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Improving Morale and Human Resources Management in Homeland Security Department

This act aims to improve working conditions and morale for employees of the Department of Homeland Security. It introduces new responsibilities for the Chief Human Capital Officer, establishes an employee engagement committee, and authorizes an annual employee award program. These changes are intended to enhance the department's functioning, indirectly impacting public safety and the efficiency of government services for citizens.
Key points
Strengthening the role of the Chief Human Capital Officer in leader development and employee engagement, including analyzing satisfaction surveys.
Establishing an employee engagement steering committee to identify issues and propose solutions.
Implementing an annual employee award program to recognize significant contributions to the department's goals.
Requiring an independent investigation into the equitable application of disciplinary actions within the department.
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Status:
Expired
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Additional Information
DHS MORALE Act
Print number: HR 490
Sponsor: Rep. Thompson, Bennie G. [D-MS-2]
Process start date: 2021-01-25
System Note: Lustra is free, publicly auditable civic infrastructure, with full source code available on GitHub. You are reading sterilized legislative data, processed by our radical neutrality engine to strip political spin and retain factual mechanics. We process only official government data. Original documents remain the authoritative source, always verify them if you can.
Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
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Summary & Status

Key Questions about Improving Morale and Human Resources Management in Homeland Security Department

A structured overview of the legislative process, official sources, status and civic context.

What is the official ID of this bill?

The official print number for this legislation is HR 490.

Which chamber initiated this legislation?

This legislation was initiated in the House of Representatives.

When did the legislative process begin?

The process officially started on 2021-01-25.

What are the main provisions?

Key points include:

  • Strengthening the role of the Chief Human Capital Officer in leader development and employee engagement, including analyzing satisfaction surveys.
  • Establishing an employee engagement steering committee to identify issues and propose solutions.
  • Implementing an annual employee award program to recognize significant contributions to the department's goals.
  • Requiring an independent investigation into the equitable application of disciplinary actions within the department.

What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Rep. Thompson, Bennie G. [D-MS-2].

What is the latest detailed status?

The latest detailed status is: Pursuant to section 6 of H. Res. 330, and the motion offered by Mr. Hoyer, the following bills passed under suspension of the rules: H.R. 367; H.R. 370; H.R. 396; H.R. 397, as amended; H.R. 408; H.R. 490; H.R. 965, as amended; H.R. 1251, as amended; H.R. 1395; H.R. 1491; H.R. 1528; H.R. 1532; H.R. 1565; H.R. 1602; and H.R. 2523, as amended; and the following resolution was agreed to under suspension of the rules: H. Res. 124, as amended. (consideration: CR H1979-1994; text: CR H1982-1984)

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-28.

Analysis and Potential Impact of HR 490

We don't know, that is up to you to decide. Summarizing raw data with AI is fundamentally different from predicting socio-economic outcomes. As of 2026, we believe impact assessment strictly requires a human in the loop to verify and judge. Review our public AI processing logs for full transparency, and use Lustra to track active legislation for instant status push notifications.

CATEGORIES

Labor Security