; and (2) in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce. (b) Notice of termination for live-In domestic employees (1) In general If an employer terminates the employment of a live-in domestic employee, the employer shall, except as provided in paragraph (3), provide the live-in domestic employee with— (A) written notice of the termination; and (B) (i) not less than 30 calendar days of lodging customarily provided— (I) on the employer’s household premises; or (II) on another premise of a comparable lodging condition; or (ii) severance pay in an amount equivalent to the live-in domestic employee’s average earnings for 2 weeks of employment in the preceding 6 months. (2) Off-site lodging or severance If an employer chooses to provide a live-in domestic employee who is terminated as described in paragraph (1) lodging described in paragraph (1)(B)(i)(II) or severance pay described in paragraph (1)(B)(ii), the employer shall allow the live-in domestic employee not less than 24 hours to vacate the employer’s household. (3) Exception (A) In general The requirements under paragraph (1) shall not be required in a case involving a good faith allegation described in subparagraph (B) that the live-in domestic employee has engaged in abuse or neglect, or caused any other harmful conduct against the employer, any member of the employer’s family, or any individual residing in the employer’s household. (B) Good faith allegations A good faith allegation under subparagraph (A) shall be— (i) made in writing and provided to the employee not later than 48 hours after the employer has knowledge of the conduct; (ii) supported by a reasonable basis and belief