arrow_back Back to App

Flexible Work Hours: Option for Compensatory Time Off Instead of Overtime Pay.

This new act allows private sector employees to choose compensatory time off instead of overtime pay. The goal is to provide greater flexibility in managing work and personal life. Employers must ensure that this choice is voluntary and free from coercion.
Key points
Employees can choose 1.5 hours of compensatory time off for each hour of overtime worked, instead of monetary payment.
This requires a written agreement, which must be voluntary and not a condition of employment.
A maximum of 160 hours of compensatory time can be accrued; unused time must be paid out annually.
Employers are prohibited from intimidating or coercing employees regarding their choice or use of compensatory time.
The act and its amendments will expire five years after enactment.
article Official text account_balance Process page
Expired
Citizen Poll
No votes cast
Additional Information
Print number: 117_HR_1980
Sponsor: Rep. Miller, Mary E. [R-IL-15]
Process start date: 2021-03-17
Lustra uses Artificial Intelligence. Verify details in source documents.
Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
AI work logs for this document launch

OFFICIAL LEGAL TITLE

Working Families Flexibility Act of 2021

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 117_HR_1980.

Which chamber initiated this legislation?

This legislation was initiated in the House of Representatives.

When did the legislative process begin?

The process officially started on 2021-03-17.

What are the main provisions?

Key points include:

  • Employees can choose 1.5 hours of compensatory time off for each hour of overtime worked, instead of monetary payment.
  • This requires a written agreement, which must be voluntary and not a condition of employment.
  • A maximum of 160 hours of compensatory time can be accrued; unused time must be paid out annually.
  • Employers are prohibited from intimidating or coercing employees regarding their choice or use of compensatory time.
  • The act and its amendments will expire five years after enactment.
What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Rep. Miller, Mary E. [R-IL-15].

What is the latest detailed status?

The latest detailed status is: Referred to the House Committee on Education and Labor.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-27.

CATEGORIES

Labor