Improving VA Accountability To Prevent Sexual Harassment and Discrimination Act of 2021

Improving VA Accountability To Prevent Sexual Harassment and Discrimination Act of 2021

This bill requires the Department of Veterans Affairs (VA) to implement various policies and procedures related to sexual harassment, other harassment, and employment discrimination.

The bill requires the VA to ensure that

• the official who serves as the VA's Equal Employment Opportunity Director reports directly to the Deputy Secretary and does not also serve in a position that has responsibility over personnel functions or functions that conflict with the equal employment functions,
• each Equal Employment Opportunity program manager at the facility level reports to the head of the Office of Resolution Management (ORM) with respect to equal employment functions, and
• the employment discrimination complaint resolution system requires any VA manager who receives a harassment or employment discrimination complaint to report such complaint to the ORM immediately (or within two business days of receiving the complaint if immediate reporting is impracticable).

The VA must provide employees with mandatory annual training on identifying and addressing sexual harassment, other harassment, and employment discrimination, including with respect to processes under the VA's Harassment Prevention Program.

The VA must regularly review the policies relating to sexual harassment, other harassment, and employment discrimination to ensure its policies are complete and in accordance with the policies established by the ORM. Additionally, the VA must issue a final directive and handbook for its Harassment Prevention Program.

Improving VA Accountability To Prevent Sexual Harassment and Discrimination Act of 2021

This bill requires the Department of Veterans Affairs (VA) to implement various policies and procedures related to sexual harassment, other harassment, and employment discrimination.

The bill requires the VA to ensure that

• the official who serves as the VA's Equal Employment Opportunity Director reports directly to the Deputy Secretary and does not also serve in a position that has responsibility over personnel functions or functions that conflict with the equal employment functions,
• each Equal Employment Opportunity program manager at the facility level reports to the head of the Office of Resolution Management (ORM) with respect to equal employment functions, and
• the employment discrimination complaint resolution system requires any VA manager who receives a harassment or employment discrimination complaint to report such complaint to the ORM immediately (or within two business days of receiving the complaint if immediate reporting is impracticable).

The VA must provide employees with mandatory annual training on identifying and addressing sexual harassment, other harassment, and employment discrimination, including with respect to processes under the VA's Harassment Prevention Program.

The VA must regularly review the policies relating to sexual harassment, other harassment, and employment discrimination to ensure its policies are complete and in accordance with the policies established by the ORM. Additionally, the VA must issue a final directive and handbook for its Harassment Prevention Program.