MERIT Act of 2025

Streamlined Disciplinary Actions: Agencies can take adverse actions more quickly by limiting the aggregate period for written notice, response, and final decision to 15 business days (Section 3).

Clearer Standards for Decision Making: When making initial decisions, officials must exclusively apply specific factors such as the nature of the offense, job level, and past records (Section 3).

Increased Accountability for Misconduct: The bill allows for the reduction of annuities if an employee is finally convicted of a felony related to their official duties (Section 8).

Bonus Accountability: Agencies can require employees to repay bonuses if an adverse finding regarding misconduct is made during the same fiscal year (Section 9).

Enhanced Training and Licensing Oversight: For certain positions, probationary periods are tied to the completion of formal training or the granting of a license, ensuring employees are properly prepared (Section 11).

Reduced Pay During Appeals: Employees subject to a reduction in grade may not be placed on administrative leave and can only receive pay if they report for duty (Section 3).

Restrictions on Grievances: The bill prohibits grieving certain adverse actions and reductions in force (Section 4).

Loss of Pay Retention for Senior Executives: The bill repeals pay retention for career appointees removed from the Senior Executive Service (Section 5).

Shortened Response Times: The time provided for an employee to respond to a notice of action in writing is limited to 7 business days (Section 3).

Extended Probationary Periods: The length of probationary periods is extended to 2 years for various positions in the competitive service and the Senior Executive Service (Section 10 and Section 11).

Annuity Reductions: Employees may face a reduction in their annuity if they are convicted of a felony related to their job duties (Section 8).