Return to Work Act This bill requires the head of each executive agency to reinstate the telework policies in use by that agency on December 31, 2019.
Stopping Home Office Work's Unproductive Problems Act of 2023 or the SHOW UP Act of 2023 This bill requires each executive agency to reinstate the telework policies that were in place on December 31, 2019. Agencies may not implement expanded telework policies unless the Office of Personnel Management certifies that such policies, among other requirements, will have a positive effect on the agency's mission and operational costs.
Requiring Effective Management and Oversight of Teleworking Employees Act or the REMOTE ActThis bill directs executive agencies to track employees' computer network activity, compare the activity of teleworking and on-site employees, and report on any deficiencies in the performance of teleworking employees.First, the bill requires each agency to establish policies to track for every employee (1) the average number of daily logins, (2) the average daily duration of the network connection, and (3) the network traffic generated while the employee works. This information must be collected from employees working primarily on-site within 180 days after the bill's enactment and from teleworking employees within one year after the bill's enactment. The bill also directs each agency to publish this data in the agency’s fiscal year budget justification materials, including a comparison of the average login rates of on-site and teleworking employees.Next, the bill directs any manager who revokes a teleworking employee's authorization to telework (due to a reason specific to that employee) to document for the employee and the agency's Human Capital Office (1) the total number of days that the employee teleworked in the six work periods immediately preceding the revocation, (2) a narrative summary of the circumstances giving rise to the revocation, and (3) any steps the manager took to discipline the employee before revoking the employee's telework authorization. Finally, agencies must report to the Chief Human Capital Officers Council about any adverse effects of telework policies on the performance of the executive agency.
Settlement Agreement Information Database Act of 2023 This bill requires executive agencies to submit information regarding settlement agreements to a public database. Specifically, an agency must submit information regarding any settlement agreement (including a consent decree) entered into by the agency related to an alleged violation of federal law. If an agency determines that information regarding an agreement must remain confidential to protect the public interest, the agency must publish an explanation of why the information is confidential.
Providing for consideration of the joint resolution (H.J. Res. 7) relating to a national emergency declared by the President on March 13, 2020; providing for consideration of the bill (H.R. 139) to require Executive agencies to submit to Congress a study of the impacts of expanded telework and remote work by agency employees during the COVID-19 pandemic and a plan for the agency's future use of telework and remote work, and for other purposes; providing for consideration of the bill (H.R. 382) to terminate the public health emergency declared with respect to COVID-19; and providing for consideration of the bill (H.R. 497) to eliminate the COVID-19 vaccine mandate on health care providers furnishing items and services under certain Federal health care programs.
Ensuring Accountability in Agency Rulemaking Act This bill requires, subject to a limited exception, that any agency rule promulgated under notice and comment procedures must be issued and signed by an individual who was appointed by the President and confirmed by the Senate. The Office of Information and Regulatory Affairs must issue guidance for agencies to implement this requirement.
To require the head of each Executive agency to relocate 30 percent of the employees assigned to the headquarters of the Executive agency to duty stations outside the Washington metropolitan area, and for other purposes.
Chance to Compete Act of 2023 This bill modifies examination requirements and other components of the federal hiring process for positions in the competitive service. Specifically, the bill provides that a qualifying examination includes a résumé review that is conducted by a subject matter expert. Additionally, beginning two years after the bill's enactment, the bill prohibits examinations from consisting solely of a self-assessment from an automated examination, a résumé review that is not conducted by a subject matter expert, or any other method of assessing an applicant's experience or education; an agency may waive these requirements when necessary but must report any such waivers and may not use waivers to fill more than 10% of agency positions. Agencies may use subject matter experts to develop position-specific technical assessments that allow applicants to demonstrate job-related skills, abilities, and knowledge; assessments may include structured interviews, work-related exercises, procedures to measure career-related qualifications and interests, or other similar assessments. The bill also allows agencies to establish talent teams to support and improve hiring practices. The Office of Personnel Management (OPM) must create online platforms through which agencies may share and customize technical assessments and share the résumés of qualifying applicants. The OPM must also create online platforms with information about (1) the types of assessments used and hiring outcomes, (2) educational requirements for certain positions and related justifications, and (3) authorities and programs that support agency recruitment and retention.
COVID–19 Federal Employee Reinstatement Act
A bill to require the head of each Executive agency to relocate 30 percent of the employees assigned to the headquarters of the Executive agency to duty stations outside the Washington metropolitan area, and for other purposes.