This document is the "Security And Financial Empowerment for Survivors Act of 2024" which outlines various sections including reauthorization of grants for workplace support for victims, entitlement to safe leave for addressing violence, and rules on unemployment compensation for victims. It also discusses insurance protections for victims, details the definitions and prohibitions of discriminatory acts, and includes sections on enforcement, remedies, and the promotion of educational programs for victims.

Congress has identified that gender-based violence, including domestic and sexual violence, is widespread in the United States and has severe impacts on survivors' health, employment, and financial stability. The findings highlight the economic abuse aspect, barriers faced by survivors, and the need for more supportive federal laws to protect survivors' rights and well-being.

The section defines various terms used in the context of the bill, such as "communication of an intimate visual depiction," which involves sharing sensitive images without consent, and "domestic partner," referring to someone in a committed relationship. It also covers definitions for concepts like "employer," "public assistance," "gender-based violence," and "victim services organization," providing clarity on who and what the bill aims to protect and regulate.

The section explains that the new Act does not override any existing Federal, State, or local laws, agreements, or programs that offer either more leave rights or cover more victims of violence than the new Act intends to cover.

In Section 5, the text states that certain arbitration agreements or waivers related to claims from specific titles of the Act cannot be used or enforced before any disputes arise. Furthermore, any disagreements about whether these titles apply to a specific dispute will be decided by a court using federal law, not an arbitrator, regardless of what the arbitration agreement says.

The bill amends the Violence Against Women Act to extend support to organizations helping victims, allowing them to provide resources to employers and employees. It also specifies that no more than 2.5% of funds can be used for grant administration, and no more than 5% for evaluating the effectiveness of these programs.

Employers must provide employees with up to 40 days of safe leave each year for issues related to domestic violence, with at least 10 days being paid leave. Confidentiality is maintained, and employees' positions and benefits are protected during this leave, allowing employees to handle legal, medical, and other necessary matters without losing their jobs or health coverage.

This section outlines prohibited actions, making it illegal for anyone to retaliate against or discriminate against a person exercising their rights under section 201, especially concerning taking leave. It also prohibits discrimination against individuals involved in proceedings or inquiries related to the rights under section 201.

The section of the bill outlines the processes for enforcing the provisions of sections 201 and 202 through civil actions. It details how affected employees can seek damages, including wages and benefits, if an employer violates these sections, and describes the role of the Secretary of Labor in addressing and penalizing such violations. The bill also specifies limitations on when legal actions can be initiated and addresses the liabilities of employers under other laws, as well as the involvement of other administrative bodies for different categories of federal employees.

An employee who has the right to take leave from work, whether it's paid or unpaid, can choose to use this leave if they are dealing with an incident of violence, according to federal, state, local laws, or agreements with their employer. This means they can swap the leave they have for a new type of leave specified in a different section of the law.

A state can use specific Social Security funds to give short-term emergency benefits to individuals taking leave as allowed by the law, provided they qualify financially by having only accessible cash counted. Eligible individuals must apply to their state, which is required to provide these benefits quickly, within seven days of the application.

The section mandates the Secretary of Labor to create regulations for implementing the title, including requiring employers to display notices about the title's provisions and how to file complaints. It also states that other administrative officers can create consistent regulations for their employees according to the guidelines set by the Secretary of Labor.

The section provides the official short title for the legislative measure, which is the “Survivors’ Employment Sustainability Act.”

The text provides definitions for terms used in a section of a congressional bill, covering meanings for terms like "board," "commission," "discriminate," "employee," "employer," "qualified employee," "reasonable accommodation," and "undue hardship." These definitions relate to employment and safety considerations for individuals affected by acts of violence, outlining when adjustments or accommodations can be made and under what conditions they may be declined due to undue hardship.

The text prohibits employers and public agencies from discriminating against people who have been victims of violence by unfairly treating them in employment or public assistance matters. It requires employers to provide reasonable accommodations to such victims and keep their information confidential, while also outlining the process for handling requests and maintaining privacy.

The section outlines the remedies and enforcement mechanisms for employment discrimination claims. It specifies the powers, remedies, and procedures available under various laws and acts, like the Civil Rights Act and the Government Employee Rights Act, for different groups of employees, and establishes the potential liabilities of public agencies in cases of discrimination, including monetary and punitive damages, equitable relief, and the awarding of legal fees and costs to successful plaintiffs.

The section outlines how the Equal Employment Opportunity Commission (EEOC) and the Office of Congressional Workplace Rights (OCWR) must create rules to implement a title. The OCWR must issue regulations 6 months after the EEOC finalizes theirs, aligning closely with the EEOC’s rules unless specific differences are justified to better protect employees.

The section modifies the Revised Statutes by adding the "Survivors’ Employment Sustainability Act" to the list of laws where attorney's fees can be awarded under federal law.

The text outlines provisions to ensure that victims of qualifying acts of violence can receive unemployment compensation even if they voluntarily leave their jobs due to being victims. It mandates the training of unemployment personnel to handle such cases sensitively and confidentially, allows states to define broader protections, and establishes a grant program to develop training materials for personnel dealing with these cases, ensuring victims' rights are not diminished by less protective laws.

In this title, several key terms are defined: "abuser" refers to someone who commits a violent act; "insured" describes a person or entity named in an insurance policy having rights to the benefits, including those covered under group and life insurance; "insurer" includes any person or legal entity involved in providing insurance, such as agents and brokers, and extends to employers who offer employee benefits; and "policy" refers to an insurance contract or agreement issued by an insurer, covering contracts like indemnity or annuity.

This section prohibits insurance companies from discriminating against victims of violence by refusing to issue or renew policies, adding extra charges, or terminating coverage solely because the victim is connected to a violent act. It also ensures that insurers cannot use or share sensitive information about victims without their consent, except when required by law, and allows victims to provide evidence of the violence to insurers to receive related treatments.

Each insurance company must create and follow written procedures to protect the safety and privacy of victims of a violent act. These procedures apply when the company is handling applications, claims, or any actions related to a policy involving a victim of a violent act.

An insurer must inform a victim of a qualifying act of violence of the exact reasons for any adverse action taken against them, provided in writing. General references to underwriting practices or guidelines do not count as specific reasons.

In this section, it explains that a life insurance company can refuse to give a policy if the person applying either has no insurable interest in the person being insured or has been violent towards them, as shown by police or court records.

The section states that if someone has a claim due to a violent act, others cannot take over that claim without the victim's informed consent.

The section outlines the enforcement process for unfair or deceptive practices under a certain law, stating that the Federal Trade Commission will handle such cases similarly to other unfair practices. It also allows individuals who feel wronged by an insurer's actions to sue in court for various forms of relief, including compensation and damages, with the option for statutory damages of $5,000 per violation.

The rules in this section will be relevant for actions taken after the law is passed.

The section outlines a national public education campaign, coordinated by the Secretary of Labor, the Secretary of Health and Human Services, and the Attorney General, to raise awareness about acts of violence and provide information to victims, employers, and other key partners. It also includes a study on workplace responses to such violence and allocates funding for these activities from 2025 to 2029.

The section amends the Family Violence Prevention and Services Act to allocate $15 million per year from 2025 to 2029 to improve public health infrastructure and support victims of family violence.

If any part of this Act or its amendments is found to be unconstitutional, the rest of the Act and its amendments will still remain in effect and unaffected.