Summary: H.Res.724 — 115th Congress (2017-2018)All Information (Except Text)

Bill summaries are authored by CRS.

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Passed House without amendment (02/06/2018)

(This measure has not been amended since it was introduced. The summary has been expanded because action occurred on the measure.)

(Sec. 1) Requires each employing office of the House of Representatives to adopt an anti-harassment and anti-discrimination policy.

Directs the Committee on House Administration, by June, 1, 2018, to promulgate regulations to carry out this resolution and ensure their consistency with requirements of the Congressional Accountability Act of 1995 (CAA), the House Code of Official Conduct, and other relevant laws, rules, and regulations.

(Sec. 2) Establishes the House Office of Employee Advocacy (OEA) to: (1) provide legal assistance to House employees regarding CAA procedures, including those applicable to civil actions; and (2) operate an employee hotline.

Prohibits the OEA from: (1) accepting awards of litigation expenses or costs under CAA hearings or civil actions, and (2) providing assistance to an employee after the individual files a civil action.

(Sec. 3) Requires the Office of the House Employment Counsel to continue carrying out all of its current functions.

(Sec. 4) Directs the Chief Administrative Officer of the House to require: (1) House offices to certify on Payroll Authorization Forms of House employees that payroll actions are not connected to CAA awards and settlements, and (2) House Members to certify on such forms that Members' Representational Allowance is not being used for CAA awards or settlements.

(Sec. 5) Amends Rule XXIII (Code of Official Conduct) of the Rules of the House to prohibit: (1) a Member, Delegate, Resident Commissioner, officer, or employee of the House from committing sexual harassment or engaging in unwelcome sexual advances; and (2) sexual relationships between Members and employees (except between married individuals).

(Sec. 7) Bars the House Office of Congressional Ethics from initiating or continuing any investigation of an allegation of violation under CAA rights and protections, or making recommendations regarding such an allegation, if the employee initiates proceedings regarding the alleged violation under CAA administrative and judicial dispute-resolution procedures.