without incurring additional points or discipline. (b) Requirements for attendance systems It shall be an unlawful employment practice for a covered entity to maintain any attendance system policy, or pattern and practice, that discourages employees from exercising, or attempting to exercise, any right to legally protected leave. 113. Remedies and enforcement (a) Civil action The powers, remedies, and procedures provided in section 107 of the Family and Medical Leave Act of 1993 ( 29 U.S.C. 2617 ) shall be the powers, remedies, and procedures this subtitle provides to any person alleging an unlawful employment practice described in section 112. (b) Penalties Any covered entity that commits an unlawful employment practice described in section 112 shall be subject to civil penalties not to exceed the amounts set forth in section 17(a) of the Occupational Safety and Health Act of 1970 ( 29 U.S.C. 666(a) ), as adjusted annually for inflation. The Secretary or the Office of Federal Contract Compliance Programs may bring any legal action necessary, including administrative action, to collect such penalties. 114. Rulemaking Not later than 2 years after the date of enactment of this Act, the Secretary, in coordination with the Equal Employment Opportunity Commission and the heads of other relevant Federal agencies, shall issue regulations in an accessible format in accordance with subchapter II of chapter 5 of title 5, United States Code, to carry out this subtitle. Such regulations shall provide an example of a model no fault attendance policy that conforms to the requirements of this subtitle. 115. Relationship to other laws Nothing in this subtitle shall be construed to invalidate or limit the powers, remedies, and procedures under any Federal law or law of any State or political subdivision of any State or jurisdiction that provide leave rights, whether paid or unpaid (such as sick time, family or medical leave, and time off as an accommodation). 116. Waiver of State immunity A State shall not be immune under the