I 
119TH CONGRESS 
2D SESSION 
H. R. 7583 
To prevent discrimination, including harassment, in employment. 
IN THE HOUSE OF REPRESENTATIVES 
FEBRUARY 13, 2026 
Ms. PRESSLEY (for herself, Ms. GARCIA of Texas, Ms. STRICKLAND, Ms. 
TLAIB, Ms. CLARKE of New York, Ms. NORTON, Ms. SCANLON, Ms. LEE 
of Pennsylvania, Mrs. RAMIREZ, Ms. PINGREE, Ms. SIMON, Ms. 
BROWNLEY, Mr. DESAULNIER, Ms. CHU, Mr. MCGOVERN, and Ms. 
WASSERMAN SCHULTZ) introduced the following bill; which was referred 
to the Committee on Education and Workforce, and in addition to the 
Committees on the Judiciary, House Administration, Oversight and Gov-
ernment Reform, and Veterans’ Affairs, for a period to be subsequently 
determined by the Speaker, in each case for consideration of such provi-
sions as fall within the jurisdiction of the committee concerned 
A BILL 
To prevent discrimination, including harassment, in 
employment. 
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 ‘‘Bringing an End to 
Harassment by Enhancing Accountability and Rejecting 
Discrimination in the Workplace Act’’ or the ‘‘BE 
HEARD in the Workplace Act’’. 
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SEC. 2. TABLE OF CONTENTS. 
The table of contents of this Act is as follows: 
Sec. 1. Short title. 
Sec. 2. Table of contents. 
Sec. 3. Purposes. 
TITLE I—RESEARCHING AND PREVENTING WORKPLACE 
DISCRIMINATION, INCLUDING HARASSMENT; TIPPED EMPLOYEES 
Sec. 100. Definitions. 
Subtitle A—Preventing Workplace Discrimination, Including Harassment 
Sec. 101. Mandatory nondiscrimination policies. 
Sec. 102. Nondiscrimination training. 
Sec. 103. Resource materials on policies and trainings for small businesses. 
Sec. 104. Education, training, and technical assistance to employers. 
Sec. 105. Task force regarding harassment. 
Sec. 106. Resource materials on employment climate assessments. 
Sec. 107. Establishing an Office of Education and Outreach within the Equal 
Employment Opportunity Commission. 
Sec. 108. Relationship to other laws. 
Sec. 109. Authorization of appropriations. 
Subtitle B—Research and Additional Resources for Harassment Prevention 
Sec. 111. National prevalence survey on harassment in employment. 
Sec. 112. Study and report on harassment in the Federal Government. 
Sec. 113. Studies, reports, and further research. 
Subtitle C—Preventing Harassment of Tipped Employees 
Sec. 121. Tipped employees. 
TITLE II—STRENGTHENING WORKPLACE RIGHTS 
Sec. 201. Clarifying sexual orientation discrimination and gender identity dis-
crimination are unlawful sex discrimination. 
Sec. 202. Covered employers. 
Sec. 203. Compensatory and punitive damages available. 
Sec. 204. Discrimination, including harassment; standards of proof. 
Sec. 205. Clarifying other standards of proof. 
Sec. 206. Supervisor liability. 
Sec. 207. Extending the statutes of limitations. 
Sec. 208. Extending the time limitations on Federal employees filing a com-
plaint. 
TITLE III—BROADENING PROTECTIONS AND ENSURING 
TRANSPARENCY 
Sec. 301. Independent contractors, interns, fellows, volunteers, and trainees. 
Sec. 302. Nondisclosure agreements. 
Sec. 303. Prohibition on mandatory arbitration and protection of concerted 
legal action. 
Sec. 304. Federal contractor compliance with labor and civil rights laws. 
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TITLE IV—NATIONWIDE GRANTS TO PREVENT AND RESPOND TO 
WORKPLACE DISCRIMINATION, INCLUDING HARASSMENT 
Sec. 401. Definitions. 
Subtitle A—National Grants for Preventing and Addressing Employment 
Discrimination, Including Harassment 
Sec. 411. Definitions. 
Sec. 412. Grants. 
Sec. 413. Authorization of appropriations. 
Subtitle B—Grants for Legal Assistance for Low-Income Workers 
Sec. 421. Definitions. 
Sec. 422. Grants for civil legal needs related to employment discrimination. 
Sec. 423. Authorization of appropriations. 
Subtitle C—Grants for a System of State Advocacy 
Sec. 431. Purpose. 
Sec. 432. Definitions. 
Sec. 433. Allotments and payments. 
Sec. 434. System required. 
Sec. 435. Administration. 
Sec. 436. Authorization of appropriations. 
TITLE V—GENERAL PROVISIONS 
Sec. 501. Severability. 
SEC. 3. PURPOSES. 
The purposes of this Act are— 
(1) to prevent and reduce prohibited discrimina-
tion, including harassment, in employment; 
(2) to prevent and reduce discriminatory, in-
cluding harassing, conduct in the workplace; 
(3) to identify and implement best practices in 
creating a workplace free from discrimination, in-
cluding harassment; 
(4) to update and clarify certain employment 
nondiscrimination laws; and 
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(5) to expand workers’ access to counsel and 
advocacy services to protect the legal and human 
rights of workers by preventing and reducing dis-
crimination, including harassment, and responding 
to violations of worker’s rights. 
TITLE 
I—RESEARCHING 
AND 
PREVENTING 
WORKPLACE 
DISCRIMINATION, INCLUDING 
HARASSMENT; 
TIPPED 
EM-
PLOYEES 
SEC. 100. DEFINITIONS. 
In subtitles A and B: 
(1) COMMISSION.—The term ‘‘Commission’’ 
means the Equal Employment Opportunity Commis-
sion. 
(2) EMPLOYER.—The term ‘‘employer’’ has the 
meaning given the term in section 701 of the Civil 
Rights Act of 1964 (42 U.S.C. 2000e), as amended 
by section 202 of this Act. 
Subtitle A—Preventing Workplace 
Discrimination, Including Har-
assment 
SEC. 101. MANDATORY NONDISCRIMINATION POLICIES. 
(a) POLICIES.— 
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(1) IN GENERAL.—Beginning not later than 1 
year after the date of enactment of this Act, each 
employer who has 15 or more employees shall adopt, 
maintain, and periodically review a comprehensive 
nondiscrimination policy, which shall establish poli-
cies and procedures concerning prohibited discrimi-
nation, including harassment, in employment. 
(2) DISSEMINATION
AND
POSTING.—The em-
ployer shall disseminate the comprehensive non-
discrimination policy to each employee at the begin-
ning of employment, annually, and on the issuance 
of any update to the comprehensive nondiscrimina-
tion policy. The employer shall post the comprehen-
sive nondiscrimination policy in prominent locations, 
including in a prominent location on the employer’s 
website. 
(b) CONTENTS.—At a minimum, the comprehensive 
nondiscrimination policy shall include— 
(1) a definition of prohibited discrimination, in-
cluding harassment, in employment; 
(2) a description of the types of behaviors pro-
hibited by the policy; 
(3) the identification of multiple individuals to 
whom an employee may report such discrimination, 
and the contact information for those individuals; 
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(4) a description of multiple methods for re-
porting such discrimination; 
(5) a general description of how the employer 
will conduct prompt, thorough, and impartial inves-
tigations and respond to complaints regarding such 
discrimination; 
(6) a prohibition against retaliation related to 
such discrimination, including disclosing, reporting, 
or challenging such discrimination; 
(7) a description of the confidentiality protec-
tions available for such discrimination complaints; 
(8) a description of potential consequences for 
violating the policy; and 
(9) any additional components required by the 
Commission for the purpose of preventing such dis-
crimination. 
(c) 
ACCESSIBILITY.—The 
comprehensive 
non-
discrimination policy shall be made available in plain 
English and in an accessible manner for individuals with 
disabilities and for individuals who primarily speak a lan-
guage other than English. 
(d) ENFORCEMENT.— 
(1) IN GENERAL.—Subject to paragraph (2), an 
employer who fails to comply with this section shall 
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be fined not more than $1,000 for each separate of-
fense. 
(2) REPEATED OR WILLFUL VIOLATIONS.—An 
employer who repeatedly or willfully fails to comply 
with this section shall be fined not less than $5,000 
for each separate offense. 
(e) REGULATIONS.—The Commission shall have au-
thority to promulgate regulations to carry out this section. 
SEC. 102. NONDISCRIMINATION TRAINING. 
(a) IN GENERAL.—The Commission shall promulgate 
regulations— 
(1) to require appropriate employers, as deter-
mined by the Commission, to provide— 
(A) in-person or other interactive training 
for each employee regarding discriminatory, in-
cluding harassing, behaviors in employment; 
and 
(B) training specifically designed for su-
pervisors regarding the prevention of and re-
sponse to discrimination (including harassment) 
in employment, including retaliation; and 
(2) to identify specific elements of such train-
ing. 
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(b) REQUIRED TRAINING.—The requirements de-
scribed in subsection (a) shall be based on research on 
effective training. 
(c) ENFORCEMENT.—The Commission shall issue 
remedies for noncompliance by regulation. 
SEC. 
103. 
RESOURCE 
MATERIALS 
ON 
POLICIES 
AND 
TRAININGS FOR SMALL BUSINESSES. 
(a) IN GENERAL.—Not later than 1 year after the 
date of enactment of this Act, the Commission shall make 
publicly available resource materials on comprehensive 
nondiscrimination policies and trainings on such policies 
for employers with fewer than 15 employees. 
(b) CONTENTS.—Such resource materials shall in-
clude, at a minimum— 
(1) model comprehensive nondiscrimination 
policies concerning prohibited discrimination, includ-
ing harassment, in employment, as described in sec-
tion 101, for use by employers with fewer than 15 
employees, which shall— 
(A) be designed to be easily distributed by 
such employers to employees; 
(B) take into account the resources avail-
able to such employers; 
(C) take into account the particular needs 
of employees of such employers; 
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(D) be made available in plain English and 
in accessible formats for individuals with dis-
abilities and for individuals who primarily speak 
a language other than English; 
(E) include a definition of prohibited dis-
crimination, including harassment, in employ-
ment; 
(F) include examples of prohibited dis-
criminatory, including harassing, behaviors; 
(G) describe how the employer may con-
duct prompt, thorough, and impartial investiga-
tions and respond to complaints regarding such 
prohibited discrimination; 
(H) include a prohibition against retalia-
tion related to such discrimination; 
(I) include policies that reflect the needs of 
a variety of different types of workplaces, in-
cluding those with differing work structures, fa-
cilities, or tasks; 
(J) describe behaviors that would con-
stitute retaliation; and 
(K) include a description of potential con-
sequences for violating the comprehensive non-
discrimination policy; and 
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(2) model trainings regarding prohibited dis-
crimination, including harassment, in employment, 
as described in section 102, for use by employers 
with fewer than 15 employees, which shall— 
(A) take into account the resources avail-
able to such employers; 
(B) take into account the particular needs 
of employees of such employers; 
(C) be made available in plain English and 
in accessible formats for individuals with dis-
abilities and for individuals who primarily speak 
a language other than English; 
(D) be made available in an online format 
that is widely available to such employers and 
employees of such employers; 
(E) include an explanation of prohibited 
discrimination, including harassment, in em-
ployment, including retaliation related to such 
discrimination; 
(F) describe the affirmative behaviors that 
contribute to preventing and reducing discrimi-
nation, including harassment, in employment; 
(G) include trainings designed to address 
the needs of a variety of workplaces, including 
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those with differing work structures, facilities, 
and tasks; 
(H) include best practices for preventing 
prohibited discrimination, including harassment, 
specific to industries in which the Commission 
determines that discrimination, including har-
assment, is particularly prevalent or severe; and 
(I) include any additional information the 
Commission determines may prevent discrimi-
nation, including harassment, of employees. 
(c) INDIVIDUALIZATION.—The Commission shall en-
sure that resource materials under this section are de-
signed to facilitate individual employers to customize 
training to address the needs of their workplaces, includ-
ing differing work structures, facilities, and tasks. 
SEC. 104. EDUCATION, TRAINING, AND TECHNICAL ASSIST-
ANCE TO EMPLOYERS. 
The Commission shall have the authority to— 
(1) reasonably adjust the fees the Commission 
charges for any education, technical assistance, or 
training the Commission offers through the Tech-
nical Assistance Training Institute established in ac-
cordance with section 705(j)(1) of the Civil Rights 
Act of 1964 (42 U.S.C. 2000e–4(j)(1)); 
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(2) use the materials developed by the Commis-
sion for any education, technical assistance, or train-
ing offered by the Commission in accordance with 
that section in any education and outreach activities 
carried out by the Commission; and 
(3) use funds from the Commission’s EEOC 
Education, Technical Assistance, and Training Re-
volving Fund, established under section 705(k) of 
the Civil Rights Act of 1964 (42 U.S.C. 2000e– 
4(k)), to pay the full salaries of any Commission em-
ployees that develop and administer any education, 
technical assistance, or training programs offered by 
the Commission in connection with activities under 
this Act. 
SEC. 105. TASK FORCE REGARDING HARASSMENT. 
(a) IN GENERAL.—The Commission shall establish 
and periodically convene a harassment prevention task 
force (referred to in this section as the ‘‘Task Force’’) to 
study prohibited harassment in employment. 
(b) MEMBERSHIP.—The Task Force established 
under subsection (a) shall include membership that re-
flects a broad diversity of experience and expertise relating 
to prohibited harassment, including— 
(1) employee advocates; 
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(2) researchers with expertise in organizational 
culture change or reducing behavior related to har-
assment; 
(3) legal practitioners with professional exper-
tise related to harassment litigation on behalf of em-
ployees; 
(4) legal practitioners with experience serving 
as a chief legal officer or human resource officer in 
a corporate legal department; 
(5) individuals with expertise in diversity and 
inclusion initiatives; 
(6) individuals who have experienced prohibited 
harassment in employment; and 
(7) labor organization leaders. 
(c) DUTIES.—The Task Force shall— 
(1) identify strategies and recommend proposals 
to prevent prohibited harassment in employment; 
and 
(2) provide guidance on effective strategies to 
prevent prohibited harassment that are specific to 
industries in which the Task Force determines that 
harassment is particularly prevalent or severe. 
(d) REPORT.—Not less than once every 5 years, the 
Commission shall prepare and publish a report on the 
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Commission’s website, which shall be based on the work 
of the Task Force and shall include— 
(1) a review of the prevalence of prohibited har-
assment in employment, including the results of the 
national prevalence survey described in section 111; 
(2) recommendations for Federal, State, and 
local initiatives, reforms, and legislation to prevent 
prohibited harassment in employment; 
(3) assessments of the effectiveness of employ-
ment policies designed to prevent prohibited harass-
ment in employment by changing behavior and cul-
ture; 
(4) assessments of the effectiveness of processes 
for investigations into prohibited harassment in em-
ployment; 
(5) assessments of the effectiveness of different 
types of training to reduce and prevent harassment 
in employment; and 
(6) assessments of the effectiveness of other 
proactive initiatives and interventions to reduce and 
prevent harassment in employment. 
SEC. 106. RESOURCE MATERIALS ON EMPLOYMENT CLI-
MATE ASSESSMENTS. 
(a) IN GENERAL.—Not later than 1 year after the 
date of enactment of this Act, the Commission shall de-
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velop and make publicly available resource materials for 
employers on assessing the employment climate, including 
the occurrence of prohibited harassment in employment, 
in order to assist such employers in determining the effec-
tiveness of measures the employer takes to prevent and 
address prohibited harassment in employment. 
(b) EMPLOYMENT CLIMATE SURVEY.—Such resource 
materials shall include a model survey regarding prohib-
ited harassment in employment, which shall be available 
for an employer to use (at the employer’s discretion and 
employer’s expense) in order to assess the employment cli-
mate. The model survey shall be— 
(1) designed to assess employees’ experiences 
related to prohibited harassment in employment; 
(2) fair, unbiased, and scientifically valid to the 
greatest extent practicable; 
(3) designed to solicit confidential submissions 
and to provide data without revealing personally 
identifiable information; and 
(4) inclusive of individuals required to be af-
forded protection under section 301. 
(c) CONTENTS.—The model survey may include— 
(1) questions designed to assess the prevalence 
of prohibited harassment in employment; 
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(2) questions designed to understand whether 
employees have access to and are familiar with the 
employer’s nondiscrimination, including anti-harass-
ment, policies and procedures; 
(3) questions to assess the employment climate; 
and 
(4) any additional questions the Commission 
determines are consistent with the purposes of this 
section. 
(d) MANDATORY EMPLOYEE PARTICIPATION PRO-
HIBITED.—An employer may not compel or require em-
ployees to participate in a survey regarding prohibited dis-
crimination, including harassment, in employment. 
(e) REVIEW AND REVISION.—The Commission shall 
periodically review and revise the resource materials de-
scribed in subsection (a) and the model survey developed 
under subsection (b). 
SEC. 107. ESTABLISHING AN OFFICE OF EDUCATION AND 
OUTREACH WITHIN THE EQUAL EMPLOY-
MENT OPPORTUNITY COMMISSION. 
(a) IN GENERAL.—The Commission shall establish 
and maintain an Office of Education and Outreach to— 
(1) conduct outreach and education concerning 
prohibited discrimination, including harassment, in 
employment under Federal civil rights laws and 
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available resources and remedies relating to those 
laws; and 
(2) conduct a multi-year public awareness cam-
paign to improve public awareness of the Commis-
sion, which shall include disseminating information 
about— 
(A) the purpose of the Commission; 
(B) the resources available through the 
Commission to prevent prohibited discrimina-
tion, including harassment, in employment; 
(C) the ways in which an individual can 
file a complaint with the Commission; and 
(D) the process by which the Commission 
investigates charges of discrimination. 
(b) INFORMATION DISSEMINATED.—The information 
disseminated in accordance with subsection (a)(2) shall be 
made available in plain English and in an accessible man-
ner for individuals with disabilities and for individuals who 
primarily speak a language other than English. 
SEC. 108. RELATIONSHIP TO OTHER LAWS. 
Compliance with section 101 or 102, or use of mate-
rials provided under this subtitle, is not an affirmative de-
fense under applicable employment nondiscrimination 
laws. 
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SEC. 109. AUTHORIZATION OF APPROPRIATIONS. 
There are authorized to be appropriated to the Com-
mission such sums as may be necessary to carry out the 
Commission’s duties and activities, including such duties 
and activities authorized under this subtitle. 
Subtitle B—Research and Addi-
tional Resources for Harass-
ment Prevention 
SEC. 111. NATIONAL PREVALENCE SURVEY ON HARASS-
MENT IN EMPLOYMENT. 
(a) SURVEY.—The Bureau of the Census, the Com-
mission, and the Bureau of Labor Statistics shall jointly 
develop a national prevalence survey on the prevalence of 
prohibited harassment in employment (referred to in this 
section as the ‘‘national prevalence survey’’). Such survey 
shall be administered by the Bureau of the Census not 
later than 1 year after the date of enactment of this Act, 
and every 3 years thereafter. 
(b) CONTENTS.—The national prevalence survey 
shall include questions designed to collect such informa-
tion from individuals as may be necessary to examine ex-
isting beliefs, attitudes, and understanding of prohibited 
harassment in employment, and the extent to which such 
harassment is experienced or observed by individuals, su-
pervisors, and employers, including the information nec-
essary for the report described in subsection (c). 
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(c) REPORT.— 
(1) IN
GENERAL.—Not later than 6 months 
after each national prevalence survey has been ad-
ministered, the Bureau of the Census, the Commis-
sion, and the Bureau of Labor Statistics shall jointly 
prepare and submit to the Committee on Health, 
Education, Labor, and Pensions of the Senate and 
the Committee on Education and Workforce of the 
House of Representatives a report on the results of 
that survey. 
(2) 
REQUIRED
INFORMATION.—The 
report 
under this subsection shall include, at minimum— 
(A) information about the extent to which 
individuals experience prohibited harassment in 
employment on the basis of sex (including sex-
ual orientation, gender identity, sex stereotype, 
sex characteristics, and pregnancy, childbirth, 
or related medical conditions), race, color, reli-
gion, national origin, age, disability, genetic in-
formation, and uniformed service status, and 
information about the interaction of different 
characteristics that may be the basis of harass-
ment in employment; 
(B) information about the prevalence of 
each such form of prohibited harassment in em-
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ployment, disaggregated by industry and salary 
level, including across all wage bands; and 
(C) an analysis of the economic impacts of 
prohibited harassment. 
(3) DISAGGREGATION OF SEX-BASED HARASS-
MENT.—The report under this subsection shall sepa-
rately, and in the aggregate, report each of the fol-
lowing bases of sex harassment: 
(A) Sexual orientation. 
(B) Gender identity. 
(C) Pregnancy. 
(D) Childbirth. 
(E) A medical condition related to preg-
nancy or childbirth. 
(F) A sex stereotype. 
(G) Sexual in nature. 
(4) PUBLIC AVAILABILITY.—The report shall be 
made publicly available on the websites of the Bu-
reau of the Census, the Commission, and the Bureau 
of Labor Statistics. 
(d) AUTHORIZATION
OF APPROPRIATIONS.—There 
are authorized to be appropriated for the Bureau of the 
Census to carry out this section such sums as may be nec-
essary for each fiscal year the national prevalence survey 
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is to be administered under subsection (a) or the report 
is to be submitted under subsection (c). 
SEC. 112. STUDY AND REPORT ON HARASSMENT IN THE 
FEDERAL GOVERNMENT. 
(a) IN GENERAL.—Not later than 1 year after the 
date of enactment of this Act, and not less than once every 
3 years thereafter, the Merit Systems Protection Board 
shall prepare and submit to the Committee on Health, 
Education, Labor, and Pensions of the Senate and the 
Committee on Education and Workforce of the House of 
Representatives a report containing the following informa-
tion: 
(1) The prevalence of specific behaviors associ-
ated with prohibited harassment in employment 
among Federal employees, including information 
about such behaviors disaggregated by each wage 
band. 
(2) The impact of prohibited harassment in em-
ployment and violations of Federal civil rights laws 
on the Federal Government, in terms of monetary 
costs, attrition, and morale. 
(3) The particular impact of prohibited harass-
ment in employment on the experience of Federal 
employees with disabilities. 
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(4) Working in coordination with the Commis-
sion’s Office of Federal Operations, a description of 
the differences in Federal agency policies, strategies, 
reporting mechanisms, training programs, and other 
practices regarding preventing and addressing pro-
hibited harassment in employment. 
(5) A description of which policies, strategies, 
reporting mechanisms, training programs, and other 
practices described in paragraph (4) have prevented, 
addressed, or reduced prohibited harassment in em-
ployment. 
(6) Working in coordination with the Commis-
sion’s Office of Federal Operations, joint rec-
ommendations from such Office and the Merit Sys-
tems Protection Board to Federal agencies on how 
to prevent and address prohibited harassment in em-
ployment. 
(b) AUTHORIZATION
OF APPROPRIATIONS.—There 
are authorized to be appropriated to the Merit Systems 
Protection Board such sums as may be necessary to carry 
out this section. 
SEC. 113. STUDIES, REPORTS, AND FURTHER RESEARCH. 
(a) STUDY AND REPORT ON ENFORCEMENT OF NON-
DISCRIMINATION
LAWS
PROHIBITING
HARASSMENT 
LAWS.—Not later than 1 year after the date of enactment 
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of this Act, the United States Commission on Civil Rights 
shall prepare and submit to the Committee on Health, 
Education, Labor, and Pensions of the Senate and the 
Committee on Education and Workforce of the House of 
Representatives a report that shall examine enforcement 
of the nondiscrimination laws prohibiting harassment in-
cluding— 
(1) trends in enforcement of such laws; 
(2) barriers to effective enforcement of such 
laws; 
(3) best practices in enforcement of such laws; 
(4) recommendations about how to improve en-
forcement of such laws, including whether estab-
lishing individual liability for harassment in employ-
ment would improve enforcement of such laws; and 
(5) how the experience of harassment for em-
ployees and individuals required to be afforded pro-
tections under section 301 has changed over time 
since the passage of such laws. 
(b) STUDY AND REPORT ON PREVENTION OF HAR-
ASSMENT IN EMPLOYMENT.— 
(1) IN GENERAL.—Not later than 60 days after 
the date of enactment of this Act, the Director of 
the National Institutes of Health shall seek to enter 
into an agreement with the National Academies of 
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Sciences, Engineering, and Medicine, through which 
the National Academies of Sciences, Engineering, 
and Medicine shall conduct a study on preventing 
and addressing prohibited harassment in employ-
ment. 
(2) CONTENTS.—Such study shall include— 
(A) an evaluation of the existing research 
of the causes of prohibited harassment in em-
ployment, including retaliation related to such 
harassment, and gaps in such research; 
(B) a review of the existing research re-
garding how prohibited harassment in employ-
ment impacts individuals; 
(C) an evaluation of the existing research 
on training to prevent prohibited harassment in 
employment, including essential components of 
effective training to prevent such prohibited 
harassment, including retaliation, and gaps in 
such research; 
(D) an assessment of the efficacy and 
availability of training models and programs to 
prevent prohibited harassment in employment; 
(E) the identification of employment or so-
cietal factors that increase the likelihood of pro-
hibited harassment in employment, particularly 
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across industries with a high number of individ-
uals who are vulnerable to experiencing such 
prohibited harassment, including whether diver-
sity in leadership positions within an organiza-
tion reduces the likelihood of such prohibited 
harassment; 
(F) an examination of methods of induc-
ing, scaling, and sustaining institutional or or-
ganizational change to prevent prohibited har-
assment in employment; 
(G) an analysis of policies, strategies, and 
practices that have been the most successful in 
preventing and addressing prohibited harass-
ment in employment; and 
(H) any other information or analysis nec-
essary to identify the gaps in research and 
other measures described in subsection (c). 
(3) REPORT.—Through an agreement under 
paragraph (1), not later than 1 year after the date 
of enactment of this Act, the National Academies of 
Sciences, Engineering, and Medicine shall prepare 
and submit to the Committee on Health, Education, 
Labor, and Pensions of the Senate, the Committee 
on Education and Workforce of the House of Rep-
resentatives, and the Director of the National Insti-
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tutes of Health, a report containing the results of 
the study conducted under this subsection and make 
recommendations to Congress, executive branch 
agencies, private employers, and researchers. Such 
recommendations shall include ways that such train-
ing to prevent prohibited harassment in employment 
could be improved to result in behavioral and cul-
tural changes that prevent and reduce behaviors as-
sociated with prohibited harassment in employment. 
The report and recommendations under this para-
graph shall be made publicly available. 
(c) SUPPORTING FURTHER RESEARCH
ON PRE-
VENTING
AND UNDERSTANDING HARASSMENT
IN EM-
PLOYMENT.— 
(1) IN
GENERAL.—Not later than 6 months 
after the submission of the report under subsection 
(b)(3), the Director of the National Institutes of 
Health, in consultation with the Commission and the 
Secretary of Labor, shall enter into agreements (in-
cluding through the use of grants, contracts, cooper-
ative agreements, or other transactions) to support 
research regarding— 
(A) the gaps identified in such report in 
research on the causes of prohibited harassment 
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in employment, including retaliation related to 
such harassment; 
(B) the gaps identified in such report in 
research on the psychological sequelae of pro-
hibited harassment in employment, including 
retaliation related to such harassment; 
(C) gaps identified in such report in re-
search on special populations and the risk for 
prohibited harassment in employment, including 
retaliation related to such harassment, includ-
ing such research with respect to special popu-
lations, including adolescents, older individuals, 
racial and ethnic minorities, individuals with 
disabilities, women, and other populations that 
could be disproportionately affected by such 
prohibited harassment in employment, and re-
taliation related to such harassment; 
(D) gaps identified in such report in re-
search on prohibited harassment in employ-
ment, including retaliation related to such har-
assment, as a risk factor for various mental 
health problems; 
(E) gaps identified in such report in re-
search on sociocultural correlations within pro-
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hibited harassment in employment, including 
retaliation related to such harassment; and 
(F) systematic and quantifiable measures 
to evaluate prevention strategies for victims and 
perpetrators of prohibited harassment in em-
ployment, including retaliation related to such 
harassment. 
(2) AUTHORIZATION
OF
APPROPRIATIONS.— 
There are authorized to be appropriated to the Na-
tional Institutes of Health to carry out this sub-
section such sums as may be necessary. 
Subtitle C—Preventing Harassment 
of Tipped Employees 
SEC. 121. TIPPED EMPLOYEES. 
(a) BASE MINIMUM WAGE FOR TIPPED EMPLOYEES 
AND
TIPS
RETAINED
BY
EMPLOYEES.—Section 
3(m)(2)(A)(i) of the Fair Labor Standards Act of 1938 
(29 U.S.C. 203(m)(2)(A)(i)) is amended to read as fol-
lows: 
‘‘(i) the cash wage paid such employee, 
which for purposes of such determination shall 
be not less than— 
‘‘(I) for the 1-year period beginning 
on the effective date under section 121(e) 
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of the BE HEARD in the Workplace Act, 
$3.60 an hour; 
‘‘(II) for each succeeding 1-year pe-
riod until the hourly wage under this 
clause equals the wage in effect under sec-
tion 6(a)(1) for such period, an hourly 
wage equal to the amount determined 
under this clause for the preceding year, 
increased by the lesser of— 
‘‘(aa) $1.50; or 
‘‘(bb) the amount necessary for 
the wage in effect under this clause to 
equal the wage in effect under section 
6(a)(1) for such period; and 
‘‘(III) for each succeeding 1-year pe-
riod after the increase made pursuant to 
subclause (II)(bb), the minimum wage in 
effect under section 6(a)(1); and’’. 
(b) TIPS
RETAINED
BY
EMPLOYEES.—Section 
3(m)(2)(A) of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203(m)(2)(A)) is amended— 
(1) in the second sentence of the matter fol-
lowing clause (ii), by striking ‘‘of this subsection, 
and all tips received by such employee have been re-
tained by the employee’’ and inserting ‘‘of this sub-
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section. Any employee shall have the right to retain 
any tips received by such employee’’; and 
(2) by adding at the end the following: ‘‘An em-
ployer shall inform each employee of the right and 
exception provided under the preceding sentence.’’. 
(c) PUBLICATION OF NOTICE.—Section 6 of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 206) is amended 
by adding at the end the following: 
‘‘(h) Not later than 60 days prior to the effective date 
of any increase in the required wage determined in accord-
ance with subclause (II) or (III) of section 3(m)(2)(A)(i), 
the Secretary shall publish in the Federal Register and 
on the website of the Department of Labor a notice an-
nouncing each increase in such required wage.’’. 
(d) SCHEDULED REPEAL OF SEPARATE MINIMUM 
WAGE FOR TIPPED EMPLOYEES.— 
(1) TIPPED EMPLOYEES.—Section 3(m)(2)(A) 
of the Fair Labor Standards Act of 1938 (29 U.S.C. 
203(m)(2)(A)), as amended by subsections (a) and 
(b), is further amended by striking the sentence be-
ginning with ‘‘In determining the wage an employer 
is required to pay a tipped employee,’’ and all that 
follows through ‘‘of this subsection.’’ and inserting 
‘‘The wage required to be paid to a tipped employee 
shall be the wage set forth in section 6(a)(1).’’. 
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(2) PUBLICATION OF NOTICE.—Section 6 of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 206), 
as amended by subsection (c), is further amended by 
striking subsection (h). 
(3) EFFECTIVE DATE.—The amendments made 
by paragraphs (1) and (2) shall take effect on the 
date that is one day after the date on which the 
hourly wage under subclause (III) of section 
3(m)(2)(A)(i) of the Fair Labor Standards Act of 
1938 (29 U.S.C. 203(m)(2)(A)(i)), as amended by 
subsection (a), takes effect. 
(e) EFFECTIVE DATE.—Except as provided in sub-
section (d)(3), this section and the amendments made by 
this section shall take effect on the first day of the third 
month that begins after the date of enactment of this Act. 
TITLE II—STRENGTHENING 
WORKPLACE RIGHTS 
SEC. 201. CLARIFYING SEXUAL ORIENTATION DISCRIMINA-
TION AND GENDER IDENTITY DISCRIMINA-
TION ARE UNLAWFUL SEX DISCRIMINATION. 
(a) EMPLOYMENT.— 
(1) RULES
OF
CONSTRUCTION.—Title VII of 
the Civil Rights Act of 1964 is amended by inserting 
after section 701 (42 U.S.C. 2000e) the following: 
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‘‘SEC. 701A. RULES OF CONSTRUCTION. 
‘‘Section 1106 shall apply to this title except that for 
purposes of that application, a reference in that section 
to an ‘unlawful practice’ shall be considered to be a ref-
erence to an ‘unlawful employment practice’.’’. 
(2) UNLAWFUL
EMPLOYMENT
PRACTICES.— 
Section 703 of the Civil Rights Act of 1964 (42 
U.S.C. 2000e–2) is amended— 
(A) in the section header, by striking 
‘‘SEX,’’ and inserting ‘‘SEX (INCLUDING SEX-
UAL
ORIENTATION, 
GENDER
IDENTITY, 
SEX STEREOTYPE, SEX CHARACTERISTICS, 
AND
PREGNANCY, CHILDBIRTH, OR
RE-
LATED MEDICAL CONDITIONS),’’; 
(B) except in subsection (e), by striking 
‘‘sex,’’ each place it appears and inserting ‘‘sex 
(including sexual orientation, gender identity, 
sex stereotype, sex characteristics, and preg-
nancy, childbirth, or related medical condi-
tions),’’; 
(C) in subsection (e)(1), by striking ‘‘en-
terprise,’’ and inserting ‘‘enterprise, if, in a sit-
uation in which sex is a bona fide occupational 
qualification, individuals are recognized as 
qualified in accordance with their gender iden-
tity,’’; and 
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(D) in subsection (h), by striking ‘‘sex’’ 
the second place it appears and inserting ‘‘sex 
(including sexual orientation, gender identity, 
sex stereotype, sex characteristics, and preg-
nancy, childbirth, or related medical condi-
tions),’’. 
(3) OTHER
UNLAWFUL
EMPLOYMENT
PRAC-
TICES.—Section 704(b) of the Civil Rights Act of 
1964 (42 U.S.C. 2000e–3(b)) is amended— 
(A) by striking ‘‘sex,’’ the first place it ap-
pears and inserting ‘‘sex (including sexual ori-
entation, gender identity, sex stereotype, sex 
characteristics, and pregnancy, childbirth, or re-
lated medical conditions),’’; and 
(B) by striking ‘‘employment.’’ and insert-
ing ‘‘employment, if, in a situation in which sex 
is a bona fide occupational qualification, indi-
viduals are recognized as qualified in accord-
ance with their gender identity.’’. 
(4) CLAIMS.—Section 706(g)(2)(A) of the Civil 
Rights Act of 1964 (2000e–5(g)(2)(A)) is amended 
by striking ‘‘sex,’’ and inserting ‘‘sex (including sex-
ual orientation, gender identity, sex stereotype, sex 
characteristics, and pregnancy, childbirth, or related 
medical conditions),’’. 
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(5) 
EMPLOYMENT
BY
FEDERAL
GOVERN-
MENT.—Section 717 of the Civil Rights Act of 1964 
(42 U.S.C. 2000e–16) is amended— 
(A) in subsection (a), by striking ‘‘sex,’’ 
and inserting ‘‘sex (including sexual orientation, 
gender identity, sex stereotype, sex characteris-
tics, and pregnancy, childbirth, or related med-
ical conditions),’’; and 
(B) in subsection (c), by striking ‘‘sex’’ 
and inserting ‘‘sex (including sexual orientation, 
gender identity, sex stereotype, sex characteris-
tics, and pregnancy, childbirth, or related med-
ical conditions),’’. 
(6) GOVERNMENT EMPLOYEE RIGHTS ACT OF 
1991.—The Government Employee Rights Act of 
1991 (42 U.S.C. 2000e–16a et seq.) is amended— 
(A) in section 301(b), by striking ‘‘sex,’’ 
and inserting ‘‘sex (including sexual orientation, 
gender identity, sex stereotype, sex characteris-
tics, and pregnancy, childbirth, or related med-
ical conditions),’’; 
(B) in section 302(a)(1), by striking ‘‘sex,’’ 
and inserting ‘‘sex (including sexual orientation, 
gender identity, sex stereotype, sex characteris-
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tics, and pregnancy, childbirth, or related med-
ical conditions),’’; and 
(C) by adding at the end the following: 
‘‘SEC. 305. RULES OF CONSTRUCTION AND CLAIMS. 
‘‘Sections 1101(b), 1106, and 1107 of the Civil 
Rights Act of 1964 shall apply to this title except that 
for purposes of that application, a reference in that section 
1106 to ‘race, color, religion, sex (including sexual orienta-
tion, gender identity, sex stereotype, sex characteristics, 
and pregnancy, childbirth, or related medical conditions), 
or national origin’ shall be considered to be a reference 
to ‘race, color, religion, sex (including sexual orientation, 
gender identity, sex stereotype, sex characteristics, and 
pregnancy, childbirth, or related medical conditions), na-
tional origin, age, or disability’.’’. 
(7) CONGRESSIONAL ACCOUNTABILITY ACT OF 
1995.—The Congressional Accountability Act of 1995 
(2 U.S.C. 1301 et seq.) is amended— 
(A) 
in 
section 
201(a)(1) 
(2 
U.S.C. 
1311(a)(1)) by striking ‘‘sex,’’ and inserting 
‘‘sex (including sexual orientation, gender iden-
tity, sex stereotype, sex characteristics, and 
pregnancy, childbirth, or related medical condi-
tions),’’; and 
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(B) by adding at the end of title II (42 
U.S.C. 1311 et seq.) the following: 
‘‘SEC. 209. RULES OF CONSTRUCTION AND CLAIMS. 
‘‘Sections 1101(b), 1106, and 1107 of the Civil 
Rights Act of 1964 shall apply to section 201 (and reme-
dial provisions of this Act related to section 201) except 
that for purposes of that application, a reference in that 
section 1106 to ‘race, color, religion, sex (including sexual 
orientation, gender identity, sex stereotype, sex character-
istics, and pregnancy, childbirth, or related medical condi-
tions), or national origin’ shall be considered to be a ref-
erence to ‘race, color, religion, sex (including sexual ori-
entation, gender identity, sex stereotype, sex characteris-
tics, and pregnancy, childbirth, or related medical condi-
tions), national origin, age, or disability’.’’. 
(8) CIVIL
SERVICE
REFORM
ACT
OF
1978.— 
Chapter 23 of title 5, United States Code, is amend-
ed— 
(A) in section 2301(b)(2), by striking 
‘‘sex,’’ and inserting ‘‘sex (including sexual ori-
entation, gender identity, sex stereotype, sex 
characteristics, and pregnancy, childbirth, or re-
lated medical conditions),’’; 
(B) in section 2302— 
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(i) in subsection (b)(1)(A), by striking 
‘‘sex,’’ and inserting ‘‘sex (including sexual 
orientation, gender identity, sex stereotype, 
sex characteristics, and pregnancy, child-
birth, or related medical conditions),’’; and 
(ii) in subsection (d)(1), by striking 
‘‘sex,’’ and inserting ‘‘sex (including sexual 
orientation, gender identity, sex stereotype, 
sex characteristics, and pregnancy, child-
birth, or related medical conditions),’’; and 
(C) by adding at the end the following: 
‘‘SEC. 2307. RULES OF CONSTRUCTION AND CLAIMS. 
‘‘Sections 1101(b), 1106, and 1107 of the Civil 
Rights Act of 1964 shall apply to this chapter (and reme-
dial provisions of this title related to this chapter) except 
that for purposes of that application, a reference in that 
section 1106 to ‘race, color, religion, sex (including sexual 
orientation, gender identity, sex stereotype, sex character-
istics, and pregnancy, childbirth, or related medical condi-
tions), or national origin’ shall be considered to be a ref-
erence to ‘race, color, religion, sex (including sexual ori-
entation, gender identity, sex stereotype, sex characteris-
tics, and pregnancy, childbirth, or related medical condi-
tions), national origin, age, disability, marital status, or 
political affiliation’.’’. 
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(b) MISCELLANEOUS.—Title XI of the Civil Rights 
Act of 1964 is amended— 
(1) by redesignating sections 1101 through 
1104 (42 U.S.C. 2000h et seq.) and sections 1105 
and 1106 (42 U.S.C. 2000h–5, 2000h–6) as sections 
1102 through 1105 and sections 1108 and 1109, re-
spectively; 
(2) by inserting after the title heading the fol-
lowing: 
‘‘SEC. 1101. DEFINITIONS AND RULES. 
‘‘(a) DEFINITIONS.—In title VII: 
‘‘(1) RACE; COLOR; RELIGION; SEX; SEXUAL 
ORIENTATION; GENDER
IDENTITY; NATIONAL
ORI-
GIN.—The term ‘race’, ‘color’, ‘religion’, ‘sex’, or 
‘national origin’, used with respect to an individual, 
includes— 
‘‘(A) the race, color, religion, sex (includ-
ing sexual orientation, gender identity, sex 
stereotype, sex characteristics, and pregnancy, 
childbirth, or related medical conditions), or na-
tional origin, respectively, of another person 
with whom the individual is associated or has 
been associated; and 
‘‘(B) a perception or belief, even if inac-
curate, concerning the race, color, religion, sex 
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(including sexual orientation, gender identity, 
sex stereotype, sex characteristics, and preg-
nancy, childbirth, or related medical condi-
tions), or national origin, respectively, of the in-
dividual. 
‘‘(2) GENDER
IDENTITY.—The term ‘gender 
identity’ means the gender-related identity, appear-
ance, mannerisms, or other gender-related character-
istics of an individual, regardless of the individual’s 
designated sex at birth. 
‘‘(3) INCLUDING.—The term ‘including’ means 
including, but not limited to, consistent with the 
term’s standard meaning in Federal law. 
‘‘(4) SEXUAL ORIENTATION.—The term ‘sexual 
orientation’ means homosexuality, heterosexuality, or 
bisexuality. 
‘‘(b) RULES.—In title VII— 
‘‘(1) with respect to sex, an individual’s preg-
nancy, childbirth, or related medical condition shall 
not receive less favorable treatment than other phys-
ical conditions; and 
‘‘(2) with respect to gender identity, an indi-
vidual shall not be denied access to a shared facility, 
including a restroom, a locker room, and a dressing 
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room, that is in accordance with the individual’s 
gender identity.’’; and 
(3) by inserting after section 1105 the fol-
lowing: 
‘‘SEC. 1106. RULES OF CONSTRUCTION. 
‘‘(a) SEX.—Nothing in section 1101 or the provisions 
of title VII incorporating a term defined or a rule specified 
in that section shall be construed— 
‘‘(1) to limit the protection against an unlawful 
practice on the basis of pregnancy, childbirth, a 
medical condition related to pregnancy or childbirth 
provided by section 701(k); or 
‘‘(2) to limit the protection against an unlawful 
practice on the basis of sex available under any pro-
vision of Federal law other than title VII, prohib-
iting a practice on the basis of sex, including under 
the Pregnant Workers Fairness Act (42 U.S.C. 
2000gg et seq.). 
‘‘(b) CLAIMS AND REMEDIES NOT PRECLUDED.— 
Nothing in section 1101 or title VII shall be construed 
to limit the claims or remedies available to any individual 
for an unlawful practice on the basis of race, color, reli-
gion, sex (including sexual orientation, gender identity, sex 
stereotype, sex characteristics, and pregnancy, childbirth, 
or related medical conditions), or national origin including 
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claims brought pursuant to section 1979 or 1980 of the 
Revised Statutes (42 U.S.C. 1983, 1985) or any other 
law, including a Federal law amended by the BE HEARD 
in the Workplace Act, regulation, or policy, and including 
the Pregnant Workers Fairness Act (42 U.S.C. 2000gg 
et seq.). 
‘‘(c) NO NEGATIVE INFERENCE.—Nothing in section 
1101 or title VII shall be construed to support any infer-
ence that any Federal law prohibiting a practice on the 
basis of sex (including the Pregnant Workers Fairness Act 
(42 U.S.C. 2000gg et seq.)), does not prohibit discrimina-
tion on the basis of gender identity, sex stereotype, and 
pregnancy, childbirth, or related medical conditions. 
‘‘SEC. 1107. CLAIMS. 
‘‘The Religious Freedom Restoration Act of 1993 (42 
U.S.C. 2000bb et seq.) shall not provide a claim con-
cerning, or a defense to a claim under, title VII, or provide 
a basis for challenging the application or enforcement of 
title VII.’’. 
SEC. 202. COVERED EMPLOYERS. 
Section 701(b) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e(b)) is amended by striking ‘‘fifteen’’ and in-
serting ‘‘one’’. 
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SEC. 203. COMPENSATORY AND PUNITIVE DAMAGES AVAIL-
ABLE. 
(a) CIVIL RIGHTS; DISABILITY.— 
(1) IN GENERAL.—Section 1977A of the Re-
vised Statutes (42 U.S.C. 1981a(b)) is amended— 
(A) in subsection (b), by striking para-
graph (3) and inserting the following: 
‘‘(3) LOSSES.—Compensatory damages are 
available under this section for future pecuniary 
losses, emotional pain, suffering, inconvenience, 
mental anguish, loss of enjoyment of life, and other 
nonpecuniary losses.’’; and 
(B) in subsection (c)— 
(i) by striking paragraph (2); 
(ii) by striking ‘‘this section’’ and all 
that follows through ‘‘party’’ and inserting 
‘‘this section, any party’’; and 
(iii) by striking ‘‘; and’’ and inserting 
a period. 
(2) CONFORMING AMENDMENTS.— 
(A) Section 201(b) of the Congressional 
Accountability Act of 1995 (2 U.S.C. 1311(b)) 
is amended, in paragraphs (1)(B) and (3)(B)— 
(i) by striking ‘‘and, irrespective of 
the 
size 
of 
the 
employing 
office, 
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1977A(b)(3)(D)’’ 
and 
inserting 
‘‘and 
1977A(b)(3)’’; and 
(ii) by striking ‘‘and 1981a(b)(3)(D)’’ 
and inserting ‘‘and 1981a(b)(3)’’. 
(B) Section 411(b) of title 3, United 
States Code, is amended, in paragraphs (1)(B) 
and (3)(B), by striking ‘‘and, irrespective of the 
size of the employing office, 1977A(b)(3)(D)’’ 
and inserting ‘‘and 1977A(b)(3)’’. 
(C) Section 207 of the Genetic Information 
Nondiscrimination Act of 2008 (42 U.S.C. 
2000ff–16) is amended, in paragraph (3) of 
each of subsections (a) through (e), by striking 
‘‘, including the limitations contained in sub-
section (b)(3) of such section 1977A,’’. 
(b) AGE.—Section 7(b) of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 626(b)) is amend-
ed— 
(1) by striking ‘‘(b) The’’ and all that follows 
through the third sentence and inserting the fol-
lowing: 
‘‘(b)(1) Except as otherwise provided in another sub-
section of this section, or section 9, the powers, remedies, 
and procedures set forth in sections 705, 706, 707, 709, 
and 710 of the Civil Rights Act of 1964 (42 U.S.C. 
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2000e–4, 2000e–5, 2000e–6, 2000e–8, and 2000e–9) 
shall be the powers, remedies, and procedures this Act 
provides to the Commission, to the Attorney General, or 
to any person alleging discrimination on the basis of age 
in violation of section 4, or regulations promulgated under 
section 9.’’; and 
(2) in the second sentence of that subsection 
(b), as amended by paragraph (1), by striking ‘‘or 
enforcing the liability for amounts deemed to be un-
paid minimum wages or unpaid overtime compensa-
tion under this section’’ and inserting ‘‘and includ-
ing any type of legal or equitable relief available 
under title VII of the Civil Rights Act of 1964 (42 
U.S.C. 2000e et seq.)’’. 
SEC. 
204. 
DISCRIMINATION, 
INCLUDING 
HARASSMENT; 
STANDARDS OF PROOF. 
(a) FINDINGS.—Congress finds that— 
(1) harassment is a persistent and significant 
problem in the workplace in the United States; 
(2) workers are harassed because of their sex 
(including sexual orientation, gender identity, sex 
stereotype, sex characteristics, and pregnancy, child-
birth, or related medical conditions), race, color, reli-
gion, national origin, age, disability, genetic informa-
tion, and uniformed services status; 
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(3) Congress enacted title VII of the Civil 
Rights Act of 1964 intending to provide broad pro-
tection from many forms of bias in the workplace; 
(4) the Supreme Court has recognized in City 
of Los Angeles Department of Water and Power v. 
Manhart, 435 U.S. 702 (1978), that the protection 
against sex discrimination in the terms, conditions, 
or privileges of employment under title VII of the 
Civil Rights Act of 1964 reflects Congress’ intent to 
‘‘strike at the entire spectrum’’ of sex-based dis-
crimination in employment; 
(5) in 1980, the Equal Employment Oppor-
tunity Commission (referred to in this section as 
‘‘the Commission’’) amended its Guidelines on Dis-
crimination Because of Sex (referred to in this sec-
tion as ‘‘the Guidelines’’) to specify that sexual har-
assment is a form of sex discrimination prohibited 
by title VII of the Civil Rights Act of 1964; 
(6) in the Guidelines, the Commission explained 
that harassing conduct is unlawful where— 
(A) ‘‘submission to such conduct is made 
either explicitly or implicitly a term or condition 
of an individual’s employment’’; 
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(B) ‘‘submission to or rejection of such 
conduct by an individual is used as the basis for 
employment decisions’’; or 
(C) the conduct ‘‘has the purpose or effect 
of unreasonably interfering with an individual’s 
work performance or creating an intimidating, 
hostile, or offensive working environment’’; 
(7) the Commission further explained that, with 
respect to the evidence required to support a finding 
of unlawful harassment, it ‘‘will look at the record 
as a whole and at the totality of the circumstances, 
such as the nature of the sexual advances and the 
context in which the alleged incidents occurred’’ and 
emphasized that the ‘‘determination of the legality of 
a particular action will be made from the facts, on 
a case by case basis’’; 
(8) six years later, the Supreme Court in 
Meritor Savings Bank v. Vinson, 477 U.S. 57 
(1986), recognized that the protections under title 
VII of the Civil Rights Act of 1964 are not limited 
to discrimination that causes ‘‘economic’’ or ‘‘tan-
gible’’ loss, and held that the phrase ‘‘terms, condi-
tions, or privileges of employment’’ in title VII of 
such Act is an ‘‘expansive concept that sweeps with-
in its protective ambit’’ the practice of creating a 
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hostile work environment based on discrimination in 
the form of harassment; 
(9) in reaching this conclusion in the Meritor 
decision, the Supreme Court cited and approved the 
Guidelines; 
(10) in the Meritor decision, the Supreme Court 
cited with approval lower court decisions that con-
cluded that a hostile work environment based on 
race, religion, or national origin violates the prohibi-
tion of discrimination in the terms, conditions, or 
privileges of employment under title VII of the Civil 
Rights Act of 1964, which decisions included— 
(A) Rogers v. EEOC, 454 F.2d 234 (5th 
Cir. 1971); 
(B) 
Firefighters 
Institute 
for 
Racial 
Equality v. City of St. Louis, 549 F.2d 506 
(8th Cir. 1977); 
(C) Gray v. Greyhound Lines, 545 F.2d 
169 (D.C. Cir. 1976); 
(D) Compston v. Borden, Inc., 424 F. 
Supp. 157 (S.D. Ohio 1976); and 
(E) Cariddi v. Kansas City Chiefs Football 
Club, Inc., 568 F.2d 87 (8th Cir. 1977); 
(11) in defining the evidence required to prove 
a violation of title VII of the Civil Rights Act of 
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1964, in the Meritor decision, the Supreme Court 
noted that harassment would be actionable when it 
is ‘‘sufficiently severe or pervasive ‘to alter the con-
ditions of [the victim’s] employment and create an 
abusive working environment’ ’’ (quoting Rogers v. 
EEOC, 454 F.2d 234 (5th Cir. 1971)); 
(12) in Harris v. Forklift Systems, Inc., 510 
U.S. 17 (1993), the Supreme Court clarified that 
harassment need not seriously affect an employee’s 
psychological well-being or lead the employee to suf-
fer injury in order to be unlawful, but rather, need 
merely create a work environment that a reasonable 
person in the protected class would find hostile or 
abusive; 
(13) in Harris v. Forklift Systems, Inc., the Su-
preme Court held that whether a work environment 
is unlawfully hostile or abusive does not depend on 
any mathematically precise test, but rather, is to be 
determined by looking at all of the circumstances, 
with no single factor required; 
(14) in National Railroad Passenger Corp. v. 
Morgan, 536 U.S. 101 (2002), the Supreme Court 
reaffirmed the Harris decision and further held that 
the hostility or abusiveness of each harassing act 
should be considered in the aggregate, not in isola-
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tion, regardless of whether such acts occur over days 
or even years; 
(15) notwithstanding the rulings of the Su-
preme Court specified in this subsection, some lower 
court decisions have treated harassing conduct’s se-
verity or pervasiveness as the only 2 relevant factors 
in evaluating whether such conduct violates title VII 
of the Civil Rights Act of 1964; 
(16) some lower court decisions have treated 
‘‘severe or pervasive’’ as a threshold for liability, 
when the relevant inquiry is whether the harassing 
conduct actually altered the terms, conditions, or 
privileges of employment; 
(17) some lower court decisions further have in-
terpreted the ‘‘severe or pervasive’’ language in the 
Meritor decision so narrowly as to recognize only the 
most egregious conduct as unlawful, despite Con-
gress’ intent that title VII of the Civil Rights Act of 
1964 afford a broad scope of protection from dis-
crimination; 
(18) examples of decisions that use the erro-
neous analysis described in paragraphs (15) through 
(17) in the context of harassment on the basis of sex 
include— 
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(A) Singleton v. Department of Correc-
tional Education, 115 Fed. Appx. 119 (4th Cir. 
2004); 
(B) Black v. Zaring Homes, Inc., 104 F.3d 
822 (6th Cir. 1997); 
(C) Weiss v. Coca-Cola Bottling Co., 990 
F.2d 333 (7th Cir. 1993); 
(D) Rickard v. Swedish Match North 
America, Inc., 773 F.3d 181 (8th Cir. 2014); 
(E) Mitchell v. Pope, 189 F. Appx. 911 
(11th Cir. 2006); and 
(F) Brooks v. City of San Mateo, 229 
F.3d 917 (9th Cir. 2000); 
(19) lower courts have made similar erroneous 
decisions in the context of harassment on the basis 
of race, national origin, age, and disability such as 
in Crawford v. Medina General Hospital, 96 F.3d 
830 (6th Cir. 1996), Shaver v. Independent Stave 
Co., 350 F.3d 716 (8th Cir. 2003), and Motley v. 
Parker-Hannifan Corp., No. 1: 94–CV–639 (W.D. 
Mich. 1995); 
(20) in contrast, other lower court decisions ap-
plying the Meritor case and its progeny have appro-
priately recognized that a wide range of harassing 
behavior may alter the terms, conditions, or privi-
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leges of employment, with no single type, frequency, 
or duration of conduct required to make a showing 
of severe or pervasive harassment; 
(21) for example, in the context of harassment 
based on sex, those decisions have recognized that— 
(A) conduct need not be physical to create 
a hostile or abusive work environment, as in 
Billings v. Town of Grafton, 515 F.3d 39 (1st 
Cir. 2008); 
(B) an individual need not be the target of 
sexually demeaning conduct in order to experi-
ence unlawful harassment, as in Petrosino v. 
Bell Atlantic, 385 F.3d 210 (2d Cir. 2004); 
(C) power disparities, such as the young 
age of the individual harassed, compound the 
conduct’s harmful effects, as in EEOC v. R&R 
Ventures, 244 F.3d 334 (4th Cir. 2001); 
(D) gender-based epithets were based on 
sex and supported a finding that the workplace 
was objectively hostile, as in Gallagher v. C.H. 
Robinson Worldwide, Inc., 567 F.3d 263 (6th 
Cir. 2009); and 
(E) a single incident can alter the terms, 
conditions, or privileges of employment, as in 
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Howley v. Town of Stratford, 217 F.3d 141 (2d 
Cir. 2000); 
(22) similarly, in the context of harassment 
based on other protected characteristics, other 
courts have appropriately held that— 
(A) calling an individual an ‘‘old man’’ and 
‘‘pops’’ could contribute to actionably hostile 
work environment based on age, as in Dediol v. 
Best Chevrolet, Inc., 655 F.3d 435 (5th Cir. 
2011); 
(B) repeatedly calling an individual with 
mental illness ‘‘crazy’’ and stating that the indi-
vidual is a threat to security is sufficient to 
support a finding of a hostile work environment 
based on disability, as in Quiles-Quiles v. Hen-
derson, 439 F.3d 1 (1st Cir. 2006); and 
(C) a single incident of calling an African- 
American individual the ‘‘n word’’ by a super-
visor is sufficient to support a finding of a hos-
tile work environment based on race, as in Rod-
gers v. Western-Southern Life Insurance Co., 
12 F.3d 668 (7th Cir. 1993); and 
(23) similar erroneous decisions have been ren-
dered in the context of harassment on the basis of 
sex in employment under title IX of the Education 
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Amendments of 1972 (20 U.S.C. 1681 et seq.), as 
in Farmer v. Troy University, No. 5:17–CV–70–B0 
(E.D.N.C. 2017). 
(b) PURPOSES.—The purposes of this section are 
to— 
(1) enact into statutory law provisions that es-
tablish that workplace harassment is a violation of 
the— 
(A) protections from discrimination in the 
‘‘terms, conditions, or privileges of employ-
ment’’ found in title VII of the Civil Rights Act 
of 1964 (42 U.S.C. 2000e et seq.); 
(B) protections from disability discrimina-
tion found in title I of the Americans with Dis-
abilities Act of 1990 (42 U.S.C. 12111 et seq.) 
and sections 501 and 505 of the Rehabilitation 
Act of 1973 (29 U.S.C. 791, 794a); 
(C) protections from age discrimination 
found in the Age Discrimination in Employ-
ment Act of 1967 (29 U.S.C. 621 et seq.); 
(D) protections from genetic information 
discrimination found in title II of the Genetic 
Information Nondiscrimination Act of 2008 (42 
U.S.C. 2000ff et seq.); and 
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(E) protections from uniformed services 
status discrimination found in section 4311 of 
title 38, United States Code; and 
(2) establish a liability standard for workplace 
harassment that fulfills Congress’ intent of providing 
broad protection from discrimination in employment 
on the basis of race, color, religion, sex (including 
sexual orientation, gender identity, sex stereotype, 
sex characteristics, and pregnancy, childbirth, or re-
lated medical conditions), national origin, age, dis-
ability, genetic information, and uniformed services 
status. 
(c) ENACTING INTO STATUTORY LAW PROVISIONS 
ESTABLISHING WORKPLACE HARASSMENT AS AN UNLAW-
FUL EMPLOYMENT PRACTICE.— 
(1) CIVIL RIGHTS ACT OF 1964.—Section 703 of 
the Civil Rights Act of 1964 (42 U.S.C. 2000e–2) 
is amended by adding at the end the following: 
‘‘(o)(1)(A) In this subsection, the term ‘workplace 
harassment’ means conduct based on race, color, religion, 
sex (including sexual orientation, gender identity, sex 
stereotype, sex characteristics, and pregnancy, childbirth, 
or related medical conditions), or national origin, regard-
less of whether it is direct or indirect, or verbal or non-
verbal, that unreasonably alters an individual’s terms, con-
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ditions, or privileges of employment, including by creating 
an intimidating, hostile, or offensive work environment. 
‘‘(B)(i) In this subsection, the term also means sexual 
harassment, which is conduct that takes place in a cir-
cumstance described in clause (ii) and that takes the form 
of— 
‘‘(I) a sexual advance; 
‘‘(II) a request for sexual favors; or 
‘‘(III) any other conduct of a sexual nature. 
‘‘(ii) A circumstance described in this clause is a situ-
ation 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 employment decision af-
fecting an individual’s employment; or 
‘‘(III) such conduct unreasonably alters an indi-
vidual’s terms, conditions, or privileges of employ-
ment, including by creating an intimidating hostile, 
or offensive work environment. 
‘‘(2) It shall be an unlawful employment practice 
under subsection (a) to engage in workplace harassment. 
‘‘(3) In determining, for purposes of this subsection, 
whether conduct constitutes workplace harassment be-
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cause the conduct unreasonably alters an individual’s 
terms, conditions, or privileges of employment, including 
by creating an intimidating, hostile, or offensive work en-
vironment, the following rules shall apply: 
‘‘(A) That determination shall be made on the 
basis of the record as a whole, according to the to-
tality of the circumstances. A single incident may 
constitute workplace harassment. 
‘‘(B) Incidents that may be workplace harass-
ment shall be considered in the aggregate, with— 
‘‘(i) conduct of varying types (such as ex-
pressions of sex-based hostility, requests for 
sexual favors, and denial of employment oppor-
tunities due to sexual orientation) viewed in to-
tality, rather than in isolation; and 
‘‘(ii) conduct based on multiple protected 
characteristics (such as sex and race) viewed in 
totality, rather than in isolation. 
‘‘(C) The factors specified in this subparagraph 
are among the factors to be considered in deter-
mining whether conduct constitutes workplace har-
assment and are not meant to be exhaustive. No one 
of those factors shall be considered to be determina-
tive in establishing whether conduct constitutes 
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workplace 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 conduct oc-
curred. 
‘‘(iv) The number of individuals engaged in 
the conduct. 
‘‘(v) The nature of the conduct, which may 
include physical, verbal, pictorial, or visual con-
duct, and conduct that occurs in person or is 
transmitted, such as electronically. 
‘‘(vi) Whether the conduct is threatening. 
‘‘(vii) Any power differential between the 
alleged harasser and the person allegedly har-
assed. 
‘‘(viii) Any use of epithets, slurs, or other 
conduct that is humiliating or degrading. 
‘‘(ix) Whether the conduct reflects stereo-
types about individuals in the protected class 
involved. 
‘‘(4) In determining, for purposes of this subsection, 
whether conduct constitutes workplace harassment, con-
duct may be workplace harassment regardless of whether, 
for example— 
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‘‘(A) the complaining party is not the individual 
being harassed; 
‘‘(B) the complaining party acquiesced or other-
wise submitted to, or participated in, the conduct; 
‘‘(C) the conduct is also experienced by others 
outside the protected class involved; 
‘‘(D) the complaining party was able to con-
tinue carrying out duties and responsibilities of the 
party’s job despite the conduct; 
‘‘(E) the conduct did not cause a tangible in-
jury or psychological injury; or 
‘‘(F) the conduct occurred outside of the work-
place.’’. 
(2) AMERICANS
WITH
DISABILITIES
ACT
OF 
1990.—Section 102(b) of the Americans with Disabil-
ities Act (42 U.S.C. 12112(b)) is amended— 
(A) in paragraph (6), by striking ‘‘and’’ at 
the end; 
(B) in paragraph (7), by striking the pe-
riod and inserting ‘‘; and’’; and 
(C) by adding at the end the following: 
‘‘(8) engaging in workplace harassment, which 
is conduct based on disability, regardless of whether 
it is direct or indirect, or verbal or nonverbal, that— 
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‘‘(A) unreasonably alters an individual’s 
terms, conditions, or privileges of employment, 
including by creating an intimidating, hostile, 
or offensive work environment; and 
‘‘(B) is determined to be such harassment 
in accordance with paragraphs (3) and (4) of 
section 703(o) of the Civil Rights Act of 1964 
(42 U.S.C. 2000e–2(o)).’’. 
(3) REHABILITATION
ACT
OF
1973.—Section 
501(f) of the Rehabilitation Act of 1973 (29 U.S.C. 
791(f)) is amended by inserting ‘‘, including section 
102(b) of that Act (42 U.S.C. 12112(b))’’, before 
‘‘and the provisions’’. 
(4) AGE
DISCRIMINATION
IN
EMPLOYMENT 
ACT.—Section 4 of the Age Discrimination in Em-
ployment Act of 1967 (29 U.S.C. 623) is amended 
by adding at the end the following: 
‘‘(n) It shall be unlawful under subsection (a) to en-
gage in workplace harassment, which is conduct based on 
age, regardless of whether it is direct or indirect, or verbal 
or nonverbal, that— 
‘‘(1) unreasonably alters an individual’s terms, 
conditions, or privileges of employment, including by 
creating an intimidating, hostile, or offensive work 
environment; and 
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‘‘(2) is determined to be such harassment in ac-
cordance with paragraphs (3) and (4) of section 
703(o) of the Civil Rights Act of 1964 (42 U.S.C. 
2000e–2(o)).’’. 
(5) GENETIC
INFORMATION
NONDISCRIMINA-
TION ACT OF 2008.—Section 202 of the Genetic In-
formation Nondiscrimination Act of 2008 (42 U.S.C. 
2000ff–1) is amended by adding at the end the fol-
lowing: 
‘‘(d) WORKPLACE HARASSMENT.—It shall be an un-
lawful employment practice under subsection (a) to engage 
in workplace harassment, which is conduct based on ge-
netic information, regardless of whether it is direct or indi-
rect, or verbal or nonverbal, that— 
‘‘(1) unreasonably alters an individual’s terms, 
conditions, or privileges of employment, including by 
creating an intimidating, hostile, or offensive work 
environment; and 
‘‘(2) is determined to be such harassment in ac-
cordance with paragraphs (3) and (4) of section 
703(o) of the Civil Rights Act of 1964 (42 U.S.C. 
2000e–2(o)).’’. 
(6) CHAPTER 43 OF TITLE 38, UNITED STATES 
CODE.—Section 4311 of title 38, United States 
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Code, is amended by adding at the end the fol-
lowing: 
‘‘(e) It shall be an unlawful employment practice 
under subsection (a) to engage in workplace harassment, 
which is conduct based on uniformed services status 
(meaning the membership, application for membership, 
performance of service, application for service, or obliga-
tion, described in subsection (a)), regardless of whether 
it is direct or indirect, or verbal or nonverbal, that— 
‘‘(1) unreasonably alters an individual’s benefits 
of employment, including by creating an intimi-
dating, hostile, or offensive work environment; and 
‘‘(2) is determined to be such harassment in ac-
cordance with paragraphs (3) and (4) of section 
703(o) of the Civil Rights Act of 1964 (42 U.S.C. 
2000e–2(o)).’’. 
SEC. 205. CLARIFYING OTHER STANDARDS OF PROOF. 
(a) AMENDMENTS TO DEFINITIONS.— 
(1) AMERICANS
WITH
DISABILITIES
ACT
OF 
1990.—Section 101 of the Americans with Disabil-
ities Act of 1990 (42 U.S.C. 12111) is amended by 
adding at the end the following: 
‘‘(11) 
DEMONSTRATES.—The 
term 
‘dem-
onstrates’ means meets the burdens of production 
and persuasion.’’. 
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(2) AGE DISCRIMINATION IN EMPLOYMENT ACT 
OF 1967.—Section 11 of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 630) is amend-
ed by adding at the end the following: 
‘‘(m) The term ‘demonstrates’ means meets the bur-
dens of production and persuasion.’’. 
(3) GENETIC
INFORMATION
NONDISCRIMINA-
TION ACT OF 2008.—Section 201 of the Genetic In-
formation Nondiscrimination Act of 2008 (42 U.S.C. 
2000ff) is amended by adding at the end the fol-
lowing: 
‘‘(8) 
DEMONSTRATES.—The 
term 
‘dem-
onstrates’ means meets the burdens of production 
and persuasion.’’. 
(b) CLARIFYING PROHIBITION AGAINST IMPERMIS-
SIBLE CONSIDERATION IN EMPLOYMENT PRACTICES.— 
(1) RACE, COLOR, RELIGION, SEX, OR
NA-
TIONAL ORIGIN.—Section 703 of the Civil Rights 
Act of 1964 (42 U.S.C. 2000e–2) is amended by 
striking subsection (m) and inserting the following: 
‘‘(m) Except as otherwise provided in this title, an 
unlawful employment practice is established under this 
title when the complaining party demonstrates that race, 
color, religion, sex (including sexual orientation, gender 
identity, sex stereotype, sex characteristics, and preg-
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nancy, childbirth, or related medical conditions), or na-
tional origin or an activity protected by section 704(a) was 
a motivating factor for any employment practice, even 
though other factors also motivated the practice.’’. 
(2) DISABILITY.—Section 102 of the Americans 
with Disabilities Act of 1990 (42 U.S.C. 12112) is 
amended by adding at the end the following: 
‘‘(e) PROOF.— 
‘‘(1) ESTABLISHMENT.—Except as otherwise 
provided in this Act, a discriminatory practice is es-
tablished under this Act when the complaining party 
demonstrates that disability or an activity protected 
by subsection (a) or (b) of section 503 was a moti-
vating factor for any employment practice, even 
though other factors also motivated the practice. 
‘‘(2) DEMONSTRATION.—In establishing a dis-
criminatory practice under paragraph (1) or by any 
other method of proof, a complaining party— 
‘‘(A) may rely on any type or form of ad-
missible evidence and need only produce evi-
dence sufficient for a reasonable trier of fact to 
find that a discriminatory practice occurred 
under this Act; and 
‘‘(B) shall not be required to demonstrate 
that disability or an activity protected by sub-
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section (a) or (b) of section 503 was the sole 
cause of an employment practice.’’. 
(3) AGE.—Section 4 of the Age Discrimination 
in Employment Act of 1967 (29 U.S.C. 623) is 
amended by inserting after subsection (f) the fol-
lowing: 
‘‘(g)(1) Except as otherwise provided in this Act, an 
unlawful practice is established under this Act when the 
complaining party demonstrates that age or an activity 
protected by subsection (d) was a motivating factor for 
any practice, even though other factors also motivated the 
practice. 
‘‘(2) In establishing an unlawful practice under this 
Act, including under paragraph (1) or by any other meth-
od of proof, a complaining party— 
‘‘(A) may rely on any type or form of admis-
sible evidence and need only produce evidence suffi-
cient for a reasonable trier of fact to find that an 
unlawful practice occurred under this Act; and 
‘‘(B) shall not be required to demonstrate that 
age or an activity protected by subsection (d) was 
the sole cause of a practice.’’. 
(4) GENETIC
INFORMATION.—Section 202 of 
the Genetic Information Nondiscrimination Act of 
2008 (42 U.S.C. 2000ff–1), as amended by section 
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204(c)(5), is further amended by adding at the end 
the following: 
‘‘(e) PROOF.— 
‘‘(1) ESTABLISHMENT.—Except as otherwise 
provided in this title, an unlawful employment prac-
tice is established under this title when the com-
plaining party demonstrates that genetic information 
or an activity protected by section 207(f) was a mo-
tivating factor for any employment practice, even 
though other factors also motivated the practice. 
‘‘(2) DEMONSTRATION.—In establishing an un-
lawful employment practice under paragraph (1) or 
by any other method of proof, a complaining party— 
‘‘(A) may rely on any type or form of ad-
missible evidence and need only produce evi-
dence sufficient for a reasonable trier of fact to 
find that an unlawful employment practice oc-
curred under this title; and 
‘‘(B) shall not be required to demonstrate 
that genetic information or an activity protected 
by section 207(f) was the sole cause of an em-
ployment practice.’’. 
(c) CERTAIN RETALIATION CLAIMS.— 
(1) AMERICANS
WITH
DISABILITIES
ACT
OF 
1990.—Section 503(c) of the Americans with Disabil-
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ities Act of 1990 (42 U.S.C. 12203(c)) is amend-
ed— 
(A) by striking ‘‘The remedies’’ and insert-
ing the following: 
‘‘(1) IN GENERAL.—Except as provided in para-
graph (2), the remedies’’; and 
(B) by adding at the end the following: 
‘‘(2) CERTAIN ANTIRETALIATION CLAIMS.—Sec-
tion 107(c) shall apply to claims under section 
102(e)(1) with respect to title I.’’. 
(2) AGE DISCRIMINATION IN EMPLOYMENT ACT 
OF 1967.—Section 4(d) of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 623(d)) is 
amended— 
(A) by striking ‘‘(d) It shall be’’ and in-
serting ‘‘(d)(1) It shall be’’; and 
(B) by adding at the end the following: 
‘‘(2) Section 7(b)(2) shall apply to claims under sec-
tion 4(g)(1).’’. 
(3) GENETIC
INFORMATION
NONDISCRIMINA-
TION ACT OF 2008.—Section 207(f) of the Genetic 
Information Nondiscrimination Act of 2008 (42 
U.S.C. 2000ff–6(f)) is amended— 
(A) by striking ‘‘No’’ and inserting the fol-
lowing: 
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‘‘(1) IN GENERAL.—No’’; 
(B) in the second sentence, by striking 
‘‘The remedies’’ and inserting ‘‘Except as pro-
vided in paragraph (2), the remedies’’; and 
(C) by adding at the end the following: 
‘‘(2) CERTAIN
RETALIATION
CLAIMS.—Sub-
section (g) shall apply to claims under section 
202(d)(1).’’. 
(d) REMEDIES.— 
(1) AMERICANS
WITH
DISABILITIES
ACT
OF 
1990.—Section 107 of the Americans with Disabil-
ities Act of 1990 (42 U.S.C. 12117) is amended by 
adding at the end the following: 
‘‘(c) DISCRIMINATORY MOTIVATING FACTOR.—On a 
claim in which an individual establishes a discriminatory 
practice under section 102(e)(1), and a respondent dem-
onstrates that the respondent would have taken the same 
action in the absence of the impermissible motivating fac-
tor, the court— 
‘‘(1) may grant declaratory relief, injunctive re-
lief (except as provided in paragraph (2)), and attor-
ney’s fees and costs demonstrated to be directly at-
tributable only to the pursuit of a claim under sec-
tion 102(e)(1); and 
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‘‘(2) shall not award damages or issue an order 
requiring any admission, reinstatement, hiring, pro-
motion, or payment.’’. 
(2) AGE DISCRIMINATION IN EMPLOYMENT ACT 
OF 1967.—Section 7 of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 626) is amend-
ed— 
(A) in subsection (b), as amended by sec-
tion 203(b)— 
(i) in the second sentence, by striking 
‘‘In’’ and inserting ‘‘Subject to paragraph 
(2), in’’; 
(ii) in the third sentence, by striking 
‘‘Before’’ and inserting the following: 
‘‘(3) Before’’; and 
(iii) by inserting before paragraph (3), 
as designated by clause (ii), the following: 
‘‘(2) On a claim in which an individual establishes 
an unlawful practice under section 4(g)(1), and a respond-
ent demonstrates that the respondent would have taken 
the same action in the absence of the impermissible moti-
vating factor, the court— 
‘‘(A) may grant declaratory relief, injunctive re-
lief (except as provided in subparagraph (B)), and 
attorney’s fees and costs demonstrated to be directly 
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attributable only to the pursuit of a claim under sec-
tion 4(g)(1); and 
‘‘(B) shall not award damages or issue an order 
requiring any admission, reinstatement, hiring, pro-
motion, or payment.’’; and 
(B) in subsection (c)— 
(i) in paragraph (1), by striking 
‘‘Any’’ and inserting ‘‘Subject to sub-
section (b)(2), any’’; and 
(ii) in paragraph (2), by striking ‘‘of 
any issue of fact’’ and all that follows 
through the period and inserting ‘‘under 
the same circumstances as a trial by jury 
is available under title VII of the Civil 
Rights Act of 1964 (42 U.S.C. 2000e et 
seq.).’’. 
(3) GENETIC
INFORMATION
NONDISCRIMINA-
TION ACT OF 2008.—Section 207 of the Genetic In-
formation Nondiscrimination Act of 2008 (42 U.S.C. 
2000ff–6) is amended— 
(A) by redesignating subsection (g) as sub-
section (h); and 
(B) by inserting after subsection (f) the 
following: 
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‘‘(g) MOTIVATING FACTOR.—On a claim in which an 
individual establishes an unlawful employment practice 
under section 202(e)(1), including a claim involving an 
employee or applicant described in any of subsections (a) 
through (e), and a respondent demonstrates that the re-
spondent would have taken the same action in the absence 
of the impermissible motivating factor, the court or the 
corresponding decisionmaker specified in subsections (a) 
through (e)— 
‘‘(1) may grant declaratory relief, injunctive re-
lief (except as provided in paragraph (2)), and attor-
ney’s fees and costs demonstrated to be directly at-
tributable only to the pursuit of a claim under sec-
tion 202(d)(1); and 
‘‘(2) shall not award damages or issue an order 
requiring any admission, reinstatement, hiring, pro-
motion, or payment.’’. 
(e) FEDERAL EMPLOYEES.— 
(1) TITLE VII OF THE CIVIL RIGHTS ACT OF 
1964.—Section 717 of the Civil Rights Act of 1964 
(42 U.S.C. 2000e–16) is amended by adding at the 
end the following: 
‘‘(g) Sections 703(m) and 706(g)(2)(B) shall apply 
to mixed motive cases (involving practices described in sec-
tion 703(m)) under this section.’’. 
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(2) 
REHABILITATION
ACT
OF
1973.—The 
amendment made by subsection (f) to section 501(f) 
of the Rehabilitation Act of 1973 (29 U.S.C. 791(f)) 
shall be construed to apply to all employees covered 
by section 501 of that Act (29 U.S.C. 791). 
(3) AGE DISCRIMINATION IN EMPLOYMENT ACT 
OF 1967.—Section 15 of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 633a) is 
amended— 
(A) in subsection (a)— 
(i) by striking ‘‘States) in’’ and insert-
ing ‘‘States) shall be made free from any 
discrimination based on age, in—’’; 
(ii) by striking ‘‘military depart-
ments’’ and inserting the following: 
‘‘(1) military departments’’; 
(iii) by striking ‘‘Code, in executive 
agencies’’ and inserting the following: 
‘‘Code; 
‘‘(2) executive agencies’’; 
(iv) by striking ‘‘funds), in the United 
States Postal’’ and inserting the following: 
‘‘funds); 
‘‘(3) the United States Postal’’; 
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(v) by striking ‘‘Commission, in those 
units’’ and inserting the following: ‘‘Com-
mission; 
‘‘(4) those units’’; 
(vi) by striking ‘‘competitive service, 
and in those units’’ and inserting the fol-
lowing: ‘‘competitive service; 
‘‘(5) those units’’; 
(vii) by striking ‘‘competitive service, 
in the Smithsonian’’ and inserting ‘‘com-
petitive service; 
‘‘(6) the Smithsonian’’; 
(viii) by striking ‘‘Institution, and in 
the Government’’ and inserting ‘‘Institu-
tion; 
‘‘(7) the Government’’; 
(ix) by striking ‘‘Printing Office, the 
General’’ and inserting ‘‘Printing Office; 
‘‘(8) the General’’; 
(x) by striking ‘‘Office, and the Li-
brary’’ and inserting ‘‘Office; and 
‘‘(9) the Library’’; and 
(xi) by striking ‘‘of Congress’’ and all 
that follows and inserting ‘‘of Congress.’’; 
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(B) in subsection (b), by striking the first, 
second, third, fourth, and sixth sentences; 
(C) in subsection (c), by striking ‘‘Any per-
son’’ and inserting ‘‘Notwithstanding any other 
provision of this Act, any person’’; 
(D) by striking subsection (g) and insert-
ing the following: 
‘‘(g) Except as otherwise provided in another sub-
section of this section, section 7, or section 9, the powers, 
remedies, and procedures provided in section 717 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–16) to the 
Commission, the Attorney General, the Librarian of Con-
gress, or any person, alleging a violation of that section 
shall be the powers, remedies, and procedures this Act 
provides to the Commission, the Attorney General, the Li-
brarian of Congress, or any person, respectively, alleging 
an unlawful employment practice in violation of subsection 
(a) against an employee or applicant for employment de-
scribed in subsection (a).’’; and 
(E) by adding at the end the following: 
‘‘(h) Section 4(g) shall apply to mixed motive claims 
(involving practices described in section 4(g)(1)) under 
this section.’’. 
(f) ADDITIONAL AMENDMENTS TO THE REHABILITA-
TION ACT OF 1973.—Sections 501(f), 503(d), and 504(d) 
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of the Rehabilitation Act of 1973 (29 U.S.C. 791(f), 
793(d), and 794(d)), are each amended by adding after 
the words ‘‘title I of the Americans with Disabilities Act 
of 1990 (42 U.S.C. 12111 et seq.)’’ the following: ‘‘, in-
cluding the standards of causation and methods of proof 
applied under section 102(e) of that Act (42 U.S.C. 
12112(e)),’’. 
(g) OTHER GOVERNMENT EMPLOYEES.— 
(1) CONGRESSIONAL ACCOUNTABILITY ACT OF 
1995.—Section 201 of the Congressional Account-
ability Act of 1995 (2 U.S.C. 1311) is amended— 
(A) in subsection (a)(2), by striking ‘‘sec-
tion 15 of the Age Discrimination in Employ-
ment Act of 1967 (29 U.S.C. 633a)’’ and in-
serting ‘‘sections 4(g) and 15 of the Age Dis-
crimination in Employment Act of 1967 (29 
U.S.C. 623(g), 633a)’’; and 
(B) in subsection (b)— 
(i) in paragraph (2)(A), by striking 
‘‘section 15(c) of the Age Discrimination in 
Employment Act of 1967 (29 U.S.C. 
633a(c))’’ and inserting ‘‘section 4(d)(2), 
paragraphs (1) and (2) of section 7(b), 
and section 15(c) of the Age Discrimina-
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tion in Employment Act of 1967 (29 
U.S.C. 623(d)(2), 626(b), 633a(c))’’; and 
(ii) in paragraph (3)(A), by striking 
‘‘section 107(a) of the Americans with Dis-
abilities 
Act 
of 
1990 
(42 
U.S.C. 
12117(a))’’ and inserting ‘‘subsections (a) 
and (c) of section 107, and section 
503(c)(2), of the Americans with Disabil-
ities Act of 1990 (42 U.S.C. 12117, 
12203)’’. 
(2) TITLE 3, UNITED STATES CODE.—Section 
411 of title 3, United States Code, is amended— 
(A) in subsection (a)(2), by striking ‘‘sec-
tion 15 of the Age Discrimination in Employ-
ment Act of 1967’’ and inserting ‘‘sections 4(g) 
and 15 of the Age Discrimination in Employ-
ment Act of 1967’’; and 
(B) in subsection (b)— 
(i) in paragraph (2)(A), by striking 
‘‘section 15(c) of the Age Discrimination in 
Employment Act of 1967’’ and inserting 
‘‘section 4(d)(2), paragraphs (1) and (2) of 
section 7(b), and section 15(c) of the Age 
Discrimination in Employment Act of 
1967’’; and 
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(ii) in paragraph (3)(A), by striking 
‘‘section 107(a) of the Americans with Dis-
abilities Act of 1990’’ and inserting ‘‘sub-
sections (a) and (c) of section 107, and 
section 503(c)(2), of the Americans with 
Disabilities Act of 1990’’. 
(3) GOVERNMENT EMPLOYEE RIGHTS ACT OF 
1991.—Section 302 of the Government Employee 
Rights Act of 1991 (42 U.S.C. 2000e–16b) is 
amended— 
(A) in subsection (a)(2), by striking ‘‘sec-
tion 15 of the Age Discrimination in Employ-
ment Act of 1967 (29 U.S.C. 633a)’’ and in-
serting ‘‘sections 4(g) and 15 of the Age Dis-
crimination in Employment Act of 1967 (29 
U.S.C. 623(g), 633a)’’; and 
(B) in subsection (b)— 
(i) in paragraph (1), by inserting 
‘‘(and, in the case of a violation of sub-
section 
(a)(3), 
sections 
107(c) 
and 
503(c)(2) of the Americans with Disabil-
ities Act of 1990 (42 U.S.C. 12117(c), 
12203(c)(2)))’’ before ‘‘, and’’; and 
(ii) in paragraph (2), by striking ‘‘sec-
tion 15(c) of the Age Discrimination in 
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Employment Act of 1967 (29 U.S.C. 
633a(c))’’ and inserting ‘‘section 4(d)(2), 
paragraphs (1) and (2) of section 7(b), 
and section 15(c) of the Age Discrimina-
tion in Employment Act of 1967 (29 
U.S.C. 623(d)(2), 626(b), 633a(c))’’. 
(h) APPLICATION.—This section, and the amend-
ments made by this section, shall apply to all claims pend-
ing on or after the date of enactment of this Act. 
SEC. 206. SUPERVISOR LIABILITY. 
(a) AMENDMENT
TO TITLE VII OF
THE CIVIL 
RIGHTS ACT OF 1964.— 
(1) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE WORK ENVIRONMENT.—Section 703 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–2), as 
amended by 204(c)(1), is further amended by adding 
at the end the following: 
‘‘(p) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
created or continued a hostile work environment that con-
stitutes an unlawful employment practice under this sec-
tion if, at the time of the harassment— 
‘‘(1) such individual was authorized by that em-
ployer— 
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‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment.’’. 
(2) STANDARD FOR EMPLOYER LIABILITY FOR 
RETALIATORY HOSTILE WORK ENVIRONMENT.—Sec-
tion 704 of the Civil Rights Act of 1964 (42 U.S.C. 
2000e–3), as amended by section 201(a)(3), is fur-
ther amended— 
(A) by redesignating subsection (b) as sub-
section (c); and 
(B) by inserting after subsection (a) the 
following: 
‘‘(b) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
created or continued a retaliatory hostile work environ-
ment that constitutes an unlawful employment practice as 
described under subsection (a) if, at the time of the har-
assment— 
‘‘(1) such individual was authorized by that em-
ployer— 
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‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that retaliatory hostile 
work environment.’’. 
(3) FEDERAL EMPLOYEES.—Section 717 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–16), as 
amended by section 205(e)(1), is further amended 
by adding at the end the following: 
‘‘(h) The provisions of sections 703(p) and 704(b) 
shall apply to hostile work environment claims and retalia-
tory hostile work environment claims, respectively, under 
this section.’’. 
(b) AMENDMENT TO THE AGE DISCRIMINATION IN 
EMPLOYMENT ACT OF 1967.— 
(1) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE
WORK
ENVIRONMENT.—Section 4 of the 
Age Discrimination in Employment Act of 1967 (29 
U.S.C. 623), as amended by section 204(c)(4), is 
further amended by adding at the end the following: 
‘‘(o) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
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created or continued a hostile work environment that is 
unlawful under this section if, at the time of the harass-
ment— 
‘‘(1) such individual was authorized by that em-
ployer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment.’’. 
(2) STANDARD FOR EMPLOYER LIABILITY FOR 
RETALIATORY HOSTILE WORK ENVIRONMENT.—Sec-
tion 4(d)(1) of the Age Discrimination in Employ-
ment Act of 1967 (29 U.S.C. 623(d)(1)), as amend-
ed by section 205(c)(2), is further amended by strik-
ing ‘‘or litigation under this Act.’’ and inserting ‘‘or 
litigation under this Act. Subject to section 206(j) of 
the BE HEARD in the Workplace Act, an employer 
shall be liable for the acts of any individual whose 
harassment of an employee has created or continued 
a retaliatory hostile work environment that is unlaw-
ful under this subsection if, at the time of the har-
assment— 
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‘‘(A) such individual was authorized by 
that employer— 
‘‘(i) to undertake or recommend tan-
gible employment actions affecting the em-
ployee; or 
‘‘(ii) to direct the employee’s daily 
work activities; or 
‘‘(B) the negligence of the employer led to 
the creation or continuation of that retaliatory 
hostile work environment.’’. 
(3) FEDERAL EMPLOYEES.—Section 15 of the 
Age Discrimination in Employment Act of 1967 (29 
U.S.C. 633a), as amended by section 205(e)(3), is 
further amended by adding at the end the following: 
‘‘(i) Subsections (d) and (o) of section 4 shall apply 
to retaliatory hostile work environment claims and hostile 
work environment claims, respectively, under this sec-
tion.’’. 
(c) AMENDMENT TO THE AMERICANS WITH DISABIL-
ITIES ACT OF 1990.— 
(1) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE WORK ENVIRONMENT.—Section 102 of the 
Americans with Disabilities Act of 1990 (42 U.S.C. 
12112), as amended by section 205(b)(2), is further 
amended by adding at the end the following: 
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‘‘(f) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
created or continued a hostile work environment that con-
stitutes discrimination against a qualified individual on 
the basis of disability under this section if, at the time 
of the harassment— 
‘‘(1) such individual was authorized by the em-
ployer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the qualified indi-
vidual; or 
‘‘(B) to direct the qualified individual’s 
daily work activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment.’’. 
(2) STANDARD FOR EMPLOYER LIABILITY FOR 
RETALIATORY HOSTILE WORK ENVIRONMENT.—Sec-
tion 503 of the Americans with Disabilities Act of 
1990 (42 U.S.C. 12203) is amended— 
(A) by redesignating subsection (c) as sub-
section (d); 
(B) by inserting after subsection (b) the 
following: 
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‘‘(c) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
created or continued a retaliatory hostile work environ-
ment that constitutes retaliatory discrimination, as de-
scribed in subsection (a), or the carrying out of any unlaw-
ful acts described in subsection (b), if, at the time of the 
harassment— 
‘‘(1) such individual was authorized by the em-
ployer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that retaliatory hostile 
work environment.’’; and 
(C) in subsection (d), as redesignated by 
subparagraph (A), by striking ‘‘subsections (a) 
and (b)’’ and inserting ‘‘subsections (a), (b), 
and (c)’’. 
(d) AMENDMENT TO THE REHABILITATION ACT OF 
1973.— 
(1) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE
WORK
ENVIRONMENT
AND
RETALIATORY 
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HOSTILE WORK ENVIRONMENT.—Section 501 of the 
Rehabilitation Act of 1973 (29 U.S.C. 791) is 
amended by adding at the end the following: 
‘‘(h) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, each department, agency, and instru-
mentality in the executive branch of Government and the 
Smithsonian Institution shall be liable for the acts of any 
individual within such department, agency, instrumen-
tality, or the Smithsonian Institution whose harassment 
of an individual with a disability has created or continued 
a hostile work environment, or a retaliatory hostile work 
environment, that constitutes nonaffirmative action em-
ployment discrimination under this section if, at the time 
of the harassment— 
‘‘(1) such individual was authorized by that de-
partment, agency, instrumentality, or the Smithso-
nian Institution— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the individual 
with a disability; or 
‘‘(B) to direct the daily work activities of 
the individual with a disability; or 
‘‘(2) the negligence of that department, agency, 
instrumentality, or the Smithsonian Institution led 
to the creation or continuation of that hostile work 
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environment or retaliatory hostile work environ-
ment.’’. 
(2) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE
WORK
ENVIRONMENT
AND
RETALIATORY 
HOSTILE WORK ENVIRONMENT.—Section 504 of the 
Rehabilitation Act of 1973 (29 U.S.C. 794) is 
amended by adding at the end the following: 
‘‘(e) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer described under sub-
section (b) shall be liable for the acts of any individual 
whose harassment of a qualified individual with a dis-
ability has created or continued a hostile work environ-
ment, or a retaliatory hostile work environment, that con-
stitutes employment discrimination under this section if, 
at the time of the harassment— 
‘‘(1) such individual was authorized by such 
employer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the qualified indi-
vidual with a disability; or 
‘‘(B) to direct the daily work activities of 
the qualified individual with a disability; or 
‘‘(2) the negligence of such employer led to the 
creation or continuation of that hostile work environ-
ment or retaliatory hostile work environment.’’. 
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(3) REMEDIES.—Section 505 of the Rehabilita-
tion Act of 1973 (29 U.S.C. 794a) is amended by 
adding at the end of subsection (a) the following: 
‘‘(3) Sections 501(h) and 504(e) shall apply to 
hostile work environment claims and retaliatory hos-
tile work environment claims under this section.’’. 
(e) AMENDMENT TO SECTION 1977 OF THE REVISED 
STATUTES.—Section 1977 of the Revised Statutes (42 
U.S.C. 1981) is amended by adding at the end the fol-
lowing: 
‘‘(d) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, a nongovernmental employer shall be 
liable for the acts of any individual whose harassment of 
an employee has created a hostile work environment or 
a retaliatory hostile work environment, constituting an un-
lawful employment practice, if, at the time of the harass-
ment— 
‘‘(1) such individual was authorized by the em-
ployer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
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‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment or retaliatory hostile work environment.’’. 
(f) AMENDMENT
TO
THE GENETIC INFORMATION 
NONDISCRIMINATION ACT OF 2008.— 
(1) STANDARD FOR EMPLOYER LIABILITY FOR 
HOSTILE WORK ENVIRONMENT.—Section 202 of the 
Genetic Information Nondiscrimination Act of 2008 
(42 U.S.C. 2000ff–1), as amended by sections 
204(c)(5) and 205(b)(4), is further amended by add-
ing at the end the following: 
‘‘(f) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer shall be liable for the acts 
of any individual whose harassment of an employee has 
created or continued a hostile work environment that con-
stitutes an unlawful employment practice under this sec-
tion if, at the time of the harassment— 
‘‘(1) such individual was authorized by the em-
ployer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
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‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment.’’. 
(2) STANDARD FOR EMPLOYER LIABILITY FOR 
RETALIATORY HOSTILE WORK ENVIRONMENT.—Sec-
tion 207(f)(1) of the Genetic Information Non-
discrimination Act (42 U.S.C. 2000ff–6(f)(1)), as 
amended by section 205(c)(2), is further amended 
by striking ‘‘violations of this subsection.’’ and in-
serting ‘‘violations of this subsection. Subject to sec-
tion 206(j) of the BE HEARD in the Workplace 
Act, an employer shall be liable for the acts of any 
individual whose harassment of an employee has cre-
ated or continued a retaliatory hostile work environ-
ment that constitutes discrimination under this sub-
section if, at the time of the harassment— 
‘‘(A) such individual was authorized by the 
employer— 
‘‘(i) to undertake or recommend tan-
gible employment actions affecting the em-
ployee; or 
‘‘(ii) to direct the employee’s daily 
work activities; or 
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‘‘(B) the negligence of the employer led to 
the creation or continuation of that retaliatory 
hostile work environment.’’. 
(g) AMENDMENT TO THE GOVERNMENT EMPLOYEE 
RIGHTS ACT OF 1991.—Section 302 of the Government 
Employee Rights Act of 1991 (42 U.S.C. 2000e–16b) is 
amended by adding at the end the following: 
‘‘(c) Subject to section 206(j) of the BE HEARD in 
the Workplace Act, an employer of an individual described 
under section 304(a) shall be liable for the acts of any 
individual whose harassment of a State employee de-
scribed in section 304 has created or continued a hostile 
work environment or a retaliatory hostile work environ-
ment constituting discrimination under this section, if at 
the time of the harassment— 
‘‘(1) such individual was authorized by such 
employer— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the employee; or 
‘‘(B) to direct the employee’s daily work 
activities; or 
‘‘(2) the negligence of the employer led to the 
creation or continuation of that hostile work environ-
ment or retaliatory hostile work environment.’’. 
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(h) AMENDMENT
TO TITLE 3, UNITED STATES 
CODE.—Section 411 of title 3, United States Code, is 
amended— 
(1) by redesignating subsections (c) through (f) 
as subsections (d) through (g), respectively; 
(2) by inserting after subsection (b) the fol-
lowing: 
‘‘(c) LIABILITY OF EMPLOYING OFFICE.—Subject to 
section 206(j) of the BE HEARD in the Workplace Act, 
an employing office shall be liable for the acts of any indi-
vidual whose harassment of a covered employee has cre-
ated or continued a hostile work environment or a retalia-
tory hostile work environment constituting discrimination 
under this section if, at the time of the harassment— 
‘‘(1) such individual was authorized by the em-
ploying office— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the covered em-
ployee; or 
‘‘(B) to direct the covered employee’s daily 
work activities; or 
‘‘(2) the negligence of the employing office led 
to the creation or continuation of that hostile work 
environment or retaliatory hostile work environ-
ment.’’; and 
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(3) in subsection (f), as redesignated by para-
graph (1), by striking ‘‘subsections (a) through (c)’’ 
and inserting ‘‘subsections (a) through (d).’’. 
(i) AMENDMENT TO THE CONGRESSIONAL ACCOUNT-
ABILITY ACT OF 1995.—Section 201 of the Congressional 
Accountability Act of 1995 (2 U.S.C. 1311) is amended— 
(1) by striking subsection (e); and 
(2) by adding at the end the following: 
‘‘(e) OUTSIDE
INDIVIDUALS.—Subject to section 
206(j) of the BE HEARD in the Workplace Act, an em-
ploying office shall be liable for the acts of any individual 
whose harassment of a covered employee has created or 
continued a hostile work environment or a retaliatory hos-
tile work environment that constitutes discrimination 
under this section if, at the time of the harassment— 
‘‘(1) such individual was authorized by the em-
ploying office— 
‘‘(A) to undertake or recommend tangible 
employment actions affecting the covered em-
ployee; or 
‘‘(B) to direct the covered employee’s daily 
work activities; or 
‘‘(2) the negligence of the employing office led 
to the creation or continuation of that hostile work 
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environment or retaliatory hostile work environ-
ment.’’. 
(j) RULE OF CONSTRUCTION.—Nothing in this sec-
tion shall be construed to limit the availability of, or access 
to, defenses available under the law. 
(k) APPLICATION.—This section, and the amend-
ments made by this section, shall apply to all claims pend-
ing on or after the date of enactment of this Act. 
SEC. 207. EXTENDING THE STATUTES OF LIMITATIONS. 
(a) CIVIL RIGHTS ACT OF 1964; AMERICANS WITH 
DISABILITIES ACT
OF 1990; GENETIC INFORMATION 
NONDISCRIMINATION ACT OF 2008.—Section 706 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–5) is amend-
ed— 
(1) in subsection (e)— 
(A) in paragraph (1)— 
(i) by striking ‘‘one hundred and 
eighty days after the alleged unlawful em-
ployment practice occurred’’ and inserting 
‘‘4 years after the alleged unlawful employ-
ment practice occurred.’’; and 
(ii) by striking ‘‘three hundred days 
after the alleged unlawful employment 
practice occurred’’ and inserting ‘‘4 years 
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and 120 days after the alleged unlawful 
employment practice occurred.’’; and 
(B) in paragraph (3)(B), by striking ‘‘two 
years preceding the filing of the charge’’ and all 
that follows and inserting ‘‘4 years and 120 
days preceding the filing of the charge.’’; and 
(2) in subsection (g)(1), by striking ‘‘two years 
prior to the filing of a charge’’ and inserting ‘‘4 
years and 120 days preceding the filing of the 
charge’’. 
(b) AGE DISCRIMINATION IN EMPLOYMENT ACT OF 
1967.—Section 7(d) of the Age Discrimination in Employ-
ment Act of 1967 (29 U.S.C. 626(d)) is amended— 
(1) in the second sentence, by redesignating 
paragraphs (1) and (2) as subparagraphs (A) and 
(B), respectively; 
(2) by striking ‘‘(d)’’ and all that follows 
through ‘‘No’’ and inserting ‘‘(d)(1) No’’; and 
(3) in paragraph (1), as designated by para-
graph (2) of this subsection— 
(A) by striking ‘‘Secretary. Such’’ and in-
serting ‘‘Secretary, and such’’; 
(B) in subparagraph (A), by striking ‘‘180 
days after the alleged unlawful practice oc-
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curred’’ and inserting ‘‘4 years after the alleged 
unlawful practice occurred’’; and 
(C) in subparagraph (B), by striking ‘‘300 
days after the alleged unlawful practice oc-
curred’’ and inserting ‘‘4 years and 120 days 
after the alleged unlawful practice occurred’’. 
SEC. 208. EXTENDING THE TIME LIMITATIONS ON FEDERAL 
EMPLOYEES FILING A COMPLAINT. 
(a) IN GENERAL.—The Equal Employment Oppor-
tunity Commission (referred to in this section as ‘‘the 
Commission’’) shall ensure that a covered Federal em-
ployee shall not be required to take any action necessary 
to bring a complaint to the department, agency, unit, or 
instrumentality involved prior to 4 years from the date of 
the matter alleged to be discriminatory or, in the case of 
personnel action, 4 years from the effective date of the 
personnel action. 
(b) COVERED EMPLOYEES
AND COMPLAINTS.—In 
this section, the term ‘‘covered Federal employee’’ 
means— 
(1) an employee or applicant to whom section 
717(a) of the Civil Rights Act of 1964 (42 U.S.C. 
2000e–16(a)) applies, in the case of a complaint 
brought under section 717 of that Act (42 U.S.C. 
2000e–16); 
VerDate Sep 11 2014 
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(2) an employee or applicant to whom section 
15(a) of the Age Discrimination in Employment Act 
of 1967 (29 U.S.C. 633a(a)) applies, in the case of 
a complaint brought under section 15 of that Act 
(29 U.S.C. 633a); 
(3) an employee or applicant to whom section 
501 of the Rehabilitation Act of 1973 (29 U.S.C. 
791) applies, in the case of a complaint brought to 
enforce that section under section 505 of that Act 
(29 U.S.C. 794a); and 
(4) an employee or applicant described in sec-
tion 201(2)(A)(v) of the Genetic Information Non-
discrimination 
Act 
of 
2008 
(42 
U.S.C. 
2000ff(2)(A)(v)), in the case of a complaint brought 
to enforce title II of that Act (42 U.S.C. 2000ff et 
seq.) under section 207(e) of that Act (42 U.S.C. 
2000ff–6(e)). 
TITLE 
III—BROADENING 
PRO-
TECTIONS 
AND 
ENSURING 
TRANSPARENCY 
SEC. 301. INDEPENDENT CONTRACTORS, INTERNS, FEL-
LOWS, VOLUNTEERS, AND TRAINEES. 
(a) COVERED EMPLOYER OR ENTITY.—All protec-
tions afforded to an employee or individual under a provi-
sion that consists of title VII of the Civil Rights Act of 
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1964 (42 U.S.C. 2000e et seq.), the Government Em-
ployee Rights Act of 1991 (42 U.S.C. 2000e–16a et seq.), 
the Congressional Accountability Act of 1995 (2 U.S.C. 
1301 et seq.), subchapter II of chapter 5 of title 3, United 
States Code, the Age Discrimination in Employment Act 
of 1967 (29 U.S.C. 621 et seq.), title I and section 503 
(for violations with respect to that title) of the Americans 
with Disabilities Act of 1990 (42 U.S.C. 12111 et seq., 
12203), sections 501 and 505 of the Rehabilitation Act 
of 1973 (29 U.S.C. 791, 794a), section 6(d) of the Fair 
Labor Standards Act of 1938 (commonly known as the 
‘‘Equal Pay Act of 1963’’) (29 U.S.C. 206(d)), title II 
of the Genetic Information Nondiscrimination Act of 2008 
(42 U.S.C. 2000ff et seq.), and section 4311 of title 38, 
United States Code, shall be afforded, in the same manner 
and to the same extent, to— 
(1) an individual who is engaged by an em-
ployer or entity covered by that provision (referred 
to in this subsection as a ‘‘covered employer or enti-
ty’’) as an independent contractor (regardless of 
business structure, including organization as a legal 
or commercial entity) or as an intern, fellow, volun-
teer, or trainee, whether or not the individual re-
ceives compensation, academic credit, or other remu-
neration from the covered employer or entity; or 
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(2) an individual who applies or seeks to be-
come such an independent contractor (regardless of 
business structure, including organization as a legal 
or commercial entity), intern, fellow, volunteer, or 
trainee, for the covered employer or entity. 
(b) COVERED ESTABLISHMENTS.— 
(1) DEFINITION.—In this subsection, the term 
‘‘covered establishment’’ means an individual or enti-
ty that— 
(A) is not acting as an employer or entity 
covered by a provision specified in subsection 
(a); and 
(B) engages the services (including solic-
iting such services) of an independent con-
tractor (regardless of business structure, includ-
ing organization as a legal or commercial enti-
ty), intern, fellow, volunteer, or trainee by 
means of an instrument of transportation or 
communication in interstate commerce, or 
through an arrangement that involves the use 
of such an instrument to carry out or be con-
veyed to carry out those services. 
(2) PROTECTIONS.—All protections afforded to 
an employee or individual under a provision that 
consists of title VII of the Civil Rights Act of 1964, 
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the Age Discrimination in Employment Act of 1967, 
title I and section 503 (for violations with respect to 
that title) of the Americans with Disabilities Act of 
1990, section 6(d) of the Fair Labor Standards Act 
of 1938, title II of the Genetic Information Non-
discrimination Act of 2008, and section 4311 of title 
38, United States Code, shall be afforded, in the 
same manner and to the same extent that the provi-
sion covers an individual described in section 701(f) 
of the Civil Rights Act of 1964 (42 U.S.C. 
2000e(f)), to— 
(A) an individual who is engaged by a cov-
ered establishment as an independent con-
tractor (regardless of business structure, includ-
ing organization as a legal or commercial enti-
ty) or as an intern, fellow, volunteer, or trainee, 
whether or not the individual receives com-
pensation, academic credit, or other remunera-
tion from the covered establishment; or 
(B) an individual who applies or seeks to 
become such an independent contractor (regard-
less of business structure, including organiza-
tion as a legal or commercial entity), intern, fel-
low, volunteer, or trainee, for the covered estab-
lishment. 
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(c) DOMESTIC SERVICE.—For purposes of the provi-
sions listed in subsection (a) and the provisions of this 
Act, an individual or entity who engages the services (by 
means of an instrument of transportation or communica-
tion in interstate commerce, or through an arrangement 
that involves the use of such an instrument to carry out 
or be conveyed to carry out those services) of a person 
in domestic service in a household, as an employee, or as 
an independent contractor, intern, fellow, volunteer, or 
trainee, referred to in subsection (a) or (b) shall be consid-
ered to be engaged in interstate commerce. 
(d) RULE OF CONSTRUCTION.—Nothing in this sec-
tion shall be construed to limit the individuals protected 
under any provision described in subsection (a). 
(e) INTERSTATE COMMERCE.—In this section, the 
term ‘‘interstate commerce’’ means Commerce (as defined 
in section 3 of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203)) among the several States. 
SEC. 302. NONDISCLOSURE AGREEMENTS. 
(a) DEFINITIONS.—In this section: 
(1) COMMISSION.—The term ‘‘Commission’’ 
means the Equal Employment Opportunity Commis-
sion. 
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100 
(2) COVERED
ESTABLISHMENT.—The term 
‘‘covered establishment’’ has the meaning given the 
term in section 301. 
(3) COVERED INDIVIDUAL.—The term ‘‘covered 
individual’’ means— 
(A) in the case of an individual required to 
be afforded protections under section 301(a)— 
(i) an individual required to be af-
forded those protections by an employer 
described in paragraph (5)(A); 
(ii) an individual required to be af-
forded those protections by an employer 
described in paragraph (5)(B); 
(iii) an individual required to be af-
forded those protections by an employer 
described in paragraph (5)(C); 
(iv) an individual required to be af-
forded those protections by an employer 
described in paragraph (5)(D); or 
(v) an individual required to be af-
forded those protections by an employer 
described in paragraph (5)(E); and 
(B) in the case of an individual required to 
be afforded protections under section 301(b) by 
a covered establishment, that individual. 
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101 
(4) 
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 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)); 
(C) a covered employee (including an appli-
cant), as defined in section 101 of the Congres-
sional Accountability Act of 1995 (2 U.S.C. 
1301), including an individual treated as a cov-
ered employee under that section; 
(D) a covered employee (including an ap-
plicant), as defined in section 411(c) of title 3, 
United States Code; or 
(E) an employee or applicant to which sec-
tion 717(a) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e–16(a)) applies. 
(5) 
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))); 
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102 
(B) an entity employing a State employee 
described in section 304(a) of the Government 
Employee Rights Act of 1991; 
(C) an employing office, as defined in sec-
tion 101(a) of the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301(a)); 
(D) an employing office, as defined in sec-
tion 411(c) of title 3, United States Code; or 
(E) an entity to which section 717(a) of 
the Civil Rights Act of 1964 applies. 
(6) NONDISCLOSURE CLAUSE.—The term ‘‘non-
disclosure clause’’ means a provision in a contract or 
agreement establishing that each party to the con-
tract or agreement agrees not to disclose informa-
tion covered by the terms and conditions of the con-
tract or agreement. 
(7) NONDISPARAGEMENT
CLAUSE.—The term 
‘‘nondisparagement clause’’ means a provision in a 
contract or agreement requiring one or more parties 
to the contract or agreement not to make negative 
statements about another such party. 
(8) WORKER.—The term ‘‘worker’’ means an 
employee or a covered individual. 
(b) UNLAWFUL PRACTICES.— 
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103 
(1) NONDISPARAGEMENT AND NONDISCLOSURE 
CLAUSES.—Subject to paragraph (3), it shall be an 
unlawful practice for an employer to proffer or to 
enter into a contract or agreement with a worker, or 
for a covered establishment to proffer or to enter 
into a contract or agreement with a covered indi-
vidual, as a condition of employment or contracting, 
promotion, compensation, benefits, or change in em-
ployment status or contractual relationship, or as a 
term, condition, or privilege of employment or con-
tracting, if that contract or agreement contains a 
nondisparagement clause or nondisclosure clause 
that covers prohibited harassment or other prohib-
ited discrimination in employment or contracting, or 
retaliation for reporting, resisting, opposing, or as-
sisting in the investigation of such harassment or 
other discrimination. 
(2) PROHIBITION ON ENFORCEMENT.—Subject 
to paragraph (3) but notwithstanding any other pro-
vision of law, it shall be an unlawful practice for an 
employer or covered establishment to enforce or at-
tempt to enforce a nondisparagement clause or non-
disclosure clause that covers prohibited harassment 
or other prohibited discrimination in employment or 
contracting, or retaliation for reporting, resisting, 
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104 
opposing, or assisting in the investigation of such 
harassment or other discrimination. An employer or 
covered establishment that enforces or attempts to 
enforce such a nondisparagement clause or such a 
nondisclosure clause against a worker shall be liable 
for the reasonable attorney’s fees and costs of the 
worker. 
(3) SETTLEMENT
OR
SEPARATION
AGREE-
MENTS.— 
(A) IN GENERAL.—The provisions of para-
graphs (1) and (2) do not apply to a nondispar-
agement clause or nondisclosure clause con-
tained in a settlement agreement or separation 
agreement that resolves legal claims or disputes 
if— 
(i) such legal claims accrued or such 
disputes arose before the settlement agree-
ment or separation agreement was exe-
cuted; 
(ii) the clause involved is mutually 
agreed upon by both— 
(I) the employer or covered es-
tablishment, as the case may be; and 
(II) the worker; 
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105 
(iii) the worker’s agreement to such 
clause is knowing and voluntary, as de-
scribed in subparagraph (C); 
(iv) the clause involved is limited to 
statements made with knowledge of their 
falsity or with reckless disregard for their 
truth or falsity; 
(v) the clause involved prohibits the 
employer or covered establishment from 
publicly disclosing the name of a victim of 
an alleged act of prohibited harassment or 
other prohibited discrimination, or dis-
closing any information that would reason-
ably lead to the disclosure of the identity 
of such a victim; and 
(vi) the settlement agreement or sepa-
ration agreement expressly states that the 
agreement involved does not prohibit, pre-
vent, or otherwise restrict a worker from— 
(I) filing a charge or complaint 
with the Commission, any other Fed-
eral, State, or local agency with the 
authority to enforce laws (including 
regulations) that prohibit discrimina-
tion, including harassment, in employ-
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106 
ment or contracting, as the case may 
be, or law enforcement; 
(II) testifying at, assisting, or 
participating in an investigation or 
proceeding conducted by the Commis-
sion, any other Federal, State, or local 
agency with the authority to enforce 
laws (including regulations) that pro-
hibit discrimination, including harass-
ment, in employment or contracting, 
as the case may be, or law enforce-
ment; or 
(III) testifying in a hearing or 
trial or complying with a request for 
discovery in relation to civil litigation. 
(B) PROHIBITION ON SOLE BENEFIT.—For 
purposes of this paragraph, it shall be an un-
lawful practice for an employer or covered es-
tablishment to unilaterally include a nondispar-
agement clause or nondisclosure clause that 
solely benefits the employer or covered estab-
lishment in a separation or settlement agree-
ment. 
(C) KNOWING
AND
VOLUNTARY
AGREE-
MENT.—For purposes of this paragraph, agree-
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107 
ment to a nondisparagement clause or non-
disclosure clause may not be considered know-
ing and voluntary unless at a minimum— 
(i) the nondisparagement clause or 
nondisclosure clause is written in a manner 
designed to ensure that the worker under-
stands the content of the clause involved; 
(ii) the nondisparagement clause or 
nondisclosure clause is included only in ex-
change for consideration of value provided 
to the worker, in addition to anything of 
value to which the worker is already enti-
tled; 
(iii) the nondisparagement clause or 
nondisclosure clause does not apply to any 
rights or claims that arise after the date 
the settlement or separation agreement is 
executed; 
(iv) the worker is advised in writing to 
consult with an attorney prior to agreeing 
to such an agreement that includes a non-
disparagement clause or nondisclosure 
clause; 
(v) the worker is given a period of at 
least 21 days to consider any proposal for 
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108 
a settlement or separation agreement that 
includes a nondisparagement clause or 
nondisclosure clause; and 
(vi) the settlement or separation 
agreement provides that for a period of at 
least 7 days following the execution of such 
agreement the worker may revoke the 
agreement, and the agreement shall not be-
come effective or enforceable until the rev-
ocation period has expired. 
(D) BURDEN OF PROOF.—In any dispute 
that may arise over whether any of the require-
ments of subparagraph (A) have been met, the 
party asserting the validity of an agreement 
shall have the burden of proving that the re-
quirements of subparagraph (A) have been met. 
(E) FINANCIAL TERMS.—Notwithstanding 
subparagraph (A)(iv), the financial terms of the 
settlement or separation covered by the agree-
ment may be included in a nondisclosure clause 
of the agreement if the nondisclosure of the fi-
nancial terms is limited to a specified period of 
time. The nondisclosure clause shall not pro-
hibit discussion of the financial terms of the 
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109 
settlement or separation with an accountant or 
financial advisor. 
(F) PARTICIPATION IN INVESTIGATIONS OR 
PROCEEDINGS.—No nondisparagement clause 
or nondisclosure clause may affect the ability of 
a worker to testify at, assist, or participate in 
an investigation or proceeding conducted by the 
Commission, any Federal, State, or local agency 
with the authority to enforce laws (including 
regulations) that prohibit discrimination in em-
ployment or contracting, as the case may be, or 
a law enforcement agency. 
(G) PROHIBITION
ON
DAMAGES.—Under 
no circumstances shall a worker be required to 
pay damages for breach of a nondisparagement 
clause or nondisclosure clause permitted by this 
paragraph in excess of an amount equal to the 
consideration of value provided to the worker in 
exchange for the workers’ agreement to the 
nondisparagement 
clause 
or 
nondisclosure 
clause. 
(c) ENFORCEMENT AGAINST EMPLOYERS.— 
(1) ENFORCEMENT POWERS.—With respect to 
the administration and enforcement of this section 
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110 
in the case of a claim alleged by a worker against 
an employer for a violation of this section— 
(A) the Commission shall have the same 
powers as the Commission has to administer 
and enforce— 
(i) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.); or 
(ii) sections 302 and 304 of the Gov-
ernment Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b and 2000e–16c), 
in the case of a claim alleged by an employee 
of the employer for a violation of such title, or 
of section 302(a)(1) of the Government Em-
ployee Rights Act of 1991 (42 U.S.C. 2000e– 
16b(a)(1)), respectively; 
(B) the Librarian of Congress shall have 
the same powers as the Librarian of Congress 
has to administer 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 an em-
ployee of the employer for a violation of such 
title; 
(C) the Board (as defined in section 
101(a) of the Congressional Accountability Act 
of 1995 (2 U.S.C. 1301(a))) shall have the 
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111 
same powers as the Board has to administer 
and enforce the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301 et seq.) in the case 
of a claim alleged by an employee of the em-
ployer for a violation of section 201(a)(1) of 
such Act (2 U.S.C. 1311(a)(1)); 
(D) the Attorney General shall have the 
same powers as the Attorney General has to ad-
minister and enforce— 
(i) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.); or 
(ii) sections 302 and 304 of the Gov-
ernment Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b and 2000e–16c), 
in the case of a claim alleged by an employee 
of the employer for a violation of such title, or 
of section 302(a)(1) of the Government Em-
ployee Rights Act of 1991 (42 U.S.C. 2000e– 
16b(a)(1)), respectively; 
(E) the President, the Commission, and 
the Merit Systems Protection Board shall have 
the same powers as the President, the Commis-
sion, and the Board, respectively, have to ad-
minister and enforce chapter 5 of title 3, 
United States Code, in the case of a claim al-
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112 
leged by an employee of the employer for a vio-
lation of section 411 of such title; and 
(F) a court of the United States shall have 
the same jurisdiction and powers as the court 
has to enforce— 
(i) title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.) in the case 
of a claim alleged by an employee of the 
employer for a violation of such title; 
(ii) sections 302 and 304 of the Gov-
ernment Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b and 2000e–16c) in the 
case of a claim alleged by an employee of 
the employer for a violation of section 
302(a)(1) of such Act (42 U.S.C. 2000e– 
16b(a)(1)); 
(iii) the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301 et seq.) in the 
case of a claim alleged by an employee of 
the employer for a violation of section 
201(a)(1) 
of 
such 
Act 
(2 
U.S.C. 
1311(a)(1)); and 
(iv) chapter 5 of title 3, United States 
Code, in the case of a claim alleged by an 
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113 
employee of the employer for a violation of 
section 411 of such title. 
(2) PROCEDURES AND REMEDIES.—The proce-
dures and remedies applicable to a claim alleged by 
a worker against the employer for a violation of this 
section are— 
(A) 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 claim alleged by an employee of the 
employer for a violation of such title; 
(B) the procedures and remedies applicable 
for a violation of section 302(a)(1) of the Gov-
ernment Employee Rights Act of 1991 (42 
U.S.C. 2000e–16b(a)(1)) in the case of a claim 
alleged by an employee of the employer for a 
violation of such section; 
(C) the procedures and remedies applicable 
for a violation of section 201(a)(1) of the Con-
gressional Accountability Act of 1995 (2 U.S.C. 
1311(a)(1)) in the case of a claim alleged by an 
employee of the employer for a violation of such 
section; and 
(D) the procedures and remedies applicable 
for a violation of section 411 of title 3, United 
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114 
States Code, in the case of a claim alleged by 
an employee of the employer for a violation of 
such section. 
(3) OTHER APPLICABLE PROVISIONS.—With re-
spect to a claim alleged by an employee described in 
subsection (a)(4)(C) or a covered individual de-
scribed in subsection (a)(3)(A)(iii) for a violation of 
this section, title III of the Congressional Account-
ability Act of 1995 (2 U.S.C. 1381 et seq.) shall 
apply in the same manner as such title applies with 
respect to a claim alleged by such an employee for 
a violation of section 201(a)(1) of such Act (2 
U.S.C. 1311(a)(1)). 
(d) ENFORCEMENT AGAINST COVERED ESTABLISH-
MENTS.— 
(1) ENFORCEMENT POWERS.—With respect to 
the administration and enforcement of this section 
in the case of a claim alleged by a covered individual 
against a covered establishment for a violation of 
this section— 
(A) the Commission shall have the same 
powers as the Commission has to administer 
and enforce title VII of the Civil Rights Act of 
1964 (42 U.S.C. 2000e et seq.); 
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115 
(B) the Attorney General shall have the 
same powers as the Attorney General has to ad-
minister and enforce title VII of the Civil 
Rights Act of 1964; and 
(C) a court of the United States shall have 
the same jurisdiction and powers as the court 
has to enforce title VII of the Civil Rights Act 
of 1964, 
in the case of a claim alleged by an employee de-
scribed in subsection (a)(4)(A) for a violation of 
such title. 
(2) PROCEDURES AND REMEDIES.—The proce-
dures and remedies applicable to a claim alleged by 
a covered individual against the covered establish-
ment for a violation of this section are the proce-
dures 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 claim alleged by an 
employee described in subsection (a)(4)(A) for a vio-
lation of such title. 
(e) RIGHT
TO
REPORT
RESERVED.—Notwith-
standing signing (before, on, or after the effective date of 
this Act) any nondisparagement clause or nondisclosure 
clause, a worker retains— 
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