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The summary below was written by the Congressional Research Service, which is a nonpartisan division of the Library of Congress, and was published on Oct 27, 2015.
Security and Financial Empowerment Act of 2015
This bill amends the Violence Against Women Act to require the National Resource Center on Workplace Response provide information and assistance through domestic violence or sexual assault coalitions and survivor service organizations. These organizations and coalitions shall provide resource materials and assistance to employees, employers, and labor organizations to aid in efforts to develop adequate workplace responses to domestic and sexual violence.
In addition, the bill requires employers to provide employees 30 days of leave per year, including 56 hours of earned paid leave, which can be used as a result of domestic violence, dating violence, sexual assault, or stalking of an employee or an employee's family member. States may provide nonrecurring short-term emergency benefits to employees using such leave.
Survivors' Employment Sustainability Act
The Survivors' Employment Sustainability Act prohibits employers, public benefit agencies, and insurers from discriminating against survivors of:
domestic violence, dating or sexual violence, sexual assault, or stalking. Under the Internal Revenue Code, employers must give unemployment compensation to survivors who are separated from work due to conditions related to the individuals being survivors. The bill amends title IV part A (Temporary Assistance for Needy Families) (TANF) of the Social Security Act to require state agency personnel that administer TANF programs to be adequately trained to assist survivors seeking assistance.
The Department of Health and Human Services (HHS) must study the barriers survivors encounter to maintain economic security. HHS may arrange financial literacy support for survivors.
The Department of Labor must establish a public outreach campaign.