Warehouse Worker Protection Act

This bill sets national rules to protect people who work in warehouses. It requires clear, written explanations of any work quotas and any monitoring tools used, and advance notice before changes happen. It bans quotas that block legally required breaks, bathroom use (including reasonable travel time), safety rules, or rights under labor law. It also bans measuring total output in chunks shorter than a day and judging workers during any paid or unpaid break. If a worker is disciplined for missing a quota, the employer must explain why and share the worker’s speed data in a human‑readable way. Employers must keep records, limit how they collect and share speed data, post notices of worker rights, and give one paid 15‑minute rest break for every 4 hours worked. Retaliation is banned, with a 90‑day presumption in the worker’s favor after they use these rights. Workers can file complaints, choose a representative to help, and get inspections if injury rates are high or enough credible complaints are filed. Civil penalties can be steep, especially for repeat or willful violations. States and union contracts can still set stronger protections.

It also pushes safety improvements. OSHA must propose and finalize rules to prevent musculoskeletal injuries (like those from heavy lifting or repetitive tasks) and to ensure quick medical referrals after injuries. Warehouses must have trained first‑aid help on site and access to an occupational medicine doctor.

• Who is affected: Workers and employers in warehouse facilities; workers can choose a representative to help with complaints and inspections.
• What changes:
  • Clear written info on quotas and surveillance; updates before changes.
  • Bans harmful quotas; no measuring output in less than a day; no judging breaks.
  • Right to request quota details and personal speed data; employer recordkeeping and data‑minimization.
  • One paid 15‑minute rest break for every 4 hours worked; required workplace notices.
  • Strong anti‑retaliation rules with a 90‑day presumption; complaint and inspection processes; significant fines.
  • Limits on forced arbitration for these claims.
  • OSHA safety and medical standards on set timelines.
• When: Several parts take effect on timelines set in the bill, including OSHA rules to be proposed within 1–3 years and finalized within 3–4 years; notices and quota disclosures start on or after 180 days from enactment.