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Part-Time Worker Bill of Rights Act of 2020 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 period. The bill further prohibits employers of more than 500 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 large employers to offer available, qualified part-time employees additional work hours before hiring new employees for such hours. Among other enforcement methods, large 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.

Part-Time Worker Bill of Rights Act of 2020 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 period. The bill further prohibits employers of more than 500 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 large employers to offer available, qualified part-time employees additional work hours before hiring new employees for such hours. Among other enforcement methods, large 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.

Ending the Monopoly of Power Over Workplaceharassment through Education and Reporting Act-Part I or the EMPOWER Act-Part I This bill prohibits the use of nondisparagement and nondisclosure clauses that cover workplace harassment in employment contracts and directs the Equal Employment Opportunity Commission (EEOC) to take certain actions related to workplace harassment. Specifically, the bill prohibits the use of nondisparagement and nondisclosure clauses in employment contracts if such clauses cover workplace harassment, including sexual harassment or retaliation for reporting harassment. It also prohibits the enforcement or attempted enforcement of such clauses. Notwithstanding signing any nondisparagement or nondisclosure clause, an employee or applicant retains any right that person would otherwise have had to report a concern about workplace harassment to the EEOC and other specified agencies and any right that person would otherwise have had to bring an action in a court of the United States. Additionally, the bill prohibits state immunity under the Eleventh Amendment to the Constitution from an action in a federal court for a violation related to workplace harassment. The bill also directs the EEOC to (1) establish a confidential tip line that supplements its existing process for submitting a charge of discrimination; and (2) disseminate workplace training programs and information regarding workplace harassment, including sexual harassment.

Classroom to Careers Act of 2019 This bill permits institutions of higher education to enter into private-sector employment agreements with the Department of Education in order to receive certain federal work-study grants for full-time employment of students, with restrictions. Currently, such agreements are limited to part-time employment.

Classroom to Careers Act of 2019 This bill permits institutions of higher education to enter into private-sector employment agreements with the Department of Education in order to receive certain federal work-study grants for full-time employment of students, with restrictions. Currently, such agreements are limited to part-time employment.

Protect Our Liberian Community Act of 2019 This bill establishes that a national of Liberia shall be deemed to have registered for temporary protected status as of April 1, 2019, for three years, if the national registered for such status at any time and was present in the United States on March 30, 2019, under deferred enforced departure. Temporary protected status is available to nationals of certain designated countries, and such aliens shall have work authorization not be removed from the United States while the status is in effect. Liberia's designation was terminated as of May 21, 2017. The President has granted deferred enforced departure status to Liberian nationals, which prevents their removal from the country and provides work authorization, until March 30, 2020. Individuals with temporary protected status under this bill shall have employment authorization for the three-year period, and any lapse of authorization between April 1, 2019, and the enactment date of this bill shall not affect the validity of such an individual's employment authorization document.

Employment Fairness for Taiwan Act of 2020 This bill directs the Department of the Treasury to instruct U.S. directors at each international financial institution to ensure that Taiwanese nationals are not discriminated against in employment decisions. (China's position is that Taiwan is a part of China and, as a result, international financial institutions generally do not recognize Taiwan as a country or a member country of the institution.)

Venezuela Temporary Protected Status Act of 2019 This bill addresses the migration of Venezuelan nationals by permitting them to qualify for temporary protected status, which prevents their removal from the United States and allows them to obtain employment and travel authorization. The bill also directs the Department of State to provide assistance to the migration systems of nations surrounding Venezuela to provide migration services and asylum to eligible Venezuelan citizens.

Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act--Part 2 or the EMPOWER Act--Part 2 This bill modifies the tax treatment of expenses and payments related to workplace harassment and employment discrimination. The bill prohibits a tax deduction for amounts paid or incurred by the taxpayer * pursuant to any judgment or award in litigation related to workplace harassment, including sexual harassment; * for expenses and attorney's fees in connection with the litigation resulting in the judgment or award (other than expenses or fees paid by the workplace harassment plaintiff or claimant); or * for insurance covering the defense or liability of the underlying claims in the litigation. The bill also (1) excludes from gross income amounts received in connection with a judgment, award, or settlement related to workplace harassment, including sexual harassment or other unlawful discrimination; and (2) limits the taxation of and the application of the alternative minimum tax to compensation received under a settlement or judgment for employment discrimination.

Better Agriculture Resources Now Act or the BARN Act This bill revises the H-2A visa program for temporary nonimmigrant agricultural workers. It moves administration of the program from the Department of Labor to the Department of Agriculture, and eliminates the requirement that employers hire any qualified U.S. applicants until 50% of the time period of the H-2A worker's contract has elapsed. The bill also revises requirements for employer-provided housing or housing allowances for H-2A workers, including standards for such accommodations. The employer shall request an inspection of the housing to certify that it meets the required standards. Aliens admittted as H2-A workers who overstay their visas are barred from the program for five years. Aliens admitted on the basis of fraud or who commit certain crimes are barred permanently. Employers who knowingly hire H-2A workers who overstay their visas or employers who engage in fraud or misrepresentation shall be barred from the program.

Paperwork Reduction for Farmers and H-2A Modernization Act This bill expands the H-2A (temporary agricultural worker) visa program to cover additional types of labor, makes various changes to the program, and provides a safe harbor for errors in nonimmigrant worker visa applications in certain instances. The bill makes H-2A visas available to an alien providing temporary labor that falls within the federal government classification categories for (1) grounds maintenance workers; (2) farming, fishing, and forestry occupations; or (3) forest, conservation, and logging workers. The bill authorizes joint employers to file a joint petition for an H-2A alien. The bill allows (1) employers seeking to rehire an H-2A worker to submit a simplified petition, and (2) employers seeking to hire H-2A workers for different time periods during a fiscal year to submit a single petition for such workers. The Department of Labor shall establish an electronic filing and appeals system for H-2A petitions. U.S. Citizenship and Immigration Services (USCIS) shall communicate electronically with an H-2A employer when USCIS requests evidence from the employer, if the employer asks to do so. An employer who uses a third-party service to apply for a nonimmigrant worker visa shall not be civilly or criminally liable for errors in the application if the employer reasonably believed that the application was accurate and complied with statutory requirements.

Paperwork Reduction for Farmers and H-2A Modernization Act This bill expands the H-2A (temporary agricultural worker) visa program to cover additional types of labor, makes various changes to the program, and provides a safe harbor for errors in nonimmigrant worker visa applications in certain instances. The bill makes H-2A visas available to an alien providing temporary labor that falls within the federal government classification categories for (1) grounds maintenance workers; (2) farming, fishing, and forestry occupations; or (3) forest, conservation, and logging workers. The bill authorizes joint employers to file a joint petition for an H-2A alien. The bill allows (1) employers seeking to rehire an H-2A worker to submit a simplified petition, and (2) employers seeking to hire H-2A workers for different time periods during a fiscal year to submit a single petition for such workers. The Department of Labor shall establish an electronic filing and appeals system for H-2A petitions. U.S. Citizenship and Immigration Services (USCIS) shall communicate electronically with an H-2A employer when USCIS requests evidence from the employer, if the employer asks to do so. An employer who uses a third-party service to apply for a nonimmigrant worker visa shall not be civilly or criminally liable for errors in the application if the employer reasonably believed that the application was accurate and complied with statutory requirements.

Preserving Employee Retirement Savings Act of 2020 This bill allows an employer that has a temporary substantial business hardship and, if not a tax-exempt or cooperative organization, does not have more that $41.5 million in gross receipts a tax credit for 20% of retirement contributions made to employee retirement accounts. The amount of such credit for any employer may not exceed $100,000 in any taxable year.

Time Off to Vote Act This bill entitles an employee to two hours of paid leave on the day of a federal election in order to vote. The employer may determine the two-hour period, excluding any lunch break or other break. Taking such leave shall not result in the employee losing accrued employment benefits. The bill makes it unlawful for an employer to interfere with the right to take such leave or for an employer to discriminate against an employee for taking such leave. The bill makes it unlawful for any employer to retaliate against an employee for (1) opposing any practice made unlawful by this bill; (2) filing a charge, or instituting or causing to be instituted any proceeding, under or related to this bill; or (3) testifying or preparing to testify in an inquiry or proceeding relating to such leave. The bill specifies penalties for employers who violate these provisions.

Fair Employment Protection Act of 2019 This bill sets forth employer liability standards to be applied in employee harassment claims under specified provisions of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, the Revised Statutes, the Genetic Information Nondiscrimination Act of 2008, the Government Employee Rights Act of 1991, employment discrimination laws relating to certain executive branch employees, and the Congressional Accountability Act of 1995. The bill declares that employers under such Acts are liable for the acts of any individual whose harassment of an employee created or continued an unlawful hostile work environment if, at the time of the harassment (1) such individual was authorized by that employer to undertake or recommend tangible employment actions affecting the employee or to direct the employee's daily work activities; or (2) the negligence of the employer led to the creation or continuation of that hostile work environment, otherwise modifying the liability standards provided by the Supreme Court inVance v. Ball State University, which limited the category of supervisors for whom an employer may be held vicariously liable to those individuals who have authority to take tangible employment actions.

Fair Employment Protection Act of 2019 This bill sets forth employer liability standards to be applied in employee harassment claims under specified provisions of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, the Revised Statutes, the Genetic Information Nondiscrimination Act of 2008, the Government Employee Rights Act of 1991, employment discrimination laws relating to certain executive branch employees, and the Congressional Accountability Act of 1995. The bill declares that employers under such Acts are liable for the acts of any individual whose harassment of an employee created or continued an unlawful hostile work environment if, at the time of the harassment (1) such individual was authorized by that employer to undertake or recommend tangible employment actions affecting the employee or to direct the employee's daily work activities; or (2) the negligence of the employer led to the creation or continuation of that hostile work environment, otherwise modifying the liability standards provided by the Supreme Court inVance v. Ball State University, which limited the category of supervisors for whom an employer may be held vicariously liable to those individuals who have authority to take tangible employment actions.

Helping Americans Succeed by Measuring Outcomes Act This bill (1) establishes certain performance measures for states receiving Temporary Assistance for Needy Families (TANF) program grants, and (2) requires states to specify how they will allow for transitional periods of benefits for recipients who become ineligible for TANF benefits due to employment or an increase in wages.

Worksite Reporting Act This bill directs the Department of Labor to revise regulations governing the recording and reporting of occupational injuries and illnesses. Specifically, the bill requires site-controlling employers to keep a site log for all recordable injuries and illnesses occurring among all employees on the particular site, irrespective of whether such employees are employed directly by the site-controlling employer or are employed by contractors, temporary help, or employee leasing services.

Public Safety Employer-Employee Cooperation Act This bill requires the Federal Labor Relations Authority to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the authority responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.

Public Safety Employer-Employee Cooperation Act This bill addresses the rights of public safety officers or employees to form and join a labor organization and to participate in certain organized job actions. The bill requires the Federal Labor Relations Authority (NLRA) to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the NLRA responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.