Title: EMPOWER Act-Part I
Policy area: Labor and Employment

Summary:
Ending the Monopoly of Power Over Workplace Harassment through Education and Reporting Act-Part I or the EMPOWER Act-Part I
This bill makes it an unlawful practice for an employer to: (1) enter into a contract with an employee or applicant, as a condition of employment or employment status, if that contract contains a nondisparagement or nondisclosure clause that covers workplace harassment; and (2) enforce, or attempt to enforce, such a clause. This prohibition does not apply to a clause contained in a settlement agreement or separation agreement that resolves legal claims or disputes under specified conditions.
Notwithstanding signing any nondisparagement or nondisclosure clause, an employee or applicant retains any right that person would otherwise have had to report a concern about workplace harassment to the Equal Employment Opportunity Commission (EEOC) and other specified agencies and any right that person would otherwise have had to bring an action in a court of the United States.
The EEOC shall: (1) establish a confidential tip-line that supplements its existing process for submitting a charge of discrimination; and (2) provide for the development and dissemination of workplace training programs and information regarding workplace harassment, including sexual harassment.

[Congressional Bills 115th Congress]
[From the U.S. Government Publishing Office]
[S. 2994 Introduced in Senate (IS)]

<DOC>






115th CONGRESS
  2d Session
                                S. 2994

To deter, prevent, reduce, and respond to harassment in the workplace, 
 including sexual harassment, sexual assault, and harassment based on 
                         protected categories.


_______________________________________________________________________


                   IN THE SENATE OF THE UNITED STATES

                              June 5, 2018

  Ms. Harris (for herself and Ms. Murkowski) introduced the following 
  bill; which was read twice and referred to the Committee on Health, 
                     Education, Labor, and Pensions

_______________________________________________________________________

                                 A BILL


 
To deter, prevent, reduce, and respond to harassment in the workplace, 
 including sexual harassment, sexual assault, and harassment based on 
                         protected categories.

    Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

    This Act may be cited as the ``Ending the Monopoly of Power Over 
Workplace Harassment through Education and Reporting Act-Part I'' or 
the ``EMPOWER Act-Part I''.

SEC. 2. PURPOSE AND AUTHORITY.

    It is the purpose of this Act, through the exercise by Congress of 
its power to regulate commerce among the several States, to deter, 
prevent, reduce, and respond to harassment in the workplace, including 
sexual harassment, sexual assault, and harassment based on other 
protected categories.

SEC. 3. DEFINITIONS.

    In this Act:
            (1) Applicant.--The term ``applicant'' means an applicant 
        for employment as an employee, independent contractor, or 
        outside worker.
            (2) Charge of discrimination.--The term ``Charge of 
        Discrimination'' means a charge of discrimination filed 
        pursuant to section 706 of the Civil Rights Act of 1964 (42 
        U.S.C. 2000e-5).
            (3) Commission.--The term ``Commission'' means the Equal 
        Employment Opportunity Commission.
            (4) Employee.--The term ``employee'' means--
                    (A) an individual employed by an employer described 
                in paragraph (5), including an outside worker in such 
                individual's office or place of employment;
                    (B) an employee to which section 703, 704 or 717(a) 
                of the Civil Rights Act of 1964 (42 U.S.C. 2000e-2; 
                2000e-3; 2000e-16(a)) applies, including an outside 
                worker in such an employee's office or place of 
                employment;
                    (C) a State employee to which section 302(a)(1) of 
                the Government Employee Rights Act of 1991 (42 U.S.C. 
                2000e-16b(a)(1)) applies, including an outside worker 
                in such a State employee's office or place of 
                employment; or
                    (D) a covered employee, as defined in section 101 
                of the Congressional Accountability Act of 1995 (2 
                U.S.C. 1301) or section 411(c) of title 3, United 
                States Code, including an outside worker in such a 
                covered employee's office or place of employment.
            (5) Employer.--The term ``employer'' means--
                    (A) a person engaged in an industry affecting 
                commerce, and any agent of such a person;
                    (B) an entity to which section 703, 704, or 717(a) 
                of the Civil Rights Act of 1964 applies;
                    (C) an employing authority to which section 
                302(a)(1) of the Government Employee Rights Act of 1991 
                applies; or
                    (D) an employing office, as defined in section 101 
                of the Congressional Accountability Act of 1995 or 
                section 411(c) of title 3, United States Code.
            (6) Fair employment practices agencies.--The term ``fair 
        employment practices agencies'' means State and local agencies 
        with the authority to enforce laws or regulations to prohibit 
        discrimination in employment.
            (7) Independent contractor.--The term ``independent 
        contractor'' means an individual who, with respect to an 
        employer, is a contractor based on the common law of agency.
            (8) Law enforcement agency.--The term ``law enforcement 
        agency'' means a government agency with criminal or civil law 
        enforcement powers, which may include a government agency with 
        regulatory or licensing authority.
            (9) Nondisclosure clause.--The term ``nondisclosure 
        clause'' means a provision in a contract or agreement 
        establishing that the parties to the contract or agreement 
        agree not to disclose information covered by the terms and 
        conditions of the contract or agreement.
            (10) 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 the other.
            (11) Outside worker.--The term ``outside worker'' means--
                    (A) a temporary worker hired through an employment 
                agency (as defined in section 701 of the Civil Rights 
                Act of 1964 (42 U.S.C. 2000e)) to provide services to 
                an employer pursuant to an agreement between the 
                employment agency and the employer;
                    (B) an independent contractor for an employer or a 
                subcontractor thereof; or
                    (C) an intern or volunteer, whether paid or unpaid, 
                for an employer.
            (12) Sexual assault.--The term ``sexual assault'' means any 
        nonconsensual sexual act proscribed by Federal, tribal, or 
        State law, including such an act that occurs when the victim 
        lacks capacity to consent.
            (13) Subcontractor.--The term ``subcontractor'' means any 
        employer having a contract with a prime contractor or another 
        subcontractor calling for supplies or services required for the 
        performance of a contract or a government contract.
            (14) Workplace harassment.--The term ``workplace 
        harassment'' means unwelcome or offensive conduct based on sex 
        (including such conduct based on sexual orientation, gender 
        identity, and pregnancy), race, color, national origin, 
        disability, age, or religion, whether that conduct occurs in-
        person or through an electronic medium (which may include 
        social media), in a work or work-related context, which affects 
        any term, condition, or privilege of employment.

SEC. 4. PROHIBITING NONDISPARAGEMENT AND NONDISCLOSURE CLAUSES THAT 
              COVER WORKPLACE HARASSMENT, INCLUDING SEXUAL HARASSMENT.

    (a) Unlawful Practices.--
            (1) Prohibition on workplace harassment nondisclosure 
        clause.--Subject to subsection (b)(1), it shall be an unlawful 
        practice for an employer to enter into a contract or agreement 
        with an employee or applicant, as a condition of employment, 
        promotion, compensation, benefits, or change in employment 
        status or contractual relationship, or as a term, condition, or 
        privilege of employment, if that contract or agreement contains 
        a nondisparagement or nondisclosure clause that covers 
        workplace harassment, including sexual harassment or 
        retaliation for reporting, resisting, opposing, or assisting in 
        the investigation of workplace harassment.
            (2) Prohibition on enforcement.--Notwithstanding any other 
        provision of law, it shall be an unlawful practice and 
        otherwise unlawful for an employer to enforce or attempt to 
        enforce a nondisparagement clause or nondisclosure clause 
        described in paragraph (1).
    (b) Settlement or Separation Agreements.--
            (1) In general.--The provisions of subsection (a) do not 
        apply to a nondisclosure clause or nondisparagement clause 
        contained in a settlement agreement or separation agreement 
        that resolves legal claims or disputes when--
                    (A) such legal claims accrued or such disputes 
                arose before the settlement agreement or separation 
                agreement was executed; and
                    (B) such clauses are mutually agreed upon and 
                mutually benefit both the employer and employee.
            (2) Unlawful practice.--It shall be an unlawful practice 
        for an employer to unilaterally include a nondisclosure clause 
        or a nondisparagement clause that solely benefits the employer 
        in a separation or settlement agreement.
    (c) Right To Report Reserved.--Notwithstanding signing (before or 
after the effective date of this Act) any nondisparagement or 
nondisclosure clause including a clause referred to in subsection 
(a)(1), an employee or applicant retains any right that person would 
otherwise have had to report a concern about workplace harassment, 
including sexual harassment or another violation of the law to the 
Commission, another Federal agency (including an office of the 
legislative or judicial branch), a State or local fair employment 
practices agency or any State or local agency, or a law enforcement 
agency, and any right that person would otherwise have had to bring an 
action in a court of the United States.
    (d) Enforcement.--
            (1) Enforcement powers.--With respect to the administration 
        and enforcement of this section in the case of a claim alleged 
        by an employee 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 Government 
                        Employee Rights Act of 1991 (42 U.S.C. 2000e-
                        16b and 2000e-16c),
                in the case of a claim alleged by such employee for a 
                violation of such title, or of section 302(a)(1) of the 
                Government Employee Rights Act of 1991 (42 U.S.C. 
                2000e-16b(a)(1)), respectively;
                    (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 such employee for a violation of such title;
                    (C) the Board (as defined in section 101 of the 
                Congressional Accountability Act of 1995 (2 U.S.C. 
                1301)) shall have the same powers as the Board has to 
                administer and enforce the Congressional Accountability 
                Act of 1995 (2 U.S.C. 1301 et seq.) in the case of a 
                claim alleged by such employee 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 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 Government 
                        Employee Rights Act of 1991 (42 U.S.C. 2000e-
                        16b and 2000e-16c);
                in the case of a claim alleged by such employee for a 
                violation of such title, or of section 302(a)(1) of the 
                Government Employee Rights Act of 1991 (42 U.S.C. 
                2000e-16b(a)(1)), respectively;
                    (E) the President, the Commission, and the Merit 
                Systems Protection Board shall have the same powers as 
                the President, the Commission, and the Board, 
                respectively, have to administer and enforce chapter 5 
                of title 3, United States Code, in the case of a claim 
                alleged by such employee for a violation of section 411 
                of such title;
                    (F) the Commission shall have the same powers as 
                described in subparagraph (A) to administer and enforce 
                a claim by any employee who is not otherwise able to 
                seek remedy for a claim through an enforcement entity 
                described in subparagraph (A) through (E); and
                    (G) 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 such employee for a violation 
                        of such title or in the case of a claim 
                        described in subparagraph (F);
                            (ii) sections 302 and 304 of the Government 
                        Employee Rights Act of 1991 (42 U.S.C. 2000e-
                        16b and 2000e-16c) in the case of a claim 
                        alleged by such employee 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 such employee 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 such 
                        employee for a violation of section 411 of such 
                        title.
            (2) Procedures and remedies.--The procedures and remedies 
        applicable to a claim alleged by an employee 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 such employee for a violation of such title 
                or in the case of a claim described in paragraph 
                (1)(F);
                    (B) the procedures and remedies applicable for a 
                violation of section 302(a)(1) of the Government 
                Employee Rights Act of 1991 (42 U.S.C. 2000e-16b(a)(1)) 
                in the case of a claim alleged by such employee for a 
                violation of such section;
                    (C) the procedures and remedies applicable for a 
                violation of section 201(a)(1) of the Congressional 
                Accountability Act of 1995 (2 U.S.C. 1311(a)(1)) in the 
                case of a claim alleged by such employee for a 
                violation of such section; and
                    (D) the procedures and remedies applicable for a 
                violation of section 411 of title 3, United States 
                Code, in the case of a claim alleged by such employee 
                for a violation of such section.
            (3) Other applicable provisions.--With respect to a claim 
        alleged by a covered employee (as defined in section 101 of the 
        Congressional Accountability Act of 1995 (2 U.S.C. 1301)) for a 
        violation of this section, title III of the Congressional 
        Accountability 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 a covered employee for a violation of 
        section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)).
    (e) Regulations.--
            (1) In general.--Except as provided in paragraphs (2), (3), 
        and (4), the Commission shall have authority to issue 
        regulations to carry out this section.
            (2) Librarian of congress.--The Librarian of Congress shall 
        have authority to issue regulations to carry out this section 
        with respect to employees and applicants for employment of the 
        Library of Congress.
            (3) Board.--The Board referred to in subsection (d)(1)(C) 
        shall have authority to issue regulations to carry out this 
        section, in accordance with section 304 of the Congressional 
        Accountability Act of 1995 (2 U.S.C. 1384), with respect to 
        covered employees, as defined in section 101 of such Act (2 
        U.S.C. 1301).
            (4) President.--The President shall have authority to issue 
        regulations to carry out this section with respect to covered 
        employees, as defined in section 411(c) of title 3, United 
        States Code, and applicants for employment as such employees.
    (f) State and Federal Immunity.--
            (1) Abrogation of state immunity.--A State shall not be 
        immune under the 11th Amendment to the Constitution from a suit 
        brought in a Federal court of competent jurisdiction for a 
        violation of this section.
            (2) Waiver of state immunity.--
                    (A) In general.--
                            (i) Waiver.--A State's receipt or use of 
                        Federal financial assistance for any program or 
                        activity of a State shall constitute a waiver 
                        of sovereign immunity, under the 11th Amendment 
                        to the Constitution or otherwise, to a suit 
                        brought by an employee or applicant for 
                        employment of that program or activity under 
                        this section for a remedy authorized under 
                        subsection (d).
                            (ii) Definition.--In this paragraph, the 
                        term ``program or activity'' has the meaning 
                        given the term in section 606 of the Civil 
                        Rights Act of 1964 (42 U.S.C. 2000d-4a).
                    (B) Effective date.--With respect to a particular 
                program or activity, subparagraph (A) applies to 
                conduct occurring on or after the day, after the date 
                of enactment of this Act, on which a State first 
                receives or uses Federal financial assistance for that 
                program or activity.
            (3) Remedies against state officials.--An official of a 
        State may be sued in the official capacity of the official by 
        any employee or applicant for employment who has complied with 
        the applicable procedures of subsection (d), for equitable 
        relief that is authorized under this section. In such a suit 
        the court may award to the prevailing party those costs 
        authorized by section 722 of the Revised Statutes (42 U.S.C. 
        1988).
            (4) Remedies against the united states and the states.--
        Notwithstanding any other provision of this Act, in an action 
        or administrative proceeding against the United States or a 
        State for a violation of this section, remedies (including 
        remedies at law and in equity, and interest) are available for 
        the violation to the same extent as the remedies are available 
        for a violation of title VII of the Civil Rights Act of 1964 
        (42 U.S.C. 2000e et seq.) by a private entity, except that--
                    (A) punitive damages are not available; and
                    (B) compensatory damages are available to the 
                extent specified in section 1977A(b) of the Revised 
                Statutes (42 U.S.C. 1981a(b)).

SEC. 5. CONFIDENTIAL TIP-LINE ADDRESSING EMPLOYERS WITH WIDESPREAD AND 
              SYSTEMIC WORKPLACE HARASSMENT.

    (a) Confidential Tip-Line Established.--
            (1) In general.--Not later than 1 year after the date of 
        enactment of this Act, the Commission shall establish a 
        confidential tip-line that supplements the Commission's 
        existing process for submitting a Charge of Discrimination, and 
        that has the characteristics described in paragraph (2), to--
                    (A) receive, log, and acknowledge the receipt of 
                reports by employees, applicants, bystanders, or other 
                individuals who attest that they have experienced or 
                witnessed workplace harassment, including sexual 
                assault and other forms of sexual harassment;
                    (B) provide informational materials to reporting 
                individuals described in subparagraph (A); and
                    (C) make available reports described in 
                subparagraph (A) to--
                            (i) the Commission; and
                            (ii) Commission-approved fair employment 
                        practices agencies for potential investigation.
            (2) Operation of the tip-line.--The Commission shall ensure 
        that the tip-line established under this section will--
                    (A) explicitly notify reporting individuals that 
                the tip-line does not allow anonymous reporting, but 
                does allow the submission of confidential reports, 
                independent of a Charge of Discrimination or a Federal 
                or State administrative complaint, by those employees 
                or applicants who have experienced workplace 
                harassment, including sexual assault and other forms of 
                sexual harassment, and by those employees, applicants, 
                bystanders, or other individuals who have witnessed 
                such conduct;
                    (B) provide an option for reporting individuals to 
                make a report that would not identify individual 
                employees, but would identify the entity, employer, 
                division, or subdivision responsible for the workplace 
                harassment, including sexual assault and other forms of 
                sexual harassment;
                    (C) educate reporting individuals about how to 
                preserve the right to make any reports, complaints, or 
                charges that the individuals would otherwise have been 
                eligible to make, independent of any report to the tip-
                line, including--
                            (i) the right of the reporting individual 
                        to file a Charge of Discrimination that will 
                        result in the Commission or a Commission-
                        approved fair employment practices agency 
                        taking action (and the risk of losing that 
                        right if the reporting individual fails to file 
                        a timely Charge of Discrimination); and
                            (ii) a clear explanation of any deadlines 
                        or limitations periods;
                    (D) instruct reporting individuals about how to 
                file a Charge of Discrimination with the Commission and 
                encourage reporting individuals to file a Charge of 
                Discrimination in order to allow the Commission to more 
                effectively investigate the workplace harassment;
                    (E) emphasize that reports to the confidential tip-
                line--
                            (i) will not prompt individualized 
                        investigations, except in the limited 
                        circumstances described in clause (ii), 
                        subparagraph (I), and subsection (b), and such 
                        investigations will fully comport with 
                        applicable due process requirements;
                            (ii) will be monitored by the Commission 
                        and Commission-approved fair employment 
                        practices agencies to identify trends and 
                        determine whether investigations should be 
                        undertaken, for instance, when the Commission 
                        has received multiple complaints regarding a 
                        particular employer or there is evidence of a 
                        broader pattern or practice of workplace 
                        harassment;
                            (iii) shall not be discoverable in civil 
                        cases, unless the reporting individual waives 
                        the confidentiality of the submitted reports; 
                        and
                            (iv) shall not be shared with other Federal 
                        agencies;
                    (F) engage fair employment practices agencies at 
                the State and local level to apply and be thoroughly 
                vetted and reviewed for approved access to the 
                confidential tip-line;
                    (G) share information from the tip-line, including 
                information on opened investigations, only between and 
                among participating approved fair employment practices 
                agencies and the Commission to facilitate coordination 
                and avoid conflicts in investigations and resolutions;
                    (H) offer an option to each reporting individual, 
                at the time of reporting, to elect to be informed, to 
                the extent practicable, if the individual's report 
                leads to an investigation, so that the reporting 
                individual may choose to provide further information or 
                participate in any resulting investigation; and
                    (I) protect the identity of individuals making 
                reports and employers by making such reports 
                confidential within the tip-line and only available to 
                the Commission and Commission-approved fair employment 
                practices agencies, and require that information 
                obtained can be used only for the purpose of 
                investigation related to the submitted complaint or 
                complaints, in full compliance with applicable due 
                process requirements.
    (b) Charge of Discrimination.--In the event that a member of the 
Commission determines that information received from the tip-line 
warrants an investigation, the member may initiate an investigation by 
filing a Charge of Discrimination in accordance with section 706 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e-5).
    (c) Education About the Tip-Line.--The Commission shall disseminate 
information and educate the public about the tip-line established under 
this section.
    (d) Unlawful Practices With Respect to the Tip Line.--
            (1) Other unlawful practice.--It shall be unlawful to 
        engage in any unlawful employment practice described in section 
        704 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-3) with 
        respect to the tip line under this section, including 
        contacting or making threats to contact law enforcement 
        authorities, such as the police, immigration officials, or 
        other officials, with respect to an employee or applicant 
        because that employee or applicant has made a charge, 
        testified, assisted, or participated in any manner in an 
        investigation, proceeding or hearing under this section.
            (2) Confidentiality.--It shall be unlawful for any officer 
        or employee of the Commission, or any Commission-approved fair 
        employment practices agencies, to make public in any manner 
        whatever any information obtained by the Commission pursuant to 
        its authority under this section, prior to institution of any 
        proceeding under section 706 of the Civil Rights Act of 1964 
        (42 U.S.C. 2000e-5), except that the Commission, or any 
        Commission-approved fair employment practices agency, shall 
        offer information to reporting individuals in accordance with 
        this section.
            (3) Enforcement.--The enforcement provisions described in 
        section 4(d) shall apply in the same manner to the enforcement 
        of a violation described in paragraph (1) or (2).
    (e) Effective Date.--This section shall first take effect on the 
first day of the first fiscal year for which $1,500,000 is appropriated 
to carry out this section.
    (f) Annual Minimum.--The Commission shall not be required to 
implement this section in any fiscal year for which less than 
$1,000,000 is appropriated to carry out this section.

SEC. 6. SEC FILINGS AND MATERIAL DISCLOSURES AT PUBLIC COMPANIES.

    (a) Definitions.--In this section--
            (1) the term ``Form 10-K'' means the form described in 
        section 249.310 of title 17, Code of Federal Regulations, or 
        any successor regulation; and
            (2) the term ``issuer'' has the meaning given the term in 
        section 3(a) of the Securities Exchange Act of 1934 (15 U.S.C. 
        78c(a)).
    (b) Findings.--Congress finds that--
            (1) shareholders and the public should know whether 
        corporations--
                    (A) are expending company funds to resolve, settle, 
                or litigate claims of workplace harassment, including 
                sexual harassment; and
                    (B) along with the executives and managers of those 
                corporations--
                            (i) are complying with prohibitions against 
                        workplace harassment, including sexual 
                        harassment; and
                            (ii) facilitate a culture of silence, 
                        disrespect, intimidation, and abuse that 
                        negatively impacts the health and safety of the 
                        workers of those corporations and the value of 
                        those corporations; and
            (2) the requirements of this section will--
                    (A) establish necessary transparency and 
                accountability; and
                    (B) provide an incentive for corporations to--
                            (i) promptly address workplace harassment, 
                        including sexual harassment, as that misconduct 
                        occurs; and
                            (ii) foster a culture in which workplace 
                        harassment is not protected and does not occur.
    (c) Information Required.--Not later than 1 year after the date of 
enactment of this Act, the Securities and Exchange Commission shall 
promulgate a regulation that requires any issuer that is required to 
submit an annual report using Form 10-K to include in any such 
submission--
            (1) during the period covered by the submission--
                    (A) with respect to workplace harassment, including 
                sexual harassment, and retaliation for reporting, 
                resisting, opposing, or assisting in the investigation 
                of workplace harassment--
                            (i) the number of settlements reached by 
                        the issuer as a signatory or when the issuer is 
                        a beneficiary of a release of claims; and
                            (ii) whether any judgments or awards 
                        (including awards through arbitration or 
                        administrative proceedings) were entered 
                        against the issuer in part or in whole, or any 
                        payments made in connection with a release of 
                        claims; and
                    (B) the total amount paid by the issuer or another 
                party as a result of--
                            (i) the settlements described in 
                        subparagraph (A)(i); and
                            (ii) the judgments described in 
                        subparagraph (A)(ii); and
            (2) information regarding whether, in the aggregate, 
        including the period covered by the submission, there have been 
        three or more settlements reached by, or judgments against, the 
        issuer with respect to workplace harassment, including sexual 
        harassment, or retaliation for reporting, resisting, opposing, 
        or assisting in the investigation of workplace harassment that 
        relate to a particular individual employed by the issuer, 
        without identifying that individual by name.

SEC. 7. PROFESSIONAL TRAINING, INCLUDING BYSTANDER TRAINING, AND PUBLIC 
              EDUCATION CAMPAIGNS.

    (a) Commission Authority.--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 in accordance with section 705(j)(1) of the Civil Rights 
        Act of 1964 (42 U.S.C. 2000e-4(j)(1));
            (2) use the materials developed by the Commission for any 
        education, technical assistance, or training offered by the 
        Commission in accordance with section 705(j)(1) of the Civil 
        Rights Act of 1964 in any education and outreach activities 
        carried out by the Commission; and
            (3) use funds from the EEOC Education, Technical 
        Assistance, and Training Revolving Fund, established under 
        section 705(k) of the Civil Rights Act of 1964, to pay the full 
        salaries of any Commission employees that develop and 
        administer any education, technical assistance, or training 
        programs offered by the Commission.
    (b) Workplace Training.--
            (1) In general.--The Commission shall provide for the 
        development and dissemination of workplace training programs 
        and information regarding workplace harassment, including 
        sexual harassment.
            (2) Contents of training.--The training provided by the 
        Commission under this subsection to managers and nonmanagers 
        shall be consistent with the findings of the Commission, on 
        matters including--
                    (A) what constitutes workplace harassment, 
                including sexual harassment;
                    (B) the rights of individuals with respect to 
                workplace harassment and how to report workplace 
                harassment;
                    (C) how individuals, including bystanders, who 
                encounter workplace harassment can intervene or report 
                the harassment; and
                    (D) how employers and managers can prevent 
                workplace harassment, including sexual harassment, from 
                occurring in the workplace.
            (3) Contents of information.--In providing information 
        under this subsection, the Commission shall--
                    (A) prepare and distribute information that is 
                consistent with the findings of the Commission;
                    (B) develop and disseminate a public service 
                advertisement campaign that--
                            (i) distributes information with respect to 
                        the matters described in paragraph (2); and
                            (ii) advertises the confidential complaint 
                        database established under section 5.
    (c) Effective Date.--This section shall not take effect in any 
fiscal year for which less than $1,500,000 is appropriated to carry out 
this section.
                                 <all>