These Federal Workforce Proposals Could Catch the Defense Bill
The defense bill often offers the best and last chance of enactment before the end of the year for complementary bills. Image: gooutsight/Shutterstock.com
Sponsors of a series of federal workforce-related proposals have decided to attach them to the DoD’s annual authorization bill when it comes to a vote in the Senate during the post-session. electoral.
Because it is considered a “must-have” bill and often moves toward enactment late in the year, such as this year, the defense bill often offers the best and last chance for enactment. bills that have made progress before the end of the year; this is particularly the case in even years since the new year will begin with a new Congress.
A significant labor policy amendment was previously announced in the Senate, to prevent a future Schedule F from being issued solely by executive order; the House version already contains such language, and the Senate’s passage of a similar amendment would ensure its passage. More recently, Senate management agreed to allow amendments to be considered for:
* Increase the death benefit paid to federal employees killed in the line of duty from $10,000 to $100,000 for deaths in the line of duty and increase this amount annually based on inflation; and increase the payment of funeral expenses from $800 to $8,000, also adjusted for inflation.
* Provide that certain conditions are presumed to be caused by employment for the purposes of workers’ compensation benefits for federal employees who have worked in fire protection activities and that the disability or death of the employee shall be presumed to result from injuries sustained in the performance of duty.
* Preserve special retirement benefits for federal first responders who become disabled by allowing them to remain under special retirement provisions for them if they are placed in another federal position outside of this system after returning to work from an injury or a work-related illness.
* Expand the use of various special hiring powers such as direct hire power, temporary appointments, and the hiring of recent college graduates, and create or expand pilot projects to address recruitment and retention challenges IT agencies.
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