If you work for Congress or a congressional agency, you’re entitled to a fair and safe workplace—just like everyone else.
While the U.S. Congress and its associated legislative branch agencies were once exempt from anti-discrimination and whistleblower-retaliation laws, the Congressional Accountability Act (CAA) now extends many of these protections to congressional employees.
What Does The CAA Do?
The Congressional Accountability Act (CAA) of 1995 made various employment and workplace safety laws applicable to congressional employees. These laws include:
- Title VII of the Civil Rights Act of 1964, which prohibits harassment and discrimination on the basis of race, color, religion, sex or nationality.
- Disability Discrimination and reasonable workplace accommodations for disabled employees.
- Age Discrimination in Employment Act, which prohibits age-based workplace discrimination.
- Family and Medical Leave Act providing of up to twelve weeks of job-protected, unpaid leave for certain family and medical reasons.
- Occupational Safety and Health Act, ensuring a workplace from recognized hazards that are causing or are likely to cause employees death or serious physical harm.
- Uniformed Services Employment and Reemployment Rights Act, which gives military servicepeople the right to be reemployed after a service obligation ends.
Who Qualifies As a Congressional Employee?
For purposes of the CAA, a congressional employee is defined as an employee of the:
- House of Representatives
- Senate
- Capitol Guide Service
- Capitol Police
- Congressional Budget Office
- Office of the Architect of the Capitol
- Office of the Attending Physician
- Office of Compliance
- Office of Technology Assessment Know Your Rights
Reporting CAA Violations
Congress created the Office of Compliance to enforce the CAA’s workplace protection laws. If you’re experiencing CAA violations, you must file them with the Office of Compliance within 180 days of the alleged violation. The filing of a complaint is typically followed by a 30-day counseling period, mediation, and an administrative hearing or suit in federal district court if the case cannot be resolved earlier.
Protection Against Retaliation
The CAA also prohibits intimidation, reprisal or discrimination against an employee who has opposed any practice made unlawful by the CAA or has initiated proceedings under the CAA.
Click here to learn more about legal protections for congressional employees.
Why Hire KMB For Your CAA Case?
KMB attorneys are nationally recognized experts in employment law, and regularly and successfully represent congressional employees in CAA cases. If you are a congressional employee who has been subjected to violations of federal laws made applicable to Congress and its affiliated agencies, contact the experienced attorneys at Katz, Marshall & Banks, LLP. Your communications with us are confidential and without charge or further obligation.