[Congressional Bills 116th Congress]
[From the U.S. Government Publishing Office]
[H.R. 135 Reported in Senate (RS)]
<DOC>
Calendar No. 330
116th CONGRESS
1st Session
H. R. 135
[Report No. 116-176]
_______________________________________________________________________
IN THE SENATE OF THE UNITED STATES
January 16, 2019
Received; read twice and referred to the Committee on Homeland
Security and Governmental Affairs
December 16, 2019
Reported by Mr. Johnson, with an amendment
[Strike out all after the enacting clause and insert the part printed
in italic]
_______________________________________________________________________
AN ACT
To amend the Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 to strengthen Federal antidiscrimination laws
enforced by the Equal Employment Opportunity Commission and expand
accountability within the Federal Government, and for other purposes.
Be it enacted by the Senate and House of Representatives of the
United States of America in Congress assembled,
<DELETED>SECTION 1. SHORT TITLE.</DELETED>
<DELETED> This Act may be cited as the ``Federal Employee
Antidiscrimination Act of 2019''.</DELETED>
<DELETED>SEC. 2. SENSE OF CONGRESS.</DELETED>
<DELETED> Section 102 of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended--</DELETED>
<DELETED> (1) in paragraph (4), to read as
follows:</DELETED>
<DELETED> ``(4) accountability in the enforcement of Federal
employee rights is furthered when Federal agencies take
appropriate disciplinary action against Federal employees who
have been found to have committed discriminatory or retaliatory
acts;''; and</DELETED>
<DELETED> (2) in paragraph (5)(A)--</DELETED>
<DELETED> (A) by striking ``nor is accountability''
and inserting ``but accountability is not'';
and</DELETED>
<DELETED> (B) by inserting ``for what by law the
agency is responsible'' after ``under this
Act''.</DELETED>
<DELETED>SEC. 3. NOTIFICATION OF VIOLATION.</DELETED>
<DELETED> Section 202 of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended by adding at the end the following:</DELETED>
<DELETED> ``(d) Notification of Final Agency Action.--</DELETED>
<DELETED> ``(1) Not later than 30 days after a Federal
agency takes final action or the Equal Employment Opportunity
Commission issues an appellate decision involving a finding of
discrimination or retaliation prohibited by a provision of law
covered by paragraph (1) or (2) of section 201(a), as
applicable, the head of the agency subject to the finding shall
provide notice for at least 1 year on the agency's internet
website in a clear and prominent location linked directly from
the agency's internet home page stating that a finding of
discrimination or retaliation has been made.</DELETED>
<DELETED> ``(2) The notification shall identify the date the
finding was made, the date or dates on which the discriminatory
or retaliatory act or acts occurred, and the law or laws
violated by the discriminatory or retaliatory act or acts. The
notification shall also advise Federal employees of the rights
and protections available under the respective provisions of
law covered by paragraph (1) or (2) of section
201(a).''.</DELETED>
<DELETED>SEC. 4. REPORTING REQUIREMENTS.</DELETED>
<DELETED> (a) Electronic Format Requirement.--</DELETED>
<DELETED> (1) In general.--Section 203(a) of the
Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 (5 U.S.C. 2301 note) is amended--
</DELETED>
<DELETED> (A) by inserting ``Homeland Security and''
before ``Governmental Affairs'';</DELETED>
<DELETED> (B) by inserting ``Oversight and'' before
``Government Reform''; and</DELETED>
<DELETED> (C) by inserting ``(in an electronic
format prescribed by the Office of Personnel
Management)'' after ``an annual report''.</DELETED>
<DELETED> (2) Effective date.--The amendment made by
paragraph (1)(C) shall take effect on the date that is 1 year
after the date of enactment of this Act.</DELETED>
<DELETED> (3) Transition period.--Notwithstanding the
requirements of section 203(a) of the Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002 (5
U.S.C. 2301 note), the report required under such section may
be submitted in an electronic format, as prescribed by the
Office of Personnel Management, during the period beginning on
the date of enactment of this Act and ending on the effective
date in paragraph (2).</DELETED>
<DELETED> (b) Reporting Requirement for Disciplinary Action.--
Section 203 of such Act is amended by adding at the end the
following:</DELETED>
<DELETED> ``(c) Disciplinary Action Report.--Not later than 60 days
after the date on which a Federal agency takes final action or a
Federal agency receives an appellate decision issued by the Equal
Employment Opportunity Commission involving a finding of discrimination
or retaliation in violation of a provision of law covered by paragraph
(1) or (2) of section 201(a), as applicable, the employing Federal
agency shall submit to the Commission a report stating whether
disciplinary action has been initiated against a Federal employee as a
result of the violation.''.</DELETED>
<DELETED>SEC. 5. DATA TO BE POSTED BY EMPLOYING FEDERAL
AGENCIES.</DELETED>
<DELETED> Section 301(b) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended--</DELETED>
<DELETED> (1) in paragraph (9)--</DELETED>
<DELETED> (A) in subparagraph (A), by striking
``and'' at the end;</DELETED>
<DELETED> (B) in subparagraph (B)(ii), by striking
the period at the end and inserting ``, and'';
and</DELETED>
<DELETED> (C) by adding at the end the
following:</DELETED>
<DELETED> ``(C) for each such finding counted under
subparagraph (A), the agency shall specify--</DELETED>
<DELETED> ``(i) the date of the
finding;</DELETED>
<DELETED> ``(ii) the affected
agency;</DELETED>
<DELETED> ``(iii) the law violated;
and</DELETED>
<DELETED> ``(iv) whether a decision has been
made regarding necessary disciplinary action as
a result of the finding.''; and</DELETED>
<DELETED> (2) by adding at the end the following:</DELETED>
<DELETED> ``(11) Data regarding each class action complaint
filed against the agency alleging discrimination or
retaliation, including--</DELETED>
<DELETED> ``(A) information regarding the date on
which each complaint was filed;</DELETED>
<DELETED> ``(B) a general summary of the allegations
alleged in the complaint;</DELETED>
<DELETED> ``(C) an estimate of the total number of
plaintiffs joined in the complaint if known;</DELETED>
<DELETED> ``(D) the current status of the complaint,
including whether the class has been certified;
and</DELETED>
<DELETED> ``(E) the case numbers for the civil
actions in which discrimination or retaliation has been
found.''.</DELETED>
<DELETED>SEC. 6. DATA TO BE POSTED BY THE EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION.</DELETED>
<DELETED> Section 302(b) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended by striking ``(10)'' and inserting ``(11)''.</DELETED>
<DELETED>SEC. 7. NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION
AND RETALIATION ACT AMENDMENTS.</DELETED>
<DELETED> (a) Notification Requirements.--The Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (5
U.S.C. 2301 note) is amended by adding after section 206 the
following:</DELETED>
<DELETED>``SEC. 207. COMPLAINT TRACKING.</DELETED>
<DELETED> ``Not later than 1 year after the date of enactment of the
Federal Employee Antidiscrimination Act of 2019, each Federal agency
shall establish a system to track each complaint of discrimination
arising under section 2302(b)(1) of title 5, United States Code, and
adjudicated through the Equal Employment Opportunity process from
inception to resolution of the complaint, including whether a decision
has been made regarding necessary disciplinary action as the result of
a finding of discrimination.</DELETED>
<DELETED>``SEC. 208. NOTATION IN PERSONNEL RECORD.</DELETED>
<DELETED> ``If a Federal agency takes an adverse action covered
under section 7512 of title 5, United States Code, against a Federal
employee for an act of discrimination or retaliation prohibited by a
provision of law covered by paragraph (1) or (2) of section 201(a), the
agency shall, after all appeals relating to such action have been
exhausted, include a notation of the adverse action and the reason for
the action in the employee's personnel record.''.</DELETED>
<DELETED> (b) Processing and Referral.--The Notification and Federal
Employee Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301
note) is amended by adding at the end the following:</DELETED>
<DELETED>``TITLE IV--PROCESSING AND REFERRAL</DELETED>
<DELETED>``SEC. 401. PROCESSING AND RESOLUTION OF COMPLAINTS.</DELETED>
<DELETED> ``Each Federal agency is responsible for the fair,
impartial processing and resolution of complaints of employment
discrimination and retaliation arising in the Federal administrative
process and shall establish a model Equal Employment Opportunity
Program that--</DELETED>
<DELETED> ``(1) is not under the control, either
structurally or practically, of a Human Capital or General
Counsel office;</DELETED>
<DELETED> ``(2) is devoid of internal conflicts of interest
and ensures fairness and inclusiveness within the organization;
and</DELETED>
<DELETED> ``(3) ensures the efficient and fair resolution of
complaints alleging discrimination or retaliation.</DELETED>
<DELETED>``SEC. 402. NO LIMITATION ON HUMAN CAPITAL OR GENERAL COUNSEL
ADVICE.</DELETED>
<DELETED> ``Nothing in this title shall prevent a Federal agency's
Human Capital or General Counsel office from providing advice or
counsel to Federal agency personnel on the processing and resolution of
a complaint, including providing legal representation to a Federal
agency in any proceeding.</DELETED>
<DELETED>``SEC. 403. HEAD OF PROGRAM REPORTS TO HEAD OF
AGENCY.</DELETED>
<DELETED> ``The head of each Federal agency's Equal Employment
Opportunity Program shall report directly to the head of the
agency.</DELETED>
<DELETED>``SEC. 404. REFERRALS OF FINDINGS OF DISCRIMINATION.</DELETED>
<DELETED> ``(a) EEOC Findings of Discrimination.--Not later than 30
days after the Equal Employment Opportunity Commission issues an
appellate decision involving a finding of discrimination or retaliation
within a Federal agency, the Commission shall refer the matter to the
Office of Special Counsel.</DELETED>
<DELETED> ``(b) Referrals to Special Counsel.--The Office of Special
Counsel shall accept and review a referral from the Commission under
subsection (a) for purposes of seeking disciplinary action under its
authority against a Federal employee who commits an act of
discrimination or retaliation.</DELETED>
<DELETED> ``(c) Notification.--The Office of Special Counsel shall
notify the Commission in a case in which the Office of Special Counsel
initiates disciplinary action.</DELETED>
<DELETED> ``(d) Special Counsel Approval.--A Federal agency may not
take disciplinary action against a Federal employee for an alleged act
of discrimination or retaliation referred by the Commission under this
section except in accordance with the requirements of section 1214(f)
of title 5, United States Code.''.</DELETED>
<DELETED> (c) Conforming Amendments.--The table of contents in
section 1(b) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended--</DELETED>
<DELETED> (1) by inserting after the item relating to
section 206 the following:</DELETED>
<DELETED>``Sec. 207. Complaint tracking.
<DELETED>``Sec. 208. Notation in personnel record.'';
<DELETED>and</DELETED>
<DELETED> (2) by adding at the end the following:</DELETED>
<DELETED>``TITLE IV--PROCESSING AND REFERRAL
<DELETED>``Sec. 401. Processing and resolution of complaints.
<DELETED>``Sec. 402. No limitation on Human Capital or General Counsel
advice.
<DELETED>``Sec. 403. Head of Program reports to head of agency.
<DELETED>``Sec. 404. Referrals of findings of discrimination.''.
<DELETED>SEC. 8. NONDISCLOSURE AGREEMENT LIMITATION.</DELETED>
<DELETED> Section 2302(b) of title 5, United States Code, is
amended--</DELETED>
<DELETED> (1) in paragraph (13)--</DELETED>
<DELETED> (A) by inserting ``or the Office of
Special Counsel'' after ``Inspector
General'';</DELETED>
<DELETED> (B) by striking ``implement'' and
inserting ``(A) implement''; and</DELETED>
<DELETED> (C) by striking the period that follows
the quoted material and inserting ``; or'';
and</DELETED>
<DELETED> (2) by adding after subparagraph (A), as added by
paragraph (1)(B), and preceding the flush left matter that
follows paragraph (13), the following:</DELETED>
<DELETED> ``(B) implement or enforce any
nondisclosure policy, form, or agreement, if such
policy, form, or agreement prohibits or restricts an
employee from disclosing to Congress, the Office of
Special Counsel, or an Office of the Inspector General
any information that relates to any violation of any
law, rule, or regulation, or mismanagement, a gross
waste of funds, an abuse of authority, or a
substantial, and specific danger to public health or
safety, or any other whistleblower
protection.''.</DELETED>
SECTION 1. SHORT TITLE.
This Act may be cited as the ``Elijah E. Cummings Federal Employee
Antidiscrimination Act of 2019''.
SEC. 2. SENSE OF CONGRESS.
Section 102 of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended--
(1) by striking paragraph (4) and inserting the following:
``(4) accountability in the enforcement of the rights of
Federal employees is furthered when Federal agencies agree to
take appropriate disciplinary action against Federal employees
who are found to have intentionally committed discriminatory
(including retaliatory) acts;''; and
(2) in paragraph (5)(A)--
(A) by striking ``nor is accountability'' and
inserting ``accountability is not''; and
(B) by inserting ``for what, by law, the agency is
responsible'' after ``under this Act''.
SEC. 3. NOTIFICATION OF VIOLATION.
Section 202 of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended by adding at the end the following:
``(d) Notification of Final Agency Action.--
``(1) In general.--Not later than 90 days after the date on
which an event described in paragraph (2) occurs with respect
to a finding of discrimination (including retaliation), the
head of the Federal agency subject to the finding shall provide
notice--
``(A) on the public internet website of the agency,
in a clear and prominent location linked directly from
the home page of that website;
``(B) stating that a finding of discrimination
(including retaliation) has been made; and
``(C) which shall remain posted for not less than 1
year.
``(2) Events described.--An event described in this
paragraph is any of the following:
``(A) All appeals of a final action by a Federal
agency involving a finding of discrimination (including
retaliation) prohibited by a provision of law covered
by paragraph (1) or (2) of section 201(a) have been
exhausted.
``(B) All appeals of a final decision by the Equal
Employment Opportunity Commission involving a finding
of discrimination (including if the finding included a
finding of retaliation) prohibited by a provision of
law covered by paragraph (1) or (2) of section 201(a)
have been exhausted.
``(C) A court of jurisdiction issues a final
judgment involving a finding of discrimination
(including retaliation) prohibited by a provision of
law covered by paragraph (1) or (2) of section 201(a).
``(3) Contents.--A notification provided under paragraph
(1) with respect to a finding of discrimination (including
retaliation) shall--
``(A) identify the date on which the finding was
made, the date on which each discriminatory act
occurred, and the law violated by each such
discriminatory act; and
``(B) advise Federal employees of the rights and
protections available under the provisions of law
covered by paragraphs (1) and (2) of section 201(a).''.
SEC. 4. REPORTING REQUIREMENTS.
(a) Electronic Format Requirement.--
(1) In general.--Section 203(a) of the Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002
(5 U.S.C. 2301 note) is amended, in the matter preceding
paragraph (1)--
(A) by inserting ``Homeland Security and'' before
``Governmental Affairs'';
(B) by striking ``on Government Reform'' and
inserting ``on Oversight and Reform''; and
(C) by inserting ``(in an electronic format
prescribed by the Director of the Office of Personnel
Management),'' after ``an annual report''.
(2) Effective date.--The amendment made by paragraph (1)(C)
shall take effect on the date that is 1 year after the date of
enactment of this Act.
(3) Transition period.--Notwithstanding the requirements of
section 203(a) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301
note), the report required under such section 203(a) may be
submitted in an electronic format, as prescribed by the
Director of the Office of Personnel Management, during the
period beginning on the date of enactment of this Act and
ending on the effective date in paragraph (2).
(b) Reporting Requirement for Disciplinary Action.--Section 203 of
the Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 (5 U.S.C. 2301 note) is amended by adding at
the end the following:
``(c) Disciplinary Action Report.--Not later than 120 days after
the date on which a Federal agency takes final action, or a Federal
agency receives a final decision issued by the Equal Employment
Opportunity Commission, involving a finding of discrimination
(including retaliation) in violation of a provision of law covered by
paragraph (1) or (2) of section 201(a), as applicable, the applicable
Federal agency shall submit to the Commission a report stating--
``(1) whether disciplinary action has been proposed against
a Federal employee as a result of the violation; and
``(2) the reasons for any disciplinary action proposed
under paragraph (1).''.
SEC. 5. DATA TO BE POSTED BY EMPLOYING FEDERAL AGENCIES.
Section 301(b) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended--
(1) in paragraph (9)--
(A) in subparagraph (A), by striking ``and'' at the
end;
(B) in subparagraph (B)(ii), by striking the period
at the end and inserting ``, and''; and
(C) by adding at the end the following:
``(C) with respect to each finding described in
subparagraph (A)--
``(i) the date of the finding,
``(ii) the affected Federal agency,
``(iii) the law violated, and
``(iv) whether a decision has been made
regarding disciplinary action as a result of
the finding.''; and
(2) by adding at the end the following:
``(11) Data regarding each class action complaint filed
against the agency alleging discrimination (including
retaliation), including--
``(A) information regarding the date on which each
complaint was filed,
``(B) a general summary of the allegations alleged
in the complaint,
``(C) an estimate of the total number of plaintiffs
joined in the complaint, if known,
``(D) the current status of the complaint,
including whether the class has been certified, and
``(E) the case numbers for the civil actions in
which discrimination (including retaliation) has been
found.''.
SEC. 6. DATA TO BE POSTED BY THE EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION.
Section 302(b) of the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended by striking ``(10)'' and inserting ``(11)''.
SEC. 7. NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION AND
RETALIATION ACT OF 2002 AMENDMENTS.
(a) Notification Requirements.--Title II of the Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (5
U.S.C. 2301 note) is amended by adding at the end the following:
``SEC. 207. COMPLAINT TRACKING.
``Not later than 1 year after the date of enactment of the Elijah
E. Cummings Federal Employee Antidiscrimination Act of 2019, each
Federal agency shall establish a system to track each complaint of
discrimination arising under section 2302(b)(1) of title 5, United
States Code, and adjudicated through the Equal Employment Opportunity
process from the filing of a complaint with the Federal agency to
resolution of the complaint, including whether a decision has been made
regarding disciplinary action as the result of a finding of
discrimination.
``SEC. 208. NOTATION IN PERSONNEL RECORD.
``If a Federal agency takes an adverse action covered under section
7512 of title 5, United States Code, against a Federal employee for an
act of discrimination (including retaliation) prohibited by a provision
of law covered by paragraph (1) or (2) of section 201(a), the agency
shall, after all appeals relating to that action have been exhausted,
include a notation of the adverse action and the reason for the action
in the personnel record of the employee.''.
(b) Processing and Referral.--The Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301 note) is
amended by adding at the end the following:
``TITLE IV--PROCESSING AND REFERRAL
``SEC. 401. PROCESSING AND RESOLUTION OF COMPLAINTS.
``Each Federal agency shall--
``(1) be responsible for the fair and impartial processing
and resolution of complaints of employment discrimination
(including retaliation) prohibited by a provision of law
covered by paragraph (1) or (2) of section 201(a); and
``(2) establish a model Equal Employment Opportunity
Program that--
``(A) is not under the control, either structurally
or practically, of the agency's Office of Human Capital
or Office of the General Counsel (or the equivalent);
``(B) is devoid of internal conflicts of interest
and ensures fairness and inclusiveness within the
agency; and
``(C) ensures the efficient and fair resolution of
complaints alleging discrimination (including
retaliation).
``SEC. 402. NO LIMITATION ON ADVICE OR COUNSEL.
``Nothing in this title shall prevent a Federal agency or a
subcomponent of a Federal agency, or the Department of Justice, from
providing advice or counsel to employees of that agency (or
subcomponent, as applicable) in the resolution of a complaint.
``SEC. 403. HEAD OF PROGRAM SUPERVISED BY HEAD OF AGENCY.
``The head of each Federal agency's Equal Employment Opportunity
Program shall report directly to the head of the agency.
``SEC. 404. REFERRALS OF FINDINGS OF DISCRIMINATION.
``(a) EEOC Findings of Discrimination.--
``(1) In general.--Not later than 30 days after the date on
which the Equal Employment Opportunity Commission (referred to
in this section as the `Commission') receives, or should have
received, a Federal agency report required under section
203(c), the Commission may refer the matter to which the report
relates to the Office of Special Counsel if the Commission
determines that the Federal agency did not take appropriate
action with respect to the finding that is the subject of the
report.
``(2) Notifications.--The Commission shall--
``(A) notify the applicable Federal agency if the
Commission refers a matter to the Office of Special
Counsel under paragraph (1); and
``(B) with respect to a fiscal year, include in the
Annual Report of the Federal Workforce of the
Commission covering that fiscal year--
``(i) the number of referrals made under
paragraph (1) during that fiscal year; and
``(ii) a brief summary of each referral
described in clause (i).
``(b) Referrals to Special Counsel.--The Office of Special Counsel
shall accept and review a referral from the Commission under subsection
(a)(1) for purposes of pursuing disciplinary action under the authority
of the Office against a Federal employee who commits an act of
discrimination (including retaliation).
``(c) Notification.--The Office of Special Counsel shall notify the
Commission and the applicable Federal agency in a case in which--
``(1) the Office of Special Counsel pursues disciplinary
action under subsection (b); and
``(2) the Federal agency imposes some form of disciplinary
action against a Federal employee who commits an act of
discrimination (including retaliation).
``(d) Special Counsel Approval.--A Federal agency may not take
disciplinary action against a Federal employee for an alleged act of
discrimination (including retaliation) referred by the Commission under
this section, except in accordance with the requirements of section
1214(f) of title 5, United States Code.''.
(c) Conforming Amendments.--The table of contents in section 1(b)
of the Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 (5 U.S.C. 2301 note) is amended--
(1) by inserting after the item relating to section 206 the
following:
``Sec. 207. Complaint tracking.
``Sec. 208. Notation in personnel record.''; and
(2) by adding at the end the following:
``TITLE IV--PROCESSING AND REFERRAL
``Sec. 401. Processing and resolution of complaints.
``Sec. 402. No limitation on advice or counsel.
``Sec. 403. Head of Program supervised by head of agency.
``Sec. 404. Referrals of findings of discrimination.''.
SEC. 8. NONDISCLOSURE AGREEMENT LIMITATION.
Section 2302(b)(13) of title 5, United States Code, is amended--
(1) by striking ``agreement does not'' and inserting the
following: ``agreement--
``(A) does not'';
(2) in subparagraph (A), as so designated, by inserting
``or the Office of Special Counsel'' after ``Inspector
General''; and
(3) by adding at the end the following:
``(B) prohibits or restricts an employee or
applicant for employment from disclosing to Congress,
the Special Counsel, the Inspector General of an
agency, or any other agency component responsible for
internal investigation or review any information that
relates to any violation of any law, rule, or
regulation, or mismanagement, a gross waste of funds,
an abuse of authority, or a substantial and specific
danger to public health or safety, or any other
whistleblower protection; or''.
Calendar No. 330
116th CONGRESS
1st Session
H. R. 135
[Report No. 116-176]
_______________________________________________________________________
AN ACT
To amend the Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 to strengthen Federal antidiscrimination laws
enforced by the Equal Employment Opportunity Commission and expand
accountability within the Federal Government, and for other purposes.
_______________________________________________________________________
December 16, 2019
Reported with an amendment