This legislative proposal aims to enhance protections and ensure fair treatment for part-time and temporary employees across various sectors. It is divided into two main titles, addressing expanded access to benefits and equitable workplace practices. The bill seeks to rectify existing disparities faced by these workers. Title I focuses on significantly altering eligibility requirements for the Family and Medical Leave Act (FMLA). It amends the FMLA and related statutes, including those for federal employees, to eliminate the previous "12 months and at least 1,250 hours of employment" standard. Under the proposed changes, an employee would become eligible for FMLA leave after just 90 days of employment , making these critical protections accessible to many more workers, particularly those in part-time roles. Title II introduces comprehensive measures to ensure fair treatment for part-time and temporary workers. It prohibits employers from discriminating against employees based on their scheduled hours or expected duration of employment if their jobs require substantially equal skill, effort, responsibility, and duties. This includes preventing differential treatment in compensation, work hour scheduling, accrual of pro-rata benefits, and promotion opportunities . A key provision in Title II requires employers to prioritize existing employees for additional work hours. Employers must obtain employees' desired weekly work hours and availability, then offer these hours to current staff before hiring new external employees or contractors. If an existing employee is not scheduled for desired hours and a new hire performs that work, the existing employee must be compensated, with specific exceptions for lack of qualifications or overtime pay. The bill also outlines prohibited acts, making it unlawful for employers to interfere with these new rights or retaliate against employees who exercise them. It establishes a robust enforcement framework, granting the Secretary of Labor investigative authority and requiring employers to maintain detailed records. Employees can pursue civil actions for damages, interest, and equitable relief, while the Secretary can investigate complaints, issue orders, and assess civil penalties for willful violations, ensuring accountability and compliance.