arrow_back Back to App

Job Protection for Federal Employees Married to Military or Foreign Service Spouses.

This law protects federal employees whose spouses (military members or Foreign Service officers) are involuntarily relocated due to service. Agencies must offer options like full-time remote work, transfer to the new location, or extended leave without pay to prevent job loss caused by the move. This aims to support the financial stability and career continuity of military and diplomatic families.
Key points
A federal employee whose spouse is subject to a permanent change of station can request job retention options from their agency.
The agency must respond within 30 days by offering full remote work, transfer to an equal grade position in the new commuting area, or transfer to an equal grade remote position.
If transfer or remote work is not possible, the employee is entitled to extended nonpay/nonduty status (minimum 36 months), and the position may be filled by a permanent replacement.
article Official text account_balance Process page
Expired
Citizen Poll
No votes cast
Additional Information
Print number: 118_S_3530
Sponsor: Sen. Murkowski, Lisa [R-AK]
Process start date: 2023-12-14
Lustra uses Artificial Intelligence. Verify details in source documents.
Summarized by: gemini-2.5-flash-preview-09-2025
Source data: api.congress.gov
AI work logs for this document launch

OFFICIAL LEGAL TITLE

READINESS Act

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 118_S_3530.

Which chamber initiated this legislation?

This legislation was initiated in the Senate.

When did the legislative process begin?

The process officially started on 2023-12-14.

What are the main provisions?

Key points include:

  • A federal employee whose spouse is subject to a permanent change of station can request job retention options from their agency.
  • The agency must respond within 30 days by offering full remote work, transfer to an equal grade position in the new commuting area, or transfer to an equal grade remote position.
  • If transfer or remote work is not possible, the employee is entitled to extended nonpay/nonduty status (minimum 36 months), and the position may be filled by a permanent replacement.
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 Sen. Murkowski, Lisa [R-AK].

What is the latest detailed status?

The latest detailed status is: Introduced in Senate

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-26.

CATEGORIES

Labor Family