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HR 2131 115th Congress House Government Operations and Politics Congressional oversight Department of Homeland Security Employee performance Employment discrimination and employee rights Government employee pay, benefits, personnel management Government ethics and transparency, public corruption

DHS FIRM Act

Introduced: April 25, 2017 Introduced by: Higgins, Clay Republican · Louisiana See on congress.gov
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 Everywhere this bill has been 10 steps
Introduced
In committee
Reported out
Passed House
Passed Senate
To President
Became law
Jun 22, 2017
Received in the Senate and Read twice and referred to the Committee on Homeland Security and Governmental Affairs.
Jun 21, 2017
Motion to reconsider laid on the table Agreed to without objection.
Jun 21, 2017
On motion to suspend the rules and pass the bill, as amended Agreed to by voice vote. (text: CR H5018)
Jun 21, 2017
Passed/agreed to in House: On motion to suspend the rules and pass the bill, as amended Agreed to by voice vote.(text: CR H5018)
Jun 21, 2017
DEBATE - The House proceeded with forty minutes of debate on H.R. 2131.
Jun 21, 2017
Considered under suspension of the rules. (consideration: CR H5018-5020)
Jun 21, 2017
Mr. Higgins (LA) moved to suspend the rules and pass the bill, as amended.
May 3, 2017
Committee Consideration and Mark-up Session Held.
Apr 25, 2017
Referred to the House Committee on Homeland Security.
Apr 25, 2017
Introduced in House
 Plain-English summary Congressional Research Service

Fixing Internal Response to Misconduct Act or the DHS FIRM Act

(Sec. 2) This bill amends the Homeland Security Act of 2002 to direct the Chief Human Capital Officer of the Department of Homeland Security (DHS) to implement a DHS-wide policy related to discipline and adverse actions, which shall provide guidance:

  • to the senior human resources official overseeing discipline and adverse actions for headquarters personnel and non-component entities and relevant component heads regarding informing the public about how to report employee misconduct;
  • on how DHS employees should report employee misconduct;
  • on the type, quantity, and frequency of data regarding discipline and adverse actions to be submitted by such official to such officer;
  • on how to implement any such policy in a manner that promotes greater uniformity and transparency in the administration of such policy across DHS; and
  • on prohibited personnel practices, employee rights, and related procedures and processes.

Such officer shall review and approve any necessary development of or changes to tables of offenses and penalties for DHS components to comply with DHS policy.

Component heads shall comply with DHS-wide policy regarding discipline and adverse actions for DHS's workforce, and such officer shall implement a process to oversee such compliance.

Such officer: (1) may establish working groups to address employee misconduct within DHS, (2) shall conduct follow-up reviews of components regarding implementation of working group recommendations, and (3) may request the DHS Inspector General to investigate any concerns identified through the oversight process that components have not addressed.

A working group shall seek to identify any trends in misconduct, review component processes for addressing misconduct, and develop possible alternate strategies to address such misconduct.

What's happening now June 22, 2017

Received in the Senate and Read twice and referred to the Committee on Homeland Security and Governmental Affairs.

 Committees of jurisdiction 2
 Cosponsors 1
All 1 Republican 1