1. Short title This Act may be cited as the Accountability for Workplace Misconduct Act . 2. Employer requirements pertaining to claims of discrimination, harassment and retaliation (a) Process Not later than 1 year after the date of the enactment of this Act, an employer shall establish a process for receiving and investigating allegations of discrimination, harassment and retaliation. Such process shall— (1) provide multiple methods (e.g., in writing, verbally, or by electronic submission) for the employer to receive and respond to a report of unlawful conduct under the laws described in section 3, (2) allow employees to confidentially report unlawful conduct, (3) be provided to each employee upon the beginning of their employment and be prominently posted for employee reference, (4) require prompt investigation of unlawful conduct reported by an employee, (5) require notification to the employee of the initiation, conclusion, and outcome of the investigation of such reported unlawful conduct, and (6) make available (e.g., through an human resources representative) factual information pertaining to support services (including medical and mental health care, seeking legal representation, information about legal rights) the employee may choose to access. (b) Investigation An employer shall conduct a thorough and neutral investigation into any report of unlawful conduct made by an employee. Such investigation shall include— (1) appointing impartial individual or entity that is adequately trained to investigate such conduct and notifying the employee of the investigator, scope of the investigation, and estimated time frame of the investigation, (2) notifying the employee of the initiation, conclusion, and outcome of the investigation of the reported unlawful conduct, (3) informing the employee of investigation status upon request of the employee, and (4) to the greatest extent practicable, interviewing witnesses or other individuals identified by the employee claiming the misconduct under investigation. (c) Report