Covered Community

The Congressional Accountability Act (CAA) protects over 30,000 current employees of the legislative branch, as well as applicants for legislative branch jobs. As described below, unpaid staff and former employees may also be covered under certain circumstances.

The CAA applies the rights and obligations of certain workplace protection laws to the following employing offices and their employees:

  • U.S. House of Representatives (all persons in a position receiving pay disbursed by the CAO, including D.C. & district office staff) 
  • U.S. Senate (all persons in a position receiving pay disbursed by the Senate Secretary, including D.C. & state office staff) 
  • Office of Congressional Accessibility Services
  • United States Capitol Police
  • Congressional Budget Office 
  • Office of the Architect of the Capitol 
  • Office of Attending Physician 
  • Office of Congressional Workplace Rights
  • The Library of Congress (except for collective bargaining and unionization)
  • Office of Technology Assessment (no longer funded)
  • Stennis Center for Public Service
  • U.S.-China Economic and Security Review Commission
  • Congressional-Executive Commission on China
  • Commission on Security and Cooperation in Europe (Helsinki Commission)​
  • U.S. Commission on International Religious Freedom
  • Government Accountability Office (certain laws only)

Are interns, fellows, and other unpaid staff covered?

In limited circumstances, yes. Under the CAA, certain unpaid staff members are protected against discrimination based on race, color, religion, sex, national origin, age, or disability. These protections apply to staff members of employing offices who carry out official duties of those employing offices but are not paid by the employing offices for doing so, including interns, individuals detailed to employing offices, or individuals participating in fellowship programs.

Are former employees covered?

Yes, if the alleged conduct occurred during the individual’s employment in one of the covered employing offices. Claims by former employees must still be filed within 180 days of the alleged violation.