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Rights for Transportation Security Officers Act of 2020 This bill modifies the workplace rights, protections, and benefits applicable to Transportation Security Administration (TSA) personnel. Specifically, the bill * within 180 days, 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; * requires DHS to consult with the labor organization certified by the Federal Labor Relations Authority to carry out the conversion of such positions; * does not affect the prohibitions against disloyalty and asserting the right to strike against the federal government; * expresses the sense of Congress that the personnel system used by the TSA provides insufficient benefits and workplace protections for its workforce and such personnel should be provided protections and benefits under the civil service system applicable to all federal employees; * directs the TSA to consult with public and private entities associated with the Federal Air Marshal Service to address concerns regarding federal air marshals, including mental health and suicide rates; * prohibits TSA employees from using or installing the social media video application TikTok on U.S. government-issued mobile devices; * requires DHS to prioritize the hiring of veterans, including disabled veterans; and * directs the TSA to ensure its employees are provided proper guidance regarding prevention and protections against the coronavirus (i.e., the virus that causes COVID-19).

Locality Pay Equity Act of 2019 This bill (1) prohibits the Office of Personnel Management (OPM) from defining more than one local wage area for prevailing rate employees within a pay locality, except with respect to the pay locality designated asRest of United States; and (2) requires the OPM to ensure that this bill shall not have the effect of reducing the rate of basic pay for an individual serving as a prevailing rate employee.

Locality Pay Equity Act of 2019 This bill (1) prohibits the Office of Personnel Management (OPM) from defining more than one local wage area for prevailing rate employees within a pay locality, except with respect to the pay locality designated asRest of United States; and (2) requires the OPM to ensure that this bill shall not have the effect of reducing the rate of basic pay for an individual serving as a prevailing rate employee.

Postal Supervisors and Managers Fairness Act of 2020 This bill modifies procedures for negotiating pay and benefits of supervisory and other managerial personnel of the U.S. Postal Service (USPS). At least 60 days before the expiration of a pay decision, the USPS must propose to the supervisors' organization any changes in pay policies, pay schedules, or fringe benefit programs for members of such organization. Not later than 60 days after the USPS agrees to a collective bargaining agreement that affects the pay or benefits of supervisors or managers who are members of the supervisors' organization, the USPS shall provide a proposal regarding such matters to the organization. The bill makes binding the decision of the fact-finding panel appointed by the Federal Mediation and Conciliation Service in the event of an impasse between the USPS and a supervisors' organization over proposed changes in pay and benefits.

Strengthening American Transportation Security Act of 2019 This bill expresses the sense of Congress that the personnel system used by the Transportation Security Administration (TSA) provides insufficient workplace protections for its workforce and such personnel should be entitled to protections under the civil service system applicable to all federal employees. Among other things, the bill * 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 and other rights of TSA employees; * requires DHS to consult with the labor organization certified by the Federal Labor Relations Authority to carry out the conversion of such positions; and * does not affect the prohibitions against disloyalty and asserting the right to strike against the federal government.

Pharmacy Benefit Manager Accountability Study Act of 2019 This bill requires the Government Accountability Office to report on the role of pharmacy benefit managers in the pharmaceutical supply chain and recommend legislative actions to lower the cost of prescription drugs.

Government Employee Fair Treatment Act of 2019 This bill requires employees of the federal government or a District of Columbia public employer who are furloughed or required to work during a lapse in appropriations beginning on or after December 22, 2018, to be compensated for the period of the lapse. The employees must be compensated on the earliest date possible after the lapse ends, regardless of scheduled pay dates. Employees required to work during the lapse in appropriations may use leave.

This bill requires the Office of Personnel Management to revise a rule concerning federal-employee supplemental vision and dental insurance coverage. The revision continues such coverage for up to one year in the event that a lapse in appropriations causes a federal employee to go unpaid or underpaid and the employee does not make such insurance premium payments during the period of nonpayment.

This bill prohibits (1) any prevailing rate employee in a federal agency, between January 1 and September 30, 2019, from being paid an amount exceeding specified limits resulting from an applicable wage survey adjustment; and (2) the percentage increase in wages paid to a prevailing wage employee in FY2019 from being less than the percentage increase in the basic pay of other federal employees in the same pay locality.

AI in Government Act of2019 This bill establishes the AI Center of Excellence within the General Services Administration to * advise and promote the efforts of the federal government in developing innovative uses of artificial intelligence (AI) to benefit the public, and * improve cohesion and competency in the use of AI. The Office of Management and Budget must issue a memorandum to federal agencies regarding AI governance approaches, to be followed by preparation and submission of governance plans by the agencies. In addition, the Office of Personnel Management must * identify key skills and competencies needed for positions related to AI; and * establish an occupational series, or revise an existing job series, to include positions the primary duties of which relate to AI.

Federal Employee Short-Term Disability Insurance Act of 2019 This bill requires the Office of Personnel Management to establish and administer a short-term disability insurance program for federal employees who suffer a non-work related injury or disability, take leave to care for a family member, or take leave to adopt a child or become a foster parent.

Providing Pay for Essential Employees Act This bill provides appropriations to pay the salaries and expenses of federal employees who are working during the lapse in appropriations that began on or about December 22, 2018, and resulted in a partial government shutdown.

Pay Federal Workers Act This bill creates statutory authority for certain federal employees to be eligible for unemployment compensation during a lapse in appropriations. With respect to any lapse in appropriations beginning on or around December 22, 2018, a federal employee who is excepted from furlough (i.e., who continues to work during a lapse in appropriations) is deemed eligible for unemployment compensation benefits for the duration of the lapse in appropriations.

AI in Government Act of2019 This bill establishes the AI Center of Excellence within the General Services Administration to * advise and promote the efforts of the federal government in developing innovative uses of artificial intelligence (AI) to benefit the public, and * improve cohesion and competency in the use of AI. The Office of Management and Budget must issue a memorandum to federal agencies regarding AI governance approaches, to be followed by preparation and submission of governance plans by the agencies. In addition, the Office of Personnel Management must * identify key skills and competencies needed for positions related to AI; and * establish an occupational series, or revise an existing job series, to include positions the primary duties of which relate to AI.

This bill prohibits a former Member of Congress or former senior congressional employee who is a registered lobbyist representing a foreign principal from being eligible for * the Civil Service Retirement System or the Federal Employees Retirement System, including the Thrift Savings Plan; * the Federal Employees Health Benefits Program; or * the Federal Employees' Group Life Insurance Program.

Federal Employee Paid Leave Act This bill provides paid family leave for certain federal employees in all instances covered by the Family and Medical Leave Act, which currently only guarantees unpaid leave for such instances. Specifically, the bill requires that the 12 weeks of administrative leave to which certain federal employees are entitled for family care be paid leave. This applies to all federal employees in the competitive service (all civilian positions in the executive branch, all positions in the legislative and judicial branches, and all positions in the government of the District of Columbia), congressional employees, Government Accountability Office employees, employees who are members of the National Guard or Reserves, and certain Transportation Security Administration employees. The Office of Personnel Management is authorized to increase the amount of paid parental leave available to such employees to a total of 16 administrative work weeks.

This bill revises conflict-of-interest limitations for personnel at the Government Publishing Office (GPO). Current law prohibits GPO personnel from having any printing-related interest. This bill creates an exemption for certain interests—interests in diversified mutual funds, diversified unit investment trusts, employee benefit plans, and retirement plans—that have underlying holdings in printing-related interests.

Pharmacy Benefit Manager Accountability Study Act of 2019 This bill requires the Government Accountability Office to study the role of pharmacy benefit managers (PBMs) with respect to federally facilitated exchanges, including the role of PBMs in pharmaceutical supply chains, the competition among PBMs, and the use of rebates and fees by PBMs in such exchanges.

This bill revises conflict-of-interest limitations applicable to personnel at the Government Publishing Office (GPO). Current law prohibits GPO personnel from having any printing-related interest. This bill creates an exemption for certain interests—interests in diversified mutual funds, diversified unit investment trusts, employee benefit plans, and retirement plans—that have underlying holdings in printing-related interests. Additionally, the prohibition applies only to the GPO director—not to other GPO personnel.

Ensuring FEHBP Coverage During Shutdowns Act This bill provides statutory authority to allow federal employees to enroll in the Federal Employees Health Benefits Program (FEHB), or make changes to their enrollment due to a qualifying life event, during a lapse in appropriations for the federal government. Specifically, the bill requires the Office of Personnel Management to designate the officers and employees who perform the FEHB services as excepted employees under the Anti-Deficiency Act.

Hazardous Duty Pay for Frontline Federal Workers Act This bill temporarily entitles federal employees, including certain employees of the Veterans Health Administration and the Transportation Security Administration, who are exposed to COVID-19 (i.e., coronavirus disease 2019) during duty to a pay differential, as set by the Office of Personnel Management.

Federal Employee Paid Leave Act This bill provides paid family leave for certain federal employees in all instances covered by the Family and Medical Leave Act, which currently only guarantees unpaid leave for such instances. Specifically, the bill requires that the 12 weeks of administrative leave to which certain federal employees are entitled for family care be paid leave. This applies to all federal employees in the competitive service (all civilian positions in the executive branch, all positions in the legislative and judicial branches, and all positions in the government of the District of Columbia), congressional employees, Government Accountability Office employees, employees who are members of the National Guard or Reserves, and certain Transportation Security Administration employees. The Office of Personnel Management is authorized to increase the amount of paid parental leave available to such employees to a total of 16 administrative work weeks.

Ensuring FEHBP Coverage During Pandemic Act This bill allows federal employees to enroll in, or change enrollment under, the Federal Employees Health Benefits Program during a nationwide pandemic (as determined by the Office of Personnel Management).

This bill addresses retirement benefits for certain Senate Restaurants employees who were Architect of the Capitol (AOC) employees and who became employees of a contractor under a food services contract. A provision that deems their rate of basic pay the same as such rate when AOC entered into the contract no longer applies to their retirement benefits.

Pay Our Protectors Act of 2019 This bill provides continuing appropriations for the pay and allowances of certain employees of the Department of Homeland Security (DHS) and the Department of Justice (DOJ) who are required to work without pay during a lapse in appropriations for FY2019. The bill applies to DHS and DOJ employees who are excepted employees or performing emergency work during a lapse in FY2019 appropriations. The employees must also be * officers or employees of U.S. Customs and Border Protection, U.S. Immigration and Customs Enforcement, the Transportation Safety Administration, the U.S. Coast Guard, the Federal Bureau of Investigation, or the Central Intelligence Agency; * DOJ attorneys who prosecute criminal offenses; or * DOJ immigration judges.