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Ending Workplace Misconduct Secrecy: New Employee Rights

This act aims to enhance employee protection against discrimination, harassment, and retaliation in the workplace. It mandates employers to establish clear procedures for reporting and investigating such incidents, and invalidates non-disclosure clauses in settlements that prevent reporting misconduct to authorities. This gives employees greater freedom to assert their rights and report issues without fear of repercussions.
Key points
Employers must establish clear procedures for reporting and investigating discrimination, harassment, and retaliation within one year of the act's enactment.
Employees can report misconduct confidentially, and employers must provide access to information on support services (medical, legal).
Non-disclosure clauses in settlement agreements that prohibit reporting misconduct to Congress, federal, state, local government, or law enforcement become unenforceable.
Employers cannot intimidate employees into silence or require notification before reporting misconduct to authorities.
Employees must have at least 21 days to consider an agreement and 7 days to rescind it after signing.
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Additional Information
Print number: 118_HR_4802
Sponsor: Rep. Raskin, Jamie [D-MD-8]
Process start date: 2023-07-20
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Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
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OFFICIAL LEGAL TITLE

Accountability for Workplace Misconduct Act

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 118_HR_4802.

Which chamber initiated this legislation?

This legislation was initiated in the House of Representatives.

When did the legislative process begin?

The process officially started on 2023-07-20.

What are the main provisions?

Key points include:

  • Employers must establish clear procedures for reporting and investigating discrimination, harassment, and retaliation within one year of the act's enactment.
  • Employees can report misconduct confidentially, and employers must provide access to information on support services (medical, legal).
  • Non-disclosure clauses in settlement agreements that prohibit reporting misconduct to Congress, federal, state, local government, or law enforcement become unenforceable.
  • Employers cannot intimidate employees into silence or require notification before reporting misconduct to authorities.
  • Employees must have at least 21 days to consider an agreement and 7 days to rescind it after signing.
What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Rep. Raskin, Jamie [D-MD-8].

What is the latest detailed status?

The latest detailed status is: Referred to the House Committee on Education and the Workforce.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-25.

CATEGORIES

Labor Courts and Law