Drug Policy Reform Act of 2021
A BILL
To reform United States drug policy, and for other purposes.
Sec. 2 Findings
Sec. 3 Sense of Congress
Sec. 4 Shift regulatory authority
Sec. 5 Eliminate criminal penalties for personal use possession
“(b) Personal use exception
“(1) A person possessing or using a controlled substance in an amount no greater than the benchmark amount (determined by the Commission on Substance Use, Health, and Safety established by the Drug Policy Reform Act of 2021) shall not be subject to a criminal or civil penalty under this section.
“(2) The suspected possession or use of a controlled substance in an amount no greater than the benchmark amount (determined by the Commission on Substance Use, Health, and Safety established by the Drug Policy Reform Act of 2021) shall not constitute a basis for detaining, searching, arresting, questioning or surveilling any person, or seizing property including, controlled substances and any items used for the ingestion, consumption, preparation, packaging, or storage of a controlled substance.
“(3) The suspected possession or use of a controlled substance in an amount no greater than the benchmark amount shall not constitute a basis for any referral to any immigration enforcement agency, U.S. Citizenship and Immigration Services, U.S. Immigration and Customs Enforcement, and U.S. Customs and Border Protection.”
Sec. 6 Commission on substance use, health, and safety
Sec. 7 Expungement and sealing of records
Sec. 8 Relief for individuals incarcerated or on supervision for certain drug convictions
Sec. 9 Eliminating collateral consequences of drug possession convictions
“(43) Aggravated felony—The term aggravated felony means—
“(A) murder, rape, or sexual abuse of a minor;
“(B) illicit trafficking in a controlled substance (as defined in section 102 of the Controlled Substances Act (21 U.S.C. 802)), including a drug trafficking crime (as defined in section 924(c) of title 18).”
Sec. 10 Protect voting rights
Sec. 11 Reinvest funds in supportive programs
“(1) Evidence-based regulations and education focused on protecting the health and safety of individuals who use controlled substances are necessary to ensure the general welfare of American people.
“(2) Since the enactment of the Comprehensive Drug Abuse Prevention and Control Act of 1970 the United States has expended substantial sums of funding on controlling personal consumption of controlled substances while prohibiting many services that could help ensure the safety of the consumer drug products in common use and safer conditions for individuals who use drugs. The United States has spent over $1 trillion on drug control since enactment of the Act and continues to spend over $47 million annually.
“(3) Drug offenses are the leading cause of arrest in the United States, remaining largely unchanged from 2010–2019, during which time over 10 million arrests were made for drug possession. Black individuals are arrested at rates far higher than their representation in the population and in far greater numbers than individuals in other demographic groups.
“(4) Drug arrests have significant collateral consequences, interfering or denying access to education, employment, housing, child custody, immigration, and public benefits.
“(5) Drug control strategies focused on criminalizing personal use of drugs have not achieved reductions in the availability, prevalence of use, prices, or incidence of drug overdose.
“(6) The criminalization of people who use drugs reduces the availability of resources for evidence-based compassionate drug education, addiction health services, including substance abuse treatment and medication assisted treatment, and other services focused on the health and safety of consumers.
“(7) Federal regulation of controlled substances pursuant to this subchapter shall promote the health, safety and welfare of individuals who use drugs and seek to prevent the harms of criminalizing individual users of drugs.”
Sec. 12 Evidence-based drug education
Sec. 13 Data collection and transparency
Sec. 14 Limitation of eligibility for funds
Sec. 15 Prohibition on criminal history inquiries prior to conditional offer for Federal employment
“92 Prohibition on criminal history inquiries prior to conditional offer
“9201. Definitions
“In this chapter—
“(1) the term agency means “Executive agency” as such term is defined in section 105 and includes—
“(A) the United States Postal Service and the Postal Regulatory Commission; and
“(B) the Executive Office of the President;
“(2) the term appointing authority means an employee in the executive branch of the Government of the United States that has authority to make appointments to positions in the civil service;
“(3) the term conditional offer means an offer of employment in a position in the civil service that is conditioned upon the results of a criminal history inquiry;
“(4) the term criminal history record information—
“(A) except as provided in subparagraphs (B) and (C), has the meaning given the term in section 9101(a);
“(B) includes any information described in the first sentence of section 9101(a)(2) that has been sealed or expunged pursuant to law; and
“(C) includes information collected by a criminal justice agency, relating to an act or alleged act of juvenile delinquency, that is analogous to criminal history record information (including such information that has been sealed or expunged pursuant to law); and
“(5) the term suspension has the meaning given the term in section 7501.
“9202. Limitations on requests for criminal history record information
“(a) Inquiries prior to conditional offer—Except as provided in subsections (b) and (c), an employee of an agency may not request, in oral or written form (including through the Declaration for Federal Employment (Office of Personnel Management Optional Form 306) or any similar successor form, the USAJOBS internet website, or any other electronic means) that an applicant for an appointment to a position in the civil service disclose criminal history record information regarding the applicant before the appointing authority extends a conditional offer to the applicant.
“(b) Otherwise required by law—The prohibition under subsection (a) shall not apply with respect to an applicant for a position in the civil service if consideration of criminal history record information prior to a conditional offer with respect to the position is otherwise required by law.
“(c) Exception for certain positions
“(1) In general—The prohibition under subsection (a) shall not apply with respect to an applicant for an appointment to a position—
“(A) that requires a determination of eligibility described in clause (i), (ii), or (iii) of section 9101(b)(1)(A);
“(B) as a Federal law enforcement officer (as defined in section 115(c) of title 18); or
“(C) identified by the Director of the Office of Personnel Management in the regulations issued under paragraph (2).
“(2) Regulations
“(A) Issuance—The Director of the Office of Personnel Management shall issue regulations identifying additional positions with respect to which the prohibition under subsection (a) shall not apply, giving due consideration to positions that involve interaction with minors, access to sensitive information, or managing financial transactions.
“(B) Compliance with civil rights laws—The regulations issued under subparagraph (A) shall—
“(i) be consistent with, and in no way supersede, restrict, or limit the application of title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) or other relevant Federal civil rights laws; and
“(ii) ensure that all hiring activities conducted pursuant to the regulations are conducted in a manner consistent with relevant Federal civil rights laws.
“9203. Agency policies; complaint procedures
“The Director of the Office of Personnel Management shall—
“(1) develop, implement, and publish a policy to assist employees of agencies in complying with section 9202 and the regulations issued pursuant to such section; and
“(2) establish and publish procedures under which an applicant for an appointment to a position in the civil service may submit a complaint, or any other information, relating to compliance by an employee of an agency with section 9202.
“9204. Adverse action
“(a) First violation—If the Director of the Office of Personnel Management determines, after notice and an opportunity for a hearing on the record, that an employee of an agency has violated section 9202, the Director shall—
“(1) issue to the employee a written warning that includes a description of the violation and the additional penalties that may apply for subsequent violations; and
“(2) file such warning in the employee’s official personnel record file.
“(b) Subsequent violations—If the Director of the Office of Personnel Management determines, after notice and an opportunity for a hearing on the record, that an employee that was subject to subsection (a) has committed a subsequent violation of section 9202, the Director may take the following action:
“(1) For a second violation, suspension of the employee for a period of not more than 7 days.
“(2) For a third violation, suspension of the employee for a period of more than 7 days.
“(3) For a fourth violation—
“(A) suspension of the employee for a period of more than 7 days; and
“(B) a civil penalty against the employee in an amount that is not more than $250.
“(4) For a fifth violation—
“(A) suspension of the employee for a period of more than 7 days; and
“(B) a civil penalty against the employee in an amount that is not more than $500.
“(5) For any subsequent violation—
“(A) suspension of the employee for a period of more than 7 days; and
“(B) a civil penalty against the employee in an amount that is not more than $1,000.
“9205. Procedures
“(a) Appeals—The Director of the Office of Personnel Management shall by rule establish procedures providing for an appeal from any adverse action taken under section 9204 by not later than 30 days after the date of the action.
“(b) Applicability of other laws—An adverse action taken under section 9204 (including a determination in an appeal from such an action under subsection (a) of this section) shall not be subject to—
“(1) the procedures under chapter 75; or
“(2) except as provided in subsection (a) of this section, appeal or judicial review.
“9206. Rules of construction
“Nothing in this chapter may be construed to—
“(1) authorize any officer or employee of an agency to request the disclosure of information described under subparagraphs (B) and (C) of section 9201(4); or
“(2) create a private right of action for any person.”
“(12) Section 9202 of title 5, United States Code.”
“207. Rights and protections relating to criminal history inquiries
“(a) Definitions—In this section, the terms agency, criminal history record information, and suspension have the meanings given the terms in section 9201 of title 5, United States Code, except as otherwise modified by this section.
“(b) Restrictions on criminal history inquiries
“(1) In general
“(A) In general—Except as provided in subparagraph (B), an employee of an employing office may not request that an applicant for employment as a covered employee disclose criminal history record information if the request would be prohibited under section 9202 of title 5, United States Code, if made by an employee of an agency.
“(B) Conditional offer—For purposes of applying that section 9202 under subparagraph (A), a reference in that section 9202 to a conditional offer shall be considered to be an offer of employment as a covered employee that is conditioned upon the results of a criminal history inquiry.
“(2) Rules of construction—The provisions of section 9206 of title 5, United States Code, shall apply to employing offices, consistent with regulations issued under subsection (d).
“(c) Remedy
“(1) In general—The remedy for a violation of subsection (b)(1) shall be such remedy as would be appropriate if awarded under section 9204 of title 5, United States Code, if the violation had been committed by an employee of an agency, consistent with regulations issued under subsection (d), except that the reference in that section to a suspension shall be considered to be a suspension with the level of compensation provided for a covered employee who is taking unpaid leave under section 202.
“(2) Process for obtaining relief—An applicant for employment as a covered employee who alleges a violation of subsection (b)(1) may rely on the provisions of title IV (other than section 407 or 408, or a provision of this title that permits a person to obtain a civil action or judicial review), consistent with regulations issued under subsection (d).
“(d) Regulations To implement section
“(1) In general—Not later than 18 months after the date of enactment of the Fair Chance to Compete for Jobs Act of 2019, the Board shall, pursuant to section 304, issue regulations to implement this section.
“(2) Parallel with agency regulations—The regulations issued under paragraph (1) shall be the same as substantive regulations issued by the Director of the Office of Personnel Management under section 2(b)(1) of the Fair Chance to Compete for Jobs Act of 2019 to implement the statutory provisions referred to in subsections (a) through (c) except to the extent that the Board may determine, for good cause shown and stated together with the regulation, that a modification of such regulations would be more effective for the implementation of the rights and protections under this section.
“(e) Effective Date—Section 102(a)(12) and subsections (a) through (c) shall take effect on the date on which section 9202 of title 5, United States Code, applies with respect to agencies.”
“(i) Restrictions on criminal history inquiries
“(1) Definitions—In this subsection—
“(A) the terms agency and criminal history record information have the meanings given those terms in section 9201 of title 5;
“(B) the term covered employee means an employee of the judicial branch of the United States Government, other than—
“(i) any judge or justice who is entitled to hold office during good behavior;
“(ii) a United States magistrate judge; or
“(iii) a bankruptcy judge; and
“(C) the term employing office means any office or entity of the judicial branch of the United States Government that employs covered employees.
“(2) Restriction—A covered employee may not request that an applicant for employment as a covered employee disclose criminal history record information if the request would be prohibited under section 9202 of title 5 if made by an employee of an agency.
“(3) Employing office policies; complaint procedure—The provisions of sections 9203 and 9206 of title 5 shall apply to employing offices and to applicants for employment as covered employees, consistent with regulations issued by the Director to implement this subsection.
“(4) Adverse action
“(A) Adverse action—The Director may take such adverse action with respect to a covered employee who violates paragraph (2) as would be appropriate under section 9204 of title 5 if the violation had been committed by an employee of an agency.
“(B) Appeals—The Director shall by rule establish procedures providing for an appeal from any adverse action taken under subparagraph (A) by not later than 30 days after the date of the action.
“(C) Applicability of other laws—Except as provided in subparagraph (B), an adverse action taken under subparagraph (A) (including a determination in an appeal from such an action under subparagraph (B)) shall not be subject to appeal or judicial review.
“(5) Regulations to be issued
“(A) In general—Not later than 18 months after the date of enactment of the Fair Chance to Compete for Jobs Act of 2019, the Director shall issue regulations to implement this subsection.
“(B) Parallel with agency regulations—The regulations issued under subparagraph (A) shall be the same as substantive regulations promulgated by the Director of the Office of Personnel Management under section 2(b)(1) of the Fair Chance to Compete for Jobs Act of 2019 except to the extent that the Director of the Administrative Office of the United States Courts may determine, for good cause shown and stated together with the regulation, that a modification of such regulations would be more effective for the implementation of the rights and protections under this subsection.
“(6) Effective date—Paragraphs (1) through (4) shall take effect on the date on which section 9202 of title 5 applies with respect to agencies.”
Sec. 16 Prohibition on criminal history inquiries by contractors prior to conditional offer
“4714. Prohibition on criminal history inquiries by contractors prior to conditional offer
“(a) Limitation on criminal history inquiries
“(1) In general—Except as provided in paragraphs (2) and (3), an executive agency—
“(A) may not require that an individual or sole proprietor who submits a bid for a contract to disclose criminal history record information regarding that individual or sole proprietor before determining the apparent awardee; and
“(B) shall require, as a condition of receiving a Federal contract and receiving payments under such contract that the contractor may not verbally, or through written form, request the disclosure of criminal history record information regarding an applicant for a position related to work under such contract before the contractor extends a conditional offer to the applicant.
“(2) Otherwise required by law—The prohibition under paragraph (1) does not apply with respect to a contract if consideration of criminal history record information prior to a conditional offer with respect to the position is otherwise required by law.
“(3) Exception for certain positions
“(A) In general—The prohibition under paragraph (1) does not apply with respect to—
“(i) a contract that requires an individual hired under the contract to access classified information or to have sensitive law enforcement or national security duties; or
“(ii) a position that the Administrator of General Services identifies under the regulations issued under subparagraph (B).
“(B) Regulations
“(i) Issuance—Not later than 16 months after the date of enactment of the Fair Chance to Compete for Jobs Act of 2019, the Administrator of General Services, in consultation with the Secretary of Defense, shall issue regulations identifying additional positions with respect to which the prohibition under paragraph (1) shall not apply, giving due consideration to positions that involve interaction with minors, access to sensitive information, or managing financial transactions.
“(ii) Compliance with civil rights laws—The regulations issued under clause (i) shall—
“(I) be consistent with, and in no way supersede, restrict, or limit the application of title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) or other relevant Federal civil rights laws; and
“(II) ensure that all hiring activities conducted pursuant to the regulations are conducted in a manner consistent with relevant Federal civil rights laws.
“(b) Complaint procedures—The Administrator of General Services shall establish and publish procedures under which an applicant for a position with a Federal contractor may submit to the Administrator a complaint, or any other information, relating to compliance by the contractor with subsection (a)(1)(B).
“(c) Action for violations of prohibition on criminal history inquiries
“(1) First violation—If the head of an executive agency determines that a contractor has violated subsection (a)(1)(B), such head shall—
“(A) notify the contractor;
“(B) provide 30 days after such notification for the contractor to appeal the determination; and
“(C) issue a written warning to the contractor that includes a description of the violation and the additional remedies that may apply for subsequent violations.
“(2) Subsequent violation—If the head of an executive agency determines that a contractor that was subject to paragraph (1) has committed a subsequent violation of subsection (a)(1)(B), such head shall notify the contractor, shall provide 30 days after such notification for the contractor to appeal the determination, and, in consultation with the relevant Federal agencies, may take actions, depending on the severity of the infraction and the contractor’s history of violations, including—
“(A) providing written guidance to the contractor that the contractor's eligibility for contracts requires compliance with this section;
“(B) requiring that the contractor respond within 30 days affirming that the contractor is taking steps to comply with this section; and
“(C) suspending payment under the contract for which the applicant was being considered until the contractor demonstrates compliance with this section.
“(d) Definitions—In this section:
“(1) Conditional offer—The term conditional offer means an offer of employment for a position related to work under a contract that is conditioned upon the results of a criminal history inquiry.
“(2) Criminal history record information—The term criminal history record information has the meaning given that term in section 9201 of title 5.”
“2339. Prohibition on criminal history inquiries by contractors prior to conditional offer
“(a) Limitation on criminal history inquiries
“(1) In general—Except as provided in paragraphs (2) and (3), the head of an agency—
“(A) may not require that an individual or sole proprietor who submits a bid for a contract to disclose criminal history record information regarding that individual or sole proprietor before determining the apparent awardee; and
“(B) shall require as a condition of receiving a Federal contract and receiving payments under such contract that the contractor may not verbally or through written form request the disclosure of criminal history record information regarding an applicant for a position related to work under such contract before such contractor extends a conditional offer to the applicant.
“(2) Otherwise required by law—The prohibition under paragraph (1) does not apply with respect to a contract if consideration of criminal history record information prior to a conditional offer with respect to the position is otherwise required by law.
“(3) Exception for certain positions
“(A) In general—The prohibition under paragraph (1) does not apply with respect to—
“(i) a contract that requires an individual hired under the contract to access classified information or to have sensitive law enforcement or national security duties; or
“(ii) a position that the Secretary of Defense identifies under the regulations issued under subparagraph (B).
“(B) Regulations
“(i) Issuance—Not later than 16 months after the date of enactment of the Fair Chance to Compete for Jobs Act of 2019, the Secretary of Defense, in consultation with the Administrator of General Services, shall issue regulations identifying additional positions with respect to which the prohibition under paragraph (1) shall not apply, giving due consideration to positions that involve interaction with minors, access to sensitive information, or managing financial transactions.
“(ii) Compliance with civil rights laws—The regulations issued under clause (i) shall—
“(I) be consistent with, and in no way supersede, restrict, or limit the application of title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) or other relevant Federal civil rights laws; and
“(II) ensure that all hiring activities conducted pursuant to the regulations are conducted in a manner consistent with relevant Federal civil rights laws.
“(b) Complaint procedures—The Secretary of Defense shall establish and publish procedures under which an applicant for a position with a Department of Defense contractor may submit a complaint, or any other information, relating to compliance by the contractor with subsection (a)(1)(B).
“(c) Action for violations of prohibition on criminal history inquiries
“(1) First violation—If the Secretary of Defense determines that a contractor has violated subsection (a)(1)(B), the Secretary shall—
“(A) notify the contractor;
“(B) provide 30 days after such notification for the contractor to appeal the determination; and
“(C) issue a written warning to the contractor that includes a description of the violation and the additional remedies that may apply for subsequent violations.
“(2) Subsequent violations—If the Secretary of Defense determines that a contractor that was subject to paragraph (1) has committed a subsequent violation of subsection (a)(1)(B), the Secretary shall notify the contractor, shall provide 30 days after such notification for the contractor to appeal the determination, and, in consultation with the relevant Federal agencies, may take actions, depending on the severity of the infraction and the contractor’s history of violations, including—
“(A) providing written guidance to the contractor that the contractor's eligibility for contracts requires compliance with this section;
“(B) requiring that the contractor respond within 30 days affirming that the contractor is taking steps to comply with this section; and
“(C) suspending payment under the contract for which the applicant was being considered until the contractor demonstrates compliance with this section.
“(d) Definitions—In this section:
“(1) Conditional offer—The term conditional offer means an offer of employment for a position related to work under a contract that is conditioned upon the results of a criminal history inquiry.
“(2) Criminal history record information—The term criminal history record information has the meaning given that term in section 9201 of title 5.”