March 19, 1997
The President will veto H.R. 1 if it is passed in its current form. The
President will not sign H.R. 1, or any other comp time legislation, unless it
adheres to three fundamental principles: (1) real choice for workers; (2) real
protection against employer abuse; and (3) preservation of workers' rights.
H.R. 1 purports to give working families greater flexibility. In reality, it grants employers more rights at the expense of working people:
The Miller amendment, however, would ensure real employee choice, by adding crucial provisions not found in H.R. 1. For example, employers that adopt comp time programs would have to make comp time available to similarly-situated employees on a fair and non-discriminatory basis. Working families are guaranteed real protection against possible comp time abuse through the Miller amendment.
Furthermore, the Miller amendment would preclude employers from using comp time to modify or reduce existing paid leave plans. It would entitle employees choosing comp time to get regular statements of their accrual and use of comp time; put a reasonable limit on the number of hours of comp time that can be accrued; and allow employees to seek damages when they incur costs because an employer wrongfully denies them use of the comp time they earned. The Secretary of Labor would have the authority to bar employers with a pattern and practice of comp time abuse from continuing to offer comp time. H.R. 1 has none of these protections. These are all improvements to H.R. 1 that guarantee the legislation enhances rather than decreases flexibility for America's working families.
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