; (B) require all employees to complete the training program once annually; and (C) require any employee found to have committed covered discrimination and harassment to retake the training as soon as possible. (b) Annual survey Each covered issuer shall conduct an annual survey of the issuer’s employees to determine— (1) whether employees feel safe; (2) whether employees would be comfortable reporting sexual harassment; and (3) if there are ways the issuer could create better avenues for employees to report sexual harassment. (c) Use of outside law firms (1) In general Each covered issuer shall contract with a third-party law firm to carry out the workplace training program required under subsection (a) and the annual survey required under subsection (b). (2) Sense of Congress It is the sense of the Congress that covered issuers should use the same law firm to carry out the annual survey and the workplace training program. (d) Whistleblower tip line Each covered issuer shall— (1) establish an anonymous whistle blower tip line for employees; and (2) with respect to any report made to the tip line, immediately provide the report to the general counsel of the issuer, the head of human resources for the issuer, and the members of the board of directors of the issuer. (e) Definitions In this section: (1) Covered issuer The term covered issuer means an issuer of a security registered pursuant to section 12. (2) Employee With respect to an issuer, the term employee means— (A) an employee of the issuer, including a volunteer or other individual working for the issuer without pay; and (B) an independent contractor who is contracting with the issuer, and each employee of the independent contractor, including a volunteer or other individual working for the contractor without pay. .