Rights for the TSA Workforce Act

This bill would move all Transportation Security Administration employees into the regular federal personnel system (title 5), ending TSA’s separate system. The full change must happen no later than December 31, 2025, and screening officers get federal bargaining and appeals rights within 90 days of enactment. Workers will not see a pay cut during the switch; employees can carry over their leave and get credit for years of service to set their new pay step. The Office of Personnel Management must set job classifications for TSA roles, and the National Finance Center must update payroll and leave systems. During the change, the current union remains the exclusive representative, bargaining happens mainly at the national level, and the agency must consult with the union early. Congress states the current system has not provided enough benefits and protections, and the move should not lower pay or benefits.

For Federal Air Marshals, the bill protects law enforcement availability pay and ensures overtime is at least what they would get under the Fair Labor Standards Act. It also allows some current air marshals and criminal investigators to receive higher premium pay and counts it toward pay and retirement. TSA must work with groups representing air marshals on mental health, morale, equipment, training, and schedules. The bill orders a briefing to Congress on assaults and threats against screening officers since 2019 and annual reports on morale and retention. The Comptroller General must review recruitment, how the switch is carried out, leadership diversity, and protections against harassment and assault. The existing ban on federal employee strikes remains. It also calls for a plan within one year to harmonize background check rules used for hiring and contracting.

• Who is affected: All TSA employees, including screening officers, Federal Air Marshals, and inspectors.
• What changes: Move to the title 5 system with collective bargaining and appeals rights; protect pay and leave during the change; set new job classifications and update payroll systems; safeguard Air Marshal pay; update background check rules; keep the strike ban.
• Key timing: Within 90 days of enactment (screeners get bargaining and appeals rights); by Dec. 31, 2025 (full switch to title 5); within 180 days (job series and payroll updates); within 90 days (assaults-and-threats briefing); within 1 year (recruitment and harassment reviews, and background-check plan); annually (workforce reports).