1.Short title; table of
contents
(a)This Act may be cited as the Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2009
or the No FEAR Act of 2009
.
(b)The table of contents of this Act is as follows:
Sec. 1. Short title; table of contents.
Title I—General Provisions
Sec. 101. Findings.
Sec. 102. Sense of Congress.
Sec. 103. Definitions.
Sec. 104. Amendments to Title I of the No FEAR Act of
2002.
Title II—Amendments to Title II of the No FEAR Act of
2002
Sec. 201. Amendments relating to reimbursement
requirement.
Sec. 202. Amendments relating to notification
requirement.
Sec. 203. Amendments relating to reporting
requirement.
Sec. 204. Training.
Title III—Accountability Provisions
Sec. 301. Disciplinary action requirement.
Sec. 302. Sanctions.
Sec. 303. Role of Department of Justice.
Sec. 304. No FEAR Oversight Office.
Title IV—Damages and Relief
Sec. 401. Clarification of Title VII liability caps, damages
remedies.
Sec. 402. No immunity from individual liability for Federal
officials.
<enum>I</enum><header>General
Provisions</header>
<section id="H22A9A10184E74C369FE11C5B16F00034"><enum>101.</enum><header>Findings</header><text display-inline="no-display-inline">Congress finds that—</text>
<paragraph id="H707626D3A9E64EBAB3877897EAD3542C"><enum>(1)</enum><text display-inline="yes-display-inline">agencies that engage in discrimination,
retaliation, harassment, or violations of Federal discrimination or
whistleblower protection laws demonstrate a gross disregard for taxpayer
dollars, undermine the confidence of the American people in the Government, put
the public’s safety and services at risk, and reduce the Government’s ability
to timely and adequately address vital public needs;</text>
</paragraph><paragraph id="HDC05EA7D35884859B4F7680808BE2256"><enum>(2)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="H2A27ADC4DA424E7D9D515D1B1BDDCEE2"><enum>(A)</enum><text>Congress has heard
testimony from individuals which point to chronic problems of discrimination
and retaliation against Federal employees, and which, in turn, negatively
affect the Federal Government’s efficiency and effectiveness;</text>
</subparagraph><subparagraph commented="no" id="H78307256CA5D417BB8CB36392C555303" indent="up1"><enum>(B)</enum><text display-inline="yes-display-inline">in
the case of Dr. Marsha Coleman-Adebayo, a jury found in August 2000 that the
Environmental Protection Agency had discriminated against the scientist based
on race, color, and a hostile work environment; agency managers retaliated by
relieving the scientist of her duties after she reported that an American
company exposed its African miners and their families to vanadium, a deadly
substance; and the agency has consistently retaliated against the employee
since she prevailed in her jury verdict and testified twice before Congress;
and</text>
</subparagraph><subparagraph commented="no" id="H168E61D0D25E485BB8008941F017CCF" indent="up1"><enum>(C)</enum><text display-inline="yes-display-inline">in the case of Matthew F. Fogg v. Janet
Reno, Attorney General of the United States, a case that was filed 21 years
ago—</text>
<clause id="H8994E67C015F40E4A0ED9484906216D"><enum>(i)</enum><text display-inline="yes-display-inline">a Federal jury found that the United States
Marshals Service had discriminated against United States Marshal Fogg, and was
a <quote>hostile environment</quote> for all African-Americans serving in the
United States Marshals Service; and</text>
</clause><clause id="H9F3814EF6B9443AFB5955F48924D5758"><enum>(ii)</enum><text>10 years after that jury verdict,
handed down on April 28, 1998, the Department of Justice continued to use
taxpayer money to appeal this case; and</text>
</clause></subparagraph></paragraph><paragraph commented="no" id="H6995B373F3264B3FBEDF54D628EAF9DC"><enum>(3)</enum><subparagraph commented="no" display-inline="yes-display-inline" id="H964E918B6C6E498A9E8C3338692B1D19"><enum>(A)</enum><text>Federal agencies should
foster a workplace free of discrimination and should timely resolve prima facie
cases of discrimination and retaliation, particularly in cases of class-wide
allegations; and</text>
</subparagraph><subparagraph id="H6EB9B28476C5464CB593D6E4FE486154" indent="up1"><enum>(B)</enum><text display-inline="yes-display-inline">in
the case of Janet Howard, et al. v. Carlos M. Gutierrez, Secretary, United
States Department of Commerce, the Department of Commerce allowed employee
complaints to languish and used taxpayer dollars to litigate a race-based
discrimination class action first filed in 1995; in fiscal year 2001, rather
than resolve employee concerns, the Department established the Class Action
Project Fund (since renamed the Complex Litigation Unit), which serves to
defend a workforce culture that perpetuates unlawful and intentional
discrimination in the workplace.</text>
</subparagraph></paragraph></section><section id="H9F53175AF1E94470BBEB1C587D66A000"><enum>102.</enum><header>Sense of
Congress</header><text display-inline="no-display-inline">It is the sense of
Congress that—</text>
<paragraph id="H82459B009280443B97C69400EAD4FCF9"><enum>(1)</enum><text display-inline="yes-display-inline">additional enforcement and remedies under
Federal law are needed to make Federal agencies more accountable for their
violations of employment discrimination and whistleblower protection
laws;</text>
</paragraph><paragraph id="H568A551A14F4411CBF07529F85684C87"><enum>(2)</enum><text>defining and
prescribing timely, definitive disciplinary action for Federal managers and
supervisors found violating the No FEAR Act of 2002 provides more
accountability and consequences for discrimination and retaliation against
whistleblowers;</text>
</paragraph><paragraph id="H972D2F806D054B4FA15DF2F38E04C15C"><enum>(3)</enum><text>establishing a
definitive period for reimbursing the Judgment Fund (as prescribed in section
201 of the No FEAR Act of 2002) should encourage timely resolution or
settlement of complaints;</text>
</paragraph><paragraph id="H134B37C4AB044223AD8DF1A821AFF31"><enum>(4)</enum><text>extending
notification of No FEAR provisions to cover all employees, including employees
of contractors receiving a majority of their funding from contracts with the
United States Government, should increase Federal agency compliance with the
law;</text>
</paragraph><paragraph id="HDADE23162F864C88BF09CB01447EBD07"><enum>(5)</enum><text display-inline="yes-display-inline">addressing damages and relief should
clarify compensation available to complaining parties pursuant to the 1991
amendments to Title VII; and</text>
</paragraph><paragraph id="H10F6D4A4E6DF4DB1BF15DD2FBBB5E3D"><enum>(6)</enum><text>extending
whistleblower protection to veterans hospitals and physicians and other medical
professionals who work in health care facilities that receive the majority of
their funding from the Federal Government should support and protect medical
professionals from discrimination and retaliation.</text>
</paragraph></section><section id="H9DFBC970077C4576978068D5D00E93B"><enum>103.</enum><header>Definitions</header><text display-inline="no-display-inline">For the purposes of this Act—</text>
<paragraph id="HB64388C1AA44401CB8002CBCAD7B2E01"><enum>(1)</enum><text display-inline="yes-display-inline">the term <term>claim</term> means a cause
of action or an alleged discriminatory or retaliatory act identified in a
complaint;</text>
</paragraph><paragraph commented="no" id="H3D03096178EA45D3B44B498153D1FB2E"><enum>(2)</enum><text>the term
<term>criminal violation</term> includes any of the offenses proscribed by
section 241, 371, 373, or 1962 of title 18, United States Code, including
fraud, perjury, bribery, witness tampering, and obstruction of justice;</text>
</paragraph><paragraph commented="no" id="HBDB7C1C0A1354A75AD4E41D8696A4D7"><enum>(3)</enum><text>the term
<term>culpable official</term> means an individual, currently or formerly
employed by a Federal agency, whose conduct in the course of that employment is
the basis for a final finding of discrimination;</text>
</paragraph><paragraph id="H341A473A6D1A4BFA9419C910D412BF00"><enum>(4)</enum><text>the term
<term>disciplinary action</term> includes a suspension, demotion, or
termination;</text>
</paragraph><paragraph id="H5FBFC98BF66C48C18C8BE693B11CF872"><enum>(5)</enum><text>the term
<term>employee</term> means any Federal employee within the meaning of section
103 of the No FEAR Act of 2002 and any other individual, including permanent,
temporary, full- or part-time employees or independent contractors performing
services for an organization that in whole or in part is a contractor or
grantee or other entity that receives a majority of its funding from the
Federal Government;</text>
</paragraph><paragraph id="HA9251DE9F54B434E856BAFAB87376EF9"><enum>(6)</enum><text display-inline="yes-display-inline">the term <term>Federal official</term>
means any manager, supervisor, or senior policy official employed by a Federal
agency and having any of the powers and responsibilities of management—</text>
<subparagraph id="HD798A3B694C140CE920093FAA5284C69"><enum>(A)</enum><text>to give
instructions or orders to subordinates;</text>
</subparagraph><subparagraph id="H0A3E6168A0404F22ADF359000532DDC5"><enum>(B)</enum><text>to be held
responsible for the work and actions of other employees; or</text>
</subparagraph><subparagraph id="H0976F67EDA5F4D8FA538B637F6D6B52"><enum>(C)</enum><text>to administer
discipline and penalties;</text>
</subparagraph></paragraph><paragraph commented="no" id="H527531FA3EC04D5F91C0655DBA530054"><enum>(7)</enum><text display-inline="yes-display-inline">the term <term>final finding of
discrimination</term> means a finding of discrimination (as described in
section 201(a) of the No FEAR Act of 2002) that is final and not appealable,
and includes an order of settlement;</text>
</paragraph><paragraph id="H4F55B9BE93E24A1E9142DB3FB4587AA"><enum>(8)</enum><text display-inline="yes-display-inline">the term <term>immediately</term> means
within less than 10 calendar days;</text>
</paragraph><paragraph id="HED11ECD4F2FB40CD845BF3C702F26E18"><enum>(9)</enum><text>the term
<term>Title VII</term> means title VII of the Civil Rights Act of 1964 (42
U.S.C. 2000e et seq.); and</text>
</paragraph><paragraph id="HCE1469ACF37F4E7BBE38B829F22027AC"><enum>(10)</enum><text display-inline="yes-display-inline">the term <term>whistleblower</term> means
an employee who discloses information which the employee reasonably believes
evidences—</text>
<subparagraph id="H717BECAC8EEC459A9911C71086B6E5F"><enum>(A)</enum><text>a violation of
Title VII or any other law, or of any rule or regulation; or</text>
</subparagraph><subparagraph id="HE2C1D032D96B4A1A86B1B8D94B76A5A1"><enum>(B)</enum><text>gross
mismanagement, a gross waste of funds, an abuse of authority, or a substantial
and specific danger to public health or safety.</text>
</subparagraph></paragraph></section><section id="H50DDE4F56CA0434686DBE230B8A42D48"><enum>104.</enum><header>Amendments to
Title I of the No FEAR Act of 2002</header><text display-inline="no-display-inline">Section 102(6) of the Notification and
Federal Employee Antidiscrimination and Retaliation Act of 2002 (5 U.S.C. 2301
note), in this Act referred to as the <quote>No FEAR Act of 2002</quote>, is
amended—</text>
<paragraph id="HCD5D2C17435849318FF9C83C00B70064"><enum>(1)</enum><text>in subparagraph
(A), by striking <quote>within a reasonable time</quote> and inserting
<quote>no later than two years after the Judgment Fund makes the
payment</quote>; and</text>
</paragraph><paragraph id="H48FAE56C3E054D43812CD50089F8FB5F"><enum>(2)</enum><text display-inline="yes-display-inline">in subparagraph (B), by striking
<quote>agency, may need to extend reimbursement over several years </quote> and
inserting <quote>agency, may need to make arrangements for a payment schedule
with the Treasury not to exceed two years</quote>.</text>
</paragraph></section><enum>II</enum><header>Amendments to
Title II of the No FEAR Act of 2002</header>
<section id="H05F881035E004535BE89E934CF27C9B"><enum>201.</enum><header>Amendments
relating to reimbursement requirement</header><text display-inline="no-display-inline">Subsection (b) of section 201 of the No FEAR
Act of 2002 is amended—</text>
<paragraph id="HB55314989C9B4BCEA000803C429585A3"><enum>(1)</enum><text>by making the text
of such subsection a paragraph (1), indented 2 ems and with a heading that
reads as follows:</text>
<quoted-block display-inline="no-display-inline" id="H07DAE1769AEB426084DB2EE43CD103B6" style="OLC">
<paragraph id="HF55CA5CDF18645E7B976B8C00743CE89"><enum>(1)</enum><header>In
general</header>
</paragraph><after-quoted-block>;
and</after-quoted-block></quoted-block>
</paragraph><paragraph id="H0FD38FF7B28D45BA8DBA6D6898D8B185"><enum>(2)</enum><text>by adding at the
end the following:</text>
<quoted-block display-inline="no-display-inline" id="H75BBA84D5A724A05A1F9297530D9200" style="OLC">
<paragraph id="HD2FF532D0AE14D8E861D307CD01D9D1C"><enum>(2)</enum><header>Notice to be
provided by agency</header><text>No later than 45 days after the date of the
receipt of a final finding of discrimination, the agency shall notify the
Department of the Treasury—</text>
<subparagraph id="HECAD9B04D6C34EC9A41FE08CA0C4D945"><enum>(A)</enum><text>of its
responsibility to repay the Judgment Fund; and</text>
</subparagraph><subparagraph id="HDB572F38FE9B4B21A5477599A97FD8EB"><enum>(B)</enum><text>to arrange payment
of the full amount or to make arrangements for a payment schedule in accordance
with paragraph (3).</text>
</subparagraph></paragraph><paragraph id="H7EF953C2FD964C61A031C31E00567EB"><enum>(3)</enum><header>Deadline for
repayments generally</header><text>The agency shall repay the Judgment Fund in
full no later than the close of the second fiscal year beginning after the date
on which the Judgment Fund makes the payment (or, if made under a payment
schedule, the close of the second fiscal year beginning after the date on which
the Judgment Fund makes the final payment).</text>
</paragraph><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section id="H6A96E8F113A1442B96985BE5CD6C88EE"><enum>202.</enum><header>Amendments
relating to notification requirement</header><text display-inline="no-display-inline">Section 202 of the No FEAR Act of 2002 is
amended—</text>
<paragraph id="HB7ED35DACECB4A2200AB81728240567C"><enum>(1)</enum><text>in subsection (a),
by striking <quote>to Federal employees,</quote> and inserting <quote>to
Federal employees (including any employee of a contractor receiving more than
50 percent of its annual gross revenues from Federal contracts),</quote>;</text>
</paragraph><paragraph id="H71A9F31CD460433594838DA329FF1AD"><enum>(2)</enum><text display-inline="yes-display-inline">in subsection (b), by adding at the end the
following: <quote>Within 3 days after the date of the enactment of the
<short-title>No FEAR Act of 2009</short-title>, and
annually thereafter, each Federal agency shall notify its employees, by e-mail
or voice mail, of the Internet site used by such agency in compliance with the
preceding sentence.</quote>; and</text>
</paragraph><paragraph id="H6D76566563DD4BC1BD543DD8E776C23F"><enum>(3)</enum><text display-inline="yes-display-inline">by amending subsection (c) to read as
follows:</text>
<quoted-block display-inline="no-display-inline" id="H6E09184B70AE484200DCAC6C2345192E" style="OLC">
<subsection id="HF69CB7FBC3BD40F1859FE8E144982350"><enum>(c)</enum><header>Employee
training</header><text display-inline="yes-display-inline">Each Federal agency
shall ensure that employees of such agency receive training regarding the
rights and remedies applicable to such employees under the respective
provisions of law covered by paragraphs (1) and (2) of section
201(a).</text>
</subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</paragraph></section><section commented="no" id="H32856B6C06B54AC3BD8947CA476721B2"><enum>203.</enum><header>Amendments
relating to reporting requirement</header>
<subsection commented="no" id="H6309994C8C4D47C4828C775B3FF7C4C7"><enum>(a)</enum><header>In
general</header><text display-inline="yes-display-inline">Section 203(a) of the
No FEAR Act of 2002 is amended—</text>
<paragraph commented="no" id="HFB666944E9BF4D9E8F2D429B893312D0"><enum>(1)</enum><text>by striking
<quote>and</quote> at the end of paragraph (7);</text>
</paragraph><paragraph commented="no" id="HDFD9F77BA0114A68BEF9E880C9183F79"><enum>(2)</enum><text>by striking the
period at the end of paragraph (8) and inserting a semicolon; and</text>
</paragraph><paragraph commented="no" id="H31DE60E85C3844B5B429E66215DBE62C"><enum>(3)</enum><text>by adding after
paragraph (8) the following:</text>
<quoted-block display-inline="no-display-inline" id="HB3B98D8C22384CA8A905BE7F9821824F" style="OLC">
<paragraph commented="no" id="H525569A2D3DF4423ABE26FEE46933C02"><enum>(9)</enum><text display-inline="yes-display-inline">data on all class actions filed, including
size, status, filing date, number of suits filed against the agency, and
demographic make-up;</text>
</paragraph><paragraph commented="no" id="H215962587D5740F7B16436AD6800576B"><enum>(10)</enum><text>request for
counseling by race or sex, as well as individuals who fall within both
categories;</text>
</paragraph><paragraph commented="no" id="H8CB28A36D0184D7794EFAB009796F00"><enum>(11)</enum><text>total workforce
and ethnic representation, including race and national origin data;</text>
</paragraph><paragraph commented="no" id="HC4C91E6831A14CC5B069BE3C74045C0"><enum>(12)</enum><text>number and nature
of personnel grievances alleging prohibited personnel practices;</text>
</paragraph><paragraph commented="no" id="HC8560454A2B14134A634BD283CF20600"><enum>(13)</enum><text>the total dollar
amount by fiscal years that the agency owes the Judgment Fund;</text>
</paragraph><paragraph commented="no" id="H63F6F50DC7C043208B496B55C1BC6E"><enum>(14)</enum><text display-inline="yes-display-inline">total costs associated with processing and
litigating cases, including salaries and travel costs of all personnel
involved;</text>
</paragraph><paragraph commented="no" id="H1AD2BA4ABC5143C48E76078872C16C48"><enum>(15)</enum><text>number of
plaintiffs that prevailed in jury trials or administrative proceedings;
and</text>
</paragraph><paragraph commented="no" id="H5B3A465BC822491AB095295353C27F35"><enum>(16)</enum><text>specific agency
office where discrimination was found.</text>
</paragraph><after-quoted-block>.
</after-quoted-block></quoted-block>
</paragraph></subsection><subsection commented="no" id="H2942EFBEADD64D67ADA08FCED2752BD3"><enum>(b)</enum><header>Additional
reports</header><text>Section 203 of the No FEAR Act of 2002 is amended by
adding at the end the following:</text>
<quoted-block display-inline="no-display-inline" id="HF923B3E05E604E0F992F51423258C529" style="OLC">
<subsection commented="no" id="H94376B2107A949BAAF6F9798F4AFF05B"><enum>(c)</enum><header>Reports by
GAO</header><text>The Government Accountability Office shall, within 90 days
after the end of each fiscal year, prepare and submit to Speaker of the House
of Representatives, the President pro tempore of the Senate, and each of the
committees named or described in subsection (a), a report on the total costs
incurred during such fiscal year which are associated with processing and
litigating cases arising under each of the respective provisions of law covered
by paragraphs (1) and (2) of section 201(a), including costs associated with
Department of Justice litigation.</text>
</subsection><subsection commented="no" id="H56A85EE8335B4BDD005316AC96A828C4"><enum>(d)</enum><header>Reports by
agencies</header>
<paragraph id="H0F055E5CD726482BAAEB39A112198C11"><enum>(1)</enum><header>In
general</header><text>Effective with respect to agency performance plans for
fiscal years beginning not later than 6 months after the date of the enactment
of this subsection, each Federal agency shall establish performance goals
reflective of its efforts to implement this Act.</text>
</paragraph><paragraph id="H1DCA861BD0C84E9B8C5B9BB914408636"><enum>(2)</enum><header>Definitions</header><text>For
purposes of this subsection—</text>
<subparagraph id="HBB473C1DBA524E9199BE34BAF2CACDED"><enum>(A)</enum><text>the term
<term>agency performance plan</term> refers to an agency performance plan under
section 1115 of title 31, United States Code (or, for purposes of the United
States Postal Service, section 2803 of title 39, United States Code);
and</text>
</subparagraph><subparagraph id="H49676816092E439296FA94E4FF6D91B"><enum>(B)</enum><text>the term
<term>performance goal</term> has the meaning given such term by section
1115(g)(4) of title 31, United States Code (or, for purposes of the United
States Postal Service, section 2801(3) of title 39, United States
Code).</text>
</subparagraph></paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block>
</subsection></section><section display-inline="no-display-inline" id="H33DA574F46A64A30B5C0220246C60060" section-type="subsequent-section"><enum>204.</enum><header>Training</header>
<subsection id="H7CAFD875076441F3ADB801DD61A945C0"><enum>(a)</enum><text display-inline="yes-display-inline">The No FEAR Institute, a nonprofit,
non-Federal Government entity, is hereby specified as a source of training and
counseling for Federal employees that is mandated by this Act with regard to
their rights and remedies under antidiscrimination, retaliation, and
harassment, as well as whistleblower protection laws.</text>
</subsection><subsection id="H46BEC5526CBB43729225004CE4762203"><enum>(b)</enum><text>The No FEAR
Institute shall be recognized as an official Federal Government training
institute and receive annual funding, in accordance with such agreements as
agencies and contractors may enter into with the No FEAR institute, in order to
provide training to Federal employees and contractors receiving more than 50
percent of their annual budget from the Federal Government.</text>
</subsection></section><enum>III</enum><header>Accountability
Provisions</header>
<section id="HE2CAE5A9B0F14B48989675FC13E10801"><enum>301.</enum><header>Disciplinary
action requirement</header>
<subsection commented="no" id="H72A11700394F410295CC6E8D2C1054F9"><enum>(a)</enum><header>Final finding of
discrimination where mental or physical health is harmed</header><text display-inline="yes-display-inline">Upon a final finding of discrimination with
respect to a culpable official in a case in which such official’s
discriminatory or retaliatory acts are determined to have contributed to a loss
of life or limb or any other substantial diminishment of an employee’s mental
or physical health, the culpable official shall immediately—</text>
<paragraph commented="no" id="HEA9FC2D2E7A64F30B4AC32008BC1814D"><enum>(1)</enum><text display-inline="yes-display-inline">be terminated from Federal service;</text>
</paragraph><paragraph commented="no" id="H43BC88D630564832A60027F10980728D"><enum>(2)</enum><text>be debarred from
Federal employment for a period not to exceed 5 years; and</text>
</paragraph><paragraph commented="no" id="H4CC3D0783BF54CFA822DE7E5A0007449"><enum>(3)</enum><text>forfeit any right
to serve as a worker employed under any Federal contract.</text>
</paragraph></subsection><subsection commented="no" id="HA559C5D8DCDA459E9CC19F367E005F58"><enum>(b)</enum><header>Final finding of
discrimination not covered by subsection
<enum-in-header>(a)</enum-in-header></header>
<paragraph id="H6A3300B9680345B19E0021ADE87D19D7"><enum>(1)</enum><header>Applicability</header><text display-inline="yes-display-inline">This subsection applies in the case of any
final finding of discrimination, with respect to a culpable official, which is
not subject to subsection (a).</text>
</paragraph><paragraph id="H5B80989261AB4504B7D07EEAE1C3B1C"><enum>(2)</enum><header>Initial
finding</header><text>Upon an initial finding of discrimination as described in
paragraph (1)—</text>
<subparagraph id="H84300F3A2D9946E5BDAB55BBBB7E8EF"><enum>(A)</enum><text>the culpable
official shall immediately—</text>
<clause id="HD337480886AC4CD9A75634A7B5CE11AC"><enum>(i)</enum><text>be
removed from service as a Federal official; and</text>
</clause><clause id="H3FE25919BAD045C7A4083B5EED3437A0"><enum>(ii)</enum><text>be
demoted at least 1 pay grade (or the equivalent); and</text>
</clause></subparagraph><subparagraph id="HC6DF419DAF5D45898B86FF4193612460"><enum>(B)</enum><text>the employing
agency shall include in the culpable official’s official personnel record a
notation to the effect that such a finding against such official was
made.</text>
</subparagraph></paragraph><paragraph id="H8AE8FEE0F61144228DF6DC57B74509EA"><enum>(3)</enum><header>Subsequent
finding</header><text>Upon a subsequent finding of any discrimination with
respect to the same official, such official shall immediately—</text>
<subparagraph id="H794D8D1DD4A143809B3DE39600D29F01"><enum>(A)</enum><text>be terminated from
Federal service;</text>
</subparagraph><subparagraph id="H07E5317FE8C14CF9003F3415D1CEC2DA"><enum>(B)</enum><text>be debarred from
Federal employment for a period not to exceed 5 years; and</text>
</subparagraph><subparagraph id="H0B780E978A3744FA87B572AE4A1F1E4"><enum>(C)</enum><text>forfeit any right
to serve as a worker employed under any Federal contract.</text>
</subparagraph></paragraph></subsection></section><section id="HA2BAAA4D08EF409B81DDAEE27167A87D"><enum>302.</enum><header>Sanctions</header><text display-inline="no-display-inline">The Secretary of the Treasury shall impose a
monetary penalty of $10,000 on an agency of the United States for each week
that agency fails to take action against employees who falsify evidence in a
proceeding under Title VII.</text>
</section><section display-inline="no-display-inline" id="H93E10415DD7D451BBCA3E0FBF5683CE4" section-type="subsequent-section"><enum>303.</enum><header>Role of Department
of Justice</header>
<subsection id="HCEBC05DDBC004D6A9FE621958299D47D"><enum>(a)</enum><header>Referral</header><text display-inline="yes-display-inline">The Equal Employment Opportunity Commission
and any agency that becomes aware of a criminal violation shall refer the
matter to the Department of Justice for prosecution when agency officials are
found liable for intimidating or harassing employees that testify before
Congress. If an employee alleges that intimidation or harassment has occurred
as a result of congressional testimony by that employee, Congress should work
in collaboration with the No FEAR Oversight office to investigate the
allegation and refer it to the Department of Justice for prosecution if
appropriate.</text>
</subsection><subsection id="H29AC32CCEFCE4820892CED7CF3D8AAE8"><enum>(b)</enum><header>Report</header><text display-inline="yes-display-inline">Not later than 180 days after a
determination not to prosecute a matter referred under this section, the
Department of Justice shall provide to Congress a justification for that
determination.</text>
</subsection></section><section commented="no" id="HA66A363B028F4ED9B6F5DE1F9DFE78"><enum>304.</enum><header>No FEAR Oversight
Office</header><text display-inline="no-display-inline">The Comptroller
General shall take such measures as may be necessary to ensure that an office,
to be known as the <quote>No FEAR Oversight Office</quote>, shall be created
within the Government Accountability Office. The No FEAR Oversight Office shall
be the official clearinghouse for the Federal Government and provide written
information to Congress, the executive branch, and the public on the
enforcement of the No FEAR Act of 2002. The No FEAR Oversight Office shall be
established within 30 days after the date of the enactment of this Act.</text>
</section><enum>IV</enum><header>Damages and
Relief</header>
<section id="H5694C43EFE814A64BED500951F03C095"><enum>401.</enum><header>Clarification
of Title VII liability caps, damages remedies</header>
<subsection id="H0CAED6FDD0724966BD914277C270F8C3"><enum>(a)</enum><header>Clarify Title
VII liability limits</header><text>For Federal Government Title VII cases, the
liability limits for Federal workplace discrimination cases under Title VII is
$300,000 per each claim or alleged violation of said law adjudicated in favor
of the claimant, whether or not said violation sustains one or more additional
claims when considered in conjunction with other unlawful activity. Therefore,
claimants are not limited to $300,000 compensatory damage cap per case as
currently being interpreted by the Federal courts, but rather $300,000 per each
claim awarded in favor of the plaintiff in the entire case. Furthermore, Title
VII is only the exclusive remedy for workforce discrimination claims. Title VII
is not the exclusive source of Federal statutory, workforce rights or exclusive
remedy for their violation.</text>
</subsection><subsection id="HC0BB220DE8964EB9A3DEC0E96517901"><enum>(b)</enum><header>Relief</header><text>Should
an administrative agency or court find for the employee in a subsequent claim
and that the relief requested some or all was appropriate, the employee shall
be entitled to liquidated damages (after taxes) plus all reasonable fees to
attorneys. This shall not be considered a part of compensatory damages.
Entitlement to damages under this provision is a post judgment
proceeding.</text>
</subsection></section><section id="HC23259FBE3C040CEA6069D7E5E823C82"><enum>402.</enum><header>No immunity
from individual liability for Federal officials</header><text display-inline="no-display-inline">It shall not be a defense to a civil action
against an individual arising out of a violation of Title VII that the
individual was acting in the capacity of a Government officer and employee at
the time of the violation.</text>
</section>