‘‘SEC. 14D. MANDATORY COVERED DISCRIMINATION AND 
HARASSMENT 
TRAINING, 
INCLUDING 
BY-
STANDER TRAINING, AND WORKPLACE SUR-
VEY. 
‘‘(a) WORKPLACE TRAINING PROGRAMS.— 
‘‘(1) IN GENERAL.—Each covered issuer shall 
develop and disseminate workplace training pro-
grams to educate employees at all levels, no matter 
what position, about what constitutes prohibited cov-
ered discrimination and harassment, how to report 
covered discrimination and harassment, how to pre-
vent covered discrimination and harassment, and 
what rights employees have with respect to covered 
discrimination and harassment. 
‘‘(2) SPECIAL TRAINING FOR CERTAIN EMPLOY-
EES.—Each training program developed under para-
graph (1) shall require separate training for man-
agers and human resources employees. 
‘‘(3) SPECIFIC CONTENTS OF TRAINING PRO-
GRAM.—Each training program developed under 
paragraph (1) shall contain the following: 
‘‘(A) An explanation of what constitutes 
covered discrimination and harassment. 
‘‘(B) An explanation of how covered dis-
crimination and harassment can impact victims. 
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‘‘(C) The rights of individuals with respect 
to covered discrimination and harassment and 
how to report it. 
‘‘(D) How individuals, including bystand-
ers who encounter covered discrimination and 
harassment, can intervene or report covered dis-
crimination and harassment and what their 
rights are should they report. 
‘‘(E) How employers and managers can 
prevent covered discrimination and harassment 
from occurring in the workplace. 
‘‘(F) An identification of available re-
sources for making complaints, including con-
tact information for the head of human re-
sources, contact information for the whistle-
blower tip line established under this section, 
and other public resources where further infor-
mation can be obtained, such as law enforce-
ment agencies, hospitals, and mental health re-
sources. 
‘‘(4) FREQUENCY OF TRAINING.—Each training 
program developed under paragraph (1) shall— 
‘‘(A) require new employees to complete 
the training program not later than 60 days 
after the employee assumes their position; 
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‘‘(B) require all employees to complete the 
training program once annually; and 
‘‘(C) require any employee found to have 
committed covered discrimination and harass-
ment to retake the training as soon as possible. 
‘‘(b) ANNUAL SURVEY.—Each covered issuer shall 
conduct an annual survey of the issuer’s employees to de-
termine— 
‘‘(1) whether employees feel safe; 
‘‘(2) whether employees would be comfortable 
reporting sexual harassment; and 
‘‘(3) if there are ways the issuer could create 
better avenues for employees to report sexual har-
assment. 
‘‘(c) USE OF OUTSIDE LAW FIRMS.— 
‘‘(1) IN GENERAL.—Each covered issuer shall 
contract with a third-party law firm to carry out the 
workplace training program required under sub-
section (a) and the annual survey required under 
subsection (b). 
‘‘(2) SENSE OF CONGRESS.—It is the sense of 
the Congress that covered issuers should use the 
same law firm to carry out the annual survey and 
the workplace training program. 
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‘‘(d) WHISTLEBLOWER TIP LINE.—Each covered 
issuer shall— 
‘‘(1) establish an anonymous whistleblower tip 
line for employees; and 
‘‘(2) with respect to any report made to the tip 
line, immediately provide the report to the general 
counsel of the issuer, the head of human resources 
for the issuer, and the members of the board of di-
rectors of the issuer. 
‘‘(e) DEFINITIONS.—In this section: 
‘‘(1) COVERED
ISSUER.—The term ‘covered 
issuer’ means an issuer of a security registered pur-
suant to section 12. 
‘‘(2) EMPLOYEE.—With respect to an issuer, 
the term ‘employee’ means— 
‘‘(A) an employee of the issuer, including 
a volunteer or other individual working for the 
issuer without pay; and 
‘‘(B) an independent contractor who is 
contracting with the issuer, and each employee 
of the independent contractor, including a vol-
unteer or other individual working for the con-
tractor without pay.’’. 
Æ 
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