Q: I have read reports that have cited the OOC saying that between 1997 and 2014, the US Treasury has paid $15.2 million in 235 awards and settlements for workplace violations. Were these all settlements of sexual harassment claims in Congress?
A: No. A large portion of cases before the OOC come from employing offices in the legislative branch other than the House of Representatives or the Senate, and involve various statutory provisions incorporated by the CAA, such as the overtime provisions of the Fair Labor Standards Act, the Family Medical Leave Act, and the Federal Service Labor Management Relations Act.
The statistics on payments are not further broken down because settlements may involve cases that allege violations of more than 1 of the 13 statutes incorporated by the CAA.
Statistics about types of claims are available on our website as a part of our annual report. Sexual harassment claims are included with gender discrimination and pregnancy issues. More information: www.compliance.gov Contact the OOC within 180 days of an alleged violation. The Congressional Accountability Act created a unique process to resolve workplace disputes in the legislative branch. The OOC is an independent, nonpartisan office with experts trained in dispute resolution.
Dispute Resolution Process - Filing a Claim
ISSUED NOVEMBER 13, 2017 OFFICE OF COMPLIANCE Office of Compliance • 110 Second Street, SE, Room LA 200, Washington, DC 20540 • 202-724-9250 • compliance.gov Correcting the record: Filing claims with the OOC
The Compliance Office's Pledge:
We appreciate that workplace rights issues can be stressful to deal with, difficult to manage, and challenging to understand. So when someone calls to speak to our counselors about a sensitive workplace issue, we are committed to providing prompt, courteous, and responsive information to help them better understand their rights and responsibilities. All counseling calls with the OOC are strictly confidential.
When we inspect properties to determine compliance with safety and health and disability access, we are committed to working with employing offices to help them understand the law and to provide the information necessary to cure any potential violations.
Finally, we strongly believe that understanding the laws incorporated in the Congressional Accountability Act is the best way to prevent workplace conflict, and as such, we are committed to being a vital, educational resource for Congressional Members, employing offices, and legislative branch employees through our publications and training programs.
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