Question

What is congressional accountability?

Answer 1

Prior to 1995, the U.S. Congress and its associated legislative agencies were exempted from various laws relating to civil rights, labor and safety and health laws protecting private and federal workers. In 1995, the 104th Congress of the United States passed the CAA (Congressional Accountability Act), in which the United States was responsible. Conference provided necessary workplace protection by making applicable to Congressional employees various labor and safety laws, including:

The Act of 1938 on Fair Labor Standards. Non-exempt employees must be paid at least the current minimum pay and, if they are working over 40 hours per week, certain employees have the right to additional overtime pay.
Title VII of the 1964 Law on Civil Rights. Employees are protected by race, colour, religion , sex or national origin from harassment and discrimination under all terms and conditions of their employment, including employment, compensation , promotion, treatment at the job and termination.
Disability discrimination. Disability discrimination. In all employment practices, the CAA applies legislation prohibiting discrimination on the basis of disability. An employer may not discriminate against a disabled employee because of the disability of the employee or the employer may refuse the employee a reasonable accommodation in his or her place of work.
1967 Employment Act Age Discrimination. This Act prohibits discrimination on an old workplace against employees 40 years of age or older.
The Medical Leave and Family Act of 1993. For some family and medical reasons, the FMLA allows a period of up to 12 weeks of unpaid, employment-protected leave for any 12-month period.
Act of 1970 on occupational health and safety. This Act requires that workplaces be provided for each of its employees and that there be no recognized hazard that causes or is likely to cause employees death or severe harm.
Labor and Management Statute of the Federal Service. Some legislative workers have the right, without fear of penalty or reprisal, to join (or not join) a union and collectively negotiated with a working bureau.
Act of 1988 on Employee Polygraph Protection. Current and future employees can not be required to conduct polygraph tests with limited exceptions.
Notification Act of 1989 on Workers' Adjustment and Retraining. Employees have the right to a prior notice of the closing or mass dismissal of their offices for at least 60 days.
Law of 1994 on Employment and Reemple Rights for Uniform Services. The CAA applies to employees who perform services in 'uniformed services' certain rights and protections, including protection against discrimination, the right to recruit after a service obligation ends, and the right to certain advantages while carrying out services and upon the completion of services.
Recovery

In addition, the CAA forbids the intimidation, reprisal or discrimination of an individual who has objected or "filed a lawsuit, indicted, assisted or participated in an oral hearing or other proceeding under this Act" in any way against a practice made unlawful or by a CAA employee.

Classified staff

For the purposes of the CAA the Capitol Guides Service (d) the Capitol Police, (e) the Conference Budget Office, (f) the Capitol Architect's office,; (g) the Attending Physician Office and (h) the Compliance Office, or I the Technology Assesment Office. The Capitol Office of the Capitol Office is defined as the CAA 's employee.

Violations of the CAA Complaining

Congress set up a Compliance Office to enforce labor laws extended to Congress by the CAA. Violations of the rights of employees under the CAA shall, within 180 days from the alleged breach, be filed with the Office of Compliance. Typically, a 30-day counseling period follows the filing of a complaint and the employee can choose to mediate thereafter. If a mediated settlement does not occur, employees can either conduct an administrative hearing or file suit with a federal district court within 90 days of notification of the end of the mediation. If an employee chooses to sue a federal Court, the standard rules and laws applicable to federal court litigation will be applicable. In the event that an employee is unhappy with the Hearing Officer's decision and decides not to conduct an administrative hearing, the employee may request the review of the Office of Compliance Board.

If you are a congressional employee who has suffered violations of federal laws made applicable to Congress and its affiliates, do not undertake further an evaluation in your case by the experienced lawyers in Katz, Marshall & Banks, LLP.