HR5249-119

What This Bill Does

The Limit on Sweeping Executive Reorganization Act creates congressional and workforce safeguards around large executive-branch reorganizations. A major executive reorganization includes actions that reduce an agency's employees by at least 5 percent, cut an operating budget by at least 10 percent, eliminate or merge agencies or major components, close regional or field offices, or transfer federal data systems or administrative functions to nonfederal entities. The President must submit a reorganization impact report to Congress and an Independent Reorganization Review Panel explaining the purpose, affected employees, service-delivery impacts, labor consultations, budget and transition costs, and reassignment of IT, human-resources, or financial systems. The reorganization cannot take effect unless Congress enacts a joint resolution of approval. The review panel includes OPM, GAO, CBO, and one labor-organization representative and must issue a nonbinding advisory opinion within 30 days. Agencies must give affected employees 60 days' notice, meet collective-bargaining duties, and undergo OPM merit-system review. Officials who knowingly violate the approval requirement can face Special Counsel chapter 75 action.

Who Benefits and How

Federal employees benefit because major reorganizations require advance notice, bargaining compliance, and OPM review for merit-system protections. Federal labor unions benefit because agency consultation and a labor representative on the review panel become part of the reorganization process. Congressional oversight committees benefit because the President must submit an impact report and obtain joint-resolution approval before major reorganizations take effect. Regional office communities benefit when closures or transfers receive more public analysis before implementation.

Who Bears the Burden and How

The President must provide a detailed reorganization impact report and cannot carry out covered actions without enacted congressional approval. Executive agency heads must delay major reorganizations until reporting, review, employee notice, bargaining, and approval steps are complete. Agency budget officials must document employee, service-delivery, transition-cost, and administrative-system effects. Officials who knowingly implement unlawful reorganizations face Special Counsel personnel-action proceedings.

Key Provisions

• Defines major executive reorganization by employee reductions, budget cuts, closures, mergers, data-system transfers, and administrative-function transfers.
• Requires a presidential reorganization impact report before a covered reorganization can proceed.
• Blocks major reorganizations until Congress enacts a joint resolution of approval.
• Creates an Independent Reorganization Review Panel with OPM, GAO, CBO, and labor representation.
• Protects affected federal employees through 60 days' notice, bargaining duties, OPM review, and Special Counsel enforcement.