conditions, or privileges of 
employment.
(b) Distinctions Permitted.--This section shall not be construed to 
prohibit differences in rate of compensation, or other conditions, 
terms, or privileges of employment, of employees of an employer for 
reasons other than the number of hours the employees are scheduled to 
work per week, or the expected duration of employment of the employees, 
including for reasons such as--
(1) the date on which the employees are hired;
(2) a merit system; or
(3) a system that measures earnings by quantity per hour or 
quality of production.

SEC. 203. OFFER OF WORK TO EXISTING EMPLOYEES.

(a) Written Statements Required.--Upon hiring an employee, an 
employer shall--
(1) obtain a written statement of the employee's desired 
number of weekly work hours and the days and times the employee 
is available to work;
(2) notify the employee that this written statement may be 
modified in writing at any time during employment; and
(3) specify the process to modify the written statement.
(b) Offer of Desired Weekly Work Hours to Existing Employees.--
(1) In general.--Except as provided in paragraph (2), an 
employer shall schedule an employee to work the number of 
weekly hours identified by the employee as desired weekly hours 
in a written statement under subsection (a) prior to hiring any 
new employee from an external applicant pool, including hiring 
through the use of a temporary services or staffing agency, or 
contracting with a contractor or subcontractor, to work such 
hours.
(2) Exceptions.--An employer may hire an individual as a 
new employee, or engage a contractor or subcontractor, to 
perform work for the employer if--
(A) the employer needs to fill hours for which no 
existing employees who have provided written statements 
under subsection (a) are available based on such 
written statements;
(B) all existing employees who have provided 
written statements under subsection (a) lack, and 
cannot obtain with reasonable training, the 
qualifications necessary to perform the work; or
(C) scheduling any such employee to perform the 
work would require providing such employee overtime 
compensation at a rate not less than one and one half 
times the regular rate at which the employee is 
employed, in accordance with section 7 of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 207) or any 
State law.
(c) Compensation Required.--
(1) In general.--Except as provided in paragraph (2), an 
employee (referred to in this subsection as an ``existing 
employee'') who is not scheduled for the desired number of 
total weekly work hours identified by the employee in a written 
statement under subsection (a) shall be compensated for each 
hour worked by a newly hired employee, contractor, or 
subcontractor hired after the existing employee so identified 
such number of hours, during an hour that such existing 
employee identified in a written statement under such 
subsection as an hour for which the employee is available to 
work.
(2) Exception.--An employer shall not be required to 
compensate an existing employee under paragraph (1) for any 
hour of work for which--
(A) the employee lacks, or cannot obtain with 
reasonable training, the qualifications necessary to 
perform the work;
(B) scheduling such employee to perform the work 
would require providing the employee overtime 
compensation as described in subsection (b)(2)(C);
(C) the employer made a reasonable attempt to 
contact the employee to work such hour and was unable 
to reach the employee; or
(D) the employee was otherwise no longer available.
(d) Definition.--For purposes of this section, the terms 
``written'', with respect to a statement, and ``writing'' mean a 
printed or printable communication in physical or electronic form.

SEC. 204. PROHIBITED ACTS.

(a) Interference With Rights.--It shall be unlawful for any 
employer to interfere with, restrain, or deny the exercise or the 
attempt to exercise, any rights set forth under this title.
(b) Retaliation Prohibited.--It shall be unlawful for any employer 
to discharge, threaten to discharge, demote, suspend, reduce work hours 
of, or otherwise discriminate (including taking any other adverse 
employment action) against any person because of an employee of the 
employer exercising the rights of the employee under this title or 
opposing any practice made unlawful by this title.
(c) Interference With Proceedings or Inquiries.--It shall be 
unlawful for any person to discharge or in any other manner 
discriminate against an individual because such individual--
(1) has filed any charge, or has instituted or caused to be 
instituted any proceeding, under or related to this title;
(2) has given, or is about to give, any information in 
connection with any inquiry or proceeding relating to any right 
provided under this title; or
(3) has testified, or is about to testify, in any inquiry 
or proceeding relating to any right provided under this title.

SEC. 205. REMEDIES AND ENFORCEMENT.

(a) Investigative Authority.--
(1) In general.--To ensure compliance with this title, 
including any regulation or order issued under this title, the 
Secretary shall have, subject to paragraph (3), the 
investigative authority provided under section 11(a) of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 211(a)).
(2) Obligation to keep and preserve records.--
(A) In general.--Each employer shall maintain for a 
period of not less than 3 years, or for the duration of 
any claim (including the duration of a related civil 
action or investigation) pending pursuant to this 
title, whichever is longer, all records necessary to 
demonstrate compliance with this title, including 
compliance with the requirements of regulations issued 
by the Secretary under section 206. Such records shall 
include documentation of offers of hours of work to 
employees and responses to such offers.
(B) Copies.--Each employer shall, upon a reasonable 
request of an employee of the employer, provide the 
employee with a copy of the records described in 
subparagraph (A) relating to the employee.
(3) Required submissions generally limited to an annual 
basis.--The Secretary shall not require, under the authority of 
this subsection, any employer to submit to the Secretary any 
books or records more than once during any 12-month period, 
unless the Secretary has reasonable cause to believe there may 
exist a violation of this title, including any regulation or 
order issued pursuant to this title, or is investigating a 
charge pursuant to subsection (c).
(4) Subpoena powers.--For the purposes of any investigation 
provided for in this subsection, the Secretary shall have the 
subpoena authority provided for under section 9 of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 209).
(b) Civil Action by Employees.--
(1) Liability.--
(A) In general.--Any employer who violates section 
202, 203, or 204 (each such provision referred to in 
this section as a ``covered provision'') shall be 
liable to any person affected for--
(i) damages equal to the amount of--
(I) any wages, salary, employment 
benefits (as defined in section 101 of 
the Family and Medical Leave Act of 
1993 (29 U.S.C. 2611)), or other 
compensation denied, lost, or owed to 
such employee by reason of the 
violation; or
(II) in a case in which wages, 
salary, employment benefits (as so 
defined), or other compensation have 
not been denied, lost, or owed to the 
employee, any actual monetary losses 
sustained by the employee as a direct 
result of the violation;
(ii) interest on the amount described in 
clause (i) calculated at the prevailing rate;
(iii) except as provided in subparagraph 
(B), an additional amount as liquidated damages 
equal to the sum of the amount described in 
clause (i) and the interest described in clause 
(ii); and
(iv) such equitable relief as may be 
appropriate, including employment, 
reinstatement, and promotion.
(B) Exception for liquidated damages.--If an 
employer who has violated a covered provision proves to 
the satisfaction of the court that the act or omission 
which violated the covered provision was in good faith 
and that the employer had reasonable grounds for 
believing that the act or omission was not a violation 
of a covered provision, such court may, in the 
discretion of the court, reduce the amount of liability 
under subparagraph (A) to the amount, interest, and 
equitable relief determined under clauses (i), (ii), 
and (iv), respectively.
(2) Right of action.--An action to recover the damages, 
interest, or equitable relief set forth in paragraph (1) may be 
maintained against any employer (including a public agency) in 
any Federal or State court of competent jurisdiction by any one 
or more employees for and on behalf of--
(A) such employees; or
(B) such employees and any other employees 
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, reasonable expert witness fees, and 
other costs of the action to be paid by the defendant.
(4) Limitations.--The right provided by paragraph (2) to 
bring an action by or on behalf of any employee shall terminate 
on the filing of a complaint by the Secretary in an action 
under subsection (c)(4) in which a recovery is sought of the 
damages, interest, or equitable relief described in paragraph 
(1)(A) owing to an employee by an employer liable under 
paragraph (1) unless the action is dismissed without prejudice 
on motion of the Secretary.
(c) Actions by the Secretary.--
(1) Administrative action.--The Secretary shall receive, 
investigate, and attempt to resolve complaints of violations of 
this title in the same manner that the Secretary receives, 
investigates, and attempts to resolve complaints of violations 
of sections 6 and 7 of the Fair Labor Standards Act of 1938 (29 
U.S.C. 206 and 207), and may issue an order making 
determinations, and assessing a civil penalty described in 
paragraph (3) (in accordance with such paragraph), with respect 
to such an alleged violation.
(2) Administrative review.--An affected person who takes 
exception to an order issued under paragraph (1) may request 
review of and a decision regarding such an order by an 
administrative law judge. In reviewing the order, the 
administrative law judge may hold an administrative hearing 
concerning the order, in accordance with the requirements of 
sections 554, 556, and 557 of title 5, United States Code. Such 
hearing shall be conducted expeditiously.
(3) Civil penalty.--
(A) In general.--An employer who willfully and 
repeatedly violates--
(i) section 204(a) shall be subject to a 
civil penalty in an amount to be determined by 
the Secretary, but not to be less than $500, or 
more than $1,000, per violation (subject to 
subparagraph (B)); or
(ii) subsection (b) or (c) of section 204 
shall be subject to a civil penalty in an 
amount to be determined by the Secretary, but 
not to be less than $1,100, or more than 
$5,000, per violation (subject to subparagraph 
(B)).
(B) Inflation.--The Secretary shall, for each year 
beginning with calendar year 2024, increase the minimum 
and maximum amounts for the penalties described in 
clauses (i) and (ii) of subparagraph (A) by a 
percentage equal to the percentage increase in the 
Consumer Price Index for All Urban Consumers, published 
by the Department of Labor, between December 2023 and 
the December prior to the year for which the increase 
takes effect.
(C) Willful violation.--For purposes of this 
section, an employer willfully violates a provision of 
section 204 when, after taking into account all of the 
facts and circumstances surrounding the violation, it 
is determined that the employer--
(i) knew that its conduct was prohibited by 
such section; or
(ii) showed reckless disregard for the 
requirements of such section.
(4) Civil action.--
(A) In general.--The Secretary may bring an action 
in any court of competent jurisdiction on behalf of 
aggrieved employees to--
(i) restrain violations of this title;
(ii) obtain such equitable relief as may be 
appropriate, including employment, 
reinstatement, and promotion; and
(iii) in the case of a violation of a 
covered provision, recover the damages, 
interest, and equitable relief described in 
clauses (i) through (iv) of subsection 
(b)(1)(A).
(B) Recovery on behalf of employees.--Any sums 
recovered by the Secretary under subparagraph (A) on 
behalf of an employee shall be held in a special 
deposit account and shall be paid, on order of the 
Secretary, directly to the employee affected. Any such 
sums not paid to an employee because of inability to do 
so within a period of 3 years shall be deposited in the 
Treasury and credited to miscellaneous receipts.
(d) Limitation.--
(1) In general.--Except as provided in paragraph (2), an 
action may be brought under this 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 204 (as described in 
subsection (c)(3)), such action may be brought within 3 years 
of the date of the last event constituting the alleged 
violation for which such action is brought.
(3) Commencement.--In determining when an action is 
commenced by the Secretary or by an employee under this section 
for the purposes of this subsection, it shall be considered to 
be commenced on the date when the complaint is filed.
(e) Definition.--For purposes of subsections (a) through (d)--
(1) the term ``employee'' means an employee described in 
subparagraph (A) or (B) of section 201(2); and
(2) the term ``employer'' means an employer described in 
subparagraph (A) or (B) of section 201(3).
(f) Other Administrative Officers.--
(1) Employees covered by congressional accountability act 
of 1995.--The powers and procedures provided in the 
Congressional Accountability Act of 1995 (2 U.S.C. 1301 et 
seq.) to the Board (as defined 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 
and procedures this title provides to that Board, or any 
person, alleging a violation of this title against an employee 
described in section 201(2)(C).
(2) Employees covered by chapter 5 of title 3, united 
states code.--The powers and procedures provided in chapter 5 
of title 3, United States Code, to the President, the Merit 
Systems Protection Board, or any person, alleging a violation 
of section 412(a)(1) of that title, shall be the powers and 
procedures this title provides to the President, that Board, or 
any person, respectively, alleging a violation of this title 
against an employee described in section 201(2)(D).
(3) Employees covered by chapter 63 of title 5, united 
states code.--The powers and procedures provided in title 5, 
United States Code, to an employing agency, provided in chapter 
12 of that title to the Merit Systems Protection Board, or 
provided in that title to any person, alleging a violation of 
chapter 63 of that title, shall be the powers and procedures 
this title provides to that agency, that Board, or any person, 
respectively, alleging a violation of this title against an 
employee described in section 201(2)(E).
(4) Comptroller general.--In the case of employees of the 
Government Accountability Office, the authority of the 
Secretary under this title shall be exercised by the 
Comptroller General of the United States.

SEC. 206. REGULATIONS.

(a) Secretary of Labor.--Except as provided in subsections (b) 
through (e), not later than 180 days after the date of enactment of 
this Act, the Secretary shall issue such regulations as may be 
necessary to implement this title.
(b) Board.--
(1) In general.--Not later than 180 days after the date of 
enactment of this Act, the Board of Directors of the Office of 
Congressional Workplace Rights shall issue such regulations as 
may be necessary to implement this title with respect to 
employees described in section 201(2)(C). The procedures 
applicable to regulations of the Board issued for the 
implementation of the Congressional Accountability Act of 1995 
(2 U.S.C. 1301 et seq.), prescribed in section 304 of that Act 
(2 U.S.C. 1384), shall be the procedures applicable to 
regulations issued under this subsection.
(2) Consideration.--In prescribing the regulations, the 
Board shall take into consideration the enforcement and 
remedies provisions concerning the Office and applicable to 
rights and protections under the Family and Medical Leave Act 
of 1993 (29 U.S.C. 2601 et seq.), under the Congressional 
Accountability Act of 1995 (2 U.S.C. 1301 et seq.).
(3) Modifications.--The regulations issued under paragraph 
(1) to implement this title shall be the same as substantive 
regulations issued by the Secretary to implement this title, 
except to the extent that the Board may determine, for good 
cause shown and stated together with the regulations issued by 
the Board, that a modification of such substantive regulations 
would be more effective for the implementation of the rights 
and protections under this title.
(c) President.--
(1) In general.--Not later than 180 days after the date of 
enactment of this Act, the President shall issue such 
regulations as may be necessary to implement this title with 
respect to employees described in section 201(2)(D).
(2) Consideration.--In prescribing the regulations, the 
President shall take into consideration the enforcement and 
remedies provisions concerning the President and the Merit 
Systems Protection Board, and applicable to rights and 
protections under the Family and Medical Leave Act of 1993, 
under chapter 5 of title 3, United States Code.
(3) Modifications.--The regulations issued under paragraph 
(1) to implement this title shall be the same as substantive 
regulations issued by the Secretary to implement this title, 
except to the extent that the President may determine, for good 
cause shown and stated together with the regulations issued by 
the President, that a modification of such substantive 
regulations would be more effective for the implementation of 
the rights and protections under this title.
(d) Office of Personnel Management.--
(1) In general.--Not later than 180 days after the date of 
enactment of this Act, the Office of Personnel Management shall 
issue such regulations as may be necessary to implement this 
title with respect to employees described in section 201(2)(E).
(2) Consideration.--In prescribing the regulations, the 
Office shall take into consideration the enforcement and 
remedies provisions concerning an employing agency and the 
Merit Systems Protection Board under subchapter V of chapter 63 
of title 5, United States Code.
(3) Modifications.--The regulations issued under paragraph 
(1) to implement this title shall be the same as substantive 
regulations issued by the Secretary to implement this title, 
except to the extent that the Office may determine, for good 
cause shown and stated together with the regulations issued by 
the Office, that a modification of such substantive regulations 
would be more effective for the implementation of the rights 
and protections under this title.
(e) Comptroller General.--
(1) In general.--Not later than 180 days after the date of 
enactment of this Act, the Comptroller General of the United 
States shall issue such regulations as may be necessary to 
implement this title with respect to employees of the 
Government Accountability Office.
(2) Consideration.--In prescribing the regulations, the 
Comptroller General shall take into consideration the 
enforcement and remedies provisions concerning the Comptroller 
General under title I of the Family and Medical Leave Act of 
1993 (29 U.S.C. 2611 et seq.).
(3) Modifications.--The regulations issued under paragraph 
(1) to implement this title shall be the same as substantive 
regulations issued by the Secretary to implement this title, 
except to the extent that the Comptroller General may 
determine, for good cause shown and stated together with the 
regulations issued by the Comptroller General, that a 
modification of such substantive regulations would be more 
effective for the implementation of the rights and protections 
under this title.
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