Bill Overview
Title: Rights for the TSA Workforce Act of 2021
Description: 2022 This bill modifies the workplace rights, protections, and benefits applicable to Transportation Security Administration (TSA) personnel. Specifically, the bill by December 31, 2022, eliminates personnel authorities of the Department of Homeland Security (DHS) and the Department of Transportation governing the conditions of employment for TSA employees, thus making TSA employees subject to the personnel management system applicable to other federal employees; sets forth transition rules that protect the pay rates, leave rights, and other rights of TSA employees; and requires DHS to consult with the exclusive representative of TSA screening employees to carry out the conversion of those positions. The bill also permits the TSA to consult with organizations representing federal air marshals to address concerns, including mental health and suicide rates; directs the TSA to ensure its employees are provided proper guidance regarding prevention and protections against COVID-19; requires the TSA to provide a one-time bonus payment of $3,000 to each TSA employee carrying out duties that require substantial contact with the public during the COVID-19 national emergency; and requires the Government Accountability Office to report on implementation of the bill, TSA recruitment efforts, and specified TSA personnel policies.
Sponsors: Rep. Thompson, Bennie G. [D-MS-2]
Target Audience
Population: TSA Employees
Estimated Size: 58000
- The main impact of the bill is on TSA personnel, who will transition to the personnel framework common to other federal employees.
- The bill specifically targets TSA screening employees and their employment conditions.
- TSA employees will have enhanced workplace benefits and pay protections after the passage of this bill.
- The bill requires consultations with employee representatives, affecting collective bargaining processes.
Reasoning
- The bill directly affects around 58,000 TSA employees in the United States, making them the primary population under study.
- TSA employees will transition to a more stable and protective federal employee management system, likely improving job satisfaction and security.
- Not all TSA employees will experience the policy's impact equally; those in front-line, public-facing roles may benefit more from the one-time bonus and improved protections.
- Indirect effects on non-TSA individuals are minimal, as this policy is mainly internal to TSA employment conditions.
- Cost constraints suggest a strong focus on immediate relief (bonuses, pay raises) followed by long-term benefits spread across federal employment structures.
Simulated Interviews
TSA screening officer (Springfield, VA)
Age: 45 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 20.0 years
Commonness: 10/20
Statement of Opinion:
- I'm hopeful that becoming like other federal employees means better job security and benefits.
- A $3,000 bonus is nice, but I worry more about long-term job stability.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 6 | 5 |
Federal air marshal (Los Angeles, CA)
Age: 30 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 10.0 years
Commonness: 6/20
Statement of Opinion:
- I hope the mental health consultation leads to real changes.
- Our work is stressful, and more support is crucial for our wellbeing.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 5 | 4 |
| Year 3 | 6 | 4 |
| Year 5 | 6 | 4 |
| Year 10 | 7 | 4 |
| Year 20 | 6 | 5 |
TSA administrative staff (Miami, FL)
Age: 50 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 8/20
Statement of Opinion:
- I expect little change immediately, but transitioning to a federal system might enhance my retirement benefits.
- The policy's focus is more on front-line workers, but we all want clarity on our futures.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 5 | 5 |
TSA security assistant (Queens, NY)
Age: 38 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- Moving to the federal personnel system could open more career paths.
- I'm interested in seeing how this affects training and development opportunities.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 5 |
TSA baggage screening officer (Dallas, TX)
Age: 26 | Gender: male
Wellbeing Before Policy: 4
Duration of Impact: 20.0 years
Commonness: 7/20
Statement of Opinion:
- As a new TSA employee, transitioning to federal status offers a more secure path.
- The bonus and improved benefits make me hopeful.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 4 |
| Year 2 | 8 | 4 |
| Year 3 | 8 | 4 |
| Year 5 | 8 | 4 |
| Year 10 | 9 | 4 |
| Year 20 | 8 | 4 |
TSA technician (Chicago, IL)
Age: 41 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- The COVID-19 protections are vital, especially in this role.
- With the consultation requirement, I hope our voices will be heard more.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 6 |
Senior TSA policy advisor (Washington D.C.)
Age: 55 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 4/20
Statement of Opinion:
- Implementing this policy is challenging but could modernize the TSA workforce structure.
- Adapting to these changes may take time, but it's a step forward.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 6 | 7 |
| Year 20 | 6 | 7 |
TSA customer service supervisor (Denver, CO)
Age: 34 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 6/20
Statement of Opinion:
- Greater alignment with federal benefits is a win for employee rights.
- I hope this improves working conditions across the board.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 8 | 6 |
TSA pre-check officer (Atlanta, GA)
Age: 29 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 20.0 years
Commonness: 8/20
Statement of Opinion:
- This policy might guarantee more predictable raises and benefits.
- It's reassuring to have a one-time bonus, but I'm more focused on long-term career growth.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 8 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 9 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 8 | 5 |
TSA regional manager (Houston, TX)
Age: 47 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- Transitioning to a federal system should streamline processes and improve efficiency.
- I'm cautious about how implementation might affect current operations.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 5 |
Cost Estimates
Year 1: $1200000000 (Low: $1000000000, High: $1300000000)
Year 2: $2500000000 (Low: $2300000000, High: $2700000000)
Year 3: $2500000000 (Low: $2300000000, High: $2700000000)
Year 5: $2500000000 (Low: $2300000000, High: $2700000000)
Year 10: $2500000000 (Low: $2300000000, High: $2700000000)
Year 100: $2500000000 (Low: $2300000000, High: $2700000000)
Key Considerations
- The full impact on federal wages and benefits is dependent on the specific step grades TSA employees receive in the new system.
- Transition costs are front-loaded with potential long-term savings from streamlined processes.