Protecting Taxpayers’ Wallets Act of 2025
The Protecting Taxpayers’ Wallets Act of 2025 would require federal agencies to charge labor organizations that are recognized as exclusive representatives of employees for the use of agency resources and for union time spent on non-agency business. The bill creates a quarterly fee calculated as the value of union time (based on the employee’s hourly pay) plus the value of agency resources provided for union use. It establishes strict timing for notices and payments, and requires the payments to be turned over to the Treasury. If a labor organization fails to pay, the bill imposes escalating penalties, including denial of union time, cessation of agency resources for union use, termination of allotments, and ultimately decertification of the labor organization as the exclusive representative if fees remain unpaid. The bill also requires agencies to track union time, but limits certain review or grievances related to determinations of value. It directs regular inspections by agency Inspectors General and imposes specific definitions for terms used in the new regime. Sponsor: Mr. Perry. Status: Introduced in the House (February 11, 2025) and referred to the Committee on Oversight and Government Reform.
Key Points
- 1Fees for use of federal resources: Agencies must charge each labor organization that is the exclusive representative a quarterly fee for the use of agency resources and for union time during that quarter.
- 2How fees are calculated: Fees equal the sum of (A) the value of union time (hourly pay rate × hours of union time on duty) and (B) the value of agency resources used for union purposes (based on General Services Administration rates or market rates if GSA rates don’t apply), with only the portion tied to union activities included when resources are used for both union and agency business.
- 3Payment process and treasury transfer: Notices must be sent within 30 days after quarter-end; payments are due within 60 days after the notice; payments go to the agency head and must be transferred to the U.S. Treasury.
- 4Enforcement and potential decertification: If fees aren’t paid, penalties accrue (including interest) and, starting 90 days after the payment due date, denial of union time and use of agency resources for union purposes; after 180 days, termination of agency allotments for the labor organization; after 365 days, a notice that the period has lasted a full year; at 380 days, the agency Authority would terminate the labor organization’s certification as exclusive representative.
- 5Time tracking and compliance: Agencies must track union time; labor representatives failing to record union time can be treated as absent without leave and may face adverse action; requirements for tracking and penalties cannot be reviewed as unfair labor practices or grievances; Inspector Generals must conduct biannual compliance evaluations and report findings.