; or (B) to direct the covered employee’s daily work activities; or (2) the negligence of the employing office led to the creation or continuation of that hostile work environment or retaliatory hostile work environment. ; and (3) in subsection (f), as redesignated by paragraph (1), by striking subsections (a) through (c) and inserting subsections (a) through (d). . (i) Amendment to the Congressional Accountability Act of 1995 Section 201 of the Congressional Accountability Act of 1995 ( 2 U.S.C. 1311 ), as amended by section 302(a) of the Congressional Accountability Act of 1995 Reform Act, is further amended— (1) by striking subsection (e); and (2) by adding at the end the following: (e) Outside individuals Subject to section 206(j) of the BE HEARD in the Workplace Act , an employing office shall be liable for the acts of any individual whose harassment of a covered employee has created or continued a hostile work environment or a retaliatory hostile work environment that constitutes discrimination under this section if, at the time of the harassment— (1) such individual was authorized by the employing office— (A) to undertake or recommend tangible employment actions affecting the covered employee; or (B) to direct the covered employee’s daily work activities; or (2) the negligence of the employing office led to the creation or continuation of that hostile work environment or retaliatory hostile work environment. . (j) Rule of construction Nothing in this section shall be construed to limit the availability of, or access to, defenses available under the law. (k) Application This section, and the amendments made by this section, shall apply to all claims pending on or after the date of enactment of this Act. 207. Extending the statutes of limitations (a) Civil Rights Act of 1964; Americans with Disabilities Act of 1990