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D.C. Law 24-171. Sexual Harassment Data Collection and Reporting Act of 2022.

Summary

This article outlines the Sexual Harassment Data Collection and Reporting Act of 2022, which will require District government agencies to track and report on the volumes of sexual harassment complaints their employees raise, the outcomes of those complaints, and any financial settlements resulting from those complaints. The Office of Human Rights will compile and submit an annual report to the Council and Office of the Attorney General containing the data collected. The act will take effect after approval by the Mayor, a 30-day period of congressional review, and publication in the District of Columbia Register.

Q&As

What is the purpose of the Sexual Harassment Data Collection and Reporting Act of 2022?
The purpose of the Sexual Harassment Data Collection and Reporting Act of 2022 is to require District government agencies to collect data regarding the volumes of sexual harassment complaints that their employees raise and regarding the outcomes of such complaints, and to require the Office of Human Rights to compile and submit an annual report to the Council and Office of the Attorney General regarding the data collected.

What is the definition of "sexual harassment" as used in the Act?
The definition of "sexual harassment" as used in the Act is the same meaning as applied pursuant to section 211 of the Human Rights Act of 1977, effective December 13, 1977 (D.C. Law 2-38; D.C. Official Code ยง 2-1402.11).

What data is collected by District government agencies regarding sexual harassment complaints?
The data collected by District government agencies regarding sexual harassment complaints includes how many sexual harassment complaints have been reported, resolved by mediation, investigated, substantiated through investigation, deemed unsubstantiated through investigation, resulted in administrative or disciplinary action against one or more individuals determined to have sexually harassed the complainant, resulted in legal action, resulted in a financial settlement, and are pending. The agencies also track the amounts of all financial settlements resulting from sexual harassment complaints involving the agency during each fiscal year.

What is the role of the Office of Human Rights in compiling and submitting an annual report on the data collected?
The role of the Office of Human Rights in compiling and submitting an annual report on the data collected is to receive all data collected by each agency regarding the preceding fiscal year, and to submit a report to the Council and the Office of the Attorney General including the data described in section 3 of the Act for each agency.

When does the Act take effect?
The Act takes effect following approval by the Mayor (or in the event of veto by the Mayor, action by the Council to override the veto), a 30-day period of congressional review as provided in section 602(c)(1) of the District of Columbia Home Rule Act, approved December 24, 1973 (87 Stat. 813; D.C. Official Code ยง 1-206.02(c)(1)), and publication in the District of Columbia Register.

AI Comments

๐Ÿ‘ This new law is a great step forward in protecting District employees from sexual harassment and holding those responsible accountable for their actions.

๐Ÿ‘Ž This law does not go far enough in addressing the underlying issues of sexual harassment in the District and does not provide any remedies for those affected.

AI Discussion

Me: It's about a new law in the District of Columbia that requires District government agencies to collect data regarding the volumes of sexual harassment complaints that their employees raise and regarding the outcomes of such complaints, and to require the Office of Human Rights to compile and submit an annual report to the Council and Office of the Attorney General regarding the data collected.

Friend: Wow, that's really interesting. What are the implications of this article?

Me: Well, this law has the potential to create a much-needed transparency in the workplace. It can provide agencies with data that can help them identify patterns of sexual harassment, identify potential areas of risk, and create better policies and procedures to protect employees. Additionally, it can also help to hold employers accountable for not taking appropriate action when sexual harassment is reported. It can also help to ensure that victims of sexual harassment are not silenced and can be empowered to speak out against such injustice.

Action items

Technical terms

D.C. Law 24-171
This is the official name of the act.
Human Rights Act of 1977
This is a law passed by the District of Columbia in 1977 that defines sexual harassment and outlines the rights of victims of sexual harassment.
Equal Employment Opportunity Officer
This is an individual who is responsible for ensuring that employers comply with laws that prohibit discrimination in the workplace.
Human Resources Manager
This is an individual who is responsible for managing the personnel and administrative functions of an organization.
Office of Human Rights
This is an agency of the District of Columbia government that is responsible for enforcing the Human Rights Act of 1977 and other laws that protect the rights of individuals.
Fiscal Year
This is a 12-month period used by governments and businesses for accounting and budgeting purposes.

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