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Repeal Insurance Plans of the Multi-State Program Act or the RIP MSP Act This bill repeals the multi-state insurance plan program. (The multi-state plan program requires the Office of Personnel Management (OPM) to contract with insurance issuers to provide a qualified health plan through the health insurance exchanges in multiple states.) The OPM must report about the process and timeline for ending the program within 60 days.

Repeal Insurance Plans of the Multi-State Program Act or the RIP MSP Act This bill repeals the multi-state insurance plan program. (The multi-state plan program requires the Office of Personnel Management (OPM) to contract with insurance issuers to provide a qualified health plan through the health insurance exchanges in multiple states.) The OPM must report about the process and timeline for ending the program within 60 days.

Repeal Insurance Plans of the Multi-State Program Act or the RIP MSP Act This bill repeals the multi-state insurance plan program. (The multi-state plan program requires the Office of Personnel Management (OPM) to contract with insurance issuers to provide a qualified health plan through the health insurance exchanges in multiple states.) The OPM must report about the process and timeline for ending the program within 60 days.

Periodically Listing Updates to Management Act of 2020 or the PLUM Act of 2020 This bill replaces the congressional publication entitledUnited States Government Policy and Supporting Positions, commonly known as thePLUM Book, with an online public directory. The PLUM Book contains personnel information for federal civil service leadership and support positions in the legislative and executive branches that may be subject to noncompetitive appointment, including heads of agencies and policy executives. The book is used to identify presidentially appointed positions and is published every four years (after each presidential election) by certain congressional committees. The bill requires the Office of Personnel Management (OPM) to publish the information contained in the PLUM Book on a public website in a format that is easily searchable and that otherwise meets certain data standards. Agencies must upload updated information to the website on a monthly basis; OPM must verify the accuracy of the information twice a year in coordination with the White House Office of Presidential Personnel. The bill terminates publication of the PLUM Book in its current form on January 1, 2024.

Periodically Listing Updates to Management Act of 2020 or the PLUM Act of 2020 This bill replaces the congressional publication entitledUnited States Government Policy and Supporting Positions, commonly known as thePLUM Book, with an online public directory. The PLUM Book contains personnel information for federal civil service leadership and support positions in the legislative and executive branches that may be subject to noncompetitive appointment, including heads of agencies and policy executives. The book is used to identify presidentially appointed positions and is published every four years (after each presidential election) by certain congressional committees. The bill requires the Office of Personnel Management (OPM) to publish the information contained in the PLUM Book on a public website in a format that is easily searchable and that otherwise meets certain data standards. Agencies must upload updated information to the website on a biennial basis. OPM must verify the accuracy of the website's information 90 days after its creation, in coordination with the White House Office of Presidential Personnel. The bill terminates publication of the PLUM Book in its current form on January 1, 2024.

Federal Employee Disclosure (FED) Transparency Act This bill requires federal agencies to report to the Office of Personnel Management (OPM) information about each performance bonus awarded to an employee. The OPM must publish such information.

Official Time Reporting Act This bill requires the Office of Personnel Management (OPM) to report annually to Congress on the use of official time by federal employees. Official time is paid time off from assigned duties to perform labor-management relations activities. Among other things, the OPM must report on the following: * the total amount of official time granted to employees, * the specific types of activities for which official time was granted, and * the total amount of compensation provided to employees in connection with official time activities.

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.

Federal Jobs Act This bill requires federal agencies to develop plans to increase diversity in the workforce. Specifically, the Office of Personnel Management (OPM) and the Office of Management and Budget (OMB) must develop a plan to increase diversity in the executive branch of government that includes specified information, including strategies for agencies to remove barriers to equal employment opportunities. Each executive agency must develop an agency-specific plan to increase diversity, pursuant to OPM and OMB guidance, and annually publish specified data. The legislative and judicial branches of government must also implement these requirements to the greatest extent possible. Additionally, each executive agency, and each prime contractor that is under contract with an executive agency, must annually report information relating to economically and socially disadvantaged businesses.

Representative Payee Fraud Prevention Act of 2019 This bill prohibits a representative payee (i.e., a person designated to receive payments on behalf of a minor, a mentally incompetent individual, or an individual under other legal disability) from embezzling or converting the amounts received from certain retirement funds. If the Office of Personnel Management (OPM) determines that a representative payee has embezzled or converted payments from the Civil Service Retirement System or the Federal Employees Retirement System for a use other than the benefit of the individual on whose behalf such payments were received, OPM shall (1) revoke the certification for payment of benefits to the representative payee, and (2) certify payment to another representative payee or to the individual.

Federal Jobs Act This bill requires federal agencies to develop plans to increase diversity in the workforce. Specifically, the Office of Personnel Management (OPM) must develop a plan to increase diversity in executive agencies that includes specified information, including strategies for agencies to remove barriers to equal employment opportunities. Each executive agency must develop an agency-specific plan to increase diversity, pursuant to OPM guidance, and annually publish specified data. The legislative and judicial branches of government must also implement these requirements to the greatest extent possible. Additionally, each executive agency, and each prime contractor that is under contract with an executive agency, must annually report information relating to economically and socially disadvantaged businesses.

Representative Payee Fraud Prevention Act of 2019 This bill prohibits a representative payee (i.e., a person designated to receive payments on behalf of a minor, a mentally incompetent individual, or an individual under other legal disability) from embezzling or converting the amounts received from certain retirement funds. If the Office of Personnel Management (OPM) determines that a representative payee has embezzled or converted payments from the Civil Service Retirement System or the Federal Employees Retirement System for a use other than the benefit of the individual on whose behalf such payments were received, OPM shall (1) revoke the certification for payment of benefits to the representative payee, and (2) certify payment to another representative payee or to the individual.

This resolution commends U.S. Customs and Border Protection personnel for their service at the southern border and calls on Congress to pass legislation to manage migrant flow.

Fair Chance to Compete for Jobs Act of 2019 or the Fair Chance Act This bill prohibits federal agencies and federal contractors from requesting that applicants for employment disclose criminal history record information before receiving a conditional offer of employment. Agencies may not require an individual or sole proprietor who submits a bid for a contract to disclose criminal history record information regarding that individual or sole proprietor before determining the apparent awardee. The bill (1) sets forth positions to which such prohibitions shall not apply; and (2) requires the Office of Personnel Management (OPM), the General Services Administration (GSA), and the Department of Defense (DOD) to issue regulations identifying additional positions with respect to which the prohibition shall not apply. The OPM, the Office of Congressional Workplace Rights, the Administrative Office of the United States Courts, the GSA, and DOD must (1) establish procedures for submitting complaints about, and taking actions against, agency employees and contractors for violating such prohibitions and for appealing such an action; and (2) issue regulations to implement this bill. The Bureau of Justice Statistics, in coordination with the Bureau of the Census, must design and initiate a study on the employment of individuals who are released from federal prison after completing a term of imprisonment for a federal criminal offense.

Budget Process Accountability Act This bill withholds the salaries of Members of Congress and cancels the salaries of certain employees of the Office of Management and Budget (OMB) when budget process requirements are not met. The bill withholds the salaries of Members of a chamber of Congress that has not agreed to a budget resolution for FY2020 by April 15, 2019, the deadline for passage of the resolution under the Congressional Budget Act of 1974. Withheld salaries are paid when the chamber of Congress agrees to a budget resolution or on the last day of the 116th Congress, whichever is earlier. The Inspector General of the Office of Personnel Management (OPM), by three days after the President's budget is due, shall (1) make an annual determination of whether the OMB and the President are in compliance with statutory requirements for the President's annual budget submission to Congress, and (2) provide a written notification of such determination to specified congressional committees. The Director, Deputy Director, and Deputy Director for Management of the OMB may not receive pay for any period of noncompliance.

Fair Chance to Compete for Jobs Act of 2019 or the Fair Chance Act This bill prohibits federal agencies and federal contractors from requesting that applicants for employment disclose criminal history record information before receiving a conditional offer of employment. Agencies may not require an individual or sole proprietor who submits a bid for a contract to disclose criminal history record information regarding that individual or sole proprietor before determining the apparent awardee. The bill (1) sets forth positions to which such prohibitions shall not apply; and (2) requires the Office of Personnel Management (OPM), the General Services Administration (GSA), and the Department of Defense (DOD) to issue regulations identifying additional positions with respect to which the prohibition shall not apply. The OPM, the Office of Congressional Workplace Rights, the Administrative Office of the United States Courts, the GSA, and DOD must (1) establish procedures for submitting complaints about, and taking actions against, agency employees and contractors for violating such prohibitions and for appealing such an action; and (2) issue regulations to implement this bill. The Bureau of Justice Statistics, in coordination with the Bureau of the Census, must design and initiate a study on the employment of individuals who are released from federal prison after completing a term of imprisonment for a federal criminal offense.

Emergency Telework Act of 2020 This bill requires each federal agency (executive, legislative, and judicial) to allow eligible employees to telework full-time during the public health emergency declared on January 31, 2020, relating to COVID-19 (i.e., coronavirus disease 2019). An employee is considered eligible if the employee has not received specified disciplinary action and is otherwise determined eligible by the agency. In the event the public health emergency is renewed, the bill's requirements continue to apply if the Department of Health and Human Services (HHS), in coordination with the Office of Personnel Management (OPM), determines the requirements would reduce the spread of COVID-19. If the requirements no longer apply, agencies may still allow high-risk employees or employees at certain work sites to telework full-time during the renewal period. Additionally, OPM must, in coordination with HHS, develop an expansive telework policy for use in future outbreaks of infectious diseases.

Reducing the Effects of the Cyberattack on OPM Victims Emergency Response Act of 2019 or the RECOVER Act This bill provides lifetime identity protection coverage for individuals affected by previous federal agency data breaches.

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).