117 S3426 IS: Department of State Inclusivity Act of 2021
U.S. Senate
2021-12-16
text/xml
EN
Pursuant to Title 17 Section 105 of the United States Code, this file is not subject to copyright protection and is in the public domain.
1.Short title; table of contents(a)This Act may be cited as the Department of State Inclusivity Act of 2021
.(b)The table of contents for this Act is as follows:Sec. 1. Short title; table of contents.TITLE I—A Diverse Workforce: Recruitment, Retention, and PromotionSec. 101. Definitions.Sec. 102. Office of the Chief Diversity and Inclusion Officer.Sec. 103. Collection, analysis, and dissemination of workforce data.Sec. 104. Workforce interviews.Sec. 105. Recruitment and retention.Sec. 106. Sense of Congress on support for equal employment opportunity and merit principles criteria.Sec. 107. Leadership engagement and accountability.Sec. 108. Professional development opportunities and tools.Sec. 109. Examination and oral assessment for the Foreign Service.Sec. 110. Sense of Congress on veterans' recruitment for the Foreign Service.Sec. 111. Department of State and USAID fellowships and programs.Sec. 112. Expansion of Diplomats in Residence Program.Sec. 113. Use of gender neutral terms in employee evaluation forms.Sec. 114. Voluntary participation.Sec. 115. Sense of Congress on diversity, equity, and inclusion in the foreign affairs workforce.Sec. 116. Employee assignment restrictions and preclusions.Sec. 117. Mentorship program.Sec. 118. Senior Executive Service Candidate Development Program.TITLE II—LOVE Act of 2021Sec. 201. Short title.Sec. 202. Findings.Sec. 203. Director General review.Sec. 204. Reports on reviews.Sec. 205. Establishment of Reconciliation Board.Sec. 206. Issuance of apology.Sec. 207. Establishment of permanent exhibit on the Lavender Scare.Sec. 208. Guidance on issuing visas.Sec. 209. Establishment of Advancement Board.TITLE III—SHAPE Act of 2021Sec. 301. Short title; rule of construction.Sec. 302. Department of State policy and procedures on prevention and response to harassment, discrimination, sexual assault, and related retaliation.Sec. 303. Reporting, documentation, and investigation procedures.Sec. 304. Sexual assault protocol and victim care.Sec. 305. Rights of employees harassed, discriminated against, retaliated against, or sexually assaulted.Sec. 306. Provision of climate surveys.Sec. 307. Reports to Congress, the Department, and the public.Sec. 308. Required training for Department personnel.Sec. 309. Hiring, vetting, and promotion.Sec. 310. Nondisclosure and nondisparagement agreements.Sec. 311. Sense of Congress on sexual harassment and assault prevention and eradication in the foreign affairs workforce.<enum>I</enum><header>A Diverse Workforce: Recruitment, Retention, and Promotion</header><section id="id1a5c6ba0779b40faa8103035a5aaabf6"><enum>101.</enum><header>Definitions</header><text display-inline="no-display-inline">In this title:</text><paragraph id="idd8cdda63c6c64c4ab6cbe675f078f7aa"><enum>(1)</enum><header>Applicant flow data</header><text>The term <term>applicant flow data</term> means data that tracks the rate of applications for job positions among demographic categories.</text></paragraph><paragraph id="id979ac771d9104e6d93eb0bf3747b568e"><enum>(2)</enum><header>Appropriate congressional committees</header><text>The term <term>appropriate congressional committees</term> means the Committee on Foreign Relations of the Senate and the Committee on Foreign Affairs of the House of Representatives. </text></paragraph><paragraph id="id0149ecaca3de485d9a7481dfed3466ff"><enum>(3)</enum><header>Demographic data</header><text>The term <term>demographic data</term> means facts or statistics relating to the demographic categories specified in the Office of Management and Budget statistical policy directive entitled <quote>Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity</quote> (81 Fed. Reg. 67398).</text></paragraph><paragraph id="idB0B8485D6A6E45ED8A4FEF98D21319EA"><enum>(4)</enum><header>Department</header><text>The term <term>Department</term> means the Department of State.</text></paragraph><paragraph id="idcccef46e09e242898aefab0e38896261"><enum>(5)</enum><header>Diversity</header><text>The term <term>diversity</term> means those classes of persons protected under the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000a">42 U.S.C. 2000a et seq.</external-xref>) and the Americans with Disabilities Act of 1990 (<external-xref legal-doc="usc" parsable-cite="usc/42/12101">42 U.S.C. 12101 et seq.</external-xref>).</text></paragraph><paragraph id="id4A148D320E6E46E68C0F1004D82171A8"><enum>(6)</enum><header>Secretary</header><text>The term <term>Secretary</term> means the Secretary of State.</text></paragraph><paragraph id="idb1a72776f2994092b030fd6f9463315c"><enum>(7)</enum><header>Workforce</header><text>The term <term>workforce</term> means—</text><subparagraph id="idfd04530b988e4e8a8f404376ad1c0f4c"><enum>(A)</enum><text>individuals serving in a position in the civil service (as defined in section 2101 of title 5, United States Code);</text></subparagraph><subparagraph id="id3e9ccfa0c4914a9486de754a44eb4f5e"><enum>(B)</enum><text>individuals who are members of the Foreign Service (as defined in section 103 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3902">22 U.S.C. 3902</external-xref>));</text></subparagraph><subparagraph id="idd3ca8b4cc4db4a54869cab3ef7c4488b"><enum>(C)</enum><text>all individuals serving under a personal services agreement or personal services contract;</text></subparagraph><subparagraph id="id6153e7a3102c4a81bd86dfb7973412fd"><enum>(D)</enum><text>all individuals serving under a Foreign Service Limited appointment under section 309 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3949">22 U.S.C. 3949</external-xref>); or</text></subparagraph><subparagraph id="id2b44baf8ef0549aebe74277caeb2e0a2"><enum>(E)</enum><text>individuals working in the Department of State under any other authority.</text></subparagraph></paragraph></section><section id="idC9C226A88F274EB7987069B8BBF46414"><enum>102.</enum><header>Office of the Chief Diversity and Inclusion Officer</header><text display-inline="no-display-inline">Section 1 of the State Department Basic Authorities Act of 1956 (<external-xref legal-doc="usc" parsable-cite="usc/22/2651a">22 U.S.C. 2651a</external-xref>) is amended—</text><paragraph id="idF9A762C74A3A412B9364F9EDE397E9DC"><enum>(1)</enum><text>by redesignating subsection (g) as subsection (h); and</text></paragraph><paragraph id="idFE46108001254A759BC6842FE8273B9D"><enum>(2)</enum><text>by inserting after subsection (f) the following new subsection:</text><quoted-block style="OLC" id="id3E7C63FD47384D3F8A56E292A924BA5D" act-name=""><subsection id="id2D6BE5D730DE4FB9B3BFB051739CFFFE"><enum>(g)</enum><header>Chief Diversity and Inclusion Officer</header><paragraph commented="no" display-inline="no-display-inline" id="ID60E2D3536F624DDE88518C9B57FAB689"><enum>(1)</enum><header>In general</header><text>There shall be established within the Department of State in the immediate office of the Secretary an Office of the Chief Diversity and Inclusion Officer, which shall have at least two additional members of staff. The head of the Office of the Chief Diversity and Inclusion Officer shall report directly to the Secretary. </text></paragraph><paragraph commented="no" display-inline="no-display-inline" id="id43FB61393288456DB126B0C3950468C0"><enum>(2)</enum><header>Duties</header><text>The Office of the Chief Diversity and Inclusion Officer shall—</text><subparagraph commented="no" display-inline="no-display-inline" id="id6A3BC002DE4A484D93770124A46D92EE"><enum>(A)</enum><text>lead the development and implementation of proactive diversity, equity, and inclusion initiatives in support of the Department’s strategic plan to create a culture for diversity, equity, and inclusion;</text></subparagraph><subparagraph id="idb7dde0a350bc47809ea65ac98a61410f"><enum>(B)</enum><text>work with the Office of Management and Budget to assess areas of improvement for recruitment and retention;</text></subparagraph><subparagraph id="id72d697f14cc54599a1eedce967ddc0b8"><enum>(C)</enum><text>ensure the recruitment and retention of a diverse workforce, including through collaboration with other Department offices and bureaus to support them in assessing potential barriers and developing recruitment and retention strategies;</text></subparagraph><subparagraph id="id355f1ae325ef4205b101bed1cc01a93a"><enum>(D)</enum><text>recommend training initiatives on cultural competency, gender differences, disability, sexual harassment, explicit and implicit bias, and other topics designed to increase awareness and support of equity and inclusion values;</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="id2FE956C8322045408793253725805649"><enum>(E)</enum><text>ensure the Department maintains compliance with all relevant and applicable laws and regulations; and</text></subparagraph><subparagraph commented="no" display-inline="no-display-inline" id="idEFA7A489595D4650A0042A30AFF31A7B"><enum>(F)</enum><text>coordinate and engage with the Office of Civil Rights and the Bureau of Global Talent Management as necessary.</text></subparagraph></paragraph></subsection><after-quoted-block>.</after-quoted-block></quoted-block></paragraph></section><section id="idbfbf8a2835e243869b7090314d09dbf9"><enum>103.</enum><header>Collection, analysis, and dissemination of workforce data</header><subsection id="idc01264243a154767af66a4b1f6057f79"><enum>(a)</enum><header>Initial report</header><text>Not later than 180 days after the date of the enactment of this Act, the Secretary shall, in consultation with the Director of the Office of Personnel Management and the Director of the Office of Management and Budget, submit to the appropriate congressional committees a report, which shall also be posted on a publicly available website of the Department in a searchable database format, that includes disaggregated demographic data and other information regarding the diversity of the workforce of the Department.</text></subsection><subsection id="id1fe5fd5fdb064f90b1dbc0abd4abc06c"><enum>(b)</enum><header>Data</header><text>The report under subsection (a) shall include the following data:</text><paragraph id="id69dcaaee92c6428f88adc09d9c22b0d1"><enum>(1)</enum><text>Demographic data on each element of the workforce of the Department, disaggregated by rank and grade or grade-equivalent, with respect to the following groups:</text><subparagraph id="id3dc7730808ed44a981e63b18c50a621b"><enum>(A)</enum><text>Applicants for positions in the Department.</text></subparagraph><subparagraph id="id5eb35eb760f346a9bb26ec3f68fba352"><enum>(B)</enum><text>Individuals hired to join the workforce.</text></subparagraph><subparagraph id="idafbb35a2d0e343a8a4fb873c889f6154"><enum>(C)</enum><text>Individuals promoted during the 2-year period ending on the date of the enactment of this Act, including promotions to and within the Senior Executive Service or the Senior Foreign Service.</text></subparagraph><subparagraph id="idda7d3711100c45c4a266c609c307210a"><enum>(D)</enum><text>Individuals serving on applicable selection boards.</text></subparagraph><subparagraph id="idb1e0573775d940289e7ddd6eaa3a21e6"><enum>(E)</enum><text>Members of any external advisory committee or board who are subject to appointment by individuals at senior positions in the Department.</text></subparagraph><subparagraph id="idbe0a06be4062425e874310fffc5879c5"><enum>(F)</enum><text>Individuals participating in professional development programs of the Department, and the extent to which such participants have been placed into senior positions within the Department after such participation.</text></subparagraph><subparagraph id="idae97551b0b89438ababe9a257e6b06a0"><enum>(G)</enum><text>Individuals participating in mentorship or retention programs.</text></subparagraph><subparagraph id="id2b22014234b84228b489a0d0af84c6fb"><enum>(H)</enum><text>Individuals who separated from the agency during the 2-year period ending on the date of the enactment of this Act, including individuals in the Senior Executive Service or the Senior Foreign Service.</text></subparagraph></paragraph><paragraph id="idddc6743bb67748f6bdd1deec2af7e003"><enum>(2)</enum><text>An assessment of agency compliance with the essential elements identified in Equal Employment Opportunity Commission Management Directive 715, effective October 1, 2003.</text></paragraph><paragraph id="id6fa9364f843543d3922defc0619b4bd7"><enum>(3)</enum><text>Data on the overall number of individuals who are part of the workforces of the Department of State overall and within each bureau of the Department, the percentages of such workforce corresponding to each element listed in section 101(6), and the percentages corresponding to each rank, grade, or grade-equivalent.</text></paragraph><paragraph id="id229126E405E1421185FDD0A8BD967D70"><enum>(4)</enum><text>Data on the promotion outcomes of women and racial or ethnic minorities in mid-career ranks of the workforce.</text></paragraph><paragraph id="id96b78346d37b4c7d8432d5791a63c6f2"><enum>(5)</enum><text>Demographic data, disaggregated by rank and grade or grade-equivalent, of contractors and subcontractors, as well as the nongovernmental organizations and civil society organizations that win bids or obtain contracts and grants and serve as subcontractors. </text></paragraph></subsection><subsection id="id271d9feecbcf400da719e640b7c8f58a"><enum>(c)</enum><header>Recommendation</header><text>The Secretary may include in the report under subsection (a) a recommendation to the Director of the Office of Management and Budget and to the appropriate congressional committees regarding whether the Department should collect more detailed data on demographic categories in addition to the race and ethnicity categories specified in the Office of Management and Budget statistical policy directive entitled <quote>Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity</quote> (81 Fed. Reg. 67398).</text></subsection><subsection id="id076b6cb2a3c24c37a699451a1dda7a66"><enum>(d)</enum><header>Other contents</header><text>The report under subsection (a) shall also describe the efforts of the Department—</text><paragraph id="idf633e89eac894638b2312fca554d0651"><enum>(1)</enum><text>to propagate fairness, impartiality, and inclusion in the work environment, both domestically and abroad;</text></paragraph><paragraph id="id6c4ba5cbc03d4a3aa45ae02c63e3f9ea"><enum>(2)</enum><text>to enforce anti-harassment and anti-discrimination policies;</text></paragraph><paragraph id="id7889e3a533a24185972e27a9887d9a27"><enum>(3)</enum><text>to refrain from engaging in unlawful discrimination in any phase of the employment process, including recruitment, hiring, evaluation, assignments, promotion, retention, and training;</text></paragraph><paragraph id="id569eda09d008441692b754b9df6f79c2"><enum>(4)</enum><text>to prevent retaliation against employees for participating in a protected equal employment opportunity activity;</text></paragraph><paragraph id="idb2f8e3e695f54ce3acb64444c3e51aa4"><enum>(5)</enum><text>to provide reasonable accommodation for qualified employees and applicants with disabilities; and</text></paragraph><paragraph id="id29ecda683451438ca8dcd1c6620e0903"><enum>(6)</enum><text>to recruit a representative workforce by—</text><subparagraph id="idbbb6e393b9bf41d7b8f2039d94cbed1f"><enum>(A)</enum><text>recruiting women and minorities;</text></subparagraph><subparagraph id="id6037a2b4a82546988e4c08d8d4d9bc7d"><enum>(B)</enum><text>recruiting at women’s colleges, historically Black colleges and universities, minority-serving institutions, and other institutions serving a significant percentage of minority students;</text></subparagraph><subparagraph id="idafcf3bd375e3410596f8fa41cc96166e"><enum>(C)</enum><text>placing job advertisements in newspapers, magazines, and job sites oriented toward women and minorities;</text></subparagraph><subparagraph id="id6bfac764ae8b409ebfe3944246fddd9e"><enum>(D)</enum><text>sponsoring and recruiting at job fairs in urban and rural communities and land-grant colleges or universities;</text></subparagraph><subparagraph id="id48ad5b4a6c9c4ca2806fc1bd2f6f287c"><enum>(E)</enum><text>providing opportunities through the Foreign Service Internship Program under chapter 12 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/4141">22 U.S.C. 4141 et seq.</external-xref>) and other hiring initiatives, including a description of efforts to provide opportunities for paid internships;</text></subparagraph><subparagraph id="id51a8c6edad564f7daa327fce8a59ee22"><enum>(F)</enum><text>recruiting mid-level and senior-level professionals through programs designed to increase minority representation in international affairs;</text></subparagraph><subparagraph id="id1b21dc8305ea4d77872dbf5bbf77322d"><enum>(G)</enum><text>offering the Foreign Service written and oral assessment examinations in multiple locations throughout the United States to reduce the burden of applicants having to travel at their own expense to take either or both such examinations; and</text></subparagraph><subparagraph id="id36e7285c2bcb4a948c7a6c0a907eb924"><enum>(H)</enum><text>supporting recruiting and hiring opportunities including through—</text><clause id="id558b50c47ebf409b920727f17814e30b"><enum>(i)</enum><text>the Charles B. Rangel International Affairs Fellowship Program;</text></clause><clause id="id35fd6c8bc7914e769e68fd1d6151ba11"><enum>(ii)</enum><text>the Thomas R. Pickering Foreign Affairs Fellowship Program;</text></clause><clause id="id056458FFD15F4F0C98926282318AF4A1"><enum>(iii)</enum><text>the International Career Advancement Program; and</text></clause><clause id="ided161029428a471aa393e7cd21791285"><enum>(iv)</enum><text>other initiatives, including agency-wide policy initiatives.</text></clause></subparagraph></paragraph></subsection><subsection id="iddcaeb6a442d44853b2824a00936cddfb"><enum>(e)</enum><header>Annual updates</header><text>Not later than one year after the publication of the report required under subsection (a), and annually thereafter for five years, the Secretary shall, in consultation with the Director of the Office of Personnel Management and the Director of the Office of Management and Budget, provide a report to the appropriate congressional committees, which shall be posted on the Department’s website and may be included in another annual report required under another provision of law, that includes—</text><paragraph id="id12457c232d414a8ca54b4e14af538848"><enum>(1)</enum><text>disaggregated demographic data relating to the workforce and information on the status of diversity and inclusion efforts of the Department;</text></paragraph><paragraph id="id4819934afc6b4dcd82bc4def33a426e1"><enum>(2)</enum><text>an analysis of applicant flow data; and</text></paragraph><paragraph id="id301a250ebdcb4b44886e30c7783963d5"><enum>(3)</enum><text>disaggregated demographic data relating to participants in professional development programs of the Department and the rate of placement into senior positions for participants in such programs.</text></paragraph></subsection></section><section id="id05e3f0263b8844d085facf4431e80d63"><enum>104.</enum><header>Workforce interviews</header><subsection id="id2c69d71b77ae4ec59f8f779a7b017bab"><enum>(a)</enum><header>Retained members</header><text>The Director General of the Foreign Service and the Director of the Bureau of Global Talent Management of the Department should conduct periodic interviews with a representative and diverse cross-section of the workforce of the Department—</text><paragraph id="id726ea8093f30455e8063df5437131b52"><enum>(1)</enum><text>to understand the reasons of individuals in such workforce for remaining in a position in the Department; and</text></paragraph><paragraph id="id2744c15c7f7745a4abff746d56c1ea6d"><enum>(2)</enum><text>to receive feedback on workplace policies, professional development opportunities, and other issues affecting the decision of individuals in the workforce to remain in the Department.</text></paragraph></subsection><subsection id="id19b4e9d73c584877aeedaaafb3094142"><enum>(b)</enum><header>Departing members</header><text>The Director General of the Foreign Service and the Director of the Bureau of Global Talent Management shall provide an opportunity for an exit interview to each individual in the workforce of the Department who separates from service with the Department to better understand the reasons of such individual for leaving such service.</text></subsection><subsection id="id57984c49263349aa85978fad99e773b9"><enum>(c)</enum><header>Use of analysis from interviews</header><text>The Director General of the Foreign Service and the Director of the Bureau of Global Talent Management shall analyze demographic data and other information obtained through interviews under subsections (a) and (b) to determine—</text><paragraph id="id2d9d1cab6f24420aaab7e3394664636d"><enum>(1)</enum><text>to what extent, if any, the diversity of those conducting the interviews impacts the results; and</text></paragraph><paragraph id="id0475a34be47e4f5086a123fc09d7d05a"><enum>(2)</enum><text>whether to implement any policy changes or include any recommendations in a report required under subsection (a) or (e) of section 102 relating to the determination reached pursuant to paragraph (1).</text></paragraph></subsection><subsection id="ida328479ebc224d47a4501dc0fc085455"><enum>(d)</enum><header>Tracking data</header><text>The Chief Diversity Officer shall—</text><paragraph id="ida130e5145ba14496adff8d02d0e211f4"><enum>(1)</enum><text>track demographic data relating to participants in professional development programs and the rate of placement into senior positions for participants in such programs;</text></paragraph><paragraph id="idf97769d3bc274fe5aeff68b4872ebb53"><enum>(2)</enum><text>annually evaluate such data—</text><subparagraph id="idb1283d2fb200483fb3df83ec571722d0"><enum>(A)</enum><text>to identify ways to improve outreach and recruitment for such programs, consistent with merit system principles; and</text></subparagraph><subparagraph id="idd7919ad5563048a7b0facd7e4ace6d1c"><enum>(B)</enum><text>to understand the extent to which participation in any professional development program offered or sponsored by the Department differs among the demographic categories of the workforce; and</text></subparagraph></paragraph><paragraph id="iddb950bc704514349b628833a2ea8d1b4"><enum>(3)</enum><text>actively encourage participation from a range of demographic categories, especially from categories with consistently low participation, in such professional development programs.</text></paragraph></subsection></section><section id="idbcf782fe45a446eb8a776319b50e54ef"><enum>105.</enum><header>Recruitment and retention</header><subsection id="idaf2f455dc42641b7887233b8018fd45f"><enum>(a)</enum><header>In general</header><text>The Secretary should—</text><paragraph id="ide7e54f2435f04999beaa00f74c3520db"><enum>(1)</enum><text>continue to seek a diverse and talented pool of applicants; and</text></paragraph><paragraph id="id301917cc72244f46b1c76c914729c1dc"><enum>(2)</enum><text>instruct the Director General of the Foreign Service and the Director of the Bureau of Global Talent Management of the Department to have a plan of action for the recruitment of people belonging to traditionally underrepresented groups, which should include outreach at appropriate colleges, universities, affinity groups, and professional associations.</text></paragraph></subsection><subsection id="id5a93cde5a2994ca1973404fc988bc63b"><enum>(b)</enum><header>Scope</header><text>The diversity recruitment initiatives described in subsection (a) should include—</text><paragraph id="id286fef762d604c36a8f56311463b1b04"><enum>(1)</enum><text>recruiting at women’s colleges, historically Black colleges and universities, minority-serving institutions, and other institutions serving a significant percentage of minority students;</text></paragraph><paragraph id="id81b24685b93c42f883db1d7ec7705e5a"><enum>(2)</enum><text>placing job advertisements in newspapers, magazines, and job sites oriented toward diverse groups;</text></paragraph><paragraph id="id2c5c2db8a3484f7888c7379ae8170f05"><enum>(3)</enum><text>sponsoring and recruiting at job fairs in urban and rural communities and land-grant colleges or universities;</text></paragraph><paragraph id="id1e2d6fb74b2e44e6960497f91c74a6ee"><enum>(4)</enum><text>providing opportunities through highly respected, international leadership programs, that focus on diversity recruitment and retention; and</text></paragraph><paragraph id="idc59200860a9f41a98f493adaf221c4b7"><enum>(5)</enum><text>cultivating partnerships with organizations dedicated to the advancement of the profession of international affairs and national security to advance shared diversity goals.</text></paragraph></subsection><subsection id="idf2fbbfa0a95f4f5591cb1f7064cc0b32"><enum>(c)</enum><header>Expand training on anti-Harassment and anti-Discrimination</header><paragraph id="id5883fde6514143d0873243d85e1d935c"><enum>(1)</enum><header>In general</header><text>The Secretary shall, through the Foreign Service Institute and other educational and training opportunities—</text><subparagraph id="id2f0e4ef17eba49b8a708b83ded706b61"><enum>(A)</enum><text>expand the provision of training on workplace rights and responsibilities to focus on anti-harassment and anti-discrimination information and policies;</text></subparagraph><subparagraph id="id98B7227BFFF3461182FAA3660E76E37B"><enum>(B)</enum><text>expand the provision of training on workplace rights and responsibilities to focus on explicit and implicit bias, including training on the effects of bias; and </text></subparagraph><subparagraph id="id6e282368896d4fb38736a95e05876e6e"><enum>(C)</enum><text>make such expanded training mandatory for—</text><clause id="id37ecc7ce9b9a4caba3a1ac4bd0888965"><enum>(i)</enum><text>individuals in senior and supervisory positions; and</text></clause><clause id="id6fab3a7945c4465783c16c2211cf39d7"><enum>(ii)</enum><text>individuals having responsibilities related to recruitment, retention, or promotion of employees.</text></clause></subparagraph></paragraph><paragraph id="id416b772d8a514d188096cdd90dc52cf1"><enum>(2)</enum><header>Best practices</header><text>Each agency shall give special attention to ensuring the continuous incorporation of evidence-based best practices in training provided under this subsection.</text></paragraph></subsection></section><section id="id9303C6F6F805475AA2BFFD9AF03EEEC0"><enum>106.</enum><header>Sense of Congress on support for equal employment opportunity and merit principles criteria</header><text display-inline="no-display-inline">It is the sense of Congress that—</text><paragraph id="id2a7f8c52d46742f3af37eed4774f7d02"><enum>(1)</enum><text>the <quote>support for equal employment opportunity and merit principles</quote> criteria for tenure and promotion in the Foreign Service is critical to promoting a more diverse Foreign Service;</text></paragraph><paragraph id="idabe11c07c57c43b880511ae731347d84"><enum>(2)</enum><text>equal employment opportunity and merit principles criteria for tenure and promotion in the Civil Service is critical to promoting a more diverse Civil Service; and</text></paragraph><paragraph id="id2338591c1b564ba6bec0893c07e6ddde"><enum>(3)</enum><text>the Department should—</text><subparagraph id="ide8cc63ca3c1d4281ab2850f64ba73e1b"><enum>(A)</enum><text>develop mechanisms to ensure that the Foreign Service promotion list appropriately promotes a diverse workforce;</text></subparagraph><subparagraph id="id33ace05688b649c79a45ac792ff6dd3a"><enum>(B)</enum><text>develop mechanisms to ensure that the Civil Service appropriately promotes a diverse workforce;</text></subparagraph><subparagraph id="id74a7e15b703e4ad19eeb99d3dcf7a679"><enum>(C)</enum><text>establish criteria within the Foreign Service Employee Evaluation Report that include evaluating the support of Foreign Service officers for equal employment opportunities; and</text></subparagraph><subparagraph id="id96D85A6D9D9C412C9B9BCE2C821772D9"><enum>(D)</enum><text>establish criteria to evaluate the support of Civil Service officers for equal employment opportunities.</text></subparagraph></paragraph></section><section id="id806ad8da9c1b47bd922a5f5d54ec7cd8"><enum>107.</enum><header>Leadership engagement and accountability</header><subsection id="id1345e530f7bd4a5eba878d514b76f22c"><enum>(a)</enum><header>Reward and recognize efforts To promote diversity and inclusion</header><paragraph id="id4739ca8f289c46c7a6c0855a24b0b44b"><enum>(1)</enum><header>In general</header><text>The Secretary shall implement performance and advancement requirements that reward and recognize the efforts of individuals in senior positions and supervisors in the Department in fostering an inclusive environment and cultivating talent consistent with merit system principles, such as through participation in mentoring programs or sponsorship initiatives, recruitment events, and other similar opportunities. </text></paragraph><paragraph id="id4e0fc8d5c7214dcdac789f49e1ec8850"><enum>(2)</enum><header>Outreach events</header><text>The Secretary shall create opportunities for individuals in senior positions and supervisors in the Department to participate in outreach events and to discuss issues relating to diversity and inclusion within the workforce on a regular basis, including with employee resource groups. </text></paragraph></subsection><subsection id="id50cd55f6955e4e0a9e5b2a947a8798fb"><enum>(b)</enum><header>Sense of Congress on external advisory committees and boards</header><text>It is the sense of Congress that the Secretary should ensure that qualified teams that represent the diversity of the Department review in advance appointments to external advisory committees or boards by senior officials in the Department.</text></subsection></section><section id="id3abb9ecee96245fab3c46756e0850a11"><enum>108.</enum><header>Professional development opportunities and tools</header><subsection id="id840b9fc2763940cbb870254fccb272ef"><enum>(a)</enum><header>Expand provision of professional development and career advancement opportunities</header><text>The Secretary is authorized to expand professional development opportunities that support the mission needs of the Department, such as— </text><paragraph id="idd335296a981f4d7e85422a2883e4c06b"><enum>(1)</enum><text>academic programs;</text></paragraph><paragraph id="id2f88d38987df41c7b619d4760cc68a4d"><enum>(2)</enum><text>private-public exchanges; and</text></paragraph><paragraph id="id1b7e073b96994b63a970d008f0fe83df"><enum>(3)</enum><text>detail assignments to relevant positions in—</text><subparagraph id="id1194406398c144d8b6664f8f348cda66"><enum>(A)</enum><text>private or international organizations;</text></subparagraph><subparagraph id="idb1effc82d9764f8b957091c0cbf18e2a"><enum>(B)</enum><text>State, local, and Tribal governments;</text></subparagraph><subparagraph id="id901c5f9ec7f14af980f6c5e152b1d67f"><enum>(C)</enum><text>other branches of the Federal Government; or </text></subparagraph><subparagraph id="id5b57ba2569484faf91e2c7a37c648df3"><enum>(D)</enum><text>schools of international affairs or those with related programs.</text></subparagraph></paragraph></subsection><subsection id="idd87d2e8df27a43d0a05dff1837edfd04"><enum>(b)</enum><header>Training for senior positions</header><paragraph id="id6867a6a19cdf40eaa0a67d99f5b3e6ce"><enum>(1)</enum><header>In general</header><text>The Secretary shall offer, or sponsor members of the workforce to participate in, a Senior Executive Service candidate development program or other program that trains members on the skills required for appointment to senior positions in the Department. </text></paragraph><paragraph id="id7bf8134019f64fa6ab2cbb8207f4ddb2"><enum>(2)</enum><header>Requirements</header><text>In determining which members of the workforce are granted professional development or career advancement opportunities under paragraph (1), the Secretary shall— </text><subparagraph id="id286c083731e74dd6919729815d1056c2"><enum>(A)</enum><text>ensure any program offered or sponsored by the Department under such subparagraph comports with the requirements of subpart C of part 412 of title 5, Code of Federal Regulations, or any successor thereto, including merit staffing and assessment requirements; </text></subparagraph><subparagraph id="idfad517dd335644c0a4cde9c2141c4b96"><enum>(B)</enum><text>consider the number of expected vacancies in senior positions as a factor in determining the number of candidates to select for such programs; </text></subparagraph><subparagraph id="ida3df3bf78807457eba5bc2df03945738"><enum>(C)</enum><text>understand how participation in any program offered or sponsored by the Department under such subparagraph differs by gender, race, national origin, disability status, or other demographic categories; and </text></subparagraph><subparagraph id="ideedac4b0367c42b98c7e7f08aec5f3e5"><enum>(D)</enum><text>actively encourage participation from a range of demographic categories, especially from categories with consistently low participation. </text></subparagraph></paragraph></subsection></section><section id="id2ddcc17fb22a437490061b90073dc19f"><enum>109.</enum><header>Examination and oral assessment for the Foreign Service</header><subsection id="idf44e939709174628a6ffbc85160360c2"><enum>(a)</enum><header>Sense of congress</header><text>It is the sense of Congress that the Department should offer both the Foreign Service written examination and oral assessment in more locations throughout the United States. Doing so would ease the financial burden on potential candidates who do not currently reside in and must travel at their own expense to one of the few locations where these assessments are offered. </text></subsection><subsection id="id41d4ad9402d44ed88abd98dbfaa74b03"><enum>(b)</enum><header>Foreign service examinations</header><text>Section 301(b) of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3941">22 U.S.C. 3941</external-xref>) is amended—</text><paragraph id="id935C819306AA46E8B7F4F614BEDDC2B2"><enum>(1)</enum><text> by striking <quote>The Secretary</quote> and inserting: <quote>(1) The Secretary</quote>; and </text></paragraph><paragraph id="id4fbc2012882d4d56942be70bb8185ded"><enum>(2)</enum><text>by adding at the end the following new paragraphs:</text><quoted-block style="OLC" display-inline="no-display-inline" id="idB0D4ABFF12D54AD99E113361E9D9473F"><paragraph id="id8af8f4b7d54a469596a732702e29a02f" indent="up1"><enum>(2)</enum><text>The Secretary shall ensure that the Board of Examiners for the Foreign Service annually offers the oral assessment examinations described in paragraph (1) in cities, chosen on a rotating basis, located in at least three different time zones across the United States, and that those examinations give sufficient weight to a candidate’s commitment to inclusion and diversity.</text></paragraph><paragraph indent="up1" id="id5322B5B9B1974C1997147B862CAB7EE3"><enum>(3)</enum><text>The Secretary shall consider whether participants in Department fellowship programs should be required to take oral examinations, and whether there is any justification for requiring certain, but not all, fellowship participants to take such examinations.</text></paragraph><after-quoted-block>.</after-quoted-block></quoted-block></paragraph></subsection></section><section id="ida6a222b0c0b44dd7869b4fd66cd86088"><enum>110.</enum><header>Sense of Congress on veterans' recruitment for the Foreign Service</header><text display-inline="no-display-inline">It is the sense of Congress that the Foreign Service exam should be offered in multiple diverse locations, at least in three different time zones in a calendar year, to encourage more accessibility to the test, especially for veterans and members of the United States Armed Forces transitioning to civilian life.</text></section><section id="id98caf4b38cbf47f99c2c50699b44ce3f"><enum>111.</enum><header>Department of State and USAID fellowships and programs</header><subsection id="ida166a3642ff041628385f47495e334e1"><enum>(a)</enum><header>Education grants</header><text>The Secretary of State may make grants to postsecondary educational institutions, including minority-serving institutions, or students for the purpose of increasing knowledge and awareness of and interest in employment with the Civil Service. To the extent possible, the Secretary shall give special emphasis to promoting such knowledge and awareness of, and interest in employment with, the Civil Service among minority students. Any grants awarded shall be made pursuant to regulations to be established by the Secretary of State, which shall provide for a limit on the size of any specific grant and, regarding any grants to individuals, shall ensure that no grant recipient receives an amount of grants from one or more Federal programs which in the aggregate would exceed the cost of his, her, or their education and shall require satisfactory educational progress by grantees as a condition of eligibility for continued receipt of grant funds.</text></subsection><subsection id="id3d2f4e1169f244f98f6e7bc0467ae528"><enum>(b)</enum><header>Donald M. Payne International Development Fellowship Program</header><text>Undergraduate and graduate components of the Donald M. Payne International Development Fellowship Program are authorized and encouraged to conduct outreach to attract outstanding students with an interest in pursuing a Foreign Service career who represent diverse ethnic and socioeconomic backgrounds.</text></subsection><subsection id="idfc864a8e78fd4a7fac8aa7da9a3bfdb3"><enum>(c)</enum><header>Review of past programs</header><text>The Secretary of State and the Administrator of the United States Agency for International Development shall review past and present programs, including the Donald M. Payne International Development Fellowship Program, the Thomas R. Pickering Fellowship in International Affairs, and the Charles B. Rangel International Affairs Program, designed to increase minority representation in international affairs positions.</text></subsection></section><section id="id2918FCB4871E4DEA99E97344E0D0246D"><enum>112.</enum><header>Expansion of Diplomats in Residence Program</header><text display-inline="no-display-inline">Not later than one year after the date of the enactment of this Act, the Secretary of State shall double the number of diplomats in the Diplomats in Residence Program as of the date of the enactment of this Act.</text></section><section id="idCECC2B665F80423F8B11152CA4A51CB5"><enum>113.</enum><header>Use of gender neutral terms in employee evaluation forms</header><text display-inline="no-display-inline">The Secretary shall develop a pilot program to use gender neutral terms in employee evaluation forms.</text></section><section id="ided888b665d9b47d7ac8ae7dd84ad48dc"><enum>114.</enum><header>Voluntary participation</header><subsection id="id5d0834c06b0a46918054c818b3047d49"><enum>(a)</enum><header>In general</header><text>Nothing in this title shall be construed so as to compel any Department personnel to participate in the collection of the data or divulge any personal information. Department employees shall be informed that their participation in the data collection contemplated by this title is voluntary.</text></subsection><subsection id="id15f6790dd6814c42af9eaa6020688cd8"><enum>(b)</enum><header>Privacy protection</header><text>Any data collected under this title shall be subject to the relevant privacy protection statutes and regulations applicable to Federal employees.</text></subsection></section><section id="idd87260c5a29b49b49bbc6efc450c950f"><enum>115.</enum><header>Sense of Congress on diversity, equity, and inclusion in the foreign affairs workforce</header><text display-inline="no-display-inline">It is the sense of Congress that the foreign affairs workforce, including the United States Agency for International Development, the Broadcasting Board of Governors, the Peace Corps, the Development Finance Corporation, and the Millennium Challenge Corporation, should take significant steps to improve diversity, equity, and inclusion in their workforce, especially as it relates to recruitment, retention, and promotion. </text></section><section id="idb2126025e96d43b9965bbb029c74a694"><enum>116.</enum><header>Employee assignment restrictions and preclusions</header><subsection id="id59a3dad9c1ce458bbee1a9112f083fc2"><enum>(a)</enum><header>Sense of Congress</header><text>It is the sense of Congress that the Department of State should expand the appeal process it makes available to employees related to assignment preclusions and restrictions.</text></subsection><subsection id="iddd1a648156fe4845863659ff334e35c6"><enum>(b)</enum><header>Appeals of assignment restriction or preclusion</header><text>Section 414(a) of the Department of State Authorities Act, Fiscal Year 2017 (<external-xref legal-doc="usc" parsable-cite="usc/22/2734c">22 U.S.C. 2734c(a)</external-xref>) is amended by adding at the end the following: <quote>The right and process shall ensure that any employee subjected to an assignment restriction or preclusion shall have the same appeal rights as provided by the Department regarding denial or revocation of a security clearance, including the participation of the Chief Diversity and Inclusion Officer serving on the Security Appeals Panel as part of any appeals process. Any such appeal shall be resolved not later than 60 days after the appeal is filed.</quote>.</text></subsection></section><section id="id47588dcd5d7d4cb29312920dea0d0e87"><enum>117.</enum><header>Mentorship program</header><subsection id="id832120237f564f0bbcc82da51b0dd68c"><enum>(a)</enum><header>In general</header><text>The Foreign Service Act of 1980 is amended by inserting after section 708 (<external-xref legal-doc="usc" parsable-cite="usc/22/4028">22 U.S.C. 4028</external-xref>) the following new section:</text><quoted-block style="OLC" display-inline="no-display-inline" id="id7761b38fdc3d4f0ca66b4b59ab76d5ee"><section id="id5c63bf0738194a78875268e740ce513b"><enum>709.</enum><header>Mentorship program</header><subsection id="id1a2ca1710ccd42789465351195fcd771"><enum>(a)</enum><header>In general</header><text>The Secretary of State shall establish in the Department of State a mentorship program to match interested participants who are—</text><paragraph id="id0683c8293b7c4e95af6f2feff4f4ebfc"><enum>(1)</enum><text>entry-level members of the Foreign Service; and</text></paragraph><paragraph id="id894d81df9e704f28a8ad3100954396c6"><enum>(2)</enum><text>mid-level members of the Foreign Service.</text></paragraph></subsection><subsection id="id88dccafc90894f98881762b833c6d0f1"><enum>(b)</enum><header>Duration</header><text>Individuals participating in the mentorship program under this section should participate for a minimum of two years.</text></subsection><subsection id="idddffb1d1a47e4252bd9b05f52c15a2ee"><enum>(c)</enum><header>Employee Affinity Groups</header><text>Members of Employee Affinity Groups shall be encouraged to participate in the mentorship program established under this section.</text></subsection><subsection id="id65d26ecc111c4fc9a238cceae7a86fbc"><enum>(d)</enum><text>Service as a mentor in the mentorship program may be considered as satisfying the criteria described in section 603(b)(1).</text></subsection></section><after-quoted-block>.</after-quoted-block></quoted-block></subsection><subsection id="id11f39bf654d64f89a9f440e0eea6b6ac"><enum>(b)</enum><header>Clerical amendment</header><text>The table of contents in section 2 of the Foreign Service Act of 1980 is amended by inserting after the item relating to section 708 the following new item:</text><quoted-block style="OLC" id="id0c468dfe-65d6-4419-9937-8cf8de7c9da2"><toc><toc-entry level="section">Sec. 709. Mentorship program.</toc-entry></toc><after-quoted-block>.</after-quoted-block></quoted-block></subsection><subsection id="id33d43cdd1bc44bd0bebd6ce1349076d1"><enum>(c)</enum><header>Mentorship program for civil service</header><paragraph id="id21a5d669c8c541d1b42691fe17acea31"><enum>(1)</enum><header>In general</header><text>The Secretary of State shall establish a mentorship program to match mentors with interested participants who are—</text><subparagraph id="idcead31227a9d48559f97814fe96af170"><enum>(A)</enum><text>members of the civil service at the GS–12 level and below; and</text></subparagraph><subparagraph id="id124486b1ee4d41edb7b62fcbf4163f75"><enum>(B)</enum><text>members of the civil service from at the GS–13 level to the GS–15 level.</text></subparagraph></paragraph><paragraph id="id3eb60a5606bb41de80d9c36aa2849318"><enum>(2)</enum><header>Duration</header><text>Individuals participating in the civil service mentorship program under paragraph (1) should participate for a minimum of two years.</text></paragraph><paragraph id="id32292190b49142acb643a9426585215b"><enum>(3)</enum><header>Inclusion of employee affinity groups</header><text>Members of employee affinity groups shall be encouraged to participate in the civil service mentorship program established under paragraph (1).</text></paragraph></subsection></section><section id="id26a995d32de34025b4ea404185321942"><enum>118.</enum><header>Senior Executive Service Candidate Development Program</header><subsection id="ideef31f2c483e4c55ba062efacb8defd6"><enum>(a)</enum><header>In general</header><text>The Secretary of State shall offer the Senior Executive Service Candidate Development Program every three years to members of the civil service at the Department of State at the GS–14 and GS–15 levels.</text></subsection><subsection id="id2fd3c56120d14480969355f1f535cd00"><enum>(b)</enum><header>Report</header><text>The Secretary of State shall submit to the Committee on Foreign Relations of the Senate and the Committee on Foreign Affairs of the House of Representatives a report detailing disaggregated demographic information of candidates referred by each bureau of the Department of State to interview for the Senior Executive Service, including de-identified demographic information, disaggregated by bureau, relating to the diversity of such candidates. </text></subsection></section><enum>II</enum><header>LOVE Act of 2021</header><section id="idA08E45A0EE3646FB82D396D380A6CDE9"><enum>201.</enum><header>Short title</header><text display-inline="no-display-inline">This title may be cited as the <quote><short-title>Lavender Offense Victim Exoneration Act of 2021</short-title></quote> or the <quote><short-title>LOVE Act of 2021</short-title></quote>.</text></section><section id="id18364b8de00f40d6b36b9df5557904a5"><enum>202.</enum><header>Findings</header><text display-inline="no-display-inline"> Congress makes the following findings: </text><paragraph id="id0249e4da8c1c490da35d00586621ce92"><enum>(1)</enum><text>During the so-called <quote>Lavender Scare</quote>, at least 1,000 people were wrongfully dismissed from the Department of State for alleged homosexuality during the 1950s and well into the 1960s. </text></paragraph><paragraph id="id3aa0e01a811846f7837e9cb83c0cc25b"><enum>(2)</enum><text>According to the Department of State’s Bureau of Diplomatic Security, Department of State employees were forced out of the Department on the grounds that their sexual orientation ostensibly made them vulnerable to blackmail and rendered them security risks.</text></paragraph><paragraph id="id53b4264a9dcc4413b2195ec8a85d17d2"><enum>(3)</enum><text>In addition to those wrongfully terminated, many other patriotic Americans were prevented from joining the Department due to a screening process that was put in place to prevent the hiring of those who, according to the findings of the Bureau of Diplomatic Security, “seemed like they might be gay or lesbian”. </text></paragraph><paragraph id="idc87afa2faf454e99bacef80beda733e2"><enum>(4)</enum><text>Congress bears some responsibility for these discriminatory actions as the Department’s actions were in part a response to congressional investigations into <quote>sex perversion of Federal employees</quote>, reports on the employment of <quote>moral perverts by Government Agencies</quote>, hearings and pressure placed on the Department through the appropriations process and congressional complaints that Foggy Bottom was <quote>rampant with homosexuals who were sympathetic to Communism and vulnerable to blackmail</quote>.</text></paragraph><paragraph id="ide46d91332a124346bd9a65997361dd58"><enum>(5)</enum><text>Between 1950 and 1969, the Department of State was required to report on the number of homosexuals fired each year as part of their annual appeals before the Committees on Appropriations. </text></paragraph><paragraph id="idf2055151a70747cdbdc0f0c8040b85b0"><enum>(6)</enum><text>Although the worst effects of the <quote>Lavender Scare</quote> are behind us, as recently as the early 1990s, the Department of State's diplomatic security office was investigating State personnel thought to be gay and driving them out of government service as <quote>security risks</quote>. </text></paragraph><paragraph id="id202e9570835a4f9caa1b1eebb173c98d"><enum>(7)</enum><text>In 1994, Secretary of State Warren Christopher issued a prohibition against discrimination at the Department of State, including that based on sexual orientation. </text></paragraph><paragraph id="id9925a7bff05745ef983c6b60f415dabc"><enum>(8)</enum><text>In 1998, President William Jefferson Clinton signed Executive Order 13087 barring discrimination on the basis of sexual orientation. </text></paragraph><paragraph id="id1b9995ae194b45ec8d5bce73b54a881c"><enum>(9)</enum><text>On January 9, 2017, Secretary of State John Kerry issued a statement regarding the <quote>Lavender Scare</quote>, saying, <quote>On behalf of the Department, I apologize to those who were impacted by the practices of the past and reaffirm the Department's steadfast commitment to diversity and inclusion for all our employees, including members of the LGBTI community.</quote>. </text></paragraph></section><section id="id0a0eb3c6ffa748dfb35baa24aa0fbcc6"><enum>203.</enum><header>Director General review</header><subsection id="idc1e7873f81a64205839b43b708d1e99a"><enum>(a)</enum><header>Review</header><text>The Director General of the Foreign Service and Director of the Bureau of Global Talent Management of the Department of State, in consultation with the Historian of the Department of State, shall review all employee terminations that occurred after January 1, 1950, to determine who was wrongfully terminated owing to their sexual orientation or gender identity, whether real or perceived.</text></subsection><subsection id="ida78e728493554ef2b0fecadf858d801b"><enum>(b)</enum><header>Report</header><text>Not later than 270 days after the date of the enactment of this Act, the Director General shall, consistent with applicable privacy regulations, compile the information required under subsection (a) in a publicly available report. The report shall include historical statements made by officials of the Department of State and Congress encouraging and implementing policies and tactics that led to the termination of employees due to their sexual orientation or gender identity.</text></subsection></section><section id="ide4c98e7f25a64a38a1827e3e980afcaf"><enum>204.</enum><header>Reports on reviews</header><subsection id="idadeeb9869239400da9bd5378c758308a"><enum>(a)</enum><header>Reviews</header><text>The Secretary of State shall conduct reviews of the consistency and uniformity of the reviews conducted by the Director General under section 203. </text></subsection><subsection id="id65955e4f160a4a89b1e9f1c5baf8b21d"><enum>(b)</enum><header>Reports</header><text>Not later than 270 days after the date of the enactment of this Act, and annually thereafter for 2 years, the Secretary shall submit to Congress a report on the reviews conducted under section 203. Each report shall include any comments or recommendations for continued actions. </text></subsection></section><section id="id8f91bfed940c4e2aa23c36fa95e41c93"><enum>205.</enum><header>Establishment of Reconciliation Board</header><subsection id="id651e3187db104d0aa65a3ba9b88f95e3"><enum>(a)</enum><header>Establishment</header><text>The Secretary of State shall establish, within the Office of Civil Rights of the Department of State, an independent Reconciliation Board to review the reports released by the Director General of the Foreign Service and the Director of the Bureau of Global Talent Management under section 203(b).</text></subsection><subsection id="id94334330070e4ef98a4174821812b2d2"><enum>(b)</enum><header>Duties</header><text>The Reconciliation Board shall—</text><paragraph id="idD9073641EC044C829B7EC203DD07146A"><enum>(1)</enum><text>consistent with applicable privacy regulations, contact all employees found to be fired due to the <quote>Lavender Scare</quote> or, in the case of deceased former employees, the family members of the employees, to inform them that their termination from the Department of State has been deemed inappropriate and that, if they wish, their employment record can be changed to reflect these findings; </text></paragraph><paragraph id="id57e34310731d491496938170f08be0a1"><enum>(2)</enum><text>designate a point of contact at a senior level position within the Office of the Director General of the Foreign Service and the Director of the Bureau of Global Talent Management to receive oral testimony of any employees or family members of deceased employees mentioned in the report who personally experienced discrimination and termination because of the actual or perceived sexual orientation or gender identity in order that such testimony may serve as an official record of these discriminatory policies and their impact on the lives of United States citizens serving their Nation; and</text></paragraph><paragraph id="id1f5159a3e0c042a39b3d71f760e021f6"><enum>(3)</enum><text>provide an opportunity for any former employee not mentioned in the report to bring forth a grievance to the Board if they believe they were terminated due to their sexual orientation or gender identity.</text></paragraph></subsection><subsection id="id86379591bb4947a692d41723223d5abf"><enum>(c)</enum><header>Review of claims</header><paragraph id="id072e2106aa9c4f138e2305c4440ff14b"><enum>(1)</enum><header>In general</header><text>The Board shall review each claim described in subsection (b) within 150 days of receiving the claim. Lack of paperwork may not be used as a basis for dismissing any claims. </text></paragraph><paragraph id="idb1016ec5803c479aadf6b274222d41bb"><enum>(2)</enum><header>Cooperation</header><text>The Department of State shall be responsible for producing pertinent information regarding each claim to prove the employee was not wrongfully terminated. </text></paragraph></subsection><subsection id="id4e8ed0b3874e41139de94c07aa9e4dce"><enum>(d)</enum><header>Termination</header><text>The Board shall terminate 5 years after the date of the enactment of this Act. </text></subsection></section><section id="id585c5d9af1374a92beb2b4ebc0e17746"><enum>206.</enum><header>Issuance of apology</header><subsection id="id4aea8ade63ef46f985d2f75a931538e0"><enum>(a)</enum><header>Finding</header><text>Secretary of State Kerry delivered the following apology on January 9, 2017: <quote>Throughout my career, including as Secretary of State, I have stood strongly in support of the LGBTI community, recognizing that respect for human rights must include respect for all individuals. LGBTI employees serve as proud members of the State Department and valued colleagues dedicated to the service of our country. For the last several years, the Department has pressed for the families of LGBTI officers to have the same protections overseas as families of other officers. In 2015, to further promote LGBTI rights throughout the world, I appointed the first ever Special Envoy for the Human Rights of LGBTI Persons. In the past—as far back as the 1940s, but continuing for decades—the Department of State was among many public and private employers that discriminated against employees and job applicants on the basis of perceived sexual orientation, forcing some employees to resign or refusing to hire certain applicants in the first place. These actions were wrong then, just as they would be wrong today. On behalf of the Department, I apologize to those who were impacted by the practices of the past and reaffirm the Department's steadfast commitment to diversity and inclusion for all our employees, including members of the LGBTI community.</quote>. </text></subsection><subsection id="id2e4ac1cdac944b42914a913e87859737"><enum>(b)</enum><header>Congressional apology</header><text>Congress hereby offers a formal apology for its responsibility in encouraging the <quote>Lavender Scare</quote> and similar policies at the Department of State, as these policies were in part a response to congressional investigations into <quote>sex perversion of Federal employees</quote>, reports on the employment of <quote>moral perverts by Government Agencies</quote>, and hearings or pressure otherwise placed on the Department of State through the appropriations process. </text></subsection></section><section id="id4e5cd3923428435e9d0ba06ac0d5408a"><enum>207.</enum><header>Establishment of permanent exhibit on the Lavender Scare</header><subsection id="id7dfac7b0dcd045d7bbe59245bc9b5697"><enum>(a)</enum><header>In general</header><text>The Secretary of State, working with the current public-private partnership associated with the Department of State's United States Diplomacy Center, shall establish a permanent exhibit on the <quote>Lavender Scare</quote> in the museum to assure that the history of this discriminatory episode is not brushed aside. </text></subsection><subsection id="id2892b44540b441b6986daf5021bd85af"><enum>(b)</enum><header>Specifications</header><text>The exhibit—</text><paragraph id="id34e2db13d7464c03b803748a142cfdba"><enum>(1)</enum><text>shall be installed at the museum not later than one year after the date of enactment of this Act; </text></paragraph><paragraph id="id94f2b6c08dfd4750a80adf5a7b2291a4"><enum>(2)</enum><text>shall provide access to the reports compiled by the Director General of the Foreign Service and the Director of the Bureau of Global Talent Management under section 203(b); and</text></paragraph><paragraph id="id86ebdef0f0af48ae836839f2975b49ab"><enum>(3)</enum><text>shall readily display material gathered from oral testimony received pursuant to section 205(b)(2) from employees or family members of deceased employees who were subject to these discriminatory policies during the <quote>Lavender Scare</quote>. </text></paragraph></subsection></section><section id="idfe680be551fa484ba589267939fa0f88"><enum>208.</enum><header>Guidance on issuing visas</header><text display-inline="no-display-inline"> To demonstrate the Department of State's commitment to ensuring fairness for current employees, not later than 100 days after the date of the enactment of this Act, the Secretary of State shall submit to Congress a report on countries not issuing spousal visas to the spouses of all Foreign Service personnel posted overseas due to their sexual orientation or gender identity. This report shall include any comments or recommendations for actions, including eliminating visa reciprocity with countries found to be instituting these practices against the spouses of Foreign Service personnel, that will lead to ensuring that all spouses of Foreign Service personnel receive spousal visas for the country their spouse is assigned, regardless of sexual orientation or gender identity.</text></section><section id="id949114e0aff346c3be8c967fa1c6de8e"><enum>209.</enum><header>Establishment of Advancement Board</header><subsection id="idf78483a7391c4ed2b5673156b6523b00"><enum>(a)</enum><header>Establishment</header><text>The Secretary of State shall establish, within the Office of the Director General of the Department of State, a board comprised of senior-level officials to address the issues faced by LGBTQI+ Foreign Service employees and their families. </text></subsection><subsection id="id3419e466048a4f2487c99bb78c96ef89"><enum>(b)</enum><header>Hearing of testimony</header><text>The Advancement Board shall hear testimony from any willing LGBTQI+ Foreign Service employees and their families regarding any discrimination they have faced due to their sexual orientation. </text></subsection><subsection id="id0f0954a39c0d43beb41196f89d153afc"><enum>(c)</enum><header>Report</header><paragraph id="id6e87ea1b22ca4ef08187881eea31bfea"><enum>(1)</enum><header>In general</header><text>Not later than 100 days after completing collection of testimony described under subsection (b), and annually thereafter for 5 years, the Advancement Board shall submit to Congress a report based on the testimony. </text></paragraph><paragraph id="ida069376cdc2b46f6a931cb7da69e3529"><enum>(2)</enum><header>Content</header><text>The report required under paragraph (1) shall include any comments or recommendations for continued actions to improve the Department of State to ensure that no employee or their family members experience discrimination due to their sexual orientation or gender identity.</text></paragraph><paragraph id="idb0d5a313702a4558ab174618729f8a60"><enum>(3)</enum><header>Privacy</header><text>The report required under paragraph (1) shall remain private and will only be accessible to Members of Congress, their appropriate staff, and members of the Advancement Board. </text></paragraph></subsection></section><enum>III</enum><header>SHAPE Act of 2021</header><section id="H3B92BB447266483BA2FFACB2B3146517" section-type="subsequent-section" commented="no"><enum>301.</enum><header>Short title; rule of construction</header><subsection id="HE6BE19B3CBAE4416B0068CC46D022651"><enum>(a)</enum><header>Short title</header><text display-inline="yes-display-inline">This title may be cited as the <quote><short-title>State Harassment and Assault Prevention and Eradication Act of 2021</short-title></quote> or the <quote><short-title>SHAPE Act of 2021</short-title></quote>. </text></subsection><subsection display-inline="no-display-inline" id="HE4B4369651E347488441B475C5D61C42"><enum>(b)</enum><header>Rule of construction</header><text>Nothing in this title shall be construed to supersede or otherwise affect the discrimination protections or related processes provided under section 717 of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e-16">42 U.S.C. 2000e–16</external-xref>) to officers and employees of the Department of State or applicants for employment at the Department.</text></subsection></section><section id="HA49B5EA17DF7491D910FDCC1161BE41E"><enum>302.</enum><header>Department of State policy and procedures on prevention and response to harassment, discrimination, sexual assault, and related retaliation</header><subsection id="H0D47AFD9D2F34A88900F106887107D0F"><enum>(a)</enum><header>Comprehensive policy on prevention and response</header><text display-inline="yes-display-inline">Not later than one year after the date of the enactment of this Act, the Secretary of State shall develop a comprehensive policy for the Department of State on the prevention of and response to harassment, discrimination, sexual assault, and related retaliation involving employees, contractors, and officials of the Department.</text></subsection><subsection id="H0F6C0F4D70484AE98AC012590A53BF75"><enum>(b)</enum><header>Elements of comprehensive policy</header><text>The policy developed under subsection (a) may include elements as the Secretary deems necessary, but shall include, at a minimum, the following:</text><paragraph id="HF35D2C9DD8754433A347E5D06CC5C824"><enum>(1)</enum><text display-inline="yes-display-inline">Prevention measures.</text></paragraph><paragraph id="H7C57883B4A8F4F7AAC3693FF6B28A022"><enum>(2)</enum><text>Education and training on prevention and response, as provided in this title.</text></paragraph><paragraph id="HA59EA9979684447EBC6CFB6B58FC5271"><enum>(3)</enum><text>Investigation of complaints.</text></paragraph><paragraph id="H5B98DF4236454716885C1F95C3CC573B"><enum>(4)</enum><text>Medical treatment of victims.</text></paragraph><paragraph id="H361C1F2F4AFC4DA78B8C171EE97D199D"><enum>(5)</enum><text display-inline="yes-display-inline">Mechanisms for confidential reporting of incidents by staff and service contractors, to include online and telephonic methods. </text></paragraph><paragraph id="H850F39E98A0A45F2972A78C5B0D6935A"><enum>(6)</enum><text>Victim advocacy, intervention, and counseling for covered employees of the Department who are victims of harassment, discrimination, sexual assault, and related retaliation that shall be made available, irrespective of where such covered employees are located, to assist and guide such victims.</text></paragraph><paragraph id="H43AF6788938A47A795B0AB1994018496"><enum>(7)</enum><text display-inline="yes-display-inline">Supportive services, including counseling and victim advocacy, that shall be made available irrespective of whether the victim identifies the accused individual.</text></paragraph><paragraph id="H108F3D599A844ACAA1812265BD409D9B"><enum>(8)</enum><text>Oversight and review of administrative and disciplinary actions, to include termination, for employees and officials of the Department of State.</text></paragraph><paragraph id="H47382428134A407F8F28A60F2790DC60"><enum>(9)</enum><text display-inline="yes-display-inline">Review by appropriate authority of administrative separation actions involving victims of harassment, discrimination, sexual assault, and related retaliation.</text></paragraph><paragraph id="H8B832D0527AF4DA69197EC1429304CF2"><enum>(10)</enum><text>Uniform collection of data on the incidence of violations and on disciplinary actions taken in cases of harassment, discrimination, sexual assault, and related retaliation.</text></paragraph><paragraph id="H200343473A984E1D80A82BE372434E86"><enum>(11)</enum><text>Procedures for disciplinary action in cases of harassment, discrimination, sexual assault, and related retaliation by employees or officials of the Department.</text></paragraph><paragraph id="HA8A8CDCF861745A18CD7BBF5EA8EBABB"><enum>(12)</enum><text>Workforce communications relating to harassment, discrimination, sexual assault, and related retaliation prevention, discipline, and reporting, to include printed and electronic materials made available in both English and the working languages at overseas posts, made available for all staff.</text></paragraph><paragraph id="HC0260D5E3C0F4964BA184EFBF52A3AE8"><enum>(13)</enum><text>Acknowledgment of the challenges facing vulnerable groups including women, people of color, members of the LGBTQI+ community, entry-level officers, and locally employed staff.</text></paragraph><paragraph id="HA818E2A757EB4797BE8DE85682B7F391"><enum>(14)</enum><text>Policies regarding the retention of documents relating to complaints, investigations, and disciplinary action.</text></paragraph></subsection><subsection id="H6D94B9C2B0E84E2D8316F15BCA038FB9" commented="no"><enum>(c)</enum><header>Clarification of victim reporting and case resolution</header><text display-inline="yes-display-inline">The Secretary of State shall review Department of State processes for victim reporting and resolution of complaints, as in effect on the date of enactment of this Act, to ensure that the Department’s procedures are clear and easily accessible to all covered employees. Such review shall be included in the report to be submitted in section 307.</text></subsection><subsection id="HE1A5B2E1C9A74F88AF51013841D13311"><enum>(d)</enum><header>Application of comprehensive policy to offices in the Department of State</header><text>The Secretary of State shall ensure that the policy developed under subsection (a) is implemented uniformly by the bureaus and offices of the Department of State.</text></subsection><subsection id="HD3BB17D027BA402DB7815355B85D4F7E"><enum>(e)</enum><header>Coordination with other agencies</header><text>The Department of State is directed to coordinate with other United States Government agencies which provide personnel to serve in overseas posts under Chief of Mission authority to develop interagency policies for addressing, reporting, and disciplining incidents of harassment, discrimination, sexual assault, or related retaliation occurring between covered employees and non-covered employees.</text></subsection></section><section id="H7B41492653C84B8690C2F90E129487FD" commented="no"><enum>303.</enum><header>Reporting, documentation, and investigation procedures</header><subsection id="H2204436B225C49D1A352EE9DB5D057C7" commented="no"><enum>(a)</enum><header>Definitions</header><text display-inline="yes-display-inline">In this title:</text><paragraph id="H16F2C4CE0373451D9E0A753373DBCC32" commented="no"><enum>(1)</enum><text display-inline="yes-display-inline">The term <term>covered employee</term> means—</text><subparagraph id="HC9D88BBA20D34940B26C869A59A1D001" commented="no"><enum>(A)</enum><text display-inline="yes-display-inline">any officer or employee (including any temporary, part-time, contract, intermittent employee, intern, fellow, or other unpaid staff; both American citizens and foreign nationals) performing work for or on behalf of the Department of State; </text></subparagraph><subparagraph id="H13A23119F08D42EEAD3F45C68A31D4ED" commented="no"><enum>(B)</enum><text display-inline="yes-display-inline">members of the Foreign Service (as that term is defined under section 103 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3903">22 U.S.C. 3903</external-xref>)), to include Foreign Service Officers, Foreign Service Specialists, Locally Employed Staff, and Consular Agents; and</text></subparagraph><subparagraph id="H4818CD79413E4CD2BDCFDE2390173FF8"><enum>(C)</enum><text display-inline="yes-display-inline">any individual who is engaged by an employer or entity as a contractor.</text></subparagraph></paragraph><paragraph id="H5E7044E1C7684EE18285A9F366147FCD"><enum>(2)</enum><text>The term <term>Office of Employee Advocacy</term> means the Office of Employee Advocacy, as established under subsection (b). </text></paragraph><paragraph id="H6B755BC707DE449FAEEAB6EE36E19B23" commented="no"><enum>(3)</enum><text display-inline="yes-display-inline">The term <term>Office of Civil Rights</term> means the Office of Civil Rights within the Department of State. </text></paragraph><paragraph id="H42B69FDD740242729B2388A171D56EAF"><enum>(4)</enum><text>The term <term>Global Talent Management</term> means the Bureau of Global Talent Management, Office of Employee Relations, Conduct, Suitability, and Discipline Division within the Department of State.</text></paragraph><paragraph id="HD7A4CD310A4F4E83B28B113DA2ED0673"><enum>(5)</enum><text>The term <term>Diplomatic Security</term> means the Bureau of Diplomatic Security within the Department of State.</text></paragraph><paragraph id="HF412DBC7549747A886B7E30060318CCE"><enum>(6)</enum><text display-inline="yes-display-inline">The term <term>harassment</term> means as follows:</text><subparagraph id="HC7D582894B4F456980312E1ABB883797"><enum>(A)</enum><text display-inline="yes-display-inline">Harassment is conduct based on race, color, religion, sex (including sexual orientation, gender identity, pregnancy, childbirth, a medical condition related to pregnancy or childbirth, and a sex stereotype), or national origin, regardless of whether it is direct or indirect, or verbal or nonverbal, that unreasonably alters an individual’s terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment.</text></subparagraph><subparagraph id="H582C7ECE40FA4BF0886812C649C7C4C4"><enum>(B)</enum><text display-inline="yes-display-inline">Sexual harassment is conduct that takes place in a circumstance described in subparagraph (C) and that takes the form of—</text><clause id="H2A0E2B3D063B48599088CD8E597C1E9E"><enum>(i)</enum><text display-inline="yes-display-inline">a sexual advance;</text></clause><clause id="HF5C381982E0545938AC95077EC25A7F0"><enum>(ii)</enum><text>a request for sexual favors; or</text></clause><clause id="HB64455B0FF3746C490238F9F6DD1E360"><enum>(iii)</enum><text>any other conduct of a sexual nature.</text></clause></subparagraph><subparagraph id="HC355D88A13534595A41A0DCBA8971168"><enum>(C)</enum><text>A circumstance described in this subparagraph is a situation in which—</text><clause id="H8A0A02D1D39849178D134B1B442E9DF9"><enum>(i)</enum><text>submission to the conduct involved is made either explicitly or implicitly a term or condition of employment;</text></clause><clause id="H8AAA90ADAC24431BBB1B59129C140123"><enum>(ii)</enum><text>submission to or rejection of such conduct is used as the basis for an employment decision affecting an individual’s employment; or</text></clause><clause id="H3351DBE90CD94C789E5196C07D2EA12D"><enum>(iii)</enum><text>such conduct unreasonably alters an individual's terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment.</text></clause></subparagraph><subparagraph id="H6A3F34E3C1794D8C859F1B671FDA9D1E"><enum>(D)</enum><text display-inline="yes-display-inline">In determining whether conduct constitutes harassment because the conduct unreasonably alters an individual’s terms, conditions, or privileges of employment, including by creating an intimidating, hostile, or offensive work environment, the following rules shall apply:</text><clause id="H8462A15F76F843269201A7C141EC65EC"><enum>(i)</enum><text display-inline="yes-display-inline">The determination shall be made on the basis of the record as a whole, according to the totality of the circumstances. A single incident may constitute workplace harassment.</text></clause><clause id="H51A89982B7004A1D9584B277E15A3A9A"><enum>(ii)</enum><text display-inline="yes-display-inline">Incidents that may be workplace harassment shall be considered in the aggregate, with—</text><subclause id="H7BD1B1B183D94A7F991F3DC7664C0EBB"><enum>(I)</enum><text>conduct of varying types (such as expressions of sex-based hostility, requests for sexual favors, and denial of employment opportunities due to sexual orientation) viewed in totality, rather than in isolation; and</text></subclause><subclause id="H78D5F4696AE942A391FBB81B20EA0FBC"><enum>(II)</enum><text display-inline="yes-display-inline">conduct based on multiple protected characteristics (such as sex and race) viewed in totality, rather than in isolation.</text></subclause></clause><clause id="HC9687B01D13444EAB466A3C366F3E208"><enum>(iii)</enum><text display-inline="yes-display-inline">The factors specified in this clause are among the factors to be considered in determining whether conduct constitutes harassment and are not meant to be exhaustive. None of these factors shall be considered to be determinative in establishing whether conduct constitutes harassment. Factors to be used in determining whether conduct constitutes harassment include—</text><subclause id="H3F49049B218843749F167050416EF5A1"><enum>(I)</enum><text>the frequency of the conduct;</text></subclause><subclause id="H0E7E3B42F56942E4B1B2A129643C91CA"><enum>(II)</enum><text>the duration of the conduct;</text></subclause><subclause id="H9B45CBFDCC374C49A961A3D0A711D8C5"><enum>(III)</enum><text>the location where the conduct occurred;</text></subclause><subclause id="HA273F4CDA73049D5BF40C1211ABF949C"><enum>(IV)</enum><text>the number of individuals engaged in the conduct;</text></subclause><subclause id="HC96E4A5EDA234947BFCA437A5304110E"><enum>(V)</enum><text>the nature of the conduct, which may include physical, verbal, pictorial, or visual conduct, and conduct that occurs in person or is transmitted, such as electronically;</text></subclause><subclause id="HCCD8015F9206471FA38345CC9DE9D7E9"><enum>(VI)</enum><text>whether the conduct is threatening;</text></subclause><subclause id="HA30E2E72E5A542868627FBD7AC437C95"><enum>(VII)</enum><text>any power differential between the alleged harasser and the person allegedly harassed;</text></subclause><subclause id="H96C8BC8037E348D78ADAC81C0D256719"><enum>(VIII)</enum><text>any use of epithets, slurs, or other conduct that is humiliating or degrading; or</text></subclause><subclause id="HF6CCBFF2904240C0ACF13AAA19C04412"><enum>(IX)</enum><text>whether the conduct reflects stereotypes about individuals in the protected class involved.</text></subclause></clause><clause id="H78D29AB0567E4AE0B983E5C2307C6255"><enum>(iv)</enum><text display-inline="yes-display-inline">In determining whether conduct constitutes harassment, conduct may be harassment regardless of whether, for example—</text><subclause id="HA984D17720624C4F861F2C9AB5D1DF65"><enum>(I)</enum><text>the complaining party is not the individual being harassed;</text></subclause><subclause id="H19749CE5D3F84B5788EB0674B4298B8C"><enum>(II)</enum><text>the complaining party acquiesced or otherwise submitted to, or participated in, the conduct;</text></subclause><subclause id="HBBB28804EFCE4E03B9197D42DF3B7C97"><enum>(III)</enum><text>the conduct is also experienced by others outside the protected class involved;</text></subclause><subclause id="H73CC5C36701B49848F5ACA12E8B0F407"><enum>(IV)</enum><text>the complaining party was able to continue carrying out duties and responsibilities of the party’s job despite the conduct;</text></subclause><subclause id="H8307EB99D9BE4834B1897027B24F0C67"><enum>(V)</enum><text>the conduct did not cause a tangible injury or psychological injury; or</text></subclause><subclause id="H8D1F36DE6966419E96220A166FC8BC26"><enum>(VI)</enum><text>the conduct occurred outside of the workplace.</text></subclause></clause></subparagraph></paragraph></subsection><subsection id="HDCD310409E5B4137A860C874C405EFEB"><enum>(b)</enum><header>Establishment of Office of Employee Advocacy</header><paragraph id="H3FAF93773C044662B68CB59F7D3C5C4D" commented="no"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">Not later than one year after the date of the enactment of this Act, the Secretary shall establish a new office to be the Office of Employee Advocacy, to be headed by a full-time Chief Advocate. Personnel of the Office shall be appointed without regard to political affiliation and solely on the basis of fitness to perform the duties of the position. The Chief Advocate—</text><subparagraph id="H395303DD57DD48669AC28672EEC37ACA"><enum>(A)</enum><text display-inline="yes-display-inline">shall report directly to the Under Secretary for Management; and</text></subparagraph><subparagraph id="H5551301EFB9845BE9C13C318E6D41523"><enum>(B)</enum><text>may not have any other duties in the Department of State that are not reasonably connected to employee advocacy.</text></subparagraph></paragraph><paragraph id="H9D638B3D7F3C4C7DB5D0B931555E7049"><enum>(2)</enum><header>Duties of Office of Employee Advocacy</header><text>The duties of the Office of Employee Advocacy are as follows:</text><subparagraph id="HCDEA2034F2A34AE9A51ACD932C2B7C70"><enum>(A)</enum><text display-inline="yes-display-inline">Receive complaints from any Department of State covered employee or eligible family member (EFM), as defined in the Foreign Affairs Manual, of harassment, discrimination, sexual assault, and related retaliation.</text></subparagraph><subparagraph id="HEA480EAB9D8D427DAADC606BFACB1DBC"><enum>(B)</enum><text display-inline="yes-display-inline">Counsel victims of their rights, procedures for seeking relief, and available resources, both locally and at headquarters, under this title, and other employment laws enforced by the Equal Employment Opportunity Commission including the Civil Rights Act of 1964, the Pregnancy Discrimination Act of 1978, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, the Civil Rights Act of 1991, the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008.</text></subparagraph><subparagraph id="H7DC06495B978426FADA0E9DA0EE74BC0"><enum>(C)</enum><text display-inline="yes-display-inline">Provide confidential support and information, including referrals to medical and mental health care.</text></subparagraph><subparagraph id="HD3034D16D7B549888FB79E264595F377"><enum>(D)</enum><text display-inline="yes-display-inline">Refer complaints to the appropriate offices in the Department of State promptly including—</text><clause id="HCE04260E20344B65BA04A939E94128EA"><enum>(i)</enum><text>the Office of Civil Rights in instances of harassment, discrimination, or related retaliation; and</text></clause><clause id="HF4A0504F867D4C67BBD28AAA80BB515A"><enum>(ii)</enum><text>the Bureau of Diplomatic Security in instances of sexual assault or other complaints with security clearance implications.</text></clause></subparagraph><subparagraph id="HF55E01AF9D1F4FF7984FA9D645F3A80C"><enum>(E)</enum><text>For the purposes of receiving complaints, operate secure, confidential means of reporting 24 hours a day, including an electronic reporting system and an internationally accessible hotline.</text></subparagraph><subparagraph id="H8A68FD3B3214485488264E8632296AD4"><enum>(F)</enum><text>Employ Employee Advocates to carry out the duties of the Office and assist those filing or considering filing a complaint.</text></subparagraph><subparagraph id="HEA9909FF2B054334A2070F546DFA08B3"><enum>(G)</enum><text>If a victim chooses to file a complaint, such Advocates shall assist the victim in providing information and support until an investigation is completed, and a final agency decision has been made.</text></subparagraph><subparagraph id="ide17b3c740ab24a7aa212ac035ee20a4c"><enum>(H)</enum><text>Provide assistance to complainants without undue pressure from Department of State leadership.</text></subparagraph><subparagraph id="H774180303DF94F2CAA5300BDE251EB94"><enum>(I)</enum><text display-inline="yes-display-inline">Provide routine training to attorneys and advocates on harassment, discrimination, sexual assault, and related retaliation policies and best practices for victim care. </text></subparagraph><subparagraph id="H5F19F670AFCE465E91608AA6CB6AFFDD"><enum>(J)</enum><text display-inline="yes-display-inline">Track the stage of reporting, investigation, or disciplinary process a complaint is in.</text></subparagraph><subparagraph id="HB92E760A0A124D11B3626571105A7507"><enum>(K)</enum><text display-inline="yes-display-inline">Conduct climate surveys, as specified in section 306.</text></subparagraph></paragraph><paragraph id="HFD8868170AD640DE96BC78D31105F4BB" commented="no"><enum>(3)</enum><header>Electronic reporting system</header><text display-inline="yes-display-inline">The system established under this subsection shall—</text><subparagraph id="H25E48AC4735146E794134A67479162F3" commented="no"><enum>(A)</enum><text>include an electronic reporting system under which a complaint may be filed, in addition to a non-electronic system; </text></subparagraph><subparagraph id="HF3C6F5307BE242A89AFFFD43CB0EA6CC"><enum>(B)</enum><text>maintain an electronic record of the date and time at which any complaint is so filed; </text></subparagraph><subparagraph id="HCC006516C280417A8F8F7841A05B7BEC"><enum>(C)</enum><text>ensure the security and confidentiality of records; and</text></subparagraph><subparagraph id="HC4DD5C3A11DE4D778705E234D0871EFF"><enum>(D)</enum><text display-inline="yes-display-inline">allow the submission of confidential reports that will not prompt individualized investigations, but shall be monitored by the Office to identify trends and determine whether investigations should be undertaken by the Office of Civil Rights.</text></subparagraph></paragraph><paragraph id="HFE1D28ED16DA4FC0A56C41D384945F6C"><enum>(4)</enum><header>International hotline</header><text display-inline="yes-display-inline">The system established under this subsection shall—</text><subparagraph id="HA5F08A1CCFAE46A4A25838D638439F7B"><enum>(A)</enum><text display-inline="yes-display-inline">include an international toll-free number accessible by all covered employees and EFM both domestic and overseas;</text></subparagraph><subparagraph id="HA8FB1B6527FB45019D9E38CFCE28DDCD"><enum>(B)</enum><text>be staffed 24 hours day, 7 days a week by Office of Employee Advocacy staff during normal working hours, and by a rotating OEA duty officer or contractor during non-working hours;</text></subparagraph><subparagraph id="HFEF588E5883D4E8B830A145B5A022D8B"><enum>(C)</enum><text>be entered by OEA staff into the electronic reporting system so that all reported cases are captured in the system; and</text></subparagraph><subparagraph id="H7BDA6DD263674DCDAE41191671F86C54"><enum>(D)</enum><text>to the extent practicable, ensure access to the hotline for non-English speakers.</text></subparagraph></paragraph><paragraph id="HC5B746C600EE436780F9956F713FAEA8"><enum>(5)</enum><header>Overseas post reporting</header><subparagraph id="HCFAEB8F0A48E4E2CBA24F89678E04DA6"><enum>(A)</enum><text display-inline="yes-display-inline">Each overseas post shall notify employees that they may use the electronic reporting system or international hotline as established in paragraphs (3) and (4), or report in person to the Deputy Chief of Mission or other employees designated as Office of Employee Advocacy Liaisons. </text></subparagraph><subparagraph id="HE30CAD97988741ED9769771DDFD2DFF8"><enum>(B)</enum><text display-inline="yes-display-inline">The OEA Liaisons may include (but are not limited to) the Equal Employment Opportunity Counselor, the Community Liaison Officer, the Locally Employed Staff (LES) Equal Employment Opportunity Officer Liaison, or other staff to be selected by the Deputy Chief of Mission.</text></subparagraph><subparagraph id="H60FC999D5DC84F6788EABCB8DF12FF75"><enum>(C)</enum><text>OEA Liaisons should be provided with educational materials to distribute as well as training on the resources and services provided by the Office of Employee Advocacy, and on the various means of communications that employees can use to reach out to OEA Employee Advocates.</text></subparagraph><subparagraph id="H99434CA55CA84A9B8098575729EB7275"><enum>(D)</enum><text display-inline="yes-display-inline">The Chief of Mission shall not be notified of the identity of the complainant without the express permission of the complainant. </text></subparagraph></paragraph><paragraph id="H54E1F5E97D974F49B9847DBE8F31A476"><enum>(6)</enum><header>Application</header><text display-inline="yes-display-inline">This section shall not be construed to preclude, limit, or otherwise effect the rights of a covered employee to file a complaint, based on the alleged harassment, discrimination, sexual assault, and related retaliation that gave rise to the complaint under this subsection, under any other provision of law. This section shall not be construed to preclude, limit, or otherwise affect the rights of a covered employee to file a complaint with another office. </text></paragraph><paragraph id="H8CF96BD0EFAF434CA8942351B3BBE2A3"><enum>(7)</enum><header>Consultation; technical assistance</header><text display-inline="yes-display-inline">In developing the Office of Employee Advocacy, the Department of State shall receive technical assistance and consultation from organizations and other professionals with expertise in victim-centered, trauma-informed care, individuals who have experienced harassment, discrimination, or retaliation at the Department of State, the Equal Employment Opportunity Commission, and other relevant executive agencies. </text></paragraph></subsection><subsection id="H2B0156C13BC942D2B70343B190E9EE82"><enum>(c)</enum><header>Duties of Office of Civil Rights</header><paragraph id="HBECCEC3C151B471DAB1EB34EF5D49494"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">Upon the referral of a complaint from the Office of Employee Advocacy to the Office of Civil Rights, the Office of Civil Rights shall—</text><subparagraph id="H89D08480EF77425190C0DB50604817BD"><enum>(A)</enum><text display-inline="yes-display-inline">take steps for the initial intake and recording of the complaint, including providing the covered employee who filed the complaint with all relevant information with respect to the rights of the covered employee under this title and other relevant law; and</text></subparagraph><subparagraph id="H1EFFA0587D0C42FD9206C8A8FC8196F1"><enum>(B)</enum><text>notify the accused covered employee—</text><clause id="HEDFFA3C23ACD43BAB8F01CA084B1AE96"><enum>(i)</enum><text>of the complaint and the right of that covered employee to participate in any mediation, hearing, or civil action under this section and other applicable law with respect to the complaint; </text></clause><clause id="HAABF5290997F43B7982F62F66FFFEFE6"><enum>(ii)</enum><text display-inline="yes-display-inline">that retention of documents and evidence is crucial, and any unauthorized destruction of documents and evidence may result in additional investigations and potential punishment; and</text></clause><clause id="H6051988ADE7044C18134D556EFDCAB0F"><enum>(iii)</enum><text display-inline="yes-display-inline">that there is a prohibition on retaliation against the covered employee who filed the complaint and may be investigation and discipline for retaliation.</text></clause></subparagraph></paragraph><paragraph id="H70C3D29E94C14078B3F63D4F9006C057" commented="no"><enum>(2)</enum><header>Investigation of complaints</header><subparagraph id="H2F184022F18F4C019FBC5AAA87092D68"><enum>(A)</enum><header>Investigation</header><text>The Office of Civil Rights shall investigate all complaints in a prompt, thorough, and impartial manner. The Department shall update the Foreign Affairs Manual to enable Office of Civil Rights investigators to travel to the foreign and domestic sites of received complaints in which widespread or pervasive sexual harassment is reported. The Under Secretary for Management shall authorize sufficient funding for Office of Civil Rights attorney advisors to conduct this travel as necessary.</text></subparagraph><subparagraph id="H0C17ABF486A14424A04931ED9D10E5BF"><enum>(B)</enum><header>Investigation of Chief of Mission</header><text>If the Chief of Mission at an overseas post is named as the alleged perpetrator in a complaint, the Office of Civil Rights must notify the Secretary of State. The Office of Civil Rights must prioritize the investigation of such cases.</text></subparagraph><subparagraph id="H811ED5877F624DA38F7D40D42CC348B0" commented="no"><enum>(C)</enum><header>Report</header><text display-inline="yes-display-inline">Not later than 120 days after a complaint is filed under this section and transmitted to the Office of Civil Rights, the Office of Civil Rights shall conclude the investigation regarding that complaint. On the date the investigation is so concluded, the Office of Civil Rights shall transmit a written report on the results of the investigation to—</text><clause id="H5669045B1F5C4F3A8A0B38DE01AAFE01" commented="no"><enum>(i)</enum><text>the covered employee who filed the complaint;</text></clause><clause id="HB8BC13F279804D058B07112753189727" commented="no"><enum>(ii)</enum><text display-inline="yes-display-inline">the accused employee and his or her employing office; and</text></clause><clause id="HEAD27FB52CF14611B802262EB89761CB" commented="no"><enum>(iii)</enum><text>Global Talent Management.</text></clause></subparagraph><subparagraph id="HFF28CC1AAC7A45E984D0EE0703B39432" commented="no"><enum>(D)</enum><header>Extension</header><text>The Office of Civil Rights may extend the 120 day deadline in subparagraph (A) if the Office of Civil Rights determines that additional time is necessary to conclude the investigation. The Office of Civil Rights shall notify the Committee on Foreign Relations of the Senate and the Committee on Foreign Affairs of the House of Representatives of the extension and provide justification for each extension of 30 days.</text></subparagraph><subparagraph id="HB1D5DF647E374D9FB1E40007A753DA81" commented="no"><enum>(E)</enum><header>Transmission to Global Talent Management</header><text display-inline="yes-display-inline">After the Office of Civil Rights concludes the investigation, it shall transmit a report providing a summary of the facts with all investigatory material including transcripts of interviews and evidence to Global Talent Management for consideration of disciplinary action.</text></subparagraph><subparagraph id="HCA1FEAF823A648AAA92B76302CE26E3A" commented="no"><enum>(F)</enum><header>Transmission to Secretary of State</header><text>Global Talent Management shall transmit the investigatory report and any resulting disciplinary actions to the Secretary of State. Reports shall be transmitted to the Secretary no less than quarterly.</text></subparagraph><subparagraph id="H2B5CB7FFE01B4264A0FF3CDF5B9DE6B9"><enum>(G)</enum><header>Staffing</header><text>If the number of complaints received by the Office of Civil Rights exceeds its capacity to respond within 120 days to the majority of cases, the Director of the Office of Civil Rights and Under Secretary for Management shall authorize the hiring of additional attorney advisors or other appropriate staff on a temporary or permanent basis.</text></subparagraph><subparagraph id="HC3AAED81D81448B3BF2CDA0685A2CF35"><enum>(H)</enum><header>Record retention</header><clause id="H1ABB896F063C41B19E4C1CDD5255CCD9"><enum>(i)</enum><header>Record retention</header><text display-inline="yes-display-inline">Global Talent Management shall keep a record of investigations, hearings, and other proceedings conducted related to complaints of harassment, discrimination, sexual assault, or related retaliation.</text></clause><clause id="HCB0AA97685914FEEA6D8F991070E9354"><enum>(ii)</enum><header>Personnel files</header><text>Subsequent disciplinary action taken by Global Talent Management in response to the investigation and any EEO settlements or judgements of harassment, discrimination, sexual assault, or related retaliation shall be documented and kept on file and accessible to the Office of Civil Rights, Diplomatic Security, security clearance investigators, and Federal law enforcement officials. Global Talent Management shall also ensure that a standalone document containing a description of the offense and disciplinary action taken, redacted of any personally identifiable information, shall be provided to and reviewed by all subsequent Department Foreign Service and Civil Service Selection and promotion Boards, to include a permanent notation in the employee’s file, including annual performance assessments or employee evaluations.</text></clause></subparagraph></paragraph></subsection><subsection id="H6C6D63F06DD748F2B1F9987BF17DDC40"><enum>(d)</enum><header>Disciplinary action</header><paragraph id="HA7144C9883524C5C8DF151477C847DAF"><enum>(1)</enum><header>Suspension</header><text>Section 610(c)(1) of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/4010">22 U.S.C. 4010(c)(1)</external-xref>) is amended to read as follows:</text><quoted-block id="H6869919A2C004A7FA1E70501CE55C16A" style="OLC"><paragraph id="H9F188DEF01A9458C94EFFF2775B0CA9B"><enum/></paragraph><paragraph commented="no" display-inline="yes-display-inline" id="HEF2A96B212E849BFAA6444B9A2A0D8CD"><enum>(1)</enum><text>In order to promote the efficiency of the Service, the Secretary may suspend a member of the Foreign Service without pay when the member’s security clearance is suspended or when there is reasonable cause to believe that the member has committed a crime for which a sentence of imprisonment may be imposed or if the member has a history of harassment or Equal Employment Opportunity violations documented and substantiated by Global Talent Management.</text></paragraph><after-quoted-block>.</after-quoted-block></quoted-block></paragraph><paragraph id="HAFEE8FBE26554D7589F0DE8901B0EDFC"><enum>(2)</enum><header>Separation for cause</header><text>Section 610(a)(1) of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/4010">22 U.S.C. 4010(a)(1)</external-xref>) is amended to read as follows:</text><quoted-block id="HA234CD3619604A19BB6A3A314E0194E4" style="OLC"><paragraph id="HE9ADA6591E5345DEAD58EA2E99516DA9"><enum/></paragraph><paragraph commented="no" display-inline="yes-display-inline" id="HEE1A0CC104CA42C88D5EF92BD0DBEF79"><enum>(1)</enum><text>The Secretary may decide to separate any member from the Service for such cause as will promote the efficiency of the service, to include findings by Diplomatic Security that the member has engaged in criminal misconduct, to include murder, rape, or other sexual assault.</text></paragraph><after-quoted-block>.</after-quoted-block></quoted-block></paragraph><paragraph id="H067FB3E325574D0D8F672E34CC3E4443"><enum>(3)</enum><header>Update to manual</header><text>Global Talent Management shall update the Foreign Affairs Manual’s <quote>Grounds for Disciplinary Action</quote> and <quote>List of Disciplinary Offenses and Penalties</quote> to reflect the amendments made by this subsection and communicate such amendments to staff via Department Notices.</text></paragraph></subsection><subsection id="H007DE0D91C964B89A2F0D66CB74393A7"><enum>(e)</enum><header>Penalties</header><text>Consistent with other civil service and Foreign Service laws and regulations, the Secretary of State shall develop a policy of applying penalties to any covered employee who is determined to have sexual assault, harassment, discrimination, or related retaliation complaints against him or her substantiated. Such penalties shall include additional mandatory training, suspension with or without pay, demotion in rank, or removal for a period of the Secretary’s choosing.</text></subsection><subsection id="H70DD6C18058F4F7B9508C170AB9F6BDB"><enum>(f)</enum><header>Additional documentation</header><text display-inline="yes-display-inline">Global Talent Management shall ensure, to the extent practicable and appropriate, that any third country national or any national of a host country that was assigned to work at a diplomatic facility or employee residence who harasses, discriminates against, sexually assaults, or retaliates against a covered employee is—</text><paragraph id="H96F95E0D1C37449AAFEA75DC225E6453"><enum>(1)</enum><text display-inline="yes-display-inline">documented in an appropriate site history file and in a global tracking and recording system, to be coordinated by Global Talent Management; </text></paragraph><paragraph id="H043EB11417AF46359F73133CC60D5C72"><enum>(2)</enum><text display-inline="yes-display-inline">taken into account with respect to determinations regarding placements of third country nationals or any national of a host country at such post and the provision of any funds or other benefit by the Department; and</text></paragraph><paragraph id="H10360A581AAB41C9B5570747ABAFA732"><enum>(3)</enum><text>any covered employee who filed the complaint may opt out of having personally identifiable information included in such a report.</text></paragraph></subsection><subsection id="HC3F8D255030C4AF19E814047423411A8"><enum>(g)</enum><header>Case review</header><paragraph id="HBFA39BB775144209BB8DE7BDFAFE1D9F"><enum>(1)</enum><header>In general</header><text>The Office of Civil Rights and Diplomatic Security shall conduct case reviews of a statistically significant number of cases on a quarterly basis to determine if proper procedures were followed in accordance with the harassment, discrimination, sexual assault, and related retaliation protocols and guidelines provided under this title and other applicable laws.</text></paragraph><paragraph id="HD069B33D8507464E9BED757C739FA149"><enum>(2)</enum><header>Reports to Congress</header><text display-inline="yes-display-inline">An analysis of such case reviews shall be annually reported to the Committee on Homeland Security and Governmental Affairs and the Committee on Foreign Relations of the Senate and the Committee on Oversight and Reform and the Committee on Foreign Affairs of the House of Representatives in the report required under section 307(a).</text></paragraph></subsection></section><section id="HFBC24A2010A64F1DB6D6D7E0A7275D09" commented="no"><enum>304.</enum><header>Sexual assault protocol and victim care</header><subsection id="H18E40850BCEE4129AA53025BA71FD76E" commented="no"><enum>(a)</enum><header>Establishment</header><paragraph id="HB5A92FCEA2DD4CF1A2D0A1DB8DFB4180" commented="no"><enum>(1)</enum><header>In general</header><text>In addition to the other requirements of this title, not later than one year after the date of the enactment of this Act, the Secretary of State shall develop and implement comprehensive sexual assault protocol and guidelines that conform to best practices in the sexual assault field and are applicable to all posts at which covered employees serve.</text></paragraph><paragraph id="HB697357BFC3B4EDD9719150E902676A5" commented="no"><enum>(2)</enum><header>Consultation</header><text display-inline="yes-display-inline">In developing the protocols and guidelines under paragraph (1), the Secretary shall consult with and incorporate, as appropriate, the recommendations and views of experts in the sexual assault prevention and response field, victims, victim advocates, and current or former covered employees who have reported sexual assault or related retaliation.</text></paragraph></subsection><subsection id="HDDEB4AAF3CB84D39B89D8C63DF108AD3" commented="no"><enum>(b)</enum><header>Elements</header><text display-inline="yes-display-inline">The protocols and guidelines under subsection (a)(1) shall include the following services with respect to a covered employee who has made an allegation of sexual assault:</text><paragraph id="HBF28443D16E54672B4F98DDB2A26CDD2" commented="no"><enum>(1)</enum><text display-inline="yes-display-inline">Protection of such employee’s confidentiality.</text></paragraph><paragraph id="HBB0EB232CC96481E8B2AF3A601794AED" commented="no"><enum>(2)</enum><text>Provision of a victim’s advocate, as described in subsection (e), who is able to refer the victim to supportive services and resources and explain the victim’s rights at no cost to the victim.</text></paragraph><paragraph id="HC450FCAC399644DF8DB4E8EFFC88DB0D" commented="no"><enum>(3)</enum><text>Provision, within 72 hours of a report, of a sexual assault forensic evidence kit to such employee, upon request.</text></paragraph><paragraph id="H20DDC3E0DD7E42949B7697932D6CD2B9" commented="no"><enum>(4)</enum><text>Provision of emergency health care to such employee, including, to the greatest extent practicable, a choice of medical providers and a mechanism for such employee to evaluate such provider.</text></paragraph><paragraph id="H0A8533C303624A03BDA6C6ACD4EF3FE5" commented="no"><enum>(5)</enum><text>Provision of comprehensive health services, to the greatest extent practicable, to include physical and mental health services.</text></paragraph><paragraph id="HFB0810E81AEE49EE83B7A0E865234B98"><enum>(6)</enum><text>Nothing in this subsection may be construed to authorize the furnishing of any medical benefit that the Secretary of State is not otherwise authorized to reimburse for covered employees who receive treatment for injury or disease proximately caused by their service in the Department of State.</text></paragraph></subsection><subsection id="H565BE38A1A404C45807B937A272FEB32" commented="no"><enum>(c)</enum><header>Notification</header><text display-inline="yes-display-inline">Diplomatic Security Office of Special Investigations shall be notified immediately of any reported sexual assault against any covered employee. For the purposes of maintaining comprehensive records of all incidents of sexual misconduct at the Department of State, if Diplomatic Security receives the initial report of a sexual assault involving a covered employee, Diplomatic Security shall notify the Office of Employee Advocacy.</text></subsection><subsection id="HA9A9EDDCE3F143238B8089A99E4AE14A" commented="no"><enum>(d)</enum><header>Sexual Assault Prevention and Response Victim Advocates</header><paragraph id="H428569434AC04C35A06AC619CF371AF7" commented="no"><enum>(1)</enum><header>In general</header><text display-inline="yes-display-inline">The Secretary of State shall ensure the Victims’ Resource Advocacy Program, as defined in the Foreign Assistance Manual, includes, in the competitive service in Diplomatic Security within the Department of State, staff formally trained to provide victim-centered, trauma-informed care and advocacy for victims of sexual assault. (In this subsection referred to as the <quote>Advocates</quote>). </text></paragraph><paragraph id="H8B5DC1BC346346EDA6E4FC6441AEDED7" commented="no"><enum>(2)</enum><header>Duties</header><text>The Advocates shall—</text><subparagraph id="HA7CD07E3018845C69E6395EE115F510A" commented="no"><enum>(A)</enum><text>receive continuous training in victim advocacy;</text></subparagraph><subparagraph id="H5D18BB49E634435DB5222DEE5435D43B" commented="no"><enum>(B)</enum><text>assist the victim in navigating those processes required to obtain care and services needed; and</text></subparagraph><subparagraph id="HA4EBAA34B1FA41FF85F175CB0A3EAF74" commented="no"><enum>(C)</enum><text>offer trauma-informed care to victims, referrals, and ongoing nonclinical support.</text></subparagraph></paragraph><paragraph id="HCE224054859041CCB45EBA755FF8DAD4" commented="no"><enum>(3)</enum><header>Limitations</header><text display-inline="yes-display-inline">The Advocates shall not be—</text><subparagraph id="HC8794264D632455EA92FE6AFA2F1A580" commented="no"><enum>(A)</enum><text>responsible for providing mental health services or to act as an investigator; or</text></subparagraph><subparagraph id="HCF49E6572EA14F92804284C765AB3488" commented="no"><enum>(B)</enum><text>placed under the Department’s medical offices or be responsible for providing physical health services.</text></subparagraph></paragraph><paragraph id="HFEBBD2A34CC74D9EBCE064CE47C1A7A2" commented="no"><enum>(4)</enum><header>Placement</header><text display-inline="yes-display-inline">The Secretary shall ensure that Advocates are physically present at Department headquarters, major domestic and international facilities and embassies, as determined by the Department and with logistical consideration to allow for expedient travel to Department facilities without Advocates.</text></paragraph></subsection><subsection id="HA1F9F0F5C38A4BB48C7D7054024C5B45" commented="no"><enum>(e)</enum><header>Overseas post</header><paragraph id="H6FEADC0AECBD4E1BBFC02F9EC905F36B" commented="no"><enum>(1)</enum><header>In general</header><text>The Department shall serve as the lead agency for reporting and responding to harassment, discrimination, sexual assault, and related retaliation within an Embassy, Consulate, or other overseas location (in this subsection referred to as an <quote>overseas post</quote>), and shall make Advocates and other resources available to victims of other agencies who fall under Chief of Mission authority at the overseas post.</text></paragraph><paragraph id="H24370DC4D82942B0958A56C5A5731488" commented="no"><enum>(2)</enum><header>Referral</header><text display-inline="yes-display-inline">The Department shall refer incident reporting to the appropriate agency for any employees working under Chief of Mission authority if the accused is not a covered employee of the Department of State.</text></paragraph><paragraph id="H683569C90EE8405883FFBBDEE1EF8860" commented="no"><enum>(3)</enum><header>Chief of Mission authority</header><text>If a credible allegation of harassment, discrimination, sexual assault, or related retaliation is made by a covered employee at an overseas post against a non-covered employee serving under Chief of Mission authority, including against an employee of another executive agency or non-executive branch agencies operating under memoranda of understanding, the Chief of Mission may use all authorities at their disposal to include revoking the non-covered employee’s permission to be in the country on official business.</text></paragraph><paragraph id="H8A47F23607324CFDA642D459E5160BC3" commented="no"><enum>(4)</enum><header>Diplomatic Security Training</header><text>Diplomatic Security shall ensure that individuals serving as regional security officers in overseas posts are trained in victim-centered, trauma-informed care and sexual assault investigation techniques.</text></paragraph></subsection><subsection id="HA791FA0056DC45A5BB183444BD83EBCB" commented="no"><enum>(f)</enum><header>SANE program training</header><text>The Bureau of Medical Services within the Department of State shall ensure that to the greatest extent practicable, Sexual Assault Nurse Examiner trained staff shall be placed at Department headquarters and major domestic and international facilities and embassies.</text></subsection></section><section id="H919814586D76417FABA6CE3EDDC5154B" commented="no"><enum>305.</enum><header>Rights of employees harassed, discriminated against, retaliated against, or sexually assaulted</header><subsection id="HE9539D04F8394BD7B08E6F8A24A0A7C4"><enum>(a)</enum><header>Right to legal counsel</header><text display-inline="yes-display-inline">Any covered employee filing a complaint of harassment, discrimination, sexual assault, or related retaliation may have access to legal counsel as specified in section 303(b).</text></subsection><subsection id="H506D57B80C604D7395D2E7A2138D65C7" commented="no"><enum>(b)</enum><header>Availability of mediation during harassment investigations</header><paragraph id="HE358E333E02449F8820D482E5826F458" commented="no"><enum>(1)</enum><header>Availability of mediation during investigation</header><text>During the complaint intake of a covered employee’s complaint under section 303—</text><subparagraph id="H769A0EE146004315B68DDFD09D53E0FA" commented="no"><enum>(A)</enum><text display-inline="yes-display-inline">the Office of Civil Rights may inform the covered employee of the availability of mediation; </text></subparagraph><subparagraph id="HABA7F20B3B6B45759A829B7342943CBC" commented="no"><enum>(B)</enum><text>the covered employee who filed the complaint and the accused covered employee may jointly file a request for mediation with the Office of Civil Rights; and </text></subparagraph><subparagraph id="H14A8CBF77541489AA5141CF69135A259" commented="no"><enum>(C)</enum><text display-inline="yes-display-inline">the covered employee who filed the complaint and the accused employee may request the presence of an attorney or a victim advocate in the mediation.</text></subparagraph></paragraph><paragraph id="HF8CA5B9BBE854393AB72BAB28002FA14" commented="no"><enum>(2)</enum><header>Requiring parties to be separated during mediation at request of employee</header><text display-inline="yes-display-inline">At the request of either party, the parties shall be separated during any mediation proceeding under this subsection.</text></paragraph></subsection><subsection id="H617FCF7379764A8C968D649CC45EAB0F" commented="no"><enum>(c)</enum><header>Availability of alternate work assignment or paid leave of absence during pendency of procedures</header><paragraph id="H5879BCE1F0E64061A4CDE2A01775DF0A" commented="no"><enum>(1)</enum><header>Options for employees</header><subparagraph id="HBBF407CDB24A4FA9B0048D990DF606AB" commented="no"><enum>(A)</enum><header>Emergency curtailment of overseas assignment</header><text display-inline="yes-display-inline">At the request of a covered employee who files a complaint of harassment, discrimination, sexual assault, or related retaliation, an employee may request emergency curtailment of his or her tour of duty at no penalty to their career progress and shall be reassigned. Such requests for emergency curtailment shall be approved by the Secretary or their designee, not post management, within 10 days. The Department shall develop a process by which covered employees may request this option in a manner which does not inadvertently result in retaliation against the employee.</text></subparagraph><subparagraph id="HE99ACFD576AA436D89C06527A5858E90" commented="no"><enum>(B)</enum><header>Alternate work assignment</header><text display-inline="yes-display-inline">At the request of a covered employee who files a complaint, during the pendency of any of the procedures available under this title for consideration of the violation, the employing office shall permit the covered employee to carry out the employee’s responsibilities from an alternate location where such relocation would have the effect of materially reducing interactions between the covered employee and any person alleged to have committed the violation, instead of from a location of the employing office.</text></subparagraph><subparagraph id="H8336DC0CB50E42699B837BB9ED0FF66A" commented="no"><enum>(C)</enum><header>Exception for work assignments required to be carried out onsite</header><text display-inline="yes-display-inline">If, in the determination of the covered employee’s employing office, a covered employee who makes a request under this subsection cannot carry out the employee’s responsibilities from an alternate location or such relocation would not have the effect described in subparagraph (B), the employing office may during the pendency of the procedures described in subparagraph (B)—</text><clause id="H8A96E2D611AF4BD0B28CAFB6137D2868" commented="no"><enum>(i)</enum><text display-inline="yes-display-inline">reassign the covered employee;</text></clause><clause id="H8848BA3A1AFE4C98BB9862755FD71E1A" commented="no"><enum>(ii)</enum><text display-inline="yes-display-inline">make another workplace adjustment that would have the effect of reducing interactions between the covered employee and any person alleged to have committed the violation described in subparagraph (B); or</text></clause><clause id="H87DBD0E080634C9C8C42E32EBDAD1471"><enum>(iii)</enum><text>grant a paid leave of absence.</text></clause></subparagraph><subparagraph id="HE4A9AAE9694E4FD18B79E4B54E4EB2AD" commented="no"><enum>(D)</enum><header>Ensuring no retaliation</header><text display-inline="yes-display-inline">An employing office may not grant a covered employee’s request under this subsection in a manner which would constitute retaliation in violation of any provision of law, including any provision of title 5, United States Code. </text></subparagraph><subparagraph id="HB46461B14028475691F5ED581E61B917" commented="no"><enum>(E)</enum><header>No impact on annual or personal leave</header><text display-inline="yes-display-inline">In granting leave for a paid leave of absence under this section, an employing office shall not require the covered employee to substitute, for that leave, any of the accrued paid annual leave of the covered employee.</text></subparagraph><subparagraph id="H89552A3F4DB04A41B7CBEFF30D5D359C" commented="no"><enum>(F)</enum><header>Use of duty hours</header><text>An employee may use up to 16 hours of duty hours to prepare for the investigation and resolution of the applicable complaint. </text></subparagraph></paragraph><paragraph id="HBCEE070141FD47DD971359A96F19C22B" commented="no"><enum>(2)</enum><header>Exception for arrangements subject to collective bargaining agreements</header><text display-inline="yes-display-inline">Paragraph (1) does not apply to the extent that it is inconsistent with the terms and conditions of any collective bargaining agreement which is in effect with respect to an employing office.</text></paragraph><paragraph id="H818015639C12470C9EDDAFD164247DAD" commented="no"><enum>(3)</enum><header>Protections</header><text>A request under paragraph (1) may not be granted or carried out in a retaliatory manner, including retaliation for whistleblowing in violation of the provisions of title 5, United States Code, or any other provision of law.</text></paragraph></subsection><subsection id="HDF17AE8EB4A84ECC84D938C4A8A8E60E"><enum>(d)</enum><header>Exit interviews</header><text>Departing employees may request the opportunity to be interviewed in person with Global Talent Management or its designee to discuss the circumstances of their departure and should be asked specifically about the prevalence of and incidents of harassment, discrimination, sexual assault, and related retaliation.</text></subsection></section><section id="HB62BADEC034943799E1C8622F941BAAF"><enum>306.</enum><header>Provision of climate surveys</header><subsection id="HAC31677F5A06435F8B679CEB72AE5A11"><enum>(a)</enum><header>Definitions</header><text>In this section—</text><paragraph id="H4906EEB93F454764A5159E4D2500A4BE"><enum>(1)</enum><text>the term <term>bureaus and offices of the Department of State</term> includes the Foreign Service (as that term is defined in section 102 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3902">22 U.S.C. 3902</external-xref>));</text></paragraph><paragraph id="H445B42B1151B4666ABE0C1E01B5FB998"><enum>(2)</enum><text>the terms <term>Department of State</term> and <term>Department</term> include the Foreign Service; and</text></paragraph><paragraph id="H69808C0B72F849B19949BD5FE2E8ABAE"><enum>(3)</enum><text>the terms <term>employees and officials of the Department of State</term> includes members of the Service (as that term is defined in section 103 of the Foreign Service Act of 1980 (<external-xref legal-doc="usc" parsable-cite="usc/22/3903">22 U.S.C. 3903</external-xref>)).</text></paragraph></subsection><subsection id="HEB81E04646B941A59699D88C93F91E85"><enum>(b)</enum><header>Climate surveys of employees of the Department of State</header><paragraph id="H147B309A99EB48BFA8821DCC6749C6C7"><enum>(1)</enum><header>Requirement to conduct surveys</header><text>Not later than 180 days after the date of the enactment of this Act and every 2 years thereafter, the Office of Employee Advocacy within the Department of State shall conduct a survey of covered employees of the Department of State regarding harassment, discrimination, sexual assault, and related retaliation in Department of State employment, including a survey of the following:</text><subparagraph id="H6A57F391FD4E44AB86DAC4CBFB0C13EF"><enum>(A)</enum><text>The prevalence of perceived violations by employees and officials of the Department of State.</text></subparagraph><subparagraph id="HDFE6E0B9BC514EF48BC08D9D8575F71A"><enum>(B)</enum><text>The extent to which such violations arise from harassment or discrimination, including on the basis of sex, race, religion, national origin, disability, genetic information, and other demographic characteristics.</text></subparagraph><subparagraph id="HD978914B9B4F4A23AAD67B265ADC3F82"><enum>(C)</enum><text>The presence of a hostile work environment in the agency.</text></subparagraph><subparagraph id="HFB719E09FEC44152BFADCFC5A3778F9B"><enum>(D)</enum><text>Whether employees are aware of their rights and Department processes and procedures, and able to effectively exercise the rights and protections provided under this title and other applicable laws, including the effectiveness of the procedures applicable under this title and other applicable laws for investigating and holding accountable violations.</text></subparagraph><subparagraph id="HCF58B69BD2284E7A95EBA9FAA8682F80"><enum>(E)</enum><text>The extent to which employees feel comfortable making use of the available reporting and resolution mechanisms.</text></subparagraph><subparagraph id="H51F9A0CC9B9442EEBD9A02B9F6EA7F6B"><enum>(F)</enum><text>For employees who have used the reporting and resolution mechanisms, the extent to which the process was accessible and fair.</text></subparagraph></paragraph><paragraph id="H54F1E53548D04A8CB0D070E9535E987D"><enum>(2)</enum><header>Special requirements</header><subparagraph id="HCC898753CAB849C99E7703228F2338EF"><enum>(A)</enum><header>In general</header><text>In each survey conducted under this section, the Office of Employee Advocacy shall survey respondents regarding the prevalence of and attitudes regarding harassment, discrimination, sexual assault, and related retaliation in Department of State employment.</text></subparagraph><subparagraph id="H779205A90427435EA9A7E637F9328711"><enum>(B)</enum><header>Compilation of information by various categories</header><text>The Office of Employee Advocacy shall endeavor to compile information from the survey on the basis of various categories of demographic characteristics, including gender, race and ethnicity, and age, so that the survey will report on the rates of incidents of harassment, discrimination, sexual assault, and related retaliation affecting each such demographic category. The provision of such demographic information shall be voluntary.</text></subparagraph><subparagraph id="HE59ADAEEBA6E490AA1D8EF5426F6CD14"><enum>(C)</enum><header>Consultation; technical assistance</header><text>The Office of Employee Advocacy shall develop the survey in consultation with offices of the executive branch which currently conduct similar surveys of their employees, including the Sexual Assault Prevention and Response Office of the Department of Defense, the Office of Violence Against Women of the Department of Justice, and the Merit Systems Protection Board. Additionally, in developing the survey, the Office of Employee Advocacy shall enter into agreement to receive technical assistance from Workplaces Respond to Domestic and Sexual Violence: A National Resource Center (also known as <quote>Workplaces Respond</quote>), the nonprofit nongovernmental entity described in section of the Violence Against Women Act of 1994 (<external-xref legal-doc="usc" parsable-cite="usc/34/12501">34 U.S.C. 12501</external-xref>).</text></subparagraph><subparagraph id="H1F2CF95D1BB04F6B84AD25470E61B4A3"><enum>(D)</enum><header>Confidentiality</header><text>The underlying data of the climate surveys shall only be available to the Office of Employee Advocacy.</text></subparagraph></paragraph><paragraph id="HEA5F952D2DE3426A97454EDE6A3E3BA6"><enum>(3)</enum><header>Methodology</header><text>The Office of Employee Advocacy shall conduct each survey under this section in accordance with the following:</text><subparagraph id="H0C6677046D3F4F58A4EDFA50F59247D3"><enum>(A)</enum><text>All responses to all portions of the survey shall be anonymous and confidential, and each respondent shall be told throughout the survey that all responses shall be anonymous and confidential.</text></subparagraph><subparagraph id="H6DF27B95AD184653B9FF0D4C860DCEB3"><enum>(B)</enum><text>The Office of Employee Advocacy shall design the survey so that it will take no more than 15 minutes to complete, and so that it may be taken online through the use of both stationary communication devices (such as desktop computers) and portable communication devices (such as cell phones and tablets).</text></subparagraph><subparagraph id="H613EEFD526644C4895576CC60CAB60F9"><enum>(C)</enum><text>The Office of Employee Advocacy shall include in the survey a list of resources available to respondents who wish to get more information about harassment, discrimination, sexual assault, or related retaliation in Department of State employment, including the services the Department of State provides to individuals who allege violations.</text></subparagraph></paragraph></subsection></section><section id="HE2DC376617994D8F9C59E59C21690AA3"><enum>307.</enum><header>Reports to Congress, the Department, and the public</header><subsection id="H13A717E48D414DBA89B5F6AA110AB57E" commented="no"><enum>(a)</enum><header>Annual report</header><paragraph id="H35A811E442BF46D2ACCA0FCD3FE937DB"><enum>(1)</enum><header>In general</header><text>Not later than one year after the date of enactment, and annually thereafter, the Secretary of State shall submit to the Committee on Foreign Relations and Committee on Homeland Security and Governmental Affairs of the Senate and the Committee on Foreign Affairs and Committee on Oversight and Reform of the House of Representatives a report on allegations of harassment, discrimination, sexual assault, and related retaliation involving employees and officials of the Department of State during the preceding year.</text></paragraph><paragraph id="H576321827EA84BEC9493F9BFA874D6BE"><enum>(2)</enum><header>Availability</header><text display-inline="yes-display-inline">Any report submitted under paragraph (1) shall be made available to—</text><subparagraph id="HE8BBF37091504BF9AA3C74E8540422DE"><enum>(A)</enum><text>Department personnel on internal websites and town hall meetings; and</text></subparagraph><subparagraph id="HF749E2B5C8E045CCAFFA47F3A669673E"><enum>(B)</enum><text>to the general public on the Department’s public website.</text></subparagraph></paragraph></subsection><subsection id="H53032E4E7CC94470ACE92A9B5DF7B2CA"><enum>(b)</enum><header>Contents</header><text>Each report under subsection (a)(1) shall contain the following:</text><paragraph id="HBEC8D7AB2D2D4E379B96F12F9612605D"><enum>(1)</enum><text display-inline="yes-display-inline">The number of instances of harassment, discrimination, sexual assault, and related retaliation against employees and officials of the Department of State, and the number of instances of harassment, discrimination, sexual assault, and related retaliation by employees and officials of the Department, that were reported to the Department during the year covered by such report, and the number of the cases so reported that were substantiated. The types of harassment and discrimination shall be disaggregated by category. </text></paragraph><paragraph id="H912288AFAF684C3AAC05D81B1F661BFF"><enum>(2)</enum><text display-inline="yes-display-inline">A summary of types of charges of, and the disciplinary action taken, in each such resolved case, with identifying information of both the accused and complainant removed.</text></paragraph><paragraph id="H2DD59B5792534E918D38921805A6E090"><enum>(3)</enum><text display-inline="yes-display-inline">The policies, procedures, and processes implemented by the Secretary of State during the year covered by each such report in response to incidents of harassment, discrimination, sexual assault, and related retaliation involving employees and officials of the Department of State.</text></paragraph><paragraph id="HC1877FBEE233460493E1C2AB24C7C7B0"><enum>(4)</enum><text display-inline="yes-display-inline">A plan for the actions that are to be taken in the year following the year covered by each such report on the prevention of and response to harassment, discrimination, sexual assault, and related retaliation involving employees and officials of the Department of State.</text></paragraph><paragraph id="H71AA6322E9F64AE987A21DA38B3052A5"><enum>(5)</enum><text display-inline="yes-display-inline">Details on the average caseload of Department investigators handling harassment, discrimination, sexual assault, and related retaliation, to include the number of staff working, the average and median time to investigate cases, and the number of extensions requested by the Office of Civil Rights to conduct investigations past the 120-day timeframe.</text></paragraph><paragraph id="H667491720D5941FDB1A77B040423A7CD"><enum>(6)</enum><text display-inline="yes-display-inline">Details on the average caseload of Office of Employee Advocacy Employee Advocates and staff attorneys.</text></paragraph><paragraph id="H13298CDFC43941AF81179017EEBF0501"><enum>(7)</enum><text display-inline="yes-display-inline">Details on cases of bystander intervention where a bystander assisted to counter or report incidents of harassment, discrimination, sexual assault, and related retaliation.</text></paragraph><paragraph id="H4104789D971446BAA794C32EAD3F5763"><enum>(8)</enum><text display-inline="yes-display-inline">Detailed findings and underlying data of the climate surveys required in section 306, including an independent assessment by the Chief Advocate, not subject to the Secretary of State, of the current climate at the Department of State with regard to harassment, discrimination, sexual assault, and related retaliation.</text></paragraph><paragraph id="HCAACA791BD8B41CA8EA58D4E94196CE7"><enum>(9)</enum><text display-inline="yes-display-inline">Frequency with which those alleging harassment, discrimination, sexual assault, or related retaliation took advantage of supportive services, such as medical care or counseling. </text></paragraph></subsection><subsection id="H2C078A5FEEAC485B8DB2B96D692A046D"><enum>(c)</enum><header>Assessment</header><text display-inline="yes-display-inline">Each report under paragraph (1) for each year beginning with 2022 shall also include an assessment by the Secretary of State of the implementation during the preceding fiscal year of the policies and procedures under section 2(a) of the Department of State on the prevention of and response to harassment, discrimination, sexual assault, and related retaliation involving employees and officials of the Department in order to determine the effectiveness of such policies and procedures during such fiscal year in providing an appropriate response to such harassment, discrimination, sexual assault, and related retaliation.</text></subsection><subsection id="H09C6033353B54BF0ABF30485AA86ECF1"><enum>(d)</enum><header>Assessment of additional authorities needed</header><text>Not later than one year after the date of enactment of this Act, the Secretary of State shall submit to Congress a proposal for such changes and legislation as the Secretary considers necessary to enhance the capability of the Department of State to address matters relating to harassment, discrimination, sexual assault, and related retaliation involving covered employees. The report shall include recommendations for additional appropriations, as appropriate, to implement these changes.</text></subsection></section><section id="H60270973B9444E32BA097C839B1161DD" commented="no"><enum>308.</enum><header>Required training for Department personnel</header><subsection id="H7443710B6D8A489C894DC8488FB03E4D"><enum>(a)</enum><header>Whistleblower protection training</header><text display-inline="yes-display-inline">Not later than one year after the enactment of this Act, and annually thereafter, the Office of Civil Rights shall provide to each covered employee of the Department of State training regarding whistleblower disclosures and protections. Such training shall include instruction and an explanation of the rights of such covered employee regarding whistleblowing, including—</text><paragraph id="HD1C29266089546D198DE3EBEDBC17889"><enum>(1)</enum><text display-inline="yes-display-inline">each method established by law in which a covered employee may file a whistleblower disclosure;</text></paragraph><paragraph id="HECEF116C37934BDF9BDC0E78F44F8FF3"><enum>(2)</enum><text display-inline="yes-display-inline">the right of the covered employee to petition Congress regarding a whistleblower disclosure; and</text></paragraph><paragraph id="H5DE65B6B5B8A461EAB81407813DAA811"><enum>(3)</enum><text display-inline="yes-display-inline">the fact that the covered employee may not be prosecuted or retaliated against for disclosing information to Congress, the Inspector General, or any other investigatory agency in instances where such disclosure is permitted by law, rule, or regulation.</text></paragraph></subsection><subsection id="HCF77FDECBB2F4D959BB7D93AC5513CFC"><enum>(b)</enum><header>Bystander intervention training</header><text display-inline="yes-display-inline">Not later than one year after the enactment of this Act, and annually thereafter, the Office of Civil Rights shall provide to each covered employee of the Department of State training regarding harassment, discrimination, sexual assault, and related retaliation, including—</text><paragraph id="H8FAA4B0480F6467891F318ABBA9439EC"><enum>(1)</enum><text>describing what such conduct entails;</text></paragraph><paragraph id="H2DC44715753C44F2B00D013C7C747108"><enum>(2)</enum><text display-inline="yes-display-inline">identifying the types of conduct that serve as grounds to report or intervene; </text></paragraph><paragraph id="H7C18BB9DE3C8405EAC06B5F0BC9EB712"><enum>(3)</enum><text display-inline="yes-display-inline">training on relevant laws that may require an officer or employee to report or intervene in instances of such conduct;</text></paragraph><paragraph id="H8D172086A12B4EE1AEF2DC3AC4C3A13F"><enum>(4)</enum><text>reporting and intervening protocols and strategies for such conduct;</text></paragraph><paragraph id="HFAA43F91317D46259CC213B9DF90855B"><enum>(5)</enum><text display-inline="yes-display-inline">specific training for covered employees who process allegations of such conduct against other covered employees; and</text></paragraph><paragraph id="HE6F47DA090ED4D6A9784B2BA3AACBE68"><enum>(6)</enum><text>such training must be developed based on consultation with organizations with expertise in trauma-informed care, effective strategies in prevention and response, and healthy workplace culture.</text></paragraph></subsection><subsection id="H9CC6CFD97DB745BEBB46178C8C878B45" commented="no"><enum>(c)</enum><header>Supervisor training</header><text display-inline="yes-display-inline">Not later than one year after the enactment of this Act, and annually thereafter, the Office of Civil Rights shall provide and institute mandatory training on responding to complaints of harassment, discrimination, sexual assault, and related retaliation to each covered employee of the Department of State who is a supervisor. Such training must be developed based on consultation with organizations with expertise in trauma-informed care, effective strategies in prevention and response, and healthy workplace culture. </text></subsection><subsection id="H7BF9446257A14AC0A55EC751AD93F8D6"><enum>(d)</enum><header>Executive leadership training</header><text display-inline="yes-display-inline">Not later than one year after the enactment of this Act, and annually thereafter, the Office of Civil Rights shall provide and institute mandatory training for each covered employee serving in an executive leadership role, including Chiefs of Mission. The training shall emphasize the statutory requirements for reporting and responding to complaints of harassment, discrimination, sexual assault, and related retaliation, including—</text><paragraph id="H7C198D3C459B489E9511B35D92923AC3"><enum>(1)</enum><text>understanding the damage and harm harassment, discrimination, sexual assault, and related retaliation do to the employee and the organization;</text></paragraph><paragraph id="HC50A036B18CB4591817520408278C537"><enum>(2)</enum><text>senior leadership’s responsibility and role to create and foster a work environment free from harassment, discrimination, sexual assault, and related retaliation; and</text></paragraph><paragraph id="H5A2BDF48BE824C5FBAEE42BF1AF4208F"><enum>(3)</enum><text>such training must be developed based on consultation with organizations with expertise in trauma-informed care, effective strategies in prevention and response, and healthy workplace culture.</text></paragraph></subsection><subsection id="H616138C4B64E44F499EF308A2875E049" commented="no"><enum>(e)</enum><header>Policies and procedures</header><text display-inline="yes-display-inline">Not later than one year after the enactment of this Act, and annually thereafter, the Office of Civil Rights shall provide to each covered employee of the Department of State training on the policies and procedures on harassment, discrimination, sexual assault, and related retaliation applicable by operation of section 302. Employees should receive this training within 30 days of entering on duty. Such training must be developed based on consultation with organizations with expertise in trauma-informed care, effective strategies in prevention and response, and healthy workplace culture.</text></subsection><subsection id="HD97949994B9348EEA00D572B17EED5E2"><enum>(f)</enum><header>Manager’s Toolkit</header><text display-inline="yes-display-inline">The Secretary of State shall establish resources, to be referred to as a <quote>Manager’s Toolkit</quote>, to aid supervisors in understanding rights, responsibilities, and penalties associated with conduct of harassment, discrimination, sexual assault, and related retaliation.</text></subsection><subsection id="HC7CB12E0F6384667928AC3E29C5B6719"><enum>(g)</enum><header>Equal employment opportunity counselor training</header><text>The Office of Civil Rights shall revise the 32 hours of training provided to Equal Employment Opportunity Counselors to include the resources and responsibilities of the Office of Employee Advocacy, as well as the various means of communication available to employees to relay their complaints to OEA. </text></subsection></section><section id="H4DF5B2D5161E4E6DA256EE3804162FCB"><enum>309.</enum><header>Hiring, vetting, and promotion</header><subsection id="H4019AF595C394659995D028334278B25" commented="no"><enum>(a)</enum><header>In general</header><text display-inline="yes-display-inline">The Secretary of State, in consultation with relevant agencies, shall ensure that questions relating to harassment, discrimination, sexual assault, and related retaliation complaints are included in any background investigation with respect to a security clearance or access determination and vetting of any covered employee.</text></subsection><subsection id="H45CE833FA839416384A8007646CA46A2" commented="no"><enum>(b)</enum><header>Requirements for appointment</header><text display-inline="yes-display-inline">Consistent with the civil service and Foreign Service laws and regulations, the Secretary of State shall ensure that a background investigation on any potential sexual assault is conducted before an individual is appointed to a position within the Department.</text></subsection><subsection id="HF582B009263D478BADFF2223BCCC5973"><enum>(c)</enum><header>Requirements for promotion into the senior foreign service or senior executive service</header><text display-inline="yes-display-inline">The Secretary of State shall ensure that potential candidates are vetted for their history of promoting a work environment free from harassment and discrimination. Promotion boards shall take into account whether candidates have a history of offenses that occurred under their leadership, regardless of whether the candidate was named an offender or not. </text></subsection><subsection id="H7237705078A34B3D939772BE101C9804"><enum>(d)</enum><header>Promotion policy objectives</header><text>Consistent with the civil service and Foreign Service laws and regulations, the Secretary of State shall ensure that promotion precepts and selection panels reward officers who have volunteered to serve as Equal Employment Opportunity Counselors, and that documentation of the precepts emphasize that counseling experience is to be viewed as valuable experience preparing officers to perform in senior-level positions with respect to the leadership, management, and interpersonal skills precepts.</text></subsection></section><section id="H45935234C24A4D3EBEA63A9301292745"><enum>310.</enum><header>Nondisclosure and nondisparagement agreements</header><subsection id="HD069FAF9932B4812A7B4331D10BE47A2"><enum>(a)</enum><header>Definitions</header><text display-inline="yes-display-inline">In this section—</text><paragraph id="H84EA86DC9F1940C78819A09CEFB6C7DC"><enum>(1)</enum><header>Employee</header><text display-inline="yes-display-inline">The term <term>employee</term> means any individual subject to section 717 of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e-16">42 U.S.C. 2000e–16</external-xref>), section 411(c) of title 3, United States Code, or section 101(a)(3) of the Congressional Accountability Act of 1995.</text></paragraph><paragraph id="HF3AD27D4822148ABAF3CB1E9CB1FB7AA"><enum>(2)</enum><header>Employer</header><text>The term <term>employer</term> means any employing office referred to in section 1301(a)(9) of title 2, United States Code, or section 411(c)(2) of title 3, United States Code, or department, agency, or unit referred to in subsection (a) of section 717 of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e-16">42 U.S.C. 2000e–16</external-xref>). </text></paragraph><paragraph id="HA261302136134C649AE6428EE32D9F6E"><enum>(3)</enum><header>Nondisclosure clause</header><text display-inline="yes-display-inline">The term <term>nondisclosure clause</term> means a provision in a contract or agreement establishing that one or more parties to the contract or agreement agrees not to disclose information covered by the terms and conditions of the contract or agreement.</text></paragraph><paragraph id="H257240551A854F3DBF88DE0D3566E02D"><enum>(4)</enum><header>Nondisparagement clause</header><text display-inline="yes-display-inline">The term <term>nondisparagement clause</term> means a provision in a contract or agreement requiring one or more parties to the contract or agreement not to make negative statements about another such party.</text></paragraph></subsection><subsection id="H749EA54AEE044EDD899FD1AD5BB05971"><enum>(b)</enum><header>Unlawful practices</header><paragraph id="HCA2F832C90F04D1186E25F88966959A6"><enum>(1)</enum><header>In general</header><text>It shall be an unlawful practice for an employer to enter into a contract or agreement with an employee, as a condition of employment, promotion, compensation, benefits, or change in employment status, or as a term, condition, or privilege of employment, if that contract or agreement contains a nondisparagement clause or nondisclosure clause that covers prohibited discrimination or harassment in employment or contracting, or retaliation for reporting, resisting, opposing, or assisting in the investigation of such discrimination or harassment.</text></paragraph><paragraph id="H2724CC1304DB4F3D9643343C2C6473B8"><enum>(2)</enum><header>Enforcement</header><text>Notwithstanding any other provision of law, it shall be an unlawful practice for an employer to enforce or attempt to enforce a nondisclosure or nondisparagement clause that covers prohibited discrimination or harassment in employment, or retaliation for reporting, resisting, opposing, or assisting in the investigation of such discrimination or harassment. An employer’s enforcement or attempts to enforce such a nondisclosure agreement against an employee shall be determined to be prohibited retaliation.</text></paragraph><paragraph id="HA5B8B175C96B4AC8A823E6C5B2CBED83"><enum>(3)</enum><header>Settlement or separation agreements</header><subparagraph id="HA012725C36BE4A2A89202DCD422BC90C"><enum>(A)</enum><header>In general</header><text>The provisions of paragraphs (1) and (2) do not apply to a nondisparagement clause or nondisclosure clause contained in a settlement agreement or separation agreement that resolves legal claims or disputes if—</text><clause id="H6C56337944BA4C4DB72C441C34FE7A2D"><enum>(i)</enum><text>such legal claims accrued or such disputes arose before the settlement agreement or separation agreement was executed;</text></clause><clause id="H8356B17739B549DBA565A1C2D7CC26EC"><enum>(ii)</enum><text>the clause involved is mutually agreed upon by and mutually benefits both—</text><subclause id="H8A23535DEFFE486E8E2F746F9C18012D"><enum>(I)</enum><text>the employer, as the case may be; and</text></subclause><subclause id="H2989FCDD9FF146A8BEDEF6218C4C6C9A"><enum>(II)</enum><text>the employee;</text></subclause></clause><clause id="HAF17121DE18D4103993D6A0B3B78684D"><enum>(iii)</enum><text>the employee’s agreement to such clause is knowing and voluntary, as described in subparagraph (C); and</text></clause><clause id="HBDA8FF0FA9044204B7AEC81E187B3B17"><enum>(iv)</enum><text>the settlement agreement or separation agreement expressly states that the agreement involved does not prohibit, prevent, or otherwise restrict a worker from—</text><subclause id="H3EBABD3A601145ADA625E0C87F8923BE"><enum>(I)</enum><text>reporting the allegations underlying those settled claims to the Equal Employment Opportunity Commission, any other Federal, State, or local agency with the authority to enforce laws (including regulations) that prohibit discrimination or harassment in employment, as the case may be, or law enforcement;</text></subclause><subclause id="H059FE992F797435390284BCBDCD5339E"><enum>(II)</enum><text>testifying at, assisting, or participating in an investigation or proceeding conducted by the Equal Employment Opportunity Commission, any other Federal, State, or local agency with the authority to enforce laws (including regulations) that prohibit discrimination or harassment in employment, as the case may be, or law enforcement; or</text></subclause><subclause id="H1C8C1125EDDF49A8B424F8BB14B575FA"><enum>(III)</enum><text>testifying in a hearing or trial or complying with a request for discovery in relation to civil litigation.</text></subclause></clause></subparagraph><subparagraph id="H7B6402E09D6E41AEAC3C1C73AA2EE93C"><enum>(B)</enum><header>Prohibition on sole benefit</header><text>For purposes of this paragraph, it shall be an unlawful practice for an employer to unilaterally include a nondisparagement clause or nondisclosure clause that solely benefits the employer in a separation or settlement agreement.</text></subparagraph><subparagraph id="H41DFC731BD364A93AAE6880601DBD595"><enum>(C)</enum><header>Knowing and voluntary agreement</header><text>For purposes of this paragraph, agreement to a nondisparagement clause or nondisclosure clause may not be considered knowing and voluntary unless at a minimum—</text><clause id="H1482EA4A45E84B5E82DCFB8C6B351317"><enum>(i)</enum><text>the nondisparagement clause or nondisclosure clause is written in a manner designed to ensure that the employee understands the content of the clause involved;</text></clause><clause id="H42F5BB7C104D424DB3B0D317F304841C"><enum>(ii)</enum><text>the nondisparagement clause or nondisclosure clause is included only in exchange for consideration of value provided to the employee, in addition to anything of value to which the employee is already entitled;</text></clause><clause id="H01793AD696D14BC8B6D4061A1B1A2F96"><enum>(iii)</enum><text>the nondisparagement clause or nondisclosure clause does not apply to any rights or claims that arise after the date the settlement or separation agreement is executed;</text></clause><clause id="H8152347609774F199B40221FA9C5311C"><enum>(iv)</enum><text>the employee is advised in writing to consult with an attorney prior to agreeing to such an agreement that includes a nondisparagement clause or nondisclosure clause;</text></clause><clause id="H27572B0B59574D1B9AC2123F86FB1539"><enum>(v)</enum><text>the employee is given a period of at least 21 days to consider any proposal for a settlement or separation agreement that includes a nondisparagement clause or nondisclosure clause; and</text></clause><clause id="H19773394B0D7427D9F509D31D5565CA4"><enum>(vi)</enum><text>the settlement or separation agreement provides that for a period of at least 7 days following the execution of such agreement the employee may revoke the agreement, and the agreement shall not become effective or enforceable until the revocation period has expired.</text></clause></subparagraph><subparagraph id="H0B46013529004845AD9235DE8ED060CB"><enum>(D)</enum><header>Burden of proof</header><text>In any dispute that may arise over whether any of the requirements of subparagraph (A) have been met, the party asserting the validity of an agreement shall have the burden of proving that the requirements of subparagraph (A) have been met.</text></subparagraph><subparagraph id="H2CFCF798BA894F1A9C6FD475F38EF0B0"><enum>(E)</enum><header>Participation in investigations or proceedings</header><text>No nondisparagement clause or nondisclosure clause may affect the ability of an employee to testify at, assist, or participate in an investigation or proceeding conducted by the Equal Employment Opportunity Commission, any Federal, State, or local agency with the authority to enforce laws (including regulations) that prohibit discrimination in employment, as the case may be, or a law enforcement agency.</text></subparagraph><subparagraph id="HD67AB2C0BBE6456D85CE945C54966E88"><enum>(F)</enum><header>Prohibition on damages</header><text>Under no circumstances shall an employee be required to pay damages for breach of a nondisparagement clause or nondisclosure clause permitted by this paragraph in excess of an amount equal to the consideration of value provided to the worker in exchange for the workers’ agreement to the nondisparagement clause or nondisclosure clause.</text></subparagraph></paragraph></subsection><subsection id="HEFA75C0DCDE842E89D56903702F49EBB"><enum>(c)</enum><header>Enforcement</header><paragraph id="HFCE0CAECEABB45D5A14219FF8DFE3EBA"><enum>(1)</enum><header>Enforcement powers</header><text>With respect to the administration and enforcement of this section in the case of a claim alleged by an employee against an employer for a violation of this section—</text><subparagraph id="H3A003912DEB5463EB938515C19AD7C4D"><enum>(A)</enum><text display-inline="yes-display-inline">the Commission shall have the same powers as the Commission has to administer and enforce title VII of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e">42 U.S.C. 2000e et seq.</external-xref>);</text></subparagraph><subparagraph id="H4CF87DF4047E4CF2A4ACA98B34A3324B"><enum>(B)</enum><text>the Librarian of Congress shall have the same powers as the Librarian of Congress has to administer and enforce title VII of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e">42 U.S.C. 2000e et seq.</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of such title;</text></subparagraph><subparagraph id="H1C56DDF0FEFF44E7A164CECB8B32FC7D"><enum>(C)</enum><text>the Board (as defined in section 101(a) of the Congressional Accountability Act of 1995 (<external-xref legal-doc="usc" parsable-cite="usc/2/1301">2 U.S.C. 1301(a)</external-xref>)) shall have the same powers as the Board has to administer and enforce the Congressional Accountability Act of 1995 (<external-xref legal-doc="usc" parsable-cite="usc/2/1301">2 U.S.C. 1301 et seq.</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of section 201(a)(1) of such Act (<external-xref legal-doc="usc" parsable-cite="usc/2/1311">2 U.S.C. 1311(a)(1)</external-xref>);</text></subparagraph><subparagraph id="HEAD3494DBDE64609B34B992ECE3F4DD6"><enum>(D)</enum><text>the President, the Commission, and the Merit Systems Protection Board shall have the same powers as the President, the Commission, and the Board, respectively, to administer and enforce <external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/3/5">chapter 5</external-xref> of title 3, United States Code, in the case of a claim alleged by an employee of the employer for a violation of section 411 of such title; and</text></subparagraph><subparagraph id="HA7D711385A2145A1B47E43348E075F33"><enum>(E)</enum><text>a court of the United States shall have the same jurisdiction and powers as the court has to enforce—</text><clause id="HF28C2C5EDAE74D2287B677BFF2FF47BD"><enum>(i)</enum><text>title VII of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e">42 U.S.C. 2000e et seq.</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of such title;</text></clause><clause id="HAF66D297294A4952B870A246BE9EBF48"><enum>(ii)</enum><text>the Congressional Accountability Act of 1995 (<external-xref legal-doc="usc" parsable-cite="usc/2/1301">2 U.S.C. 1301 et seq.</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of section 201(a)(1) of such Act (<external-xref legal-doc="usc" parsable-cite="usc/2/1311">2 U.S.C. 1311(a)(1)</external-xref>); and</text></clause><clause id="H9BC186A3070C4946B6FBF81DACF247D3"><enum>(iii)</enum><text><external-xref legal-doc="usc-chapter" parsable-cite="usc-chapter/3/5">chapter 5</external-xref> of title 3, United States Code, in the case of a claim alleged by an employee of the employer for a violation of section 411 of such title.</text></clause></subparagraph></paragraph><paragraph id="H48DB342466C34CC8B923F00C02223B30"><enum>(2)</enum><header>Procedures and remedies</header><text>The procedures and remedies applicable to a claim alleged by an employee against the employer for a violation of this section are—</text><subparagraph id="HBCBB1FDE29994C5C978225B599F9F0C0"><enum>(A)</enum><text>the procedures and remedies applicable for a violation of title VII of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e">42 U.S.C. 2000e et seq.</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of such title;</text></subparagraph><subparagraph id="HB4D7F16E08AF4883B9CA00289272ED0A"><enum>(B)</enum><text>the procedures and remedies applicable for a violation of section 201(a)(1) of the Congressional Accountability Act of 1995 (<external-xref legal-doc="usc" parsable-cite="usc/2/1311">2 U.S.C. 1311(a)(1)</external-xref>) in the case of a claim alleged by an employee of the employer for a violation of such section; and</text></subparagraph><subparagraph id="HF6B855218A0246A9AD4FEC75EA51E691"><enum>(C)</enum><text>the procedures and remedies applicable for a violation of section 411 of title 3, United States Code, in the case of a claim alleged by an employee of the employer for a violation of such section.</text></subparagraph></paragraph></subsection><subsection id="HCFF4D88BFEE443CDA97E0FD1FBBEE755"><enum>(d)</enum><header>Right To report reserved</header><text>Notwithstanding signing (before, on, or after the effective date of this Act) any nondisparagement clause or nondisclosure clause, an employee retains—</text><paragraph id="HCBD26B8079034961B97D0ADC3C76AA0A"><enum>(1)</enum><text>any right that person would otherwise have had to report a concern about harassment, including sexual harassment, in employment or another violation of the law to the Commission, another Federal agency (including an office of the legislative or judicial branch), a State or local fair employment practices agency or any other State or local agency, or a law enforcement agency; and</text></paragraph><paragraph id="HE1209398E56D418CAF6E4A5D52FEDC58"><enum>(2)</enum><text>any right that person would otherwise have had to bring an action in a court of the United States.</text></paragraph></subsection><subsection id="HEAE0A76066EC4298BB698D4D09D0B266"><enum>(e)</enum><header>Regulations</header><paragraph id="HAD3C446D37E04D2A9F2D71AE5ECB39E3"><enum>(1)</enum><header>In general</header><text>Except as provided in paragraphs (2), (3), and (4), the Commission shall have authority to issue regulations to carry out this section.</text></paragraph><paragraph id="HDED2BF8C63E0459BA623B5A3F919FE0C"><enum>(2)</enum><header>Librarian of congress</header><text>The Librarian of Congress shall have authority to issue regulations to carry out this section with respect to workers of the Library of Congress.</text></paragraph><paragraph id="H5A642350F0C34D36AB1C20D0E3FB07B2"><enum>(3)</enum><header>Board</header><text>The Board referred to in subsection (c)(1)(C) shall have authority to issue regulations to carry out this section, in accordance with section 304 of the Congressional Accountability Act of 1995 (<external-xref legal-doc="usc" parsable-cite="usc/2/1384">2 U.S.C. 1384</external-xref>), with respect to employees described in subsection (c)(1)(C).</text></paragraph><paragraph id="H66D26B3B55E3422A8760E73A857E1F02"><enum>(4)</enum><header>President</header><text>The President shall have authority to issue regulations to carry out this section with respect to employees described in subsection (c)(1)(E).</text></paragraph></subsection><subsection id="H65E216176300476BA59426E9767636B2"><enum>(f)</enum><header>Remedies</header><text>Notwithstanding any other provision of this title, in an action or administrative proceeding against the United States for a violation of this section, remedies (including remedies at law and in equity, and interest) are available for the violation to the same extent as the remedies are available for a violation of title VII of the Civil Rights Act of 1964 (<external-xref legal-doc="usc" parsable-cite="usc/42/2000e">42 U.S.C. 2000e et seq.</external-xref>) by an employer, except that—</text><paragraph id="H53710EE7EF7145528372ACCC97713C6A"><enum>(1)</enum><text display-inline="yes-display-inline">punitive damages are not available; and</text></paragraph><paragraph id="HCB5B3C5F8EE549E2B5BBDAE7308398C8" commented="no" display-inline="no-display-inline"><enum>(2)</enum><text display-inline="yes-display-inline">compensatory damages are available to the extent specified in section 1977A(b) of the Revised Statutes (<external-xref legal-doc="usc" parsable-cite="usc/42/1981a">42 U.S.C. 1981a(b)</external-xref>).</text></paragraph></subsection></section><section id="id6d831f26da9f476fa82fedcbcc5ce5c8"><enum>311.</enum><header>Sense of Congress on sexual harassment and assault prevention and eradication in the foreign affairs workforce</header><text display-inline="no-display-inline">It is the sense of Congress that the foreign affairs workforce, including the United States Agency for International Development, the Broadcasting Board of Governors, the Peace Corps, the Development Finance Corporation, and the Millennium Challenge Corporation, should take significant steps to prevent and eradicate sexual harassment and assault. </text></section>