Title: Offshore Oil and Gas Worker Whistleblower Protection Act
Policy area: Labor and Employment

Summary:
Offshore Oil and Gas Worker Whistleblower Protection Act
This bill prohibits an employer from discharging or discriminating against employees working in waters above the Outer Continental Shelf who report or testify about violations of the Outer Continental Shelf Lands Act, including about unsafe conditions or the adequacy of any oil spill response plan required by law.
The bill establishes procedures for the filing, investigation, and adjudication of a whistle-blower complaint.
Additionally, employers are required to

[Congressional Bills 117th Congress]
[From the U.S. Government Publishing Office]
[H.R. 9403 Introduced in House (IH)]

<DOC>






117th CONGRESS
  2d Session
                                H. R. 9403

To provide whistleblower protections to certain workers in the offshore 
                         oil and gas industry.


_______________________________________________________________________


                    IN THE HOUSE OF REPRESENTATIVES

                            December 2, 2022

Mr. DeSaulnier introduced the following bill; which was referred to the 
                    Committee on Education and Labor

_______________________________________________________________________

                                 A BILL


 
To provide whistleblower protections to certain workers in the offshore 
                         oil and gas industry.

    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 ``Offshore Oil and Gas Worker 
Whistleblower Protection Act''.

SEC. 2. WHISTLEBLOWER PROTECTIONS; EMPLOYEE PROTECTION FROM OTHER 
              RETALIATION.

    (a) Prohibition Against Retaliation.--No employer may discharge or 
otherwise discriminate against a covered employee because the covered 
employee, whether at the covered employee's initiative or in the 
ordinary course of the covered employee's duties--
            (1) provided, caused to be provided, or is about to provide 
        or cause to be provided to the employer or to a Federal or 
        State Government official, information relating to any 
        violation of, or any act or omission the covered employee 
        reasonably believes to be a violation of, any provision of the 
        Outer Continental Shelf Lands Act (43 U.S.C. 1301 et seq.), or 
        any order, rule, regulation, standard, or prohibition under 
        that Act, or exercised any rights provided to employees under 
        that Act;
            (2) testified or is about to testify in a proceeding 
        concerning such violation;
            (3) assisted or participated or is about to assist or 
        participate in such a proceeding;
            (4) testified or is about to testify before Congress on any 
        matter covered by such Act;
            (5) objected to, or refused to participate in any activity, 
        policy, practice, or assigned task that the covered employee 
        reasonably believed to be in violation of any provision of such 
        Act, or any order, rule, regulation, standard, or ban under 
        such Act;
            (6) reported to the employer or a State or Federal 
        Government official an illness, injury, unsafe condition, or 
        information regarding the adequacy of any oil spill response 
        plan required by law related to the employer's activities 
        described in section 3(1); or
            (7) refused to perform the covered employee's duties, or 
        exercised stop work authority, related to the employer's 
        activities described in section 3(1) if the covered employee 
        had a reasonable belief that performing such duties could 
        result in injury to or impairment of the health of the covered 
        employee or other employees, or cause an oil spill to the 
        environment.
    (b) Process.--
            (1) In general.--A covered employee who believes that he or 
        she has been discharged or otherwise discriminated against 
        (hereafter referred to as the ``complainant'') by any employer 
        in violation of subsection (a)(1) may, not later than 180 days 
        after the date on which such alleged violation occurs or the 
        date on which the covered employee knows or should reasonably 
        have known that such alleged violation occurred, file (or have 
        any person file on his or her behalf) a complaint with the 
        Secretary of Labor (referred to in this section as the 
        ``Secretary'') alleging such discharge or discrimination and 
        identifying employer or employers responsible for such act. 
        Upon receipt of such a complaint, the Secretary shall notify, 
        in writing, the employer or employers named in the complaint of 
        the filing of the complaint, of the allegations contained in 
        the complaint, of the substance of evidence supporting the 
        complaint, and of the opportunities that will be afforded to 
        such person under paragraph (2).
            (2) Investigation.--
                    (A) In general.--Not later than 90 days after the 
                date of receipt of a complaint filed under paragraph 
                (1) the Secretary shall initiate an investigation and 
                determine whether there is reasonable cause to believe 
                that the complaint has merit and notify, in writing, 
                the complainant and the employer or employers alleged 
                to have committed a violation of subsection (a)(1) of 
                the Secretary's findings. The Secretary shall, during 
                such investigation afford the complainant and the 
                employer or employers named in the complaint an 
                opportunity to submit to the Secretary a written 
                response to the complaint and an opportunity to meet 
                with a representative of the Secretary to present 
                statements from witnesses. The complainant shall be 
                provided with an opportunity to review the information 
                and evidence provided by employer or employers to the 
                Secretary, and to review any response or rebuttal by 
                such the complaint, as part of such investigation.
                    (B) Reasonable cause found; preliminary order.--If 
                the Secretary concludes that there is reasonable cause 
                to believe that a violation of subsection (a)(1) has 
                occurred, the Secretary shall accompany the Secretary's 
                findings with a preliminary order providing the relief 
                prescribed by paragraph (3)(B).
                    (C) Right of parties to appeal.--Not later than 30 
                days after the date of notification of findings under 
                this paragraph, the employer or employers alleged to 
                have committed the violation or the complainant may 
                file objections to the findings or preliminary order, 
                or both, including the dismissal of the complaint, in 
                whole or in part, and request a hearing on the record 
                before an administrative law judge of the Department of 
                Labor. Any such hearing shall be conducted 
                expeditiously. If a hearing is not requested in such 
                30-day period, the preliminary order shall be deemed a 
                final order that is not subject to judicial review. The 
                filing of such objections shall not operate to stay any 
                reinstatement remedy contained in the preliminary order 
                issued under subparagraph (B). The Secretary of Labor 
                is authorized to enforce preliminary reinstatement 
                orders in the United States district court for the 
                district in which the violation was found to occur, or 
                in the United States district court for the District of 
                Columbia.
                    (D) Dismissal of complaint.--
                            (i) Standard for complainant.--The 
                        Secretary shall dismiss a complaint filed under 
                        this subsection and shall not conduct an 
                        investigation otherwise required under 
                        subparagraph (A) unless the complainant makes a 
                        prima facie showing that any behavior described 
                        in subparagraphs (A) through (G) of subsection 
                        (a)(1) was a contributing factor in the adverse 
                        action alleged in the complaint.
                            (ii) Standard for employer.--
                        Notwithstanding a finding by the Secretary that 
                        the complainant has made the showing required 
                        under clause (i), no investigation otherwise 
                        required under subparagraph (A) shall be 
                        conducted if the employer demonstrates, by 
                        clear and convincing evidence, that the 
                        employer would have taken the same adverse 
                        action in the absence of that behavior.
                            (iii) Violation standard.--The Secretary 
                        may determine that a violation of subsection 
                        (a)(1) has occurred only if the complainant 
                        demonstrates that any behavior described in 
                        subparagraphs (A) through (G) of such 
                        subsection was a contributing factor in the 
                        adverse action alleged in the complaint.
                            (iv) Relief standard.--Relief may not be 
                        ordered under subparagraph (A) if the employer 
                        demonstrates by clear and convincing evidence 
                        that the employer would have taken the same 
                        adverse action in the absence of that behavior.
            (3) Orders.--
                    (A) In general.--Not later than 90 days after the 
                receipt of a request for a hearing under subsection 
                (b)(2)(B), the administrative law judge shall issue 
                findings of fact and order the relief provided under 
                this paragraph or deny the complaint. At any time 
                before issuance of an order, a proceeding under this 
                subsection may be terminated on the basis of a 
                settlement agreement entered into by the Secretary, the 
                complainant, and the person alleged to have committed 
                the violation. Such a settlement may not be agreed by 
                such parties if it contains conditions which conflict 
                with rights protected under this Act, are contrary to 
                public policy, or include a restriction on a 
                complainant's right to future employment with employers 
                other than the specific employers named in the 
                complaint.
                    (B) Content of order.--If, in response to a 
                complaint filed under paragraph (1), the administrative 
                law judge determines that a violation of subsection 
                (a)(1) has occurred, the administrative law judge shall 
                order the employer or employers who committed such 
                violation to--
                            (i) take affirmative action to abate the 
                        violation;
                            (ii) reinstate the complainant to his or 
                        her former position together with compensation 
                        (including double back pay and prejudgment 
                        interest) and restore the terms, conditions, 
                        and privileges associated with his or her 
                        employment;
                            (iii) expunge of all warnings, reprimands, 
                        or derogatory references that have been placed 
                        in paper or electronic records or databases of 
                        any type relating to the actions by the 
                        complainant that gave rise to the unfavorable 
                        personnel action, and, at the complainant's 
                        direction, transmit a copy of the decision on 
                        the complaint to any person whom the 
                        complainant reasonably believes may have 
                        received such unfavorable information; and
                            (iv) provide compensatory and consequential 
                        damages, and, as appropriate, exemplary damages 
                        to the complainant.
                    (C) Attorney fees.--If such an order is issued 
                under this paragraph, the Secretary, at the request of 
                the complainant, shall assess against the employer or 
                employers a sum equal to the aggregate amount of all 
                costs and expenses (including attorneys' and expert 
                witness fees) reasonably incurred by the complainant 
                for, or in connection with, the bringing of the 
                complaint upon which the order was issued at the 
                conclusion of any stage of the proceeding.
                    (D) Administrative appeal.--Not later than 30 days 
                after the receipt of findings of fact or an order under 
                subparagraph (B), the employer or employers alleged to 
                have committed the violation or the complainant may 
                file, with objections, an administrative appeal with 
                the Secretary, who may designate such appeal to a 
                review board. In reviewing a decision and order of the 
                administrative law judge, the Secretary shall affirm 
                the decision and order if it is determined that the 
                factual findings set forth therein are supported by 
                substantial evidence and the decision and order are 
                made in accordance with applicable law. The Secretary 
                shall issue a final decision and order affirming, or 
                reversing, in whole or in part, the decision under 
                review within 90 days after receipt of the 
                administrative appeal under this subparagraph. If it is 
                determined that a violation of subsection (a)(1) has 
                occurred, the Secretary shall order relief provided 
                under subparagraphs (B) and (C). Such decision shall 
                constitute a final agency action with respect to the 
                matter appealed.
            (4) Action in court.--
                    (A) In general.--If the Secretary has not issued a 
                final decision within 330 days after the filing of the 
                complaint, the complainant may bring an action at law 
                or equity for de novo review in the appropriate 
                district court of the United States, which action 
                shall, at the request of either party to such action, 
                be tried by the court with a jury. The proceedings 
                shall be governed by the same legal burdens of proof 
                specified in paragraph (2)(C).
                    (B) Relief.--The court may award all appropriate 
                relief including injunctive relief, compensatory and 
                consequential damages, including--
                            (i) reinstatement with the same seniority 
                        status that the covered employee would have 
                        had, but for the discharge or discrimination;
                            (ii) the amount of double back pay 
                        sufficient to make the covered employee whole, 
                        with prejudgment interest;
                            (iii) expungement of all warnings, 
                        reprimands, or derogatory references that have 
                        been placed in paper or electronic records or 
                        databases of any type relating to the actions 
                        by the complainant that gave rise to the 
                        unfavorable personnel action, and, at the 
                        complainant's direction, transmission of a copy 
                        of the decision on the complaint to any person 
                        whom the complainant reasonably believes may 
                        have received such unfavorable information;
                            (iv) exemplary damages, as appropriate; and
                            (v) litigation costs, including reasonable 
                        attorney fees and expert witness fees.
            (5) Review.--
                    (A) In general.--Any person aggrieved by a final 
                order issued under paragraph (3) or a judgment or order 
                under paragraph (4) may obtain review of the order in 
                the appropriate United States Court of Appeals. The 
                petition for review must be filed not later than 60 
                days after the date of the issuance of the final order 
                of the Secretary. Review shall be in accordance with 
                chapter 7 of title 5, United States Code. The 
                commencement of proceedings under this subparagraph 
                shall not, unless ordered by the court, operate as a 
                stay of the order.
                    (B) No other judicial review.--An order of the 
                Secretary with respect to which review could have been 
                obtained under subparagraph (A) shall not be subject to 
                judicial review in any other proceeding.
            (6) Failure to comply with order.--Whenever any employer 
        has failed to comply with an order issued under paragraph (3), 
        the Secretary may obtain in a civil action in the United States 
        district court for the district in which the violation was 
        found to occur, or in the United States district court for the 
        District of Columbia, all appropriate relief including, but not 
        limited to, injunctive relief and compensatory damages.
            (7) Civil action to require compliance.--
                    (A) In general.--Whenever an employer has failed to 
                comply with an order issued under paragraph (3), the 
                complainant on whose behalf the order was issued may 
                obtain in a civil action in an appropriate United 
                States district court against the employer to whom the 
                order was issued, all appropriate relief.
                    (B) Award.--The court, in issuing any final order 
                under this paragraph, may award costs of litigation 
                (including reasonable attorneys' and expert witness 
                fees) to any party whenever the court determines such 
                award is appropriate.
    (c) Construction.--
            (1) Effect on other laws.--Nothing in this section preempts 
        or diminishes any other safeguards against discrimination, 
        demotion, discharge, suspension, threats, harassment, 
        reprimand, retaliation, or any other manner of discrimination 
        provided by Federal or State law.
            (2) Rights of employees.--Nothing in this section shall be 
        construed to diminish the rights, privileges, or remedies of 
        any employee under any Federal or State law or under any 
        collective bargaining agreement. The rights and remedies in 
        this section may not be waived by any agreement (including an 
        arbitration agreement), policy, form, or condition of 
        employment.
    (d) Enforcement of Nondiscretionary Duties.--Any nondiscretionary 
duty imposed by this section shall be enforceable in a mandamus 
proceeding brought under section 1361 of title 28, United States Code.
    (e) Posting of Notice and Training.--All employers shall post a 
notice which has been approved as to form and content by the Secretary 
of Labor in a conspicuous location in the place of employment where 
covered employees frequent which explains employee rights and remedies 
under this section. Each employer shall provide training to covered 
employees of their rights under this section within 30 days of 
employment, and at not less than once every 12 months thereafter, and 
provide covered employees with a card which contains a toll free 
telephone number at the Department of Labor which covered employees can 
call to get information or file a complaint under this section.
    (f) Designation by the Secretary.--The Secretary of Labor shall, 
within 30 days of the date of enactment of this Act, designate by order 
the appropriate agency officials to receive, investigate, and 
adjudicate complaints of violations of subsection (a)(1).

SEC. 3. DEFINITIONS.

    As used in this Act, the following definitions apply:
            (1) The term ``covered employee''--
                    (A) means an individual performing services on 
                behalf of an employer that is engaged in activities on 
                or in waters above the Outer Continental Shelf related 
                to--
                            (i) supporting or carrying out exploration, 
                        development, production, processing, or 
                        transportation of oil or gas; or
                            (ii) oil spill cleanup, emergency response, 
                        environmental surveillance, protection, or 
                        restoration, or other oil spill activities 
                        related to occupational safety and health; and
                    (B) includes an applicant for such employment.
            (2) The term ``employer'' means one or more individuals, 
        partnerships, associations, corporations, trusts, 
        unincorporated organizations, nongovernmental organizations, or 
        trustees, and includes any agent, contractor, subcontractor, 
        grantee, or consultant of such employer.
            (3) The term ``Outer Continental Shelf'' has the meaning 
        that the term ``outer Continental Shelf'' has in the Outer 
        Continental Shelf Lands Act (43 U.S.C. 1331 et seq.).
                                 <all>