arm than all other means combined. The presence of 
a gun in domestic violence situations increases the 
risk of homicide for women by 500 percent. 
(6) Violence can have a dramatic impact on the 
survivor of such violence. Studies indicate that 44 
percent of surveyed employed adults experienced the 
effect of domestic violence in the workplace, domes-
tic violence victims report that they lost a job, and 
1 in 3 domestic violence victims report that they lost 
a job due to domestic violence. Another recent sur-
vey found that 78 percent of offenders used work-
place resources to express anger, check up on, pres-
sure, or threaten a survivor of sexual assault, wheth-
er occurring in or out of the workplace, can impair 
an employee’s work performance, require time away 
from work, and undermine the employee’s ability to 
maintain a job. Nearly 50 percent of sexual assault 
survivors lose their jobs or are forced to quit in the 
aftermath of the assaults. 
(7) In a study commission by the Office on Vio-
lence Against Women of the Department of Justice, 
66 percent of respondents said an abusive partner 
had disrupted their ability to complete education or 
training through tactics such as not allowing them 
access to money to pay for school, socially isolating 
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the survivor, controlling or monitoring their mobility, 
using physical or sexual violence, and damaging or 
destroying personal property. 
(8) Significant barriers survivors confront in-
clude housing, transportation, and child care. Nine-
ty-two percent of homeless women have experienced 
domestic violence, and more than 50 percent cite do-
mestic violence as the direct cause for homelessness. 
Survivors are deprived of their autonomy, liberty, 
and security, and face tremendous threats to their 
health and safety. 
(9) The National Institutes of Health report 
that survivors of severe intimate partner violence 
lose nearly 8,000,000 days of paid work, which is 
the equivalent of more than 32,000 full-time jobs 
and almost 5,600,000 days of household productivity 
each year. Therefore, women disproportionately need 
time off to care for their health or to find safety so-
lutions, such as obtaining a restraining order or 
finding housing, to avoid or prevent further violence. 
(10) Annual costs of intimate partner violence 
are estimated over $8,300,000,000. According to the 
Centers for Disease Control and Prevention, the 
costs of intimate partner violence against women in 
1995 exceeded an estimated $5,800,000,000. These 
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costs included nearly $4,100,000,000 in the direct 
costs of medical and mental health care and nearly 
$1,800,000,000 in the indirect costs of lost produc-
tivity. These statistics are generally considered to be 
underestimated because the costs associated with the 
criminal justice system are not included. 
(11) Studies estimate that work days lost due 
to intimate partner violence, sexual violence, or 
stalking over victims’ lifetimes are worth an esti-
mated $137,800,000,000 (calculated using 2022 dol-
lars). According to the Bureau of Justice Statistics, 
about 3,400,000 of all persons age 16 or older were 
victims of stalking in 2019. Moreover, 17 percent of 
stalking victims describe losing a job or job opportu-
nities, 1 in 8 employed stalking victims lose time 
from work as a result of their victimization, and 
more than half lose 5 days of work or more. 
(12) Fifty-five percent of senior executives re-
cently surveyed said domestic violence has a harmful 
effect on their company’s productivity. Seventy-eight 
percent of human resources professionals consider 
partner violence a workplace issue. However, more 
than 70 percent of United States workplaces have no 
formal program or policy that addresses workplace 
violence, let alone domestic violence. In fact, only 20 
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percent of employers provided training on domestic 
violence. 
(13) Studies indicate that one of the best pre-
dictors of whether a survivor will be able to stay 
away from his or her abuser is the degree of his or 
her economic independence. However, domestic vio-
lence, dating violence, sexual assault, and stalking 
often negatively impact a survivor’s ability to main-
tain employment. 
(14) Abusers frequently seek to exert financial 
control over their partners by actively interfering 
with their ability to work, including preventing their 
partners from going to work, harassing their part-
ners at work, limiting their partners’ access to cash 
or transportation, and sabotaging their partners’ 
child care arrangements. 
(15) Economic abuse refers to behaviors that 
control an intimate partner’s ability to acquire, use, 
and maintain access to, money, credit, ownership of 
assets, or access to governmental or private financial 
benefits, including defaulting on joint obligations 
(e.g. school loans, credit card debt, mortgage, or 
rent). Other forms may include— 
(A) preventing someone from attending 
school; 
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(B) threatening to or actually terminating 
employment; 
(C) controlling or withholding access to 
cash, checking, or credit accounts; and 
(D) attempts to damage or sabotage an in-
timate partner’s creditworthiness, including 
forcing a survivor to write bad checks, taking 
on debt in the survivor’s name, including forc-
ing a survivor to default on payments related to 
household needs, such as housing, or forcing a 
survivor into bankruptcy. 
(16) Economic abuse is a significant aspect of 
teen dating violence, and has harmful long-term im-
pacts on educational attainment, employment oppor-
tunities, and financial independence. 
(17) The Patient Protection and Affordable 
Care Act (Public Law 111–148), and the amend-
ments made by such Act, ensures that most health 
plans must cover preventive services, including 
screening and counseling for domestic violence, at no 
additional cost. In addition, it prohibits insurance 
companies from discriminating against patients for 
preexisting conditions, like domestic violence. 
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charged, and standards for payment of claims; 
or 
(E) prohibit insurers from disclosing infor-
mation about abuse and the location of the sur-
vivors through insurance databases and other 
means. 
(19) October is National Domestic Violence 
Awareness Month. 
(20) This Act aims to empower survivors of do-
mestic violence, dating violence, sexual assault, or 
stalking to be free from violence, hardship, and con-
trol, which restrains basic human rights to freedom 
and safety in the United States. 
SEC. 3. DEFINITIONS. 
In this Act: 
(1) COMMUNICATION OF AN INTIMATE VISUAL 
DEPICTION.— 
(A) IN GENERAL.—The term ‘‘communica-
tion of an intimate visual depiction’’, when used 
with respect to an individual, includes a trans-
mission, dissemination, or receipt through elec-
tronic or other communication containing at 
least 1 intimate visual depiction of the indi-
vidual without the individual’s consent. 
(B) DEFINITIONS.—In this paragraph: 
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(i) INTIMATE
VISUAL
DEPICTION.— 
The term ‘‘intimate visual depiction’’ 
means any— 
(I) photograph, motion picture 
film, videotape, digital image, image 
from social media, or any other re-
cording or other image of an indi-
vidual (other than the person taking 
the image), which individual is identi-
fiable from the image itself or from 
information displayed with or other-
wise connected to the image, that de-
picts— 
(aa) sexual activity, includ-
ing sexual intercourse or mas-
turbation; or 
(bb) an individual’s intimate 
body parts, whether nude or visi-
ble through less than opaque 
clothing; or 
(II) deepfake of the individual 
used to realistically depict the indi-
vidual such that a reasonable person 
would believe the individual is actually 
depicted, that depicts— 
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(aa) sexual activity, includ-
ing sexual intercourse or mas-
turbation; or 
(bb) an individual’s intimate 
body parts, whether nude or visi-
ble through less than opaque 
clothing. 
(ii) CONSENT.—The term ‘‘consent’’ 
means an affirmative, conscious, and vol-
untary authorization made by an individual 
free from force, fraud, duress, misrepre-
sentation, or coercion. 
(iii) 
DEEPFAKE.—The 
term 
‘‘deepfake’’ means a video or image that is 
generated or substantially modified using 
machine-learning techniques or any other 
computer-generated or machine-generated 
means to falsely depict an individual’s ap-
pearance or conduct. 
(2) DATING
VIOLENCE; 
SEXUAL
ASSAULT; 
STALKING.—The terms ‘‘dating violence’’, ‘‘sexual 
assault’’, and ‘‘stalking’’ have the meanings given 
the terms in section 40002 of the Violence Against 
Women Act of 1994 (34 U.S.C. 12291). 
(3) DOMESTIC PARTNER.— 
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(A) IN
GENERAL.—The term ‘‘domestic 
partner’’, with respect to an individual, means 
another individual with whom the first indi-
vidual is in a committed relationship, as defined 
under subparagraph (B). 
(B) COMMITTED RELATIONSHIP.—In this 
paragraph, the term ‘‘committed relationship’’ 
means a relationship in which the covered indi-
vidual, and the domestic partner of the covered 
individual, share responsibility for a significant 
measure of each other’s common welfare. This 
includes any relationship between individuals of 
the same or different sex that is granted legal 
recognition by a State or other political subdivi-
sion as a marriage or analogous relationship 
(including a civil union). 
(4) DOMESTIC VIOLENCE.—The term ‘‘domestic 
violence’’ has the meaning given the term in section 
40002 of the Violence Against Women Act of 1994 
(34 U.S.C. 12291), except that the reference in such 
section to the term ‘‘jurisdiction receiving grant 
funding’’ shall be deemed to mean the jurisdiction in 
which the victim lives. 
(5) EMPLOY; STATE.—The terms ‘‘employ’’ and 
‘‘State’’ have the meanings given the terms in sec-
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tion 3 of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203). 
(6) EMPLOYEE.— 
(A) IN GENERAL.—The term ‘‘employee’’ 
means any individual employed by an employer. 
In the case of an individual employed by a pub-
lic agency, such term means an individual em-
ployed as described in section 3(e)(2) of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 
203(e)(2)). 
(B) BASIS.—The term includes an indi-
vidual employed as described in subparagraph 
(A) on a full- or part-time basis, for a fixed 
time period, on a temporary basis, pursuant to 
a detail, or as a participant in a work assign-
ment as a condition of receipt of Federal or 
State income-based public assistance. 
(7) EMPLOYER.—The term ‘‘employer’’ has the 
meaning given the term in section 701(b) of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e(b)). 
(8) EMPLOYMENT BENEFITS.—The term ‘‘em-
ployment benefits’’ means all benefits provided or 
made available to employees by an employer, includ-
ing group life insurance, health insurance, disability 
insurance, sick leave, annual leave, educational bene-
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fits, and pensions, regardless of whether such bene-
fits are provided by a practice or written policy of 
an employer or through an employee benefit plan, as 
defined in section 3(3) of the Employee Retirement 
Income Security Act of 1974 (29 U.S.C. 1002(3)). 
(9) FAMILY
OR
HOUSEHOLD
MEMBER.—The 
term ‘‘family or household member’’, used with re-
spect to an individual, means an individual who— 
(A) is a son or daughter, parent, spouse, 
domestic partner, or any other individual re-
lated by blood or affinity whose close associa-
tion with the individual is the equivalent of a 
family relationship; and 
(B) is not the abuser (as defined in section 
501) involved. 
(10) FAMILY VIOLENCE.—The term ‘‘family vi-
olence’’ has the meaning given the term in section 
302 of the Family Violence Prevention and Services 
Act (42 U.S.C. 10402), except that such term shall 
include an action committed against that individual 
by any family member or any person who resides in 
that individual’s household. 
(11) GENDER-BASED VIOLENCE AND HARASS-
MENT.— 
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(A) IN
GENERAL.—The term ‘‘gender- 
based violence and harassment’’ means violence 
and harassment directed at an individual be-
cause of their sex or gender, or affecting indi-
viduals of a particular sex or gender dispropor-
tionately, and includes sexual harassment. 
(B) VIOLENCE AND HARASSMENT.—In this 
paragraph, the term ‘‘violence and harassment’’ 
means a range of unacceptable behaviors and 
practices, or threats thereof, whether a single 
occurrence or repeated, that aim at, result in, 
or are likely to result in physical, psychological, 
sexual, economic, or technological harm, and in-
cludes sexual harassment. 
(12) PERSON.—The term ‘‘person’’ has the 
meaning given the term in section 3 of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 203). 
(13) PUBLIC AGENCY.—The term ‘‘public agen-
cy’’ has the meaning given the term in section 3 of 
the Fair Labor Standards Act of 1938 (29 U.S.C. 
203). 
(14) PUBLIC ASSISTANCE.—The term ‘‘public 
assistance’’ includes cash, benefits issued under a 
supplemental nutrition assistance program under 
section 4 of the Food and Nutrition Act of 2008 (7 
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U.S.C. 2013), medical assistance, housing assist-
ance, and other benefits provided on the basis of in-
come by a public agency. 
(15) QUALIFYING
ACT
OF
VIOLENCE.—The 
term ‘‘qualifying act of violence’’ means an act, con-
duct, or pattern of conduct that is or could con-
stitute any of the following: 
(A) Domestic violence. 
(B) Family violence. 
(C) Sexual assault. 
(D) Sexual harassment. 
(E) Stalking. 
(F) Dating violence. 
(G) Trafficking. 
(H) Communication of an intimate visual 
depiction. 
(I) Other forms of gender-based violence or 
harassment. 
(J) An act, conduct, or pattern of con-
duct— 
(i) in which an individual causes or 
threatens to cause bodily injury or death to 
another individual; 
(ii) in which an individual exhibits, 
draws, brandishes, or uses a firearm, or 
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other dangerous weapon, with respect to 
another individual; or 
(iii) in which an individual uses, or 
makes a reasonably perceived or actual 
threat to use force against another indi-
vidual to cause bodily injury or death. 
(16) SEXUAL HARASSMENT.—The term ‘‘sexual 
harassment’’ means conduct that is considered to be 
sexual harassment under applicable Federal, Tribal, 
or State law. 
(17) TRAFFICKING.—The term ‘‘trafficking’’ 
means an act or threat of an act that may constitute 
sex trafficking or human trafficking, as prescribed 
by Federal, Tribal, or State law. 
(18) VICTIM OF A QUALIFYING ACT OF VIO-
LENCE.—The term ‘‘victim of a qualifying act of vio-
lence’’ includes— 
(A) an individual who has experienced or is 
experiencing a qualifying act of violence; and 
(B) an individual whose family or house-
hold member has experienced or is experiencing 
a qualifying act of violence. 
(19) VICTIM
SERVICES
ORGANIZATION.—The 
term ‘‘victim services organization’’ means an orga-
nization that provides services to victims of a quali-
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fying act of violence, including telephonic or web- 
based hotlines, legal assistance and legal advocacy, 
economic advocacy, emergency and transitional shel-
ter, accompaniment and advocacy through medical, 
civil or criminal justice, immigration, and social sup-
port systems, crisis intervention, short-term indi-
vidual and group support services, information and 
referrals, culturally specific services, population spe-
cific services, and other related supportive services. 
SEC. 4. RULE OF CONSTRUCTION REGARDING MORE PRO-
TECTIVE LAWS, AGREEMENTS, PROGRAMS, 
AND PLANS. 
Nothing in this Act, including the amendments made 
by this Act, shall be construed to supersede any provision 
of any Federal, State, or local law, collective bargaining 
agreement, or employment benefits program or plan that 
provides— 
(1) greater leave rights for victims of a quali-
fying act of violence than the rights established 
under this Act; or 
(2) leave benefits for a larger population of vic-
tims of a qualifying act of violence (as defined in 
such law, agreement, program, or plan) than the vic-
tims of a qualifying act of violence covered under 
this Act. 
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SEC. 5. ARBITRATION. 
(a) IN GENERAL.—Notwithstanding any other provi-
sion of this Act, no predispute arbitration agreement or 
predispute joint-action waiver, as those terms are defined 
in section 401 of title 9, United States Code, that relates 
to a claim arising out of title II, title III, or title V, shall 
be valid or enforceable. 
(b) APPLICABILITY.—An issue as to whether title II, 
title III, or title V applies with respect to a dispute shall 
be determined under Federal law. The applicability of 
such a title to an agreement to arbitrate and the validity 
and enforceability of an agreement to which such a title 
applies shall be determined by a court, rather than an ar-
bitrator, irrespective of whether the party resisting arbi-
tration challenges the arbitration agreement specifically or 
in conjunction with other terms of the contract containing 
such agreement, and irrespective of whether the agree-
ment purports to delegate such determinations to an arbi-
trator. 
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TITLE I—REAUTHORIZATION OF 
NATIONAL 
RESOURCE 
CEN-
TER GRANTS ON WORKPLACE 
RESPONSES TO ASSIST VIC-
TIMS OF DOMESTIC AND SEX-
UAL VIOLENCE 
SEC. 101. GRANT PROGRAM REAUTHORIZATION. 
(a) INFORMATION
AND
ASSISTANCE
TO
VICTIM 
SERVICE
PROVIDERS
AND
COMMUNITY
ORGANIZA-
TIONS.—Section 41501(a) of the Violence Against Women 
Act of 1994 (34 U.S.C. 12501(a)) is amended by striking 
the period at the end and inserting ‘‘, and to victim serv-
ices organizations (as defined in section 3 of the SAFE 
for Survivors Act of 2024) (including community based 
organizations) and Tribal, State, and territorial domestic 
violence or sexual assault coalitions to enable the organiza-
tions and coalitions to provide resource materials or other 
assistance to employers, labor organizations, or employ-
ees.’’. 
(b) ADMINISTRATIVE PROVISIONS.—Section 41501 
of the Violence Against Women Act of 1994 (34 U.S.C. 
12501) is amended by adding at the end the following: 
‘‘(h) ADMINISTRATIVE COSTS.— 
‘‘(1) IN GENERAL.—From the amount appro-
priated pursuant to subsection (f) for each fiscal 
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year, the Attorney General shall not use more than 
2.5 percent for the administration and monitoring of 
grants made available under this section. 
‘‘(2) EVALUATIONS.—From the amount appro-
priated pursuant to subsection (f) for each fiscal 
year, the Director of the Office on Violence Against 
Women shall not use more than 5 percent to award 
contracts or cooperative agreements to entities with 
demonstrated expertise in program evaluation to 
evaluate programs under this section.’’. 
TITLE II—SAFE LEAVE FOR AD-
DRESSING QUALIFYING ACTS 
OF VIOLENCE 
SEC. 201. ENTITLEMENT TO SAFE LEAVE FOR ADDRESSING 
DOMESTIC VIOLENCE, DATING VIOLENCE, 
SEXUAL ASSAULT, OR STALKING. 
(a) SAFE LEAVE GENERALLY.—An employer shall 
provide each employee employed by the employer not less 
than 40 work days of leave in a 12-month period to be 
used as described in subsection (d) (referred to in this title 
as ‘‘safe leave’’), of which not fewer than 10 workdays (of 
the employee’s choice) shall be paid. The remaining days 
of safe leave may be unpaid leave, except that the em-
ployee may elect to substitute the leave under section 204. 
An employee may take not more than a total of 40 work 
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days of paid or unpaid safe leave in a 12-month period 
under this section (which may be taken intermittently or 
on a reduced leave schedule), in addition to any leave 
taken under title I of the Family and Medical Leave Act 
of 1993 (29 U.S.C. 2611 et seq.) or subchapter V of chap-
ter 63 of title 5, United States Code. 
(b) CONSTRUCTION.—Nothing in this section shall be 
construed as requiring financial or other reimbursement 
to an employee from an employer upon the employee’s ter-
mination, resignation, retirement, or other separation 
from employment for earned paid safe leave that has not 
been used. 
(c) REINSTATEMENT.—If an employee is separated 
from employment with an employer and is rehired, within 
12 months after that separation, by the same employer, 
the employer shall (in addition to providing unpaid safe 
leave in accordance with subsection (a)) reinstate the em-
ployee’s previously earned paid safe leave. The employee 
shall be entitled to use the earned paid safe leave and earn 
additional paid safe leave at the recommencement of em-
ployment with the employer. 
(d) USES.—Safe leave earned under this section may 
be used by an employee for an absence resulting from a 
qualifying act of violence if the time is for the employee 
or employee’s family or household member to— 
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(1) seek, receive, or secure counseling; 
(2) seek or secure temporary or permanent relo-
cation or take steps to secure an existing home; 
(3) seek, receive, or follow up on assistance 
from an organization or agency providing services to 
victims; 
(4) seek legal assistance or attend legal pro-
ceedings, including preparation for or participation 
in any related administrative, civil, or criminal legal 
proceeding or other related activities; 
(5) seek medical attention for physical or psy-
chological injury or disability caused or aggravated 
by a qualifying act of violence; 
(6) attend or make arrangements for the fu-
neral or alternative to a funeral or wake of a victim 
of a qualifying act of violence who died as a result 
of a qualifying act of violence or grieve the death of 
a victim who died as a result of a qualifying act of 
violence; 
(7) obtain or provide childcare or adult depend-
ent care necessary as a result of a qualifying act of 
violence; 
(8) enroll a child in a new school or make a 
care arrangement; 
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(9) access financial services or meet with a fi-
nancial professional to address financial issues re-
sulting from the qualifying act of violence; 
(10) enroll, renew, or otherwise obtain benefits 
or public assistance or other services; 
(11) access accessibility accommodations, in-
cluding retrofitting home or vehicle or securing or 
being fitted for accessibility equipment; or 
(12) take any other steps necessary to protect 
or restore their physical, mental, emotional, and eco-
nomic well-being or the well-being of a family mem-
ber recovering from covered acts. 
(e) PROCEDURES.— 
(1) REQUEST.—Safe leave shall be provided 
upon the oral or written request of an employee. 
Such request shall— 
(A) include the expected duration of the 
period of such leave; and 
(B) be provided as soon as practicable 
after the employee is aware of the need for such 
period. 
(2) CERTIFICATION.— 
(A) IN GENERAL.—If the period in ques-
tion covers more than 3 workdays, an employer 
may require that a request for safe leave under 
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this section for a purpose described in sub-
section (d) be supported— 
(i) by any form of certification, as de-
termined by the employee, consisting of— 
(I) a sworn statement of the em-
ployee or the family or household 
member, or another person with 
knowledge of the situation, as the case 
may be; 
(II) documentation from an em-
ployee or volunteer working for a vic-
tim services organization, an attorney, 
a police officer, a medical professional, 
a social worker, an antiviolence coun-
selor, a member of the clergy, or an-
other professional, affirming that the 
employee or a family or household 
member of the employee is a victim of 
a qualifying act of violence; 
(III) a police or court record in-
dicating that the employee, or a fam-
ily or household member of the em-
ployee, was a victim of a qualifying 
act of violence; 
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(IV) a court order protecting or 
separating the employee or a family or 
household member of the employee 
from the perpetrator of a qualifying 
act of violence or other evidence from 
the court or prosecuting attorney that 
the employee or family or household 
member has appeared in court or is 
scheduled to appear in court in a pro-
ceeding related to a qualifying act of 
violence; or 
(V) other corroborating evidence 
concerning the employee or family or 
household member; and 
(ii) if the victim is the employee’s 
family or household member, in order to 
verify the employee’s relationship with the 
victim, by information that may include a 
sworn statement of the employee, a birth 
certificate, a court document, or other cor-
roborating evidence. 
(B) SURVIVOR
INFORMATION
PROTEC-
TIONS.— 
(i) IN GENERAL.—The facts to be dis-
closed in any certification shall be limited 
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to the minimum necessary to verify a need 
for the employee to be absent from work in 
connection with a qualifying act of vio-
lence, and the employee shall not be re-
quired to explain the details of the quali-
fying act of violence or how leave will be 
used. 
(ii) LIMITATION ON INFORMATION RE-
QUIREMENTS.—An employer may not re-
quire an employee, in order to obtain leave 
under this section, to produce, discuss with 
the employer, or provide— 
(I) any additional information, 
beyond the information enumerated in 
this subsection that establishes that 
the employee is eligible for leave 
under this section; or 
(II) any information that would 
compromise the safety of the employee 
or family or household member in any 
way. 
(C) TIMELINESS.—The employee shall pro-
vide a copy of such certification to the employer 
in a timely manner, and not later than 30 days 
after the first day of the period of leave, to the 
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extent practicable. The employer shall not delay 
the commencement of the period of leave on the 
basis that the employer has not yet received the 
certification. 
(3) PROHIBITION.—An employer may not re-
quire, as a condition of providing safe leave under 
this title, that the employee involved search for or 
find a replacement employee to cover the hours dur-
ing which the employee is using safe leave. 
(f) CONFIDENTIALITY; NONDISCLOSURE
FOR VIC-
TIMS.— 
(1) CONFIDENTIALITY.—All information pro-
vided to the employer pursuant to subsection (e), 
and the fact that the employee or family or house-
hold member is a victim of a qualifying act of vio-
lence, and the employee has requested or obtained 
safe leave pursuant to this section, shall be retained 
in the strictest confidence by the employer, except to 
the extent that disclosure is— 
(A) requested or consented to by the em-
ployee in writing; or 
(B) otherwise required by applicable Fed-
eral or State law. 
(2) 
CONFIDENTIAL
COMMUNICATIONS.—The 
provision of any information under this section does 
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not waive or diminish the confidential or privileged 
nature of communications between a victim of a 
qualifying act of violence with one or more of the in-
dividuals or entities providing information under 
subclause (II), (III), (IV), or (V) of clause (i), or 
clause (ii), of subsection (e)(2)(A). 
(3) NONDISCLOSURE.—If an employer pos-
sesses health information about an employee or an 
employee’s family or household member in connec-
tion with a certification under this section, such in-
formation shall— 
(A) be maintained on a separate form and 
in a separate file from other personnel informa-
tion; 
(B) be treated as a confidential medical 
record; and 
(C) not be disclosed except to the affected 
employee or with the written permission of the 
affected employee. 
(g) EMPLOYMENT AND BENEFITS.— 
(1) RESTORATION TO POSITION.— 
(A) IN GENERAL.—Except as provided in 
paragraph (2), any employee who takes leave 
under this section for the intended purpose of 
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the leave shall be entitled, on return from such 
leave— 
(i) to be restored by the employer to 
the position of employment held by the em-
ployee when the leave commenced; or 
(ii) to be restored to an equivalent po-
sition with equivalent employment benefits, 
pay, and other terms and conditions of em-
ployment. 
(B) LOSS OF BENEFITS.—The taking of 
leave under this section shall not result in the 
loss of any employment benefit accrued prior to 
the date on which the leave commenced. 
(C) LIMITATIONS.—Nothing in this sub-
section shall be construed to entitle any re-
stored employee to any accrual, right, benefit, 
or position described in section 104(a)(3) of the 
Family and Medical Leave Act of 1993 (29 
U.S.C. 2614(a)(3)). 
(D) 
CONSTRUCTION.—Nothing 
in 
this 
paragraph shall be construed to prohibit an em-
ployer from requiring an employee on leave 
under this section to report periodically to the 
employer on the status and intention of the em-
ployee to return to work. 
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(2) MAINTENANCE
OF
HEALTH
BENEFITS.— 
During any period that an employee takes leave 
under this section, the employer shall maintain cov-
erage under any group health plan (meaning a group 
health plan as defined in section 5000(b)(1) of the 
Internal Revenue Code of 1986 or an employee wel-
fare benefit plan as defined in section 3(1) of the 
Employee Retirement Income Security Act of 1974 
(29 U.S.C. 1002(1))) for the duration of such leave 
at the level and under the conditions coverage would 
have been provided if the employee had continued in 
employment continuously for the duration of such 
leave. 
SEC. 202. PROHIBITED ACTS. 
(a) INTERFERENCE WITH RIGHTS.— 
(1) IN GENERAL.—It shall be unlawful for any 
person to interfere with, restrain, deny, or retaliate 
against an individual because of the exercise of, or 
the attempt to exercise, any right provided under 
section 201, including through— 
(A) discharging or in any other manner 
discriminating against (including retaliating 
against) an individual because the individual 
has requested, indicated an intent to request, or 
taken safe leave; or 
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(B) using the request for or use of such 
leave as a negative factor in an employment ac-
tion. 
(2) REBUTTABLE PRESUMPTION OF RETALIA-
TION.—Any adverse action (including any action de-
scribed in paragraph (1)) taken against an employee 
in the 12-month period after an employee takes any 
leave for which the employee is eligible shall estab-
lish a rebuttal presumption that the action of the 
employer is retaliating against such employee in vio-
lation of paragraph (1). 
(3) DISCRIMINATION.—It shall be unlawful for 
any employer to discharge or in any other manner 
discriminate against any individual for opposing any 
practice made unlawful by section 201. 
(b) INTERFERENCE WITH PROCEEDINGS OR INQUIR-
IES.—It shall be unlawful for any person to discharge or 
in any other manner discriminate against any individual 
because such individual— 
(1) has filed any charge, or has instituted or 
caused to be instituted any proceeding, under or re-
lated to section 201; 
(2) has given, or is about to give, any informa-
tion in connection with any inquiry or proceeding re-
lating to any right provided under section 201; or 
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(3) has testified, or is about to testify, in any 
inquiry or proceeding relating to any right provided 
under section 201. 
SEC. 203. ENFORCEMENT. 
(a) CIVIL ACTION BY AFFECTED INDIVIDUALS.— 
(1) LIABILITY.—Any employer that violates sec-
tion 201 or 202 shall be liable to any individual af-
fected— 
(A) for damages equal to— 
(i) the greater of, $1,000 or the 
amount of— 
(I) any wages, salary, employ-
ment benefits, or other compensation 
denied or lost to such individual by 
reason of the violation; or 
(II) in a case in which wages, 
salary, employment benefits, or other 
compensation has not been denied or 
lost to the individual, any actual mon-
etary losses sustained by the indi-
vidual as a direct result of the viola-
tion; 
(ii) the interest on the amount de-
scribed in clause (i) calculated at the pre-
vailing rate; and 
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(iii) an additional amount as liq-
uidated damages equal to the sum of the 
amount described in clause (i) and the in-
terest described in clause (ii), except that 
if an employer that has violated section 
201 or 202 proves to the satisfaction of 
the court that the act or omission that vio-
lated section 201 or 202 was in good faith 
and that the employer had reasonable 
grounds for believing that the act or omis-
sion was not a violation of section 201 or 
202, such court may, in the discretion of 
the court, reduce the amount of the liabil-
ity to the amount and interest determined 
under clauses (i) and (ii), respectively; and 
(B) for such equitable relief as may be ap-
propriate, including employment, reinstatement, 
and promotion. 
(2) RIGHT OF ACTION.—An action to recover 
the damages or equitable relief prescribed in para-
graph (1) may be maintained against any employer 
in any Federal or State court of competent jurisdic-
tion by any one or more affected individuals for and 
on behalf of— 
(A) the individuals; or 
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(B) the individuals and other individuals 
similarly situated. 
(3) FEES AND COSTS.—The court in such an 
action shall, in addition to any judgment awarded to 
the plaintiff, allow a reasonable attorney’s fee, rea-
sonable expert witness fees, and other costs of the 
action to be paid by the defendant. 
(4) LIMITATIONS.—The right provided by para-
graph (2) to bring an action by or on behalf of any 
affected individual shall terminate— 
(A) on the filing of a complaint by the Sec-
retary of Labor in an action under subsection 
(b) in which restraint is sought of any further 
delay in the payment of the amount described 
in paragraph (1)(A) to such individual by an 
employer responsible under paragraph (1) for 
the payment; or 
(B) on the filing of a complaint by the Sec-
retary of Labor in an action under subsection 
(b) in which a recovery is sought of the dam-
ages described in paragraph (1)(A) owing to an 
affected individual by an employer liable under 
paragraph (1), 
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unless the action described in subparagraph (A) or 
(B) is dismissed without prejudice on motion of the 
Secretary of Labor. 
(b) ACTION BY THE SECRETARY OF LABOR.— 
(1) ADMINISTRATIVE
ACTION.—The Secretary 
of Labor shall receive, investigate, and attempt to 
resolve complaints of violations of section 201 and 
202 in the same manner as the Secretary of Labor 
receives, investigates, and attempts to resolve com-
plaints of violations of sections 6 and 7 of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 206 and 
207). 
(2) CIVIL
ACTION.—The Secretary of Labor 
may bring an action in any court of competent juris-
diction to recover the damages described in sub-
section (a)(1)(A). 
(3) SUMS RECOVERED.—Any sums recovered by 
the Secretary of Labor pursuant to paragraph (2) 
shall be held in a special deposit account and shall 
be paid, on order of the Secretary, directly to each 
individual affected. Any such sums not paid to such 
an individual because of inability to do so within a 
period of 3 years shall be deposited into the Treas-
ury of the United States as miscellaneous receipts. 
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(4) CIVIL MONETARY PENALTIES.—In addition 
to the penalties payable to an affected individual 
under this subsection, any employer that violates 
section 201 or 202 shall be subject to a penalty pay-
able to the Secretary of Labor of $1,000 per viola-
tion for each individual affected. 
(c) LIMITATION.— 
(1) IN GENERAL.—Except as provided in para-
graph (2), an action may be brought under this sub-
section not later than 2 years after the date of the 
last event constituting the alleged violation for which 
the action is brought. 
(2) WILLFUL VIOLATION.—In the case of such 
action brought for a willful violation of section 202, 
such action may be brought within 3 years after the 
date of the last event constituting the alleged viola-
tion for which such action is brought. 
(3) COMMENCEMENT.—In determining when an 
action is commenced by the Secretary of Labor 
under this section for the purposes of this sub-
section, it shall be considered to be commenced on 
the date when the complaint is filed. 
(d) ACTION
FOR INJUNCTION
BY SECRETARY
OF 
LABOR.—The district courts of the United States shall 
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have jurisdiction, for cause shown, in an action brought 
by the Secretary of Labor— 
(1) to restrain violations of section 201 or 202, 
including the restraint of any withholding of pay-
ment of wages, salary, employment benefits, or other 
compensation, plus interest, found by the court to be 
due to affected individuals; or 
(2) to award such other equitable relief as may 
be appropriate, including employment, reinstate-
ment, and promotion. 
(e) SOLICITOR OF LABOR.—The Solicitor of Labor 
may appear for and represent the Secretary of Labor on 
any litigation brought under this section. 
(f) EMPLOYER LIABILITY UNDER OTHER LAWS.— 
Nothing in this section shall be construed to limit the li-
ability of an employer to an individual, for harm suffered 
relating to the individual’s experience of a qualifying act 
of violence, pursuant to any other Federal or State law, 
including a law providing for a legal remedy. 
(g) OTHER ADMINISTRATIVE OFFICERS.— 
(1) BOARD.—In the case of a covered employee, 
as defined in section 101 of the Congressional Ac-
countability Act of 1995 (2 U.S.C. 1301), other 
than an applicant for employment, the authority of 
the Secretary of Labor under this title shall be exer-
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SEC. 204. EXISTING LEAVE USABLE FOR A QUALIFYING ACT 
OF VIOLENCE. 
An employee who is entitled to take paid or unpaid 
leave (including family, medical, sick, annual, personal, or 
similar leave) from employment, pursuant to Federal law 
(including the Family and Medical Leave Act of 1993 (29 
U.S.C. 2611 et seq.) or subchapter V of chapter 63 of 
title 5, United States Code), State law, local law, a collec-
tive bargaining agreement, or an employment benefits pro-
gram or plan, may elect to substitute any period of such 
leave for an equivalent period of leave provided under sec-
tion 201. 
SEC. 205. EMERGENCY BENEFITS. 
(a) IN GENERAL.—A State may use funds provided 
to the State under part A of title IV of the Social Security 
Act (42 U.S.C. 601 et seq.) to provide nonrecurrent short- 
term emergency benefits to an individual for any period 
of leave the individual takes pursuant to section 201 of 
this Act. 
(b) ELIGIBILITY.— 
(1) IN GENERAL.—An individual who is eligible 
for assistance under the State program funded 
under that part and for leave under section 201 
shall be eligible for such emergency benefits, except 
as provided in paragraph (2). 
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(2) CALCULATION.—In calculating eligibility for 
such emergency benefits, the State shall count only 
the cash available or accessible to the individual. 
(c) TIMING.— 
(1) 
APPLICATIONS.—An 
individual 
seeking 
emergency benefits under subsection (a) from a 
State shall submit an application to the State. 
(2) BENEFITS.—The State shall provide bene-
fits to an eligible applicant under paragraph (1) on 
an expedited basis, and not later than seven days 
after the applicant submits an application under 
paragraph (1). 
SEC. 206. REGULATIONS. 
(a) IN GENERAL.— 
(1) AUTHORITY TO ISSUE REGULATIONS.—Ex-
cept as provided in subsection (b), the Secretary of 
Labor shall issue regulations to carry out this title. 
(2) REGULATIONS REGARDING NOTICES.—The 
regulations described in paragraph (1) shall include 
regulations requiring every employer to post and 
keep posted, in conspicuous places on the premises 
of the employer where notices to employees are cus-
tomarily placed, a notice, to be prepared or approved 
by the Secretary of Labor, summarizing the provi-
sions of this title and providing information on pro-
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cedures for filing complaints. The Secretary of 
Labor shall develop such a notice and provide copies 
to employers upon request without charge. 
(b) OTHER ADMINISTRATIVE OFFICERS.—The au-
thorities described in section 203(g) shall apply with re-
spect to promulgating regulations to carry out this Act 
for the respective employees of each administrative officer 
described in such subsection. The regulations prescribed 
under this subsection shall, to the extent appropriate, be 
consistent with the regulations prescribed by the Secretary 
of Labor under subsection (a). 
TITLE III—SURVIVORS’ 
EMPLOYMENT SUSTAINABILITY 
SEC. 301. SHORT TITLE. 
This title may be cited as the ‘‘Survivors’ Employ-
ment Sustainability Act’’. 
SEC. 302. DEFINITIONS. 
In this title: 
(1) BOARD.—The term ‘‘board’’ has the mean-
ing given the term in section 101 of the Congres-
sional Accountability Act of 1995 (2 U.S.C. 1301). 
(2) COMMISSION.—The term ‘‘commission’’ 
means the Equal Employment Opportunity Commis-
sion. 
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(3) COVERED
FAMILY
OR
HOUSEHOLD
MEM-
BER.—The term ‘‘covered family or household mem-
ber’’ means a family or household member who has 
experienced or is experiencing a qualifying act of vio-
lence. 
(4) 
DISCRIMINATE.—The 
term 
‘‘discrimi-
nate’’— 
(A) used with respect to an employer and 
the terms, conditions, or privileges of employ-
ment, includes— 
(i) failing to implement, on request 
from an individual, in response to an ac-
tual or threatened qualifying act of vio-
lence, a reasonable safety procedure or job- 
related modification to enhance the secu-
rity of that individual or safeguard the 
workplace involved (such as installation of 
a lock, change of a telephone number or 
seating assignment, provision of a transfer, 
provision of leave, modification of a sched-
ule, or adjustment of a work requirement), 
unless the employer can demonstrate that 
granting the request would impose an 
undue hardship on the operation of the 
business of the employer; and 
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(ii) harassment or retaliation de-
scribed in section 303(a); and 
(B) used with respect to a public agency 
and the amount, terms, or conditions of public 
assistance, includes— 
(i) failing to implement, on request 
from an individual, in response to an ac-
tual or threatened qualifying act of vio-
lence, a reasonable safety procedure, unless 
the public agency can demonstrate that 
granting the request would impose an 
undue hardship on the operation of the 
public agency; and 
(ii) harassment or retaliation de-
scribed in section 303(b). 
(5) 
EMPLOYEE.—The 
term 
‘‘employee’’ 
means— 
(A) an employee (including an applicant), 
as defined in section 701(f) of the Civil Rights 
Act of 1964 (42 U.S.C. 2000e(f)); 
(B) a covered employee (including an ap-
plicant), as defined in section 101 of the Con-
gressional Accountability Act of 1995 (2 U.S.C. 
1301), and an individual described in section 
201(d) of that Act (2 U.S.C. 1311(d)); 
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(C) a covered employee (including an appli-
cant), as defined in section 411(c) of title 3, 
United States Code; 
(D) a State employee (including an appli-
cant) described in section 304(a) of the Govern-
ment Employee Rights Act of 1991 (42 U.S.C. 
2000e–16c(a)); and 
(E) an employee (including an applicant) 
to which section 717(a) of the Civil Rights Act 
of 1964 (42 U.S.C. 2000e–16(a)) applies. 
(6) 
EMPLOYER.—The 
term 
‘‘employer’’ 
means— 
(A) an employer, as defined in section 
701(b) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e(b)); 
(B) an employing office, as defined in sec-
tion 101 of the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301); 
(C) an employing office, as defined in sec-
tion 411(c) of title 3, United States Code; 
(D) an entity employing a State employee 
described in section 304(a) of the Government 
Employee Rights Act of 1991 (42 U.S.C. 
2000e–16c(a)); and 
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(E) an entity to which section 717(a) of 
the Civil Rights Act of 1964 (42 U.S.C. 2000e– 
16(a)) applies. 
(7) QUALIFIED EMPLOYEE.—The term ‘‘quali-
fied employee’’ means an employee who is a qualified 
individual, as defined in section 101 of the Ameri-
cans with Disabilities Act of 1990 (42 U.S.C. 
12111). 
(8) REASONABLE ACCOMMODATION.— 
(A) IN
GENERAL.—Subject to subpara-
graph (C), the term ‘‘reasonable accommoda-
tion’’ means a reasonable job-related modifica-
tion or safety procedure, made to address the 
impacts of a qualifying act of violence or en-
hance the security of a qualified employee who 
is the victim of the qualifying act of violence. 
(B) INCLUDED
ACCOMMODATIONS.—Sub-
ject to subparagraph (C), the term ‘‘reasonable 
accommodation’’ includes an accommodation, 
made as described in subparagraph (A), that 
is— 
(i) any change or adjustment to a job 
or work environment that permits such an 
employee to participate in the job applica-
tion process, to perform the essential func-
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tions of a job, or to enjoy the benefits and 
privileges of employment; 
(ii) a transfer, reassignment, or other 
change in the work location; 
(iii) a modified or flexible work sched-
ule; 
(iv) a change to work contact informa-
tion, including a name change or limit on 
dissemination of contact information; 
(v) a change to a workstation or seat-
ing assignment; 
(vi) implementation of a confiden-
tiality measure, including removal of ref-
erences to the employee from the employ-
er’s website; 
(vii) implementation of an enhanced 
safety protocol including providing access 
to a parking space close to the worksite or 
installation of a lock or other security de-
vice; 
(viii) assistance in documenting quali-
fying acts of violence that occur in the 
workplace or in a work-related setting; 
(ix) implementation of a safety proce-
dure; 
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(x) provision of leave or time off; 
(xi) restructuring of the job functions 
of the employee; or 
(xii) any other adjustment to a job 
structure, workplace facility, or work re-
quirement in response to the qualifying act 
of violence. 
(C) EXCLUSION.—The term ‘‘reasonable 
accommodation’’ does not include an accommo-
dation if the employer involved can demonstrate 
that the accommodation would impose an undue 
hardship on the operation of the business of an 
employer. 
(9) UNDUE
HARDSHIP.—The term ‘‘undue 
hardship’’ has the meaning give the term in section 
101 of the Americans with Disabilities Act of 1990 
(42 U.S.C. 12111). 
SEC. 303. PROHIBITED DISCRIMINATORY ACTS. 
(a) DISCRIMINATION BY EMPLOYERS.—It shall be an 
unlawful practice for an employer to fail or refuse to hire 
or discharge any individual, or otherwise to discriminate 
(including harassment or retaliation in any form or man-
ner) against any individual with respect to the compensa-
tion, terms, conditions, or privileges of employment of the 
individual, because— 
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(1) the individual is, or the employer perceives 
that individual to be, a victim of a qualifying act of 
violence; 
(2) that individual attended, participated in, 
prepared for, or requested leave related to an event 
that resulted in the individual becoming a victim of 
a qualifying act of violence; 
(3) that individual, in response to an actual or 
threatened qualifying act of violence, requested a 
reasonable accommodation; or 
(4) the workplace is disrupted or threatened by 
the action of a person whom that individual states 
has committed or threatened to commit a qualifying 
act of violence. 
(b) DISCRIMINATION BY PUBLIC AGENCIES.—It shall 
be an unlawful practice for a public agency to deny, re-
duce, or terminate the benefits of, or otherwise sanction 
any individual, or otherwise discriminate (including har-
assment or retaliation in any form or manner) against any 
individual with respect to the amount, terms, or conditions 
of public assistance of the individual, because— 
(1) the individual is, or the public agency in-
volved perceives that individual to be, a victim of a 
qualifying act of violence; or 
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(2) that individual attended, participated in, or 
prepared for, an event that resulted in the individual 
becoming a victim of a qualifying act of violence. 
(c) FAILURE TO PROVIDE ACCOMMODATION.— 
(1) IN GENERAL.—It shall be an unlawful prac-
tice for an employer to— 
(A) fail to make a reasonable accommoda-
tion for a qualified employee who is a victim of 
a qualifying act of violence and whose status as 
such a victim is known or should have been 
known to the employer, to address the impacts 
of the violence or enhance the security of the 
victim involved; 
(B) refuse or otherwise fail to engage in an 
interactive process within a reasonable time 
with a qualified employee described in subpara-
graph (A), who has requested a reasonable ac-
commodation under this subsection; 
(C) require a qualified employee described 
in subparagraph (A) to accept an accommoda-
tion other than a reasonable accommodation ar-
rived at through the interactive process; 
(D) require a qualified employee described 
in subparagraph (A) to take leave; and 
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(E) take adverse action relating to a term, 
condition, or privilege of employment against a 
qualified employee on account of the qualified 
employee requesting or using a reasonable ac-
commodation. 
(2) PRESUMPTION.—If an employer takes any 
adverse action (including any action described in 
paragraph (1)(E)) against a qualified employee with-
in 12 months after the employee uses any leave to 
which the individual was entitled under paragraph 
(1), there shall be a rebuttable presumption that the 
practice of the employer is adverse action against 
such employee in violation of paragraph (1)(E). 
(3) DOCUMENTATION.—An employer required 
under this subsection to make a reasonable accom-
modation may require a qualified employee request-
ing a reasonable accommodation pursuant to this 
subsection to provide certification that the person is 
a victim of a qualifying act of violence. The person 
requesting a reasonable accommodation pursuant to 
this subsection shall provide a copy of such certifi-
cation to the employer within a reasonable period 
after the request is made. An employer may not re-
quire a specific form of certification and a qualified 
employee may satisfy the requirements of this sub-
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section by submitting any of the following forms of 
certification: 
(A) Sworn statement of the qualified em-
ployee, the qualified employee’s family member, 
or another person with knowledge of the quali-
fying act of violence. 
(B) Documentation from a survivor serv-
ices organization, an attorney, law enforcement 
personnel, a medical professional, a social work-
er, an antiviolence counselor, a cultural or reli-
gious provider, or another professional who as-
sisted the qualified employee in addressing the 
qualifying act of violence, affirming that the 
qualified employee is a victim of a qualifying 
act of violence. 
(C) A police or court record demonstrating 
that the qualified employee is a victim of a 
qualifying act of violence. 
(D) Other corroborating evidence con-
cerning the qualified employee demonstrating 
the qualified employee’s status as a victim of a 
qualifying act of violence. 
(d) CONFIDENTIALITY; NONDISCLOSURE FOR VIC-
TIMS.— 
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(1) CONFIDENTIALITY.—All information pro-
vided to the employer pursuant to subsection (a) or 
(c), and the fact that the employee is a victim of a 
qualifying act of violence (or that the employee’s 
covered family or household member is such a vic-
tim), and that the employee has requested or ob-
tained leave or a reasonable accommodation pursu-
ant to this section, shall be retained in the strictest 
confidence by the employer, except to the extent that 
disclosure is— 
(A) requested or consented to by the em-
ployee in writing; or 
(B) otherwise required by applicable Fed-
eral or State law. 
(2) 
CONFIDENTIAL
COMMUNICATIONS.—The 
provision of any information under this section does 
not waive or diminish the confidential or privileged 
nature of communications between a victim of a 
qualifying act of violence with one or more of the in-
dividuals or entities providing information as de-
scribed in section 201(f)(2). 
(3) NONDISCLOSURE.—If an employer pos-
sesses health information about an employee (or an 
employee’s covered family or household member) in 
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connection with a request or determination made 
under this section, such information shall— 
(A) be maintained on a separate form and 
in a separate file from other personnel informa-
tion; 
(B) be treated as a confidential medical 
record; and 
(C) not be disclosed except to the affected 
employee or with the written permission of the 
affected employee. 
SEC. 304. REMEDIES AND ENFORCEMENT. 
(a) EMPLOYMENT DISCRIMINATION.— 
(1) EMPLOYEES COVERED BY TITLE VII OF THE 
CIVIL RIGHTS ACT OF 1964.— 
(A) IN GENERAL.—The powers, remedies, 
and procedures provided in sections 705, 706, 
707, 709, 710, and 711 of the Civil Rights Act 
of 1964 (42 U.S.C. 2000e–4 et seq.) to the 
Commission, the Attorney General, or any per-
son alleging a violation of title VII of such Act 
(42 U.S.C. 2000e et seq.) shall be the powers, 
remedies, and procedures this Act provides to 
the Commission, the Attorney General, or any 
person, respectively, alleging an unlawful prac-
tice in violation of subsection (a) or (c) of sec-
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tion 303 against an employee described in sec-
tion 302(5)(A) except as provided in subpara-
graphs (B) and (C) of this paragraph. 
(B) COSTS AND FEES.—The powers, rem-
edies, and procedures provided in subsections 
(b) and (c) of section 722 of the Revised Stat-
utes (42 U.S.C. 1988) shall be the powers, rem-
edies, and procedures this Act provides to the 
Commission, the Attorney General, or any per-
son alleging such practice. 
(C) DAMAGES.—The powers, remedies, and 
procedures provided in section 1977A of the 
Revised Statutes (42 U.S.C. 1981a), including 
the limitations contained in subsection (b)(3) of 
such section 1977A, shall be the powers, rem-
edies, and procedures this Act provides to the 
Commission, the Attorney General, or any per-
son alleging such practice (not an employment 
practice specifically excluded from coverage 
under section 1977A(a)(1) of the Revised Stat-
utes (42 U.S.C. 1981a(a)(1))). 
(2) EMPLOYEES COVERED BY CONGRESSIONAL 
ACCOUNTABILITY ACT OF 1995.— 
(A) IN GENERAL.—The powers, remedies, 
and procedures provided in the Congressional 
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Accountability Act of 1995 (2 U.S.C. 1301 et 
seq.) for the purposes of addressing allegations 
of violations of section 201(a)(1) of such Act (2 
U.S.C. 1311(a)(1)) shall be the powers, rem-
edies, and procedures this Act provides to ad-
dress an allegation of an unlawful practice in 
violation of subsection (a) or (c) of section 303 
against an employee described in section 
302(5)(B), except as provided in subparagraphs 
(B) and (C) of this paragraph. 
(B) COSTS AND FEES.—The powers, rem-
edies, and procedures provided in subsections 
(b) and (c) of section 722 of the Revised Stat-
utes (42 U.S.C. 1988) for the purposes of ad-
dressing allegations of such a violation shall be 
the powers, remedies, and procedures this Act 
provides to address allegations of such practice. 
(C) DAMAGES.—The powers, remedies, and 
procedures provided in section 1977A of the 
Revised Statutes (42 U.S.C. 1981a), including 
the limitations contained in subsection (b)(3) of 
such section 1977A, for purposes of addressing 
allegations of such a violation, shall be the pow-
ers, remedies, and procedures this Act provides 
to address any allegation of such practice (not 
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an employment practice specifically excluded 
from coverage under section 1977A(a)(1) of the 
Revised Statutes (42 U.S.C. 1981a(a)(1))). 
(3) EMPLOYEES COVERED BY CHAPTER 5 OF 
TITLE 3, UNITED STATES CODE.— 
(A) IN GENERAL.—The powers, remedies, 
and procedures provided in chapter 5 of title 3, 
United States Code, to the President, the Com-
mission, the Merit Systems Protection Board, 
or any person alleging a violation of section 
411(a)(1) of such title shall be the powers, rem-
edies, and procedures this Act provides to the 
President, the Commission, the Board, or any 
person, respectively, alleging an unlawful prac-
tice in violation of subsection (a) or (c) of sec-
tion 303 against an employee described in sec-
tion 302(5)(C), except as provided in subpara-
graphs (B) and (C) of this paragraph. 
(B) COSTS AND FEES.—The powers, rem-
edies, and procedures provided in subsections 
(b) and (c) of section 722 of the Revised Stat-
utes (42 U.S.C. 1988) shall be the powers, rem-
edies, and procedures this Act provides to the 
President, the Commission, the Board, or any 
person alleging such practice. 
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(C) DAMAGES.—The powers, remedies, and 
procedures provided in section 1977A of the 
Revised Statutes (42 U.S.C. 1981a), including 
the limitations contained in subsection (b)(3) of 
such section 1977A, shall be the powers, rem-
edies, and procedures this Act provides to the 
President, the Commission, the Board, or any 
person alleging such practice (not an employ-
ment practice specifically excluded from cov-
erage under section 1977A(a)(1) of the Revised 
Statutes (42 U.S.C. 1981a(a)(1))). 
(4) EMPLOYEES
COVERED
BY
GOVERNMENT 
EMPLOYEE RIGHTS ACT OF 1991.— 
(A) IN GENERAL.—The powers, remedies, 
and procedures provided in sections 302 and 
304 of the Government Employee Rights Act of 
1991 (42 U.S.C. 2000e–16b; 2000e–16c) to the 
Commission or any person alleging a violation 
of section 302(a)(1) of such Act (42 U.S.C. 
2000e–16b(a)(1)) shall be the powers, remedies, 
and procedures this Act provides to the Com-
mission or any person, respectively, alleging an 
unlawful practice in violation of subsection (a) 
or (c) of section 303 against an employee de-
scribed in section 302(5)(D), except as provided 
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in subparagraphs (B) and (C) of this para-
graph. 
(B) COSTS AND FEES.—The powers, rem-
edies, and procedures provided in subsections 
(b) and (c) of section 722 of the Revised Stat-
utes (42 U.S.C. 1988) shall be the powers, rem-
edies, and procedures this Act provides to the 
Commission or any person alleging such prac-
tice. 
(C) DAMAGES.—The powers, remedies, and 
procedures provided in section 1977A of the 
Revised Statutes (42 U.S.C. 1981a), including 
the limitations contained in subsection (b)(3) of 
such section 1977A, shall be the powers, rem-
edies, and procedures this Act provides to the 
Commission or any person alleging such prac-
tice (not an employment practice specifically ex-
cluded 
from 
coverage 
under 
section 
1977A(a)(1) of the Revised Statutes (42 U.S.C. 
1981a(a)(1))). 
(5) EMPLOYEES COVERED BY SECTION 717 OF 
THE CIVIL RIGHTS ACT OF 1964.— 
(A) IN GENERAL.—The powers, remedies, 
and procedures provided in section 717 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–16) 
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Commission, the Attorney General, the Librar-
ian of Congress, or any person alleging such 
practice (not an employment practice specifi-
cally excluded from coverage under section 
1977A(a)(1) of the Revised Statutes (42 U.S.C. 
1981a(a)(1))). 
(b) DISCRIMINATION BY A PUBLIC AGENCY.— 
(1) IN GENERAL.—Any public agency that vio-
lates section 303(b) shall be liable to any individual 
affected— 
(A) for damages equal to— 
(i) the value of the benefits denied or 
lost to such individual by reason of the vio-
lation, or in a case in which benefits have 
not been denied or lost to the individual, 
any actual monetary losses sustained by 
the individual as a direct result of the vio-
lation; and 
(ii) punitive damages of not more 
than $100,000; and 
(B) for such equitable relief as may be ap-
propriate. 
(2) RIGHT OF ACTION.—An action to recover 
the damages or equitable relief prescribed in para-
graph (1) may be maintained against any public 
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agency in any Federal or State court of competent 
jurisdiction by any one or more affected individuals 
for and on behalf of— 
(A) the individuals; or 
(B) the individuals and other individuals 
similarly situated. 
(3) FEES AND COSTS.—The court in such an 
action shall, in addition to any judgment awarded to 
the plaintiff, allow a reasonable attorney’s fee, rea-
sonable expert witness fees, and other costs of the 
action to be paid by the defendant. 
SEC. 305. RULEMAKING. 
(a) EEOC RULEMAKING.—The Commission shall 
issue regulations, to carry out this title. 
(b) OCWR RULEMAKING.— 
(1) IN
GENERAL.—Not later than 6 months 
after the Commission issues regulations under sub-
section (a), the Board shall (in accordance with sec-
tion 304 of the Congressional Accountability Act of 
1995 (2 U.S.C. 1384)), subject to paragraph (2), 
issue regulations to implement the provisions of this 
title made applicable to employees described in sec-
tion 302(5)(B), under section 304(a)(2). 
(2) EXCEPTIONS.—Section 304 of the Congres-
sional Accountability Act of 1995 shall be applied 
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under paragraph (1) by disregarding subsections 
(b)(4) and (c) of such section, and the references in 
subsections (d) and (e) of such section to ‘‘sub-
section (c)’’ and ‘‘approval’’. 
(3) PARALLEL WITH AGENCY REGULATIONS.— 
The regulations issued under paragraph (1) shall be 
the same as substantive regulations issued by the 
Commission under subsection (a) except to the ex-
tent that the Board may determine, for good cause 
shown and stated together with the regulations 
issued under paragraph (1) that a modification of 
such substantive regulations would be more effective 
for the implementation of the rights and protection 
under this title. 
SEC. 306. ATTORNEY’S FEES. 
Section 722(b) of the Revised Statutes (42 U.S.C. 
1988(b)) is amended by inserting ‘‘the Survivors’ Employ-
ment Sustainability Act,’’ after ‘‘title VI of the Civil 
Rights Act of 1964,’’. 
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TITLE IV—ENTITLEMENT TO UN-
EMPLOYMENT 
COMPENSA-
TION 
FOR 
VICTIMS 
OF 
A 
QUALIFYING 
ACT 
OF 
VIO-
LENCE 
SEC. 401. UNEMPLOYMENT COMPENSATION FOR VICTIMS 
OF A QUALIFYING ACT OF VIOLENCE. 
(a) IN GENERAL.—Section 3304 of the Internal Rev-
enue Code of 1986, as previously amended by this title, 
is amended— 
(1) in subsection (a)— 
(A) in paragraph (18), by striking ‘‘and’’ 
at the end; 
(B) by redesignating paragraph (19) as 
paragraph (20); and 
(C) by inserting after paragraph (18) the 
following new paragraph: 
‘‘(19) an individual shall not be denied com-
pensation under such State law solely on the basis 
of the individual having a voluntary separation from 
work if such separation is attributable to such indi-
vidual being a victim of a qualifying act of violence; 
and’’; and 
(2) by adding at the end the following new sub-
section: 
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‘‘(g) VICTIMS
OF
A QUALIFYING ACT
OF VIO-
LENCE.— 
‘‘(1) DOCUMENTATION.—For purposes of sub-
section (a)(19), a voluntary separation of an indi-
vidual shall be considered to be attributable to such 
individual being a victim of a qualifying act of vio-
lence if such individual submits such evidence as the 
State deems sufficient. 
‘‘(2) SUFFICIENT DOCUMENTATION.—For pur-
poses of paragraph (1), a State shall deem suffi-
cient— 
‘‘(A) evidence of such qualifying act of vio-
lence in the form of— 
‘‘(i) a sworn statement and a form of 
identification; 
‘‘(ii) a police or court record; 
‘‘(iii) documentation from a profes-
sional from whom such individual has 
sought assistance, including those associ-
ated with medical, legal, or religious pro-
fessions or a victim services organization; 
or 
‘‘(iv) any other documentation deter-
mined appropriate by the Secretary of 
Labor or the State; and 
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‘‘(B) an attestation that such voluntary 
separation is attributable to such qualifying act 
of violence. 
‘‘(3) QUALIFYING ACT OF VIOLENCE, VICTIM OF 
A QUALIFYING ACT OF VIOLENCE, AND VICTIM SERV-
ICES ORGANIZATION DEFINED.— 
‘‘(A) IN
GENERAL.—Subject to subpara-
graph (B), in this section, the terms ‘qualifying 
act of violence’, ‘victim of a qualifying act of vi-
olence’, and ‘victim services organization’, and 
have the meaning given such terms in section 3 
of the SAFE for Survivors Act of 2024, except 
that if the corresponding paragraph for any 
such term is amended after the date of enact-
ment of this subsection, such amendment shall 
not apply for the purpose of this section until 
the earlier of— 
‘‘(i) the date the State changes its 
statutes, regulations, or policies in order to 
comply with such amendment; or 
‘‘(ii) the date that is 2 years after the 
date of enactment of such amendment. 
‘‘(B) STATES MAY APPLY BROADER DEFI-
NITION.—A State may adopt a broader defini-
tion of any term under subparagraph (A).’’. 
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(b) UNEMPLOYMENT COMPENSATION PERSONNEL 
TRAINING.—Section 303(a) of the Social Security Act (42 
U.S.C. 503(a)) is amended— 
(1) by redesignating paragraphs (4) through 
(12) as paragraphs (5) through (13), respectively; 
and 
(2) by inserting after paragraph (3) the fol-
lowing new paragraph: 
‘‘(4) Such methods of administration as will en-
sure that— 
‘‘(A) applicants for unemployment com-
pensation and individuals inquiring about such 
compensation are adequately notified of the 
provisions of subsections (a)(19) and (g) of sec-
tion 3304 of the Internal Revenue Code of 1986 
(relating to the availability of unemployment 
compensation for victims of a qualifying act of 
violence); and 
‘‘(B) claims reviewers and hearing per-
sonnel are adequately trained in— 
‘‘(i) the nature and dynamics of a 
qualifying act of violence (as those terms 
are defined in subsection (g) of such sec-
tion 3304); and 
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‘‘(ii) methods of ascertaining and 
keeping confidential information about pos-
sible experiences of a qualifying act of vio-
lence (as so defined) to ensure that— 
‘‘(I) requests for unemployment 
compensation based on separations 
stemming from a qualifying act of vio-
lence (as so defined) are reliably 
screened, identified, and adjudicated; 
and 
‘‘(II) full confidentiality is pro-
vided for the individual’s claim and 
submitted evidence; and’’. 
(c) QUALIFYING
ACT
OF
VIOLENCE
TRAINING 
GRANT PROGRAM.— 
(1) GRANT
AUTHORIZED.—The Secretary of 
Labor (in this subsection referred to as the ‘‘Sec-
retary’’) is authorized to award a grant to a na-
tional, State, or local victim services organization in 
order for such organization to— 
(A) develop and disseminate a model train-
ing program (and related materials) for the 
training required under section 303(a)(4)(B) of 
the Social Security Act, as added by subsection 
(b); and 
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(B) provide technical assistance with re-
spect to such model training program; and 
(2) APPLICATION.—A national, State, or local 
victim services organization seeking a grant under 
this subsection shall submit an application to the 
Secretary at such time, in such form and manner, 
and containing such information as the Secretary 
specifies. 
(3) REPORTS.— 
(A) REPORTS
TO
CONGRESS.—The Sec-
retary shall annually submit a report to Con-
gress on the grant program established under 
this subsection. 
(B) REPORTS
AVAILABLE
TO
PUBLIC.— 
The Secretary shall establish procedures for the 
dissemination to the public of each report sub-
mitted under subparagraph (A). Such proce-
dures shall include the use of the Internet to 
disseminate such reports. 
(4) AUTHORIZATION OF APPROPRIATIONS.— 
(A) AUTHORIZATION.—There are author-
ized to be appropriated for fiscal year 2025 
such sums as may be necessary to carry out the 
provisions of paragraph (1). 
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(B) THREE-YEAR AVAILABILITY OF GRANT 
FUNDS.—The recipient of a grant under para-
graph (1) shall return to the Secretary any un-
used portion of such grant not later than 3 
years after the date the grant was awarded, to-
gether with any earnings on such unused por-
tion. 
(d) EFFECT ON EXISTING LAWS, ETC.— 
(1) MORE
PROTECTIVE
LAWS, AGREEMENTS, 
PROGRAMS, AND
PLANS.—Nothing in this section 
shall be construed to supersede any provision of any 
Federal, State, or local law, collective bargaining 
agreement, or employment benefits program or plan 
that provides greater unemployment insurance bene-
fits for victims of a qualifying act of violence than 
the rights established under this section. 
(2) LESS
PROTECTIVE
LAWS, AGREEMENTS, 
PROGRAMS, AND PLANS.—The rights established for 
victims of a qualifying act of violence under this sec-
tion shall not be diminished by any more restrictive 
State or local law, collective bargaining agreement, 
or employment benefits program or plan. 
(e) EFFECTIVE DATE.—The amendments made by 
subsections (a) and (b) shall apply to weeks of unemploy-
ment beginning on or after the earlier of— 
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(1) the date the State changes its statutes, reg-
ulations, or policies in order to comply with such 
amendments; or 
(2) January 1, 2027. 
TITLE V—INSURANCE PROTEC-
TIONS 
AND 
SUPPORT 
FOR 
VICTIMS OF A QUALIFYING 
ACT OF VIOLENCE 
Subtitle A—Insurance Protections 
SEC. 501. DEFINITIONS. 
In this title: 
(1) ABUSER.—The term ‘‘abuser’’ means the 
individual who commits a qualifying act of violence. 
(2) INSURED.—The term ‘‘insured’’ means a 
party named on a policy, certificate, or health ben-
efit plan, including an individual, a corporation, a 
partnership, an association, an unincorporated orga-
nization, or any similar entity, as the person with 
legal rights to the benefits provided by the policy, 
certificate, or health benefit plan. For group insur-
ance, the term includes a person who is a beneficiary 
covered by a group policy, certificate, or health ben-
efit plan. For life insurance, the term refers to the 
person whose life is covered under an insurance pol-
icy. 
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(3) INSURER.—The term ‘‘insurer’’ means any 
person, reciprocal exchange, inter insurer, Lloyds in-
surer, fraternal benefit society, or other legal entity 
engaged in the business of insurance, including 
agents, brokers, adjusters, and third-party adminis-
trators. The term includes employers who provide or 
make available employment benefits through an em-
ployee benefit plan, as defined in section 3(3) of the 
Employee Retirement Income Security Act of 1974 
(29 U.S.C. 1002(3)). The term also includes health 
insurance issuers, as defined by section 2791(b) of 
the Public Health Service Act (42 U.S.C. 300gg– 
91(b)), health benefit plans, and life, disability, and 
property and casualty insurers. 
(4) POLICY.—The term ‘‘policy’’ means a con-
tract of insurance, certificate, indemnity, suretyship, 
or annuity issued, proposed for issuance, or intended 
for issuance by an insurer, including endorsements 
or riders to an insurance policy or contract. 
SEC. 502. DISCRIMINATORY ACTS PROHIBITED. 
(a) IN GENERAL.—No insurer may, directly or indi-
rectly, engage in any of the following acts or practices on 
the basis that the applicant or insured, or any person em-
ployed by the applicant or insured or with whom the appli-
cant or insured is known to have a relationship or associa-
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tion, is, has been, or may be a victim of a qualifying act 
of violence or has incurred or may incur claims related 
to a qualifying act of violence: 
(1) Denying, refusing to issue, renew, or re-
issue, or canceling or otherwise terminating an in-
surance policy or health benefit plan. 
(2) Restricting, excluding, or limiting insurance 
coverage for losses or denying a claim, except as oth-
erwise permitted or required by State laws relating 
to life insurance beneficiaries. 
(3) Adding a premium differential to any insur-
ance policy or health benefit plan. 
(b) PROHIBITION ON LIMITATION OF CLAIMS.—No 
insurer may, directly or indirectly, deny or limit payment 
to an insured who is a victim of a qualifying act of violence 
if the claim for payment is a result of such qualifying act 
of violence. 
(c) PROHIBITION ON TERMINATION.— 
(1) IN GENERAL.—No insurer may terminate 
health coverage for a victim of a qualifying act of vi-
olence because coverage was originally issued in the 
name of the abuser and the abuser has divorced, 
separated from, or lost custody of the victim or the 
victim’s coverage has terminated voluntarily or invol-
untarily and the victim does not qualify for an ex-
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tension of coverage under part 6 of subtitle B of 
title I of the Employee Retirement Income Security 
Act of 1974 (29 U.S.C. 1161 et seq.) or section 
4980B of the Internal Revenue Code of 1986. 
(2) PAYMENT OF PREMIUMS.—Nothing in para-
graph (1) shall be construed to prohibit the insurer 
from requiring that the victim of a qualifying act of 
violence pay the full premium for the victim’s cov-
erage under the health plan if the requirements are 
applied to all insured of the insurer. 
(3) EXCEPTION.—An insurer may terminate 
group coverage to which this subsection applies after 
the continuation coverage period required by this 
subsection has been in force for 18 months if it of-
fers conversion to an equivalent individual plan. 
(4) CONTINUATION
COVERAGE.—The continu-
ation of health coverage required by this subsection 
shall be satisfied by any extension of coverage under 
part 6 of subtitle B of title I of the Employee Re-
tirement Income Security Act of 1974 (29 U.S.C. 
1161 et seq.) or section 4980B of the Internal Rev-
enue Code of 1986 provided to a victim of domestic 
violence, dating violence, sexual assault, or stalking 
and is not intended to be in addition to any exten-
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sion of coverage otherwise provided for under such 
part 6 or section 4980B. 
(d) USE OF INFORMATION.— 
(1) LIMITATION.— 
(A) IN GENERAL.—In order to protect the 
safety and privacy of victims of qualifying acts 
of violence, no person employed by or con-
tracting with an insurer or health benefit plan 
may (without the consent of the victim)— 
(i) use, disclose, or transfer informa-
tion relating to the status of a victim of a 
qualifying act of violence as such a victim, 
a qualifying act of violence, medical condi-
tions related to a qualifying act of violence, 
or the applicant’s or insured’s status as a 
family member, employer, associate, or 
person in a relationship with a victim of a 
qualifying act of violence for any purpose 
unrelated to the direct provision of health 
care services unless such use, disclosure, or 
transfer is required by an order of an enti-
ty with authority to regulate insurance or 
an order of a court of competent jurisdic-
tion; or 
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(ii) disclose or transfer information 
relating to an applicant’s or insured’s mail-
ing address or telephone number or the 
mailing address and telephone number of a 
shelter for victims of a qualifying act of vi-
olence, unless such disclosure or transfer— 
(I) is required in order to provide 
insurance coverage; and 
(II) does not have the potential 
to endanger the safety of a victim of 
a qualifying act of violence. 
(B) RULE OF CONSTRUCTION.—Nothing in 
this paragraph may be construed to limit or 
preclude a victim of a qualifying act of violence 
from obtaining the victim’s own insurance 
records from an insurer. 
(2) AUTHORITY
OF
VICTIMS.—A victim of a 
qualifying act of violence, at the absolute discretion 
of the victim, may provide evidence of a qualifying 
act of violence to an insurer for the limited purpose 
of facilitating treatment of a condition related to 
such qualifying act of violence or demonstrating that 
a condition is related to such qualifying act of vio-
lence. Nothing in this paragraph shall be construed 
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as authorizing an insurer to disregard such provided 
evidence. 
SEC. 503. INSURANCE PROTOCOLS FOR VICTIMS OF A 
QUALIFYING ACT OF VIOLENCE. 
Each insurer shall develop and adhere to written poli-
cies specifying procedures to be followed by employees, 
contractors, producers, agents, and brokers for the pur-
pose of protecting the safety and privacy of a victim of 
a qualifying act of violence and otherwise implementing 
this subtitle when taking an application, investigating a 
claim, or taking any other action relating to a policy or 
claim involving a victim of a qualifying act of violence. 
SEC. 504. REASONS FOR ADVERSE ACTIONS. 
An insurer that takes an action that adversely affects 
a victim of a qualifying act of violence shall advise the 
applicant or insured who is the victim of a qualifying act 
of violence of the specific reasons for the action in writing. 
For purposes of this section, reference to general under-
writing practices or guidelines shall not constitute a spe-
cific reason. 
SEC. 505. LIFE INSURANCE. 
Nothing in this subtitle shall be construed to prohibit 
a life insurer from declining to issue a life insurance policy 
if the applicant or prospective owner of the policy is or 
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would be designated as a beneficiary of the policy, and 
if— 
(1) the applicant or prospective owner of the 
policy lacks an insurable interest in the insured; or 
(2) the applicant or prospective owner of the 
policy is known, on the basis of police or court 
records, to have committed a qualifying act of vio-
lence against the proposed insured. 
SEC. 506. SUBROGATION WITHOUT CONSENT PROHIBITED. 
Subrogation of claims resulting from a qualifying act 
of violence is prohibited without the informed consent of 
the victim of a qualifying act of violence. 
SEC. 507. ENFORCEMENT. 
(a) FEDERAL TRADE COMMISSION.—Any act or 
practice prohibited by this subtitle shall be treated as an 
unfair and deceptive act or practice pursuant to section 
5 of the Federal Trade Commission Act (15 U.S.C. 45) 
and the Federal Trade Commission shall enforce this sub-
title in the same manner, by the same means, and with 
the same jurisdiction, powers, and duties as though all ap-
plicable terms and provisions of the Federal Trade Com-
mission Act were incorporated into and made a part of 
this subtitle, including issuing a cease and desist order 
granting any individual relief warranted under the cir-
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cumstances, including temporary, preliminary, and perma-
nent injunctive relief and compensatory damages. 
(b) PRIVATE CAUSE OF ACTION.— 
(1) IN GENERAL.—An applicant or insured who 
believes that the applicant or insured has been ad-
versely affected by an act or practice of an insurer 
in violation of this subtitle may maintain an action 
against the insurer in a Federal or State court of 
original jurisdiction. 
(2) RELIEF.—Upon proof of such conduct by a 
preponderance of the evidence in an action described 
in paragraph (1), the court may award appropriate 
relief, including temporary, preliminary, and perma-
nent injunctive relief and compensatory and punitive 
damages, as well as the costs of suit and reasonable 
fees for the aggrieved individual’s attorneys and ex-
pert witnesses. 
(3) STATUTORY
DAMAGES.—With respect to 
compensatory damages in an action described in 
paragraph (1), the aggrieved individual may elect, at 
any time prior to the rendering of final judgment, to 
recover in lieu of actual damages, an award of statu-
tory damages in the amount of $5,000 for each vio-
lation. 
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SEC. 508. APPLICABILITY. 
This subtitle shall apply with respect to any action 
taken after the enactment of this Act. 
Subtitle B—Supporting and 
Empowering Victims 
SEC. 511. QUALIFYING ACTS OF VIOLENCE EDUCATION AND 
INFORMATION PROGRAMS FOR VICTIMS. 
(a) PUBLIC EDUCATION PROGRAM.— 
(1) IN GENERAL.—The Secretary of Labor, in 
conjunction with the Secretary of Health and 
Human Services (through the Director of the Cen-
ters for Disease Control and Prevention and the 
grant recipient carrying out the National Resource 
Center on Domestic Violence) and the Attorney Gen-
eral (through the Principal Deputy Director of the 
Office on Violence Against Women), shall coordinate 
and provide for a national public outreach and edu-
cation campaign, including culturally appropriate 
materials, to raise public awareness of qualifying 
acts of violence, including outreach and education 
for employers, service providers, teachers, and other 
key partners. 
(2) DISSEMINATION.—The Secretary of Labor, 
in conjunction with the Secretary of Health and 
Human Services and the Attorney General, as de-
scribed in paragraph (1), may disseminate informa-
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tion through the public outreach and education cam-
paign on the resources and rights referred to in this 
subsection directly or through arrangements with 
health agencies, professional and nonprofit organiza-
tions, consumer groups, labor organizations, institu-
tions of higher education, clinics, the media, and 
Federal, State, and local agencies. 
(3) INFORMATION.—The information dissemi-
nated under paragraph (2) shall include, at a min-
imum, a description of— 
(A) the resources and rights that are— 
(i) available to victims of qualifying 
acts of violence; and 
(ii) established in this Act and the Vi-
olence Against Women Act of 1994 (34 
U.S.C. 12291 et seq.); 
(B) guidelines and best practices on pre-
vention of qualifying acts of violence; 
(C) resources that promote healthy rela-
tionships and communication skills; 
(D) resources that encourage bystander 
intervention in a situation involving qualifying 
acts of violence; 
(E) resources that promote workplace poli-
cies that support and help maintain the eco-
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nomic security of victims of qualifying acts of 
violence; and 
(F) resources and rights that the heads of 
Federal agencies described in paragraph (2) de-
termine are appropriate to include. 
(b) INFORMATION PROGRAM FOR EMPLOYERS.— 
(1) IN GENERAL.—The Secretary of Labor and 
the Secretary of Health and Human Services, in 
consultation with major women’s advocacy groups 
and medical and public health organizations, shall 
develop and disseminate to employers information on 
the entitlement of victims of a qualifying act of vio-
lence to safe leave under title II. 
(2) INFORMATION.—The information dissemi-
nated under paragraph (1) shall include, at a min-
imum— 
(A) information describing employers’ re-
sponsibilities and employees’ rights under title 
II; 
(B) recommendations for carrying out 
those responsibilities and providing for those 
rights; 
(C) recommendations for supporting em-
ployees when the employees seek safe leave 
under title II; 
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(D) information on best practices for sup-
porting victims of a qualifying act of violence; 
(E) information on best practices for pre-
venting qualifying acts of violence; and 
(F) information explaining how to obtain 
additional copies of the information developed 
under paragraph (1) for distribution to the em-
ployees. 
(c) STUDY ON WORKPLACE RESPONSES.—The Sec-
retary of Labor, in conjunction with the Secretary of 
Health and Human Services, shall conduct a study on the 
status of workplace responses to employees who experience 
a qualifying act of violence while employed, in each State 
and nationally, to improve the access of victims of a quali-
fying act of violence to supportive resources and economic 
security. 
(d) AUTHORIZATION
OF APPROPRIATIONS.—There 
are authorized to be appropriated to carry out this section, 
such sums as may be necessary for each of fiscal years 
2025 through 2029. 
SEC. 512. INVESTING IN PUBLIC HEALTH INFRASTRUCTURE 
TO IMPROVE SUPPORT FOR VICTIMS. 
Section 303(c) of the Family Violence Prevention and 
Services Act (42 U.S.C. 10403(c)) is amended by striking 
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