New Act Boosts Pay for Correctional Officers Near High-Cost Areas, Kicking In Within 6 Months

The aptly named Pay Our Correctional Officers Fairly Act aims to fix a long-standing pay issue for certain federal Bureau of Prisons (BOP) employees who feel they're getting shortchanged on locality pay. Essentially, this bill targets BOP staff currently stuck receiving the "Rest of US" locality pay rate—the default rate for areas outside major metropolitan pay zones—even if they work close to a higher-paying city.

The Paycheck Upgrade: Getting Credit for Proximity

Here’s the core change: If a BOP employee's worksite is designated "Rest of US," the bill mandates that their pay calculation must now treat that worksite as if it were in the nearest other established pay locality. This is huge because established pay localities (like Boston, Denver, or San Francisco) often have significantly higher pay supplements than the general "Rest of US" rate. It’s the policy equivalent of recognizing that while you might live 40 miles outside a major city, you’re still dealing with the higher cost of living that bleeds out from that urban area.

The 200-Mile Rule and the Highest Payout

The bill gets specific about how this works. If an employee’s facility is within 200 miles of more than one established pay locality, the government has to choose the one that offers the highest comparability payment. Think of this as the government doing the math to find the best possible deal for the employee, ensuring they get the maximum pay bump available. For example, if a facility is 150 miles from Locality A and 180 miles from Locality B, and Locality B pays better, the employee gets Locality B’s rate. This change applies to all BOP employees, including prevailing rate employees, and is scheduled to start 180 days after the law is enacted.

Who Benefits and Who Misses Out

This is a clear win for BOP employees who work in facilities just outside the official boundaries of a higher-paying locality. It should help the BOP recruit and retain staff in areas where the cost of living is rising but the official pay rate hasn't caught up. However, the bill has a strict exclusion: If a BOP worksite isn't within 200 miles of any established pay locality, the employee stays on the "Rest of US" rate. If you work at a truly remote facility, this bill won't change your paycheck, which is a key detail for those in deep rural areas. Furthermore, while the bill aims for fairness, the increased payroll costs will naturally be borne by the federal budget.