No Violent Criminals in the Federal Workforce Act
- Bill Number
- H.R. 7067
- Origin Chamber
- House
- Congress
- 119th Congress, Session 2
- Policy Area
- Government Operations and Politics
- Status
- Introduced
- Latest Action
- 2026-01-14: Referred to the House Committee on Oversight and Government Reform.
- Last Updated
- 2026-02-03T22:08:33Z
AI-Generated Summary
Purpose
The "No Violent Criminals in the Federal Workforce Act" (H.R. 7067) aims to bar individuals convicted of certain violent crimes from holding federal jobs or participating in federal contracts, promoting a safer and more accountable federal workforce and contracting system.
Key Provisions
- Employment Restrictions (Section 2):
- Adds a new section (7314) to Chapter 73 of Title 5, U.S. Code, making individuals "finally convicted" of a "crime of violence" ineligible for any civil service position.
- If already employed, such individuals must be removed upon final conviction.
- "Crime of violence" is defined under 18 U.S.C. § 16(a) (offenses involving the use, attempted use, or threatened use of physical force against a person or property), excluding broader risky felonies under § 16(b).
- "Finally convicted" means a conviction where appeals are exhausted or the appeal period has expired.
- Contracting Restrictions (Section 3):
- Prohibits the federal government from entering contracts with "covered individuals" (those finally convicted of a crime of violence) or entities where such individuals hold a "covered position" (e.g., providing goods/services under the contract, serving as an officer/director, or having a controlling ownership interest).
- All federal contracts must include a clause barring covered individuals from working on them.
- The Director of the Office of Management and Budget (OMB) can waive these prohibitions if enforcing them would cause a "unique or undue burden" on the government.
- Applies to contracts entered before, on, or after enactment.
- Requires revisions to the Federal Acquisition Regulation (FAR) within 6 months to implement these rules.
Significant Changes to Existing Law
- Introduces a permanent, categorical bar on federal employment for those convicted of violent crimes, amending suitability standards in Title 5, U.S. Code, without prior equivalents for this specific category.
- Adds new contracting prohibitions, expanding beyond current debarment rules (e.g., under FAR) by targeting individuals and entities more broadly and applying retroactively to existing contracts.
- Excludes certain violent offenses (those under 18 U.S.C. § 16(b)) to narrow the scope, differing from broader definitions in other federal laws like sentencing guidelines.
Potential Impacts
- On Government Agencies: Agencies must screen applicants and contractors more rigorously, potentially increasing administrative costs for hiring, terminations, and contract management; could lead to workforce disruptions if current employees are removed.
- On Citizens: Limits job and business opportunities for individuals with violent convictions (e.g., assault or robbery), affecting their rehabilitation and economic prospects; may deter such individuals from federal-related work but enhance public trust in government integrity.
- On International Relations: Minimal direct impact, though it could indirectly affect U.S. contractors involved in international aid or defense projects by excluding certain personnel.
Main Stakeholders Affected
- Individuals with Convictions: Those finally convicted of qualifying violent crimes, facing barriers to federal employment and contracting.
- Federal Agencies and Employees: Hiring managers and current civil servants, who must comply with new removal and screening processes.
- Contractors and Businesses: Entities bidding on or holding federal contracts, especially those with executives or owners who have violent convictions, risking de facto ineligibility.
- Office of Personnel Management (OPM) and OMB: Responsible for enforcement, waivers, and regulatory updates.
- Courts and Legal System: Involved in defining "final convictions" and potential challenges to removals or waivers.
Notable Legal, Constitutional, or Political Implications
- Legal: Retroactive application to existing contracts and employees could invite lawsuits over contract rights or employment due process (e.g., under the Fifth Amendment), though waivers provide some flexibility; reliance on "final conviction" helps avoid pre-trial disruptions.
- Constitutional: May raise equal protection concerns if seen as overly broad, but aligns with public safety rationales in employment law; no ex post facto issues since it regulates future eligibility rather than punishing past acts.
- Political: Strengthens accountability in federal operations amid public concerns over crime, potentially appealing to law-and-order advocates, but could face opposition from civil rights groups worried about barriers to second chances or disparate impacts on certain communities.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.
Sponsor
Cosponsors (1)
Recent Actions
- 2026-01-14: Referred to the House Committee on Oversight and Government Reform.
- 2026-01-14: Introduced in House
- 2026-01-14: Introduced in House
Bill Versions
- No Violent Criminals in the Federal Workforce Act — issued 2026-01-14 — PDF (5 pages)