The "Rights for the Transportation Security Administration Workforce Act" seeks to enhance the security operations and stability of the transportation security workforce by applying the personnel system under Title 5, United States Code, to all employees of the Transportation Security Administration (TSA). This comprehensive transition will repeal existing TSA personnel management systems and grant TSA employees the same rights and protections afforded to most other federal workers. The bill mandates that this conversion be completed by December 31, 2025, with certain collective bargaining and appeal rights applying sooner.

Immediately upon enactment, chapters 71 (collective bargaining) and 77 (appeals) of Title 5 will apply to screening agents, and existing grievances can be transitioned to the new system or continued under TSA's current framework. The legislation ensures that converted employees will experience no reduction in adjusted basic pay or law enforcement availability pay. Additionally, their years of service under TSA's system will be credited towards their new Title 5 pay scale, and the Office of Personnel Management will establish new position series and classification standards.

The Act preserves various employee rights, including accrued annual and sick leave, and ensures part-time screening agents receive health insurance premium payments on par with full-time employees. It also provides for emergency leave during national emergencies and a split-shift differential for eligible screening agents. For Federal Air Marshals, the bill preserves existing premium pay levels and ensures overtime pay rates are maintained, while also requiring the Administrator to address concerns regarding mental health, suicide rates, and morale.

The bill establishes that the current labor organization will serve as the exclusive representative for screening agents under Title 5, with collective bargaining occurring at the national level, supplemented by local agreements. The Secretary is required to consult with this representative on the transition plans and provide written explanations for final actions. Importantly, the Act explicitly states that nothing in its provisions authorizes a right to strike against the government.

To ensure accountability and effective implementation, the bill mandates several reviews by the Comptroller General, including reports on TSA recruitment, the Act's implementation, promotion policies, leadership diversity, and workplace harassment and assault. The Administrator must also provide annual reports on employee job satisfaction and retention rates, and brief Congress on assaults and threats against TSA employees.