This bill changes federal personnel rules to give stronger whistleblower protections to employees and applicants at the Federal Bureau of Investigation (FBI). It amends title 5 of the U.S. Code and the Intelligence Reform and Terrorism Prevention Act of 2004. The bill bars FBI employees who have authority over personnel actions from taking or failing to take actions because a person used appeal, complaint, or grievance rights, assisted someone using those rights, or cooperated with the Inspector General or Special Counsel. It also forbids use of certain nondisclosure policies to stop protected disclosures and bans coercing political activity as a reprisal.
The bill assigns the Attorney General responsibility for preventing prohibited personnel practices at the FBI, enforcing civil service rules, and making sure employees know their rights. The Attorney General must, in consultation with the Special Counsel and DOJ Inspector General, inform new FBI employees about whistleblower protections within 180 days of appointment and post information on the Bureau's public website and any employee-only portals. The bill expands what counts as a protected disclosure (for example, disclosures made off duty, not in writing, or after a long time) and defines the covered personnel actions for FBI positions.
The bill also clarifies aspects of the FBI whistleblower appeals process and says appeals and corrective actions will follow the legal burdens of proof in section 1221(e). Finally, it amends the Intelligence Reform Act to require, within 180 days, that authorized investigative or adjudicative agencies develop and implement uniform policies to reduce conflicts of interest in investigations or adjudications of reprisal claims.
If you are an FBI employee or an applicant for an FBI position, the bill would: make it illegal for supervisors with personnel authority to retaliate against you for using appeal or complaint rights, testifying, or cooperating with the Inspector General or Special Counsel; prevent certain nondisclosure agreements from blocking protected disclosures; protect disclosures made off duty or not in writing; and require the FBI to give new employees information about these protections within 180 days of hire. It also aims to create conflict-of-interest safeguards for offices that investigate or adjudicate reprisal claims.
If you are an FBI manager, the Attorney General and delegated DOJ officials would have clear duties to prevent prohibited personnel practices, to follow civil service rules, and to inform staff about rights and remedies.
No publicly available information on estimated costs or budgetary effects appears in the bill text. The bill does require administrative actions (for example, posting information online, providing information to new employees, and developing uniform conflict-of-interest policies within set timeframes) that could have administrative costs, but the bill does not provide cost estimates.
No publicly available information in the bill text or provided metadata states proponents' arguments or supporting statements.
No publicly available information in the bill text or provided metadata states opponents' arguments or objections.