{
  "legislationId": "119_HR_6818",
  "lastUpdate": "2026-03-10T22:17:52.823Z",
  "history": [
    {
      "timestamp": "2026-03-10T22:17:52.823Z",
      "source_url": "https://www.congress.gov/119/bills/hr6818/BILLS-119hr6818ih.htm",
      "model": "gemini-flash-lite-latest",
      "prompt_sent": "\nROLE: Fact Checker.\nZADANIE: Porównaj SOURCE (oryginał) i SUMMARY (streszczenie przygotowane przez inne AI).\n\nTwoim celem jest wykrycie \"ZMYŚLONYCH KONKRETÓW\" (Fabricated Entities) w SUMMARY.\n\nSOURCE:\n[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. <all>\n\nSUMMARY TO EVALUATE:\nTitle: Part-Time Worker Bill of Rights: Equal Pay and Easier Leave Access.\nSummary: This bill grants part-time workers the same rights and benefits as full-time employees in similar roles. It also makes it easier to qualify for family and medical leave by removing minimum hour requirements and shortening the necessary employment period.\nKey Points: Eligibility for family and medical leave (FMLA) after just 90 days of work, regardless of total hours worked., Ban on discriminating against part-time workers regarding pay rates, benefits, and promotion opportunities., Employers must offer available work hours to current staff before hiring new employees or contractors., Existing employees can claim compensation if an employer hires externally for hours they were available to work., Legal protections against retaliation, demotion, or firing for exercising these new workplace rights.\n\nZASADY OCENY:\n1. Sprawdź wszystkie LICZBY, DATY i KWOTY w SUMMARY. Jeśli którejś brakuje w SOURCE -> is_valid: false.\n2. Sprawdź wszystkie NAZWISKA, ORGANIZACJE i MIEJSCA w SUMMARY. Jeśli którejś brakuje w SOURCE -> is_valid: false.\n3. Sprawdź wszystkie konkretne DZIAŁANIA PRAWNE . Jeśli tego mechanizmu nie ma w SOURCE -> is_valid: false.\n\nWAŻNE: Abstrakcyjne pojęcia (np. \"transparentność\", \"zaufanie\") są dozwolone jako wnioski.\n\nOUTPUT (JSON):\n{\n  \"is_valid\": true/false,\n  \"issue\": \"fabricated_entity\" / \"contradiction\" / \"none\"\n}\n\nWYMAGANIA FORMATOWANIA:\n1. Odpowiedz WYŁĄCZNIE surowym obiektem JSON.\n2. NIE używaj bloków kodu Markdown.\n3. NIE dodawaj żadnych wstępów ani wyjaśnień przed ani po JSONie.\n4. JSON musi być poprawny i gotowy do parsowania.\n\n",
      "ai_response_raw": "{\n  \"is_valid\": true,\n  \"issue\": \"none\"\n}"
    },
    {
      "timestamp": "2026-03-10T22:12:31.977Z",
      "source_url": "https://www.congress.gov/119/bills/hr6818/BILLS-119hr6818ih.htm",
      "model": "gemini-flash-latest",
      "prompt_sent": "\nJesteś ekspertem od prawa Stanów Zjednoczonych, który ma za zadanie analizować dokumenty ustaw, uchwał oraz innych dokumentów legislacyjnych, a następnie przygotowywać z nich informacje w przystępny sposób dla obywateli. Twoim celem jest przedstawienie informacji tak, aby obywatele mogli sami ocenić wpływ legislacji na ich życie, nawet bez posiadania specjalistycznej wiedzy legislacyjnej. Skup się na faktach i obiektywnych skutkach wprowadzanych zmian, unikając wartościowania i osobistych opinii. Wszelki żargon prawny jest zabroniony. Prezentuj informacje w jasny, zwięzły i angażujący sposób, tak aby były zrozumiałe dla osoby bez wykształcenia prawniczego. Unikaj długich, złożonych zdań. Zamiast pisać \"projekt ma na celu nowelizację kodeksu podatkowego...\", napisz \"Zmiany w podatkach: nowe ulgi i obowiązki dla...\". Kontynuuj swoją pracę, dopóki nie rozwiążesz swojego zadania. Jeśli nie masz pewności co do generowanej treści, przeanalizuj dokument ponownie – nie zgaduj. Rozplanuj dobrze swoje zadanie przed przystąpieniem do niego. W podsumowaniu i kluczowych punktach, jeśli to możliwe i uzasadnione, podkreśl, jakie konkretne korzyści lub skutki (pozytywne lub negatywne) wprowadza ustawa dla życia codziennego obywateli, ich praw i obowiązków, finansów osobistych, bezpieczeństwa i innych ważnych kwestii (np. kategorycznych zakazów i nakazów czy najważniejszych konkretnych alokacji finansowych i terytorialnych).\n\nTwoja odpowiedź MUSI być w formacie JSON - i zawierać następujące klucze.\nZanim zwrócisz odpowiedź, dokładnie zweryfikuj, czy cała struktura JSON jest w 100% poprawna, włącznie ze wszystkimi przecinkami, nawiasami klamrowymi, kwadratowymi oraz cudzysłowami. Błędny JSON jest nieakceptowalny i uniemożliwi przetworzenie Twojej pracy.\n\nPrzeanalizuj dokładnie poniższy tekst dokumentu prawnego. To jest treść, na podstawie której masz wygenerować podsumowanie i kluczowe punkty:\n--- POCZĄTEK DOKUMENTU ---\n[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. <all>\n--- KONIEC DOKUMENTU ---\n\nPAMIĘTAJ: Twoja odpowiedź MUSI być wyłącznie poprawnym obiektem JSON. Nie dodawaj żadnych dodatkowych znaków, komentarzy ani tekstu przed znacznikiem '{' ani po znaczniku '}'. Cała odpowiedź musi być parsowalna jako JSON.\nNa podstawie POWYŻSZEGO dokumentu, wypełnij poniższą strukturę JSON:\nOto struktura JSON, której oczekuję (wypełnij ją treścią):\n{\n  \"pl_ai_title\": \"Nowy, krótki tytuł dla aktu prawnego po polsku, oddający sedno wprowadzanych zmian (np. maksymalnie 10-12 słów).\",\n  \"pl_summary\": \"2-3 zdania zwięzłego podsumowania treści aktu prawnego po polsku, napisane z perspektywy wpływu na życie codzienne obywateli.\",\n  \"pl_key_points\": [\n    \"Pierwszy krótki punkt po polsku dotyczący najważniejszych wprowadzanych rozwiązań lub zmian.\",\n    \"Drugi krótki punkt po polsku...\"\n  ],\n  \"eng_ai_title\": \"A new, short title for the legal act in English, capturing the essence of the changes (e.g., max 10-12 words).\",\n  \"eng_summary\": \"2-3 sentences summarizing the legal act in English, from the perspective of its impact on citizens' daily lives.\",\n  \"eng_key_points\": [\n    \"First short bullet point in English regarding the most important solutions or changes being introduced.\",\n    \"Second short bullet point in English...\"\n  ],\n  \"de_ai_title\": \"Ein neuer, kurzer Titel für das Rechtsdokument auf Deutsch, der den Kern der Änderungen erfasst (z.B. max. 10-12 Wörter).\",\n  \"de_summary\": \"2-3 Sätze Zusammenfassung des Rechtsdokuments auf Deutsch, aus der Perspektive seiner Auswirkungen auf das tägliche Leben der Bürger.\",\n  \"de_key_points\": [\n    \"Erster kurzer Stichpunkt auf Deutsch zu den wichtigsten eingeführten Lösungen oder Änderungen.\",\n    \"Zweiter kurzer Stichpunkt auf Deutsch...\"\n  ],\n  \"fr_ai_title\": \"Un nouveau titre court pour l'acte juridique en français, saisissant l'essence des changements (par exemple, 10-12 mots maximum).\",\n  \"fr_summary\": \"Résumé de 2-3 phrases de l'acte juridique en français, du point de vue de son impact sur la vie quotidienne des citoyens.\",\n  \"fr_key_points\": [\n    \"Premier court point en français concernant les solutions ou changements les plus importants introduits.\",\n    \"Deuxième court point en français...\"\n  ],\n  \"es_ai_title\": \"Un nuevo título breve para el acto jurídico en español, que recoja la esencia de los cambios (por ejemplo, máximo 10-12 palabras).\",\n  \"es_summary\": \"Resumen de 2-3 frases del acto jurídico en español, desde la perspectiva de su impacto en la vida cotidiana de los ciudadanos.\",\n  \"es_key_points\": [\n    \"Primer punto breve en español sobre las soluciones o cambios más importantes que se introducen.\",\n    \"Segundo punto breve en español...\"\n  ],\n  \"it_ai_title\": \"Un nuovo titolo breve per l'atto giuridico in italiano, che colga l'essenza delle modifiche (ad es. massimo 10-12 parole).\",\n  \"it_summary\": \"Riepilogo di 2-3 frasi dell'atto giuridico in italiano, dal punto di vista del suo impatto sulla vita quotidiana dei cittadini.\",\n  \"it_key_points\": [\n    \"Primo breve punto in italiano riguardante le soluzioni o le modifiche più importanti introdotte.\",\n    \"Secondo breve punto in italiano...\"\n  ],\n  \"nl_ai_title\": \"Een nieuwe, korte titel voor de rechtshandeling in het Nederlands, die de essentie van de wijzigingen weergeeft (bijv. max. 10-12 woorden).\",\n  \"nl_summary\": \"Samenvatting van 2-3 zinnen van de rechtshandeling in het Nederlands, vanuit het perspectief van de impact op het dagelijks leven van burgers.\",\n  \"nl_key_points\": [\n    \"Eerste korte punt in het Nederlands betreffende de belangrijkste geïntroduceerde oplossingen of wijzigingen.\",\n    \"Tweede korte punt in het Nederlands...\"\n  ],\n  \"pt_ai_title\": \"Um novo título curto para o ato jurídico em português, capturando a essência das mudanças (por exemplo, máx. 10-12 palavras).\",\n  \"pt_summary\": \"Resumo de 2-3 frases do ato jurídico em português, na perspetiva do seu impacto na vida quotidiana dos cidadãos.\",\n  \"pt_key_points\": [\n    \"Primeiro ponto curto em português sobre as soluções ou alterações mais importantes introduzidas.\",\n    \"Segundo ponto curto em português...\"\n  ],\n  \"category\": [\"Categorize the document into one category by default, based on the field it primarily concerns. Choose up to 3 if the document also touches upon SIGNIFICANT issues from other categories. You MUST select categories ONLY from the following list: Health, Education, Family, Taxes, Labor, Security, Environment, Courts and Law, Transport, Benefits, Real Estate, Media and Culture, Local Government, Migration, Agriculture, Public Investments, Informatization, Economy. If the document does not definitively fit any of these, you MUST use \"Other\". If you use \"Other\", it should be the ONLY category selected. Do NOT invent new categories. The response must be an array of strings, e.g., [\"Taxes\", \"Family\"].\"]\n}\n\n",
      "ai_response_raw": "{\n  \"pl_ai_title\": \"Karta Praw Pracowników Niepełnoetatowych: Równe traktowanie i łatwiejszy dostęp do urlopów.\",\n  \"pl_summary\": \"Ustawa ta zapewnia pracownikom zatrudnionym w niepełnym wymiarze godzin takie same prawa i korzyści, jakie mają pracownicy pełnoetatowi na podobnych stanowiskach. Ułatwia ona również dostęp do bezpłatnych urlopów opiekuńczych i medycznych, skracając wymagany staż pracy i usuwając limity godzinowe.\",\n  \"pl_key_points\": [\n    \"Prawo do urlopu rodzinnego i medycznego (FMLA) przysługuje już po 90 dniach pracy, bez względu na liczbę przepracowanych godzin.\",\n    \"Zakaz płacenia niższych stawek lub oferowania gorszych świadczeń tylko z powodu pracy w niepełnym wymiarze godzin.\",\n    \"Pracodawcy muszą oferować wolne godziny pracy obecnym pracownikom, zanim zatrudnią nowe osoby lub podwykonawców.\",\n    \"Pracownicy mają prawo do odszkodowania, jeśli pracodawca zatrudni kogoś z zewnątrz zamiast zaoferować im dostępne godziny.\",\n    \"Surowy zakaz odwetu, zwolnień lub karania pracowników za korzystanie z praw wynikających z tej ustawy.\"\n  ],\n  \"eng_ai_title\": \"Part-Time Worker Bill of Rights: Equal Pay and Easier Leave Access.\",\n  \"eng_summary\": \"This bill grants part-time workers the same rights and benefits as full-time employees in similar roles. It also makes it easier to qualify for family and medical leave by removing minimum hour requirements and shortening the necessary employment period.\",\n  \"eng_key_points\": [\n    \"Eligibility for family and medical leave (FMLA) after just 90 days of work, regardless of total hours worked.\",\n    \"Ban on discriminating against part-time workers regarding pay rates, benefits, and promotion opportunities.\",\n    \"Employers must offer available work hours to current staff before hiring new employees or contractors.\",\n    \"Existing employees can claim compensation if an employer hires externally for hours they were available to work.\",\n    \"Legal protections against retaliation, demotion, or firing for exercising these new workplace rights.\"\n  ],\n  \"de_ai_title\": \"Gesetz über die Rechte von Teilzeitbeschäftigten: Gleichbehandlung und besserer Urlaubsanspruch.\",\n  \"de_summary\": \"Dieses Gesetz stellt sicher, dass Teilzeitkräfte die gleichen Rechte und Vorteile wie Vollzeitbeschäftigte in ähnlichen Positionen erhalten. Zudem wird der Zugang zu Familien- und Krankheitsurlaub durch den Wegfall von Mindeststundenzahlen deutlich erleichtert.\",\n  \"de_key_points\": [\n    \"Anspruch auf Familien- und Krankheitsurlaub (FMLA) bereits nach 90 Tagen Beschäftigung, unabhängig von der Stundenzahl.\",\n    \"Verbot der Benachteiligung bei Gehalt, Sozialleistungen und Beförderungen aufgrund von Teilzeitarbeit.\",\n    \"Arbeitgeber müssen zusätzliche Arbeitsstunden zuerst bestehenden Mitarbeitern anbieten, bevor sie neues Personal einstellen.\",\n    \"Entschädigungsanspruch für Mitarbeiter, wenn verfügbare Stunden ohne Angebot an Externe vergeben werden.\",\n    \"Schutz vor Kündigung oder Sanktionen bei der Inanspruchnahme dieser neuen Arbeitnehmerrechte.\"\n  ],\n  \"fr_ai_title\": \"Charte des droits des travailleurs à temps partiel : Égalité et accès aux congés.\",\n  \"fr_summary\": \"Ce projet de loi garantit aux travailleurs à temps partiel les mêmes droits et avantages que les salariés à plein temps occupant des postes similaires. Il facilite également l'accès aux congés familiaux et médicaux en supprimant les critères d'heures minimum.\",\n  \"fr_key_points\": [\n    \"Accès aux congés familiaux et médicaux (FMLA) après seulement 90 jours de service, sans condition d'heures travaillées.\",\n    \"Interdiction de toute discrimination sur le salaire, les avantages ou les promotions pour les employés à temps partiel.\",\n    \"Priorité aux employés actuels pour effectuer des heures disponibles avant tout nouveau recrutement ou recours à la sous-traitance.\",\n    \"Droit à une compensation financière si l'employeur recrute à l'extérieur pour des heures que l'employé actuel souhaitait effectuer.\",\n    \"Protections juridiques contre les représailles ou le licenciement pour avoir exercé ces nouveaux droits.\"\n  ],\n  \"es_ai_title\": \"Ley de Derechos de los Trabajadores a Tiempo Parcial: Igualdad y Acceso a Licencias.\",\n  \"es_summary\": \"Esta ley otorga a los trabajadores a tiempo parcial los mismos derechos y beneficios que a los de tiempo completo en puestos similares. Además, facilita el acceso a licencias familiares y médicas al eliminar el requisito de horas mínimas trabajadas.\",\n  \"es_key_points\": [\n    \"Derecho a licencia familiar y médica (FMLA) tras 90 días de empleo, sin importar el total de horas acumuladas.\",\n    \"Prohibición de discriminar en salarios, beneficios o ascensos basándose únicamente en la jornada reducida.\",\n    \"Obligación de ofrecer horas de trabajo disponibles a los empleados actuales antes de contratar personal nuevo o contratistas.\",\n    \"Compensación para el trabajador si el empleador contrata a terceros para cubrir horas que el empleado actual solicitó.\",\n    \"Protección legal contra despidos, degradaciones o represalias por ejercer los derechos de esta ley.\"\n  ],\n  \"it_ai_title\": \"Carta dei diritti dei lavoratori a tempo parziale: Parità di trattamento e congedi.\",\n  \"it_summary\": \"Questa legge garantisce ai lavoratori part-time gli stessi diritti e benefici dei colleghi a tempo pieno in ruoli simili. Facilita inoltre l'accesso ai congedi familiari e medici eliminando il requisito del numero minimo di ore lavorate.\",\n  \"it_key_points\": [\n    \"Accesso ai congedi familiari e medici (FMLA) dopo soli 90 giorni di lavoro, indipendentemente dalle ore totali effettuate.\",\n    \"Divieto di discriminazione su stipendio, benefit e opportunità di carriera per chi lavora meno ore.\",\n    \"Obbligo per i datori di lavoro di offrire ore extra al personale esistente prima di procedere a nuove assunzioni esterne.\",\n    \"Diritto al risarcimento se il datore di lavoro assume nuovi dipendenti per ore che il lavoratore attuale era disponibile a coprire.\",\n    \"Tutele legali contro ritorsioni, demansionamenti o licenziamenti per chi rivendica questi nuovi diritti.\"\n  ],\n  \"nl_ai_title\": \"Wet op de Rechten van Deeltijdwerkers: Gelijke Behandeling en Verlof.\",\n  \"nl_summary\": \"Deze wet geeft deeltijdwerkers dezelfde rechten en voordelen als voltijdmedewerkers in vergelijkbare functies. Het wordt ook makkelijker om gezins- en medisch verlof te krijgen door het schrappen van de minimale urennorm.\",\n  \"nl_key_points\": [\n    \"Recht op gezins- en medisch verlof (FMLA) na 90 dagen dienstverband, ongeacht het aantal gewerkte uren.\",\n    \"Verbod op discriminatie in loon, secundaire arbeidsvoorwaarden en promotiekansen voor deeltijdwerkers.\",\n    \"Werkgevers moeten extra uren eerst aanbieden aan huidig personeel voordat zij nieuwe mensen of onderaannemers aannemen.\",\n    \"Recht op compensatie als een werkgever externen inhuurt voor uren waarvoor de huidige werknemer beschikbaar was.\",\n    \"Wettelijke bescherming tegen ontslag of strafmaatregelen bij het opeisen van deze nieuwe rechten.\"\n  ],\n  \"pt_ai_title\": \"Lei dos Direitos dos Trabalhadores a Tempo Parcial: Igualdade e Acesso a Licenças.\",\n  \"pt_summary\": \"Esta lei garante aos trabalhadores a tempo parcial os mesmos direitos e benefícios que os funcionários a tempo inteiro em funções semelhantes. Também facilita o acesso a licenças familiares e médicas, removendo a exigência de horas mínimas.\",\n  \"pt_key_points\": [\n    \"Elegibilidade para licença familiar e médica (FMLA) após 90 dias de trabalho, sem necessidade de cumprir um mínimo de horas.\",\n    \"Proibição de discriminação salarial, de benefícios ou de promoções com base na carga horária reduzida.\",\n    \"Dever de oferecer horas de trabalho disponíveis aos funcionários atuais antes de contratar novos colaboradores ou prestadores de serviços.\",\n    \"Direito a indemnização caso o empregador contrate externamente para horas que o funcionário atual estava disponível para cumprir.\",\n    \"Proteções legais contra retaliação, despromoção ou despedimento por exercer os direitos previstos nesta lei.\"\n  ],\n  \"category\": [\"Labor\", \"Family\", \"Benefits\"]\n}"
    }
  ]
}