fast facts 

Office of Compliance 

advancing safety, health, and workplace rights in the legislative branch 

Labor-Management Relations May 2008 

Provisions Under the CAA 

The Congressional Accountability Act 

(CAA) was enacted in 1995 to provide certain 

rights, protections, and responsibilities to legislative 

branch employees and employers, including those 

afforded under the Federal Labor Relations Act 

(FLRA). 

The following checklist has been developed 

to assist employers and employees in filing unfair 

labor practice charges with the Office of Compliance Office of the General Counsel. An unfair 

labor practice charge must be filed within 180 days 

of its occurrence. 

Steps for Filing an Unfair Labor Practice 

Charge with the Office of Compliance 

Is the employee/employer covered under the 

CAA? 

Covered employers include but are not limited 

to: 

• The Architect of the Capitol; 

• United States Capitol Police; 

• Capitol Guide Service; 

• Congressional Budget Office; 

• Office of the Attending Physician; 

• Office of Compliance. 

The Office of Compliance does not have jurisdiction over labor-management issues for the 

Library of Congress or its employees, or 

employees of members of Congress. 

Has there been an unfair labor practice committed? 

Employing Offices are prohibited from: 

• Interfering with, restraining, coercing, or taking reprisals against employees in the exercise of their labor organizing rights under the CAA; 

• Encouraging or discouraging membership in a particular labor organization; 

• Refusing to consult or negotiate in good faith with a 

labor organization. 

Examples of prohibited actions include: threats of reprisal, 

refusing to consult or bargain in good faith with the union, 

or making threatening statements to discourage filing of 

representation petitions. 

Labor Organizations are prohibited from: 

• Interfering with, restraining, coercing, or taking reprisals against employees in the exercise of their labor 

organizing rights under the CAA; 

• Discriminating against an employee with regard to the 

terms or conditions of membership in the labor organization on the basis of race, color, creed, national origin, 

sex, age, preferential or non-preferential civil service 

status, political affiliation, marital status, or handicap; 

• Refusing to consult or negotiate in good faith with an 

employing office. 

Examples of prohibited actions include: discriminating 

against an employee with regard to membership in the 

union, failing to adequately represent its members, and 

refusing to consult or negotiate in good faith with an 

employing office. 
If you are a covered employee or employer and would like to file an unfair labor practice charge: 

• Contact the Office of Compliance. 

• Obtain a charge form and submit it to the Office of Compliance with a notice of service. 

• The charge form must contain a clear and concise statement of facts alleged to constitute an unfair labor 

practice. 

• A copy of the charge form must be sent to the party against whom the charge is filed and notice of 

service provided to the Office of Compliance. 

Investigatory Steps followed by the Office of Compliance 

• A 15-day period to encourage the parties to settle begins to run from the date the charge is filed with the Office of 

Compliance (when both the charge form and notice that the charge has been given to the charged party have been 

received). 

• At the completion of the 15-day period, the Office of the General Counsel begins its investigation. 

• Ordinarily, the General Counsel will ask for the following information when conducting an investigation: 

• Position statements from each of the parties; 

• Copies of applicable collective bargaining agreements; 

• Copies of any information relevant to the charge. 

• At the end of the investigation, the Office of Compliance will review the information received and make a 

determination either to issue a complaint or dismiss the charge. 

The Office of Compliance advances safety, health, and workplace rights in the U.S. Congress and 

the Legislative Branch. Established as an independent agency by the Congressional Accountabil- ity Act of 1995, the Office educates employees and employing offices about their rights and 

responsibilities under the Act, provides an impartial dispute resolution process, and investigates 

and remedies violations of the Act. 

If you have any questions, please do not hesitate to contact the Office of Compliance: 

Room LA 200 

John Adams Building110 

Second Street, S 

Washington, D.C. 20540 

t/ 202-724-9250 

tdd/ 202-426-1912 

f/ 202-426-1913 

Download the entire “Fast Facts” suite at http://www.compliance.gov 

This information does not constitute advice or an official ruling of the Office of Compliance or the Board of Directors and is intended for educational purposes only. For further information, please refer to the Congressional 

Accountability Act (2 U.S.C. 1301 et seq.) and the regulations issued by the Board, or you may contact the Office of Compliance .