The Part-Time Worker Bill of Rights Act prohibits employers from paying part-time or temporary workers less than full-time workers performing substantially the same job, or denying them equal benefits, promotions, scheduling input, and other employment terms—though employers may still differentiate pay based on seniority, merit, or productivity. The bill makes it illegal for employers to retaliate against workers who exercise these protections or file complaints, and establishes enforcement mechanisms that give the Secretary of Labor investigative authority similar to existing wage laws, allow employees to sue for lost wages, benefits, and damages (typically double damages), and impose civil penalties of $500–$1,000 on employers who violate the rules. Employees can recover attorney fees if they win, and employers must keep records of hours offered for at least three years; courts may reduce damages if employers acted in good faith. Multiple federal agencies—including the Department of Labor, Office of Congressional Workplace Rights, Office of Personnel Management, and others—have 180 days to issue regulations implementing the law across the private sector, Congress, and all levels of federal government.
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