Contact Congress about H.R. 4896: Warehouse Worker Protection Act

Large warehouse workers would get clearer quota rules, paid rest breaks, and more control over speed-tracking data. Employers could still measure work, but they could not use quotas that block breaks, safety rules, disability rights, or organizing rights.

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Warehouse Worker Protection Act is a House bill in committee. The latest recorded action: Referred to the Committee on Education and Workforce, and in addition to the Committee on Energy and Commerce, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.

Latest action on H.R. 4896: Referred to the Committee on Education and Workforce, and in addition to the Committee on Energy and Commerce, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.

Who this affects: This bill mainly affects workers at large warehouses, e-commerce facilities, wholesale centers, mail-order warehouses, and some courier or delivery hubs. It also affects employers that use quotas or electronic monitoring to track worker speed. Federal labor, safety, labor-rights, and consumer-protection agencies would also have new duties.

Why this matters: Many warehouse jobs now use strict speed targets and tracking tools that can shape how people work every minute. This bill would set a federal floor for those systems. It could make breaks, safety steps, and data access clearer for workers. It could also raise costs and legal risk for large employers that rely on real-time productivity tracking. The final effect would depend on agency rules, enforcement, and how employers change their systems.

Key provisions in H.R. 4896

• The bill covers large employers with more than 200 workers across certain facilities. It applies to quota-based work in warehouses, wholesale sites, e-commerce facilities, and courier operations.
• The bill creates a Fairness and Transparency Office inside the Labor Department's Wage and Hour Division. A President-appointed Director would lead it, with advice from an expert board.
• Employers would have to explain each quota in writing and in plain language. The notice must cover how the quota is calculated, any discipline or rewards, and all monitoring or data tools tied to it.
• Employers could not use quotas that block required meals, rest, or bathroom breaks. Quotas also could not block safety rules, disability accommodations, nondiscrimination rights, National Labor Relations Act rights, or union contract rights.
• Employers could not judge total output over periods shorter than one day. They also could not measure or rate output during paid or unpaid breaks.

How Modern Action helps you take action on H.R. 4896

You do not have to start with a blank letter. Modern Action turns the bill, your position, and the relevant congressional context into a message you can edit and send. The goal is to make contacting Congress clear, specific, and useful without forcing you to parse bill text or figure out the right office on your own.

Questions people ask about H.R. 4896

What is H.R. 4896?

Large warehouse workers would get clearer quota rules, paid rest breaks, and more control over speed-tracking data. Employers could still measure work, but they could not use quotas that block breaks, safety rules, disability rights, or organizing rights.

How do I support or oppose H.R. 4896?

Choose support, oppose, or ask for changes on Modern Action. The action flow drafts the message for you and keeps the wording tied to this bill.

Who should I contact about H.R. 4896?

Modern Action uses your location to route the action to the congressional offices relevant to the bill and your representation.

Can Modern Action explain H.R. 4896 before I act?

Yes. Modern Action gives you a plain-English summary, current status, and action context before you send anything.