Assault And Harassment Offenses
US Congress 116th Congress
Closing the Law Enforcement Consent Loophole Act of 2019 [S.855]
Makes it unlawful for a federal law enforcement officer to engage in a sexual act while acting under color of law or with an individual who is under arrest, in detention, or in custody. Consent is not a defense to prosecution for unlawful conduct. A violator is subject to criminal penalties—a fine, a prison term of up to 15 years, or both. Additionally, the bill authorizes the Department of Justice to make grants to states that have in effect similar laws. Grants must be used for the same purposes as formula grants under the STOP Violence Against
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No Tax Deductions for Sexual Harasser Buyouts Act [HB-1829]
Modifies the tax deduction for trade or business expenses to deny a deduction for payments made to any employee in connection with the termination of employment if a factor in the termination was sexual assault, sexual harassment, or any other sexual misconduct by the employee.
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Ending Secrecy About Workplace Sexual Harassment Act [HB-1828]
Directs every employer required to submit to the Equal Employment Opportunity Commission an Employer Information Report EEO-1 to include in such report the number of settlements reached in the resolution of claims pertaining to sex discrimination.
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Healthy Families Act [S.840]
Provides for paid and unpaid sick leave for employees to meet their own medical needs and those of their families. It requires employers with 15 or more employees to provide their employees with at least one hour of earned paid sick leave for every 30 hours worked, up to a maximum of 56 hours of paid sick leave in a year. An employer with fewer than 15 employees may also provide the same amount of paid sick leave, but may opt out of such requirement, in which case such employer must provide its employees at least 56 hours of unpaid leave in a year.
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Workplace Violence Prevention for Health Care and Social Service Workers Act [S.851]
Requires the Department of Labor to address workplace violence in the health care and social service sectors. Specifically, Labor must promulgate an occupational safety and health standard that requires certain employers in the health care and social service sectors, as well as employers in sectors that conduct activities similar to the activities in the health care and social service sectors, to develop and implement a comprehensive plan for protecting health care workers, social service workers, and other personnel from workplace violence. In
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Debbie Smith Act of 2019 [S.820]
Reauthorizes grants that support state and local efforts to process DNA evidence in rape kits. Specifically, it reauthorizes through FY2024 the following: grants under the Debbie Smith DNA Backlog Grant Program; grants to provide DNA training and education for law enforcement personnel, corrections personnel, and court officers; and grants under the Sexual Assault Forensic Exam Program.
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Healthy Families Act [HB-1784]
Provides for paid and unpaid sick leave for employees to meet their own medical needs and those of their families. It requires employers with 15 or more employees to provide their employees with at least one hour of earned paid sick leave for every 30 hours worked, up to a maximum of 56 hours of paid sick leave in a year. An employer with fewer than 15 employees may also provide the same amount of paid sick leave, but may opt out of such requirement, in which case such employer must provide its employees at least 56 hours of unpaid leave in a year.
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ALERT Act Accountability of Leaders in Education to Report Title IX Investigations Act [S.808]
Requires institutions of higher education (IHEs) that receive federal aid to certify annually with the Department of Education that they have reviewed reports of misconduct by their employees involving domestic violence, dating violence, sexual assault, or stalking. The certification must include a confirmation that the IHEs' president and board members involved in the review did not interfere with or influence investigations or dispositions.
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Violence Against Women Extension Act of 2019 [HB-1741]
Extends through March 31, 2020, 19 grant programs authorized by the Violence Against Women Act of 1994 and subsequent legislation and administered by the Office on Violence Against Women within the Department of Justice.
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Journalist Protection Act [HB-1684]
Establishes new criminal offenses for intentional acts (or attempts to commit acts) that cause bodily injury to a journalist.
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Journalist Protection Act [S.751]
Establishes new criminal offenses for intentional acts (or attempts to commit acts) that cause bodily injury to a journalist.
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REACH Act Report and Educate About Campus Hazing Act [S.706]
Requires each institution of higher education (IHE) to (1) provide a comprehensive program to prevent hazing, and (2) report hazing incidents. Hazing means an intentional, knowing, or reckless act committed by a student, or a former student, of an IHE against another student (regardless of that student's willingness to participate), that (1) is connected with an initiation into, an affiliation with, or the maintenance of membership in, an organization that is affiliated with the IHE (e.g., athletic teams); and (2) contributes to a substantial risk
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Solitary Confinement Reform Act [S.719]
Establishes standards for the use of solitary confinement at federal prisons. It generally limits the use of solitary confinement to situations that meet certain criteria, including confinement for the briefest term and the least restrictive conditions practicable. It also limits the use of solitary confinement for certain categories of inmates, including pregnant women and individuals with serious mental illness. The bill requires the Bureau of Prisons (BOP) to do the following: establish a transitional process for inmates in solitary confinement,
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Violence Against Women Reauthorization Act of 2019 [HB-1585]
Modifies and reauthorizes through FY2024 programs and activities under the Violence Against Women Act that seek to prevent and respond to domestic violence, sexual assault, dating violence, and stalking. Among other things, the bill also authorizes new programs, makes changes to federal firearms laws, and establishes new protections to promote housing stability and economic security for victims of domestic violence, sexual assault, dating violence, and stalking.
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Condemning anti-Semitism as hateful expressions of intolerance that are contradictory to the values and aspirations that define the people of the United States and condemning anti-Muslim discrimination and bigotry against minorities as hateful expressions of intolerance that are contrary to the values and aspirations of the United States. [HR-183]
This resolution rejects the perpetuation of anti-Semitic stereotypes in the United States and around the world, and condemns anti-Semitic acts and statements. The resolution reaffirms support for the mandate of the United States Special Envoy to Monitor and Combat Anti-Semitism. Additionally, the resolution rejects attempts to justify hatred or violent attacks over political frustrations. Law enforcement is encouraged to avoid conduct that raises the specter of unconstitutional profiling against anyone because of their race, religion, nationality,
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Closing the Law Enforcement Consent Loophole Act of 2019 [HB-1574]
Makes it unlawful for a federal law enforcement officer to engage in a sexual act while acting under color of law or with an individual who is under arrest, in detention, or in custody. Consent is not a defense to prosecution for unlawful conduct. A violator is subject to criminal penalties—a fine, a prison term of up to 15 years, or both. Additionally, the bill authorizes the Department of Justice to make grants to states that have in effect similar laws. Grants must be used for the same purposes as formula grants under the STOP Violence Against
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EMPOWER Act Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act [HB-1521]
Addresses policies and procedures related to claims of workplace harassment. Specifically, the bill makes it an unlawful practice (with exceptions regarding certain settlement or separation agreements) for an employer to (1) enter into a contract with an employee or applicant, as a condition of employment, promotion, compensation, benefits, or change in employment status or contractual relationship, if that contract contains a nondisparagement or nondisclosure clause that covers workplace harassment; and (2) enforce, or attempt to enforce, a nondisparagement
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SAFE Act of 2019 Security And Financial Empowerment Act of 2019 [HB-1468]
To promote the economic security and safety of survivors of domestic violence, dating violence, sexual assault, or stalking, and for other purposes.
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SAFE Act of 2019 Security And Financial Empowerment Act of 2019 [S.627]
A bill to promote the economic security and safety of survivors of domestic violence, dating violence, sexual assault, or stalking, and for other purposes.
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EMPOWER Act—Part 1 Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act—Part 1 [S.575]
Prohibits the use of nondisparagement and nondisclosure clauses that cover workplace harassment in employment contracts and directs the Equal Employment Opportunity Commission (EEOC) to take certain actions related to workplace harassment. Specifically, the bill prohibits the use of nondisparagement and nondisclosure clauses in employment contracts if such clauses cover workplace harassment, including sexual harassment or retaliation for reporting harassment. It also prohibits the enforcement or attempted enforcement of such clauses. Notwithstanding
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