2 U.S.C. § 1831 — Human resources program

submitted 32 years ago by Pub. L. 103-283 to r/title-2-THE-CONGRESS · 674 words · no verdicts yet

in plain englishAI-generated · not legal advice

This section requires the Architect of the Capitol to create and maintain a modern personnel-management system. The system must cover merit hiring, equal opportunity, job classification, training, performance reviews, discipline, employee support, and leave, with oversight and annual reporting.

(a) Short title. This section may be called the “Architect of the Capitol Human Resources Act.” (b) Finding and purpose. (1) Finding. Congress finds that the Architect’s Office should develop human-resources programs consistent with practices commonly used by other Federal and private organizations. (2) Purpose. This section requires the Architect to establish and maintain a personnel system containing basic principles found in other modern personnel systems. (c) Personnel management system. (1) Establishment. The Architect must establish and maintain the system. (2) Requirements. At minimum, it must include: (A) open, fair competition under which applicants and employees are appointed, promoted, and assigned based on merit and fitness; (B) equal-employment-opportunity and affirmative-employment programs, plus procedures to track progress toward a workforce reflecting the diverse labor force; (C) job classifications based on the work’s difficulty, responsibility, and qualification requirements, following equal pay for substantially equal work; (D) employee training aimed at improving performance and creating advancement opportunities; (E) a formal system that accurately evaluates every employee’s performance using objective criteria; (F) a fair system for unacceptable conduct and performance, including known violations, sanctions, procedures, and a formal grievance process; (G) confidential services for mental-health, alcohol-abuse, drug-abuse, and other employee problems; and (H) a formal policy, made known to all employees, on using and earning sick and annual leave that is consistent with this section. (d) Implementation. (1) Plan. The Architect must (A) develop a plan to establish and maintain the system; (B) submit it, no later than 12 months after July 22, 1994, to the listed House and Senate officers, commissions, committees, and Appropriations Committees; and (C) put it into effect no later than 90 days after submitting it. (2) Evaluation and reporting. The Architect must create oversight and evaluation to ensure the system meets subsection (c) and other applicable laws, rules, and regulations. Each year, the Architect must report the evaluation results to the Speaker, the House Office Building Commission, the Senate Rules and Administration Committee, and the Joint Committee on the Library. (3) Application of laws. This section does not change or replace any other law that applies to the Architect or employees unless this section expressly says so.

the actual law source: uscode.house.gov ↗public domain

(a) Short title

This section may be cited as the “Architect of the Capitol Human Resources Act”.

(b) Finding and purpose

(1) Finding

The Congress finds that the Office of the Architect of the Capitol should develop human resources management programs that are consistent with the practices common among other Federal and private sector organizations.

(2) Purpose

It is the purpose of this section to require the Architect of the Capitol to establish and maintain a personnel management system that incorporates fundamental principles that exist in other modern personnel systems.

(1) Establishment

The Architect of the Capitol shall establish and maintain a personnel management system.

(2) Requirements

The personnel management system shall at a minimum include the following:

(A)

A system which ensures that applicants for employment and employees of the Architect of the Capitol are appointed, promoted, and assigned on the basis of merit and fitness after fair and equitable consideration of all applicants and employees through open competition.

(B)

An equal employment opportunity program which includes an affirmative employment program for employees and applicants for employment, and procedures for monitoring progress by the Architect of the Capitol in ensuring a workforce reflective of the diverse labor force.

(C)

A system for the classification of positions which takes into account the difficulty, responsibility, and qualification requirements of the work performed, and which conforms to the principle of equal pay for substantially equal work.

(D)

A program for the training of Architect of the Capitol employees which has among its goals improved employee performance and opportunities for employee advancement.

(E)

A formal performance appraisal system which will permit the accurate evaluation of job performance on the basis of objective criteria for all Architect of the Capitol employees.

(F)

A fair and equitable system to address unacceptable conduct and performance by Architect of the Capitol employees, including a general statement of violations, sanctions, and procedures which shall be made known to all employees, and a formal grievance procedure.

(G)

A program to provide services to deal with mental health, alcohol abuse, drug abuse, and other employee problems, and which ensures employee confidentiality.

(H)

A formal policy statement regarding the use and accrual of sick and annual leave which shall be made known to all employees, and which is consistent with the other requirements of this section.

(d) Implementation of personnel management system

(1) Development of plan

The Architect of the Capitol shall—

(A)

develop a plan for the establishment and maintenance of a personnel management system designed to achieve the requirements of subsection (c);

(B)

submit the plan to the Speaker of the House of Representatives, the House Office Building Commission, the Committee on Rules and Administration of the Senate, the Joint Committee on the Library, and the Committees on Appropriations of the Senate and the House of Representatives not later than 12 months after July 22, 1994; and

(C)

implement the plan not later than 90 days after the plan is submitted to the Speaker of the House of Representatives, the House Office Building Commission, the Committee on Rules and Administration of the Senate, the Joint Committee on the Library, and the Committees on Appropriations of the Senate and the House of Representatives, as specified in subparagraph (B).

(2) Evaluation and reporting

The Architect of the Capitol shall develop a system of oversight and evaluation to ensure that the personnel management system of the Architect of the Capitol achieves the requirements of subsection (c) and complies with all other relevant laws, rules and regulations. The Architect of the Capitol shall report to the Speaker of the House of Representatives, the House Office Building Commission, the Committee on Rules and Administration of the Senate, and the Joint Committee on the Library on an annual basis the results of its evaluation under this subsection.

(3) Application of laws

Nothing in this section shall be construed to alter or supersede any other provision of law otherwise applicable to the Architect of the Capitol or its employees, unless expressly provided in this section.

Source credit: (Pub. L. 103–283, title III, § 312, July 22, 1994, 108 Stat. 1443; Pub. L. 104–1, title V, § 504(c)(1), Jan. 23, 1995, 109 Stat. 41.)

history & why it existsrecord from the source credit

1994Enacted · Pub. L. 103-283 · 108 Stat. 1443
1995Amended · Pub. L. 104-1 · 109 Stat. 41

A history note hasn’t been published yet. The record shows enactment by Pub. L. 103-283 on 1994-07-22.

all 0 arguments · sorted by: best

no arguments yet — make the first case