-H.R. 2870 (Working Families Flexibility Act of 2025)

 

Sponsor: Rep. Mary Miller (R-IL-15)

 

Purpose: This bill seeks to amend Section 7 of the Fair Labor Standards Act of 1938. It would allow employees who work overtime to be able to elect to receive paid time off at a rate of 1.5 hours for each overtime hour worked, instead of cash overtime pay. The qualification for this option is that the employee has had to have worked 1,000 hours in the previous year. 

 

Employees can bank up to 160 hours of comp time and employers cannot require comp time. Instead it, must be agreed upon either through a collective bargaining agreement or a written/verifiable agreement with the employee. Furthermore, employers are also prohibited from coercing or intimidating employees into choosing comp time. Employees must be allowed to cash out unused comp time and employers must honor requests to use comp time within a reasonable period, provided it does not unduly disrupt operations.

 

Effects: Families can benefit from more time off, especially for caregiving or personal needs. However, it’s possible workers may lose bargaining power and financial security if comp time replaces overtime pay. 

 

Representative Mrs. McBath argues that employees don’t truly have a choice in the matter of compensatory time and when it will be received as employers may withhold the compensatory time for a substantial period. Representative Thompson of Pennsylvania argues that, under the Fair Labor Standards Act, public sector workers (government workers) already have this choice of overtime v compensatory time and that Congress needs to remove the double standard.

 

Bill: https://www.congress.gov/bill/119th-congress/house-bill/2870

 

*Voted Favorably*

 

-H.R. 2312 (Tipped Employee Protections Act)

 

Sponsor: Rep. Steve Womack (R-AR-3)

 

Purpose: This bill redefines what constitutes a tipped employee. Under current law, a tipped employee must regularly receive more than $30 a month in tips to qualify. This bill removes the $30 requirement. Instead, a tipped employee is defined as one who receives tips and cash wages that, when combined, equal or exceed the federal minimum wage.

 

Furthermore, this bill also allows employers to calculate wages over a broader period instead of a strict pay period. This allows more flexibility in ensuring tipped employees meet minimum wage requirements.

 

Effects: Firstly, this bill expands workers who qualify as tipped employees which can potentially cover more workers in hospitality and service industries. Secondly, it also provides flexibility in wage calculation, which could help stabilize paychecks. A possible negative effect of the bill is that since wage calculation flexibility could delay recognition of underpayment, weakening workers’ ability to challenge violations quickly.

 

Bill:

https://www.congress.gov/bill/119th-congress/house-bill/2312

 

*Voted Favorably*

 

-H.R. 2299 (Ensuring Workers Get Paid Act of 2025)

 

Sponsor: Rep. Glenn Grothman (R-WI-6)

 

Purpose: This bill would create a Payroll Audit Independent Determination (PAID) program in the Department of Labor, allowing employers to voluntarily self‑audit and correct wage violations under the Fair Labor Standards Act (FLSA). Employers could review their own payroll practices to identify minimum wage or overtime violations. If violations are found, employers must pay back wages owed to workers.

 

Effects: Employers who participate in the PAID program can avoid litigation, civil penalties, or liquidated damages if they promptly correct their violations. Workers may receive back pay more quickly without waiting for lawsuits and lengthy investigations.

 

Bill:

https://www.congress.gov/bill/119th-congress/house-bill/2299

*Voted Favorably*

 

Link to meeting:

 

https://www.youtube.com/live/lXBRkBMfEXA?si=61c8LaoLfqevYnrS