AMENDMENT(S) PROPOSED BY THE HOUSE

DEL. WATTS [Passed by]

1. Line 21, substitute, after conduct of a sexual nature

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covered by the Department of Human Resource Management Policy

DEL. WATTS [Passed by]

2. After line 23, substitute

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lines 24 through 29

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B. 1. Except for employees in subdivision B 2, every legislative branch employee shall once every two calendar years complete a workplace sexual harassment training on line training course available 24 hours per day, seven days per week through the Commonwealth of Virginia Learning Center, administered by the Department of Human Resource Management. Successful completion shall be defined by the Department of Human Resource Management and requires that the employee exhibit a comprehensive understanding of the training material. The Department of Human Resource Management shall ensure that a workplace sexual harassment training course as described in this subdivision is continuously offered through the Learning Center. Managers and supervisors shall complete any workplace sexual harassment training prevention course offered through the Learning Center that is specifically designed for managers and supervisors.

DEL. WATTS [Passed by]

3. After line 29, substitute

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lines 30 through 39

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2. Legislative branch employees who are (i) members elected to the House of Delegates or legislative assistants or staff for such members or (ii) officers or employees of the Office of the Clerk of the House of Delegates shall complete the sexual harassment training course provided by the Clerk of the House of Delegates. Legislative branch employees who are (a) members elected to the Senate or legislative assistants or staff for such members or (b) officers or employees of the Office of the Clerk of the Senate shall complete the sexual harassment training course provided by the Clerk of the Senate. The sexual harassment training course provided by the Clerk of the House of Delegates and the Clerk of the Senate shall be available on line 24 hours per day seven days a week and shall include but not be limited to discussion of (i) the inclusion of member actions when performing official duties covered under the General Assembly Conflicts of Interests Act (§ 30-100 et seq.); (ii) the inclusion of communications or actions undertaken with other state employees, contract employees, applicants for employment, customers, vendors, members of the media, lobbyists, members of the public, or volunteers; (iii) the Department of Human Resource Management Workplace Harassment Policy provision that managers, supervisors, and members who knowingly fail to take appropriate corrective action regarding allegations shall be in violation of the sexual harassment policy; (iv) the adopted policies of the House of Delegates or of the Senate governing how allegations of violations may be made, sharing of information, investigative procedures, determination of need for disclosure to law enforcement to protect public safety, committed violations of this chapter; and (v) the remedies available under this chapter and the Commonwealth Workplace Harassment Policy that are in addition to any other civil remedies and criminal sanctions provided under law.