Restore VA Accountability Act of 2025
Sponsored By: Representative Bost
In Committee
Summary
This bill would overhaul discipline at the Department of Veterans Affairs (VA) for supervisors and senior staff, creating faster, centralized accountability for managers. It would set new offense- and misconduct-based rules that let the VA remove, demote, or suspend covered employees under a substantial-evidence standard.
Show full summary
- VA supervisors, managers, and certain covered employees would face a strict timeline for discipline: notice, response, and a final decision in 15 business days total, short grievance windows, and limited pay/leave rules during appeals.
- The bill would narrow outside appeals. The Secretary’s decisions generally would not go to the Merit Systems Protection Board (MSPB); courts could only review for arbitrariness, abuse of discretion, or substantial evidence, and could not usually review penalties except for constitutional issues.
- Whistleblower safeguards remain: the Office of Special Counsel (OSC) must approve corrective actions for alleged prohibited personnel practices, and OSC investigations can be ended only with a written explanation.
Your PRIA Score
Personalized for You
How does this bill affect your finances?
Sign up for a PRIA Policy Scan to see your personalized alignment score for this bill and every other piece of legislation we track. We analyze your financial profile against policy provisions to show you exactly what matters to your wallet.
Bill Overview
Analyzed Economic Effects
3 provisions identified: 0 benefits, 2 costs, 1 mixed.
Faster discipline for VA supervisors
VA can remove, demote, or suspend covered supervisors or managers if supported by "substantial evidence." The Secretary must apply listed factors like seriousness of the offense, job level, past record, and mitigating facts. The Secretary may act without a performance improvement plan and may override conflicting collective bargaining provisions. Covered individuals are supervisors or management officials in title 38, title 5, or hybrid 7401 jobs; some appointees and probationary employees are excluded. You must get advance notice and the file of evidence and may be represented. You have 7 business days to respond and VA must finish notice, response, and the Secretary's final decision within 15 business days. Removals, demotions, or suspensions under this rule cannot be appealed to the MSPB, and courts can only overturn actions for narrow reasons. If demoted, your pay is set to the lower grade on the demotion date; you cannot be placed on administrative leave during an appeal and you get pay only if you report for duty or use approved accrued leave. For VHA jobs, the Secretary may choose which disciplinary process applies.
Stricter rules for VA senior executives
If you are a VA senior executive, initial discipline must be supported by "substantial evidence." Decisions must use specific factors like the offense's seriousness and the executive's job prominence. The Secretary must review and uphold initial decisions that are supported by substantial evidence. Courts generally may not review or reduce penalties except when a constitutional issue is raised. This applies to misconduct or performance beginning on the enactment date of the 2017 VA Accountability Act.
Protections for VA whistleblowers
If you seek corrective action from OSC or make a whistleblower disclosure to the Assistant Secretary, the Secretary may not remove, demote, or suspend you until OSC approves or a final decision is issued. The Secretary must also wait if the Assistant Secretary refers the disclosure for investigation. At the same time, OSC may end its investigation after giving you written reasons, and that termination letter generally cannot be used in court or administrative proceedings without your consent. These rules apply beginning on the enactment date referenced in the law.
Sponsors & CoSponsors
Sponsor
Bost
IL • R
Cosponsors
Rouzer
NC • R
Sponsored 1/16/2025
Kiggans (VA)
VA • R
Sponsored 1/16/2025
Miller-Meeks
IA • R
Sponsored 1/16/2025
Obernolte
CA • R
Sponsored 1/16/2025
Issa
CA • R
Sponsored 1/16/2025
Rutherford
FL • R
Sponsored 1/16/2025
Newhouse
WA • R
Sponsored 1/16/2025
Ciscomani
AZ • R
Sponsored 1/16/2025
Van Orden
WI • R
Sponsored 1/16/2025
Wilson (SC)
SC • R
Sponsored 1/16/2025
Murphy
NC • R
Sponsored 1/16/2025
Self
TX • R
Sponsored 1/16/2025
Carter (GA)
GA • R
Sponsored 1/16/2025
Del. Radewagen, Aumua Amata Coleman [R-AS-At Large]
AS • R
Sponsored 1/16/2025
Webster (FL)
FL • R
Sponsored 1/16/2025
Cline
VA • R
Sponsored 1/16/2025
Bergman
MI • R
Sponsored 1/16/2025
Loudermilk
GA • R
Sponsored 1/16/2025
Harshbarger
TN • R
Sponsored 1/16/2025
Cammack
FL • R
Sponsored 1/16/2025
Del. King-Hinds, Kimberlyn [R-MP-At Large]
MP • R
Sponsored 1/16/2025
Mace
SC • R
Sponsored 1/16/2025
Hamadeh (AZ)
AZ • R
Sponsored 1/16/2025
Barrett
MI • R
Sponsored 1/16/2025
Luttrell
TX • R
Sponsored 1/16/2025
Biggs (SC)
SC • R
Sponsored 1/23/2025
Tenney
NY • R
Sponsored 3/18/2025
Kelly (MS)
MS • R
Sponsored 6/10/2025
Gosar
AZ • R
Sponsored 6/25/2025
Fry
SC • R
Sponsored 7/21/2025
Roll Call Votes
No roll call votes available for this bill.
View on Congress.govTake It Personal
Get Your Personalized Policy View
Start a Free Government Policy Watch to see how policy affects your household, then upgrade to PRIA Full Coverage for year-round monitoring.
Already have an account? Sign in