The Part-Time Worker Bill of Rights Act expands protections for part-time and temporary workers in two main ways. First, it eliminates the requirement that workers complete 1,250 hours of service over 12 months to qualify for Family and Medical Leave Act protections, replacing it with a simpler 90-day employment requirement. Second, it prohibits employers with more than 15 employees from discriminating against part-time workers in pay, benefits, scheduling, and promotion opportunities when they perform substantially equal work to full-time employees. The bill also requires employers to honor employees' stated desired work hours before hiring outside workers or contractors for those same hours, and mandates compensation to existing employees for hours they wanted but were given to newly hired workers instead. Employers are prohibited from retaliating against workers who assert these rights, and violations carry civil penalties between $500 and $1,000 for willful interference with rights, and between $1,100 and $5,000 for retaliation, with these amounts indexed annually for inflation. The Department of Labor and relevant federal agencies have 180 days after enactment to issue implementing regulations.