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Gives FBI employees and job applicants stronger whistleblower protections and limits certain personnel actions and nondisclosure practices that could chill protected disclosures. Directs the Attorney General to notify and protect FBI staff, clarifies what disclosures are protected, revises appeal and corrective-action procedures, and requires new hires receive required information within 180 days. Requires intelligence and covered agencies to adopt uniform, conflict‑free policies and procedures for investigative and adjudicative processes for reprisal claims and related reviews, with those policies to be issued and implemented within 180 days of enactment.
Prohibits any FBI employee who has authority over personnel actions from taking or failing to take a personnel action against an FBI employee or applicant because of the exercise of any appeal, complaint, or grievance right granted by law, rule, or regulation (whether to remedy a violation of subsection (a) or otherwise).
Prohibits taking or failing to take a personnel action because an employee testified for or lawfully assisted another person in exercising rights described above.
Prohibits taking or failing to take a personnel action because an employee cooperated with or disclosed information to an Inspector General, another internal investigation component, or the Special Counsel in accordance with law.
Prohibits implementing or enforcing any nondisclosure policy, form, or agreement described in subparagraph (A) or (B) of 5 U.S.C. 2302(b)(13) with respect to FBI personnel.
Prohibits coercing political activity (including requiring political contributions or service) or taking action against an employee or applicant as reprisal for refusing to engage in political activity.
Primary impact: FBI employees and applicants gain stronger statutory protection when they make protected disclosures and face less risk of retaliation through restricted personnel actions and nondisclosure requirements. The Attorney General and the Department of Justice must take active steps to inform and protect those individuals. Secondary impact: other covered intelligence or national security agencies must design and implement uniform policies to ensure investigative and adjudicative processes for reprisal claims are free from conflicts of interest; this will require legal, human resources, and investigative offices to revise policies, train staff, and possibly restructure procedures. Management and supervisors at the FBI may face new limits on taking certain personnel actions and on use of nondisclosure instruments; that could change disciplinary and administrative practices. For employees who raise concerns, the bill could increase confidence in reporting and may lead to more protected disclosures. For agencies, the bill increases administrative and compliance work, and could generate additional appeals or litigation as new rules are interpreted in practice. No dedicated funding is specified, so agencies are expected to implement changes within existing budgets unless separate appropriations are later provided.
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Read twice and referred to the Committee on the Judiciary.
Introduced July 29, 2025 by Charles Ernest Grassley · Last progress July 29, 2025
Read twice and referred to the Committee on the Judiciary.
Introduced in Senate