# Plain Language Summary: Construction Worker Rest Break Bill

This bill requires construction companies to give their workers paid 15-minute rest breaks for every four hours of work. Right now, federal law doesn't guarantee these breaks for construction workers, so this would be a new requirement. The breaks must be paid—meaning workers get their regular wages during this time, not unpaid time off. This applies to anyone hired to do general construction work, including building new structures, remodeling, repairs, demolition, and similar projects.

Construction companies would also have to inform new hires about their right to these breaks when they're hired, and they'd need to post signs at job sites explaining the policy in both English and Spanish. Importantly, employers can't punish workers for taking these breaks or for complaining to the government if the company violates the rule. If a state or union contract already requires longer breaks than 15 minutes, those rules would still apply—this bill sets a minimum floor, not a ceiling.

If the Department of Labor finds that a company violated this rule, the company would have 30 days to fix the problem. If they don't, they could face penalties. If a company retaliates against a worker for taking breaks or filing a complaint, the worker could sue for back pay, lost wages, and additional damages. This bill essentially treats rest breaks for construction workers similarly to how other worker protections are enforced under federal labor law.

To amend the Fair Labor Standards Act of 1938 to require paid rest breaks for certain construction employees, and for other purposes.

Garcia, Sylvia R.

This bill requires employers to provide construction employees with at least one, 15-minute paid rest break for every four hours of work. At the time of hiring, employers also must notify employees about their right to paid rest breaks and display information about such breaks at applicable work sites. Further, employers may not take retaliatory personnel actions or otherwise discriminate against employees who (1) request or take paid rest breaks, or (2) file related complaints with the Department of Labor.