The "Rights for the Transportation Security Administration Workforce Act" transitions TSA personnel management to align with standard federal employment regulations under Title 5 of the U.S. Code, enhances collective bargaining rights, and mandates reports on workforce issues.
Bennie Thompson
Representative
MS-2
The "Rights for the Transportation Security Administration Workforce Act" mandates the transition of TSA personnel management systems to align with Title 5 of the U.S. Code, ensuring TSA employees receive similar rights and protections as other federal employees, including collective bargaining rights. It protects current pay and benefits during the transition, requires consultation with employee representatives, and addresses concerns related to employee well-being, safety, and diversity. The Act also calls for reports and plans to improve recruitment, address workplace harassment, and update background check requirements.
TSA Workforce Overhaul Bill Moves Employees to Standard Federal Pay and Rights by 2025
This bill, the "Rights for the Transportation Security Administration Workforce Act," sets out to fundamentally change how the TSA manages its employees. The core idea is to transition Transportation Security Officers (TSOs), Federal Air Marshals, and other TSA personnel from their current, unique personnel system into the standard federal employment framework known as Title 5. This shift is mandated to happen no later than December 31, 2025, as outlined in Section 3.
From TSA Rules to Title 5 Rules: What's Changing?
The biggest shift is moving TSA employees under Title 5 of the U.S. Code, the rulebook that governs pay, benefits, and workplace rights for most federal workers. Currently, TSA operates under a separate system established after 9/11. This bill aims to standardize things, applying rules around pay scales (like the General Schedule), retirement calculations, and leave policies (Section 3).
Importantly, Section 4 ensures that no employee will see a pay cut during this transition. Their years of service under the TSA's pay band system will count towards their placement in the standard federal pay grades. For Federal Air Marshals, the bill specifically protects their eligibility for Law Enforcement Availability Pay (LEAP) and ensures overtime pay consistent with federal standards.
Putting Rights on the Books
A major focus is on labor rights. Section 5 explicitly applies federal collective bargaining rules (Chapter 71 of Title 5) to TSA employees, solidifying rights that have been governed by TSA-specific directives. Screening agents' existing union representation is recognized, and the bill mandates national-level bargaining, though local agreements are possible if both sides agree. The bill also preserves employees' rights to appeal personnel actions under standard federal procedures (Chapter 77 of Title 5).
Crucially, Section 6 clarifies that this doesn't grant the right to strike, maintaining existing federal law prohibitions.
Accountability and Oversight
The legislation doesn't just change the rules; it sets up checks to see how things are working. Section 8 tasks the Comptroller General (the government's watchdog) with reviewing several key areas:
- How well the transition to Title 5 is implemented.
- TSA's efforts to recruit and retain staff, including veterans.
- Diversity and equity in promotions and leadership.
- How TSA handles workplace harassment and assault, including incidents involving the public.
Additionally, the TSA Administrator must brief Congress on assaults against screeners (Section 11) and report annually on employee job satisfaction, retention rates, and efforts to boost morale (Section 12). Section 10 specifically directs the Administrator to address concerns raised by Federal Air Marshals regarding mental health, schedules, and other personnel issues.
The Bottom Line
This bill represents a significant move to align the employment conditions of the TSA workforce with the rest of the federal government. It aims to provide more standardized pay, benefits, and labor protections, potentially impacting morale and retention within an agency critical to national security. The transition, set to conclude by the end of 2025, involves coordination between TSA, the Office of Personnel Management, and potentially the Department of Agriculture's National Finance Center to ensure payroll systems align (Section 3). The built-in reporting and review requirements suggest Congress intends to keep a close eye on how this major shift unfolds.