S. 4635

[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[S. 4635 Introduced in Senate (IS)]

<DOC>

119th CONGRESS
2d Session
S. 4635

To promote the economic security and safety of survivors of domestic 
violence, dating violence, sexual assault, or stalking, and for other 
purposes.

_______________________________________________________________________

IN THE SENATE OF THE UNITED STATES

May 21, 2026

Mrs. Murray (for herself, Ms. Baldwin, Mr. Blumenthal, Ms. Duckworth, 
Ms. Hirono, Mr. Padilla, Mr. Sanders, Mrs. Shaheen, Mr. Van Hollen, and 
Mr. Wyden) introduced the following bill; which was read twice and 
referred to the Committee on Health, Education, Labor, and Pensions

_______________________________________________________________________

A BILL

To promote the economic security and safety of survivors of domestic 
violence, dating violence, sexual assault, or stalking, and for other 
purposes.

Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE; TABLE OF CONTENTS.

(a) Short Title.--This Act may be cited as the ``Security And 
Financial Empowerment for Survivors Act of 2026'' or the ``SAFE for 
Survivors Act of 2026''.
(b) Table of Contents.--The table of contents for this Act is as 
follows:

Sec. 1. Short title; table of contents.
Sec. 2. Findings.
Sec. 3. Definitions.
Sec. 4. Rule of construction regarding more protective laws, 
agreements, programs, and plans.
Sec. 5. Arbitration.
TITLE I--REAUTHORIZATION OF NATIONAL RESOURCE CENTER GRANTS ON 
WORKPLACE RESPONSES TO ASSIST VICTIMS OF DOMESTIC AND SEXUAL VIOLENCE

Sec. 101. Grant program reauthorization.
TITLE II--SAFE LEAVE FOR ADDRESSING QUALIFYING ACTS OF VIOLENCE

Sec. 201. Entitlement to safe leave for addressing domestic violence, 
dating violence, sexual assault, or 
stalking.
Sec. 202. Prohibited acts.
Sec. 203. Enforcement.
Sec. 204. Existing leave usable for a qualifying act of violence.
Sec. 205. Emergency benefits.
Sec. 206. Regulations.
TITLE III--SURVIVORS' EMPLOYMENT SUSTAINABILITY

Sec. 301. Short title.
Sec. 302. Definitions.
Sec. 303. Prohibited discriminatory acts.
Sec. 304. Remedies and enforcement.
Sec. 305. Rulemaking.
Sec. 306. Attorney's fees.
TITLE IV--ENTITLEMENT TO UNEMPLOYMENT COMPENSATION FOR VICTIMS OF A 
QUALIFYING ACT OF VIOLENCE

Sec. 401. Unemployment compensation for victims of a qualifying act of 
violence.
TITLE V--INSURANCE PROTECTIONS AND SUPPORT FOR VICTIMS OF A QUALIFYING 
ACT OF VIOLENCE

Subtitle A--Insurance Protections

Sec. 501. Definitions.
Sec. 502. Discriminatory acts prohibited.
Sec. 503. Insurance protocols for victims of a qualifying act of 
violence.
Sec. 504. Reasons for adverse actions.
Sec. 505. Life insurance.
Sec. 506. Subrogation without consent prohibited.
Sec. 507. Enforcement.
Sec. 508. Applicability.
Subtitle B--Supporting and Empowering Victims

Sec. 511. Qualifying acts of violence education and information 
programs for victims.
Sec. 512. Investing in public health infrastructure to improve support 
for victims.
TITLE VI--SEVERABILITY

Sec. 601. Severability.

SEC. 2. FINDINGS.

Congress finds the following:
(1) Gender-based violence is prevalent in the United 
States. According to the Centers for Disease Control and 
Prevention, almost 1 in 4 women report having experienced 
severe physical violence from an intimate partner in their 
lifetime and more than 1 in 5 women have experienced completed 
or attempted rape in their lifetimes. Such violence has a 
devastating impact on women's physical and emotional health, 
financial security, and ability to maintain their jobs, and 
thus impacts interstate commerce and economic security.
(2) A large percentage of the workforce are survivors of 
domestic and sexual violence, and many of them struggle to 
remain connected to the workforce as they face numerous 
challenges in obtaining and maintaining employment as a 
consequence of the abuse.
(3) The Office on Violence Against Women of the Department 
of Justice defines domestic violence as a pattern of abusive 
behavior in any relationship that is used by one intimate 
partner to gain or maintain power and control over another 
intimate partner. Domestic violence can include physical, 
sexual, emotional, economic, or psychological actions or 
threats of actions that influence another person. Domestic 
violence includes any behaviors that intimidate, manipulate, 
humiliate, isolate, frighten, terrorize, coerce, threaten, 
blame, hurt, injure, or wound an individual.
(4) Homicide is one of the leading causes of death for 
women on the job. Domestic partners or relatives commit 43 
percent of workplace homicides against women. One study found 
that intimate partner violence resulted in 142 homicides among 
women at work in the United States from 2003 to 2008, a figure 
which represents 22 percent of the 648 workplace homicides 
among women during the period. In fact, in 2010, homicides 
against women at work increased by 13 percent despite 
continuous declines in overall workplace homicides in recent 
years.
(5) Women in the United States are 28 times more likely to 
be murdered with guns than women in other high-income 
countries. Female intimate partners are more likely to be 
murdered with a firearm than all other means combined. The 
presence of a gun in domestic violence situations increases the 
risk of homicide for women by 500 percent.
(6) Violence can have a dramatic impact on the survivor of 
such violence. Studies indicate that 44 percent of surveyed 
employed adults experienced the effect of domestic violence in 
the workplace, domestic violence victims report that they lost 
a job, and 1 in 3 domestic violence victims report that they 
lost a job due to domestic violence. Another recent survey 
found that 78 percent of offenders used workplace resources to 
express anger, check up on, pressure, or threaten a survivor of 
sexual assault, whether occurring in or out of the workplace, 
can impair an employee's work performance, require time away 
from work, and undermine the employee's ability to maintain a 
job. Nearly 50 percent of sexual assault survivors lose their 
jobs or are forced to quit in the aftermath of the assaults.
(7) In a study commission by the Office on Violence Against 
Women of the Department of Justice, 66 percent of respondents 
said an abusive partner had disrupted their ability to complete 
education or training through tactics such as not allowing them 
access to money to pay for school, socially isolating the 
survivor, controlling or monitoring their mobility, using 
physical or sexual violence, and damaging or destroying 
personal property.
(8) Significant barriers survivors confront include 
housing, transportation, and child care. Ninety-two percent of 
homeless women have experienced domestic violence, and more 
than 50 percent cite domestic violence as the direct cause for 
homelessness. Survivors are deprived of their autonomy, 
liberty, and security, and face tremendous threats to their 
health and safety.
(9) The National Institutes of Health report that survivors 
of severe intimate partner violence lose nearly 8,000,000 days 
of paid work, which is the equivalent of more than 32,000 full-
time jobs and almost 5,600,000 days of household productivity 
each year. Therefore, women disproportionately need time off to 
care for their health or to find safety solutions, such as 
obtaining a restraining order or finding housing, to avoid or 
prevent further violence.
(10) Annual costs of intimate partner violence are 
estimated over $8,300,000,000. According to the Centers for 
Disease Control and Prevention, the costs of intimate partner 
violence against women in 1995 exceeded an estimated 
$5,800,000,000. These costs included nearly $4,100,000,000 in 
the direct costs of medical and mental health care and nearly 
$1,800,000,000 in the indirect costs of lost productivity. 
These statistics are generally considered to be underestimated 
because the costs associated with the criminal justice system 
are not included.
(11) Studies estimate that work days lost due to intimate 
partner violence, sexual violence, or stalking over victims' 
lifetimes are worth an estimated $137,800,000,000 (calculated 
using 2022 dollars). According to the Bureau of Justice 
Statistics, about 3,400,000 of all persons age 16 or older were 
victims of stalking in 2019. Moreover, 17 percent of stalking 
victims describe losing a job or job opportunities, 1 in 8 
employed stalking victims lose time from work as a result of 
their victimization, and more than half lose 5 days of work or 
more.
(12) Fifty-five percent of senior executives recently 
surveyed said domestic violence has a harmful effect on their 
company's productivity. Seventy-eight percent of human 
resources professionals consider partner violence a workplace 
issue. However, more than 70 percent of United States 
workplaces have no formal program or policy that addresses 
workplace violence, let alone domestic violence. In fact, only 
20 percent of employers provided training on domestic violence.
(13) Studies indicate that one of the best predictors of 
whether a survivor will be able to stay away from his or her 
abuser is the degree of his or her economic independence. 
However, domestic violence, dating violence, sexual assault, 
and stalking often negatively impact a survivor's ability to 
maintain employment.
(14) Abusers frequently seek to exert financial control 
over their partners by actively interfering with their ability 
to work, including preventing their partners from going to 
work, harassing their partners at work, limiting their 
partners' access to cash or transportation, and sabotaging 
their partners' child care arrangements.
(15) Economic abuse refers to behaviors that control an 
intimate partner's ability to acquire, use, and maintain access 
to, money, credit, ownership of assets, or access to 
governmental or private financial benefits, including 
defaulting on joint obligations (e.g. school loans, credit card 
debt, mortgage, or rent). Other forms may include--
(A) preventing someone from attending school;
(B) threatening to or actually terminating 
employment;
(C) controlling or withholding access to cash, 
checking, or credit accounts; and
(D) attempts to damage or sabotage an intimate 
partner's creditworthiness, including forcing a 
survivor to write bad checks, taking on debt in the 
survivor's name, including forcing a survivor to 
default on payments related to household needs, such as 
housing, or forcing a survivor into bankruptcy.
(16) Economic abuse is a significant aspect of teen dating 
violence, and has harmful long-term impacts on educational 
attainment, employment opportunities, and financial 
independence.
(17) The Patient Protection and Affordable Care Act (Public 
Law 111-148), and the amendments made by such Act, ensures that 
most health plans must cover preventive services, including 
screening and counseling for domestic violence, at no 
additional cost. In addition, it prohibits insurance companies 
from discriminating against patients for preexisting 
conditions, like domestic violence.
(18) Yet, more can be done to help survivors. Federal law 
in effect on the day before the date of enactment of this Act 
does not explicitly--
(A) authorize survivors of domestic violence, 
dating violence, sexual assault, or stalking to take 
leave from work to seek legal assistance and redress, 
counseling, or assistance with safety planning 
activities;
(B) address the eligibility of survivors of 
domestic violence, dating violence, sexual assault, 
stalking, sexual harassment, family violence, gender-
based violence and harassment, or trafficking for 
unemployment compensation;
(C) provide job protection to survivors of domestic 
violence, dating violence, sexual assault, stalking, 
sexual harassment, family violence, gender-based 
violence and harassment, or trafficking;
(D) prohibit insurers and employers who self-insure 
employee benefits from discriminating against survivors 
of domestic violence, dating violence, sexual assault, 
stalking, sexual harassment, family violence, gender-
based violence and harassment, or trafficking, and 
those who help them in determining eligibility, rates 
charged, and standards for payment of claims; or
(E) prohibit insurers from disclosing information 
about abuse and the location of the survivors through 
insurance databases and other means.
(19) October is National Domestic Violence Awareness Month.
(20) This Act aims to empower survivors of domestic 
violence, dating violence, sexual assault, or stalking to be 
free from violence, hardship, and control, which restrains 
basic human rights to freedom and safety in the United States.

SEC. 3. DEFINITIONS.

In this Act:
(1) Communication of an intimate visual depiction.--
(A) In general.--The term ``communication of an 
intimate visual depiction'', when used with respect to 
an individual, includes a transmission, dissemination, 
or receipt through electronic or other communication 
containing at least 1 intimate visual depiction of the 
individual without the individual's consent.
(B) Definitions.--In this paragraph:
(i) Intimate visual depiction.--The term 
``intimate visual depiction'' means any--
(I) photograph, motion picture 
film, videotape, digital image, image 
from social media, or any other 
recording or other image of an 
individual (other than the person 
taking the image), which individual is 
identifiable from the image itself or 
from information displayed with or 
otherwise connected to the image, that 
depicts--
(aa) sexual activity, 
including sexual intercourse or 
masturbation; or
(bb) an individual's 
intimate body parts, whether 
nude or visible through less 
than opaque clothing; or
(II) deepfake of the individual 
used to realistically depict the 
individual such that a reasonable 
person would believe the individual is 
actually depicted, that depicts--
(aa) sexual activity, 
including sexual intercourse or 
masturbation; or
(bb) an individual's 
intimate body parts, whether 
nude or visible through less 
than opaque clothing.
(ii) Consent.--The term ``consent'' means 
an affirmative, conscious, and voluntary 
authorization made by an individual free from 
force, fraud, duress, misrepresentation, or 
coercion.
(iii) Deepfake.--The term ``deepfake'' 
means a video or image that is generated or 
substantially modified using machine-learning 
techniques or any other computer-generated or 
machine-generated means to falsely depict an 
individual's appearance or conduct.
(2) Dating violence; sexual assault; stalking.--The terms 
``dating violence'', ``sexual assault'', and ``stalking'' have 
the meanings given the terms in section 40002 of the Violence 
Against Women Act of 1994 (34 U.S.C. 12291).
(3) Domestic partner.--
(A) In general.--The term ``domestic partner'', 
with respect to an individual, means another individual 
with whom the first individual is in a committed 
relationship, as defined under subparagraph (B).
(B) Committed relationship.--In this paragraph, the 
term ``committed relationship'' means a relationship in 
which the covered individual, and the domestic partner 
of the covered individual, share responsibility for a 
significant measure of each other's common welfare. 
This includes any relationship between individuals of 
the same or different sex that is granted legal 
recognition by a State or other political subdivision 
as a marriage or analogous relationship (including a 
civil union).
(4) Domestic violence.--The term ``domestic violence'' has 
the meaning given the term in section 40002 of the Violence 
Against Women Act of 1994 (34 U.S.C. 12291), except that the 
reference in such section to the term ``jurisdiction receiving 
grant funding'' shall be deemed to mean the jurisdiction in 
which the victim lives.
(5) Employ; state.--The terms ``employ'' and ``State'' have 
the meanings given the terms in section 3 of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 203).
(6) Employee.--
(A) In general.--The term ``employee'' means any 
individual employed by an employer. In the case of an 
individual employed by a public agency, such term means 
an individual employed as described in section 3(e)(2) 
of the Fair Labor Standards Act of 1938 (29 U.S.C. 
203(e)(2)).
(B) Basis.--The term includes an individual 
employed as described in subparagraph (A) on a full- or 
part-time basis, for a fixed time period, on a 
temporary basis, pursuant to a detail, or as a 
participant in a work assignment as a condition of 
receipt of Federal or State income-based public 
assistance.
(7) Employer.--The term ``employer'' has the meaning given 
the term in section 701(b) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e(b)).
(8) Employment benefits.--The term ``employment benefits'' 
means all benefits provided or made available to employees by 
an employer, including group life insurance, health insurance, 
disability insurance, sick leave, annual leave, educational 
benefits, and pensions, regardless of whether such benefits are 
provided by a practice or written policy of an employer or 
through an employee benefit plan, as defined in section 3(3) of 
the Employee Retirement Income Security Act of 1974 (29 U.S.C. 
1002(3)).
(9) Family or household member.--The term ``family or 
household member'', used with respect to an individual, means 
an individual who--
(A) is a son or daughter, parent, spouse, domestic 
partner, or any other individual related by blood or 
affinity whose close association with the individual is 
the equivalent of a family relationship; and
(B) is not the abuser (as defined in section 501) 
involved.
(10) Family violence.--The term ``family violence'' has the 
meaning given the term in section 302 of the Family Violence 
Prevention and Services Act (42 U.S.C. 10402), except that such 
term shall include an action committed against that individual 
by any family member or any person who resides in that 
individual's household.
(11) Gender-based violence and harassment.--
(A) In general.--The term ``gender-based violence 
and harassment'' means violence and harassment directed 
at an individual because of their sex or gender, or 
affecting individuals of a particular sex or gender 
disproportionately, and includes sexual harassment.
(B) Violence and harassment.--In this paragraph, 
the term ``violence and harassment'' means a range of 
unacceptable behaviors and practices, or threats 
thereof, whether a single occurrence or repeated, that 
aim at, result in, or are likely to result in physical, 
psychological, sexual, economic, or technological harm, 
and includes sexual harassment.
(12) Person.--The term ``person'' has the meaning given the 
term in section 3 of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203).
(13) Public agency.--The term ``public agency'' has the 
meaning given the term in section 3 of the Fair Labor Standards 
Act of 1938 (29 U.S.C. 203).
(14) Public assistance.--The term ``public assistance'' 
includes cash, benefits issued under a supplemental nutrition 
assistance program under section 4 of the Food and Nutrition 
Act of 2008 (7 U.S.C. 2013), medical assistance, housing 
assistance, and other benefits provided on the basis of income 
by a public agency.
(15) Qualifying act of violence.--The term ``qualifying act 
of violence'' means an act, conduct, or pattern of conduct that 
is or could constitute any of the following:
(A) Domestic violence.
(B) Family violence.
(C) Sexual assault.
(D) Sexual harassment.
(E) Stalking.
(F) Dating violence.
(G) Trafficking.
(H) Communication of an intimate visual depiction.
(I) Other forms of gender-based violence or 
harassment.
(J) An act, conduct, or pattern of conduct--
(i) in which an individual causes or 
threatens to cause bodily injury or death to 
another individual;
(ii) in which an individual exhibits, 
draws, brandishes, or uses a firearm, or other 
dangerous weapon, with respect to another 
individual; or
(iii) in which an individual uses, or makes 
a reasonably perceived or actual threat to use 
force against another individual to cause 
bodily injury or death.
(16) Sexual harassment.--The term ``sexual harassment'' 
means conduct that is considered to be sexual harassment under 
applicable Federal, Tribal, or State law.
(17) Trafficking.--The term ``trafficking'' means an act or 
threat of an act that may constitute sex trafficking or human 
trafficking, as prescribed by Federal, Tribal, or State law.
(18) Victim of a qualifying act of violence.--The term 
``victim of a qualifying act of violence'' includes--
(A) an individual who has experienced or is 
experiencing a qualifying act of violence; and
(B) an individual whose family or household member 
has experienced or is experiencing a qualifying act of 
violence.
(19) Victim services organization.--The term ``victim 
services organization'' means an organization that provides 
services to victims of a qualifying act of violence, including 
telephonic or web-based hotlines, legal assistance and legal 
advocacy, economic advocacy, emergency and transitional 
shelter, accompaniment and advocacy through medical, civil or 
criminal justice, immigration, and social support systems, 
crisis intervention, short-term individual and group support 
services, information and referrals, culturally specific 
services, population specific services, and other related 
supportive services.

SEC. 4. RULE OF CONSTRUCTION REGARDING MORE PROTECTIVE LAWS, 
AGREEMENTS, PROGRAMS, AND PLANS.

Nothing in this Act, including the amendments made by this Act, 
shall be construed to supersede any provision of any Federal, State, or 
local law, collective bargaining agreement, or employment benefits 
program or plan that provides--
(1) greater leave rights for victims of a qualifying act of 
violence than the rights established under this Act; or
(2) leave benefits for a larger population of victims of a 
qualifying act of violence (as defined in such law, agreement, 
program, or plan) than the victims of a qualifying act of 
violence covered under this Act.

SEC. 5. ARBITRATION.

(a) In General.--Notwithstanding any other provision of this Act, 
no predispute arbitration agreement or predispute joint-action waiver, 
as those terms are defined in section 401 of title 9, United States 
Code, that relates to a claim arising out of title II, title III, or 
title V, shall be valid or enforceable.
(b) Applicability.--An issue as to whether title II, title III, or 
title V applies with respect to a dispute shall be determined under 
Federal law. The applicability of such a title to an agreement to 
arbitrate and the validity and enforceability of an agreement to which 
such a title applies shall be determined by a court, rather than an 
arbitrator, irrespective of whether the party resisting arbitration 
challenges the arbitration agreement specifically or in conjunction 
with other terms of the contract containing such agreement, and 
irrespective of whether the agreement purports to delegate such 
determinations to an arbitrator.

TITLE I--REAUTHORIZATION OF NATIONAL RESOURCE CENTER GRANTS ON 
WORKPLACE RESPONSES TO ASSIST VICTIMS OF DOMESTIC AND SEXUAL VIOLENCE

SEC. 101. GRANT PROGRAM REAUTHORIZATION.

(a) Information and Assistance to Victim Service Providers and 
Community Organizations.--Section 41501(a) of the Violence Against 
Women Act of 1994 (34 U.S.C. 12501(a)) is amended by striking the 
period at the end and inserting ``, and to victim services 
organizations (as defined in section 3 of the SAFE for Survivors Act of 
2026) (including community based organizations) and Tribal, State, and 
territorial domestic violence or sexual assault coalitions to enable 
the organizations and coalitions to provide resource materials or other 
assistance to employers, labor organizations, or employees.''.
(b) Administrative Provisions.--Section 41501 of the Violence 
Against Women Act of 1994 (34 U.S.C. 12501) is amended by adding at the 
end the following:
``(h) Administrative Costs.--
``(1) In general.--From the amount appropriated pursuant to 
subsection (f) for each fiscal year, the Attorney General shall 
not use more than 2.5 percent for the administration and 
monitoring of grants made available under this section.
``(2) Evaluations.--From the amount appropriated pursuant 
to subsection (f) for each fiscal year, the Director of the 
Office on Violence Against Women shall not use more than 5 
percent to award contracts or cooperative agreements to 
entities with demonstrated expertise in program evaluation to 
evaluate programs under this section.''.

TITLE II--SAFE LEAVE FOR ADDRESSING QUALIFYING ACTS OF VIOLENCE

SEC. 201. ENTITLEMENT TO SAFE LEAVE FOR ADDRESSING DOMESTIC VIOLENCE, 
DATING VIOLENCE, SEXUAL ASSAULT, OR STALKING.

(a) Safe Leave Generally.--An employer shall provide each employee 
employed by the employer not less than 40 work days of leave in a 12-
month period to be used as described in subsection (d) (referred to in 
this title as ``safe leave''), of which not fewer than 10 workdays (of 
the employee's choice) shall be paid. The remaining days of safe leave 
may be unpaid leave, except that the employee may elect to substitute 
the leave under section 204. An employee may take not more than a total 
of 40 work days of paid or unpaid safe leave in a 12-month period under 
this section (which may be taken intermittently or on a reduced leave 
schedule), in addition to any leave taken under title I of the Family 
and Medical Leave Act of 1993 (29 U.S.C. 2611 et seq.) or subchapter V 
of chapter 63 of title 5, United States Code.
(b) Construction.--Nothing in this section shall be construed as 
requiring financial or other reimbursement to an employee from an 
employer upon the employee's termination, resignation, retirement, or 
other separation from employment for earned paid safe leave that has 
not been used.
(c) Reinstatement.--If an employee is separated from employment 
with an employer and is rehired, within 12 months after that 
separation, by the same employer, the employer shall (in addition to 
providing unpaid safe leave in accordance with subsection (a)) 
reinstate the employee's previously earned paid safe leave. The 
employee shall be entitled to use the earned paid safe leave and earn 
additional paid safe leave at the recommencement of employment with the 
employer.
(d) Uses.--Safe leave earned under this section may be used by an 
employee for an absence resulting from a qualifying act of violence if 
the time is for the employee or employee's family or household member 
to--
(1) seek, receive, or secure counseling;
(2) seek or secure temporary or permanent relocation or 
take steps to secure an existing home;
(3) seek, receive, or follow up on assistance from an 
organization or agency providing services to victims;
(4) seek legal assistance or attend legal proceedings, 
including preparation for or participation in any related 
administrative, civil, or criminal legal proceeding or other 
related activities;
(5) seek medical attention for physical or psychological 
injury or disability caused or aggravated by a qualifying act 
of violence;
(6) attend or make arrangements for the funeral or 
alternative to a funeral or wake of a victim of a qualifying 
act of violence who died as a result of a qualifying act of 
violence or grieve the death of a victim who died as a result 
of a qualifying act of violence;
(7) obtain or provide childcare or adult dependent care 
necessary as a result of a qualifying act of violence;
(8) enroll a child in a new school or make a care 
arrangement;
(9) access financial services or meet with a financial 
professional to address financial issues resulting from the 
qualifying act of violence;
(10) enroll, renew, or otherwise obtain benefits or public 
assistance or other services;
(11) access accessibility accommodations, including 
retrofitting home or vehicle or securing or being fitted for 
accessibility equipment; or
(12) take any other steps necessary to protect or restore 
their physical, mental, emotional, and economic well-being or 
the well-being of a family member recovering from a qualifying 
act.
(e) Procedures.--
(1) Request.--Safe leave shall be provided upon the oral or 
written request of an employee. Such request shall--
(A) include the expected duration of the period of 
such leave; and
(B) be provided as soon as practicable after the 
employee is aware of the need for such period.
(2) Certification.--
(A) In general.--If the period in question covers 
more than 3 workdays, an employer may require that a 
request for safe leave under this section for a purpose 
described in subsection (d) be supported--
(i) by any form of certification, as 
determined by the employee, consisting of--
(I) a sworn statement of the 
employee or the family or household 
member, or another person with 
knowledge of the situation, as the case 
may be;
(II) documentation from an employee 
or volunteer working for a victim 
services organization, an attorney, a 
police officer, a medical professional, 
a social worker, an antiviolence 
counselor, a member of the clergy, or 
another professional, affirming that 
the employee or a family or household 
member of the employee is a victim of a 
qualifying act of violence;
(III) a police or court record 
indicating that the employee, or a 
family or household member of the 
employee, was a victim of a qualifying 
act of violence;
(IV) a court order protecting or 
separating the employee or a family or 
household member of the employee from 
the perpetrator of a qualifying act of 
violence or other evidence from the 
court or prosecuting attorney that the 
employee or family or household member 
has appeared in court or is scheduled 
to appear in court in a proceeding 
related to a qualifying act of 
violence; or
(V) other corroborating evidence 
concerning the employee or family or 
household member; and
(ii) if the victim is the employee's family 
or household member, in order to verify the 
employee's relationship with the victim, by 
information that may include a sworn statement 
of the employee, a birth certificate, a court 
document, or other corroborating evidence.
(B) Survivor information protections.--
(i) In general.--The facts to be disclosed 
in any certification shall be limited to the 
minimum necessary to verify a need for the 
employee to be absent from work in connection 
with a qualifying act of violence, and the 
employee shall not be required to explain the 
details of the qualifying act of violence or 
how leave will be used.
(ii) Limitation on information 
requirements.--An employer may not require an 
employee, in order to obtain leave under this 
section, to produce, discuss with the employer, 
or provide--
(I) any additional information, 
beyond the information enumerated in 
this subsection that establishes that 
the employee is eligible for leave 
under this section; or
(II) any information that would 
compromise the safety of the employee 
or family or household member in any 
way.
(C) Timeliness.--The employee shall provide a copy 
of such certification to the employer in a timely 
manner, and not later than 30 days after the first day 
of the period of leave, to the extent practicable. The 
employer shall not delay the commencement of the period 
of leave on the basis that the employer has not yet 
received the certification.
(3) Prohibition.--An employer may not require, as a 
condition of providing safe leave under this title, that the 
employee involved search for or find a replacement employee to 
cover the hours during which the employee is using safe leave.
(f) Confidentiality; Nondisclosure for Victims.--
(1) Confidentiality.--All information provided to the 
employer pursuant to subsection (e), and the fact that the 
employee or family or household member is a victim of a 
qualifying act of violence, and the employee has requested or 
obtained safe leave pursuant to this section, shall be retained 
in the strictest confidence by the employer, except to the 
extent that disclosure is--
(A) requested or consented to by the employee in 
writing; or
(B) otherwise required by applicable Federal or 
State law.
(2) Confidential communications.--The provision of any 
information under this section does not waive or diminish the 
confidential or privileged nature of communications between a 
victim of a qualifying act of violence with one or more of the 
individuals or entities providing information under subclause 
(II), (III), (IV), or (V) of clause (i), or clause (ii), of 
subsection (e)(2)(A).
(3) Nondisclosure.--If an employer possesses health 
information about an employee or an employee's family or 
household member in connection with a certification under this 
section, such information shall--
(A) be maintained on a separate form and in a 
separate file from other personnel information;
(B) be treated as a confidential medical record; 
and
(C) not be disclosed except to the affected 
employee or with the written permission of the affected 
employee.
(g) Employment and Benefits.--
(1) Restoration to position.--
(A) In general.--Except as provided in paragraph 
(2), any employee who takes leave under this section 
for the intended purpose of the leave shall be 
entitled, on return from such leave--
(i) to be restored by the employer to the 
position of employment held by the employee 
when the leave commenced; or
(ii) to be restored to an equivalent 
position with equivalent employment benefits, 
pay, and other terms and conditions of 
employment.
(B) Loss of benefits.--The taking of leave under 
this section shall not result in the loss of any 
employment benefit accrued prior to the date on which 
the leave commenced.
(C) Limitations.--Nothing in this subsection shall 
be construed to entitle any restored employee to any 
accrual, right, benefit, or position described in 
section 104(a)(3) of the Family and Medical Leave Act 
of 1993 (29 U.S.C. 2614(a)(3)).
(D) Construction.--Nothing in this paragraph shall 
be construed to prohibit an employer from requiring an 
employee on leave under this section to report 
periodically to the employer on the status and 
intention of the employee to return to work.
(2) Maintenance of health benefits.--During any period that 
an employee takes leave under this section, the employer shall 
maintain coverage under any group health plan (meaning a group 
health plan as defined in section 5000(b)(1) of the Internal 
Revenue Code of 1986 or an employee welfare benefit plan as 
defined in section 3(1) of the Employee Retirement Income 
Security Act of 1974 (29 U.S.C. 1002(1))) for the duration of 
such leave at the level and under the conditions coverage would 
have been provided if the employee had continued in employment 
continuously for the duration of such leave.

SEC. 202. PROHIBITED ACTS.

(a) Interference With Rights.--
(1) In general.--It shall be unlawful for any person to 
interfere with, restrain, deny, or retaliate against an 
individual because of the exercise of, or the attempt to 
exercise, any right provided under section 201, including 
through--
(A) discharging or in any other manner 
discriminating against (including retaliating against) 
an individual because the individual has requested, 
indicated an intent to request, or taken safe leave; or
(B) using the request for or use of such leave as a 
negative factor in an employment action.
(2) Rebuttable presumption of retaliation.--Any adverse 
action (including any action described in paragraph (1)) taken 
against an employee in the 12 month period after an employee 
takes any leave for which the employee is eligible shall 
establish a rebuttal presumption that the action of the 
employer is retaliating against such employee in violation of 
paragraph (1).
(3) Discrimination.--It shall be unlawful for any employer 
to discharge or in any other manner discriminate against any 
individual for opposing any practice made unlawful by section 
201.
(b) Interference With Proceedings or Inquiries.--It shall be 
unlawful for any person to discharge or in any other manner 
discriminate against any individual because such individual--
(1) has filed any charge, or has instituted or caused to be 
instituted any proceeding, under or related to section 201;
(2) has given, or is about to give, any information in 
connection with any inquiry or proceeding relating to any right 
provided under section 201; or
(3) has testified, or is about to testify, in any inquiry 
or proceeding relating to any right provided under section 201.

SEC. 203. ENFORCEMENT.

(a) Civil Action by Affected Individuals.--
(1) Liability.--Any employer that violates section 201 or 
202 shall be liable to any individual affected--
(A) for damages equal to--
(i) the greater of $1,000 or the amount 
of--
(I) any wages, salary, employment 
benefits, or other compensation denied 
or lost to such individual by reason of 
the violation; or
(II) in a case in which wages, 
salary, employment benefits, or other 
compensation has not been denied or 
lost to the individual, any actual 
monetary losses sustained by the 
individual as a direct result of the 
violation;
(ii) the interest on the amount described 
in clause (i) calculated at the prevailing 
rate; and
(iii) an additional amount as liquidated 
damages equal to the sum of the amount 
described in clause (i) and the interest 
described in clause (ii), except that if an 
employer that has violated section 201 or 202 
proves to the satisfaction of the court that 
the act or omission that violated section 201 
or 202 was in good faith and that the employer 
had reasonable grounds for believing that the 
act or omission was not a violation of section 
201 or 202, such court may, in the discretion 
of the court, reduce the amount of the 
liability to the amount and interest determined 
under clauses (i) and (ii), respectively; and
(B) for such equitable relief as may be 
appropriate, including employment, reinstatement, and 
promotion.
(2) Right of action.--An action to recover the damages or 
equitable relief prescribed in paragraph (1) may be maintained 
against any employer in any Federal or State court of competent 
jurisdiction by any one or more affected individuals for and on 
behalf of--
(A) the individuals; or
(B) the individuals and other individuals similarly 
situated.
(3) Fees and costs.--The court in such an action shall, in 
addition to any judgment awarded to the plaintiff, allow a 
reasonable attorney's fee, reasonable expert witness fees, and 
other costs of the action to be paid by the defendant.
(4) Limitations.--The right provided by paragraph (2) to 
bring an action by or on behalf of any affected individual 
shall terminate--
(A) on the filing of a complaint by the Secretary 
of Labor in an action under subsection (b) in which 
restraint is sought of any further delay in the payment 
of the amount described in paragraph (1)(A) to such 
individual by an employer responsible under paragraph 
(1) for the payment; or
(B) on the filing of a complaint by the Secretary 
of Labor in an action under subsection (b) in which a 
recovery is sought of the damages described in 
paragraph (1)(A) owing to an affected individual by an 
employer liable under paragraph (1),
unless the action described in subparagraph (A) or (B) is 
dismissed without prejudice on motion of the Secretary of 
Labor.
(b) Action by the Secretary of Labor.--
(1) Administrative action.--The Secretary of Labor shall 
receive, investigate, and attempt to resolve complaints of 
violations of section 201 and 202 in the same manner as the 
Secretary of Labor receives, investigates, and attempts to 
resolve complaints of violations of sections 6 and 7 of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 206 and 207).
(2) Civil action.--The Secretary of Labor may bring an 
action in any court of competent jurisdiction to recover the 
damages described in subsection (a)(1)(A).
(3) Sums recovered.--Any sums recovered by the Secretary of 
Labor pursuant to paragraph (2) shall be held in a special 
deposit account and shall be paid, on order of the Secretary, 
directly to each individual affected. Any such sums not paid to 
such an individual because of inability to do so within a 
period of 3 years shall be deposited into the Treasury of the 
United States as miscellaneous receipts.
(4) Civil monetary penalties.--In addition to the penalties 
payable to an affected individual under this subsection, any 
employer that violates section 201 or 202 shall be subject to a 
penalty payable to the Secretary of Labor of $1,000 per 
violation for each individual affected.
(c) Limitation.--
(1) In general.--Except as provided in paragraph (2), an 
action may be brought under this subsection not later than 2 
years after the date of the last event constituting the alleged 
violation for which the action is brought.
(2) Willful violation.--In the case of such action brought 
for a willful violation of section 202, such action may be 
brought within 3 years after the date of the last event 
constituting the alleged violation for which such action is 
brought.
(3) Commencement.--In determining when an action is 
commenced by the Secretary of Labor under this section for the 
purposes of this subsection, it shall be considered to be 
commenced on the date when the complaint is filed.
(d) Action for Injunction by Secretary of Labor.--The district 
courts of the United States shall have jurisdiction, for cause shown, 
in an action brought by the Secretary of Labor--
(1) to restrain violations of section 201 or 202, including 
the restraint of any withholding of payment of wages, salary, 
employment benefits, or other compensation, plus interest, 
found by the court to be due to affected individuals; or
(2) to award such other equitable relief as may be 
appropriate, including employment, reinstatement, and 
promotion.
(e) Solicitor of Labor.--The Solicitor of Labor may appear for and 
represent the Secretary of Labor on any litigation brought under this 
section.
(f) Employer Liability Under Other Laws.--Nothing in this section 
shall be construed to limit the liability of an employer to an 
individual, for harm suffered relating to the individual's experience 
of a qualifying act of violence, pursuant to any other Federal or State 
law, including a law providing for a legal remedy.
(g) Other Administrative Officers.--
(1) Board.--In the case of a covered employee, as defined 
in section 101 of the Congressional Accountability Act of 1995 
(2 U.S.C. 1301), other than an applicant for employment, the 
authority of the Secretary of Labor under this title shall be 
exercised by the Board of Directors of the Office of 
Congressional Workplace Rights.
(2) President; merit systems protection board.--In the case 
of a covered employee, as defined in section 411(c) of title 3, 
United States Code, the authority of the Secretary of Labor 
under this title shall be exercised by the President and the 
Merit Systems Protection Board.
(3) Office of personnel management.--In the case of a 
Federal officer or employee covered under subchapter V of 
chapter 63 of title 5, United States Code, the authority of the 
Secretary of Labor under this title shall be exercised by the 
Office of Personnel Management.
(4) Librarian of congress.--In the case of employees of the 
Library of Congress, the authority of the Secretary of Labor 
under this title shall be exercised by the Librarian of 
Congress.
(5) Comptroller general.--In the case of employees of the 
Government Accountability Office, the authority of the 
Secretary of Labor under this title shall be exercised by the 
Comptroller General of the United States.

SEC. 204. EXISTING LEAVE USABLE FOR A QUALIFYING ACT OF VIOLENCE.

An employee who is entitled to take paid or unpaid leave (including 
family, medical, sick, annual, personal, or similar leave) from 
employment, pursuant to Federal law (including the Family and Medical 
Leave Act of 1993 (29 U.S.C. 2611 et seq.) or subchapter V of chapter 
63 of title 5, United States Code), State law, local law, a collective 
bargaining agreement, or an employment benefits program or plan, may 
elect to substitute any period of such leave for an equivalent period 
of leave provided under section 201.

SEC. 205. EMERGENCY BENEFITS.

(a) In General.--A State may use funds provided to the State under 
part A of title IV of the Social Security Act (42 U.S.C. 601 et seq.) 
to provide nonrecurrent short-term emergency benefits to an individual 
for any period of leave the individual takes pursuant to section 201 of 
this Act.
(b) Eligibility.--
(1) In general.--An individual who is eligible for 
assistance under the State program funded under that part and 
for leave under section 201 shall be eligible for such 
emergency benefits, except as provided in paragraph (2).
(2) Calculation.--In calculating eligibility for such 
emergency benefits, the State shall count only the cash 
available or accessible to the individual.
(c) Timing.--
(1) Applications.--An individual seeking emergency benefits 
under subsection (a) from a State shall submit an application 
to the State.
(2) Benefits.--The State shall provide benefits to an 
eligible applicant under paragraph (1) on an expedited basis, 
and not later than seven days after the applicant submits an 
application under paragraph (1).

SEC. 206. REGULATIONS.

(a) In General.--
(1) Authority to issue regulations.--Except as provided in 
subsection (b), the Secretary of Labor shall issue regulations 
to carry out this title.
(2) Regulations regarding notices.--The regulations 
described in paragraph (1) shall include regulations requiring 
every employer to post and keep posted, in conspicuous places 
on the premises of the employer where notices to employees are 
customarily placed, a notice, to be prepared or approved by the 
Secretary of Labor, summarizing the provisions of this title 
and providing information on procedures for filing complaints. 
The Secretary of Labor shall develop such a notice and provide 
copies to employers upon request without charge.
(b) Other Administrative Officers.--The authorities described in 
section 203(g) shall apply with respect to promulgating regulations to 
carry out this Act for the respective employees of each administrative 
officer described in such subsection. The regulations prescribed under 
this subsection shall, to the extent appropriate, be consistent with 
the regulations prescribed by the Secretary of Labor under subsection 
(a).

TITLE III--SURVIVORS' EMPLOYMENT SUSTAINABILITY

SEC. 301. SHORT TITLE.

This title may be cited as the ``Survivors' Employment 
Sustainability Act''.

SEC. 302. DEFINITIONS.

In this title:
(1) Board.--The term ``board'' has the meaning given the 
term in section 101 of the Congressional Accountability Act of 
1995 (2 U.S.C. 1301).
(2) Commission.--The term ``commission'' means the Equal 
Employment Opportunity Commission.
(3) Covered family or household member.--The term ``covered 
family or household member'' means a family or household member 
who has experienced or is experiencing a qualifying act of 
violence.
(4) Discriminate.--The term ``discriminate''--
(A) used with respect to an employer and the terms, 
conditions, or privileges of employment, includes--
(i) failing to implement, on request from 
an individual, in response to an actual or 
threatened qualifying act of violence, a 
reasonable safety procedure or job-related 
modification to enhance the security of that 
individual or safeguard the workplace involved 
(such as installation of a lock, change of a 
telephone number or seating assignment, 
provision of a transfer, provision of leave, 
modification of a schedule, or adjustment of a 
work requirement), unless the employer can 
demonstrate that granting the request would 
impose an undue hardship on the operation of 
the business of the employer; and
(ii) harassment or retaliation described in 
section 303(a); and
(B) used with respect to a public agency and the 
amount, terms, or conditions of public assistance, 
includes--
(i) failing to implement, on request from 
an individual, in response to an actual or 
threatened qualifying act of violence, a 
reasonable safety procedure, unless the public 
agency can demonstrate that granting the 
request would impose an undue hardship on the 
operation of the public agency; and
(ii) harassment or retaliation described in 
section 303(b).
(5) Employee.--The term ``employee'' means--
(A) an employee (including an applicant), as 
defined in section 701(f) of the Civil Rights Act of 
1964 (42 U.S.C. 2000e(f));
(B) a covered employee (including an applicant), as 
defined in section 101 of the Congressional 
Accountability Act of 1995 (2 U.S.C. 1301), and an 
individual described in section 201(d) of that Act (2 
U.S.C. 1311(d));
(C) a covered employee (including an applicant), as 
defined in section 411(c) of title 3, United States 
Code;
(D) a State employee (including an applicant) 
described in section 304(a) of the Government Employee 
Rights Act of 1991 (42 U.S.C. 2000e-16c(a)); and
(E) an employee (including an applicant) to which 
section 717(a) of the Civil Rights Act of 1964 (42 
U.S.C. 2000e-16(a)) applies.
(6) Employer.--The term ``employer'' means--
(A) an employer, as defined in section 701(b) of 
the Civil Rights Act of 1964 (42 U.S.C. 2000e(b));
(B) an employing office, as defined in section 101 
of the Congressional Accountability Act of 1995 (2 
U.S.C. 1301);
(C) an employing office, as defined in section 
411(c) of title 3, United States Code;
(D) an entity employing a State employee described 
in section 304(a) of the Government Employee Rights Act 
of 1991 (42 U.S.C. 2000e-16c(a)); and
(E) an entity to which section 717(a) of the Civil 
Rights Act of 1964 (42 U.S.C. 2000e-16(a)) applies.
(7) Qualified employee.--The term ``qualified employee'' 
means an employee who is a qualified individual, as defined in 
section 101 of the Americans with Disabilities Act of 1990 (42 
U.S.C. 12111).
(8) Reasonable accommodation.--
(A) In general.--Subject to subparagraph (C), the 
term ``reasonable accommodation'' means a reasonable 
job-related modification or safety procedure, made to 
address the impacts of a qualifying act of violence or 
enhance the security of a qualified employee who is the 
victim of the qualifying act of violence.
(B) Included accommodations.--Subject to 
subparagraph (C), the term ``reasonable accommodation'' 
includes an accommodation, made as described in 
subparagraph (A), that is--
(i) any change or adjustment to a job or 
work environment that permits such an employee 
to participate in the job application process, 
to perform the essential functions of a job, or 
to enjoy the benefits and privileges of 
employment;
(ii) a transfer, reassignment, or other 
change in the work location;
(iii) a modified or flexible work schedule;
(iv) a change to work contact information, 
including a name change or limit on 
dissemination of contact information;
(v) a change to a workstation or seating 
assignment;
(vi) implementation of a confidentiality 
measure, including removal of references to the 
employee from the employer's website;
(vii) implementation of an enhanced safety 
protocol including providing access to a 
parking space close to the worksite or 
installation of a lock or other security 
device;
(viii) assistance in documenting qualifying 
acts of violence that occur in the workplace or 
in a work-related setting;
(ix) implementation of a safety procedure;
(x) provision of leave or time off;
(xi) restructuring of the job functions of 
the employee; or
(xii) any other adjustment to a job 
structure, workplace facility, or work 
requirement in response to the qualifying act 
of violence.
(C) Exclusion.--The term ``reasonable 
accommodation'' does not include an accommodation if 
the employer involved can demonstrate that the 
accommodation would impose an undue hardship on the 
operation of the business of an employer.
(9) Undue hardship.--The term ``undue hardship'' has the 
meaning give the term in section 101 of the Americans with 
Disabilities Act of 1990 (42 U.S.C. 12111).

SEC. 303. PROHIBITED DISCRIMINATORY ACTS.

(a) Discrimination by Employers.--It shall be an unlawful practice 
for an employer to fail or refuse to hire or discharge any individual, 
or otherwise to discriminate (including harassment or retaliation in 
any form or manner) against any individual with respect to the 
compensation, terms, conditions, or privileges of employment of the 
individual, because--
(1) the individual is, or the employer perceives that 
individual to be, a victim of a qualifying act of violence;
(2) that individual attended, participated in, prepared 
for, or requested leave related to an event that resulted in 
the individual becoming a victim of a qualifying act of 
violence;
(3) that individual, in response to an actual or threatened 
qualifying act of violence, requested a reasonable 
accommodation; or
(4) the workplace is disrupted or threatened by the action 
of a person whom that individual states has committed or 
threatened to commit a qualifying act of violence.
(b) Discrimination by Public Agencies.--It shall be an unlawful 
practice for a public agency to deny, reduce, or terminate the benefits 
of, or otherwise sanction any individual, or otherwise discriminate 
(including harassment or retaliation in any form or manner) against any 
individual with respect to the amount, terms, or conditions of public 
assistance of the individual, because--
(1) the individual is, or the public agency involved 
perceives that individual to be, a victim of a qualifying act 
of violence; or
(2) that individual attended, participated in, or prepared 
for, an event that resulted in the individual becoming a victim 
of a qualifying act of violence.
(c) Failure To Provide Accommodation.--
(1) In general.--It shall be an unlawful practice for an 
employer to--
(A) fail to make a reasonable accommodation for a 
qualified employee who is a victim of a qualifying act 
of violence and whose status as such a victim is known 
or should have been known to the employer, to address 
the impacts of the violence or enhance the security of 
the victim involved;
(B) refuse or otherwise fail to engage in an 
interactive process within a reasonable time with a 
qualified employee described in subparagraph (A), who 
has requested a reasonable accommodation under this 
subsection;
(C) require a qualified employee described in 
subparagraph (A) to accept an accommodation other than 
a reasonable accommodation arrived at through the 
interactive process;
(D) require a qualified employee described in 
subparagraph (A) to take leave; and
(E) take adverse action relating to a term, 
condition, or privilege of employment against a 
qualified employee on account of the qualified employee 
requesting or using a reasonable accommodation.
(2) Presumption.--If an employer takes any adverse action 
(including any action described in paragraph (1)(E)) against a 
qualified employee within 12 months after the employee uses any 
leave to which the individual was entitled under paragraph (1), 
there shall be a rebuttable presumption that the practice of 
the employer is adverse action against such employee in 
violation of paragraph (1)(E).
(3) Documentation.--An employer required under this 
subsection to make a reasonable accommodation may require a 
qualified employee requesting a reasonable accommodation 
pursuant to this subsection to provide certification that the 
person is a victim of a qualifying act of violence. The person 
requesting a reasonable accommodation pursuant to this 
subsection shall provide a copy of such certification to the 
employer within a reasonable period after the request is made. 
An employer may not require a specific form of certification 
and a qualified employee may satisfy the requirements of this 
subsection by submitting any of the following forms of 
certification:
(A) Sworn statement of the qualified employee, the 
qualified employee's family member, or another person 
with knowledge of the qualifying act of violence.
(B) Documentation from a survivor services 
organization, an attorney, law enforcement personnel, a 
medical professional, a social worker, an antiviolence 
counselor, a cultural or religious provider, or another 
professional who assisted the qualified employee in 
addressing the qualifying act of violence, affirming 
that the qualified employee is a victim of a qualifying 
act of violence.
(C) A police or court record demonstrating that the 
qualified employee is a victim of a qualifying act of 
violence.
(D) Other corroborating evidence concerning the 
qualified employee demonstrating the qualified 
employee's status as a victim of a qualifying act of 
violence.
(d) Confidentiality; Nondisclosure for Victims.--
(1) Confidentiality.--All information provided to the 
employer pursuant to subsection (a) or (c), and the fact that 
the employee is a victim of a qualifying act of violence (or 
that the employee's covered family or household member is such 
a victim), and that the employee has requested or obtained 
leave or a reasonable accommodation pursuant to this section, 
shall be retained in the strictest confidence by the employer, 
except to the extent that disclosure is--
(A) requested or consented to by the employee in 
writing; or
(B) otherwise required by applicable Federal or 
State law.
(2) Confidential communications.--The provision of any 
information under this section does not waive or diminish the 
confidential or privileged nature of communications between a 
victim of a qualifying act of violence with one or more of the 
individuals or entities providing information as described in 
section 201(f)(2).
(3) Nondisclosure.--If an employer possesses health 
information about an employee (or an employee's covered family 
or household member) in connection with a request or 
determination made under this section, such information shall--
(A) be maintained on a separate form and in a 
separate file from other personnel information;
(B) be treated as a confidential medical record; 
and
(C) not be disclosed except to the affected 
employee or with the written permission of the affected 
employee.

SEC. 304. REMEDIES AND ENFORCEMENT.

(a) Employment Discrimination.--
(1) Employees covered by title vii of the civil rights act 
of 1964.--
(A) In general.--The powers, remedies, and 
procedures provided in sections 705, 706, 707, 709, 
710, and 711 of the Civil Rights Act of 1964 (42 U.S.C. 
2000e-4 et seq.) to the Commission, the Attorney 
General, or any person alleging a violation of title 
VII of such Act (42 U.S.C. 2000e et seq.) shall be the 
powers, remedies, and procedures this Act provides to 
the Commission, the Attorney General, or any person, 
respectively, alleging an unlawful practice in 
violation of subsection (a) or (c) of section 303 
against an employee described in section 302(5)(A) 
except as provided in subparagraphs (B) and (C) of this 
paragraph.
(B) Costs and fees.--The powers, remedies, and 
procedures provided in subsections (b) and (c) of 
section 722 of the Revised Statutes (42 U.S.C. 1988) 
shall be the powers, remedies, and procedures this Act 
provides to the Commission, the Attorney General, or 
any person alleging such practice.
(C) Damages.--The powers, remedies, and procedures 
provided in section 1977A of the Revised Statutes (42 
U.S.C. 1981a), including the limitations contained in 
subsection (b)(3) of such section 1977A, shall be the 
powers, remedies, and procedures this Act provides to 
the Commission, the Attorney General, or any person 
alleging such practice (not an employment practice 
specifically excluded from coverage under section 
1977A(a)(1) of the Revised Statutes (42 U.S.C. 
1981a(a)(1))).
(2) Employees covered by congressional accountability act 
of 1995.--
(A) In general.--The powers, remedies, and 
procedures provided in the Congressional Accountability 
Act of 1995 (2 U.S.C. 1301 et seq.) for the purposes of 
addressing allegations of violations of section 
201(a)(1) of such Act (2 U.S.C. 1311(a)(1)) shall be 
the powers, remedies, and procedures this Act provides 
to address an allegation of an unlawful practice in 
violation of subsection (a) or (c) of section 303 
against an employee described in section 302(5)(B), 
except as provided in subparagraphs (B) and (C) of this 
paragraph.
(B) Costs and fees.--The powers, remedies, and 
procedures provided in subsections (b) and (c) of 
section 722 of the Revised Statutes (42 U.S.C. 1988) 
for the purposes of addressing allegations of such a 
violation shall be the powers, remedies, and procedures 
this Act provides to address allegations of such 
practice.
(C) Damages.--The powers, remedies, and procedures 
provided in section 1977A of the Revised Statutes (42 
U.S.C. 1981a), including the limitations contained in 
subsection (b)(3) of such section 1977A, for purposes 
of addressing allegations of such a violation, shall be 
the powers, remedies, and procedures this Act provides 
to address any allegation of such practice (not an 
employment practice specifically excluded from coverage 
under section 1977A(a)(1) of the Revised Statutes (42 
U.S.C. 1981a(a)(1))).
(3) Employees covered by chapter 5 of title 3, united 
states code.--
(A) In general.--The powers, remedies, and 
procedures provided in chapter 5 of title 3, United 
States Code, to the President, the Commission, the 
Merit Systems Protection Board, or any person alleging 
a violation of section 411(a)(1) of such title shall be 
the powers, remedies, and procedures this Act provides 
to the President, the Commission, the Board, or any 
person, respectively, alleging an unlawful practice in 
violation of subsection (a) or (c) of section 303 
against an employee described in section 302(5)(C), 
except as provided in subparagraphs (B) and (C) of this 
paragraph.
(B) Costs and fees.--The powers, remedies, and 
procedures provided in subsections (b) and (c) of 
section 722 of the Revised Statutes (42 U.S.C. 1988) 
shall be the powers, remedies, and procedures this Act 
provides to the President, the Commission, the Board, 
or any person alleging such practice.
(C) Damages.--The powers, remedies, and procedures 
provided in section 1977A of the Revised Statutes (42 
U.S.C. 1981a), including the limitations contained in 
subsection (b)(3) of such section 1977A, shall be the 
powers, remedies, and procedures this Act provides to 
the President, the Commission, the Board, or any person 
alleging such practice (not an employment practice 
specifically excluded from coverage under section 
1977A(a)(1) of the Revised Statutes (42 U.S.C. 
1981a(a)(1))).
(4) Employees covered by government employee rights act of 
1991.--
(A) In general.--The powers, remedies, and 
procedures provided in sections 302 and 304 of the 
Government Employee Rights Act of 1991 (42 U.S.C. 
2000e-16b; 2000e-16c) to the Commission or any person 
alleging a violation of section 302(a)(1) of such Act 
(42 U.S.C. 2000e-16b(a)(1)) shall be the powers, 
remedies, and procedures this Act provides to the 
Commission or any person, respectively, alleging an 
unlawful practice in violation of subsection (a) or (c) 
of section 303 against an employee described in section 
302(5)(D), except as provided in subparagraphs (B) and 
(C) of this paragraph.
(B) Costs and fees.--The powers, remedies, and 
procedures provided in subsections (b) and (c) of 
section 722 of the Revised Statutes (42 U.S.C. 1988) 
shall be the powers, remedies, and procedures this Act 
provides to the Commission or any person alleging such 
practice.
(C) Damages.--The powers, remedies, and procedures 
provided in section 1977A of the Revised Statutes (42 
U.S.C. 1981a), including the limitations contained in 
subsection (b)(3) of such section 1977A, shall be the 
powers, remedies, and procedures this Act provides to 
the Commission or any person alleging such practice 
(not an employment practice specifically excluded from 
coverage under section 1977A(a)(1) of the Revised 
Statutes (42 U.S.C. 1981a(a)(1))).
(5) Employees covered by section 717 of the civil rights 
act of 1964.--
(A) In general.--The powers, remedies, and 
procedures provided in section 717 of the Civil Rights 
Act of 1964 (42 U.S.C. 2000e-16) to the Commission, the 
Attorney General, the Librarian of Congress, or any 
person alleging a violation of that section shall be 
the powers, remedies, and procedures this Act provides 
to the Commission, the Attorney General, the Librarian 
of Congress, or any person, respectively, alleging an 
unlawful practice in violation of subsection (a) or (c) 
of section 303 against an employee described in section 
302(5)(E), except as provided in subparagraphs (B) and 
(C) of this paragraph.
(B) Costs and fees.--The powers, remedies, and 
procedures provided in subsections (b) and (c) of 
section 722 of the Revised Statutes (42 U.S.C. 1988) 
shall be the powers, remedies, and procedures this Act 
provides to the Commission, the Attorney General, the 
Librarian of Congress, or any person alleging such 
practice.
(C) Damages.--The powers, remedies, and procedures 
provided in section 1977A of the Revised Statutes (42 
U.S.C. 1981a), including the limitations contained in 
subsection (b)(3) of such section 1977A, shall be the 
powers, remedies, and procedures this Act provides to 
the Commission, the Attorney General, the Librarian of 
Congress, or any person alleging such practice (not an 
employment practice specifically excluded from coverage 
under section 1977A(a)(1) of the Revised Statutes (42 
U.S.C. 1981a(a)(1))).
(b) Discrimination by a Public Agency.--
(1) In general.--Any public agency that violates section 
303(b) shall be liable to any individual affected--
(A) for damages equal to--
(i) the value of the benefits denied, 
reduced, or terminated for such individual by 
reason of the violation, or in a case in which 
benefits have not been denied, reduced, or 
terminated for the individual, any actual 
monetary losses sustained by the individual as 
a direct result of the violation; and
(ii) punitive damages of not more than 
$100,000; and
(B) for such equitable relief as may be 
appropriate.
(2) Right of action.--An action to recover the damages or 
equitable relief prescribed in paragraph (1) may be maintained 
against any public agency in any Federal or State court of 
competent jurisdiction by any one or more affected individuals 
for and on behalf of--
(A) the individuals; or
(B) the individuals and other individuals similarly 
situated.
(3) Fees and costs.--The court in such an action shall, in 
addition to any judgment awarded to the plaintiff, allow a 
reasonable attorney's fee, reasonable expert witness fees, and 
other costs of the action to be paid by the defendant.

SEC. 305. RULEMAKING.

(a) EEOC Rulemaking.--The Commission shall issue regulations, to 
carry out this title.
(b) OCWR Rulemaking.--
(1) In general.--Not later than 6 months after the 
Commission issues regulations under subsection (a), the Board 
shall (in accordance with section 304 of the Congressional 
Accountability Act of 1995 (2 U.S.C. 1384)), subject to 
paragraph (2), issue regulations to implement the provisions of 
this title made applicable to employees described in section 
302(5)(B), under section 304(a)(2).
(2) Exceptions.--Section 304 of the Congressional 
Accountability Act of 1995 shall be applied under paragraph (1) 
by disregarding subsections (b)(4) and (c) of such section, and 
the references in subsections (d) and (e) of such section to 
``subsection (c)'' and ``approval''.
(3) Parallel with agency regulations.--The regulations 
issued under paragraph (1) shall be the same as substantive 
regulations issued by the Commission under subsection (a) 
except to the extent that the Board may determine, for good 
cause shown and stated together with the regulations issued 
under paragraph (1) that a modification of such substantive 
regulations would be more effective for the implementation of 
the rights and protection under this title.

SEC. 306. ATTORNEY'S FEES.

Section 722(b) of the Revised Statutes (42 U.S.C. 1988(b)) is 
amended by inserting ``the Survivors' Employment Sustainability Act,'' 
after ``title VI of the Civil Rights Act of 1964,''.

TITLE IV--ENTITLEMENT TO UNEMPLOYMENT COMPENSATION FOR VICTIMS OF A 
QUALIFYING ACT OF VIOLENCE

SEC. 401. UNEMPLOYMENT COMPENSATION FOR VICTIMS OF A QUALIFYING ACT OF 
VIOLENCE.

(a) In General.--Section 3304 of the Internal Revenue Code of 1986, 
as previously amended by this title, is amended--
(1) in subsection (a)--
(A) in paragraph (18), by striking ``and'' at the 
end;
(B) by redesignating paragraph (19) as paragraph 
(20); and
(C) by inserting after paragraph (18) the following 
new paragraph:
``(19) an individual shall not be denied compensation under 
such State law solely on the basis of the individual having a 
voluntary separation from work if such separation is 
attributable to such individual being a victim of a qualifying 
act of violence; and''; and
(2) by adding at the end the following new subsection:
``(g) Victims of a Qualifying Act of Violence.--
``(1) Documentation.--For purposes of subsection (a)(19), a 
voluntary separation of an individual shall be considered to be 
attributable to such individual being a victim of a qualifying 
act of violence if such individual submits such evidence as the 
State deems sufficient.
``(2) Sufficient documentation.--For purposes of paragraph 
(1), a State shall deem sufficient--
``(A) evidence of such qualifying act of violence 
in the form of--
``(i) a sworn statement and a form of 
identification;
``(ii) a police or court record;
``(iii) documentation from a professional 
from whom such individual has sought 
assistance, including those associated with 
medical, legal, or religious professions or a 
victim services organization; or
``(iv) any other documentation determined 
appropriate by the Secretary of Labor or the 
State; and
``(B) an attestation that such voluntary separation 
is attributable to such qualifying act of violence.
``(3) Qualifying act of violence, victim of a qualifying 
act of violence, and victim services organization defined.--
``(A) In general.--Subject to subparagraph (B), in 
this section, the terms `qualifying act of violence', 
`victim of a qualifying act of violence', and `victim 
services organization' have the meaning given such 
terms in section 3 of the SAFE for Survivors Act of 
2026, except that if the corresponding paragraph for 
any such term is amended after the date of enactment of 
this subsection, such amendment shall not apply for the 
purpose of this section until the earlier of--
``(i) the date the State changes its 
statutes, regulations, or policies in order to 
comply with such amendment; or
``(ii) the date that is 2 years after the 
date of enactment of such amendment.
``(B) States may apply broader definition.--A State 
may adopt a broader definition of any term under 
subparagraph (A).''.
(b) Unemployment Compensation Personnel Training.--Section 303(a) 
of the Social Security Act (42 U.S.C. 503(a)) is amended--
(1) by redesignating paragraphs (4) through (12) as 
paragraphs (5) through (13), respectively; and
(2) by inserting after paragraph (3) the following new 
paragraph:
``(4) Such methods of administration as will ensure that--
``(A) applicants for unemployment compensation and 
individuals inquiring about such compensation are 
adequately notified of the provisions of subsections 
(a)(19) and (g) of section 3304 of the Internal Revenue 
Code of 1986 (relating to the availability of 
unemployment compensation for victims of a qualifying 
act of violence); and
``(B) claims reviewers and hearing personnel are 
adequately trained in--
``(i) the nature and dynamics of a 
qualifying act of violence (as those terms are 
defined in subsection (g) of such section 
3304); and
``(ii) methods of ascertaining and keeping 
confidential information about possible 
experiences of a qualifying act of violence (as 
so defined) to ensure that--
``(I) requests for unemployment 
compensation based on separations 
stemming from a qualifying act of 
violence (as so defined) are reliably 
screened, identified, and adjudicated; 
and
``(II) full confidentiality is 
provided for the individual's claim and 
submitted evidence; and''.
(c) Qualifying Act of Violence Training Grant Program.--
(1) Grant authorized.--The Secretary of Labor (in this 
subsection referred to as the ``Secretary'') is authorized to 
award a grant to a national, State, or local victim services 
organization in order for such organization to--
(A) develop and disseminate a model training 
program (and related materials) for the training 
required under section 303(a)(4)(B) of the Social 
Security Act, as added by subsection (b); and
(B) provide technical assistance with respect to 
such model training program.
(2) Application.--A national, State, or local victim 
services organization seeking a grant under this subsection 
shall submit an application to the Secretary at such time, in 
such form and manner, and containing such information as the 
Secretary specifies.
(3) Reports.--
(A) Reports to congress.--The Secretary shall 
annually submit a report to Congress on the grant 
program established under this subsection.
(B) Reports available to public.--The Secretary 
shall establish procedures for the dissemination to the 
public of each report submitted under subparagraph (A). 
Such procedures shall include the use of the internet 
to disseminate such reports.
(4) Authorization of appropriations.--
(A) Authorization.--There are authorized to be 
appropriated for fiscal year 2027 such sums as may be 
necessary to carry out the provisions of paragraph (1).
(B) Three-year availability of grant funds.--The 
recipient of a grant under paragraph (1) shall return 
to the Secretary any unused portion of such grant not 
later than 3 years after the date the grant was 
awarded, together with any earnings on such unused 
portion.
(d) Effect on Existing Laws, etc.--
(1) More protective laws, agreements, programs, and 
plans.--Nothing in this section shall be construed to supersede 
any provision of any Federal, State, or local law, collective 
bargaining agreement, or employment benefits program or plan 
that provides greater unemployment insurance benefits for 
victims of a qualifying act of violence than the rights 
established under this section.
(2) Less protective laws, agreements, programs, and 
plans.--The rights established for victims of a qualifying act 
of violence under this section shall not be diminished by any 
more restrictive State or local law, collective bargaining 
agreement, or employment benefits program or plan.
(e) Effective Date.--The amendments made by subsections (a) and (b) 
shall apply to weeks of unemployment beginning on or after the earlier 
of--
(1) the date the State changes its statutes, regulations, 
or policies in order to comply with such amendments; or
(2) January 1, 2029.

TITLE V--INSURANCE PROTECTIONS AND SUPPORT FOR VICTIMS OF A QUALIFYING 
ACT OF VIOLENCE

Subtitle A--Insurance Protections

SEC. 501. DEFINITIONS.

In this title:
(1) Abuser.--The term ``abuser'' means the individual who 
commits a qualifying act of violence.
(2) Insured.--The term ``insured'' means a party named on a 
policy, certificate, or health benefit plan, including an 
individual, a corporation, a partnership, an association, an 
unincorporated organization, or any similar entity, as the 
person with legal rights to the benefits provided by the 
policy, certificate, or health benefit plan. For group 
insurance, the term includes a person who is a beneficiary 
covered by a group policy, certificate, or health benefit plan. 
For life insurance, the term refers to the person whose life is 
covered under an insurance policy.
(3) Insurer.--The term ``insurer'' means any person, 
reciprocal exchange, inter insurer, Lloyds insurer, fraternal 
benefit society, or other legal entity engaged in the business 
of insurance, including agents, brokers, adjusters, and third-
party administrators. The term includes employers who provide 
or make available employment benefits through an employee 
benefit plan, as defined in section 3(3) of the Employee 
Retirement Income Security Act of 1974 (29 U.S.C. 1002(3)). The 
term also includes health insurance issuers, as defined by 
section 2791(b) of the Public Health Service Act (42 U.S.C. 
300gg-91(b)), health benefit plans, and life, disability, and 
property and casualty insurers.
(4) Policy.--The term ``policy'' means a contract of 
insurance, certificate, indemnity, suretyship, or annuity 
issued, proposed for issuance, or intended for issuance by an 
insurer, including endorsements or riders to an insurance 
policy or contract.

SEC. 502. DISCRIMINATORY ACTS PROHIBITED.

(a) In General.--No insurer may, directly or indirectly, engage in 
any of the following acts or practices on the basis that the applicant 
or insured, or any person employed by the applicant or insured or with 
whom the applicant or insured is known to have a relationship or 
association, is, has been, or may be a victim of a qualifying act of 
violence or has incurred or may incur claims related to a qualifying 
act of violence:
(1) Denying, refusing to issue, renew, or reissue, or 
canceling or otherwise terminating an insurance policy or 
health benefit plan.
(2) Restricting, excluding, or limiting insurance coverage 
for losses or denying a claim, except as otherwise permitted or 
required by State laws relating to life insurance 
beneficiaries.
(3) Adding a premium differential to any insurance policy 
or health benefit plan.
(b) Prohibition on Limitation of Claims.--No insurer may, directly 
or indirectly, deny or limit payment to an insured who is a victim of a 
qualifying act of violence if the claim for payment is a result of such 
qualifying act of violence.
(c) Prohibition on Termination.--
(1) In general.--No insurer may terminate health coverage 
for a victim of a qualifying act of violence because coverage 
was originally issued in the name of the abuser and the abuser 
has divorced, separated from, or lost custody of the victim or 
the victim's coverage has terminated voluntarily or 
involuntarily and the victim does not qualify for an extension 
of coverage under part 6 of subtitle B of title I of the 
Employee Retirement Income Security Act of 1974 (29 U.S.C. 1161 
et seq.) or section 4980B of the Internal Revenue Code of 1986.
(2) Payment of premiums.--Nothing in paragraph (1) shall be 
construed to prohibit the insurer from requiring that the 
victim of a qualifying act of violence pay the full premium for 
the victim's coverage under the health plan if the requirements 
are applied to all insured of the insurer.
(3) Exception.--An insurer may terminate group coverage to 
which this subsection applies after the continuation coverage 
period required by this subsection has been in force for 18 
months if it offers conversion to an equivalent individual 
plan.
(4) Continuation coverage.--The continuation of health 
coverage required by this subsection shall be satisfied by any 
extension of coverage under part 6 of subtitle B of title I of 
the Employee Retirement Income Security Act of 1974 (29 U.S.C. 
1161 et seq.) or section 4980B of the Internal Revenue Code of 
1986 provided to a victim of domestic violence, dating 
violence, sexual assault, or stalking and is not intended to be 
in addition to any extension of coverage otherwise provided for 
under such part 6 or section 4980B.
(d) Use of Information.--
(1) Limitation.--
(A) In general.--In order to protect the safety and 
privacy of victims of qualifying acts of violence, no 
person employed by or contracting with an insurer or 
health benefit plan may (without the consent of the 
victim)--
(i) use, disclose, or transfer information 
relating to the status of a victim of a 
qualifying act of violence as such a victim, a 
qualifying act of violence, medical conditions 
related to a qualifying act of violence, or the 
applicant's or insured's status as a family 
member, employer, associate, or person in a 
relationship with a victim of a qualifying act 
of violence for any purpose unrelated to the 
direct provision of health care services unless 
such use, disclosure, or transfer is required 
by an order of an entity with authority to 
regulate insurance or an order of a court of 
competent jurisdiction; or
(ii) disclose or transfer information 
relating to an applicant's or insured's mailing 
address or telephone number or the mailing 
address and telephone number of a shelter for 
victims of a qualifying act of violence, unless 
such disclosure or transfer--
(I) is required in order to provide 
insurance coverage; and
(II) does not have the potential to 
endanger the safety of a victim of a 
qualifying act of violence.
(B) Rule of construction.--Nothing in this 
paragraph may be construed to limit or preclude a 
victim of a qualifying act of violence from obtaining 
the victim's own insurance records from an insurer.
(2) Authority of victims.--A victim of a qualifying act of 
violence, at the absolute discretion of the victim, may provide 
evidence of a qualifying act of violence to an insurer for the 
limited purpose of facilitating treatment of a condition 
related to such qualifying act of violence or demonstrating 
that a condition is related to such qualifying act of violence. 
Nothing in this paragraph shall be construed as authorizing an 
insurer to disregard such provided evidence.

SEC. 503. INSURANCE PROTOCOLS FOR VICTIMS OF A QUALIFYING ACT OF 
VIOLENCE.

Each insurer shall develop and adhere to written policies 
specifying procedures to be followed by employees, contractors, 
producers, agents, and brokers for the purpose of protecting the safety 
and privacy of a victim of a qualifying act of violence and otherwise 
implementing this subtitle when taking an application, investigating a 
claim, or taking any other action relating to a policy or claim 
involving a victim of a qualifying act of violence.

SEC. 504. REASONS FOR ADVERSE ACTIONS.

An insurer that takes an action that adversely affects a victim of 
a qualifying act of violence shall advise the applicant or insured who 
is the victim of a qualifying act of violence of the specific reasons 
for the action in writing. For purposes of this section, reference to 
general underwriting practices or guidelines shall not constitute a 
specific reason.

SEC. 505. LIFE INSURANCE.

Nothing in this subtitle shall be construed to prohibit a life 
insurer from declining to issue a life insurance policy if the 
applicant or prospective owner of the policy is or would be designated 
as a beneficiary of the policy, and if--
(1) the applicant or prospective owner of the policy lacks 
an insurable interest in the insured; or
(2) the applicant or prospective owner of the policy is 
known, on the basis of police or court records, to have 
committed a qualifying act of violence against the proposed 
insured.

SEC. 506. SUBROGATION WITHOUT CONSENT PROHIBITED.

Subrogation of claims resulting from a qualifying act of violence 
is prohibited without the informed consent of the victim of a 
qualifying act of violence.

SEC. 507. ENFORCEMENT.

(a) Federal Trade Commission.--Any act or practice prohibited by 
this subtitle shall be treated as an unfair and deceptive act or 
practice pursuant to section 5 of the Federal Trade Commission Act (15 
U.S.C. 45) and the Federal Trade Commission shall enforce this subtitle 
in the same manner, by the same means, and with the same jurisdiction, 
powers, and duties as though all applicable terms and provisions of the 
Federal Trade Commission Act were incorporated into and made a part of 
this subtitle, including issuing a cease and desist order granting any 
individual relief warranted under the circumstances, including 
temporary, preliminary, and permanent injunctive relief and 
compensatory damages.
(b) Private Cause of Action.--
(1) In general.--An applicant or insured who believes that 
the applicant or insured has been adversely affected by an act 
or practice of an insurer in violation of this subtitle may 
maintain an action against the insurer in a Federal or State 
court of original jurisdiction.
(2) Relief.--Upon proof of such conduct by a preponderance 
of the evidence in an action described in paragraph (1), the 
court may award appropriate relief, including temporary, 
preliminary, and permanent injunctive relief and compensatory 
and punitive damages, as well as the costs of suit and 
reasonable fees for the aggrieved individual's attorneys and 
expert witnesses.
(3) Statutory damages.--With respect to compensatory 
damages in an action described in paragraph (1), the aggrieved 
individual may elect, at any time prior to the rendering of 
final judgment, to recover in lieu of actual damages, an award 
of statutory damages in the amount of $5,000 for each 
violation.

SEC. 508. APPLICABILITY.

This subtitle shall apply with respect to any action taken after 
the enactment of this Act.

Subtitle B--Supporting and Empowering Victims

SEC. 511. QUALIFYING ACTS OF VIOLENCE EDUCATION AND INFORMATION 
PROGRAMS FOR VICTIMS.

(a) Public Education Program.--
(1) In general.--The Secretary of Labor, in conjunction 
with the Secretary of Health and Human Services (through the 
Director of the Centers for Disease Control and Prevention and 
the grant recipient carrying out the National Resource Center 
on Domestic Violence) and the Attorney General (through the 
Principal Deputy Director of the Office on Violence Against 
Women), shall coordinate and provide for a national public 
outreach and education campaign, including culturally 
appropriate materials, to raise public awareness of qualifying 
acts of violence, including outreach and education for 
employers, service providers, teachers, and other key partners.
(2) Dissemination.--The Secretary of Labor, in conjunction 
with the Secretary of Health and Human Services and the 
Attorney General, as described in paragraph (1), may 
disseminate information through the public outreach and 
education campaign on the resources and rights referred to in 
this subsection directly or through arrangements with health 
agencies, professional and nonprofit organizations, consumer 
groups, labor organizations, institutions of higher education, 
clinics, the media, and Federal, State, and local agencies.
(3) Information.--The information disseminated under 
paragraph (2) shall include, at a minimum, a description of--
(A) the resources and rights that are--
(i) available to victims of qualifying acts 
of violence; and
(ii) established in this Act and the 
Violence Against Women Act of 1994 (34 U.S.C. 
12291 et seq.);
(B) guidelines and best practices on prevention of 
qualifying acts of violence;
(C) resources that promote healthy relationships 
and communication skills;
(D) resources that encourage bystander intervention 
in a situation involving qualifying acts of violence;
(E) resources that promote workplace policies that 
support and help maintain the economic security of 
victims of qualifying acts of violence; and
(F) resources and rights that the heads of Federal 
agencies described in paragraph (2) determine are 
appropriate to include.
(b) Information Program for Employers.--
(1) In general.--The Secretary of Labor and the Secretary 
of Health and Human Services, in consultation with major 
women's advocacy groups and medical and public health 
organizations, shall develop and disseminate to employers 
information on the entitlement of victims of a qualifying act 
of violence to safe leave under title II.
(2) Information.--The information disseminated under 
paragraph (1) shall include, at a minimum--
(A) information describing employers' 
responsibilities and employees' rights under title II;
(B) recommendations for carrying out those 
responsibilities and providing for those rights;
(C) recommendations for supporting employees when 
the employees seek safe leave under title II;
(D) information on best practices for supporting 
victims of a qualifying act of violence;
(E) information on best practices for preventing 
qualifying acts of violence; and
(F) information explaining how to obtain additional 
copies of the information developed under paragraph (1) 
for distribution to the employees.
(c) Study on Workplace Responses.--The Secretary of Labor, in 
conjunction with the Secretary of Health and Human Services, shall 
conduct a study on the status of workplace responses to employees who 
experience a qualifying act of violence while employed, in each State 
and nationally, to improve the access of victims of a qualifying act of 
violence to supportive resources and economic security.
(d) Authorization of Appropriations.--There are authorized to be 
appropriated to carry out this section, such sums as may be necessary 
for each of fiscal years 2027 through 2031.

SEC. 512. INVESTING IN PUBLIC HEALTH INFRASTRUCTURE TO IMPROVE SUPPORT 
FOR VICTIMS.

Section 303(c) of the Family Violence Prevention and Services Act 
(42 U.S.C. 10403(c)) is amended by striking ``314'' and all that 
follows and inserting ``314 $15,000,000 for each of fiscal years 2027 
through 2031.''.

TITLE VI--SEVERABILITY

SEC. 601. SEVERABILITY.

If any provision of this Act, any amendment made by this Act, or 
the application of such provision or amendment to any person or 
circumstance is held to be unconstitutional, the remainder of the 
provisions of this Act, the amendments made by this Act, and the 
application of such provisions or amendments to any person or 
circumstance shall not be affected.
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