This bill, titled the "Rights for the Transportation Security Administration Workforce Act," mandates a comprehensive transition of all Transportation Security Administration (TSA) employees to the personnel system governed by Title 5, United States Code . The primary goal is to enhance the security operations and stability of the TSA workforce by providing them with the same rights, benefits, and protections afforded to most other federal employees. This transition involves repealing existing TSA-specific personnel management systems and policies, including those related to collective bargaining, by a determined conversion date, but no later than December 31, 2025. Crucially, the bill ensures that covered employees will not experience a reduction in their adjusted basic pay or law enforcement availability pay during this conversion. It also preserves accrued annual and sick leave, and credits years of service for pay step determinations. For screening agents, chapters 71 (labor-management relations) and 77 (appeals) of Title 5 will apply within 90 days of enactment, and they will retain eligibility to form a collective bargaining unit. Federal Air Marshals are specifically addressed, with provisions to preserve their premium pay and ensure overtime pay rates are not less than those under the Fair Labor Standards Act. The legislation establishes the labor organization certified on June 29, 2011, as the exclusive representative for screening agents under Title 5, with collective bargaining occurring at the national level, supplemented by local agreements. The Secretary of Homeland Security is required to consult with this exclusive representative on the transition plans and deadlines, providing written plans and considering their views before taking final actions. This ensures a collaborative approach to implementing the new personnel system. Additionally, the bill includes several oversight and accountability measures. The Comptroller General is tasked with reviewing TSA's recruitment efforts, the implementation of this Act, promotion policies, leadership diversity, and policies regarding harassment and assault in the workplace. The Administrator must also brief Congress on assaults and threats against TSA employees and submit annual reports on workforce satisfaction and retention. Importantly, the bill explicitly states that nothing in the Act grants the right to strike, upholding existing federal law.