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Federal Employment Reforms: New Performance and Misconduct Rules

This act introduces significant changes to federal employee hiring and termination rules, shortening disciplinary procedures and extending probationary periods. The goal is to streamline personnel management within government agencies, potentially impacting job security and accountability of officials. Citizens may experience these changes through potentially faster agency responses to performance issues or misconduct by employees.
Key points
Shortening the timeframe for decisions on federal employee removal or demotion to 15 business days.
Extending the probationary period for new federal employees from 1 year to 2 years, giving agencies more time to assess suitability.
Allowing agencies to recoup bonuses and awards from employees found to have committed serious misconduct, even after payment.
Limiting the ability to grieve adverse actions or reductions in force under collective bargaining agreements.
Reducing annuity benefits for federal employees convicted of felonies related to their official duties.
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Additional Information
Print number: 118_HR_10397
Sponsor: Rep. Loudermilk, Barry [R-GA-11]
Process start date: 2024-12-12
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Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
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OFFICIAL LEGAL TITLE

MERIT Act of 2024

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 118_HR_10397.

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 2024-12-12.

What are the main provisions?

Key points include:

  • Shortening the timeframe for decisions on federal employee removal or demotion to 15 business days.
  • Extending the probationary period for new federal employees from 1 year to 2 years, giving agencies more time to assess suitability.
  • Allowing agencies to recoup bonuses and awards from employees found to have committed serious misconduct, even after payment.
  • Limiting the ability to grieve adverse actions or reductions in force under collective bargaining agreements.
  • Reducing annuity benefits for federal employees convicted of felonies related to their official duties.
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. Loudermilk, Barry [R-GA-11].

What is the latest detailed status?

The latest detailed status is: Referred to the House Committee on Oversight and Accountability.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-24.

CATEGORIES

Labor Courts and Law