I 
114TH CONGRESS 
1ST SESSION H. R. 2034 
To provide certain workplace protections to interns relating to discriminatory 
practices. 
IN THE HOUSE OF REPRESENTATIVES 
APRIL 27, 2015 
Ms. MENG introduced the following bill; which was referred to the Committee 
on Education and the Workforce, and in addition to the Committees on 
House Administration, Oversight and Government Reform, and the Judi-
ciary, for a period to be subsequently determined by the Speaker, in each 
case for consideration of such provisions as fall within the jurisdiction of 
the committee concerned 
A BILL 
To provide certain workplace protections to interns relating 
to discriminatory practices. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Intern Protection Act’’. 
SEC. 2. DEFINITIONS. 
As used in this Act— 
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(1) COMMISSION.—The term ‘‘Commission’’ 
means the Equal Employment Opportunity Commis-
sion. 
(2) 
EMPLOYER.—The 
term 
‘‘employer’’ 
means— 
(A) a person engaged in an industry affect-
ing commerce (as defined in section 701(h) of 
the Civil Rights Act of 1964 (42 U.S.C. 
2000e(h))) who has 15 or more employees (as 
defined in subparagraphs (A)(i) and (B) of 
paragraph (3)) for each working day in each of 
20 or more calendar weeks in the current or 
preceding calendar year, and any agent of such 
a person, but does not include a bona fide pri-
vate membership club (other than a labor orga-
nization) that is exempt from taxation under 
section 501(c) of the Internal Revenue Code of 
1986; 
(B) an employing authority to which sec-
tion 302(a)(1) of the Government Employee 
Rights Act of 1991 applies; 
(C) an employing office, as defined in sec-
tion 101 of the Congressional Accountability 
Act of 1995 or section 411(c) of title 3, United 
States Code; or 
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(D) an entity to which section 717(a) of 
the Civil Rights Act of 1964 applies. 
(3) DISABILITY.—The term ‘‘disability’’ has the 
meaning given such term in section 3 of the Ameri-
cans with Disabilities Act of 1990 (42 U.S.C. 
12102). 
(4) GENDER
IDENTITY.—The term ‘‘gender 
identity’’ means the gender-related identity, appear-
ance, or mannerisms or other gender-related charac-
teristics of an individual, with or without regard to 
the individual’s designated sex at birth. 
(5) INTERN.—The term ‘‘intern’’ means an in-
dividual who performs work for an employer, wheth-
er paid or unpaid for the purpose of training under 
the following circumstances: 
(A) The employer is not committed to hire 
the individual performing the work at the con-
clusion of the training period. 
(B) The work performed— 
(i) provides or supplements training 
that may enhance the employability of the 
intern; 
(ii) provides experience for the benefit 
of the individual performing the work; 
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(iii) does not displace regular employ-
ees; and 
(iv) is performed under the close su-
pervision of existing staff. 
(6) 
INTERNSHIP.—The 
term 
‘‘internship’’ 
means a position or job with an employer that is 
filled by an intern. 
(7) MILITARY
STATUS.—The term ‘‘military 
status’’ means an individual’s status as a member of 
the Armed Forces or a veteran. 
(8) PREDISPOSING
GENETIC
CHARACTERIS-
TICS.—The term ‘‘predisposing genetic characteris-
tics’’ means, with respect to an individual, any infor-
mation revealed by a genetic test of the individual or 
a family member of the individual, or the manifesta-
tion of a disease or disorder in any family member 
of the individual. 
(9) RELIGION.—The term ‘‘religion’’ has the 
meaning given such term in section 701(j) of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e(j)). 
(10) SEX.—The term ‘‘sex’’ includes all of the 
aspects related to sex described in the term ‘‘because 
of sex’’ defined in section 701(k) of the Civil Rights 
Act of 1964 (42 U.S.C. 2000e(k)). 
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(11) SEXUAL ORIENTATION.—The term ‘‘sexual 
orientation’’ means homosexuality, heterosexuality, 
or bisexuality. 
SEC. 3. UNLAWFUL DISCRIMINATORY PRACTICES RELAT-
ING TO INTERNS. 
(a) TERMS AND CONDITIONS OF EMPLOYMENT.—It 
shall be an unlawful employment practice for an employer 
to— 
(1) refuse to hire or employ or to bar or to dis-
charge from internship an intern or to discriminate 
against such intern in the terms, conditions, or privi-
leges of employment as an intern because of the in-
tern’s age, race, religion, color, national origin, sex, 
sexual orientation, military status, disability, gender 
identity, predisposing genetic characteristics, marital 
status, or status as a victim of domestic violence; 
(2) discriminate against an intern in terms of 
receiving, classifying, disposing, or otherwise acting 
upon applications for internships because of the in-
tern’s age, race, religion, color, national origin, sex, 
sexual orientation, military status, disability, gender 
identity, predisposing genetic characteristics, marital 
status, or status as a victim of domestic violence; 
(3) print or circulate or cause to be printed or 
circulated any statement, advertisement, or publica-
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tion, or to use any form of application for employ-
ment as an intern or to make any inquiry in connec-
tion with prospective employment as an intern, 
which expresses directly or indirectly, any limitation, 
specification, or discrimination as to age, race, reli-
gion, color, national origin, sex, sexual orientation, 
military status, disability, gender identity, predis-
posing genetic characteristics, marital status, or sta-
tus as a victim of domestic violence; 
(4) to compel an intern who is pregnant to take 
a leave of absence, unless the intern is prevented by 
such pregnancy from performing the activities in-
volved in the internship in a reasonable manner; or 
(5) to discharge, expel, or otherwise discrimi-
nate against any person because he or she has op-
posed any practices forbidden under this Act or be-
cause he or she has filed a complaint, testified, or 
assisted in any proceeding under this Act. 
(b) SEXUAL OR OTHER HARASSMENT.—It shall be 
an unlawful employment practice for an employer to— 
(1) engage in unwelcome sexual advances, re-
quests for sexual favors, or other verbal or physical 
conduct of a sexual nature to an intern when— 
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(A) submission to such conduct is made ei-
ther explicitly or implicitly a term or condition 
of the intern’s continued position as an intern; 
(B) submission to or rejection of such con-
duct by the intern is used as the basis for em-
ployment decisions affecting such intern; or 
(C) such conduct has the purpose or effect 
of unreasonably interfering with the intern’s 
work performance by creating an intimidating, 
hostile, or offensive working environment; or 
(2) subject an intern to unwelcome harassment 
based on age, race, religion, color, national origin, 
sex, sexual orientation, military status, disability, 
gender identity, predisposing genetic characteristics, 
marital status, or status as a victim of domestic vio-
lence, where such harassment has the purpose or ef-
fect of unreasonably interfering with the intern’s 
work performance by creating an intimidating, hos-
tile, or offensive working environment. 
(c) AGE LIMITATION.—The prohibitions in this sec-
tion relating to discrimination based on age shall be lim-
ited to individuals who are at least 40 years of age. 
SEC. 4. ENFORCEMENT. 
(a) ENFORCEMENT POWERS.—With respect to the 
administration and enforcement of this Act, in the case 
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of a claim alleged by an individual for a violation of this 
Act— 
(1) the Commission shall have the same powers 
as the Commission has to administer and enforce— 
(A) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.); or 
(B) sections 302 and 304 of the Govern-
ment Employee Rights Act of 1991 (42 U.S.C. 
2000e–16b and 2000e–16c), 
in the case of a claim alleged by such individual for 
a violation of such title, or of section 302(a)(1) of 
the Government Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b(a)(1)), respectively; 
(2) the Librarian of Congress shall have the 
same powers as the Librarian of Congress has to ad-
minister and enforce title VII of the Civil Rights Act 
of 1964 (42 U.S.C. 2000e et seq.) in the case of a 
claim alleged by such individual for a violation of 
such title; 
(3) the Board (as defined in section 101 of the 
Congressional Accountability Act of 1995 (2 U.S.C. 
1301)) shall have the same powers as the Board has 
to administer and enforce the Congressional Ac-
countability Act of 1995 (2 U.S.C. 1301 et seq.) in 
the case of a claim alleged by such individual for a 
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violation of section 201(a)(1) of such Act (2 U.S.C. 
1311(a)(1)); 
(4) the Attorney General shall have the same 
powers as the Attorney General has to administer 
and enforce— 
(A) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.); or 
(B) sections 302 and 304 of the Govern-
ment Employee Rights Act of 1991 (42 U.S.C. 
2000e–16b and 2000e–16c); 
in the case of a claim alleged by such individual for 
a violation of such title, or of section 302(a)(1) of 
the Government Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b(a)(1)), respectively; 
(5) the President, the Commission, and the 
Merit Systems Protection Board shall have the same 
powers as the President, the Commission, and the 
Board, respectively, have to administer and enforce 
chapter 5 of title 3, United States Code, in the case 
of a claim alleged by such individual for a violation 
of section 411 of such title; and 
(6) a court of the United States shall have the 
same jurisdiction and powers as the court has to en-
force— 
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(A) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.) in the case of 
a claim alleged by such individual for a viola-
tion of such title; 
(B) sections 302 and 304 of the Govern-
ment Employee Rights Act of 1991 (42 U.S.C. 
2000e–16b and 2000e–16c) in the case of a 
claim alleged by such individual for a violation 
of section 302(a)(1) of such Act (42 U.S.C. 
2000e–16b(a)(1)); 
(C) the Congressional Accountability Act 
of 1995 (2 U.S.C. 1301 et seq.) in the case of 
a claim alleged by such individual for a viola-
tion of section 201(a)(1) of such Act (2 U.S.C. 
1311(a)(1)); and 
(D) chapter 5 of title 3, United States 
Code, in the case of a claim alleged by such in-
dividual for a violation of section 411 of such 
title. 
(b) PROCEDURES AND REMEDIES.—The procedures 
and remedies applicable to a claim alleged by an individual 
for a violation of this Act are— 
(1) the procedures and remedies applicable for 
a violation of title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.) in the case of a 
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claim alleged by such individual for a violation of 
such title; 
(2) the procedures and remedies applicable for 
a violation of section 302(a)(1) of the Government 
Employee Rights Act of 1991 (42 U.S.C. 2000e– 
16b(a)(1)) in the case of a claim alleged by such in-
dividual for a violation of such section; 
(3) the procedures and remedies applicable for 
a violation of section 201(a)(1) of the Congressional 
Accountability Act of 1995 (2 U.S.C. 1311(a)(1)) in 
the case of a claim alleged by such individual for a 
violation of such section; and 
(4) the procedures and remedies applicable for 
a violation of section 411 of title 3, United States 
Code, in the case of a claim alleged by such indi-
vidual for a violation of such section. 
(c) OTHER APPLICABLE PROVISIONS.—With respect 
to a claim alleged by an individual for a violation of this 
Act, title III of the Congressional Accountability Act of 
1995 (2 U.S.C. 1381 et seq.) shall apply in the same man-
ner as such title applies with respect to a claim alleged 
by a covered employee (as defined in section 101 of the 
Congressional Accountability Act of 1995 (2 U.S.C. 
1301)) for a violation of section 201(a)(1) of such Act (2 
U.S.C. 1311(a)(1)). 
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SEC. 5. ATTORNEYS’ FEES. 
Notwithstanding any other provision of this Act, in 
an action or administrative proceeding for a violation of 
this Act, an entity described in section 4(a) (other than 
paragraph (4) of such section), in the discretion of the 
entity, may allow the prevailing party, other than the 
Commission or the United States, a reasonable attorney’s 
fee (including expert fees) as part of the costs. The Com-
mission and the United States shall be liable for the costs 
to the same extent as a private person. 
SEC. 6. REGULATIONS. 
(a) IN GENERAL.—Except as provided in subsections 
(b), (c), and (d), the Commission shall have authority to 
issue regulations to carry out this Act. 
(b) LIBRARIAN
OF CONGRESS.—The Librarian of 
Congress shall have authority to issue regulations to carry 
out this Act with respect to employees and applicants for 
employment of the Library of Congress. 
(c) BOARD.—The Board referred to in section 
10(a)(3) shall have authority to issue regulations to carry 
out this Act, in accordance with section 304 of the Con-
gressional Accountability Act of 1995 (2 U.S.C. 1384), 
with respect to covered employees, as defined in section 
101 of such Act (2 U.S.C. 1301). 
(d) PRESIDENT.—The President shall have authority 
to issue regulations to carry out this Act with respect to 
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covered employees, as defined in section 411(c) of title 3, 
United States Code, and applicants for employment as 
such employees. 
SEC. 7. RELATIONSHIP TO OTHER LAWS. 
This Act shall not invalidate or limit the rights, rem-
edies, or procedures available to an individual claiming 
discrimination prohibited under any other Federal law or 
regulation or any law or regulation of a State or political 
subdivision of a State. 
Æ 
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