House committee reviews bills aimed at fed workforce reform

Six separate bills focused on federal employee reform and policy are being considered by the House Oversight and Reform Committee, Federal Times reports.

According to the report on the May 3 committee hearing, the IG Independence and Empowerment Act will give federal Offices of Inspector General more subpoena authority when conducting their internal investigations, while also protecting IGs employment; the Whistleblower Protection Improvement Act and the Federal Employee Access to Information Act would expand federal employee rights to protect against retaliation; and the Periodically Listing Updates to Management Act, the Federal Advisory Committee Transparency Act and the Presidential Records Preservation Act — are all designed to increase public transparency of the inner-workings of federal agencies.

Each piece of legislation works to increase the protection of government watchdogs and overall transparency in the federal government, the article notes.

 

Reader comments

Tue, May 18, 2021

If they are serious about it, make the Big Outfit in Bethesda a model for such reform. Remove 75% of the corrupt management. Make them pay back what they stole in the terms of bonuses, phony telework and other under the table benefits. Also provide career paths for the hard working employees who go way beyond their performance expectations. Also make sure that the performance appraisals are fair and actually benefit both the employee and organization. Also purge all minion managers who are age and gender biased along with numerous bigots.

Wed, May 12, 2021

At the present time, workers who file complaints or inform of corruption will have their careers and reputations destroyed by criminals known as management. Management covers up each others actions, promotes them and shares large bonuses.

Mon, May 10, 2021

The Big Outfit in Bethesda has many criminals they call management. Each day they break numerous laws and the management layer above them writes them for bonuses, extra vacation leave and phony telework. Then if a regular employee is 5 minutes late, they take it out on the person numerous ways. If a person is suspected of informing about an illegal activity, they have no chances for promotion and they are subject to constant daily harassments, age and gender bias. The No Fear Act is nothing but congressional hot air. It does not protect employees from being subjected to adverse reactions that the managers conduct while under a shield where they are not accountable for their actions.

Fri, May 7, 2021 Mike Ohio

Ben, I couldn't agree with you more. I had an EEOC from 2016, that finally settled in 2019 because I was tired of the run around and settled for something that was a complete and utter lie. I have recently filed another one and it has not been investigated as of yet. Many, many higher echelon people are not only transferred, but usually promoted. I was actually going to share on this page, but do not want to ruin my case against the people that have violated me and made a mockery of me and used libel, slander and defamation of character in order to promote someone else. It is a very sad case and caused me a great deal of sorrow and grief. I cannot afford an attorney so, I will end up being mocked even moreso because they will have an attorney representing them in about 3 or 4 years. They take this long because they expect us to retire and/or just give up the fight and quit altogether. Then, the case is dissolved and does not reach the people that need to be held accountable. I wish you luck and God bless you for sharing and speaking up.

Thu, May 6, 2021 Ben Hawaii

There’s many, many rules and regulations that promise protection from reprisal, but none of the protections work. There are a lot of words and promises but the management of the federal employees are never held accountable. We see and read about hundreds of EEOC violations by management, we don’t see any corrective action against the perpetrators. The perpetrators in a sexual harassment complaint if proven to be guilty should be required to register as a sexual predator. Normally if an employee is found guilty of sexual harassment they are fired, if the predator is a manager, he/she is transferred to another position. Also, the responsibility and authority to investigate a sexual harassment complaint is normally delegated to the lowest level of management and in many cases the predator him/herself. The EEO cases in a sexual harassment complaint are as a normal practice, dragged out for many years. Justice delayed is justice denied.

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