Rights for the TSA Workforce Act

Pay Stability: Covered employees will not face a reduction in their adjusted basic pay or law enforcement availability pay during the transition (Section 3(a)(2)(A) and Section 4(a)(1)).

Service Credit Protection: Employees will receive credit for their years of service in current pay bands as if they had served in equivalent General Schedule positions (Section 4(a)(2)(B)).

Leave Preservation: All accumulated annual, sick, or other paid leave will remain available to employees after the conversion (Section 4(f)(1)).

Workplace Safety Oversight: The Comptroller General is tasked with reviewing how the Administration protects staff from harassment and assault, including sexual harassment and violence (Section 8(d)).

Improved Recruitment and Diversity: The bill mandates reports on recruitment efforts, including those for veterans, and reviews of whether promotion and advancement opportunities are equitable (Section 8(a) and Section 8(c)).

Addressing Air Marshal Concerns: The Administrator is directed to communicate with organizations representing Federal air marshals to address issues like mental health, suicide rates, and work schedules (Section 10).

Restrictions on Policy Changes: Effective upon enactment, the Administration is restricted from modifying existing personnel management systems or issuing new ones, except for specific circumstances like emerging threats (Section 3(a)(1)).

Striking Prohibitions: The bill clarifies that nothing in the Act authorizes activities such as striking against the Government (Section 6).

Transition Uncertainty: The transition to Title 5 involves several steps and deadlines, such as the Secretary determining a conversion date no later than December 31, 2025 (Section 3(c)(1)).