The Modern Employment Reform, Improvement, and Transformation Act of 2024 (also known as the "MERIT Act of 2024") outlines several key reforms related to employment practices, including the termination of certain performance-based actions, guidelines for addressing adverse actions due to performance or conduct, and the modification of procedures for senior executives and supervisory roles. It also proposes changes to the probationary periods for specific employment positions and addresses financial consequences for employees convicted of felonies.

The section eliminates the authority for performance-based actions under chapter 43 of title 5 in the U.S. Code by repealing section 4303. It specifies that this repeal doesn't affect actions started before a certain date and includes several updates to other related sections to conform with this change.

The text outlines amendments to Section 7513 of Title 5, U.S. Code, detailing procedures for taking action against federal employees based on performance or conduct, including factors for decision-making, specific time frames for notifications and responses, and employee rights to representation and appeals. It also addresses modifications related to disciplining supervisors for retaliation against whistleblowers and clarifies that these changes do not apply to actions started before the amendments’ effective date.

Under the regulations from the Office of Personnel Management, an agency can take disciplinary actions against an employee if there is enough evidence of misconduct or poor performance. This process includes notifying the employee, allowing them time to respond, giving a final decision within a set time, and letting them appeal the decision. Additionally, employees can't be placed on administrative leave when appealing a demotion in grade unless they are working or using approved leave.

Congress is proposing changes to certain sections of the U.S. Code to disallow grievances related to adverse employment actions or reductions in force, such as long furloughs, layoffs, or demotions, and is updating how similar matters are addressed in existing laws.

This section updates various provisions regarding the treatment of senior executives in the federal government, including rules for setting their pay if they are reassigned, the procedures for suspending or removing them, and their rights during these processes. It clarifies that certain protections and processes, such as notice and opportunity to respond, apply when actions like suspension or termination are taken against these employees, and it establishes timelines and appeals processes for such actions.

An agency can take action against an employee for poor performance or misconduct if proven by evidence, and must follow specific procedures, including providing written notices and allowing the employee to respond. The employee can be represented, can appeal to the Merit Systems Protection Board, and is entitled to receive related documents. Misconduct includes neglecting duties or refusing job assignments.

The text outlines a process by which government agencies can take disciplinary action against supervisors for poor performance or misconduct. It specifies the criteria for decision-making, timelines for notice and response, and details the consequences, such as potential reduction in pay and procedural rights, for supervisors facing such actions.

The section outlines processes and rules for taking action against supervisors if their performance or misconduct justifies it. It specifies procedures for notice, representation, and decision-making, including timelines for responses and decisions, and addresses how reductions in pay and grade should be handled.

The section outlines changes to the procedures for federal employee furloughs, which are temporary unpaid leaves of absence. It introduces new definitions for regular and emergency furloughs, establishes specific procedures and regulations for each type, and clarifies how furloughs of different durations are treated under U.S. law, including appeal rights.

An employee can be furloughed to enhance service efficiency, with specific procedures and rights such as receiving a written notice and being represented by an attorney. In emergencies, an employee may be furloughed with only a notice of explanation, and no other standard procedures apply.

This section outlines the guidelines for furloughing employees to enhance service efficiency. It requires the Office of Personnel Management to establish detailed regulations about furlough conditions, procedures, and necessary information to be shared with affected employees, who also have the right to appeal a furlough decision within ten business days.

The section establishes that if a federal employee is convicted of a felony related to their job, their pension will be reduced by excluding the period involving the wrongdoing from their retirement calculation. It also provides procedures for notification, response, appeals, and outlines exceptions for spouses who cooperated with investigations.

The section outlines rules for reducing the retirement benefits of government employees convicted of felonies related to their job duties. It specifies that employees facing such convictions may have their annuity calculated without considering the period of felonious service, allows for the possibility of appeal, and describes the administrative process for amending retirement records. Additionally, it provides exceptions for cooperating spouses to receive benefits and defines key terms such as "covered individual" and "felonious service."

In this section, agencies are prohibited from awarding bonuses to employees if there's an "adverse finding" against them, meaning they've seriously violated policy or law. If a bonus was given during the year of adverse finding, the employee must repay it, with the option to use a repayment plan and the right to appeal the decision.

The section outlines rules about misconduct by government employees, specifying that if an agency finds an employee guilty of serious misconduct, the employee cannot receive a bonus for five years. Additionally, if an employee gets a bonus and then is found guilty of misconduct in the same year, they must pay the bonus back, but they can appeal this decision.

The section changes the probationary period for certain government positions to two years instead of one year. This applies to people appointed after the law goes into effect.

The bill extends the probationary period for certain federal employees from one year to two years, depending on whether the position requires formal training or a license. It also mandates that federal agencies provide clear information about the probationary period's terms and conditions, notify supervisors about the end date of the probationary period, and submit a certification to the President if an employee is retained after the probationary period.

The section outlines that the changes made by the Act will begin one year after the Act is passed. It also states that these changes will override any existing collective bargaining agreements if they conflict with the new procedures. Additionally, it defines a "business day" as any day that is not a Saturday, Sunday, or a public holiday.