118 S4260 IS: Warehouse Worker Protection Act
U.S. Senate
2024-05-02
text/xml
EN
Pursuant to Title 17 Section 105 of the United States Code, this file is not subject to copyright protection and is in the public domain.
1.This Act may be cited as the Warehouse Worker Protection Act
.2.The table of contents for this Act is as follows:Sec. 1. Short title.Sec. 2. Table of contents.TITLE I—Warehouse worker protectionsSec. 101. Warehouse worker protections.Sec. 102. Referral of complaints.TITLE II—National labor relations actSec. 201. Amendments to National Labor Relations Act.Sec. 202. National Labor Relations Board report.TITLE III—OSHA standardsSec. 301. Standard protecting covered employees from occupational risk factors causing musculoskeletal disorders.Sec. 302. Standard for protecting covered employees from delays in medical treatment referrals following injuries or illnesses.Sec. 303. Correction of serious, willful, or repeated violations pending contest and procedures for a stay.Sec. 304. Definitions.TITLE IV—Miscellaneous provisionsSec. 401. Severability.Sec. 402. Preemption.Sec. 403. Authorization of appropriations.<enum>I</enum><header>Warehouse worker protections</header><section commented="no" display-inline="no-display-inline" id="id24672c2f14a84acf8cfe6817f724f87a"><enum>101.</enum><header>Warehouse worker protections</header><text display-inline="no-display-inline">The Fair Labor Standards Act of 1938 is amended—</text><paragraph commented="no" display-inline="no-display-inline" id="id83fdb2f91d2247228a706a6ec1545ad5"><enum>(1)</enum><text>by inserting after section 4 (<external-xref legal-doc="usc" parsable-cite="usc/29/204">29 U.S.C. 204</external-xref>) the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="idA11A29B3D3BE4CBF82E3DF3E12BB7956"><section id="idE1649A2D4EF34EC28390B23CB1E10250"><enum>5.</enum><header>Establishment of fairness and transparency office</header><subsection id="id0BEC201540E74FE5AB61C5CF0B579F9B"><enum>(a)</enum><header>In general</header><text>There is established in the Wage and Hour Division of the Department of Labor the Fairness and Transparency Office.</text></subsection><subsection id="id600BB556C21D4B6F903F5CF66DA7A560"><enum>(b)</enum><header>Director of the Fairness and Transparency Office</header><text>The President shall appoint a Director of the Fairness and Transparency Office to head the Fairness and Transparency Office.</text></subsection><subsection id="id063E3ECA78D442648103F83A9538C0AE"><enum>(c)</enum><header>Employees and advisory boards of the Office</header><paragraph id="id3186919FCDDF4C98A4CC5E2DF0AD6EEC"><enum>(1)</enum><header>In general</header><text>The Director—</text><subparagraph id="idC58F012BD8A34533AEB25FEB60A4C648"><enum>(A)</enum><text>may select, appoint, and employ, without regard to the provisions of sections 3309 through 3318 of title 5, United States Code, individuals directly to positions in the competitive service, as defined in section 2102 of such title, to carry out the duties of the Director under this Act; and</text></subparagraph><subparagraph id="idE2B52F0EB6C440109E0EE91DC9230401"><enum>(B)</enum><text>may fix the compensation of the individuals described in subparagraph (A) without regard to chapter 51 and subchapter III of <external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/5/53">chapter 53</external-xref> of title 5, United States Code, relating to classification of positions and General Schedule pay rates, except that the rate of pay for such individuals may not exceed the rate payable for level V of the Executive Schedule under section 5316 of that title.</text></subparagraph></paragraph><paragraph id="idB580BE9318094708BE39BEEA50452F4F"><enum>(2)</enum><header>Fairness and Transparency Advisory Board</header><subparagraph commented="no" display-inline="no-display-inline" id="idC2412F628F5A4DE0B9FF11DBF03C94EB"><enum>(A)</enum><header>In general</header><text display-inline="yes-display-inline">The Director shall establish a Fairness and Transparency Advisory Board to advise and consult on the exercise of the functions of the Director under this Act.</text></subparagraph><subparagraph id="idE0760317A2B2482AB1FC429E0DBFE108"><enum>(B)</enum><header>Composition</header><text>The Fairness and Transparency Advisory Board established under subparagraph (A) shall be composed of—</text><clause commented="no" display-inline="no-display-inline" id="idA2D5E1E1863747EC9EBFCC320AE6668D"><enum>(i)</enum><text>as the Director determines appropriate, covered employers and covered employees or representatives of covered employers and covered employees; and</text></clause><clause commented="no" display-inline="no-display-inline" id="id0E8608853EE14B89AE61CA90E2204B35"><enum>(ii)</enum><text display-inline="yes-display-inline">at least one of each of the following: </text><subclause commented="no" display-inline="no-display-inline" id="id284456A9E68B4058AC4FEA3CC29FEE82"><enum>(I)</enum><text display-inline="yes-display-inline">Worker protection experts. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="id2C90602A35364AA8A8E1652E408EC8CF"><enum>(II)</enum><text display-inline="yes-display-inline">Civil rights experts. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="idCA17F3C62E424A938A99DAE329EB2EDB"><enum>(III)</enum><text display-inline="yes-display-inline">Health and safety experts. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="idB2FC5DF46141466FB2C1D3B65845848C"><enum>(IV)</enum><text display-inline="yes-display-inline">Workplace technology experts. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="id257502496889446C8840DE561872BFD0"><enum>(V)</enum><text display-inline="yes-display-inline">Disability law experts. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="id74C7ACAEA28140F19ABDC0017565BACE"><enum>(VI)</enum><text display-inline="yes-display-inline">Representatives of labor organizations. </text></subclause><subclause commented="no" display-inline="no-display-inline" id="id527A8347A7714031ABD65855A745B17F"><enum>(VII)</enum><text>Representatives of worker advocacy organizations.</text></subclause></clause></subparagraph><subparagraph id="id7C76A227B7A44A618D883009BF6CB85E"><enum>(C)</enum><header>Appointments</header><text>The Director shall—</text><clause commented="no" display-inline="no-display-inline" id="id030b2a86404a4571a652add92f222ae3"><enum>(i)</enum><text display-inline="yes-display-inline">appoint members to the advisory board established under subparagraph (A); and</text></clause><clause commented="no" display-inline="no-display-inline" id="id68c336d741c144caaaa68a3cbb5895e6"><enum>(ii)</enum><text>ensure a partisan balance in the membership of the advisory board.</text></clause></subparagraph><subparagraph id="id792A835E1BFF423896F141E61AD1515F"><enum>(D)</enum><header>Meetings</header><text>The advisory board established under subparagraph (A) shall meet—</text><clause id="id9056F7E39CCE466A8836C2B0DF0473CB"><enum>(i)</enum><text>at the call of the Director; and</text></clause><clause id="id8EF0F35FE2194767A8B37852B92D9586"><enum>(ii)</enum><text>not less than 2 times annually.</text></clause></subparagraph><subparagraph id="idDB2A947918D94348AED89EFE9CA036E6"><enum>(E)</enum><header>Compensation and travel expenses</header><text>A member of the Fairness and Transparency Advisory Board established under subparagraph (A) who is not an officer or employee of the Federal Government shall—</text><clause id="idAC6E946A3FF64458875FE3CC46451A9A"><enum>(i)</enum><text>be entitled to receive compensation at a rate fixed by the Director while attending meetings of the advisory board, including travel time; and</text></clause><clause id="idBD209513854344CD9390DA8060AD4635"><enum>(ii)</enum><text>receive travel expenses, including per diem in lieu of subsistence, in accordance with applicable provisions under subchapter I of <external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/5/57">chapter 57</external-xref> of title 5, United States Code.</text></clause></subparagraph><subparagraph id="idF6EBD829C0FE436FB448F1B28A49DCFD"><enum>(F)</enum><header>Exemption from the Federal Advisory Committee Act</header><text>The Fairness and Transparency Advisory Board established under subparagraph (A) shall be exempt from <external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/5/10">chapter 10</external-xref> of title 5, United States Code (commonly known as the <quote>Federal Advisory Committee Act</quote>).</text></subparagraph></paragraph><paragraph id="id4648903C3F564340942B94AFB7AA5AD4"><enum>(3)</enum><header>Use of voluntary services</header><text>The Director may, as may from time to time be needed, use any voluntary or uncompensated services.</text></paragraph><paragraph id="id3A83FEB0BF8F4790983B1EA542D210EB"><enum>(4)</enum><header>Attorneys</header><text>Attorneys appointed under this subsection or the Solicitor of Labor may appear for and represent the Director in any litigation.</text></paragraph></subsection><subsection id="idAA0F43A6CBCD437D9A517D88B703BAC5"><enum>(d)</enum><header>Rulemaking</header><paragraph id="id1E91C281F1B848F7B0346C69F082EB01"><enum>(1)</enum><header>In general</header><text>The Secretary, acting through the Director and the Administrator of the Wage and Hour Office, may issue orders and guidance or promulgate regulations as may be necessary or appropriate to enable the Secretary to carry out the purposes and objectives of this section, and to prevent evasions thereof.</text></paragraph><paragraph id="idD32035A94394477AB4A1D5080EC6A71C"><enum>(2)</enum><header>Consultation</header><text>In issuing orders and guidance or promulgating regulations under this subsection, the Secretary, acting through the Director and the Administrator of the Wage and Hour Office, may consult with the Occupational Safety and Health Administration and Federal agencies that have jurisdiction over labor and employment issues, including the Equal Employment Opportunity Commission, the National Labor Relations Board, the National Mediation Board, and the Merit Systems Protection Board. </text></paragraph></subsection></section><after-quoted-block>;</after-quoted-block></quoted-block></paragraph><paragraph id="iddd7fbafaaf9841928aa23a0e2c319cb5"><enum>(2)</enum><text>by inserting after section 7 (<external-xref legal-doc="usc" parsable-cite="usc/29/207">29 U.S.C. 207</external-xref>) the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="idDDFEE1FE882A445E82AF6C0FC08FF9F2"><section commented="no" display-inline="no-display-inline" section-type="subsequent-section" id="idce399caaa3d441328a6fe3ed1117b626"><enum>8.</enum><header>Warehouse worker protections</header><subsection commented="no" display-inline="no-display-inline" id="id08b7835b7e4d43fe8ec6e486e3275714"><enum>(a)</enum><header display-inline="yes-display-inline">Definitions</header><text display-inline="yes-display-inline">In this section:</text><paragraph id="id731930399bff415e8a3c05a3d80c57f7"><enum>(1)</enum><header>Adverse employment action</header><text>The term <term>adverse employment action</term>, with respect to a covered employee, means a change by the covered employer of the covered employee in the compensation, terms, conditions, or privileges of the job of the covered employee that, from the perspective of a reasonable person, puts the covered employee in a materially adverse position than prior to the change, including termination, a reduction in benefits, disciplinary action, demotion, promotion, transfer, imposition of a work schedule more burdensome to the covered employee, reduction of scheduled hours, adjustment in ability for promotion, or other modifications to compensation, terms, conditions, or privileges of employment.</text></paragraph><paragraph id="id371F3CBB1FC94567A16A4D6102EFB23D"><enum>(2)</enum><header>Aggregated work speed data</header><text>The term <term>aggregated work speed data</term> means employee work speed data that a covered employer has combined, or collected together, in a summary or other form so that the employee work speed data cannot, at any point, be identified or linked with any specific covered employee. </text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id6bc7d4b63ecf480e9892225078ab9377"><enum>(3)</enum><header>Covered facility</header><text>The term <term>covered facility</term> means any warehouse distribution center described in the North American Industry Classification System code—</text><subparagraph id="id4038c6a6a3ea4b39ad7eb5acc282b486"><enum>(A)</enum><text>493, for warehousing and storage;</text></subparagraph><subparagraph id="idaa923fdeca514282aae25470202ba51e"><enum>(B)</enum><text>423, for merchant wholesalers, durable goods;</text></subparagraph><subparagraph id="id69cfbaef77714958a1d1d4af133be62d"><enum>(C)</enum><text>424, for merchant wholesalers, nondurable goods;</text></subparagraph><subparagraph id="idbe6c229eb57b472f868f67778946e951"><enum>(D)</enum><text>454110, for electronic shopping and mail-order houses; or</text></subparagraph><subparagraph id="id3883767dfccc42e79ec1d80647509149"><enum>(E)</enum><text>492110, for couriers and express delivery services. </text></subparagraph></paragraph><paragraph id="id4432AAEBD7FD426D9B575B5D0F7C4470"><enum>(4)</enum><header>Covered employee</header><text>The term <term>covered employee</term> means an employee who—</text><subparagraph commented="no" display-inline="no-display-inline" id="id36171dbd21024a57a6ac79aa3a6facfe"><enum>(A)</enum><text display-inline="yes-display-inline">is employed by an employer for the performance of work at a covered facility; and </text></subparagraph><subparagraph id="idE9BBA2B4D92341018C40C855083F9572" commented="no" display-inline="no-display-inline"><enum>(B)</enum><text display-inline="yes-display-inline">is subject to a quota while performing work at such covered facility. </text></subparagraph></paragraph><paragraph id="idbfd247162b8f4211a90940e9cec92f16"><enum>(5)</enum><header>Covered employer</header><text display-inline="yes-display-inline">The term <term>covered employer</term> means an employer that—</text><subparagraph commented="no" display-inline="no-display-inline" id="id55842f8fa01c43ed86c3d7901482987a"><enum>(A)</enum><text display-inline="yes-display-inline">is engaged in commerce, in the production of goods for commerce, or in an enterprise engaged in commerce or in the production of goods for commerce, including such an employer that is a contractor, subcontractor, temporary service firm, staffing agency, independent contractor, employee leasing entity, or similar entity; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id8f0aab68ad4b44829e5e26bfd5a05d58"><enum>(B)</enum><text>employs a covered employee for the performance of work at a covered facility.</text></subparagraph></paragraph><paragraph id="id52c3bfe503e7484fb65868576d15b6d0"><enum>(6)</enum><header>Defined time period</header><text>The term <term>defined time period</term> means any unit of time measurement equal to or less than one day, including hours, minutes, and seconds and any fraction thereof.</text></paragraph><paragraph id="idb74058a026134aab9522bcffa12c5318"><enum>(7)</enum><header>Designated employee representative</header><text>The term <term>designated employee representative</term> means any representative designated by a covered employee, including an employee representative that has a collective bargaining relationship with the covered employer of the covered employee.</text></paragraph><paragraph id="idF3F0B413C6AB428898EFBF6241B12A5D"><enum>(8)</enum><header>Director</header><text>The term <term>Director</term> means the Director of the Fairness and Transparency Office established by section 5. </text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id321a1bb09c884e02a4b5bd09a6af1763"><enum>(9)</enum><header>Egregious misconduct</header><text display-inline="yes-display-inline">The term <term>egregious misconduct</term>, with respect to a covered employee, means deliberate or grossly negligent conduct that endangers the safety or well-being of the covered employee, co-workers of the covered employer, customers, or other persons, including discrimination against or harassment of co-workers, customers, or other persons.</text></paragraph><paragraph id="id6b3db0da378b4806b9db517065f203be"><enum>(10)</enum><header>Employee work speed data</header><text>The term <term>employee work speed data</term> means information a covered employer collects, stores, analyzes, or interprets relating to the performance of work by a covered employee of the covered employer for a quota, including information with respect to the—</text><subparagraph commented="no" display-inline="no-display-inline" id="idc5e8e9997d364a8aa12ac5f38c8a41a1"><enum>(A)</enum><text display-inline="yes-display-inline">quantities of tasks performed by the covered employee; </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id9db9f23b2bc042cfb3dc9c18c0b3080c"><enum>(B)</enum><text display-inline="yes-display-inline">quantities of items or materials handled or produced by the covered employee; </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id71fa1f383fcb4f5aba04d7f20abc6329"><enum>(C)</enum><text display-inline="yes-display-inline">rates or speeds of tasks performed by the covered employee; </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idb1a90cdcfdfd4caaa6f75086d72ef3ee"><enum>(D)</enum><text display-inline="yes-display-inline">measurements or metrics of covered employee performance in relation to a quota; or</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id8766e22f444d47a582f59c405fdbe9a3"><enum>(E)</enum><text display-inline="yes-display-inline">time categorized with respect to the covered employee as performing tasks or not performing tasks.</text></subparagraph></paragraph><paragraph id="id09e614f3ade74b3b9addf368134cd99c"><enum>(11)</enum><header>Quota</header><text>The term <term>quota</term> means an express or implied performance standard or performance target, including such a standard or target used to rank or compare an employee in relation to the performance of another employee or in relation to the past performance of the employee, under which—</text><subparagraph id="idb600896fc83b4f1db670802047b7d918"><enum>(A)</enum><clause commented="no" display-inline="yes-display-inline" id="idc694d8a211ed4c47a69e25b4425bd9f1"><enum>(i)</enum><text>an employee is actually or effectively assigned, required, or expected within a defined time period (with or without any reasonable accommodation provided under Federal, State, or local law) to—</text><subclause commented="no" display-inline="no-display-inline" id="idef5c084bbe3f47dfabcf64428921980d"><enum>(I)</enum><text display-inline="yes-display-inline">perform—</text><item commented="no" display-inline="no-display-inline" id="ide58a9dcac0af45b7b5fc589db4045682"><enum>(aa)</enum><text display-inline="yes-display-inline">a quantified number of tasks; or </text></item><item commented="no" display-inline="no-display-inline" id="iddfbd3e7bd29e4ffbb08c0e94b9228b32"><enum>(bb)</enum><text display-inline="yes-display-inline">at a specified productivity speed; or </text></item></subclause><subclause commented="no" display-inline="no-display-inline" id="ideb3419b8a6d141ecbd0054976191f975"><enum>(II)</enum><text display-inline="yes-display-inline">handle or produce a quantified amount of material without a certain number of errors or defects; and</text></subclause></clause><clause commented="no" display-inline="no-display-inline" id="id355f91ef9cce41b0905c7a9b974d9c30" indent="up1"><enum>(ii)</enum><text display-inline="yes-display-inline">such assignment, requirement, or expectation is measured at the individual or group level for such defined time period;</text></clause></subparagraph><subparagraph id="idfe13d5bb8c01476b8b625e1c9e200a04"><enum>(B)</enum><text>actions by an employee are categorized and measured between time performing tasks and not performing tasks within a defined time period; or</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idffa8e8a3a3a84b1c96482d8a38b80a12"><enum>(C)</enum><text>increments of time of a defined time period during which an employee is or is not doing a particular activity are measured, recorded, or tallied.</text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id421af2798f9e402da5c64c42cb85241d"><enum>(12)</enum><header>Similarly situated covered employee</header><text>The term <term>similarly situated covered employee</term>, with respect to a covered employee, means another covered employee who holds the same job or responsibilities as the covered employee. </text></paragraph><paragraph id="ida05aaaa87d374882a34868a3a7a8aee9"><enum>(13)</enum><header>Tribal government</header><text>The term <term>Tribal government</term> means the recognized governing body of an Indian Tribe.</text></paragraph><paragraph id="id57C46D0B14244014B3210ADDFDD6D814"><enum>(14)</enum><header>Workplace surveillance</header><text>The term <term>workplace surveillance</term> means any employer surveillance (on- or off-duty) with respect to an employee, including the detection, monitoring, interception, collection, exploitation, preservation, protection, transmission, or retention of data concerning activities or communications with respect to the employee, including through the use of a product or service marketed, or that can be used, for such purposes, such as a computer, telephone, wire, radio, camera, sensor, electromagnetic, photoelectronic, handheld or wearable device, or photo-optical system. </text></paragraph><paragraph id="id774544e49ab244f5a9ca188657d43c3f"><enum>(15)</enum><header>Work station</header><text>The term <term>work station</term> means the area of a covered facility within which a covered employee is assigned to perform tasks for the longest duration of time during a day.</text></paragraph></subsection><subsection id="id2b2b6d2a01994dafb6cf8488b15f40d6"><enum>(b)</enum><header>Communication with covered employees regarding quotas and workplace surveillance</header><paragraph id="id4d14156650bf4e98b8a140d17ac781b2"><enum>(1)</enum><header>In general</header><text>On the later of the date a covered employee is hired by a covered employer or 180 days after the date of enactment of this section, each covered employer shall provide to each covered employee of the covered employer—</text><subparagraph commented="no" display-inline="no-display-inline" id="id29f44fc04b804d00a5570c49c060b5f2"><enum>(A)</enum><text display-inline="yes-display-inline">a written description of each quota to which the covered employee is subject, including—</text><clause commented="no" display-inline="no-display-inline" id="id160791c700084200a8073be975025e71"><enum>(i)</enum><text display-inline="yes-display-inline">as applicable, the quantified number of tasks to be performed or of materials to be produced or handled, or other performance measure, within the defined time period, for the quota; </text></clause><clause commented="no" display-inline="no-display-inline" id="id21f657269c4042aaa303a681d83ade1b"><enum>(ii)</enum><text display-inline="yes-display-inline">any potential discipline or adverse employment action that could result from failure to meet the quota; </text></clause><clause commented="no" display-inline="no-display-inline" id="id3208c6d9041442128af06a1a50294b7a"><enum>(iii)</enum><text display-inline="yes-display-inline">how performance targets or performance standards for the quota are calculated;</text></clause><clause commented="no" display-inline="no-display-inline" id="idf7bd43af0fc441289643c7bfc94f0e0e"><enum>(iv)</enum><text display-inline="yes-display-inline">whether there is any incentive or bonus program associated with meeting or exceeding the quota and, if applicable, how the incentive or bonus program operates; and</text></clause><clause id="ide173d7b3a3bb4dd498376ad60e9ee3cf"><enum>(v)</enum><text>how the quota is monitored, including a description of—</text><subclause id="id9d181a0838cc486a987a57cdcab284de"><enum>(I)</enum><text>what employee work speed data are being collected;</text></subclause><subclause id="idd6349b1ac9044d48918cf1f80a85dc26"><enum>(II)</enum><text>how the employee work speed data are being collected, including a description of any workplace surveillance technology used on the covered employee by the covered employer;</text></subclause><subclause id="id674f30c5b4584607a9705890c876795e"><enum>(III)</enum><text>where and when the employee work speed data are being collected;</text></subclause><subclause id="id3b3a54a3e5cf4732bca8ec58b5cdfdf3"><enum>(IV)</enum><text>the frequency of the collection;</text></subclause><subclause id="ida7f1bee86d354682a56e4981d911ac42"><enum>(V)</enum><text>where the storage of the employee work speed data is located;</text></subclause><subclause id="idd8a89afa74ea42ebac244c4a4cd16954"><enum>(VI)</enum><text>the business purposes for which the employee work speed data are being used; and</text></subclause><subclause id="id14b76704fde64ab1aadebe73de738351"><enum>(VII)</enum><text>as applicable, the identity of any third party—</text><item id="idd01d2dbe6e374e4189e36766efb6bf31"><enum>(aa)</enum><text>used for such workplace surveillance;</text></item><item id="id76e5ba1a8f62448a98aa267f60aa6f9f"><enum>(bb)</enum><text>to which data from such workplace surveillance is transferred; and</text></item><item id="id73fd13afce3945af96aeab9b0eb83191"><enum>(cc)</enum><text>from which data of the covered individual is or may be purchased or acquired; and</text></item></subclause></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id79e5430022c140b69389ddd6376673b8"><enum>(B)</enum><text>a written description of and training with respect to how the covered employee may file a complaint regarding a violation of this section or a standard promulgated under title III of the <short-title>Warehouse Worker Protection Act</short-title>. </text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id4d3af56998354cc280d11fcf1a88c2d8"><enum>(2)</enum><header>Changes to quota or workplace surveillance</header><text display-inline="yes-display-inline">Each covered employer shall provide to any applicable covered employee an updated written description of any information provided under paragraph (1) not less than 2 business days before any changes with respect to such information are made.</text></paragraph><paragraph id="id0524d898c68d41de91781670d97152f0"><enum>(3)</enum><header>Requirements for taking an adverse employment action on quota compliance</header><subparagraph commented="no" display-inline="no-display-inline" id="id16615d0b04ce41fc80b6b137d6f8ed34"><enum>(A)</enum><header>In general</header><text display-inline="yes-display-inline">A covered employer that takes an adverse employment action against a covered employee for work performance that does not meet requirements with respect to a quota shall provide—</text><clause commented="no" display-inline="no-display-inline" id="idad60cefc8e5749709f9a68ab996ff1d4"><enum>(i)</enum><text display-inline="yes-display-inline">a written explanation to the covered employee regarding the manner in which the covered employee failed to perform, including a description of the applicable quota and a comparison of such work performance to such quota; and</text></clause><clause commented="no" display-inline="no-display-inline" id="idccfdbf3b398e490eafa9a31d453c92d4"><enum>(ii)</enum><text>if the adverse employment action was based on employee work speed data, a copy of the employee work speed data in a human-readable format that a reasonable individual can understand.</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id307a27bf42db4c78ba917b61063bcde4"><enum>(B)</enum><header>Notice for actions unrelated to quota</header><text display-inline="yes-display-inline">A covered employer that, with respect to any covered employee who is subject to a quota, takes an adverse employment action against such covered employee for any reason that is unrelated to compliance with the quota shall provide to such covered employee a written confirmation that such action was unrelated to compliance with the quota.</text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id0a5a133be9fc4f298435bb1a341b0e70"><enum>(4)</enum><header>Termination</header><subparagraph commented="no" display-inline="no-display-inline" id="id3191568b96964d66a5c4c4898f242a42"><enum>(A)</enum><header>In general</header><text display-inline="yes-display-inline">Except as provided in clause (ii), a covered employer that seeks to terminate a covered employee shall, regardless of whether the termination relates to work performance with respect to a quota, provide to the covered employee a written notice of the intent to terminate the covered employee.</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id15eecac7332546ca98d300b68814b9dc"><enum>(B)</enum><header>Egregious misconduct</header><text display-inline="yes-display-inline">Notwithstanding subparagraph (A), a covered employer may terminate a covered employee without providing such written notice if the covered employee engaged in egregious misconduct. </text></subparagraph></paragraph><paragraph id="id263db2c341e54cc08c4729aa8dd52a67"><enum>(5)</enum><header>Descriptions</header><text>Each covered employer shall—</text><subparagraph commented="no" display-inline="no-display-inline" id="id182acb23aa284f9298dcdc4a915e5f41"><enum>(A)</enum><text display-inline="yes-display-inline">provide any written description, notice, explanation, or confirmation described in paragraph (1), (2), (3), or (4) to a covered employee—</text><clause commented="no" display-inline="no-display-inline" id="id4fce45d0c949447db562f546b0727937"><enum>(i)</enum><text display-inline="yes-display-inline">through a human representative of the covered employer at the work station of the covered employee; and </text></clause><clause commented="no" display-inline="no-display-inline" id="idc82a93561a0d4b2c82bccaf7ea62d923"><enum>(ii)</enum><text display-inline="yes-display-inline">in a manner required by the Director that—</text><subclause commented="no" display-inline="no-display-inline" id="ide4f3f326832b44f69b043be39309b016"><enum>(I)</enum><text>is accessible;</text></subclause><subclause commented="no" display-inline="no-display-inline" id="idd062301f6ee6472ab8463a94ffeca741"><enum>(II)</enum><text>allows the covered employee to transport the data in the description, notice, explanation, or confirmation without hindrance;</text></subclause><subclause id="id7fdf61abc98949a58988bab3d88e5cb0"><enum>(III)</enum><text>is in plain language; and </text></subclause><subclause commented="no" display-inline="no-display-inline" id="id262e40a7791b4315a919b51804c8cdca"><enum>(IV)</enum><text display-inline="yes-display-inline">is in the primary language of the covered employee; and</text></subclause></clause></subparagraph><subparagraph id="idf433ca5f70d24690b5fde29c205119a4"><enum>(B)</enum><text>make such description, notice, explanation, or confirmation available to the covered employee electronically.</text></subparagraph></paragraph></subsection><subsection id="id73874516fcc04d3bb835dc9e9874a182"><enum>(c)</enum><header>Protection from quotas</header><paragraph id="iddae26024d72b4027b7df6f7d9efd371c"><enum>(1)</enum><header>Prohibited quotas</header><text>A covered employer may not require any quota for a covered employee that would—</text><subparagraph commented="no" display-inline="no-display-inline" id="id89702e68b4c44501b9b0253bf7dfad33"><enum>(A)</enum><text display-inline="yes-display-inline">prevent—</text><clause commented="no" display-inline="no-display-inline" id="id00ba6e6e5b8d4dd89c52ac659e90bd4c"><enum>(i)</enum><text display-inline="yes-display-inline">compliance with any required meal or rest period or any other break required by Federal, State, or local law;</text></clause><clause commented="no" display-inline="no-display-inline" id="id96f041bbe11b4c5089e53670dbd483ac"><enum>(ii)</enum><text display-inline="yes-display-inline">compliance with health and safety provisions required by Federal, State, or local law;</text></clause><clause commented="no" display-inline="no-display-inline" id="ida2f2982380494978a371cabd79e09e78"><enum>(iii)</enum><text display-inline="yes-display-inline">the use by the covered employee of bathroom facilities, including reasonable travel time to and from bathroom facilities that takes into account the architecture of the covered facility; or</text></clause><clause commented="no" display-inline="no-display-inline" id="id36557f7282814ceb8d18e538c1c43898"><enum>(iv)</enum><text>compliance with a covered employee’s right to reasonable accommodations or nondiscrimination as required by Federal, State, or local law; </text></clause></subparagraph><subparagraph id="idc2a5f909c75144848219a5ce04aa1902"><enum>(B)</enum><text>set a performance target or performance standard that measures total output for the covered employee over an increment of time that is shorter than one day;</text></subparagraph><subparagraph id="id5d48ff661d064959b1be39d12c9dc25b"><enum>(C)</enum><text>measure and evaluate the output or performance of a covered employee during any paid or unpaid break to which the covered employee is entitled under applicable law, contract, or industry standard, including breaks to use bathroom facilities and reasonable travel time to and from bathroom facilities; </text></subparagraph><subparagraph id="id73d22079000c40d19e08683ce0dc1b8f"><enum>(D)</enum><text>prevent or discourage the covered employee from exercising any right under the National Labor Relations Act (<external-xref legal-doc="usc" parsable-cite="usc/29/151">29 U.S.C. 151 et seq.</external-xref>) or any other Federal law;</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id07bb31a16f8a4ce5b1fdf3b150bf64c3"><enum>(E)</enum><text>prevent or discourage the covered employee from exercising any right guaranteed in an applicable collective bargaining agreement; or</text></subparagraph><subparagraph id="id4b3d9c9ace834439b9f9151c6296f370"><enum>(F)</enum><text>violate the generally accepted principles of work measurement as set forth in the Code of Work Measurement Ethics of the American Institute of Industrial Engineers and recognized by the Secretary.</text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idc0165e253234475a9af52193dcb54a65"><enum>(2)</enum><header>Adverse employment action</header><text display-inline="yes-display-inline">A covered employer may not take adverse employment action against a covered employee for failure to meet a quota that—</text><subparagraph id="ideca8cc37dfa3444785df83f1096ebdab"><enum>(A)</enum><text>violates paragraph (1);</text></subparagraph><subparagraph id="ida9cc421cdb20493c9d8d24dad5398360"><enum>(B)</enum><text>was not described to the covered employee in accordance with subsection (b);</text></subparagraph><subparagraph id="idab3243e8df86489890fd96b757c61f64"><enum>(C)</enum><text>is based solely on ranking the performance of the covered employee in relation to the performance of another covered employee or in relation to the past performance of that covered employee; or</text></subparagraph><subparagraph id="id08d885f6526345d4b1e1e08999191510"><enum>(D)</enum><text>is based on continuously measuring, recording, or tallying increments of time within a defined time period during which a covered employee is or is not doing a particular activity.</text></subparagraph></paragraph></subsection><subsection id="idb22fcdb098d34175bfe1a9edfc41a49f"><enum>(d)</enum><header>Minimization</header><paragraph id="id8295851fb8464bf797884f2c9070400c"><enum>(1)</enum><header>Collection</header><text>In establishing, maintaining, or using employee work speed data with respect to a quota for a covered employee, a covered employer may not collect, use, maintain, or transfer data on or of the covered employee except as strictly necessary to monitor the compliance of the covered employee with the quota.</text></paragraph><paragraph id="idb4a294dc987347f09b66aa1a3cd74154"><enum>(2)</enum><header>Employee access</header><text>In establishing, maintaining, or using employee work speed data with respect to a quota for a covered employee, a covered employer may not disclose any information collected on a covered employee with respect to the quota to any other covered employee of the covered employer except as strictly necessary to fulfill a specific and reasonable business rationale of the covered employer.</text></paragraph></subsection><subsection id="id53626fa18e674a9688173de92d8dda10"><enum>(e)</enum><header>Recordkeeping</header><paragraph id="idfecfdaffe1184404a15f7787ad9f2e2e"><enum>(1)</enum><header>In general</header><text>Each covered employer shall—</text><subparagraph commented="no" display-inline="no-display-inline" id="id67510c2ccac349bc8c76e16f64cfcd88"><enum>(A)</enum><text display-inline="yes-display-inline">maintain contemporaneous records, with respect to each covered employee of the covered employer, of—</text><clause commented="no" display-inline="no-display-inline" id="idd77abe1041384b3cbcf1d5814ac49f7e"><enum>(i)</enum><text display-inline="yes-display-inline">the employee work speed data of each such covered employee; </text></clause><clause commented="no" display-inline="no-display-inline" id="idb112c322ae67433489d6803bf66c8689"><enum>(ii)</enum><text display-inline="yes-display-inline">the aggregated work speed data for similarly situated covered employees at the same place where each such covered employee performs work for the covered employer; and</text></clause><clause commented="no" display-inline="no-display-inline" id="id47d6fe40f0ff413a83ab8709afe1b32c"><enum>(iii)</enum><text display-inline="yes-display-inline">the written descriptions of the quota of each such covered employee provided under subsection (b)(1);</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idcd016549552b4a2a859f1e2f34c40a37"><enum>(B)</enum><text display-inline="yes-display-inline">maintain such records for the duration of the employment of each relevant covered employee; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id92e8d45fca9146feb0eecb56c2b9656c"><enum>(C)</enum><text>make such records available to the Secretary upon request.</text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idd7c3a8708a114e6f8d75aa5a48d94c94"><enum>(2)</enum><header>Supplementation and dispute of records</header><subparagraph commented="no" display-inline="no-display-inline" id="idb8e0d069eab543f0bcc0a5dfd0648898"><enum>(A)</enum><header display-inline="yes-display-inline">Supplementation of records</header><text>Each covered employer shall enable a covered employee, upon request of the covered employee at or after the time of any employee work speed data collection with respect to the covered employee, to supplement the employee work speed data by recording any reason the covered employee provides for any defined time period during which the covered employee was not performing work-related tasks, including because the covered employee was taking a paid or unpaid break, using a bathroom facility (including reasonable travel to and from the facility), reporting an injury or receiving attention due to an injury, exercising a right guaranteed under the National Labor Relations Act (<external-xref legal-doc="usc" parsable-cite="usc/29/151">29 U.S.C. 151 et seq.</external-xref>) or another Federal law, or exercising a right guaranteed under an applicable covered bargaining agreement.</text></subparagraph><subparagraph id="idc163f4e96d414dff80db8d1e00f46cda"><enum>(B)</enum><header>Dispute process</header><clause commented="no" display-inline="no-display-inline" id="idbdd4b61026f242f5b56c23e73c711ef2"><enum>(i)</enum><header>In general</header><text display-inline="yes-display-inline">Each covered employer shall enable a covered employee, upon request of the covered employee at or after the time of any data collection with respect to the covered employee, to review and request correction of the employee work speed data in accordance with clause (ii).</text></clause><clause id="id57b055e9e69d41b88a4595743973e4f3"><enum>(ii)</enum><header>Correction of employee work speed data</header><text>A covered employer that receives a request by a covered employee under clause (i) shall—</text><subclause commented="no" display-inline="no-display-inline" id="idfcd3de600b2d41b5914fb0c60bf5baf9"><enum>(I)</enum><text display-inline="yes-display-inline">investigate and determine whether the employee work speed data is inaccurate; and</text></subclause><subclause id="idecf6c6b8e34d4ea9938fa00d9e4e34a3"><enum>(II)</enum><text>if determined to be inaccurate—</text><item id="id16d9579ec0e44627bf02bc9f4503f4db"><enum>(aa)</enum><text>promptly correct the inaccurate data and notify the covered employee of the covered employer’s determination and correction; and</text></item><item id="idc1d9e4e3b7d44f66b5d2c7b15e503f64"><enum>(bb)</enum><text>review and adjust, as appropriate, any adverse employment action that was, partially or solely, based on the inaccurate data and notify the covered employee of the adjustment. </text></item></subclause></clause></subparagraph></paragraph><paragraph id="id046d432b5960493485b6530edcd521dc"><enum>(3)</enum><header>Retention of records</header><subparagraph commented="no" display-inline="no-display-inline" id="idda88f6131def42e283821daae4a87b09"><enum>(A)</enum><header>In general</header><text display-inline="yes-display-inline">After the termination of employment of a covered employee of a covered employer, the covered employer shall—</text><clause commented="no" display-inline="no-display-inline" id="idd99e3f296c2c4824bc8ea266d735d664"><enum>(i)</enum><text display-inline="yes-display-inline">for not less than 3 years after the date of such termination, retain the records described in paragraph (1) with respect to the 6-month period prior to such date; and</text></clause><clause commented="no" display-inline="no-display-inline" id="idb14e8dbafaf14a51b21a4be928a96c6c"><enum>(ii)</enum><text>make such records available to the Secretary upon request.</text></clause></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id47bf74b69d4d48398c334e0d43633fb6"><enum>(4)</enum><header>Rule of construction</header><text display-inline="yes-display-inline">Nothing in this subsection shall require a covered employer to keep records described in paragraph (1) with respect to employee work speed data if such covered employer does not otherwise monitor employee work speed data.</text></paragraph></subsection><subsection id="idc4deb014aa1e43c1b388aea448da21e0"><enum>(f)</enum><header>Right to Request</header><paragraph id="ida5b94c38bb90459b94e250b19cac378a"><enum>(1)</enum><header>In general</header><text>A covered employer shall, upon receiving a request under paragraph (2) or (3), provide the relevant copies described in such paragraphs to, as the case may be, the covered employee, designated employee representative, or individual who was a covered employee—</text><subparagraph commented="no" display-inline="no-display-inline" id="id4f0ed414cc24439c800cc7018fe8cf82"><enum>(A)</enum><text display-inline="yes-display-inline">except as provided in subparagraph (B)(ii), at no cost to the covered employee, designated employee representative, or individual who was a covered employee;</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id3cf781d5f50345d8a53da578003f0779"><enum>(B)</enum><text display-inline="yes-display-inline">with respect to—</text><clause commented="no" display-inline="no-display-inline" id="id043a5f546ff6427a95a04d58b51e5db3"><enum>(i)</enum><text display-inline="yes-display-inline">a covered employee, by a human representative of the covered employer; or</text></clause><clause commented="no" display-inline="no-display-inline" id="id8a80a3bb0d07409db11dce0584f479f1"><enum>(ii)</enum><text>a designated employee representative or an individual who was a covered employee, by a human representative of the covered employer or through the mail (at the cost of the designated employee representative or individual, respectively); and</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idcaad642995c04dc6a9464dedf78f338e"><enum>(C)</enum><text>as soon as practicable but not later than—</text><clause commented="no" display-inline="no-display-inline" id="id1618b74085f24cfea9a5f7c3b426b45c"><enum>(i)</enum><text display-inline="yes-display-inline">7 business days after receipt of a request for such copies with respect to employee work speed data or aggregate work speed data; or</text></clause><clause commented="no" display-inline="no-display-inline" id="idc1d703babe9d43e29a626cd8b27680fe"><enum>(ii)</enum><text display-inline="yes-display-inline">2 business days after receipt of a request for any other copy.</text></clause></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id9793b4e063cb4eaeb246379173a4b9e8"><enum>(2)</enum><header>Requests during employment</header><text display-inline="yes-display-inline">A covered employee, or a designated employee representative of such covered employee at the request of the covered employee, may request from the covered employer of the covered employee a copy of the written description described under subsection (b), a copy of the employee work speed data (in a human-readable format that a reasonable individual can understand) of the covered employee for the preceding 6-month period, and a copy of the aggregated work speed data (in a human-readable format that a reasonable individual can understand) for similarly situated covered employees at the same place where the covered employee performs work for the covered employer for the preceding 6-month period. </text></paragraph><paragraph id="id3b263e34c625431f81b333b400fa8d50"><enum>(3)</enum><header>Requests after employment termination</header><text>An individual who was a covered employee with respect to a covered employer, or a designated employee representative with respect to such an individual, may, not later than 3 years after the date of termination of employment of the covered employee with the covered employer, request from the covered employer a copy of—</text><subparagraph commented="no" display-inline="no-display-inline" id="id97d5699c0f3644e68d07d108671aae1a"><enum>(A)</enum><text display-inline="yes-display-inline">the written description described under subsection (b) effective on the date of termination of the covered employee; </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idc0300a11c0614642a08cd9171544d4d9"><enum>(B)</enum><text display-inline="yes-display-inline">the employee work speed data (in a human-readable format that a reasonable individual can understand) of the covered employee for the 6-month period prior to such date of termination; and </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id768167dac3de4ad4bdccdb65d7c2255b"><enum>(C)</enum><text display-inline="yes-display-inline">the aggregated work speed data (in a human-readable format that a reasonable individual can understand) for similarly situated covered employees at the same place where the covered employee performs work for the covered employer for such 6-month period.</text></subparagraph></paragraph><paragraph id="idf8d66280573e4f39ab1f5f7ca5c4b598"><enum>(4)</enum><header>Rule of construction</header><text>Nothing in this subsection shall require a covered employer to—</text><subparagraph commented="no" display-inline="no-display-inline" id="id6dea19e84d0949668f68453d840385f5"><enum>(A)</enum><text display-inline="yes-display-inline">monitor employee work speed data; or</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="ida246cc16c8dc435090ef71be2efa81cf"><enum>(B)</enum><text display-inline="yes-display-inline">provide information related to employee work speed data if the covered employer does not otherwise monitor such employee work speed data.</text></subparagraph></paragraph></subsection><subsection id="id9be6dd17a067485f8676916c6ccd9b00"><enum>(g)</enum><header>Posting of Notices</header><paragraph commented="no" display-inline="no-display-inline" id="idb7b231e9e34d41b1b1e91483a46df9e5"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">Each covered employer shall post, in a conspicuous and accessible location, a notice in the covered facility of the covered employer regarding the rights of covered employees under this section, including what constitutes a permissible quota, the right to request quota descriptions and employee speed data information, and the right to make a complaint to Federal authorities regarding a violation of any right under this section.</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id70100b4374c942809e292f0262950aa3"><enum>(2)</enum><header>Requirements for notices</header><text>Each notice described in paragraph (1) shall be in a manner required by the Director that—</text><subparagraph id="idF69313920288437EBFA9B218CFE7A129"><enum>(A)</enum><text>is in plain language; and </text></subparagraph><subparagraph id="idC74910A7371E4C45B22276C56C5C11D4" commented="no" display-inline="no-display-inline"><enum>(B)</enum><text display-inline="yes-display-inline">is in English, Spanish, and any other language that constitutes the primary language of any covered employee at the covered facility.</text></subparagraph></paragraph></subsection><subsection id="id98AEF54AA5FD40049EA7718E32C507C1"><enum>(h)</enum><header>Breaks for covered employees</header><paragraph id="idE5C183B13E7249AF9727EF191CC2D32B"><enum>(1)</enum><header>In general</header><text>Each covered employer shall—</text><subparagraph id="idB6616B4837D64A14A3ABE5303D9D9831"><enum>(A)</enum><text>with respect to each covered employee of such covered employer—</text><clause id="idBF8F6B499CB045339F40128BAE0D0CF3"><enum>(i)</enum><text>provide, for every 4 hours of work by such a covered employee, to the covered employee not less than one 15-minute rest break paid at the regular rate at which the covered employee is employed; and</text></clause><clause id="id26AC9F5CA7DC40A9AB8CFAA4B2893BEF"><enum>(ii)</enum><text>provide, at the time the covered employer hires such a covered employee, notice to the covered employee, in plain language and the primary language of the covered employee, that—</text><subclause id="idEEFFE3ADC2E446D3947C4620AC949E3B"><enum>(I)</enum><text>the covered employee is entitled to the paid rest breaks described in clause (i);</text></subclause><subclause id="id3ED12AAC4C6D44A8910E3E82FA465667"><enum>(II)</enum><text>retaliation by the covered employer against the covered employee for requesting or taking such paid rest breaks is prohibited; and</text></subclause><subclause id="idD1CD3592130741AD91FB3BB19A6C15B9"><enum>(III)</enum><text>the covered employee, or a designated employee representative of the covered employee, has a right to file a complaint with the Secretary for any violation by the covered employer of this subsection; and</text></subclause></clause></subparagraph><subparagraph id="id0FC6F4FDF2A241EF997C24ABE76CDE12"><enum>(B)</enum><text>display, in a conspicuous and accessible location, a sign at each covered facility of the covered employer that includes, in English, Spanish, and any other language that constitutes the primary language of any covered employee at the covered facility, the information in the notice described in subparagraph (A)(ii).</text></subparagraph></paragraph><paragraph id="id633CA97C64974F6E989961D9B50F0A71"><enum>(2)</enum><header>Notice</header><text>Not later than 180 days after the date of enactment of this section, the Secretary shall issue regulations with respect to the design and content of the sign described in paragraph (1)(B), including a sample design.</text></paragraph><paragraph id="idBF5D81B0B528470A8E05BF7AFBCE6F73"><enum>(3)</enum><header>Interaction with other laws</header><text>Nothing in this subsection shall be construed to supersede or preempt any Federal, State, or local law or collective bargaining agreement requiring longer paid rest breaks than those required under paragraph (1)(A)(i). </text></paragraph></subsection><subsection id="id43997e8fe4b94fb5bb95d23a66919f17"><enum>(i)</enum><header>Unlawful Retaliation</header><paragraph id="id5f2182f78c8f4878b5a5221205bc764c"><enum>(1)</enum><header>In general</header><text>A person, including a covered employer, an agent of a covered employer, or person acting as or on behalf of a covered employer conducting hiring or any related activity, or an officer or agent of any entity, business, corporation, partnership, or limited liability company, may not—</text><subparagraph commented="no" display-inline="no-display-inline" id="id30db31e0af6240169d6ee6a49976c1b5"><enum>(A)</enum><text display-inline="yes-display-inline">discharge or in any way retaliate, discriminate, or take any adverse employment action against any individual for exercising any right conferred under this section, or for being perceived as exercising such a right, including for—</text><clause id="idd5e2d5dee1d84da986d9cb90cbf37d02"><enum>(i)</enum><text>requesting copies under subsection (f);</text></clause><clause id="ida0e5e7bd448549c6aa35fe2bf4077c1e"><enum>(ii)</enum><text>filing a complaint under subparagraph (A) of section 16(f) regarding a violation of this section or designating a representative in accordance with subparagraph (B) of such section to file such a complaint; or</text></clause><clause commented="no" display-inline="no-display-inline" id="id00a84f2e0e264a61b5f8f1a655e14c10"><enum>(iii)</enum><text>commencing a proceeding under section 16(b) for a violation of this section; or</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id9aa92b16403c4e28bed88d030000c2f4"><enum>(B)</enum><text>otherwise prevent an individual for exercising such a right or take any action against an individual that might deter a reasonable employee from asserting a right conferred under this section.</text></subparagraph></paragraph><paragraph id="id8f49657a03a149debc77e956355fe4d9"><enum>(2)</enum><header>Protections for good faith allegations</header><text>The protections under paragraph (1) shall apply to any individual who mistakenly, but in good faith, alleges a violation of a requirement of this section.</text></paragraph><paragraph id="id514bb46a2ea544e98663c66b46ff0fb5"><enum>(3)</enum><header>Explicit reference not required</header><text>A complaint or other communication by an individual, including a covered employee, may be the exercise of a right for purposes of paragraph (1) regardless of whether the complaint or communication is in writing or makes explicit reference to this Act. </text></paragraph><paragraph id="iddc4d1dd8101f417696f81447549e8036"><enum>(4)</enum><header>Rebuttable presumption</header><text>If a person takes adverse action against a covered employee within 90 days of the covered employee engaging, or attempting to engage in, activities protected by paragraph (1), such conduct shall establish a rebuttable presumption that the adverse action is an adverse action in violation of such paragraph. Such presumption may be rebutted by clear and convincing evidence that—</text><subparagraph commented="no" display-inline="no-display-inline" id="id1d9949d928814ba38071c8909b48ab8a"><enum>(A)</enum><text display-inline="yes-display-inline">the action was taken for other permissible reasons; and </text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id68a3f7592e8e4a4c9250788496d1796d"><enum>(B)</enum><text display-inline="yes-display-inline">the engaging or attempting to engage in activities protected by paragraph (1) was not a motivating factor in the adverse action.</text></subparagraph></paragraph></subsection><subsection commented="no" display-inline="no-display-inline" id="idD22EB391956B4BB988D16CEA5A50B27E"><enum>(j)</enum><header>Quota task force</header><text display-inline="yes-display-inline">Not later than 90 days after the date of the enactment of this section, the Director shall convene a task force with labor organizations, worker advocacy organizations, and covered employees to develop strategies for labor organizations and worker advocacy organizations to—</text><paragraph commented="no" display-inline="no-display-inline" id="id2B9657378FC0487AB8D848C471F01B0D"><enum>(1)</enum><text display-inline="yes-display-inline">assist in the enforcement of this section; </text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id3ED6057A9DE0432B804F642911E5A574"><enum>(2)</enum><text display-inline="yes-display-inline">train covered employees with respect to new rights provided through this section; and</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idFDF77DCF305F491EB7997DAA5434251A"><enum>(3)</enum><text display-inline="yes-display-inline">provide the Director with recommendations on the implementation of regulations related to this section.</text></paragraph></subsection></section><after-quoted-block>;</after-quoted-block></quoted-block></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idead5c77a7b41425dba481bdecb1503c2"><enum>(3)</enum><text>in section 9 (<external-xref legal-doc="usc" parsable-cite="usc/29/208">29 U.S.C. 208</external-xref>), by striking <quote>and investigation</quote> and inserting <quote>, investigation, or inspection</quote>;</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id956b7c8277124010b002233e0310b839"><enum>(4)</enum><text display-inline="yes-display-inline">by repealing section 10 (<external-xref legal-doc="usc" parsable-cite="usc/29/210">29 U.S.C. 210</external-xref>);</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id376d73429b374827a8cd439d822aaa94"><enum>(5)</enum><text>in section 11 (<external-xref legal-doc="usc" parsable-cite="usc/29/211">29 U.S.C. 211</external-xref>), by adding at the end the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="idE9862A3E24774E89810E19DA7C9EAF0A"><subsection commented="no" display-inline="no-display-inline" id="id96499505766340f9940ca5d75bcf5f3d"><enum>(e)</enum><paragraph commented="no" display-inline="yes-display-inline" id="idbcfee00677f14596afee22bd93ed11bd"><enum>(1)</enum><text display-inline="yes-display-inline">The Secretary, acting through the Director of the Fairness and Transparency Division, shall, as provided in subsection (a) and paragraph (2), investigate violations of section 8, including any violations of any regulation or order issued with respect to that section.</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="ida461095f9be345499944114ede999e55" indent="up1"><enum>(2)</enum><text display-inline="yes-display-inline">In addition to powers otherwise provided to the Secretary under subsection (a), the Secretary, in investigating violations of section 8, may upon presenting appropriate credentials to the owner, operator, or agent in charge—</text><subparagraph commented="no" display-inline="no-display-inline" id="ide23134aa43cf4f6f80c1579b80b298a8"><enum>(A)</enum><text display-inline="yes-display-inline">enter without delay and at reasonable times any covered facility of a covered employer; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idb08a5d1b05e943f6bb63583d80d47233"><enum>(B)</enum><text display-inline="yes-display-inline">inspect and investigate during regular working hours and at other reasonable times, and within reasonable limits and in a reasonable manner, any such covered facility and all pertinent conditions, structures, machines, apparatus, devices, equipment, and materials therein, and to question privately any such covered employer, owner, operator, agent, or covered employee.</text></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" indent="up1" id="idc2212a5601e14a23a8842d689f563457"><enum>(3)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="id3339a67b3ca04d14b77989817a5cf803"><enum>(A)</enum><text display-inline="yes-display-inline">In conducting an inspection during an investigation into a violation of section 8, the Secretary shall permit, at the request of a covered employee, a representative of a labor organization or a worker advocacy organization, or another designee of the covered employee, to accompany any inspectors during such inspection.</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" indent="up1" id="id9c3a3af4a285419284427169570c1a9c"><enum>(B)</enum><text display-inline="yes-display-inline">A covered employee may, regardless of the relationship between the covered employee and the labor organization, worker advocacy organization, or other designee, anonymously request to the Secretary that the Secretary permit a representative of such labor organization, worker advocacy organization, or other designee accompany inspectors during an inspection in accordance with paragraph (1).</text></subparagraph></paragraph></subsection><subsection id="id0F352D52F2F64A91802CA60B71C4C1D0"><enum>(f)</enum><paragraph commented="no" display-inline="yes-display-inline" id="id29971a41bc114eeba8e420339a2106e1"><enum>(1)</enum><text display-inline="yes-display-inline">Not later than 30 days after an event described in paragraph (2), the Secretary shall open an investigation under this section (that includes an on-site inspection) into any covered employer to determine if such covered employer is violating section 8.</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="ida26680febb1c470fbf97dd5089ad7991" indent="up1"><enum>(2)</enum><text display-inline="yes-display-inline">An event described in this paragraph is, with respect to a covered employer, either of the following:</text><subparagraph id="id0913C8269AF6487D9D95AD318AA290B7"><enum>(A)</enum><text>The Secretary determines that the covered employer—</text><clause commented="no" display-inline="no-display-inline" id="id3729A01E31BD45A187E8B83693567399"><enum>(i)</enum><text display-inline="yes-display-inline">has an annual total of employee work hours that is not less than 40,000 hours; and</text></clause><clause commented="no" display-inline="no-display-inline" id="id73AF26C088284980A8C6049BE4D7ABFF"><enum>(ii)</enum><text display-inline="yes-display-inline">has an annual employee injury rate, overall or at a worksite, that is not less than 1.5 times the warehousing industry’s average annual injury rate, as determined by the Bureau of Labor Statistics in the most recent (as of such determination) publication regarding fatal and nonfatal occupational injuries and illnesses data.</text></clause></subparagraph><subparagraph id="id03ABD1C02E3F4C7A888A197611F4F41E"><enum>(B)</enum><text>The Secretary receives, during any one-year period, not less than—</text><clause commented="no" display-inline="no-display-inline" id="id48E377A05592416E91FF03A75B7C72C1"><enum>(i)</enum><text display-inline="yes-display-inline">5 credible complaints from covered employees of the covered employer, individuals who were covered employees of the covered employer, or designated representatives of such covered employees or individuals, about violations under section 8 at a worksite; or </text></clause><clause commented="no" display-inline="no-display-inline" id="id05F1CE4AE6A848588CCCCD010B39CDEA"><enum>(ii)</enum><text display-inline="yes-display-inline">10 credible complaints from covered employees of the covered employer, individuals who were covered employees of the covered employer, or designated representatives of such covered employees or individuals, about such violations at multiple worksites operated by the covered employer.</text></clause></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" indent="up1" id="id55cc4096f25245b19b85b87c07124808"><enum>(3)</enum><text display-inline="yes-display-inline">In conducting an investigation under paragraph (1), the Secretary shall select representatives of a labor organization or a worker advocacy organization who have specific knowledge of the relevant industry to conduct outreach to workers with respect to such investigation and aid and accompany investigators in such investigation.</text></paragraph></subsection><subsection commented="no" display-inline="no-display-inline" id="idd556d2fdecfb4f87902a9c3d5021a44b"><enum>(g)</enum><text display-inline="yes-display-inline">For purposes of subsections (e) and (f), the terms <term>covered employee</term>, <term>covered employer</term>, and <term>covered facility</term> have the meanings given such terms in section 8(a).</text></subsection><after-quoted-block>;</after-quoted-block></quoted-block></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idf0f755e2bb454eddbd21c2a3c085b50e"><enum>(6)</enum><text>in section 15(a) (<external-xref legal-doc="usc" parsable-cite="usc/29/215">29 U.S.C. 215(a)</external-xref>)—</text><subparagraph commented="no" display-inline="no-display-inline" id="id04e0464cf10d47c3b08b9a8c13b8a97f"><enum>(A)</enum><text display-inline="yes-display-inline">in paragraph (5), by striking <quote>; and</quote> and inserting a semicolon;</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id0774c470d3244c08afdea5794a8334da"><enum>(B)</enum><text>in paragraph (6), by striking the period at the end and inserting <quote>; and</quote>; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idd9741c427eec4691953999240bae9a72"><enum>(C)</enum><text>by adding at the end the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="id4DA6937DA16346538ADD7868F3565A91"><paragraph commented="no" display-inline="no-display-inline" id="id8e9aca4e86fc452396703e40f924e18d"><enum>(7)</enum><text>to violate any of the provisions of section 8.</text></paragraph><after-quoted-block>; and</after-quoted-block></quoted-block></subparagraph></paragraph><paragraph id="id22f4102e2e9447caaaace2484d388015"><enum>(7)</enum><text>in section 16 (<external-xref legal-doc="usc" parsable-cite="usc/29/216">29 U.S.C. 216</external-xref>)—</text><subparagraph commented="no" display-inline="no-display-inline" id="idbc8ea641ff1e492a9bd19720bfadfa4e"><enum>(A)</enum><text display-inline="yes-display-inline">in subsection (b)—</text><clause commented="no" display-inline="no-display-inline" id="id48c894291cae44b3ac750f2f8a96ebce"><enum>(i)</enum><text display-inline="yes-display-inline">by striking <quote>15(a)(3)</quote> each place it appears and inserting <quote>8, 15(a)(3),</quote>;</text></clause><clause commented="no" display-inline="no-display-inline" id="id903590beaa15413ca532f8cd7362263f"><enum>(ii)</enum><text display-inline="yes-display-inline">in the second sentence, by inserting <quote>and, in the case of a violation of section 8, of an amount for the direct or foreseeable pecuniary harms resulting from the violation and an amount equal to $10,000 per violation of subsection (b), (d), (e), (f), or (g) of such section or an amount equal to $25,000 per violation of subsection (c), (h), or (i) of such section</quote> before the period at the end of the sentence; and</text></clause><clause display-inline="no-display-inline" commented="no" id="idD52748AA135F4E10BEF53C550B1EAF53"><enum>(iii)</enum><text>in the fifth sentence, by striking <quote>No</quote> and inserting <quote>Except with respect to an action brought regarding a violation of section 8, no</quote>; and</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idaf076a8ac175498d8615be4521479d95"><enum>(B)</enum><text>in subsection (e)—</text><clause commented="no" display-inline="no-display-inline" id="id4a94667d4d0a46c0b38b781e98fc75a8"><enum>(i)</enum><text>by redesignating paragraphs (3), (4), and (5) as paragraphs (4), (5), and (6), respectively; and</text></clause><clause commented="no" display-inline="no-display-inline" id="id05ac6c0e1da242e8b13fac387b2bfe51"><enum>(ii)</enum><text>by inserting after paragraph (2), the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="id97B98537155E4925A9266C3020E89C43"><paragraph commented="no" display-inline="no-display-inline" id="id69549740f95a46e4942864a17df3dd14"><enum>(3)</enum><text>Any person who violates section 8 shall be subject to a civil penalty—</text><subparagraph id="id83E9790200224AB0AED0295E5EFD58BC"><enum>(A)</enum><text>in an amount not more than $76,987 per violation; or</text></subparagraph><subparagraph id="idE960D57C5A034EED82B54D5917D5709E"><enum>(B)</enum><text>for repeat or willful violations, in an amount not more than $769,870 per violation. </text></subparagraph></paragraph><after-quoted-block>; and</after-quoted-block></quoted-block></clause><clause commented="no" display-inline="no-display-inline" id="idfd4de03016fe4d92a6b8d646db73d09a"><enum>(iii)</enum><text>in paragraph (4)(C), as so redesignated, by striking <quote>section 15(a)(4)</quote> and inserting <quote>paragraph (4) or (7) of section 15(a)</quote>; and</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idefd1123946e7414898c4f49bd10ffb8c"><enum>(C)</enum><text display-inline="yes-display-inline">by adding at the end the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="idFC9C7CE0936D4A6DBCCFC7877E35C884"><subsection commented="no" display-inline="no-display-inline" id="idfd1bb25e7e4f4634abb29cfdae7b1a1e"><enum>(f)</enum><header>Administrative complaints regarding warehouse worker protections</header><paragraph commented="no" display-inline="no-display-inline" id="id4bfcfd037c6547be90d8995f4bb12392"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">A covered employee or an individual who was a covered employee may—</text><subparagraph commented="no" display-inline="no-display-inline" id="id7ab3f8be7fd24f82ae9163ef7ac108db"><enum>(A)</enum><text display-inline="yes-display-inline">file a complaint of a violation of section 8 with the Secretary; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id15f9d81e320f48e7875f655e9ec3ec2d"><enum>(B)</enum><text display-inline="yes-display-inline">designate a representative of a labor organization or worker advocacy organization, regardless of the relationship between the covered employee or individual and the labor organization or worker advocacy organization, to—</text><clause commented="no" display-inline="no-display-inline" id="id60132ba4601345ec946bae52b34e31f2"><enum>(i)</enum><text display-inline="yes-display-inline">file the complaint on behalf of the covered employee or individual; or</text></clause><clause commented="no" display-inline="no-display-inline" id="idbb853b8d91564962ae1c65cade72aaab"><enum>(ii)</enum><text display-inline="yes-display-inline">represent the covered employee or individual for purposes of engagement with the Secretary regarding such complaint, including being present at employee interviews and participating in workplace inspections, conferences, and settlement negotiations.</text></clause></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idd90508030ca141d7bdbf2faccdbb9293"><enum>(2)</enum><header>Definition of covered employee</header><text display-inline="yes-display-inline">For purposes of paragraph (1), the term <term>covered employee</term> has the meaning given such term in section 8(a).</text></paragraph></subsection><subsection id="id35b8132c90ab4b88815a917dc559b054"><enum>(g)</enum><header>Exemption from the federal arbitration act regarding warehouse worker protections</header><paragraph id="idef5553bde6334bf7936a123d1201167e"><enum>(1)</enum><header>In general</header><text>Notwithstanding <external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/9/1">chapter 1</external-xref> of title 9, United States Code (commonly known as the <quote>Federal Arbitration Act</quote>), no predispute arbitration agreement or predispute joint-action waiver (as those terms are defined in section 401 of title 9, United States Code) shall be valid or enforceable with respect to claims arising under this Act for violations of section 8. </text></paragraph><paragraph id="idad052506025c4030962ed84f86554998"><enum>(2)</enum><header>Arbitration pursuant to a collective bargaining agreement</header><text>Nothing in this subsection shall limit the enforceability of any arbitration provision in a collective bargaining agreement between a covered employer (as defined in section 8(a)) and a labor organization.</text></paragraph></subsection><subsection id="idE675BDE4BF4940DD83C546C494818887"><enum>(h)</enum><header>Exception from class action prerequisites for actions regarding warehouse worker protections</header><text>An employee who brings an action for a violation of section 8 on behalf of employees similarly situated shall be considered to have satisfied paragraphs (1) through (4) of rule 23(a) of the Federal Rules of Civil Procedure for purposes of such an action.</text></subsection><after-quoted-block>.</after-quoted-block></quoted-block></subparagraph></paragraph></section><section commented="no" display-inline="no-display-inline" id="id549a75b7af584321a59a4d4b61faba2a"><enum>102.</enum><header>Referral of complaints</header><subsection commented="no" display-inline="no-display-inline" id="id2c7b10b1d5fb45118210dc62ad03854b"><enum>(a)</enum><header display-inline="yes-display-inline">Memorandum of understanding</header><text display-inline="yes-display-inline">The Director of the Fairness and Transparency Office established by section 5 of the Fair Labor Standards Act of 1938 (as added by section 101) and the Administrator of the Wage and Hour Office of the Department of Labor shall jointly enter into a memorandum of understanding with the Assistant Secretary of Labor for Occupational Safety and Health to encourage efficient enforcement of relevant labor laws, including through information sharing, referral of complaints, and cross-training of inspectors and investigators. The memorandum of understanding shall encourage coordination of enforcement activity in States enforcing relevant labor law under a State plan that has been approved by the Secretary under section 18 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/667">29 U.S.C. 667</external-xref>).</text></subsection><subsection id="id41e1e49802f9425697e92803d583c42f"><enum>(b)</enum><header>Referral of complaints and cross-Training</header><text>The Director of the Fairness and Transparency Office shall, to the greatest extent possible—</text><paragraph commented="no" display-inline="no-display-inline" id="id969589b60a784906a035a1c0e0f650b7"><enum>(1)</enum><text display-inline="yes-display-inline">encourage the referral of relevant complaints from and to the Equal Employment Opportunity Commission, the National Institute for Occupational Safety and Health, the Environmental Protection Agency, the National Labor Relations Board, and other Federal and State agencies that may conduct inspections related to occupational health and safety in covered facilities (as defined in section 8(a) of the Fair Labor Standards Act of 1938); and</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="idb8e7b27b5c1f42d1a204f97cd622c856"><enum>(2)</enum><text display-inline="yes-display-inline">promote cross-training of inspectors and investigators in the Equal Employment Opportunity Commission, National Institute for Occupational Safety and Health, Environmental Protection Agency, and such other Federal and State agencies for inspections related to working conditions in such covered facilities. </text></paragraph></subsection></section><enum>II</enum><header>National labor relations act</header><section id="id2728c62f743946d0b55c84a49aee34a9"><enum>201.</enum><header>Amendments to National Labor Relations Act</header><subsection commented="no" display-inline="no-display-inline" id="id54b1f8836939487d84a51a362c03fbe5"><enum>(a)</enum><header>In general</header><text display-inline="yes-display-inline">Section 8(a) of the National Labor Relations Act (<external-xref legal-doc="usc" parsable-cite="usc/29/158">29 U.S.C. 158</external-xref>) is amended—</text><paragraph commented="no" display-inline="no-display-inline" id="id4e95a382d80e46599859bc2b102e66e6"><enum>(1)</enum><text>in paragraph (5) by striking the period at the end and inserting <quote>; and</quote>; and</text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="ide8247bbad92b4da0921c2f86d110fd95"><enum>(2)</enum><text>by adding at the end the following: </text><quoted-block style="OLC" display-inline="no-display-inline" id="idD480B88795E44D61954BEA6C3A5E4106"><paragraph commented="no" display-inline="no-display-inline" id="id14f31f884ea94a00a9a0328b62f17fcd"><enum>(6)</enum><text>to impose on an employee a quota that significantly discourages or prevents, or is intended to significantly discourage or prevent, an employee from exercising the rights guaranteed in section 7.</text></paragraph><after-quoted-block>.</after-quoted-block></quoted-block></paragraph></subsection><subsection id="id8497cab00d45456caaa2e61b0932594a"><enum>(b)</enum><header>Presumption of retaliation</header><text>Section 8 of the such Act (<external-xref legal-doc="usc" parsable-cite="usc/29/158">29 U.S.C. 158</external-xref>) is amended by adding at the end the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="id213b762c04dc464a832cb50736276719"><subsection id="id37a9df1e8be646c494e64c3c7e837104"><enum>(h)</enum><header>Presumption of retaliation related to a quota</header><text>Any action to impose a quota on an employee that is taken against the employee within 90 days of an employee exercising the rights guaranteed in section 7 shall establish a rebuttable presumption that the action is discrimination against the employee in violation of subsection (a)(6).</text></subsection><after-quoted-block>.</after-quoted-block></quoted-block></subsection><subsection commented="no" display-inline="no-display-inline" id="ide731d61990a94bfe87adb93b85bfd0c4"><enum>(c)</enum><header>Definitions</header><text>Section 2 such Act (<external-xref legal-doc="usc" parsable-cite="usc/29/152">29 U.S.C. 152</external-xref>) is amended by adding at the end the following: </text><quoted-block style="OLC" display-inline="no-display-inline" id="id6466B6095F28494CB2CD49989C6758AF"><paragraph id="id85EEBB14269A48219402BC0C8250CF2A"><enum>(15)</enum><header>Quota</header><subparagraph commented="no" display-inline="no-display-inline" id="idad2c3495f70c40bca67dbb0045d57bb3"><enum>(A)</enum><header>In general</header><text display-inline="yes-display-inline">The term <term>quota</term> means a performance standard or performance target, including such a standard or target used to rank an employee in relation to the performance of another employee or in relation to the past performance of the employee, under which—</text><clause id="idCFC2B04EFC3643479524B9AC60ADEBA1"><enum>(i)</enum><subclause commented="no" display-inline="yes-display-inline" id="id0E5BFD9DF78B40FBA1C8E55F456774E5"><enum>(I)</enum><text>an employee is actually or effectively assigned, required, or expected within a defined time period (with or without any reasonable accommodation provided under Federal, State, or local law) to—</text><item commented="no" display-inline="no-display-inline" id="id8C9ABB073EA2406C89C4B20BF3273AC2"><enum>(aa)</enum><text display-inline="yes-display-inline">perform—</text><subitem commented="no" display-inline="no-display-inline" id="idAA3AE6922AB2409BB960CCA0DABF109F"><enum>(AA)</enum><text display-inline="yes-display-inline">a quantified number of tasks; or </text></subitem><subitem commented="no" display-inline="no-display-inline" id="id2D5122C8DDD348C2AE686F9DE4F02BF1"><enum>(BB)</enum><text display-inline="yes-display-inline">at a specified productivity speed; or </text></subitem></item><item commented="no" display-inline="no-display-inline" id="id30E82209500A402692CEC2534611747D"><enum>(bb)</enum><text display-inline="yes-display-inline">handle or produce a quantified amount of material without a certain number of errors or defects; and</text></item></subclause><subclause commented="no" display-inline="no-display-inline" id="id206E4ABBC19743A888BA1798BF1BD241" indent="up1"><enum>(II)</enum><text display-inline="yes-display-inline">such assignment, requirement, or expectation is measured at the individual or group level for such defined time period;</text></subclause></clause><clause id="id68A908197B0349578357486269D17024"><enum>(ii)</enum><text>actions by an employee are categorized and measured between time performing tasks and not performing tasks within a defined time period; or</text></clause><clause commented="no" display-inline="no-display-inline" id="id263E9A203F0047A3997E2CDF1087ADDA"><enum>(iii)</enum><text>increments of time of a defined time period during which an employee is or is not doing a particular activity are measured, recorded, or tallied.</text></clause></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id60af0e0b7b784a3cb7d3a283d08c49e1"><enum>(B)</enum><header>Defined time period</header><text>For purposes of subparagraph (A), the term <term>defined time period</term> means any unit of time measurement equal to or less than one day, including hours, minutes, and seconds and any fraction thereof. </text></subparagraph></paragraph><after-quoted-block>.</after-quoted-block></quoted-block></subsection></section><section id="id0ca77d0207154df08c8436b818ec65a0"><enum>202.</enum><header>National Labor Relations Board report</header><text display-inline="no-display-inline">The National Labor Relations Board shall—</text><paragraph commented="no" display-inline="no-display-inline" id="id9a2478a5d3014629af6801f86f9c280a"><enum>(1)</enum><text display-inline="yes-display-inline">examine cases in which a quota (as such term is defined in section 2 of the National Labor Relations Act (<external-xref legal-doc="usc" parsable-cite="usc/29/152">29 U.S.C. 152</external-xref>)) was used as a reason to deny a worker rights under the National Labor Relations Act; and</text></paragraph><paragraph id="id80d2acf538e44e52b0876ee722307ea7"><enum>(2)</enum><text>as often as practicable, submit a report on such cases to—</text><subparagraph commented="no" display-inline="no-display-inline" id="id5c150e8b7af8466699be5ebc244d0cd6"><enum>(A)</enum><text display-inline="yes-display-inline">the Committee on Health, Education, Labor, and Pensions of the Senate; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id427620c7a7ad40eeb899aa7b2c4bb2bd"><enum>(B)</enum><text>the Committee on Education and the Workforce of the House of Representatives. </text></subparagraph></paragraph></section><enum>III</enum><header>OSHA standards</header><section id="idc321b2f25e9a40c69b9d0b5d140d00cf"><enum>301.</enum><header>Standard protecting covered employees from occupational risk factors causing musculoskeletal disorders</header><subsection id="idec9b877b63a1417980f152a95b8891c9"><enum>(a)</enum><header>Proposed standard</header><text>Not later than 3 years after the date of enactment of this Act, the Secretary shall, pursuant to section 6 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/655">29 U.S.C. 655</external-xref>), publish in the Federal Register a proposed standard for ergonomic program management for covered employers with respect to covered employees, including requirements for—</text><paragraph id="id745d4fcb83f544408f27d487992462e8"><enum>(1)</enum><text>hazard identification and ergonomic job evaluations for covered employees, including requirements for covered employee and designated employee representative participation in such identification with the aim of maximizing such participation;</text></paragraph><paragraph id="id4d170725c6c34f4a8f0195a3cf4cb66c"><enum>(2)</enum><text>hazard control at covered facilities, which may rely on the principles of the hierarchy of controls and which may include measures such as equipment and workstation redesign, work pace reductions, or job rotation to less forceful or repetitive jobs;</text></paragraph><paragraph id="idc7f9800ebad54c92a4545462101ac49b"><enum>(3)</enum><text>training for covered employees regarding covered employer activities, occupational risk factors, and training on controls and recognition of symptoms of musculoskeletal disorders; and</text></paragraph><paragraph id="ida50e36eef64f4ef8a5fab760c92a960a"><enum>(4)</enum><text>medical management for covered employees that includes—</text><subparagraph id="idfc319a754de34b2b85017163b3bc14c0"><enum>(A)</enum><text>encouraging early reporting of musculoskeletal disorder symptoms;</text></subparagraph><subparagraph id="id08d664bd29894081a79c9561967da06e"><enum>(B)</enum><text>first aid delivered by those operating under State licensing requirements; and</text></subparagraph><subparagraph id="id7c16e5357b744630b9f70b1955ca9f86"><enum>(C)</enum><text>systematic evaluation and early referral for medical attention.</text></subparagraph></paragraph></subsection><subsection id="id8aa3a48a8217474d8795af23bf6de976"><enum>(b)</enum><header>Final standard</header><text>Not later than 4 years after the date of enactment this Act, the Secretary shall, pursuant to section 6 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/655">29 U.S.C. 655</external-xref>), publish in the Federal Register a final standard based on the proposed standard under subsection (a).</text></subsection></section><section id="id666ba0bf453f42d492a7bc1dd874ef60"><enum>302.</enum><header>Standard for protecting covered employees from delays in medical treatment referrals following injuries or illnesses</header><subsection id="ide48f830823564e02b933a67f6085c980"><enum>(a)</enum><header>Proposed standard</header><text>Not later than 1 year after the date of enactment of this Act, the Secretary shall, pursuant to section 6 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/655">29 U.S.C. 655</external-xref>), publish in the Federal Register a proposed standard requiring that—</text><paragraph commented="no" display-inline="no-display-inline" id="ide132a8031c9347f4889f55feb40e5651"><enum>(1)</enum><text display-inline="yes-display-inline">all covered employers have a person readily available at the covered facility of the covered employer who is adequately trained to render first aid and ensure that such person provides first aid to any injured or ill covered employee and, without delay, refers any such covered employee who reports an injury or illness that requires further medical treatment to an appropriate medical professional for such treatment; and</text></paragraph><paragraph id="idc94b2b084c6441e283a8e8c12419b403"><enum>(2)</enum><text>all covered employers provide to the covered employees of the covered employer occupational medicine consultation services through a physician who is board certified in occupational medicine, which services shall include—</text><subparagraph id="idbc9e172fee0e4487b0349ffb67821006"><enum>(A)</enum><text>regular review of any health and safety program, medical management program, or ergonomics program of the covered employer;</text></subparagraph><subparagraph id="id87b26f720cc54af490c7589771661fcb"><enum>(B)</enum><text>review of any work-related injury or illness of a covered employee;</text></subparagraph><subparagraph id="id3a24733bc6f041e1b9aba3859706670b"><enum>(C)</enum><text>providing onsite health services for treatment of such injury or illness; and</text></subparagraph><subparagraph id="id626be304384541b2aebda89f8f0014f0"><enum>(D)</enum><text>consultation referral to a local health care provider for treating such injury or illness.</text></subparagraph></paragraph></subsection><subsection id="idde7002795d004ba892387de1b3f188e2"><enum>(b)</enum><header>Final standard</header><text>Not later than 3 years after the date of enactment of this Act, the Secretary shall, pursuant to section 6 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/655">29 U.S.C. 655</external-xref>), publish in the Federal Register a final standard based on the proposed standard under subsection (a). </text></subsection></section><section id="H37929EB414984A5D81C5BF31FC8B664A"><enum>303.</enum><header>Correction of serious, willful, or repeated violations pending contest and procedures for a stay</header><subsection commented="no" display-inline="no-display-inline" id="idf6737139b22a4f08828da7e0775fc56c"><enum>(a)</enum><header>In general</header><text display-inline="yes-display-inline">Section 10 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/659">29 U.S.C. 659</external-xref>) is amended by adding at the end the following:</text><quoted-block id="H2B85102E114C488CB5445C69F53E2D23"><subsection commented="no" id="H6C61A21FC0AB49F38A9A83F2652D1601"><enum>(d)</enum><header>Correction of serious, willful, or repeated violations pending contest and procedures for a stay</header><paragraph id="HA312BDF654A143C8A1810F038EFB0730"><enum>(1)</enum><header>Period permitted for correction of serious, willful, or repeated violations</header><text>For each violation which the Secretary designates as serious, willful, or repeated, the period permitted for the correction of the violation shall begin to run upon receipt of the citation.</text></paragraph><paragraph id="H20479C42E56A46AAB2B37CCE672CA7F8"><enum>(2)</enum><header>Filing of a motion of contest</header><text>The filing of a notice of contest by an employer shall not operate as a stay of the period for correction of a violation designated as serious, willful, or repeated.</text></paragraph><paragraph id="H6D7613645B0F4493A93E78C54372068C"><enum>(3)</enum><header>Criteria and rules of procedure for stays</header><subparagraph id="H1D0990C100A54415A85C581C0370D67F"><enum>(A)</enum><header>Motion for a stay</header><text display-inline="yes-display-inline">An employer that receives a citation alleging a violation designated as serious, willful, or repeated and that files a notice of contest to the citation asserting that the time set for abatement of the alleged violation is unreasonable or challenging the existence of the alleged violation may file with the Commission a motion to stay the period for the abatement of the violation.</text></subparagraph><subparagraph id="HC1CA8A143377464BA427B66E915CFC6A"><enum>(B)</enum><header>Criteria</header><text display-inline="yes-display-inline">In determining whether a stay should be issued on the basis of a motion filed under subparagraph (A), the Commission may grant a stay only if the employer has demonstrated—</text><clause id="H4EA1BDEBBB454419B68C996A825BE400"><enum>(i)</enum><text>a substantial likelihood of success on the areas contested under subparagraph (A); and</text></clause><clause id="HBF08A9626991409B8B1F4D8F16DC0B2A"><enum>(ii)</enum><text>that a stay will not adversely affect the health and safety of employees.</text></clause></subparagraph><subparagraph commented="no" id="H1799369EFB804E45B13EDCFD26DCA202"><enum>(C)</enum><header>Rules of Procedure</header><text>The Commission shall develop rules of procedure for conducting a hearing on a motion filed under subparagraph (A) on an expedited basis. At a minimum, such rules shall provide the following:</text><clause commented="no" id="H766DAA28B5C445CA8B3645653276F3A2"><enum>(i)</enum><text display-inline="yes-display-inline">That a hearing before an administrative law judge shall occur not later than 15 days following the filing of the motion for a stay (unless extended at the request of the employer), and shall provide for a decision on the motion not later than 15 days following the hearing (unless extended at the request of the employer).</text></clause><clause id="H2036023C42E84AB9BF06BC79D566C768"><enum>(ii)</enum><text>That a decision of an administrative law judge on a motion for stay is rendered on a timely basis.</text></clause><clause commented="no" id="HA2E31AD779054DFCBB134A3804CF2F25"><enum>(iii)</enum><text>That if a party is aggrieved by a decision issued by an administrative law judge regarding the stay, such party has the right to file an objection with the Commission not later than 5 days after receipt of the administrative law judge’s decision. Within 10 days after receipt of the objection, a Commissioner, if a quorum is seated pursuant to section 12(f), shall decide whether to grant review of the objection. If, within 10 days after receipt of the objection, no decision is made on whether to review the decision of the administrative law judge, the Commission declines to review such decision, or no quorum is seated, the decision of the administrative law judge shall become a final order of the Commission. If the Commission grants review of the objection, the Commission shall issue a decision regarding the stay not later than 30 days after receipt of the objection. If the Commission fails to issue such decision within 30 days, the decision of the administrative law judge shall become a final order of the Commission.</text></clause><clause commented="no" id="H12A4A1D965E344D5AC6A20626612C4BD"><enum>(iv)</enum><text display-inline="yes-display-inline">For notification to employees or representatives of affected employees of requests for such hearings, and to provide an opportunity for affected employees or representatives of affected employees to participate as parties to such hearings.</text></clause></subparagraph></paragraph></subsection><after-quoted-block>. </after-quoted-block></quoted-block></subsection><subsection id="HEF53C62DC32F47B4818D593B5A7E83E3"><enum>(b)</enum><header>Conforming amendments</header><paragraph commented="no" display-inline="no-display-inline" id="ide606516be5014280ae4fdf2795d36383"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">The Occupational Safety and Health Act of 1970 is amended—</text><subparagraph commented="no" display-inline="no-display-inline" id="id1d07382e6b93497586fe81c926ac5b1e"><enum>(A)</enum><text display-inline="yes-display-inline">in the first sentence of section 10(b) (<external-xref legal-doc="usc" parsable-cite="usc/29/659">29 U.S.C. 659(b)</external-xref>), by inserting <quote>, with the exception of violations designated as serious, willful, or repeated,</quote> after <quote>(which period shall not begin to run</quote>; and</text></subparagraph><subparagraph id="id8c467156beec453bbfded745cd16013a"><enum>(B)</enum><text>in section 17 (<external-xref legal-doc="usc" parsable-cite="usc/29/666">29 U.S.C. 666</external-xref>) by striking subsection (d) and inserting the following:</text><quoted-block style="OLC" display-inline="no-display-inline" id="id8639a0ba111c477b8d780ef1c2aabd3f"><subsection id="id7b511de563b6417da0960d571aed3e2c"><enum>(d)</enum><text>Any employer who fails to correct a violation designated by the Secretary as serious, willful, or repeated and for which a citation has been issued under section 9(a) within the period permitted for its correction (and a stay has not been issued by the Commission under section 10(d)) may be assessed a civil penalty of not more than $7,000 for each day during which such failure or violation continues. Any employer who fails to correct any other violation for which a citation has been issued under section 9(a) of this title within the period permitted for its correction (which period shall not begin to run until the date of the final order of the Commission in the case of any review proceeding under section 10 initiated by the employer in good faith and not solely for delay of avoidance of penalties) may be assessed a civil penalty of not more than $7,000 for each day during which such failure or violation continues.</text></subsection><after-quoted-block>.</after-quoted-block></quoted-block></subparagraph></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id844dad5ae3724f3b8d768c7d9c24fc23"><enum>(2)</enum><header>Adjustment under the Federal Civil Penalties Inflation Adjustment Act of 1990</header><subparagraph commented="no" display-inline="no-display-inline" id="idd073b4f356ba407ea578cb84ed57b289"><enum>(A)</enum><header>Catch-up</header><text display-inline="yes-display-inline">Not later than 1 year after the date of enactment of this Act, the Secretary of Labor shall adjust the maximum amounts described in subsection (d) of section 17 of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/666">29 U.S.C. 666</external-xref>), as amended by paragraph (1)(B), so that each such amount equals the maximum amount of the civil penalty under such subsection (as in effect on the day before such date of enactment) as adjusted by section 4 of the Federal Civil Penalties Inflation Adjustment Act of 1990 (<external-xref legal-doc="usc" parsable-cite="usc/28/2461">28 U.S.C. 2461</external-xref> note).</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idd736739ddc7e4d41af07c683d5964f6f"><enum>(B)</enum><header>Subsequent adjustments</header><text>Subparagraph (A) and the amendment made by this paragraph (1)(B) shall not be construed to affect the application of the Federal Civil Penalties Inflation Adjustment Act of 1990 (<external-xref legal-doc="usc" parsable-cite="usc/28/2461">28 U.S.C. 2461</external-xref> note) to the civil penalty amount under section 17(d) of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/666">29 U.S.C. 666</external-xref>) for any adjustment under section 4 of the Federal Civil Penalties Inflation Adjustment Act of 1990 (<external-xref legal-doc="usc" parsable-cite="usc/28/2461">28 U.S.C. 2461</external-xref> note) after the catch-up adjustment made by the Secretary of Labor under subparagraph (A). </text></subparagraph></paragraph></subsection></section><section commented="no" display-inline="no-display-inline" id="id100c1c966c2b442496c7d868b6fd85e2"><enum>304.</enum><header>Definitions</header><text display-inline="no-display-inline">For purposes of sections 301 and 302, the terms <term>covered employee</term>, <term>covered employer</term>, <term>covered facility</term>, and <term>designated employee representative</term> have the meanings given such terms in section 8(a) of the Fair Labor Standards Act of 1938 (as added by section 101).</text></section><enum>IV</enum><header>Miscellaneous provisions</header><section commented="no" display-inline="no-display-inline" id="id19b5621eddc5454ca4535a1d8d1ce568"><enum>401.</enum><header>Severability</header><text display-inline="no-display-inline">If any provision of this Act (including an amendment made by this Act) or the application of such provision to any person, entity, government, or circumstance, is held to be unconstitutional, the remainder of this Act (including the amendments made by this Act), or the application of such provision to all other persons, entities, governments, or circumstances, shall not be affected thereby. </text></section><section commented="no" display-inline="no-display-inline" section-type="subsequent-section" id="id4956dcd8e87d4df58d0e66ce7b4f0240"><enum>402.</enum><header>Preemption</header><subsection commented="no" display-inline="no-display-inline" id="idb1a2b729f8b24d42bb5c6be7de656ec1"><enum>(a)</enum><header>Interaction with other laws</header><text display-inline="yes-display-inline">Nothing in this Act (including the amendments made by this Act) or the regulations promulgated under this Act shall be construed to supersede or preempt any law or ordinance of a State, or political subdivision of a State, that requires limitations on any quota for a covered employee of a covered employer that are comparable to or greater than the protections provided in this Act.</text></subsection><subsection id="idc47dc4abcbbe41b392ce73592454466d"><enum>(b)</enum><header>Collective bargaining agreements</header><text>Nothing in this Act (including the amendments made by this Act) or the regulations promulgated under this Act shall be construed to supersede or preempt employment terms or conditions agreed upon in collective bargaining agreements that are more beneficial to a covered employee.</text></subsection><subsection commented="no" display-inline="no-display-inline" id="id8c9f6288cc9048ce897d43e8412901df"><enum>(c)</enum><header>OSHA</header><text>No action by the Director under this Act (including the amendments made by this Act) shall be construed as an exercise of statutory authority within the meaning of section 4(b)(1) of the Occupational Safety and Health Act of 1970 (<external-xref legal-doc="usc" parsable-cite="usc/29/653">29 U.S.C. 653(b)(1)</external-xref>).</text></subsection><subsection commented="no" display-inline="no-display-inline" id="id99b822402d70432ab496dab9a353f7c8"><enum>(d)</enum><header>Definitions</header><text>For purposes of this section, the terms <term>Director</term>, <term>covered employee</term>, <term>covered employer</term>, <term>designated employee representative</term>, and <term>quota</term> have the meanings given such terms in section 8(a) of the Fair Labor Standards Act of 1938 (as added by section 101).</text></subsection></section><section commented="no" display-inline="no-display-inline" section-type="subsequent-section" id="idd47f2a1c660f4e01ac9a3e303ae70634"><enum>403.</enum><header>Authorization of appropriations</header><text display-inline="no-display-inline">There is authorized to be appropriated to carry out this Act such sums as may be necessary for each of the fiscal years 2025 through 2035.</text></section>