I 
116TH CONGRESS 
2D SESSION 
H. R. 8465 
To require the Secretary of State to develop policy and procedures on preven-
tion and response to harassment, discrimination, sexual assault, and 
related retaliation, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
SEPTEMBER 30, 2020 
Ms. SPEIER (for herself, Mr. ENGEL, Mr. CASTRO of Texas, Ms. NORTON, Ms. 
ESCOBAR, Ms. HAALAND, Mr. GONZALEZ of Texas, Mrs. DINGELL, Mr. 
CARSON of Indiana, Mr. PRICE of North Carolina, Mr. SAN NICOLAS, 
Mr. KIND, Mrs. WATSON COLEMAN, Mr. LARSON of Connecticut, Ms. 
PINGREE, Ms. SCHAKOWSKY, and Ms. OMAR) introduced the following 
bill; which was referred to the Committee on Foreign Affairs, and in ad-
dition to the Committees on Education and Labor, Oversight and Re-
form, House Administration, and the Judiciary, for a period to be subse-
quently determined by the Speaker, in each case for consideration of such 
provisions as fall within the jurisdiction of the committee concerned 
A BILL 
To require the Secretary of State to develop policy and 
procedures on prevention and response to harassment, 
discrimination, sexual assault, and related retaliation, 
and for other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
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SECTION 1. SHORT TITLE; TABLE OF CONTENTS; RULE OF 
CONSTRUCTION. 
(a) SHORT TITLE.—This Act may be cited as the 
‘‘State Harassment and Assault Prevention and Eradi-
cation Act of 2020’’ or the ‘‘SHAPE Act of 2020’’. 
(b) TABLE OF CONTENTS.—The table of contents for 
this Act is as follows: 
Sec. 1. Short title; table of contents; rule of construction. 
Sec. 2. Department of State policy and procedures on prevention and response 
to harassment, discrimination, sexual assault, and related retal-
iation. 
Sec. 3. Reporting, documentation, and investigation procedures. 
Sec. 4. Sexual assault protocol and victim care. 
Sec. 5. Rights of employees harassed, discriminated against, retaliated against, 
or sexually assaulted. 
Sec. 6. Provision of climate surveys. 
Sec. 7. Reports to Congress, the Department, and the public. 
Sec. 8. Required training for Department personnel. 
Sec. 9. Hiring, vetting, and promotion. 
Sec. 10. Nondisclosure and nondisparagement agreements. 
(c) RULE OF CONSTRUCTION.—Nothing in this Act 
shall be construed to supersede or otherwise affect the dis-
crimination protections or related processes provided 
under section 717 of the Civil Rights Act of 1964 (42 
U.S.C. 2000e–16) to officers and employees of the Depart-
ment of State or applicants for employment at the Depart-
ment. 
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SEC. 2. DEPARTMENT OF STATE POLICY AND PROCEDURES 
ON PREVENTION AND RESPONSE TO HARASS-
MENT, DISCRIMINATION, SEXUAL ASSAULT, 
AND RELATED RETALIATION. 
(a) COMPREHENSIVE POLICY ON PREVENTION AND 
RESPONSE.—Not later than one year after the date of the 
enactment of this Act, the Secretary of State shall develop 
a comprehensive policy for the Department of State on 
the prevention of and response to harassment, discrimina-
tion, sexual assault, and related retaliation involving em-
ployees, contractors, and officials of the Department. 
(b) ELEMENTS OF COMPREHENSIVE POLICY.—The 
policy developed under subsection (a) may include ele-
ments as the Secretary deems necessary, but shall include, 
at a minimum, the following: 
(1) Prevention measures. 
(2) Education and training on prevention and 
response, as provided in this Act. 
(3) Investigation of complaints. 
(4) Medical treatment of victims. 
(5) Mechanisms for confidential reporting of in-
cidents by staff and service contractors, to include 
online and telephonic methods. 
(6) Victim advocacy, intervention, and coun-
seling for covered employees of the Department who 
are victims of harassment, discrimination, sexual as-
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sault, and related retaliation that shall be made 
available, irrespective of where such covered employ-
ees are located, to assist and guide such victims. 
(7) Supportive services, including counseling 
and victim advocacy, that shall be made available ir-
respective of whether the victim identifies the ac-
cused individual. 
(8) Oversight and review of administrative and 
disciplinary actions, to include termination, for em-
ployees and officials of the Department of State. 
(9) Review by appropriate authority of adminis-
trative separation actions involving victims of har-
assment, discrimination, sexual assault, and related 
retaliation. 
(10) Uniform collection of data on the incidence 
of violations and on disciplinary actions taken in 
cases of harassment, discrimination, sexual assault, 
and related retaliation. 
(11) Procedures for disciplinary action in cases 
of harassment, discrimination, sexual assault, and 
related retaliation by employees or officials of the 
Department. 
(12) Workforce communications relating to har-
assment, discrimination, sexual assault, and related 
retaliation prevention, discipline, and reporting, to 
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include printed and electronic materials made avail-
able in both English and the working languages at 
overseas posts, made available for all staff. 
(13) Acknowledgment of the challenges facing 
vulnerable groups including women, people of color, 
entry-level officers, locally employed staff, and the 
lesbian, gay, bisexual, transgender, and queer 
(LGBTQ) community. 
(14) Policies regarding the retention of docu-
ments relating to complaints, investigations, and dis-
ciplinary action. 
(c) CLARIFICATION
OF VICTIM REPORTING
AND 
CASE RESOLUTION.—The Secretary of State shall review 
Department of State processes for victim reporting and 
resolution of complaints, as in effect on the date of enact-
ment of this Act, to ensure that the Department’s proce-
dures are clear and easily accessible to all covered employ-
ees. Such review shall be included in the report to be sub-
mitted in section 7. 
(d) APPLICATION OF COMPREHENSIVE POLICY TO 
OFFICES IN THE DEPARTMENT OF STATE.—The Sec-
retary of State shall ensure that the policy developed 
under subsection (a) is implemented uniformly by the bu-
reaus and offices of the Department of State. 
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(e) COORDINATION WITH OTHER AGENCIES.—The 
Department of State is directed to coordinate with other 
United States government agencies which provide per-
sonnel to serve in overseas posts under Chief of Mission 
authority to develop interagency policies for addressing, 
reporting, and discipline for incidents of harassment, dis-
crimination, sexual assault, or related retaliation occurring 
between covered employees and non-covered employees. 
SEC. 3. REPORTING, DOCUMENTATION, AND INVESTIGA-
TION PROCEDURES. 
(a) DEFINITIONS.—In this Act— 
(1) the term ‘‘covered employee’’ means— 
(A) any officer or employee (including any 
temporary, part-time, contract, intermittent em-
ployee, interns, fellows, or other unpaid staff; 
both American citizens and foreign nationals) 
performing work for or on behalf of the Depart-
ment of State; 
(B) members of the Foreign Service (as 
that term is defined under section 103 of the 
Foreign Service Act of 1980 (22 U.S.C. 3903)), 
to include Foreign Service Officers, Foreign 
Service Specialists, Locally Employed Staff, and 
Consular Agents; and 
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(C) an individual who is engaged by an 
employer or entity as a contractor; 
(2) the term ‘‘Office of Employee Advocacy’’ 
means the Office of Employee Advocacy, as estab-
lished under subsection (b); 
(3) the term ‘‘Office of Civil Rights’’ means the 
Office of Civil Rights within the Department of 
State; 
(4) the term ‘‘Global Talent Management’’ 
means the Bureau of Global Talent Management, 
Office of Employee Relations, Conduct, Suitability, 
and Discipline Division within the Department of 
State; and 
(5) the term ‘‘Diplomatic Security’’ means the 
Bureau of Diplomatic Security within the Depart-
ment of State. 
(6) the term ‘‘harassment’’ means— 
(A) conduct based on race, color, religion, 
sex (including sexual orientation, gender iden-
tity, pregnancy, childbirth, a medical condition 
related to pregnancy or childbirth, and a sex 
stereotype), or national origin, regardless of 
whether it is direct or indirect, or verbal or 
nonverbal, that unreasonably alters an individ-
ual’s terms, conditions, or privileges of employ-
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ment, including by creating an intimidating, 
hostile, or offensive work environment; 
(B) sexual harassment is conduct that 
takes place in a circumstance described in sub-
paragraph (C) and that takes the form of— 
(i) a sexual advance; 
(ii) a request for sexual favors; or 
(iii) any other conduct of a sexual na-
ture; 
(C) a circumstance described in this sub-
paragraph is a situation in which— 
(i) submission to the conduct involved 
is made either explicitly or implicitly a 
term or condition of employment; 
(ii) submission to or rejection of such 
conduct is used as the basis for an employ-
ment decision affecting an individual’s em-
ployment; or 
(iii) such conduct unreasonably alters 
an individual’s terms, conditions, or privi-
leges of employment, including by creating 
an intimidating, hostile, or offensive work 
environment; and 
(D) in determining whether conduct con-
stitutes harassment because the conduct unrea-
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sonably alters an individual’s terms, conditions, 
or privileges of employment, including by cre-
ating an intimidating, hostile, or offensive work 
environment, the following rules shall apply— 
(i) that determination shall be made 
on the basis of the record as a whole, ac-
cording 
to 
the 
totality 
of 
the 
cir-
cumstances. A single incident may con-
stitute workplace harassment; 
(ii) incidents that may be workplace 
harassment shall be considered in the ag-
gregate, with— 
(I) conduct of varying types 
(such as expressions of sex-based hos-
tility, requests for sexual favors, and 
denial of employment opportunities 
due to sexual orientation) viewed in 
totality, rather than in isolation; and 
(II) conduct based on multiple 
protected characteristics (such as sex 
and race) viewed in totality, rather 
than in isolation; 
(iii) the factors specified in this sub-
paragraph are among the factors to be 
considered in determining whether conduct 
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constitutes harassment and are not meant 
to be exhaustive. No one of those factors 
shall be considered to be determinative in 
establishing whether conduct constitutes 
harassment. Such factors are each of the 
following— 
(I) the frequency of the conduct; 
(II) the duration of the conduct; 
(III) the location where the con-
duct occurred; 
(IV) the number of individuals 
engaged in the conduct; 
(V) the nature of the conduct, 
which may include physical, verbal, 
pictorial, or visual conduct, and con-
duct that occurs in person or is trans-
mitted, such as electronically; 
(VI) whether the conduct is 
threatening; 
(VII) any power differential be-
tween the alleged harasser and the 
person allegedly harassed; 
(VIII) any use of epithets, slurs, 
or other conduct that is humiliating 
or degrading; or 
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(IX) whether the conduct reflects 
stereotypes about individuals in the 
protected class involved; and 
(iv) in determining whether conduct 
constitutes harassment, conduct may be 
harassment regardless of whether, for ex-
ample— 
(I) the complaining party is not 
the individual being harassed; 
(II) the complaining party acqui-
esced or otherwise submitted to, or 
participated in, the conduct; 
(III) the conduct is also experi-
enced by others outside the protected 
class involved; 
(IV) the complaining party was 
able to continue carrying out duties 
and responsibilities of the party’s job 
despite the conduct; 
(V) the conduct did not cause a 
tangible injury or psychological injury; 
or 
(VI) the conduct occurred outside 
of the workplace. 
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(b) ESTABLISHMENT OF OFFICE OF EMPLOYEE AD-
VOCACY.— 
(1) IN
GENERAL.—Not later than one year 
after the date of the enactment of this Act, the Sec-
retary shall establish a new office to be the Office 
of Employee Advocacy, to be headed by a full-time 
Chief Advocate. Personnel of the Office shall be ap-
pointed without regard to political affiliation and 
solely on the basis of fitness to perform the duties 
of the position. The Chief Advocate— 
(A) shall report directly to the Under Sec-
retary for Management; and 
(B) may not have any other duties in the 
Department of State that are not reasonably 
connected to employee advocacy. 
(2) DUTIES OF OFFICE OF EMPLOYEE ADVO-
CACY.— 
(A) Receive complaints from any Depart-
ment of State covered employee or eligible fam-
ily member (EFM), as defined in the Foreign 
Affairs Manual, of harassment, discrimination, 
sexual assault, and related retaliation. 
(B) Counsel victims of their rights, proce-
dures for seeking relief, and available resources, 
both locally and at headquarters, under this 
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Act, and other employment laws enforced by the 
Equal Employment Opportunity Commission 
including the Civil Rights Act of 1964, the 
Pregnancy Discrimination Act of 1978, the 
Equal Pay Act of 1963, the Age Discrimination 
in Employment Act of 1967, the Americans 
with Disabilities Act of 1990, the Civil Rights 
Act of 1991, the Rehabilitation Act of 1973, 
and the Genetic Information Nondiscrimination 
Act of 2008. 
(C) Provide confidential support and infor-
mation, including referrals to medical and men-
tal health care. 
(D) Refer complaints to the appropriate 
offices in the Department of State promptly in-
cluding— 
(i) the Office of Civil Rights in in-
stances of harassment, discrimination, or 
related retaliation; and 
(ii) Bureau of Diplomatic Security in 
instances of sexual assault or other com-
plaints with security clearance implica-
tions. 
(E) For the purposes of receiving com-
plaints, operate secure, confidential means of 
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reporting 24 hours a day, including an elec-
tronic reporting system and an internationally 
accessible hotline. 
(F) Employ Employee Advocates to carry 
out the duties of the Office and assist those fil-
ing or considering filing a complaint. 
(G) If a victim chooses to file a complaint, 
such Advocates shall assist the victim in pro-
viding information and support until an inves-
tigation is completed, and a final agency deci-
sion has been made. 
(H) Employ attorneys licensed to practice 
law with experience in harassment, discrimina-
tion, retaliation, and assault complaints, and 
provide optional legal assistance, consultation, 
and representation related to a covered employ-
ee’s complaint of harassment, discrimination, 
sexual assault, or related retaliation. In car-
rying out this subparagraph, the following shall 
apply: 
(i) The relationship between the Of-
fice and an employee to whom the Office 
provides legal assistance, consultation, and 
representation under this section shall be 
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the relationship between an attorney and 
client. 
(ii) Nothing in this section shall pre-
clude covered employees from hiring their 
own attorneys or require them to use at-
torneys from the Office. 
(iii) Notwithstanding any law regard-
ing the licensure of attorneys, an attorney 
who is employed by the Office and is au-
thorized to provide legal assistance and 
representation under this section is author-
ized to provide that assistance and rep-
resentation in any jurisdiction, subject to 
such regulations as may be prescribed by 
the Office. 
(iv) The Office may not accept any 
award of attorney fees or other litigation 
expenses and costs under any hearing or 
civil action brought. 
(v) The Office must be empowered to 
be independent and work on behalf of com-
plainants without undue pressure from 
State Department leadership. 
(I) Provide routine training to attorneys 
and advocates on harassment, discrimination, 
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sexual assault, and related retaliation policies 
and best practices for victim care. 
(J) Track the stage of reporting, investiga-
tion, or disciplinary process a complaint is in. 
(K) Conduct climate surveys, as specified 
in section 6. 
(3) ELECTRONIC
REPORTING
SYSTEM.—The 
system established under this subsection shall— 
(A) include an electronic reporting system 
under which a complaint may be filed, in addi-
tion to a non-electronic system; 
(B) maintain an electronic record of the 
date and time at which any complaint is so 
filed; 
(C) ensure the security and confidentiality 
of records; and 
(D) allow the submission of confidential re-
ports that will not prompt individualized inves-
tigations, but shall be monitored by the Office 
to identify trends and determine whether inves-
tigations should be undertaken by the Office of 
Civil Rights. 
(4) INTERNATIONAL HOTLINE.—The system es-
tablished under this subsection shall— 
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(A) include an international toll-free num-
ber accessible by all covered employees and 
EFM both domestic and overseas; 
(B) be staffed 24 hours day, 7 days a week 
by Office of Employee Advocacy staff during 
normal working hours, and by a rotating OEA 
duty officer or contractor during non-working 
hours; 
(C) be entered by OEA staff into the elec-
tronic reporting system so that all reported 
cases are captured in the system; and 
(D) to the extent practicable, ensure access 
to the hotline for non-English speakers. 
(5) OVERSEAS POST REPORTING.— 
(A) Each overseas post shall notify employ-
ees that they may use the electronic reporting 
system or international hotline as established in 
paragraphs (3) and (4), or report in person to 
the Deputy Chief of Mission or other employees 
designated as Office of Employee Advocacy Li-
aisons. 
(B) The OEA Liaisons may include (but 
are not limited to) the Equal Employment Op-
portunity Counselor, the Community Liaison 
Officer, the Locally Employed Staff (LES) 
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Equal Employment Opportunity Officer Liai-
son, or other staff to be selected by the Deputy 
Chief of Mission. 
(C) OEA Liaisons should be provided with 
educational materials to distribute as well as 
training on the resources and services provided 
by the Office of Employee Advocacy, and on the 
various means of communications that employ-
ees can use to reach out to OEA Employee Ad-
vocates. 
(D) The Chief of Mission shall not be noti-
fied of the identity of the complainant without 
the express permission of the complainant. 
(6) APPLICATION.—This section shall not be 
construed to preclude, limit, or otherwise effect the 
rights of a covered employee to file a complaint, 
based on the alleged harassment, discrimination, 
sexual assault, and related retaliation that gave rise 
to the complaint under this subsection, under any 
other provision of law. This section shall not be con-
strued to preclude, limit, or otherwise affect the 
rights of a covered employee to file a complaint with 
another office. 
(7) CONSULTATION; TECHNICAL ASSISTANCE.— 
In developing the Office of Employee Advocacy, the 
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State Department shall receive technical assistance 
and consultation from organizations and other pro-
fessionals with expertise in victim-centered, trauma- 
informed care, individuals who have experienced har-
assment, discrimination, or retaliation at the State 
Department, the Equal Employment Opportunity 
Commission, and other relevant executive agencies. 
(c) DUTIES OF OFFICE OF CIVIL RIGHTS.— 
(1) IN GENERAL.—Upon the referral of a com-
plaint from the Office of Employee Advocacy to the 
Office of Civil Rights, the Office of Civil Rights 
shall— 
(A) take steps for the initial intake and re-
cording of the complaint, including providing 
the covered employee who filed the complaint 
with all relevant information with respect to the 
rights of the covered employee under this Act 
and other relevant law; and 
(B) notify the accused covered employee— 
(i) of the complaint and the right of 
that covered employee to participate in any 
mediation, hearing, or civil action under 
this section and other applicable law with 
respect to the complaint; 
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(ii) that retention of documents and 
evidence is crucial, and any unauthorized 
destruction of documents and evidence may 
result in additional investigations and po-
tential punishment; and 
(iii) that there is a prohibition on re-
taliation against the covered employee who 
filed the complaint and may be investiga-
tion and discipline for retaliation. 
(2) INVESTIGATION OF COMPLAINTS.— 
(A) INVESTIGATION.—The Office of Civil 
Rights shall investigate all complaints in a 
prompt, thorough, and impartial manner. The 
Department shall update the Foreign Affairs 
Manual to enable Office of Civil Rights inves-
tigators to travel to the foreign and domestic 
sites of received complaints in which widespread 
or pervasive sexual harassment is reported. The 
Under Secretary for Management shall author-
ize sufficient funding for Office of Civil Rights 
attorney advisors to conduct this travel as nec-
essary. 
(B) INVESTIGATION
OF
CHIEF
OF
MIS-
SION.—If the Chief of Mission at an overseas 
post is named as the alleged perpetrator in a 
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complaint, the Office of Civil Rights must no-
tify the Secretary of State. The Office of Civil 
Rights must prioritize the investigation of such 
cases. 
(C) REPORT.—Not later than 120 days 
after a complaint is filed under this section and 
transmitted to the Office of Civil Rights, the 
Office of Civil Rights shall conclude the inves-
tigation regarding that complaint. On the date 
the investigation is so concluded, the Office of 
Civil Rights shall transmit a written report on 
the results of the investigation to— 
(i) the covered employee who filed the 
complaint; 
(ii) the accused employee and his or 
her employing office; and 
(iii) Global Talent Management. 
(D) EXTENSION.—The Office of Civil 
Rights may extend the 120 day deadline in sub-
paragraph (A) if the Office of Civil Rights de-
termines that additional time is necessary to 
conclude the investigation. The Office of Civil 
Rights must notify the House Committee on 
Foreign Affairs and Senate Committee on For-
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eign Relations of the extension and provide jus-
tification for each extension of 30 days. 
(E) TRANSMISSION
TO
GLOBAL
TALENT 
MANAGEMENT.—After the Office of Civil Rights 
concludes the investigation, it shall transmit a 
report providing a summary of the facts with 
all investigatory material including transcripts 
of interviews and evidence to Global Talent 
Management for consideration of disciplinary 
action. 
(F) TRANSMISSION
TO
SECRETARY
OF 
STATE.—Global 
Talent 
Management 
shall 
transmit the investigatory report and any re-
sulting disciplinary actions to the Secretary of 
State. Reports shall be transmitted to the Sec-
retary no less than quarterly. 
(G) STAFFING.—If the number of com-
plaints received by the Office of Civil Rights ex-
ceeds its capacity to respond within 120 days to 
the majority of cases, the Director of the Office 
of Civil Rights and Under Secretary for Man-
agement shall authorize the hiring of additional 
attorney advisors or other appropriate staff on 
a temporary or permanent basis. 
(H) RECORD RETENTION.— 
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(i) RECORD RETENTION.—Global Tal-
ent Management shall keep a record of in-
vestigations, hearings, and other pro-
ceedings conducted related to complaints of 
harassment, discrimination, sexual assault, 
or related retaliation. 
(ii) PERSONNEL
FILES.—Subsequent 
disciplinary action taken by Global Talent 
Management in response to the investiga-
tion and any EEO settlements or judge-
ments of harassment, discrimination, sex-
ual assault, or related retaliation shall be 
documented and kept on file and accessible 
to the Office of Civil Rights, Diplomatic 
Security, security clearance investigators, 
and Federal law enforcement officials. 
Global Talent Management shall also en-
sure that a standalone document con-
taining a description of the offense and 
disciplinary action taken, redacted of any 
personally identifiable information, shall be 
provided to and reviewed by all subsequent 
Department Foreign Service and Civil 
Service Selection and promotion Boards, to 
include a permanent notation in the em-
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ployee’s file, including annual performance 
assessments or employee evaluations. 
(d) DISCIPLINARY ACTION.— 
(1) SUSPENSION.—Section 610 of the Foreign 
Service Act of 1980 (22 U.S.C. 4010) is amended by 
adding as follows: 
‘‘(c)(1) In order to promote the efficiency of the Serv-
ice, the Secretary may suspend a member of the Foreign 
Service without pay when the member’s security clearance 
is suspended or when there is reasonable cause to believe 
that the member has committed a crime for which a sen-
tence of imprisonment may be imposed or if the member 
has a history of harassment or Equal Employment Oppor-
tunity violations documented and substantiated by Global 
Talent Management.’’. 
(2) SEPARATION FOR CAUSE.—Section 610 of 
the Foreign Service Act of 1980 (22 U.S.C. 4010) 
is amended as follows: 
‘‘(a)(1) The Secretary may decide to separate any 
member from the Service for such cause as will promote 
the efficiency of the service, to include findings by Diplo-
matic Security that the member has engaged in criminal 
misconduct, to include murder, rape, or other sexual as-
sault.’’. 
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(3) UPDATE TO MANUAL.—Global Talent Man-
agement shall update the Foreign Affairs Manual’s 
‘‘Grounds for Disciplinary Action’’ and ‘‘List of Dis-
ciplinary Offenses and Penalties’’ to reflect the 
amendments made by this subsection and commu-
nicate such amendments to staff via Department 
Notices. 
(e) PENALTIES.—Consistent with other civil service 
and Foreign Service laws and regulations, the Secretary 
of State shall develop a policy of applying penalties to any 
covered employee who is determined to have sexual as-
sault, harassment, discrimination, or related retaliation 
complaints against him or her substantiated. Such pen-
alties shall include additional mandatory training, suspen-
sion with or without pay, demotion in rank, or removal 
for a period of the Secretary’s choosing. 
(f) ADDITIONAL DOCUMENTATION.—Global Talent 
Management shall ensure, to the extent practicable and 
appropriate, that any third country national or any na-
tional of a host country that was assigned to work at a 
diplomatic facility or employee residence who harasses, 
discriminates against, sexually assaults, or retaliates 
against a covered employee is— 
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(1) documented in an appropriate site history 
file and in a global tracking and recording system, 
to be coordinated by Global Talent Management; 
(2) taken into account with respect to deter-
minations regarding placements of third country na-
tionals or any national of a host country at such 
post and the provision of any funds or other benefit 
by the Department; and 
(3) any covered employee who filed the com-
plaint may opt out of having personally identifiable 
information included in such a report. 
(g) CASE REVIEW.— 
(1) IN GENERAL.—The Office of Civil Rights 
and Diplomatic Security shall conduct case reviews 
of a statistically significant number of cases on a 
quarterly basis to determine if proper procedures 
were followed in accordance with the harassment, 
discrimination, sexual assault, and related retaliation 
protocols and guidelines provided under this Act and 
other applicable laws. 
(2) REPORTS TO CONGRESS.—An analysis of 
such case reviews shall be annually reported to the 
Committee on Oversight and Reform and Committee 
on Foreign Affairs of the House of Representatives 
and the Committee on Homeland Security and Gov-
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