Bill Overview
Title: Part-Time Worker Bill of Rights Act
Description: This bill modifies various employment, leave, and pension rules with respect to part-time workers. Specifically, the bill removes the requirement that employees work a minimum number of hours during the preceding 12-month period before becoming eligible for family and medical leave. The bill also sets the maximum length of service on which employers may condition the eligibility of part-time employees for a qualified pension plan (e.g., 401(k) retirement plan). Except as required by an applicable collective bargaining agreement, such service requirement may be no longer than two consecutive 12-month periods of at least 500 hours of service for part-time employees who have reached the age of 21 by the end of such periods. The bill further prohibits employers of more than 15 employees from setting disparate terms of employment or working conditions for part-time employees, including with respect to compensation, notice of work hours, and promotion opportunities, among others. Additionally, the bill requires such employers to offer available, qualified part-time employees additional work hours before hiring new employees for such hours. Among other enforcement methods, employers must maintain three years of records for offers of additional hours and employee responses to such offers. The bill also provides a private right of action for employees to enforce the nondiscrimination requirements of this bill.
Sponsors: Rep. Schakowsky, Janice D. [D-IL-9]
Target Audience
Population: Part-time workers
Estimated Size: 24000000
- The bill impacts part-time workers globally who will benefit from improved labor rights and protections, especially in countries with similar workforce patterns and legal structures.
- The overall global workforce includes a substantial number of part-time workers, particularly in industries like retail, hospitality, and healthcare where part-time work is prevalent.
- Globally, labor force participation is significant, with a good portion of it being part-time workers who often face discrimination or lower benefits compared to full-time employees.
- The protections relating to pension plans and nondiscrimination in terms of employment conditions apply universally to part-time workers, not just in the US.
Reasoning
- The policy primarily impacts part-time workers, who are found in various industries such as retail, hospitality, healthcare, and gig economy jobs.
- The majority of part-time workers experience differentials in pay and benefits compared to full-time workers, hence they are likely to benefit from equal employment terms and opportunities.
- The policy budget suggests a nationwide reach, aiming to provide significant benefits to a large part of the 24 million part-time workers in the US.
- While the cost is substantial, if highly concentrated benefits are provided to a smaller group initially, the bill remains within budget constraints for extended timeframes.
- Including diverse profiles across different employment sectors, life stages, and locations is important to accurately simulate the policy's varied impacts.
Simulated Interviews
Barista (Atlanta, GA)
Age: 22 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 7/20
Statement of Opinion:
- Right now, I have no control over how many hours I get each week.
- Having more stable and predictable hours would help my budgeting.
- It's hard to plan for the future without knowing my work schedule.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 5 |
Retail Worker (Dallas, TX)
Age: 35 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 3.0 years
Commonness: 5/20
Statement of Opinion:
- Access to benefits similar to full-time workers would be very helpful.
- The policy could allow me more work hours, which I've been asking for.
- Ensuring that I have similar promotion opportunities is valuable.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Librarian (Fresno, CA)
Age: 60 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 4.0 years
Commonness: 3/20
Statement of Opinion:
- The ability to join the pension plan is significant for my financial security.
- I hope it will encourage equal pay for equal work regardless of hours.
- Part-time work has been my financial cushion post-retirement.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 8 | 5 |
Freelancer (New York, NY)
Age: 28 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 2.0 years
Commonness: 10/20
Statement of Opinion:
- Part-time equality can help stabilize income but gig jobs arent as protected.
- Even knowing more about hour offers in advance helps me coordinate better with my freelancing.
- I hope it leads to more structured opportunities.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 5 | 4 |
| Year 3 | 5 | 4 |
| Year 5 | 5 | 4 |
| Year 10 | 5 | 4 |
| Year 20 | 5 | 4 |
Caregiver (Miami, FL)
Age: 50 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 6.0 years
Commonness: 5/20
Statement of Opinion:
- I'd appreciate better retirement plan options sooner rather than later.
- Promotion opportunities based on merit rather than hours would benefit me.
- Ensuring fewer disparities between part-time and full-time is positive.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 9 | 6 |
Sales Associate (Seattle, WA)
Age: 40 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- This policy might finally enable me to pick up additional hours more consistently.
- A workplace environment like this policy encourages could make work feel fairer.
- I'm skeptical about employers truly offering equal treatment, even with legal requirements.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 7 |
Fast Food Employee (Portland, OR)
Age: 18 | Gender: other
Wellbeing Before Policy: 6
Duration of Impact: 3.0 years
Commonness: 8/20
Statement of Opinion:
- For someone starting out, clearer hours and equal pay would be a great support.
- Part-time jobs typically feel lesser; this might change that perception.
- I'm looking forward to potentially using such policies for better planning.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Nurse Assistant (Chicago, IL)
Age: 32 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 6.0 years
Commonness: 4/20
Statement of Opinion:
- I hope to see lesser disparities between part-time and full-time staff.
- Promotion opportunities could be more open with such policies.
- The pension options are a huge selling point for extended work tenure.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
University Lecturer (Denver, CO)
Age: 45 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 4.0 years
Commonness: 2/20
Statement of Opinion:
- Ensuring similar conditions to full-time faculty in terms of incremental benefits is beneficial.
- I hope to receive more consistent hours, leading to full-time work possibilities.
- Having a clearer employment structure is a needed change.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 7 | 5 |
Customer Service Representative (Phoenix, AZ)
Age: 30 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 5/20
Statement of Opinion:
- Policies ensuring notice for work hours offer much-needed stability for caregivers like me.
- Part-time work has always meant lesser benefits, which this policy tackles.
- Future planning would improve with consistent pension entry criteria.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 9 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 9 | 6 |
Cost Estimates
Year 1: $3000000000 (Low: $2500000000, High: $3500000000)
Year 2: $3100000000 (Low: $2600000000, High: $3600000000)
Year 3: $3200000000 (Low: $2700000000, High: $3700000000)
Year 5: $3300000000 (Low: $2800000000, High: $3800000000)
Year 10: $3500000000 (Low: $3000000000, High: $4000000000)
Year 100: $5000000000 (Low: $4500000000, High: $5500000000)
Key Considerations
- Increased administrative and compliance costs for businesses, especially small and medium enterprises.
- Potential positive impacts on worker productivity and retention, possibly offsetting some of the initial costs.
- Long-term effects on workforce skills and participation rates.