The Congressional Accountability Act of 1995 Reform Act (CAA) was enacted on December 21, 2018. Among its many significant changes to the 1995 Act, the Reform Act renamed the Office of Compliance (OOC) the Office of Congressional Workplace Rights (OCWR) to better reflect the mission of the Office. The Reform Act also revised the process to resolve workplace claims and extended protections of the Act to unpaid staff. Notably, the Reform Act requires Members of Congress to be personally liable for awards and settlements resulting from acts of harassment and retaliation committed by them and requires offices to post notices informing employees of their rights and protections under the Act and to implement anti-discrimination and anti-harassment policies and training programs.

WHEN DOES THE CAA REFORM ACT TAKE EFFECT ?

Most provisions of the Reform Act take effect on June 19, 2019, 180 days after the date of enactment. If you have filed a claim under the CAA, or if you will file a claim before the effective date of the new legislation, your claim will proceed under the Office’s current Administrative Dispute Resolution (ADR) procedures.

DOES THE CAA REFORM ACT INCLUDE THE SAME WORKPLACE PROTECTIONS FOR LEGISLATIVE BRANCH EMPLOYEES ?

Yes. The same substantive provisions of the CAA are applied under the CAA Reform Act. For example, employees will continue to be protected from discrimination and harassment and receive job protection under the family and medical leave provisions.

WILL EMPLOYEES BE ABLE TO CONTACT THE OCWR CONFIDENTIALLY TO DISCUSS WORKPLACE CONCERNS WITHOUT FILING A CLAIM ?

Yes. When the provisions of the Reform Act become effective on June 19, 2019, covered employees will still be able to speak to the OCWR confidentially. Employees may meet with the OCWR’s Confidential Advisor to discuss their claims, learn about the process to resolve workplace disputes, and file a claim if they choose.