Preventing Disability Discrimination in the Congressional Workplace:
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Since the opening of the Office of Compliance on January 23, 1996, our dedicated staff has worked to ensure a fair, safe, and accessible workplace for more than 30,000 legislative branch employees.
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Advancing workplace rights, safety and health, and
accessibility in the legislative branch.
The Congressional Accountability Act Laws
The Veterans Employment Opportunities Act of 1998 (VEOA) gives veterans improved access to Federal job opportunities and establishes a redress system for preference eligibles in the event that their veterans’ preference rights are violated.
Employees may not be discriminated against and denied health insurance based on their genetic information.
Certain Legislative Branch employees have the right to join a union and collectively bargain with an employing office.
Workplaces in the Legislative Branch must be free of hazards that are likely to cause death or serious injury.
Offices in the Legislative Branch must make their public services, programs, activities, and places of public accommodation accessible to members of the public who have a disability.
An employer may not intimidate, retaliate, or discriminate against employees who exercise their rights applied by the CAA.
Employees cannot be discriminated against for past or present duty in the “uniformed services,” and those who leave work to perform unformed service are entitled to be reemployed after a service obligation ends.
Employees are entitled to be given advance notice of an office closing or mass layoff.
With limited exceptions, employees cannot be required to take polygraph (“lie detector”) tests.
Employees must get paid at least the current minimum wage, and certain employees are entitled to overtime pay.
Employees are entitled to 12 weeks of leave from work for certain family and medical reasons.
Employees cannot be harassed or discriminated against in personnel actions because of their race, color, religion, sex, or national origin.
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