The Trump Administration Is Committed to Combating Human Trafficking and Protecting The Innocent



COMBATING HUMAN TRAFFICKING: President Donald J. Trump has prioritized fighting for the voiceless and ending the scourge of human trafficking across the Nation.

  • In January 2020, President Trump recognized the 20th Anniversary of the Trafficking Victims Protection Act and signed an Executive Order on Combating Human Trafficking and Online Child Exploitation in the United States.
    • Through this order, President Trump created the first-ever White House position focused solely on combating human trafficking.
  • Since taking office, the President has signed nine pieces of bipartisan legislation to combat human trafficking, both domestically and internationally.
  • Today, President Trump released his National Action Plan to Combat Human Trafficking to direct the Federal Government’s efforts to end human trafficking within the United States.

LEVERAGING FEDERAL GOVERNMENT RESOURCES: The Administration is committed to eradicating human trafficking by leveraging every resource of the Federal Government.

  • The President approved the largest Department of Justice (DOJ) grant package in history to combat human trafficking, including the first-ever grants for safe housing for survivors.
  • President Trump doubled the amount of DOJ funding to combat human trafficking that existed during the previous administration and prioritized funds to enhance prosecutions and frontline efforts in the states.
  • In Fiscal Year 2019, Federal law enforcement agencies initiated more than 1,600 new investigations into human traffickers, and DOJ-funded human trafficking task forces at the State and local level reported opening more than 2,500 new cases.
  • The Trump Administration signed bilateral agreements with El Salvador, Honduras, and Guatemala to help curtail labor exploitation.

A COMPREHENSIVE PLAN OF ACTION: The Administration is focused on implementing a whole-of-government approach to fighting human trafficking.

  • The Department of Homeland Security (DHS) recently created the Center for Countering Human Trafficking (CCHT), establishing a centralized location for subject matter experts to coordinate and expand its efforts in the fight against human trafficking and forced labor.
  • Agencies are focused on preventing human trafficking through increased awareness and education, curtailing demand, and decreasing imports of products resulting from forced labor.
  • The Department of Health and Human Services, DHS, and DOJ have worked to train more than 95,000 professionals to enhance their capacity to respond appropriately to suspected instances of human trafficking.
    • These professionals include civil society, law enforcement, and government officials.
  • Through the President’s Task Force on Missing and Murdered American Indians and Alaska Natives, his Administration is working in coordination with tribal communities to better understand the impact of human trafficking in Indian Country.







September Jobs Report Shows American Grit


今朝、労働統計局は月次雇用状況報告を発表した。 9月、米国は661,000人の雇用を追加し、失業率は7.9%に低下しました。




ブルーカラー労働者は、製造業と建設業の拡大が続く中、ここ数ヶ月で力強い回復を経験しています。 4月までの損失以来、製造業は損失の半分以上を回復し、建設業は3分の2回復し、合計で140万人以上の雇用が増加しました。この政権は、以前にマージンに残された労働者に引き続きコミットしている。



依然として上昇しているものの、すべてのマイノリティと歴史的に不利な立場にあるアメリカ人の失業率は低下しました。 4月以降、ヒスパニック系の失業率は8.6パーセントポイント、アジア系アメリカ人の失業率は5.6パーセントポイント、アフリカ系アメリカ人の失業率は4.6パーセントポイント低下しています。同様に、高校卒業証書未満の人の失業率は10.6パーセントポイント減少しましたが、大学教育を受けていない高校卒業生の失業率は5か月で8.3パーセントポイント減少しました。



This morning, the Bureau of Labor Statistics released its monthly employment situation report. In September, the United States added 661,000 jobs, and the unemployment rate fell to 7.9 percent.

In the last five months, 52 percent of the job losses from the pandemic have been recovered, and the United States has gained more than 11.4 million jobs, including a combined upward revision in July and August of 145,000 jobs. Although this year has not been easy, the grit of the American worker has not wavered, and we are in the midst of the fastest economic recovery in American history.

Since the recovery began in May, job gains have been concentrated in low-earning industries, which employ a large portion of minorities as well as those without college degrees, such as retail trade and leisure and hospitality. While the losses in these sectors were the steepest, swift, targeted action to keep workers connected to their employers has been a catalyst to recovery. Every private sector industry posted job gains for September, and leisure and hospitality and retail trade increased the most with gains of 318,000 and 142,000, respectively.

In fact, 51 percent of all job losses from February to April occurred in either the leisure and hospitality industry or the retail trade industry, which have average hourly wages below the national average. Since then, more than 4.5 million jobs have returned in the leisure and hospitality sector and nearly 1.9 million jobs have returned in the retail trade sector. These, in conjunction with the education and health services sector, which added 40,000 jobs in September, account for 68 percent of job gains since April.

Blue-collar workers have experienced strong recoveries in recent months as expansions continue in the manufacturing and construction industries. Since their losses through April, manufacturing has recovered more than half of its losses, while construction has rebounded by two-thirds with combined gains of more than 1.4 million jobs. This Administration remains committed to workers previously left on the margin.













合衆国法典第5編第3302条(1)に基づく私の権限に従い、良好な管理の条件は、機密の政策決定の連邦サービスにおける競争的雇用規則およびキャリアポジションの審査の例外を必要とすることを発見しました。 、政策立案、または政策提唱者。これらの条件には、競争力のあるサービス選択手順によって課せられる制限なしに、将来の任命者を評価するための追加の柔軟性を代理店長に提供する必要性が含まれます。これらのポジションを例外サービスに配置すると、選択の過度の制限が緩和されます。この行動はまた、労働倫理、判断、および機関の特定のニーズを満たす能力など、これらのポジションを満たすために申請者の重要な資質を評価するためのより大きな能力と裁量を機関に与えます。これらはすべて、個人が将来のポジションに固有の権限を行使する前に持つべき資質であり、機関は、必ずしも特定のニーズを反映していない複雑で手の込んだ競争力のあるサービスプロセスや評価手順を経ることなく候補者を評価できる必要があります。


Sec。 2.定義。 「通常、大統領の移行の結果として変更される可能性がある」という表現は、実際問題として、大統領の移行時に辞任することが予想される職位を指し、任命にホワイトハウス事務所の同意が必要なすべての職位が含まれます。大統領職員。

Sec。 3.例外的なサービス。大統領の移行の結果として通常は変更されることのない、機密、政策決定、政策決定、または政策提唱の人物の地位への個人の任命は、以下によって確立された例外サービスのスケジュールFに基づいて行われるものとします。この注文のセクション4。

Sec。 4.除外サービスのスケジュールF。 (a)公務員規則VIは次のように修正されます。

(i)5 CFR6.2は次のように修正されます。


スケジュールB.競争試験を実施することが現実的ではない、機密または方針を決定する性格以外のポジションは、スケジュールBにリストされるものとします。これらのポジションへの任命は、OPMによって規定されるような非競争的検査の対象となるものとします。 。



スケジュールE.5U.S.C.の下で任命された行政法判事の位置3105.良好な行政の条件は、行政法判事の地位が例外的なサービスに置かれ、この地位への任命は、審査と格付けの要件を含む5 CFR、パート302の要件の対象とならないことを保証します。管理上実行可能な限り、ベテランの好みの原則。


(ii)5 CFR6.4は次のように修正されます。


(i)局長がこの命令を実施するために必要であると判断した規則を採用する。これには、必要に応じて、この命令と矛盾する、またはこの命令の実施を妨げる規則の修正または取消しが含まれ、5に特に注意を払う。 CFR、パート212、サブパートD; 5 CFR、パート213、サブパートAおよびC;および5CFR 302.101;そして


Sec。 5.エージェンシーアクション。 (a)執行機関の各長(合衆国法典第5編第105条に定義されているが、政府説明責任局を除く)は、この命令の日付から90日以内に、対象となる機関の立場の予備審査を実施するものとします。合衆国法典第5編第75章のサブチャプターIIにより、この注文の日付から210日以内にそのようなポジションの完全なレビューを実施するものとします。その後、各機関の長は、少なくとも年に一度、合衆国法典第5編第75章のサブチャプターIIでカバーされる機関の位置のレビューを実施するものとします。そのようなレビューに続いて、各機関の長は以下を行うものとします。

Gasshūkokuhōten d

By the authority vested in me as President by the Constitution and the laws of the United States of America, including sections 3301, 3302, and 7511 of title 5, United States Code, it is hereby ordered as follows:

Section 1. Policy. To effectively carry out the broad array of activities assigned to the executive branch under law, the President and his appointees must rely on men and women in the Federal service employed in positions of a confidential, policy-determining, policy-making, or policy-advocating character. Faithful execution of the law requires that the President have appropriate management oversight regarding this select cadre of professionals.

The Federal Government benefits from career professionals in positions that are not normally subject to change as a result of a Presidential transition but who discharge significant duties and exercise significant discretion in formulating and implementing executive branch policy and programs under the laws of the United States. The heads of executive departments and agencies (agencies) and the American people also entrust these career professionals with non‑public information that must be kept confidential.

With the exception of attorneys in the Federal service who are appointed pursuant to Schedule A of the excepted service and members of the Senior Executive Service, appointments to these positions are generally made through the competitive service. Given the importance of the functions they discharge, employees in such positions must display appropriate temperament, acumen, impartiality, and sound judgment.

Due to these requirements, agencies should have a greater degree of appointment flexibility with respect to these employees than is afforded by the existing competitive service process.

Further, effective performance management of employees in confidential, policy-determining, policy-making, or policy-advocating positions is of the utmost importance. Unfortunately, the Government’s current performance management is inadequate, as recognized by Federal workers themselves. For instance, the 2016 Merit Principles Survey reveals that less than a quarter of Federal employees believe their agency addresses poor performers effectively.

Separating employees who cannot or will not meet required performance standards is important, and it is particularly important with regard to employees in confidential, policy-determining, policy-making, or policy-advocating positions. High performance by such employees can meaningfully enhance agency operations, while poor performance can significantly hinder them. Senior agency officials report that poor performance by career employees in policy-relevant positions has resulted in long delays and substandard-quality work for important agency projects, such as drafting and issuing regulations.

Pursuant to my authority under section 3302(1) of title 5, United States Code, I find that conditions of good administration make necessary an exception to the competitive hiring rules and examinations for career positions in the Federal service of a confidential, policy-determining, policy-making, or policy-advocating character. These conditions include the need to provide agency heads with additional flexibility to assess prospective appointees without the limitations imposed by competitive service selection procedures. Placing these positions in the excepted service will mitigate undue limitations on their selection. This action will also give agencies greater ability and discretion to assess critical qualities in applicants to fill these positions, such as work ethic, judgment, and ability to meet the particular needs of the agency. These are all qualities individuals should have before wielding the authority inherent in their prospective positions, and agencies should be able to assess candidates without proceeding through complicated and elaborate competitive service processes or rating procedures that do not necessarily reflect their particular needs.

Conditions of good administration similarly make necessary excepting such positions from the adverse action procedures set forth in chapter 75 of title 5, United States Code. Chapter 75 of title 5, United States Code, requires agencies to comply with extensive procedures before taking adverse action against an employee. These requirements can make removing poorly performing employees difficult. Only a quarter of Federal supervisors are confident that they could remove a poor performer. Career employees in confidential, policy-determining, policy‑making, and policy-advocating positions wield significant influence over Government operations and effectiveness. Agencies need the flexibility to expeditiously remove poorly performing employees from these positions without facing extensive delays or litigation.

Sec. 2. Definition. The phrase “normally subject to change as a result of a Presidential transition” refers to positions whose occupants are, as a matter of practice, expected to resign upon a Presidential transition and includes all positions whose appointment requires the assent of the White House Office of Presidential Personnel.

Sec. 3. Excepted Service. Appointments of individuals to positions of a confidential, policy-determining, policy-making, or policy-advocating character that are not normally subject to change as a result of a Presidential transition shall be made under Schedule F of the excepted service, as established by section 4 of this order.

Sec. 4. Schedule F of the Excepted Service. (a) Civil Service Rule VI is amended as follows:

(i) 5 CFR 6.2 is amended to read:
“OPM shall list positions that it excepts from the competitive service in Schedules A, B, C, D, E, and F, which schedules shall constitute parts of this rule, as follows:

Schedule A. Positions other than those of a confidential or policy-determining character for which it is not practicable to examine shall be listed in Schedule A.

Schedule B. Positions other than those of a confidential or policy-determining character for which it is not practicable to hold a competitive examination shall be listed in Schedule B. Appointments to these positions shall be subject to such noncompetitive examination as may be prescribed by OPM.

Schedule C. Positions of a confidential or policy-determining character normally subject to change as a result of a Presidential transition shall be listed in Schedule C.

Schedule D. Positions other than those of a confidential or policy-determining character for which the competitive service requirements make impracticable the adequate recruitment of sufficient numbers of students attending qualifying educational institutions or individuals who have recently completed qualifying educational programs. These positions, which are temporarily placed in the excepted service to enable more effective recruitment from all segments of society by using means of recruiting and assessing candidates that diverge from the rules generally applicable to the competitive service, shall be listed in Schedule D.

Schedule E. Position of administrative law judge appointed under 5 U.S.C. 3105. Conditions of good administration warrant that the position of administrative law judge be placed in the excepted service and that appointment to this position not be subject to the requirements of 5 CFR, part 302, including examination and rating requirements, though each agency shall follow the principle of veteran preference as far as administratively feasible.

Schedule F. Positions of a confidential, policy-determining, policy-making, or policy-advocating character not normally subject to change as a result of a Presidential transition shall be listed in Schedule F. In appointing an individual to a position in Schedule F, each agency shall follow the principle of veteran preference as far as administratively feasible.”

(ii) 5 CFR 6.4 is amended to read:
“Except as required by statute, the Civil Service Rules and Regulations shall not apply to removals from positions listed in Schedules A, C, D, E, or F, or from positions excepted from the competitive service by statute. The Civil Service Rules and Regulations shall apply to removals from positions listed in Schedule B of persons who have competitive status.”

(b) The Director of the Office of Personnel Management (Director) shall:

(i) adopt such regulations as the Director determines may be necessary to implement this order, including, as appropriate, amendments to or rescissions of regulations that are inconsistent with, or that would impede the implementation of, this order, giving particular attention to 5 CFR, part 212, subpart D; 5 CFR, part 213, subparts A and C; and 5 CFR 302.101; and

(ii) provide guidance on conducting a swift, orderly transition from existing appointment processes to the Schedule F process established by this order.

Sec. 5. Agency Actions. (a) Each head of an executive agency (as defined in section 105 of title 5, United States Code, but excluding the Government Accountability Office) shall conduct, within 90 days of the date of this order, a preliminary review of agency positions covered by subchapter II of chapter 75 of title 5, United States Code, and shall conduct a complete review of such positions within 210 days of the date of this order. Thereafter, each agency head shall conduct a review of agency positions covered by subchapter II of chapter 75 of title 5, United States Code, on at least an annual basis. Following such reviews each agency head shall:

(i) for positions not excepted from the competitive service by statute, petition the Director to place in Schedule F any such competitive service, Schedule A, Schedule B, or Schedule D positions within the agency that the agency head determines to be of a confidential, policy-determining, policy-making, or policy-advocating character and that are not normally subject to change as a result of a Presidential transition. Any such petition shall include a written explanation documenting the basis for the agency head’s determination that such position should be placed in Schedule F; and

(ii) for positions excepted from the competitive service by statute, determine which such positions are of a confidential, policy-determining, policy-making, or policy-advocating character and are not normally subject to change as a result of a Presidential transition. The agency head shall publish this determination in the Federal Register. Such positions shall be considered Schedule F positions for the purposes of agency actions under sections 5(d) and 6 of this order.

(b) The requirements set forth in subsection (a) of this section shall apply to currently existing positions and newly created positions.

(c) When conducting the review required by subsection (a) of this section, each agency head should give particular consideration to the appropriateness of either petitioning the Director to place in Schedule F or including in the determination published in the Federal Register, as applicable, positions whose duties include the following:

(i) substantive participation in the advocacy for or development or formulation of policy, especially:

(A) substantive participation in the development or drafting of regulations and guidance; or

(B) substantive policy-related work in an agency or agency component that primarily focuses on policy;

(ii) the supervision of attorneys;

(iii) substantial discretion to determine the manner in which the agency exercises functions committed to the agency by law;

(iv) viewing, circulating, or otherwise working with proposed regulations, guidance, executive orders, or other non-public policy proposals or deliberations generally covered by deliberative process privilege and either:

(A) directly reporting to or regularly working with an individual appointed by either the President or an agency head who is paid at a rate not less than that earned by employees at Grade 13 of the General Schedule; or

(B) working in the agency or agency component executive secretariat (or equivalent); or

(v) conducting, on the agency’s behalf, collective bargaining negotiations under chapter 71 of title 5, United States Code.

(d) The Director shall promptly determine whether to grant any petition under subsection (a) of this section. Not later than December 31 of each year, the Director shall report to the President, through the Director of the Office of Management and Budget and the Assistant to the President for Domestic Policy, concerning the number of petitions granted and denied for that year for each agency.

(e) Each agency head shall, as necessary and appropriate, expeditiously petition the Federal Labor Relations Authority to determine whether any Schedule F position must be excluded from a collective bargaining unit under section 7112(b) of title 5, United States Code, paying particular attention to the question of whether incumbents in such positions are required or authorized to formulate, determine, or influence the policies of the agency.

Sec. 6. Prohibited Personnel Practices Prohibited. Agencies shall establish rules to prohibit the same personnel practices prohibited by section 2302(b) of title 5, United States Code, with respect to any employee or applicant for employment in Schedule F of the excepted service.

Sec. 7. General Provisions. (a) Nothing in this order shall be construed to impair or otherwise affect:

(i) the authority granted by law to an executive department or agency, or the head thereof; or

(ii) the functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals.

(b) This order shall be implemented consistent with applicable law and subject to the availability of appropriations.

(c) This order is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or in equity by any party against the United States, its departments, agencies, or entities, its officers, employees, or agents, or any other person.

(d) If any provision of this order, or the application of any provision to any person or circumstances, is held to be invalid, the remainder of this order and the application of any of its other provisions to any other persons or circumstances shall not be affected thereby.

(e) Nothing in this order shall be construed to limit or narrow the positions that are or may be listed in Schedule C.









本日、私は法律S. 209、「2019年インド部族法の進捗状況」(「法」)に署名しました。この法律は、1975年のインドの自己決定と教育支援法(ISDEAA)に基づく部族の自治を強化するためにいくつかの改正を行い、部族にさらに権限を与えるという私の政権の目標を促進するのに役立ちます。たとえば、運輸省は最近、部族輸送自治プログラムを実施しました。これは、連邦政府が認めた部族および部族組織に、部族輸送プログラム、機能、サービスの実行に使用される連邦資金に対するより優れた管理、柔軟性、および意思決定権限を提供します。 、および部族コミュニティでの活動。ただし、この法律には憲法上の懸念を提起するいくつかの規定が含まれていることに注意してください。


第二に、法によって改正されたISDEAAのセクション105(p)は、ISDEAAの管理における解釈の規則を「すべての連邦法」に適用することを目的としています。 。 。と大統領命令。」私が第2条第3項に基づく「法律が忠実に執行されるように注意する」という憲法上の責任を果たす手段の1つは、行政府を監督する大統領命令を発行することです。したがって、私が発行する大統領命令が、改正されたセクション105(p)の連邦法の解釈規則に準拠することを保証するのは私の責任ですが、その条項自体が大統領命令の意味を修正または変更することはできません。法令の意味を修正または変更します。

最後に、法によって改正されたISDEAAのセクション407(i)は、ISDEAAのタイトルIVに基づいて実施される建設プログラムへの「連邦調達(大統領命令を含む)に関連する法律または規制」の適用を否定することを目的としています。私は、憲法の遵守を確保するように設計されているか、そうでなければ大統領令の行使である限り、大統領令の撤回または撤回を指示したり、大統領令の法的効力を否定したりするためではなく、準拠法を変更するためにのみこの規定を理解します議会が干渉してはならない第2条の権限(「それぞれの職務に関連する主題について、各執行部門の主任役員の意見を書面で要求する」大統領の権限など) 。



インディアナ州のThomasL。Kirsch IIが、第7巡回区控訴裁判所の巡回裁判官を務める

トーマス・キルシュはインディアナ州北部地区の連邦検事であり、インディアナ州の連邦法執行機関の最高責任者を務めています。 2017年に米国連邦検事になる前は、Winston&Strawn LLPのパートナーであり、複雑な訴訟や企業調査に焦点を当て、司法省のさまざまな役職に就いていました。インディアナ州北部地区および法務局の副検事総長の顧問として。カーシュ氏は、インディアナ州南部地区連邦地方裁判所のジョン・ダニエル・ティンダー裁判官の法務官を務めました。彼はインディアナ大学で文学士号を、ハーバードロースクールで法学博士号を取得しています。


Joe Barloonは現在、米国通商代表部の法務顧問および米国通商代表部代理を務めています。 Barloon氏は以前、Skadden、Arps、Slate、Meagher&Flom LLPのパートナーであり、全国の連邦裁判所でさまざまな訴訟を提起し、連邦および州の行政機関で執行問題を処理していました。法科大学院を卒業すると、バールーン氏は、D.C。サーキットの米国控訴裁判所のダグラスH.ギンズバーグ裁判官の法務官を務めました。彼はA.B.を受け取りましたハーバード大学で修士号を、ペンシルベニア大学で修士号を、ジョージタウンロースクールでJ.D.を優等で取得しています。






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