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Bill

HR 10001

Wildfire Responder Protection Act

119th Congress Introduced by Mike Lawler and 1 co-sponsor

The bill expands federal workers’ workers’ compensation eligibility to include wildfire response roles (fuels specialist, burn boss, prescribed fire crew) and adds planned ignition

Introduced in House
0
WeVote Research Nonpartisan
Bill Summary · HR 10001

Bill at a glance

  • Name: Wildfire Responder Protection Act
  • Bill number: H.R. 10001
  • Session: 119th Congress, 2nd Session
  • Introduced: July 30, 2026 by Rep. Brittany Pettersen (with Rep. Mike Lawler as a co-sponsor)
  • Committees: Referred to the House Committee on Education and Workforce
  • Objective: Amend title 5 of the U.S. Code to modify certain requirements for federal employees engaged in fire protection activities for workers’ compensation eligibility under Chapter 81, and related purposes

Purpose and intent

The bill seeks to adjust the eligibility criteria and scope for federal workers who perform fire protection activities to qualify for workers’ compensation under Chapter 81 of Title 5. The changes appear designed to broaden or clarify which employees involved in wildfire response activities are considered within the scope of “fire protection” for the purposes of workers’ compensation coverage.

Key provisions

  • Statutory amendment: Section 8143b(a)(1) of title 5, U.S.C. is modified.
    • Coverage period: The amendment inserts the phrase “for all or a substantial part of the year” after the term “employee employed,” potentially expanding or clarifying the duration criterion for eligibility.
    • Additional job classifications added: The bill adds specific wildfire response roles to the list of employees covered under the relevant provisions, including:
    • fuels specialist
    • burn boss
    • prescribed fire crew member
    • (and previously listed “ambulance personnel” now complemented with these roles)
    • Scope of fire activities: The bill expands the enumerated activities within fire protection to include:
    • “planned ignition” as a component of fire protection and suppression activities
    • Subparagraphs related to fire suppression are updated to include fire suppression or planned ignition
    • Prevention and fuels reduction: The subparagraphs are adjusted to explicitly include fuels reduction alongside prevention
    • Structural changes to text: Subparagraph (D) is struck, and formatting updates are made to reflect the revised categorization of duties and activities

Who is affected

  • Federal employees engaged in fire protection activities under the Civil Service personnel framework who may qualify for workers’ compensation under Chapter 81.
  • The bill explicitly includes roles connected to wildfire response, such as fuels specialists, burn bosses, and prescribed fire crew members, expanding the pool of covered workers beyond the traditional fire suppression personnel.
  • Agencies employing personnel for fire protection, fuels management, and prescribed fire activities would be directly impacted in terms of eligibility criteria for workers’ compensation.

Procedural and timeline aspects

  • Introduction and referral: The bill was introduced on July 30, 2026, and referred to the House Committee on Education and Workforce.
  • Next steps: If reported out by the committee, the bill would need consideration on the House floor and then potentially move to the Senate, where it would require passage and signature or veto resolution to become law.

Potential impact and considerations

  • Workers’ compensation coverage: The primary impact is to modify eligibility standards for federal employees involved in wildfire response, potentially expanding protections to additional wildfire-related roles and types of fire-related activities (including planned ignitions and fuels reduction).
  • Operational clarity: By explicitly naming roles and activities, the bill aims to reduce ambiguity about which federal fire protection personnel are covered, potentially improving benefit delivery and eligibility determinations.
  • Implementation considerations: Agencies may need to adjust internal human resources classifications, payroll, and workers’ compensation processes to align with the revised criteria and definitions.

If you’d like, I can provide a plain-language summary for a general-audience leaflet or a more technical briefing for policy staff, with a side-by-side comparison of current law versus the bill’s proposed changes.

Compiled from official sources — confirm details with the bill’s official record.

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