Week ending June 23, 2017
H.R.2131 – DHS FIRM Act
The bill aims “To amend the Homeland Security Act of 2002 to direct the Chief Human Capital Officer of the Department of Homeland Security to improve consistency regarding discipline and adverse actions in the Department’s workforce, and for other purposes.”
To that end, ‘Not later than 90 days after the date of the enactment of this subsection, the Chief Human Capital Officer, in accordance with any established Department-wide policy that deals with discipline and adverse actions, shall provide—
“(A) guidance to the senior human resources official overseeing discipline and adverse actions for headquarters personnel and non-component entities, as identified by the Chief Human Capital Officer, and relevant component heads regarding informing the public about how to report employee misconduct;
“(B) guidance on how Department employees should report employee misconduct; and
“(C) guidance on the type, quantity, and frequency of data regarding discipline and adverse actions to be submitted to the Chief Human Capital Officer by the senior human resources official overseeing discipline and adverse actions for headquarters personnel and non-component entities, as identified by the Chief Human Capital Officer and component heads for the purposes of paragraph (3)(C).’
The Chief Human Capital Officer may establish working groups, as necessary, to improve employee relations within the Department. If the Chief Human Capital Officer establishes such a working group, the Chief Human Capital Officer shall specify a timeframe for the completion of such group’s work.
Not later than 90 days after the date of the enactment of this subsection, the Chief Human Capital Officer shall implement a process to oversee component compliance with any established Department-wide policy regarding discipline and adverse actions referred to in paragraph (1), including—
“(i) the degree to which components are complying with such policy; and
“(ii) at a minimum, each fiscal year, a review of component adjudication of misconduct data to—
“(I) ensure consistent adherence to such policy and any Department-wide table of offenses and penalties or any component-specific table of offenses and penalties approved by the Chief Human Capital Officer pursuant to paragraph (2); and
“(II) determine whether employee training regarding such misconduct policy or adjustment in such misconduct policy is necessary.
(Full text of H.R. 2131 at congress.gov)
Sponsor: Rep. Higgins, Clay [R-LA-3] (Introduced 04/25/2017)
Status: Passed House /
VOTES and FLOOR ACTION
On Passage: On motion to suspend the rules and pass the bill, as amended Agreed to by voice vote.
Motion to recommit:
Text of the motion:
COST AND IMPACT
Cost to the taxpayers: No funds are authorized to carry out this section and the amendments made by this section. This section and such amendments shall be carried out using amounts otherwise made available.
Pay-as-you-go requirements: Data not available
Regulatory and Other Impact: Data not available
Dynamic Scoring: Data not available
Tax Complexity: Not applicable to this bill.
Earmark Certification: Data not available
Duplication of programs: Data not available
Direct Rule-Making: Data not available
Advisory Committee Statement: Data not available
Budget Authority: Data not available
Constitutional Authority: Assumed.
More Bill Information:
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