89–006 

116TH CONGRESS REPT. 116–73 " ! HOUSE OF REPRESENTATIVES 1st Session Part I 

NAVY SEAL CHIEF PETTY OFFICER WILLIAM ‘‘BILL’’ 

MULDER (RET.) TRANSITION IMPROVEMENT ACT OF 2019 

MAY 20, 2019.—Committed to the Committee of the Whole House on the State of 

the Union and ordered to be printed 

Mr. TAKANO, from the Committee on Veterans’ Affairs, submitted 

the following 

R E P O R T 

[To accompany H.R. 2326] 

The Committee on Veterans’ Affairs, to whom was referred the 

bill (H.R. 2326) to amend the Social Security Act, to amend the 

Dignified Burial and Other Veterans’ Benefits Improvement Act of 

2012, and to direct the Secretaries of Veterans Affairs, Defense, 

Labor, and Homeland Security, and the Administrator of the Small 

Business Administration, to take certain actions to improve transition assistance to members of the Armed Forces who separate, retire, or are discharged from the Armed Forces, and for other purposes, having considered the same, report favorably thereon with 

an amendment and recommend that the bill as amended do pass. 

CONTENTS 

Page 

Purpose and Summary ............................................................................................ 4 

Background and Need for Legislation .................................................................... 5 

Hearings ................................................................................................................... 9 

Subcommittee Consideration .................................................................................. 9 

Committee Consideration ........................................................................................ 9 

Committee Votes ...................................................................................................... 9 

Committee Oversight Findings ............................................................................... 10 

Statement of General Performance Goals and Objectives .................................... 10 

New Budget Authority, Entitlement Authority, and Tax Expenditures ............. 10 

Earmarks and Tax and Tariff Benefits .................................................................. 10 

Committee Cost Estimate ....................................................................................... 10 

Congressional Budget Office Estimate ................................................................... 10 

Federal Mandates Statement ................................................................................. 10 

Advisory Committee Statement .............................................................................. 11 

Constitutional Authority Statement ...................................................................... 11 

Applicability to Legislative Branch ........................................................................ 11 

Statement on Duplication of Federal Programs .................................................... 11 

Disclosure of Directed Rulemaking ........................................................................ 11 

2 

Section-by-Section Analysis of the Legislation ...................................................... 11 

Changes in Existing Law Made by the Bill as Reported ...................................... 12 

The amendment is as follows: 

Strike all after the enacting clause and insert the following: 

SECTION 1. SHORT TITLE. 

This Act may be cited as the ‘‘Navy SEAL Chief Petty Officer William ′′Bill′′ 

Mulder (Ret.) Transition Improvement Act of 2019’’. 

SEC. 2. TAP DEFINED. 

In this Act, the term ‘‘TAP’’ means the Transition Assistance Program under sections 1142 and 1144 of title 10, United States Code. 

SEC. 3. ACCESS FOR THE SECRETARIES OF LABOR AND VETERANS AFFAIRS TO THE FEDERAL 

DIRECTORY OF NEW HIRES. 

Section 453A(h) of the Social Security Act (42 U.S.C. 653a(h)) is amended by adding at the end the following new paragraph: 

‘‘(4) VETERAN EMPLOYMENT.—The Secretaries of Labor and of Veterans Affairs 

shall have access to information reported by employers pursuant to subsection 

(b) of this section for purposes of tracking employment of veterans.’’. 

SEC. 4. PILOT PROGRAM FOR OFF-BASE TRANSITION TRAINING FOR VETERANS AND 

SPOUSES. 

(a) EXTENSION OF PILOT PROGRAM.—Subsection (a) of section 301 of the Dignified 

Burial and Other Veterans’ Benefits Improvement Act of 2012 (Public Law 112–260; 

10 U.S.C. 1144 note) is amended— 

(1) by striking ‘‘During the two-year period beginning on the date of the enactment of this Act’’ and inserting ‘‘During the five-year period beginning on the 

date of the enactment of the Navy SEAL Chief Petty Officer William ‘Bill’ 

Mulder (Ret.) Transition Improvement Act of 2019’’; and 

(2) by striking ‘‘to assess the feasibility and advisability of providing such program to eligible individuals at locations other than military installations’’. 

(b) LOCATIONS.—Subsection (c) of such section is amended— 

(1) in paragraph (1), by striking ‘‘not less than three and not more than five 

States’’ and inserting ‘‘not fewer than 50 locations in States (as defined in section 101 of title 38, United States Code)’’; and 

(2) in paragraph (2), by striking ‘‘at least two’’ and inserting ‘‘at least 20’’. 

(c) CONFORMING REPEAL.—Subsection (f) of such section is repealed. 

SEC. 5. GRANTS FOR PROVISION OF TRANSITION ASSISTANCE TO MEMBERS OF THE ARMED 

FORCES AFTER SEPARATION, RETIREMENT, OR DISCHARGE. 

(a) IN GENERAL.—The Secretary of Veterans Affairs shall make grants to eligible 

organizations for the provision of transition assistance to members of the Armed 

Forces who are separated, retired, or discharged from the Armed Forces, and 

spouses of such members. 

(b) USE OF FUNDS.—The recipient of a grant under this section shall use the grant 

to provide to members of the Armed Forces and spouses described in subsection (a) 

resume assistance, interview training, job recruitment training, and related services 

leading directly to successful transition, as determined by the Secretary. 

(c) ELIGIBLE ORGANIZATIONS.—To be eligible for a grant under this section, an organization shall submit to the Secretary an application containing such information 

and assurances as the Secretary, in consultation with the Secretary of Labor, may 

require. 

(d) PRIORITY FOR HUBS OF SERVICES.—In making grants under this section, the 

Secretary shall give priority to an organization that provides multiple forms of services described in subsection (b). 

(e) AMOUNT OF GRANT.—A grant under this section shall be in an amount that 

does not exceed 50 percent of the amount required by the organization to provide 

the services described in subsection (b). 

(f) DEADLINE.—The Secretary shall carry out this section not later than six 

months after the effective date of this Act. 

(g) TERMINATION.—The authority to provide a grant under this section shall terminate on the date that is five years after the date on which the Secretary implements the grant program under this section. 

(h) AUTHORIZATION OF APPROPRIATIONS.—There is authorized to be appropriated 

$10,000,000 to carry out this section. 

SEC. 6. ONE-YEAR INDEPENDENT ASSESSMENT OF THE EFFECTIVENESS OF TAP. 

(a) INDEPENDENT ASSESSMENT.—Not later than 90 days after the date of the enactment of this Act, the Secretary of Veterans Affairs, in consultation with the covVerDate Sep 11 2014 07:24 May 21, 2019 Jkt 089006 PO 00000 Frm 00002 Fmt 6659 Sfmt 6621 E:\HR\OC\HR073P1.XXX HR073P1
3 

ered officials, shall enter into an agreement with an appropriate entity with experience in adult education to carry out a one-year independent assessment of TAP, including— 

(1) the effectiveness of TAP for members of each military department during 

the entire military life cycle; 

(2) the appropriateness of the TAP career readiness standards; 

(3) a review of information that is provided to the Department of Veterans 

Affairs under TAP, including mental health data; 

(4) whether TAP effectively addresses the challenges veterans face entering 

the civilian workforce and in translating experience and skills from military 

service to the job market; 

(5) whether TAP effectively addresses the challenges faced by the families of 

veterans making the transition to civilian life; 

(6) appropriate metrics regarding TAP outcomes for members of the Armed 

Forces one year after separation, retirement, or discharge from the Armed 

Forces; 

(7) what the Secretary, in consultation with the covered officials and veterans 

service organizations determine to be successful outcomes for TAP; 

(8) whether members of the Armed Forces achieve successful outcomes for 

TAP, as determined under paragraph (7); 

(9) how the Secretary and the covered officials provide feedback to each other 

regarding such outcomes; 

(10) recommendations for the Secretaries of the military departments regarding how to improve outcomes for members of the Armed Forces after separation, 

retirement, and discharge; and 

(11) other topics the Secretary and the covered officials determine would aid 

members of the Armed Forces as they transition to civilian life. 

(b) REPORT.—Not later than 90 days after the completion of the independent assessment under subsection (a), the Secretary and the covered officials, shall submit 

to the Committees on Veterans’ Affairs of the Senate and House of Representatives 

and the Committees on Armed Services of the Senate and House of Representatives— 

(1) the findings and recommendations (including recommended legislation) of 

the independent assessment prepared by the entity described in subsection (a); 

and 

(2) responses of the Secretary and the covered officials to the findings and recommendations described in paragraph (1). 

(c) DEFINITIONS.—In this section: 

(1) The term ‘‘covered officials’’ is comprised of— 

(A) the Secretary of Defense; 

(B) the Secretary of Labor; 

(C) the Administrator of the Small Business Administration; and 

(D) the Secretaries of the military departments. 

(2) The term ‘‘military department’’ has the meaning given that term in section 101 of title 10, United States Code. 

SEC. 7. LONGITUDINAL STUDY ON CHANGES TO TAP. 

(a) STUDY.—Not later than 90 days after the date of the enactment of this Act, 

the Secretary of Veterans Affairs, in consultation with the Secretaries of Defense 

and Labor and the Administrator of the Small Business Administration, shall conduct a five-year longitudinal study regarding TAP on three separate cohorts of members of the Armed Forces who have separated from the Armed Forces, including— 

(1) a cohort that has attended TAP counseling as implemented on the date 

of the enactment of this Act; 

(2) a cohort that attends TAP counseling after the Secretaries of Defense and 

Labor implement changes recommended in the report under section 6(b) of this 

Act; and 

(3) a cohort that has not attended TAP counseling. 

(b) PROGRESS REPORTS.—Not later than 90 days after the day that is one year 

after the date of the initiation of the study under subsection (a) and annually thereafter for the three subsequent years, the Secretaries of Veterans Affairs, Defense, 

and Labor, and the Administrator of the Small Business Administration, shall submit to the Committees on Veterans’ Affairs of the Senate and House of Representatives and the Committees on Armed Services of the Senate and House of Representatives a progress report of activities under the study during the immediately preceding year. 

(c) FINAL REPORT.—Not later than 180 days after the completion of the study 

under subsection (a), the Secretaries of Veterans Affairs, Defense, and Labor, and 

the Administrator of the Small Business Administration, shall submit to the ComVerDate Sep 11 2014 07:24 May 21, 2019 Jkt 089006 PO 00000 Frm 00003 Fmt 6659 Sfmt 6621 E:\HR\OC\HR073P1.XXX HR073P1
4 

mittees on Veterans’ Affairs of the Senate and House of Representatives and the 

Committees on Armed Services of the Senate and House of Representatives a report 

of final findings and recommendations based on the study. 

(d) ELEMENTS.—The final report under subsection (c) shall include information regarding the following: 

(1) The percentage of each cohort that received unemployment benefits during 

the study. 

(2) The numbers of months members of each cohort were employed during the 

study. 

(3) Annual starting and ending salaries of members of each cohort who were 

employed during the study. 

(4) How many members of each cohort enrolled in an institution of higher 

learning, as that term is defined in section 3452(f) of title 38, United States 

Code. 

(5) The academic credit hours, degrees, and certificates obtained by members 

of each cohort during the study. 

(6) The annual income of members of each cohort. 

(7) The total household income of members of each cohort. 

(8) How many members of each cohort own their principal residences. 

(9) How many dependents that members of each cohort have. 

(10) The percentage of each cohort that achieves a successful outcome for 

TAP, as determined under section 6(a)(7) of this Act. 

(11) Other criteria the Secretaries and the Administrator of the Small Business Administration determine appropriate. 

PURPOSE AND SUMMARY

H.R. 2326, the ‘‘Navy SEAL Chief Petty Officer William Bill 

Mulder (Ret.) Transition Improvement Act of 2019,’’ was introduced 

by Representative Mike Levin, Chairman of the Subcommittee on 

Economic Opportunity, on April 15, 2019. H.R. 2326 would create 

a pilot program for transition training in locations outside of military installations to make the transition process easier and more 

convenient for veterans and spouses. Providing transition training 

in alternative locations would give servicemembers and their 

spouses more time to access resources and digest the information 

provided to them, while living in their new community. The legislation would also create a grant program for organizations to provide 

multiple transition assistance services such as resume assistance, 

interview training, and job recruitment training from a central 

source. Currently, veterans must navigate several organizations to 

access these resources. 

Lastly, it would require a one-year independent assessment of 

the effectiveness of the transition assistance program (TAP) and 

expand access to better employment data at the Departments of 

Labor and Veterans Affairs. 

The pilot program would be authorized during the five-year period beginning on the date of enactment of the Navy SEAL Chief 

Petty Officer William ‘Bill’ Mulder (Ret.) Transition Improvement 

Act of 2019. 

The one-year independent assessment of the effectiveness of TAP 

would be conducted not later than 90 days after the enactment of 

the Act. This study would be carried out for one year, and upon 

completion the Secretary would be required to submit the findings 

to the Committees on Veterans’ Affairs of the Senate and House of 

Representatives and the Committees on Armed Services of the Senate and House of Representatives. 

5 

BACKGROUND AND NEED FOR LEGISLATION

With passage into law of H.R. 4739 in the 101st Congress, the 

National Defense Authorization Act for Fiscal Year 1991, section 

1144 established employment assistance, joint training assistance, 

and other transition services for spouses and members of the 

armed forces during the 180-day period before the servicemember 

is separated from active duty. The services to be carried out were 

to furnish counseling, assist in identifying employment and training opportunities, help in obtaining such employment and training, 

and provide other related information and services to members of 

the armed forces and their spouses under the jurisdiction of the 

service branches. 

Additional improvements to the transition assistance process 

were made under Public Law 112–56, the Vow to Hire Heroes Act, 

in 2011. This legislation included mandatory participation of all 

service members and improved transition resources by lengthening 

the process and lowering class sizes. 

With the passage of the VOW to Hire Heroes Act of 2011 (P.L. 

112–56), all but a few servicemembers are required to participate 

in the TAP program. While the program has been around for many 

years, the current iteration is called Transition GPS (Goals, Plan, 

and Success) and is a five-day course. The first day of training is 

taught by Department of Defense (DOD) staff and contractors. It 

focuses on financial counseling and training, beginning an individual transition plan, and service specific programing. The second, 

third, and fourth days of training are taught by a Department of 

Labor (DOL) contractor and consist of the employment workshop 

that focuses on employment trends, job search training, resume 

writing, mock interviews, use of LinkedIn, and other career services. The final day is taught by VA contractors and focuses on explaining the myriad of benefits the Department of Veterans Affairs 

(VA) can provide servicemembers and their families when they become veterans. 

There are also three additional two-day training tracks available 

to servicemembers that focus on accessing higher education, vocational training, and small business training. While these additional 

two-day tracks are optional, section 1144(f)(2) of title 10, United 

States Code (U.S.C.) requires that commanders allow 

servicemembers to attend these tracks if they wish to participate. 

Once servicemembers have completed TAP, they must complete 

their individual transition plans and meet what DOD calls ‘‘career 

readiness standards.’’ These standards are based on 

servicemembers’ plans for when they leave the military. If the 

readiness standards are not met, DOD is required to provide a 

‘‘warm handover’’ to other agencies to help servicemembers receive 

additional services to meet the career readiness standards. 

Following a report from the U.S. Government Accountability Office in 2017 (GAO–18–23), it was found the VOW to Hire Heroes 

Act compliance rates that DOD publicly reported were not based on 

all eligible servicemembers—they excluded servicemembers for 

whom DOD lacked data. For example, had DOD included all 

transitioning National Guard and Reserve members—including 

those for whom they lacked participation data—the resulting participation rate for Guard and Reserve members may have been as 

6 

low as 47 percent compared to 94 percent, which DOD publicly reported in fiscal year 2016. In November 2016, DOD launched a new 

data collection system that officials say will improve data completeness and reporting abilities. 

In fiscal year 2016, DOD met its goal of 85 percent of active duty 

servicemembers (excluding members of the National Guard and Reserves) attaining VOW Act requirements and career readiness 

standards, according to the Government Accountability Office 

(GAO). However, fewer than half of all eligible servicemembers 

completed TAP on time—90 days or more before separation. In response to those findings, Congress included Section 552 in the Fiscal Year 2019 National Defense Authorization Act to improve TAP 

and address the military transition process. 

H.R. 2326 would direct DOL, VA, and the Small Business Administration (SBA) to evaluate the existing effectiveness of TAP, 

and create a pilot program for providing TAP outside of military 

bases. ‘‘Off-base TAP’’ is designed to ease the process of participation for service-members, veterans, and spouses who may have difficulty attending classes on bases. 

The Committee remains concerned with the significant amount of 

information service-members are provided and expected to understand in the short time period that TAP is offered. The Committee 

urges VA to consider locations with a disproportionately high number of service-members, veterans, and homelessness when choosing 

locations for the off-base pilot sites. 

Section 3. Access for the Secretaries of Labor and Veterans Affairs 

to the Federal Directory of New Hires 

DOL’s Veterans Employment and Training Service (VETS) is responsible for providing grants to states to fund workforce development staff that specifically assist veterans with job placement and 

training. Despite the use of state wage records by state workforce 

agencies, there has never been an accurate way to track if the services provided state staffs result in positive employment outcomes 

for veterans. The Personal Responsibility and Work Opportunity 

Reconciliation Act of 1996 (P.L. 104–193) created the National Directory of New Hires that was designed to use state employment 

and unemployment data and Federal agencies’ data to help state 

agencies track down non-custodial parents who owe child support. 

Employers across the country are required to notify the new hires 

directory when they hire a new employee. This requirement makes 

this directory the most up-to-date system for tracking employment 

in the country. 

This section would give VETS and VA access to this data system 

which would allow these departments the ability to track, in real 

time, when a participant in VETS and a VA program receives a 

new job. This will help improve programs and provide better accountability of services being provided by both VETS and other readjustment benefits provided by VA. Additionally, this would complement other sections of this bill that are working towards providing a realistic view of employment outcomes that may or may 

not result from TAP training. 

7 

1https://www.gao.gov/assets/680/671459.pdf 

Section 4. Pilot Program for Off-Base Transition Training for Veterans and Spouses 

Section 1144 of title 10, (U.S.C.) requires all servicemembers participate in the TAP program (few exceptions exist). This requirement was enacted as part of the VOW to Hire Heroes Act of 2011 

(P.L. 112–56). However, prior to this requirement, only the United 

States Marine Corps mandated such training, and consequently 

there are entire generations of veterans who may have been unable 

use the TAP training to help them successfully transition. The 

Committee believes that veterans, even those that received TAP 

training as part of their transition, could benefit from the updated 

GPS curriculum especially as it relates to new employment search 

training and new veterans benefits. Yet it can be difficult for veterans to return to military installations to receive TAP training. In 

2013, Congress recognized that it could be beneficial for veterans 

to access TAP training at off-base locations and authorized VETS 

to conduct a two-year pilot program to provide TAP training in offbase locations in three to four states. The pilot program consisted 

of the three-day DOL employment workshop and information regarding VA benefits. 

In its review of the pilot program, GAO concluded that state 

workforce staff believed the pilot program was beneficial but VETS’ 

poor design of the pilot and low participation rates made it difficult 

to conclude whether the program was of value. GAO stated that 

VETS’ design of the pilot, ‘‘leaves unanswered key questions about 

the need for the program, the pilot’s role amid other federal programs, and the goals and objectives for measuring its progress.’’ 1

Despite VETS poor implementation of this pilot program, the Committee believes off-base TAP training is worth re-examining. Therefore, this section would authorize VETS to conduct a new five-year 

pilot program to teach TAP classes at off-base locations. The Committee hopes that VETS will incorporate the recommendations 

from the GAO’s review of the last pilot program and prioritize 

funding to conduct this program. The Committee also believes that 

former military spouses could also benefit from training provided 

at off-based locations. 

Sec. 5. Grants for Provision of Treatment Assistance to Members of 

the Armed Forces After Separation, Retirement, or Discharge 

In order to review the progress of TAP and improve a 

servicemember’s transition to civilian life, the Subcommittee on 

Economic Opportunity held three bipartisan roundtables in 2018 

with representatives from all parties interested in improving TAP, 

including: VA, DoL, DoD, each of the military services, veteran 

service organizations, and community non-profits that provide transition services to veterans. The Subcommittee on Economic Opportunity’s roundtables in the 115th Congress found that one key TAP 

and transition improvement was to make the wealth of resources 

available to transitioning servicemembers at the local level from 

non-governmental sources more available to transitioning 

servicemembers and veterans. The Subcommittee heard from community providers from Cincinnati, OH, Tampa, FL, Jacksonville, 

FL, and Colorado Springs, CO about innovative programs that proVerDate Sep 11 2014 07:24 May 21, 2019 Jkt 089006 PO 00000 Frm 00007 Fmt 6659 Sfmt 6602 E:\HR\OC\HR073P1.XXX HR073P1
8 

vide transition services to servicemembers, and in some cases act 

as a clearing house or one-stop-shop to connect servicemembers to 

existing resources within a community. The Committee believes 

these community programs can be important as they are able to 

provide transition training and services to a servicemember on a 

more individualized level than the government training provided 

by TAP. To support these programs, this section would authorize 

VA to set up a five-year, $10 million pilot program that would provide grants to eligible community providers to provide transition 

training and services. To ensure these programs are truly innovative programs from the community, the section would further require that funds would only cover 50% of the cost of transition 

training and services provided by this grant. Finally, the section 

would require that VA give priority of grant funds authorized by 

this section to organizations that act as a hub or provide multiple 

types of services to transitioning servicemembers. The Committee 

believes this pilot program will help provide funding to these innovative programs that help veterans and is worth the investment to 

examine if funding such programs will result in long term outcomes for servicemembers. 

Section 6. One-Year Independent Assessment of the Effectiveness of 

TAP 

While the curriculum of the TAP has changed over the years, 

each new iteration has been created and reviewed by government 

employees and to the Committee’s knowledge there has never been 

a true independent review of the curriculum to see if the training 

is really meeting the needs of servicemembers to provide a seamless transition to civilian life. To address this issue, this section 

would require VA, in consultation with DOD, DOL, SBA, and the 

military service branches to contract with an appropriate entity 

with experience in adult education to conduct a one-year independent assessment of TAP. This assessment would examine: the 

effectiveness of the military life cycle, appropriateness of the career 

readiness standards, review of information provided by VA in TAP, 

including mental health data, and a review and determination TAP 

measures of successful outcomes and if servicemembers are meeting this standard. Not later than 90 days following this study, the 

departments would be required to submit a report to the House 

and Senate Committees on Veterans’ Affairs and Armed Services 

on the findings and recommendations of this assessment. The Committee believes this independent assessment is critical to judging 

the performance of TAP and believes the requirement to define realistic outcomes will help inform future policy changes to this program. 

Section 7. Longitudinal Study on Changes to TAP 

Although TAP has been in existence for decades, serious questions remain regarding TAP’s direct impact on a servicemember’s 

transition. For too long, VA, DOL, and DOD have relied on anecdotal evidence and exit surveys of servicemembers concluding they 

were more prepared for transition after attending TAP to track the 

program’s performance. While such surveys and evidence are helpful data points, there has never been a study that tracked the longterm outcomes of TAP training. To address this issue, this section 

9 

would authorize VA to conduct an extensive five-year longitudinal 

study on outcomes of TAP participants. The study will examine the 

outcomes of those who received TAP training before the enactment 

of the changes in this bill, compared to those who completed the 

new version of TAP following this bill’s enactment. These outcomes 

will be compared with outcomes of those who did not receive TAP 

training. The Committee believes this longitudinal study will enable policy makers to measure the long-term outcomes of TAP and 

provide data to make future changes if the study suggests they are 

warranted. 

HEARINGS

For the purposes of section 103(i) of H. Res. 6 of the 116th Congress—the following hearings and meetings were used to develop 

or consider H.R. 2326. 

On April 9, 2019, the Subcommittee on Economic Opportunity 

conducted a legislative hearing on various bills introduced during 

the 116th Congress, including H.R. 2326. 

The following witnesses testified: 

Ms. Margarita Devlin, Principal Deputy Under Secretary for 

Benefits, Veterans Benefits Administration, U.S. Department 

of Veterans Affairs. Ms. Ashlynne Haycock, Deputy Policy Director, Education Support Services, Tragedy Assistance Program for Survivors (TAPS). Mr. Patrick Murray, Deputy Director, National Legislative Service, The Veterans of Foreign 

Wars. Mr. John Kamin, Credentialing and Education Policy 

Associate, National Veterans Employment and Education Division, The American Legion. Ms. Rebecca Burgess, Program 

Manager Citizenship Project, American Enterprise Institute. 

Statements for the record were submitted by: 

Disabled American Veterans 

SUBCOMMITTEE CONSIDERATION

On May 1, 2019, the Subcommittee on Economic Opportunity 

met in an open markup session, a quorum being present, and ordered H.R. 2326, as amended reported favorably to the Committee 

on Veterans’ Affairs by voice vote. 

During the May 1, 2019 consideration, the Subcommittee considered H.R. 2326 as an amendment in the nature of a substitute to 

correct drafting errors. No other amendments were offered. 

COMMITTEE CONSIDERATION

On May 8, 2019, the Committee on Veterans’ Affairs met in an 

open markup session, a quorum being present, and ordered H.R. 

2326, as amended reported favorably to the House of Representatives by voice vote. 

COMMITTEE VOTES

Clause 3(b) of rule XIII of the Rules of the House of Representatives requires the Committee to list the recorded votes on the motion to report the legislation and amendments thereto. There were 

no recorded votes taken on amendments or in connection with ordering H.R. 2326, as amended reported to the House. A motion by 

10 

Ranking Member Phil Roe of Tennessee to report H.R. 2326, as 

amended favorably to the House of Representatives was agreed to 

by voice vote. 

COMMITTEE OVERSIGHT FINDINGS

In compliance with clause 3(c)(1) of rule XIII and clause (2)(b)(1) 

of rule X of the Rules of the House of Representatives, the Committee’s oversight findings and recommendations are reflected in the 

descriptive portions of this report. 

STATEMENT OF GENERAL PERFORMANCE GOALS AND OBJECTIVES

In accordance with clause 3(c)(4) of rule XIII of the Rules of the 

House of Representatives, the Committee’s performance goals and 

objectives are to improve and evaluate the transition of 

servicemembers from military to civilian life through a expansion 

of transition sites and tracking long-term outcomes. 

NEW BUDGET AUTHORITY, ENTITLEMENT AUTHORITY, AND TAX

EXPENDITURES

In compliance with clause 3(c)(2) of rule XIII of the Rules of the 

House of Representatives, the Committee adopts as its own the estimate of new budget authority, entitlement authority, or tax expenditures or revenues contained in the cost estimate prepared by 

the Director of the Congressional Budget Office pursuant to section 

402 of the Congressional Budget Act of 1974. 

EARMARKS AND TAX AND TARIFF BENEFITS

H.R. 2326 does not contain any Congressional earmarks, limited 

tax benefits, or limited tariff benefits as defined in clause 9 of rule 

XXI of the Rules of the House of Representatives. 

COMMITTEE COST ESTIMATE

The Committee adopts as its own the cost estimate on H.R. 2326 

prepared by the Director of the Congressional Budget Office pursuant to section 402 of the Congressional Budget Act of 1974. 

CONGRESSIONAL BUDGET OFFICE COST ESTIMATE

With respect to the requirements of clause 3(c)(2) of rule XIII of 

the Rules of the House of Representatives and section 308(a) of the 

Congressional Budget Act of 1974 and with respect to requirements 

of clause (3)(c)(3) of rule XIII of the Rules of the House of Representatives and section 402 of the Congressional Budget Act of 

1974, the Committee has requested but not received a cost estimate 

for this bill from the Director of Congressional Budget Office. The 

Committee has requested but not received from the Director of the 

Congressional Budget Office a statement as to whether this bill 

contains any new budget authority, spending authority, credit authority, or an increase or decrease in revenues or tax expenditures. 

FEDERAL MANDATES STATEMENT

The Committee adopts as its own the estimate of Federal mandates regarding H.R. 2326 prepared by the Director of the CongresVerDate Sep 11 2014 07:24 May 21, 2019 Jkt 089006 PO 00000 Frm 00010 Fmt 6659 Sfmt 6602 E:\HR\OC\HR073P1.XXX HR073P1
11 

sional Budget Office pursuant to section 423 of the Unfunded Mandates Reform Act. 

ADVISORY COMMITTEE STATEMENT

No advisory committees within the meaning of section 5(b) of the 

Federal Advisory Committee Act would be created by H.R.2326. 

CONSTITUTIONAL AUTHORITY STATEMENT

Pursuant to Article I, section 8 of the United States Constitution, 

H.R. 2326 is authorized by Congress’ power to ‘‘provide for the common Defense and general Welfare of the United States.’’ 

APPLICABILITY TO LEGISLATIVE BRANCH

The Committee finds that H.R. 2326 does not relate to the terms 

and conditions of employment or access to public services or accommodations within the legislative branch. 

STATEMENT ON DUPLICATION OF FEDERAL PROGRAMS

Pursuant to clause 3(c)(5) of rule XIII of the Rules of the House 

of Representatives, the Committee finds that no provision of H.R. 

2326 establishes or reauthorizes a program of the Federal Government known to be duplicative of another Federal program, a program that was included in any report from the Government Accountability Office to Congress pursuant to section 21 of Public 

Law 111–139, or a program related to a program identified in the 

most recent Catalog of Federal Domestic Assistance. 

DISCLOSURE OF DIRECTED RULEMAKING

Pursuant to clause 3(c)(5) of rule XIII, the Committee estimates 

that H.R. 2326 contains no directed rule making that would require 

the Secretary to prescribe regulations. 

SECTION-BY-SECTION ANALYSIS OF THE LEGISLATION

Section 1: Short Title: Section one would establish the short title 

‘‘Navy SEAL Chief Petty Officer William ‘‘Bill’’ Mulder (Ret.) Transition Improvement Act of 2019’’. 

Sec 2: Defines TAP for the purposes of this legislation 

Sec 3: Provides the Secretaries of Labor and Veterans Affairs access to employment statistics gathered by the Social Security Administration. 

Sec 4: Creates a pilot program that allows for the establishment 

of sites where veterans and spouses may access transition training 

at locations other than military installations. 

Sec 5: Authorizes the VA to make grants available to eligible organizations for transition assistance programs such as resume assistance, interview training, job recruitment training, and related 

services. 

Sec 6: Requires VA to enter into an agreement with an entity 

with experience in adult education to carry out a one-year independent assessment of TAP, and provide the findings to Congress. 

Sec 7: Requires VA, in consultation with DOD, DOL, and SBA, 

to conduct a five year longitudinal study of TAP comparing the efVerDate Sep 11 2014 07:24 May 21, 2019 Jkt 089006 PO 00000 Frm 00011 Fmt 6659 Sfmt 6602 E:\HR\OC\HR073P1.XXX HR073P1
12 

fectiveness of using the program. This report will also be provided 

to Congress. 

CHANGES IN EXISTING LAW MADE BY THE BILL, AS REPORTED

In compliance with clause 3(e) of rule XIII of the Rules of the 

House of Representatives, changes in existing law made by the bill, 

as reported, are shown as follows (existing law proposed to be omitted is enclosed in black brackets, new matter is printed in italic, 

existing law in which no change is proposed is shown in roman): 

CHANGES IN EXISTING LAW MADE BY THE BILL, AS REPORTED

In compliance with clause 3(e) of rule XIII of the Rules of the 

House of Representatives, changes in existing law made by the bill, 

as reported, are shown as follows (existing law proposed to be omitted is enclosed in black brackets, new matter is printed in italic, 

and existing law in which no change is proposed is shown in 

roman): 

SOCIAL SECURITY ACT 

* * * * * * * 

TITLE IV—GRANTS TO STATES FOR AID AND SERVICES TO 

NEEDY FAMILIES WITH CHILDREN AND FOR CHILD-WELFARE SERVICES 

* * * * * * * 

PART D—CHILD SUPPORT AND ESTABLISHMENT OF PATERNITY

* * * * * * * 

SEC. 453A. STATE DIRECTORY OF NEW HIRES. 

(a) ESTABLISHMENT.— 

(1) IN GENERAL.— 

(A) REQUIREMENT FOR STATES THAT HAVE NO DIRECTORY.—Except as provided in subparagraph (B), not later 

than October 1, 1997, each State shall establish an automated directory (to be known as the ‘‘State Directory of 

New Hires’’) which shall contain information supplied in 

accordance with subsection (b) by employers on each newly 

hired employee. 

(B) STATES WITH NEW HIRE REPORTING LAW IN EXISTENCE.—A State which has a new hire reporting law in existence on the date of the enactment of this section may 

continue to operate under the State law, but the State 

must meet the requirements of subsection (g)(2) not later 

than October 1, 1997, and the requirements of this section 

(other than subsection (g)(2)) not later than October 1, 

1998. 

(2) DEFINITIONS.—As used in this section: 

(A) EMPLOYEE.—The term ‘‘employee’’— 

(i) means an individual who is an employee within 

the meaning of chapter 24 of the Internal Revenue 

Code of 1986; and 

13 

(ii) does not include an employee of a Federal or 

State agency performing intelligence or counterintelligence functions, if the head of such agency has determined that reporting pursuant to paragraph (1) with 

respect to the employee could endanger the safety of 

the employee or compromise an ongoing investigation 

or intelligence mission. 

(B) EMPLOYER.— (i) IN GENERAL.—The term ‘‘employer’’ has the 

meaning given such term in section 3401(d) of the Internal Revenue Code of 1986 and includes any governmental entity and any labor organization. 

(ii) LABOR ORGANIZATION.—The term ‘‘labor organization’’ shall have the meaning given such term in section 2(5) of the National Labor Relations Act, and includes any entity (also known as a ‘‘hiring hall’’) which 

is used by the organization and an employer to carry 

out requirements described in section 8(f)(3) of such 

Act of an agreement between the organization and the 

employer. 

(C) NEWLY HIRED EMPLOYEE.—The term ‘‘newly hired 

employee’’ means an employee who— 

(i) has not previously been employed by the employer; or 

(ii) was previously employed by the employer but 

has been separated from such prior employment for at 

least 60 consecutive days. 

(b) EMPLOYER INFORMATION.— (1) REPORTING REQUIREMENT.— 

(A) IN GENERAL.—Except as provided in subparagraphs 

(B) and (C), each employer shall furnish to the Directory 

of New Hires of the State in which a newly hired employee 

works, a report that contains the name, address, and social 

security number of the employee, the date services for remuneration were first performed by the employee, and the 

name and address of, and identifying number assigned 

under section 6109 of the Internal Revenue Code of 1986 

to, the employer. 

(B) MULTISTATE EMPLOYERS.—An employer that has employees who are employed in 2 or more States and that 

transmits reports magnetically or electronically may comply with subparagraph (A) by designating 1 State in which 

such employer has employees to which the employer will 

transmit the report described in subparagraph (A), and 

transmitting such report to such State. Any employer that 

transmits reports pursuant to this subparagraph shall notify the Secretary in writing as to which State such employer designates for the purpose of sending reports. 

(C) FEDERAL GOVERNMENT EMPLOYERS.—Any department, agency, or instrumentality of the United States shall 

comply with subparagraph (A) by transmitting the report 

described in subparagraph (A) to the National Directory of 

New Hires established pursuant to section 453. 

(2) TIMING OF REPORT.—Each State may provide the time 

within which the report required by paragraph (1) shall be 

14 

made with respect to an employee, but such report shall be 

made— 

(A) not later than 20 days after the date the employer 

hires the employee; or 

(B) in the case of an employer transmitting reports magnetically or electronically, by 2 monthly transmissions (if 

necessary) not less than 12 days nor more than 16 days 

apart. 

(c) REPORTING FORMAT AND METHOD.—Each report required by 

subsection (b) shall, to the extent practicable, be made on a W–4 

form or, at the option of the employer, an equivalent form, and may 

be transmitted by 1st class mail, magnetically, or electronically. 

(d) CIVIL MONEY PENALTIES ON NONCOMPLYING EMPLOYERS.— 

The State shall have the option to set a State civil money penalty 

which shall not exceed— 

(1) $25 per failure to meet the requirements of this section 

with respect to a newly hired employee; or 

(2) $500 if, under State law, the failure is the result of a conspiracy between the employer and the employee to not supply 

the required report or to supply a false or incomplete report. 

(e) ENTRY OF EMPLOYER INFORMATION.—Information shall be entered into the data base maintained by the State Directory of New 

Hires within 5 business days of receipt from an employer pursuant 

to subsection (b). 

(f) INFORMATION COMPARISONS.— (1) IN GENERAL.—Not later than May 1, 1998, an agency designated by the State shall, directly or by contract, conduct 

automated comparisons of the social security numbers reported 

by employers pursuant to subsection (b) and the social security 

numbers appearing in the records of the State case registry for 

cases being enforced under the State plan. 

(2) NOTICE OF MATCH.—When an information comparison 

conducted under paragraph (1) reveals a match with respect to 

the social security number of an individual required to provide 

support under a support order, the State Directory of New 

Hires shall provide the agency administering the State plan 

approved under this part of the appropriate State with the 

name, address, and social security number of the employee to 

whom the social security number is assigned, and the name 

and address of, and identifying number assigned under section 

6109 of the Internal Revenue Code of 1986 to, the employer. 

(g) TRANSMISSION OF INFORMATION.— 

(1) TRANSMISSION OF WAGE WITHHOLDING NOTICES TO EMPLOYERS.—Within 2 business days after the date information 

regarding a newly hired employee is entered into the State Directory of New Hires, the State agency enforcing the employee’s child support obligation shall transmit a notice to the employer of the employee directing the employer to withhold from 

the income of the employee an amount equal to the monthly 

(or other periodic) child support obligation (including any past 

due support obligation) of the employee, unless the employee’s 

income is not subject to withholding pursuant to section 

466(b)(3). 

(2) TRANSMISSIONS TO THE NATIONAL DIRECTORY OF NEW

HIRES.— 

15 

(A) NEW HIRE INFORMATION.—Within 3 business days 

after the date information regarding a newly hired employee is entered into the State Directory of New Hires, 

the State Directory of New Hires shall furnish the information to the National Directory of New Hires. 

(B) WAGE AND UNEMPLOYMENT COMPENSATION INFORMA- TION.—The State Directory of New Hires shall, on a quarterly basis, furnish to the National Directory of New Hires 

information concerning the wages and unemployment compensation paid to individuals, by such dates, in such format, and containing such information as the Secretary of 

Health and Human Services shall specify in regulations. 

(3) BUSINESS DAY DEFINED.—As used in this subsection, the 

term ‘‘business day’’ means a day on which State offices are 

open for regular business. 

(h) OTHER USES OF NEW HIRE INFORMATION.— 

(1) LOCATION OF CHILD SUPPORT OBLIGORS.—The agency administering the State plan approved under this part shall use 

information received pursuant to subsection (f)(2) to locate individuals for purposes of establishing paternity and establishing, modifying, and enforcing child support obligations, and 

may disclose such information to any agent of the agency that 

is under contract with the agency to carry out such purposes. 

(2) VERIFICATION OF ELIGIBILITY FOR CERTAIN PROGRAMS.—A 

State agency responsible for administering a program specified 

in section 1137(b) shall have access to information reported by 

employers pursuant to subsection (b) of this section for purposes of verifying eligibility for the program. 

(3) ADMINISTRATION OF EMPLOYMENT SECURITY AND WORKERS’ COMPENSATION.—State agencies operating employment security and workers’ compensation programs shall have access 

to information reported by employers pursuant to subsection 

(b) for the purposes of administering such programs. 

(4) VETERAN EMPLOYMENT.—The Secretaries of Labor and of 

Veterans Affairs shall have access to information reported by 

employers pursuant to subsection (b) of this section for purposes 

of tracking employment of veterans. 

* * * * * * * 

DIGNIFIED BURIAL AND OTHER VETERANS’ BENEFITS 

IMPROVEMENT ACT OF 2012 

* * * * * * * 

TITLE III—OTHER MATTERS 

SEC. 301. OFF-BASE TRANSITION TRAINING FOR VETERANS AND 

THEIR SPOUSES. 

(a) PROVISION OF OFF-BASE TRANSITION TRAINING.—øDuring the 

two-year period beginning on the date of the enactment of this Act¿ 

During the five-year period beginning on the date of the enactment 

of the Navy SEAL Chief Petty Officer William ‘‘Bill’’ Mulder (Ret.) 

Transition Improvement Act of 2019, the Secretary of Labor shall 

16 

provide the Transition Assistance Program under section 1144 of 

title 10, United States Code, to eligible individuals at locations 

other than military installations øto assess the feasibility and advisability of providing such program to eligible individuals at locations other than military installations¿. (b) ELIGIBLE INDIVIDUALS.—For purposes of this section, an eligible individual is a veteran or the spouse of a veteran. 

(c) LOCATIONS.— (1) NUMBER OF STATES.—The Secretary shall carry out the 

training under subsection (a) in ønot less than three and not 

more than five States¿ not fewer than 50 locations in States (as 

defined in section 101 of title 38, United States Code) selected 

by the Secretary for purposes of this section. 

(2) SELECTION OF STATES WITH HIGH UNEMPLOYMENT.—Of 

the States selected by the Secretary under paragraph (1), øat 

least two¿ at least 20 shall be States with high rates of unemployment among veterans. 

(3) NUMBER OF LOCATIONS IN EACH STATE.—The Secretary 

shall provide training under subsection (a) to eligible individuals at a sufficient number of locations within each State selected under this subsection to meet the needs of eligible individuals in such State. 

(4) SELECTION OF LOCATIONS.—The Secretary shall select locations for the provision of training under subsection (a) to facilitate access by participants and may not select any location 

on a military installation other than a National Guard or reserve facility that is not located on an active duty military installation. 

(d) INCLUSION OF INFORMATION ABOUT VETERANS BENEFITS.— 

The Secretary shall ensure that the training provided under subsection (a) generally follows the content of the Transition Assistance Program under section 1144 of title 10, United States Code. 

(e) ANNUAL REPORT.—Not later than March 1 of any year during 

which the Secretary provides training under subsection (a), the 

Secretary shall submit to Congress a report on the provision of 

such training. 

ø(f) COMPTROLLER GENERAL REPORT.—Not later than 180 days 

after the termination of the one-year period described in subsection 

(a), the Comptroller General of the United States shall submit to 

Congress a report on the training provided under such subsection. 

The report shall include the evaluation of the Comptroller General 

regarding the feasibility and advisability of carrying out off-base 

transition training at locations nationwide.¿ 

* * * * * * * 

Æ