This bill makes major changes to protect part-time workers and ensure they're treated fairly compared to full-time employees. It applies to companies with more than 15 employees and covers both private sector and government workers.

The bill has three main parts. First, it makes it easier for part-time workers to qualify for family and medical leave—instead of needing to work 12 months and 1,250 hours, they only need to have been employed for 90 days. Second, it requires equal pay and benefits for part-time and full-time workers doing substantially the same job. This means part-time workers must get the same hourly pay, have a say in their work schedules, and can earn paid time off on a pro-rata basis (proportional to hours worked). Third, it gives part-time workers the right to request a specific number of hours they want to work each week, and employers must offer them available hours before hiring new workers or contractors to fill those same time slots. If an employer hires someone else to work hours a part-time employee said they were available for, the employer must pay that part-time worker for those hours.

The bill protects workers from retaliation if they complain about violations or participate in investigations. Employers who break these rules can face lawsuits, have to pay back wages plus interest and additional damages, and may face civil penalties ranging from $500 to $5,000 per violation depending on the offense. The law takes effect one year after being signed, giving employers time to adjust their practices. The Department of Labor will enforce these rules and handle complaints similar to how they handle minimum wage violations.