This page gives constituents and congressional staff direct routes to the committees and official information sources relevant to workplace enforcement.
Committee assignments change. The links below lead to official, current congressional pages rather than relying solely on static names.
The Senate HELP Committee handles major labor and employment policy matters. Its official membership page lists the current committee and subcommittee roster.
HELP Committee ↗ Official Senate membership roster ↗As of August 2026, the official Senate roster lists Sen. Jim Banks as chair and Sen. John Hickenlooper as ranking member of the Employment and Workplace Safety Subcommittee.
Verify current membership ↗The House committee conducts labor and workforce oversight and maintains a Workforce Protections Subcommittee.
House committee ↗ Hearings & oversight activity ↗EEOC funding is addressed through the Labor, Health and Human Services, Education, and Related Agencies appropriations process.
House LHHS Appropriations ↗ Senate LHHS Appropriations ↗This directory covers every currently serving member of Congress. Scores use only individual, recorded votes on the two arbitration measures below; they are not endorsements or predictions.
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| Member | Party | Service | FAIR Act | Ending Forced Arbitration Act | Score | Supports reform |
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Verification standard: “Confirmed” appears only after a member or their official congressional office provides a documented statement supporting EEOC or forced-arbitration reform. An unchecked box means “not confirmed,” not “opposed.” Roster snapshot: August 15, 2026.
Congressional offices are especially responsive to constituent matters. Use the official House and Senate tools to identify your representatives, then send a concise evidence-based request for oversight.
What are the median, 75th-percentile and 90th-percentile waits from inquiry to intake interview, nationally and by field office?
How many potential charging parties receive an intake appointment after a relevant statutory filing deadline would otherwise expire?
What minimum investigative actions are required before a charge can be closed, and how is compliance audited?
How often are charging-party witnesses contacted, and how often are employer records requested before a no-cause closure?
How many charges have been pending for more than 6, 12, 18 and 24 months?
What office-level metrics are used to detect unusually long intake or investigation delays?
What recourse exists when a charging party believes material evidence was not investigated?
What share of retaliation and disability charges receive merit-factor resolutions, and how does that vary by office?