http://www.washingtonwatch.com/bills info@washingtonwatch.com http://www.pjdoland.com/chai/?v=0.1 http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=13800 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc0"> Detailed Summary </h2> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a corporation, association, educational institution, or society that is exempt from religious discrimination provisions under the Civil Rights Act of 1964.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the Armed Forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>Declares that, in this Act, the terms &amp;quot;married&amp;quot; and &amp;quot;marry&amp;quot; refer to a legal union between one man and one woman as husband and wife.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc1"> Status of the Legislation </h2> <p>Latest Major Action: 11/13/2007: Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 479.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc2"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc3"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 13800@http://www.washingtonwatch.com Wed, 14 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/show/110_HR_3685.html 11/13/2007: Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 479. 30849@http://www.washingtonwatch.com Tue, 13 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=13596 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc4"> Detailed Summary </h2> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a corporation, association, educational institution, or society that is exempt from religious discrimination provisions under the Civil Rights Act of 1964.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the Armed Forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>Declares that, in this Act, the terms &amp;quot;married&amp;quot; and &amp;quot;marry&amp;quot; refer to a legal union between one man and one woman as husband and wife.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc5"> Status of the Legislation </h2> <p>Latest Major Action: 11/8/2007: Received in the Senate. Read the first time. Placed on Senate Legislative Calendar under Read the First Time.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc6"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc7"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 13596@http://www.washingtonwatch.com Fri, 09 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=13492 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc8"> Detailed Summary </h2> <p>&lt;b&gt;(This measure has not been amended since it was introduced. The summary has been expanded because action occurred on the measure.)&lt;/b&gt;</p> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a religious organization, defined as: (1) a religious corporation, association, or society; or (2) an educational institution, if the institution wholly or substantially controlled, managed, owned, or supported by a particular religion, religious corporation, association, or society or if the institution's curriculum is directed toward the propagation of a particular religion.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the armed forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.&lt;br&gt;</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Includes, as an unlawful employment practice under this Act, an action that is conditioned, in a state in which a person cannot marry a person of the same sex, either on being married or being eligible to marry.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married, including a same-sex couple who are not married, in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc9"> Status of the Legislation </h2> <p>Latest Major Action: 11/7/2007: Passed/agreed to in House. Status: On passage Passed by the Yeas and Nays: 235 - 184 (Roll no. 1057).</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc10"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc11"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 13492@http://www.washingtonwatch.com Thu, 08 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=13493 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc12"> Detailed Summary </h2> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a corporation, association, educational institution, or society that is exempt from religious discrimination provisions under the Civil Rights Act of 1964.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the Armed Forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>Declares that, in this Act, the terms &amp;quot;married&amp;quot; and &amp;quot;marry&amp;quot; refer to a legal union between one man and one woman as husband and wife.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc13"> Status of the Legislation </h2> <p>Latest Major Action: 11/7/2007: Passed/agreed to in House. Status: On passage Passed by the Yeas and Nays: 235 - 184 (Roll no. 1057).</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc14"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc15"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 13493@http://www.washingtonwatch.com Thu, 08 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/show/110_HR_3685.html 11/8/2007: Received in the Senate. Read the first time. Placed on Senate Legislative Calendar under Read the First Time. 30727@http://www.washingtonwatch.com Thu, 08 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/show/110_HR_3685.html 11/7/2007: Passed/agreed to in House. Status: On passage Passed by the Yeas and Nays: 235 - 184 (Roll no. 1057). 30665@http://www.washingtonwatch.com Wed, 07 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=13317 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc16"> Detailed Summary </h2> <p>&lt;b&gt;(This measure has not been amended since it was introduced. The summary has been expanded because action occurred on the measure.)&lt;/b&gt;</p> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a religious organization, defined as: (1) a religious corporation, association, or society; or (2) an educational institution, if the institution wholly or substantially controlled, managed, owned, or supported by a particular religion, religious corporation, association, or society or if the institution's curriculum is directed toward the propagation of a particular religion.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the armed forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.&lt;br&gt;</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Includes, as an unlawful employment practice under this Act, an action that is conditioned, in a state in which a person cannot marry a person of the same sex, either on being married or being eligible to marry.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married, including a same-sex couple who are not married, in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc17"> Status of the Legislation </h2> <p>Latest Major Action: 11/5/2007: Rules Committee Resolution H. Res. 793 Reported to House. Rule provides for consideration of H.R. 3685 with 1 hour of general debate. Previous question shall be considered as ordered without intervening motions except motion to recommit with or without instructions. Measure will be considered read. Specified amendments are in order. All points of order against consideration of the bill are waived except those arising under clause 9 or 10 of rule XXI.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc18"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc19"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 13317@http://www.washingtonwatch.com Tue, 06 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/show/110_HR_3685.html 11/5/2007: Rules Committee Resolution H. Res. 793 Reported to House. Rule provides for consideration of H.R. 3685 with 1 hour of general debate. Previous question shall be considered as ordered without intervening motions except motion to recommit with or without instructions. Measure will be considered read. Specified amendments are in order. All points of order against consideration of the bill are waived except those arising under clause 9 or 10 of rule XXI. 30585@http://www.washingtonwatch.com Mon, 05 Nov 2007 00:00:00 EST http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=12742 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc20"> Detailed Summary </h2> <p>&lt;b&gt;(This measure has not been amended since it was introduced. The summary has been expanded because action occurred on the measure.)&lt;/b&gt;</p> <p>Employment Non-Discrimination Act of 2007 - (Sec. 4) Makes it an unlawful employment practice for covered entities (employers, employment agencies, labor organizations, or joint labor-management committees) to discriminate against an individual on the basis of actual or perceived sexual orientation, including actions based on the actual or perceived sexual orientation of a person with whom the individual associates or has associated. Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>(Sec. 5) Makes it an unlawful employment practice to discriminate against an individual because the individual opposed any practice made an unlawful employment practice by this Act or made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this Act.</p> <p>(Sec. 6) Makes this Act inapplicable to a religious organization, defined as: (1) a religious corporation, association, or society; or (2) an educational institution, if the institution wholly or substantially controlled, managed, owned, or supported by a particular religion, religious corporation, association, or society or if the institution's curriculum is directed toward the propagation of a particular religion.</p> <p>(Sec. 7) Makes this Act inapplicable to the relationship between the United States and members of the armed forces, including the Coast Guard. Declares that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.&lt;br&gt;</p> <p>(Sec. 8) Prohibits construing this Act to prohibit a covered entity from enforcing rules and policies that do not intentionally circumvent this Act's purposes if the rules or policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Prohibits construing this Act to limit a covered entity from taking adverse action against an individual because of a charge of sexual harassment against that individual, provided that sexual harassment rules and policies are designed for, and uniformly applied to, all individuals regardless of actual or perceived sexual orientation.</p> <p>Includes, as an unlawful employment practice under this Act, an action that is conditioned, in a state in which a person cannot marry a person of the same sex, either on being married or being eligible to marry.</p> <p>Prohibits construing this Act to require a covered entity to treat a couple who are not married, including a same-sex couple who are not married, in the same manner as the covered entity treats a married couple for purposes of employee benefits.</p> <p>(Sec. 9) Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>(Sec. 10) Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>(Sec. 11) Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <p>(Sec. 12) Allows, in some circumstances, the awarding to the prevailing party of a reasonable attorney's fee as part of the costs. Makes the EEOC and the United States liable for the costs to the same extent as a private person.</p> <p>(Sec. 13) Requires the posting of related notices by covered entities (defined).</p> <p>(Sec. 14) Grants authority to issue regulations to the EEOC, the Librarian of Congress, the Board of Directors of the Office of Compliance in accordance with provisions of the Congressional Accountability Act of 1995, and the President.</p> <p>(Sec. 15) Declares that this Act does not invalidate or limit the rights, remedies, or procedures available under any other federal law or regulation or any law or regulation of a state or political subdivision of a state.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc21"> Status of the Legislation </h2> <p>Latest Major Action: 10/22/2007: Placed on the Union Calendar, Calendar No. 257.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc22"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc23"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 12742@http://www.washingtonwatch.com Mon, 29 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=12273 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc24"> Detailed Summary </h2> <p>Employment Non-Discrimination Act of 2007 - Prohibits employment discrimination against an individual on the basis of actual or perceived sexual orientation by covered entities (employers, employment agencies, labor organizations, or joint labor-management committees). Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>Prohibits related retaliation.</p> <p>Makes this Act inapplicable to: (1) religious organizations; and (2) the relationship between the United States and members of the armed forces. States that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.&lt;br&gt;</p> <p>Provides for the construction of this Act with regard to: (1) enforcement by employers of rules and policies; (2) sexual harassment; and (3) certain matters relating to marriage.</p> <p>Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc25"> Status of the Legislation </h2> <p>Latest Major Action: 10/22/2007: Placed on the Union Calendar, Calendar No. 257.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc26"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc27"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 12273@http://www.washingtonwatch.com Tue, 23 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=11527 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc28"> Detailed Summary </h2> <p>(Log in to edit the wiki and be the first to provide a detailed summary of the bill!)</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc29"> Status of the Legislation </h2> <p>Latest Major Action: 10/18/2007: House committee/subcommittee actions. Status: Ordered to be Reported by the Yeas and Nays: 27 - 21.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc30"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc31"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 11527@http://www.washingtonwatch.com Mon, 22 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=11528 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc32"> Detailed Summary </h2> <p>Employment Non-Discrimination Act of 2007 - Prohibits employment discrimination against an individual on the basis of actual or perceived sexual orientation by covered entities (employers, employment agencies, labor organizations, or joint labor-management committees). Prohibits preferential treatment or quotas. Allows only disparate treatment claims.</p> <p>Prohibits related retaliation.</p> <p>Makes this Act inapplicable to: (1) religious organizations; and (2) the relationship between the United States and members of the armed forces. States that this Act does not repeal or modify any federal, state, territorial, or local law creating a special right or preference concerning employment for a veteran.&lt;br&gt;</p> <p>Provides for the construction of this Act with regard to: (1) enforcement by employers of rules and policies; (2) sexual harassment; and (3) certain matters relating to marriage.</p> <p>Prohibits the Equal Employment Opportunity Commission (EEOC) from collecting statistics from covered entities on actual or perceived sexual orientation or compelling the collection by covered entities of such statistics.</p> <p>Provides for enforcement, including giving the EEOC, the Librarian of Congress, the Attorney General, and U.S. courts the same enforcement powers as they have under specified provisions of the Civil Rights Act of 1964, the Government Employee Rights Act of 1991, and other specified laws.</p> <p>Allows actions and proceedings against state governments and, subject to limitation, the federal government.</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc33"> Status of the Legislation </h2> <p>Latest Major Action: 10/18/2007: House committee/subcommittee actions. Status: Ordered to be Reported by the Yeas and Nays: 27 - 21.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc34"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc35"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 11528@http://www.washingtonwatch.com Mon, 22 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_3685.html 10/22/2007: Placed on the Union Calendar, Calendar No. 257. 30029@http://www.washingtonwatch.com Mon, 22 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_3685.html 10/18/2007: House committee/subcommittee actions. Status: Ordered to be Reported by the Yeas and Nays: 27 - 21. 26527@http://www.washingtonwatch.com Thu, 18 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_3685.html 10/18/2007: House committee/subcommittee actions. Status: Ordered to be Reported by the Yeas and Nays: 27 - 21. 28117@http://www.washingtonwatch.com Thu, 18 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_3685.html 10/18/2007: House committee/subcommittee actions. Status: Ordered to be Reported by the Yeas and Nays: 27 - 21. 29724@http://www.washingtonwatch.com Thu, 18 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=10956 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc36"> Detailed Summary </h2> <p>(Log in to edit the wiki and be the first to provide a detailed summary of the bill!)</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc37"> Status of the Legislation </h2> <p>(Log in to edit the wiki and be the first to update the status of the bill!)</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc38"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc39"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 10956@http://www.washingtonwatch.com Wed, 10 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/history/110_HR_3685.html?rev=10957 <p>H.R. 3685 would prohibit employment discrimination on the basis of sexual orientation.</p> <h2 id="toc40"> Detailed Summary </h2> <p>(Log in to edit the wiki and be the first to provide a detailed summary of the bill!)</p> <!--Leave in the 'summary' tags if you want the latest summary from the Congressional Research Service automatically to replace the text between the tags once it becomes available. --> <h2 id="toc41"> Status of the Legislation </h2> <p>Latest Major Action: 9/27/2007: Referred to House committee. Status: Referred to the Committee on Education and Labor, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.</p> <!-- Leave in the 'status' tags if you want the latest reported status from THOMAS automatically to replace the text between the tags once it becomes available. --> <h2 id="toc42"> Points in Favor </h2> <p>(Log in to edit the wiki and be the first to show why the bill should pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> <h2 id="toc43"> Points Against </h2> <p>(Log in to edit the wiki and be the first to show why the bill should not pass!)<br /> <!-- First editor: Go ahead and take out the sentence in parentheses, and this notice! --> </p> 10957@http://www.washingtonwatch.com Wed, 10 Oct 2007 00:00:00 EDT http://www.washingtonwatch.com/bills/show/110_HR_3685.html 9/27/2007: Referred to House committee. Status: Referred to the Committee on Education and Labor, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned. 26175@http://www.washingtonwatch.com Thu, 27 Sep 2007 00:00:00 EDT