Rights Under the CAA
The Congressional Accountability Act (CAA) applies thirteen civil rights, labor, and workplace safety laws to Congress and its associated agencies.
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.
Employees 40 years old or older cannot be discriminated against in personnel actions because of their age.
Certain Legislative Branch employees have the right to join a union and collectively bargain with an employing office.
Employees cannot be discriminated against in personnel actions because of a disability, and offices may be required to accommodate the special needs of a person with a disability.
Employees cannot be harassed or discriminated against in personnel actions because of their race, color, religion, sex, or national origin.
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 are entitled to be given advance notice of an office closing or mass layoff.
Workplaces in the Legislative Branch must be free of hazards that are likely to cause death or serious injury.
With limited exceptions, employees cannot be required to take polygraph (“lie detector”) tests.
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 in their old job after a service obligation ends.
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 cannot be discriminated against and denied health insurance based on that employee’s genetic information.